Diversity of Thought – what is it and how do you implement it as a Diversity initiative
Learning objective: Discuss creating an environment of diverse thinkers and improving successful business strategies
Diversity is a resource to be accessed and utilized for superior performance and innovation in part because of “more-than-one-way- thinking” which results in innovation and creates an agile workforce. Access to diversity of thought is blocked unless organizations also create an environment of fairness, non-discrimination, respect, trust and where employees feel that their voices matters. The social justice side of the diversity conversation is directly linked to the performance side, without it, Diversity of Thought is a human resource withheld. Diversity of thought allows for differing perspectives on ideas and unique insights into problems, it creates opportunities for innovation and partnerships in unexpected places where ideas will develop into newer and more forward-thinking ideas that can be implemented as successful business strategies.
At the end of this seminar, participants will be able to:
a. Identify Diversity of Thought and it’s evolution
b. Understand the challenges to creating a culture that Embraces Diversity of Thought
c. Implement and measure Diversity of Thought
d. Explore the Four Point Sequence and the Predictive model framework
Decision making, Importance of
Decision-Making, Characteristics of
Decision-Making, Essentials for effective
Decision-Making, Types/ categories of Problems and Decisions, TYPES OF BUSINESS DECISIONS, Open decision making System, Decision Making Environment, The Classical Model of decision making, Decision making process, Decision Making Style
While handling the projects, you will have to deal with some or the other problem. And, if such problems are not addressed quickly, you will have to pay for it in the long run. In such scenarios, problem solving not only helps in meeting the project time lines but also in minimizing the cost and effort. Here are simple tips on problem solving.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
Decision Making remains one enigma for managers. Although no prescription can be offered for mastering this technique yet these fillers will certainly improve your skill
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Decision making, Importance of
Decision-Making, Characteristics of
Decision-Making, Essentials for effective
Decision-Making, Types/ categories of Problems and Decisions, TYPES OF BUSINESS DECISIONS, Open decision making System, Decision Making Environment, The Classical Model of decision making, Decision making process, Decision Making Style
While handling the projects, you will have to deal with some or the other problem. And, if such problems are not addressed quickly, you will have to pay for it in the long run. In such scenarios, problem solving not only helps in meeting the project time lines but also in minimizing the cost and effort. Here are simple tips on problem solving.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
Decision Making remains one enigma for managers. Although no prescription can be offered for mastering this technique yet these fillers will certainly improve your skill
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Learn more about Innovation and Creative problem-solving at https://www.digitalsurgeons.com/thoughts/
Creativity isn't a discipline for just designers. Ideas and creativity should come from everyone regardless of their role. Creativity can be taught and I've been heavily inspired by Tina Seelig and Tony Schwartz's presentations at the 2013 Behance ideas conference. They both provided jaw-dropping looks into how they see the creative process, which I will never look at the same way again.
That journey inspired me to prepare this presentation which is my attempt at teaching and spreading this infectious process to others who might not understand how creativity works or can find use from such information.
Unique solutions come from innovative problem solving. Having a framework is critical.
Insight. First find and define the problem.
Saturation. This is the information gathering phase chock full of research. Most designers hate this phase because it isn’t “creative” in their mind. From my perspective, the designers I respect most are all about saturating themselves in data and inspiration.
Incubation. This is where you walk away from ideas and thinking altogether, which Schwartz refers to as “thinking aside.” He explains that when you shut your mind off, your brain is able to spark the best creativity, which is why ideas pop in your head during a shower, while walking in nature or when you are dreaming. This is often an area I totally ignored since I’ve never really had the luxury of time, but one I’ll be looking to learn and apply in my ever-changing creative process.
Illumination. This is one step we are likely all familiar with. The infamous a-ha moment that stops you in your tracks.
Verification. This is the point where things start coming together; the part where you make it real. This part reminds me of the great scientists of history having an idea, testing it and learning from it.
Learn, modify and repeat. That being said, creativity isn’t supposed to be easy, as Cal Newport points out, it takes a level of deep work and focused intent to develop skills and solve problems. Malcolm Gladwell talked about 10,000 hours being the time it takes to master a task. Nonetheless, we have scientific data to back how the brain learns things.
Ideas are nothing without execution.
Creativity plays a critical role in the innovation process, and innovation that markets value is a creator and sustainer of performance and change. In organizations, stimulants and obstacles to creativity drive or impede enterprise.
Business Psychology for Organizational AgilitySeta Wicaksana
“Agile” government agencies significantly outperform other agencies on virtually every important metric, from productivity to employee and client satisfaction
Leading with Authenticity during Challenging TimesHRDQ-U
The ability to guide an organization through the discomfort and opportunity of constant change continues to be amongst the most vexing and enduring of leadership responsibilities. Living on the edge of volatility, uncertainty, complexity and ambiguity (VUCA) can be challenging and emotionally draining—even when things are going well.
Organizations that remain resilient and successful—and with their key talent in place—are those that balance the paradoxical demands of driving important change initiatives, while simultaneously helping people cope and learn their way through the human and emotional dynamics inherent in the process.
