Are you aware of which phase your organisation currently occupies?
Phase one involves simple awareness and compliance. In phase two, organisations recognise the business benefits of DEI and take action beyond HR and compliance. Moving into phase three, leaders integrate DEI into business processes, measure progress, and hold each other accountable for results. Finally, in phase four, DEI becomes ingrained in the culture, essentially taken for granted as "the way we do business here."
Contact me here, or via e-mail to arrange a DEI maturity audit meeting.
Culture is always moving
Being a curious and authentic person comes with challenges. I have the ability to understand the different beliefs, values, and customs that someone has based on that person's origins. I think it’s impossible to talk about anything from the past based on how we live today. Culture is always moving, therefore, it’s difficult to pass judgement on life was like in another time or region. What we perceive as civilised in one part of the world may be viewed as barbaric in another, and vice versa. This doesn’t make it wrong, it’s just a reflection of their respective cultures and viewpoints. It’s crucial to recognise that neither side is inherently right or wrong – these are simply two different ways of life, as everyone is just trying to solve their challenges in the best way possible.
What's happening in your workplace?
Nowadays, the buzz words on everyone’s lips are “cultural diversity.” The term cultural diversity encourages an environment of inclusion, with representatives from a range of various backgrounds that come together to work as a team. When talking about cultural diversity in the workplace, it is the inclusion of employees from different backgrounds, different races, ethnicity, age, ability, language, nationality, socioeconomic status, gender, religion, or sexual orientation. How is the cultural diversity landscape in your organisation? Contact me here, or via e-mail to arrange a discovery meeting.
Think outside the box
I think embracing diverse perspectives is incredibly impactful for three key reasons:
It allows us to weave a richer and more expansive narrative that resonates with everyone, fostering a sense of belonging and shared purpose.
Rather than pigeonholing individuals into narrow categories based on social or demographic factors, acknowledging their intersectional complexity paints a more accurate and vibrant picture of who we truly are.
Prioritising cognitive diversity not only acknowledges the importance of visible demographic equality as a marker of progress but also underscores its role in driving a genuine evolution toward diverse and innovative ways of thinking.
““We can’t solve problems by using the same kind of thinking we used when we created them.””
If this sounds interesting and you would like to hear more, please contact me here, or via e-mail to arrange a meeting.
How people think?
In today´s world, most organisations are becoming increasingly global in their operations, attracting talent with diverse backgrounds, skills, and competencies from around the world. To build a seamless and well-functioning team, cultural intelligence is needed to facilitate communication and collaboration. Our mission is to be the preferred consultancy supporting companies bridge cultural differences between and within markets. Would your organisation like to have a better relationship with your business partners or clients from another national or cultural backgrounds? Contact me here, or via e-mail to arrange a meeting.
We are social animals
I watched this short video of Jeff Bezos talking about high-performing organisations and their need to have a culture that supports truth telling.
It’s probably the best 4 minutes you will see today - enjoy.
““Truths often don’t want to be heard. Important truths can be uncomfortable, awkward, exhausting, challenging. They can make people defensive, even if that’s not the intent. But any high-performing organisation—whether it’s a sports team, a business, a political organisation, or activist group—has to have mechanisms and a culture that supports truth telling.””
Reflecting on our results
The subconscious mind is where all the intellectual information is stored and if you know how to do better than you are doing, why aren’t you doing it? It’s because of our subconscious programming. I think our paradigm controls our behaviours. Just check your results and then look at your behaviour patterns, and then you will realise that you have been programmed to do it this way.
““Confidence is just displayed ability.” ”
Three Kings Day
Here are some tips for Epiphany:
• Be a better friend
• Be honest with yourself
• Be more helpful
• Be optimistic
• Be present with loved ones
• Forgive first
• Judge less
• Laugh loudly
• Listen to the unsaid
• Love
• Mental health is health
• Show gratitude
• Start sooner
• Take care of yourself
The social pressure
You never regret your extravagances regardless of whether it's treating yourself to something special or taking a leap into the unknown, those moments often add spice to life. The global sales of fashion and beauty products accounts for over US$3 trillion annually, surpassing worldwide spending on education, and it’s notable that much of this spending is competitive. While most women feel compelled to stay on trend, men often have the option to opt out of the fashion game. The societal pressure for women to participate in fashion is considerably higher, and it’s the same with cosmetics. Many women will not go out without make-up on because they say that they feel bad. It's not merely about what these products offer; it's a form of self-medication, addressing the emotional impact of adhering to these norms.
New rules may apply
““The opposite of every great idea is another great idea.” ”
Engineers often perceive a singular optimal solution, deeming everything else incorrect - an approach rooted in the preciseness of engineering and mathematics. In psychology, the contrast lies in the idea that a viable alternative can exist alongside a good idea. Many people believe that the optimal stance is in between the two extremes. I think that when faced with contradiction, one can either embrace both extremes and resolve it creatively with a third idea that solves the problem overall. The average is generally not as good as it looks, it always seems logical, but it really isn’t that great.
