DEI in the workplace and what it really means is a constantly evolving topic that you can’t learn from a book. I think both the personal and legal insights is what matters when trying to truly understand the position of underrepresented groups in the workplace through listening to their first-hand experiences. I have been guiding HR teams about the pressing issues they face and the right language to use when referring to a particular issue. When you don’t know what it’s like first hand to be part of an underrepresented group in the workplace then it’s worth taking time to understand how you can gain this insight.
Finding the right candidates
There is an immense potential in leveraging diversity, equity, and inclusion (DEI) as a competitive advantage. The technological advancement within recruitment is a massive opportunity to access different talent pools and foster a more inclusive environment within HR departments. Approaching candidate evaluation with fresh perspectives not only brings about diverse viewpoints but also highlights the value of varied identities and opinions. Numerous studies emphasise the correlation between DEI and enhanced business performance. For example, Forbes research claims, “Inclusive teams make better business decisions up to 87% of the time.” I think it's crucial to acknowledge that DEI initiatives will only produce meaningful results if they are backed by a truly inclusive organisational culture. And without such a culture, DEI efforts risk being mere lip service. Contact me here or via e-mail when you are ready to upscale and develop your leadership, culture, and people to truly have inclusive behaviours.
Tips on Thursday
Want business success?
It starts with quality people on your team. Incorporate these 5 principles into your leadership style to improve team performance and foster a positive work culture: Be kind, be competent, help people succeed, be authentic, and listen.
Integrity issues
As a sales professional I think that we should always focus on the buyers needs and how we can solve them. How we can guide the buyers through the decision making process, and if we authentically succeed in this task, we will more than likely close the deal.
Recently, I wrote about how HR hire sales persons, perhaps HR would be better served by writing sales job descriptions from the buyers’ perspective. No one wants to be sold to, everyone wants to be guided through the process - therefore, sales persons do not need to be hunters, closers or extroverts.
I think the buying experience is the most crucial function as in the mind of so many buyers, sales is not necessary. The role of the sales person is to guide the buyer through this process:
1. Identify the needs.
2. Explore the potential solutions for the needs.
3. Define the requirements.
4. Select the potential suppliers.
Remember, influence always wins over persuasion.
The truth is a good enough story
It is well understood by the human resources community that engagement translates into profit. We have all seen or heard about people around us that have been dreadfully treated by business people, whether it’s #MeToo, exploitation or psychopathic bullying. I think that organisations’ who create an environment where their people can thrive and achieve will see increased profits, sales, greater customer experience, etc.
How can we help individuals and departments develop to match the future challenges your organisation will face? What motivates them to get excited about what isn’t yet known? Send me an e-mail and let’s arrange a physical or virtual meeting to discuss a workshop for your organisation.