Join Dr. Kerry Bunker for an engaging and interactive session that will explore the core attributes of leading change in challenging times. He will share a practical model and experiential process for helping managers and leaders learn to lead authentically in the face of uncertainty and emotional transition
https://www.hrdqu.com/webinars/leading-authenticity-challenging-times/
Creativity is a leadership quality that should be an essential part of the job description. Leaders may not need to be creative themselves, but they need to understand key elements of the creative process.
If you’ve ever worked with teams trying to solve complex problems, at some point in your career seen them jump too quickly into solutions, seen decisions being made only on assumptions (that ended up being wrong), or not being clear what problem they were trying to solve in the first place
In this session at UX India 2021, we dive on Problem Framing and Reframing, with useful tips to:
- Ensure you’re solving the right problems.
- Raise the awareness around decision biases that prevent us from digging deeper.
- Look outside the frame before considering the details.
- Use lateral thinking to disrupt stagnant thought sequences.
- Challenge you to reframe problems
Unconscious biases affect our perceptions, decisions, and interactions every day. How do we address biases if we don't know about them? In this talk, you will learn how to recognize and counter the biases that play a part in interviewing, meeting a new team member, and day-to-day interactions. You’ll also see common scenarios and how to address bias as it happens or after the fact. Together, we can make Asynchrony a more diverse and inclusive place to work.
Learn more about Innovation and Creative problem-solving at https://www.digitalsurgeons.com/thoughts/
Creativity isn't a discipline for just designers. Ideas and creativity should come from everyone regardless of their role. Creativity can be taught and I've been heavily inspired by Tina Seelig and Tony Schwartz's presentations at the 2013 Behance ideas conference. They both provided jaw-dropping looks into how they see the creative process, which I will never look at the same way again.
That journey inspired me to prepare this presentation which is my attempt at teaching and spreading this infectious process to others who might not understand how creativity works or can find use from such information.
Unique solutions come from innovative problem solving. Having a framework is critical.
Insight. First find and define the problem.
Saturation. This is the information gathering phase chock full of research. Most designers hate this phase because it isn’t “creative” in their mind. From my perspective, the designers I respect most are all about saturating themselves in data and inspiration.
Incubation. This is where you walk away from ideas and thinking altogether, which Schwartz refers to as “thinking aside.” He explains that when you shut your mind off, your brain is able to spark the best creativity, which is why ideas pop in your head during a shower, while walking in nature or when you are dreaming. This is often an area I totally ignored since I’ve never really had the luxury of time, but one I’ll be looking to learn and apply in my ever-changing creative process.
Illumination. This is one step we are likely all familiar with. The infamous a-ha moment that stops you in your tracks.
Verification. This is the point where things start coming together; the part where you make it real. This part reminds me of the great scientists of history having an idea, testing it and learning from it.
Learn, modify and repeat. That being said, creativity isn’t supposed to be easy, as Cal Newport points out, it takes a level of deep work and focused intent to develop skills and solve problems. Malcolm Gladwell talked about 10,000 hours being the time it takes to master a task. Nonetheless, we have scientific data to back how the brain learns things.
Ideas are nothing without execution.
Creativity plays a critical role in the innovation process, and innovation that markets value is a creator and sustainer of performance and change. In organizations, stimulants and obstacles to creativity drive or impede enterprise.
Business Psychology for Organizational AgilitySeta Wicaksana
“Agile” government agencies significantly outperform other agencies on virtually every important metric, from productivity to employee and client satisfaction
Leading with Authenticity during Challenging TimesHRDQ-U
The ability to guide an organization through the discomfort and opportunity of constant change continues to be amongst the most vexing and enduring of leadership responsibilities. Living on the edge of volatility, uncertainty, complexity and ambiguity (VUCA) can be challenging and emotionally draining—even when things are going well.
Organizations that remain resilient and successful—and with their key talent in place—are those that balance the paradoxical demands of driving important change initiatives, while simultaneously helping people cope and learn their way through the human and emotional dynamics inherent in the process.
Join Dr. Kerry Bunker for an engaging and interactive session that will explore the core attributes of leading change in challenging times. He will share a practical model and experiential process for helping managers and leaders learn to lead authentically in the face of uncertainty and emotional transition
https://www.hrdqu.com/webinars/leading-authenticity-challenging-times/
Creativity is a leadership quality that should be an essential part of the job description. Leaders may not need to be creative themselves, but they need to understand key elements of the creative process.
If you’ve ever worked with teams trying to solve complex problems, at some point in your career seen them jump too quickly into solutions, seen decisions being made only on assumptions (that ended up being wrong), or not being clear what problem they were trying to solve in the first place
In this session at UX India 2021, we dive on Problem Framing and Reframing, with useful tips to:
- Ensure you’re solving the right problems.
- Raise the awareness around decision biases that prevent us from digging deeper.
- Look outside the frame before considering the details.
- Use lateral thinking to disrupt stagnant thought sequences.