The time is now
Environmental, Social, and Governance (ESG), represents a set of criteria used to evaluate how companies operate and impact the world beyond just making money. Where the "E" focuses on a company's environmental efforts, for example, its carbon footprint, energy use, or waste management. The "S" assesses its social aspects, for example, how it treats employees, engages with communities, and handles diversity and human rights. And lastly, "G" looks at governance, examining factors such as the company's leadership, ethics, transparency, and how it's governed and managed. ESG serves as a framework for investors and stakeholders to gauge a company's commitment to sustainability, ethical practices, and long-term viability beyond financial returns.
Are you interested in integrating DEI into your “S”?
I think companies who prioritise Diversity, Equity, and Inclusion initiatives are addressing social aspects by creating fairer and more inclusive workplaces, ensuring equal opportunities for employees regardless of their background, ethnicity, gender, or other identities. By integrating DEI into their ESG strategies, companies not only promote a more equitable society but also enhance their long-term sustainability. In my experience, I have found that these efforts lead to better decision-making, stronger employee engagement, and improved relationships with customers. Contact me via e-mail to arrange a confidential discovery meeting about your company’s performance and reputation.
Think before acting
Cultural intelligence (CQ) is an essential capability for inclusive leaders and in building successful relationships. Those who learn how to connect and become connectors will prosper in a connected economy.
““Cultural intelligence: an outsider’s seemingly natural ability to interpret someone’s unfamiliar and ambiguous gestures the way that person’s compatriots would.””
What are the 4 components of cultural intelligence?
The framework for cultural intelligence consists of four parts: knowledge, strategic thinking, motivation, and behaviours.
CQ Drive: The motivation to learn about new cultures.
CQ Knowledge: Understanding how cultures influence what people say and do.
CQ Strategy: Having a plan to respond to cultural differences.
CQ Action: Behaving in culturally sensitive ways, including handling any difficulties that arise.
The elephant in the room
Last week, the Danish Institute of Human Rights published their report highlighting the shocking state of affairs in Denmark regarding racial discrimination, and this has been well documented in the Danish media. It appears that there are many Danes and organisations who don’t want to ask the question, as they don’t want to face the facts because they know that they are going to have to do something. Conversations about race, class and gender in the workplace aren't easy and I think it’s essential to ensure people are seen and heard. Leaders usually listen with the prime objective to make things better and solve problems, sometimes all their team members want is to be heard. Contact me via e-mail to book a speech, workshop or coaching sessions.
Peace be with you
Mutual understanding
Do you think that trust is the emotional glue of all relationships?
Trust is the cornerstone of all relationships, acting as a binding agent that holds them together. I think building trust is like forging a path beyond our comfort zones, creating bridges to meaningful connections. It thrives on honesty, accountability, and openness to cultivate and maintain trust in any relationship. Trust might not be the sole emotional glue for every relationship, for example, respect, communication, empathy, and shared values also plays a significant role in sustaining strong and healthy connections.
Politeness and courtesy
Is it just me or has society really regressed that much?
I had a really good upbringing as a child in South London, where I was taught right from wrong and about being polite. Politeness and courtesy seem to have become less common in daily interactions, and nowadays people seem so surprised when you are polite to them. There might be various reasons for this, for example, cultural shifts or changes in social norms, also, in an increasingly fast-paced world, people might be more focused on efficiency rather than interpersonal niceties. However, there are still many who value and appreciate politeness, this might not always be immediately evident, but small acts of kindness and consideration can make a significant impact, even in a society that sometimes seems to undervalue them. Contact me via e-mail and let me know about some instances where you noticed surprise when being polite.
Context changes perception
Our behaviours are driven by our emotions, our emotions are driven by our perception and our perceptions are driven by context. I think if you change the context by which someone sees the same thing, they perceive it and emotionally respond completely differently. It's almost like tweaking the angle of a mirror; the reflection changes with just a slight adjustment. By altering the circumstances or offering a different perspective, we have the power to change how someone perceives and reacts to the same situation, encouraging empathy, understanding, and even altering behavioural outcomes.
What's in it for me?
I think that when you are quite famous, you will receive invitations to speak from businesses you didn't know existed and gain opportunities and partnerships beyond your imagination due to other people's awareness of you. It’s a fact that well-known individuals or businesses often receive speaking invitations, and visibility can lead to new opportunities. On the other hand, fame doesn’t automatically bring a plethora of unexpected opportunities and partnerships. Success usually involves a combination of factors beyond fame, such as expertise, skills, networking, and strategic decision-making. While being famous can undoubtedly enhance visibility and open doors, the extent and nature of the opportunities may vary, and not every business or invitation may align with the individual's or business's goals and field.
““Who do we give our attention to nowadays?””
Positive light stories
What people say and what they do are often separate things. Human beings have the tendency to show or tell stories to depict ourselves in a more favourable light. A person’s guiding principles can often be seen and felt by their body languages, interactions, and most importantly they are influenced consciously or subconsciously by their own background. I think empathy is a skill, a mindset we need to practice and sharpen. We can develop and apply empathy not just for what we design, but also at work, and in relationships with others.
It all depends
““The price of originality is criticism, and the value of originality is priceless.””
This quotation suggests that when individuals or ideas are original and innovative, they often face criticism and resistance from those who are more accustomed to the status quo. When in fact the value of originality, in terms of the positive impact it can have on the world, on creativity, and on progress, is immeasurable and truly priceless. Therefore, I think the quotation emphasises the importance of persevering through criticism to achieve the benefits that come with being an original thinker or creator.