I have been puzzled in recent weeks by colleagues congratulating me on my humility. What are these folks talking about? People who knew me years ago would definitely be amused by that. At best, I was described as “Sweet but Stern.” At my boldest, I was told that I could terrorize entire cities. Community leaders had a white-knuckled grasp on their chairs when I tersely announce my intention to speak off-the-record. Not even a voice from the back of the room calling out, “Oh ho, this should be good!” slowed me down.
I often hear that leadership is greatly needed in these challenging times. But what does leadership mean? Is it a matter of personality? Is leadership defined by mission and goals? Are leaders inspirational figures who leave the nuts and bolts to others? The more we try to define leadership, the more the concept undefinable. “There are almost as many definitions of leadership as there are persons who have attempted to define the concept,” said Ralph Stogdill, a Professor of Management Science and Psychology known for his research and publications on the Personal Factors Associated with Leadership.
An Interview with John Harrity, Managing Partner, Harrity & Harrity, LLP
The complex constellation of skills required for global leadership is continually morphing. The basic leadership competencies are only an axis around which revolve the specifics of local culture and the analytics of the target culture globally. Therefore, not only does the knowledge management evolve, but so does the audience for global leadership development. At one time, the audience was primarily executives involved in international relocation. Over time, that group widened to include those who work with them: Human Resource departments, Supply Chain groups, and professionals with frequent contact, particularly in the STEM fields: Science, Technology, Engineering, and Math. To stay competitive in this environment, virtually every nation on the face of the planet is extending their global leadership training into new arenas.
Dr. Nika White is President of Nika White Consulting and the author of The Intentional Inclusionist™ in which she shares her strategies for becoming an inclusion-minded leader. The book features principles and philosophies that help individuals better understand diversity and inclusion and be more intentional in their practice at the individual level. Dr. White has a Ph. D. in Management in Organizational Leadership and is headquartered in Greenville, South Carolina.
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From Passion to Profit by Mary D. Moore is the total guide book for aspiring entrepreneurs & new business people. Mary is the founder and president of English with Mary Moore, LLC. She shares her personal struggle to reach success as an international entrepreneur. Her hard-won advice is designed to help others follow their entrepreneurial dreams.
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I have been in the diversity-training field for nearly 20 years and everybody talks about “Diversity Best Practices” today. Well, I think it is time, overdue really, for more conversation and deliberation about Diversity Worst Practices. I suggested this at a recent ASAE (American Society of Association Executives) Diversity Conference and it was very well received and they encouraged me so here goes. I am surprised to find very little in print about this so I am just going to “add to the conversation.” At DTG we tend to be contrarian; we tend to look at issues from many different and often “nontraditional” angles and perspectives. That is really what the diversity field is all about –right? What value do our differences add or bring to the organization.
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I have been in the diversity training field for nearly 20 years and everybody talks about best practices but I feel too many of my colleagues really make it more complicated than it really needs to be and here at DTG we have always tried to make diversity issues and the related training more easy to comprehend and embrace. The prerequisite reading for this article is an article I recently wrote entitled – “Diversity Worst Practices.” Another article that would be helpful to read is our article on our website diversitydtg.com about ineffective or bad diversity training – what I like to call “Blame and Shame” diversity training and please find the related article on what exactly is the definition of a diversity issue. Continue reading Diversity Best Practices – By Mauricio Velásquez
Mauricio Velasquez is the President & Founder of Diversity Training Group (DTG). In this interview he shares his observations of current trends in Diversity & Inclusion. With more than 25 years experience in diversity field, Mauricio is a mover & shaker in the business, government, and education sectors. Check out his analysis of the diversity issues in the 2017 workplace and hear his strategies for dealing with their increasing intensity.
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As we begin 2017, the results of the U.S. presidential election are rippling through the national consciousness. Not surprisingly, there is much discussion on the fate of diversity advocacy in the community and in business. The economics of diverse communities, particularly regarding race, gender, and generation have become a daily issue for news reporting. Debate over Diversity and Inclusion (D&I) in the workplace is a natural extension of the discussion. Opinions range from D&I as a failure to D&I as more necessary than ever. Here are the vision and goals of diversity advocates followed by comments by D&I consultants. Together, they demonstrate a determination and renewed passion for both a diverse society and the diverse workplace.