- Challenge you to reframe problems
Unconscious biases affect our perceptions, decisions, and interactions every day. How do we address biases if we don't know about them? In this talk, you will learn how to recognize and counter the biases that play a part in interviewing, meeting a new team member, and day-to-day interactions. You’ll also see common scenarios and how to address bias as it happens or after the fact. Together, we can make Asynchrony a more diverse and inclusive place to work.
Belinda Reynolds, a speaker at the marcus evans HR Summit 2012, on the importance of having diversity within an organisation.
Interview with: Belinda Reynolds, Workforce and Diversity Manager, IBM
Situational Leadership: The Shift Every Leader Must Make to be Effective
Learning objective: Identify personal leadership styles
What is your leadership style? Do you handle everyone and every situation the same way despite the circumstances? One of the key qualities many great leaders share is the ability to adapt. The way you manage and lead depends on the needs of the situation and the people executing the tasks. Awareness of how these elements change and flow will enable you to adapt your style and preferences to meet the needs of the vision, mission and goals. You can’t be a leader if you don’t have followers or if you lack the ability to bring your vision to fruition.
At the end of this session, participants will be able to:
a. Identify your personal leadership style
b. Explore leadership style model to discover ways to adapt your style
c. Participate in mock leadership challenges to practices adapting and applying situational leadership strategies
Hello Everyone,
A big thank you for all the interest in this study guide. It was originally created as a fun introduction that took the Cognitive Bias wiki and tried to make it easier to memorize.
However, the authors of the wiki article have expressed some concern over the accuracy of certain entries. The document was taken down until that could be corrected.
But, people started asking that I release a new version with a warning. In response, a new "Beta version" of the document has been uploaded with a very strong warning label up front and improved citations. I make it clear that all the text is based on an evolving wiki page and that some of the cognitive biases in there might be incorrect wiki entries. My hope is that this will continue to get people interested in pitching in to help fix the Cognitive Bias wiki pages. :) When the wiki is in a good place, I will take the document out of Beta, and will remove the warning label.
If you are a cognitive expert, join “Operation Fix The Cognitive Bias Wiki!” Add your suggestion to the conversation here: http://en.wikipedia.org/wiki/Talk:List_of_cognitive_biases
Thanks for your interest!
Eric
P.S. . The images have been updated for better remixing and sharing rights. Rather than using permission based images, now all the images are public domain or free non-commercial use by anyone.
Very often we say things or write things assuming that people will understand what we said or wrote the way we assumed it would be understood. This is wrong, and this presentation shows how we can recognise another person's thinking and communication style, allowing us to adapt our communications with this person in a more relevant manner
While making judgments and decisions about the world around us, we like to think that we are Objective,Logical, and
Capable of taking in and evaluating all the information that is available to us.
The reality is that our judgments and decisions are often
riddled with errors and influenced by a wide variety of biases.
The human brain is both remarkable and powerful, but certainly subject to limitations.
One type of fundamental limitation on human thinking is known as a cognitive bias.
Last segment of our book on Negotiation and Decision-making. Manhattan Elite Prep offers GMAT, SAT, GRE, LSAT, TOEFL, MCAT preparation class, course, tutoring & tips. Also offers MBA, Graduate School, law school & college admissions consulting, language, computer and career training. Call 888-215-6269 or visit http://www.manhattaneliteprep.com/
9 key ways to turn an employee to an intrapreneureTailing India
Employees who become Intrapreneurs are motivated and possess excellent problem skills. Here are some ways to foster an intrapreneurialmindset among employees:
1. Empower employees.
Drive innovation by empowering employees to make decisions, take charge of projects, and solve problems. Train and then set them free, letting them know the team believes in their capabilities.
How to think about the future: a guide for non-profit leadersjvcsun
A guide to integrating future purpose thinking into non-profit strategy development. Including process, tools and concepts to get started and see immediate benefits for you and your team.
Go to www.futurepurpose.org for video version of this presentation and more tips, tools and guidance.
Professor Glenn Karwoski presented "Culture of Innovation" to our AMA Sacramento Chapter on Wednesday (11/13/2013). It was an excellent presentation with a lot of content that can be executed when your team or company is ready.
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
Learning Objective: Develop skills that lead to increased performance and organizational growth
Are you ready to take on more responsibilities, lead a team, and foster career growth for yourself and others? This professional development seminar is designed to help you acquire the skills you need to make a positive difference in your work. You will learn how to elevate your performance and exceed expectations by incorporating essential skills and career development strategies.
At the end of this seminar, participants will be able to:
1. Explore traits that create a sense of confidence when taking on new assignments
2. Examine techniques to enhance skills and abilities for career growth
3. Understand the role of a non-manager in the workplace
4. Create a plan to acquire new skills for career success and development potential
Objective: Develop strategies to enhance productivity and career longevity
As professionals, we often face challenging situations that can lead to burnout, including high email volumes, difficult colleagues, and workplace politics. Despite finding work that aligns with our interests, most of us experience varying levels of burnout throughout our careers. It is crucial to stay connected to the vision, mission, and goals of our work and to find ways to express our identity, creativity, and passion. In this workshop, we will share tools and techniques to help you re-energize and shift your thinking, transforming dead-ends into multiple paths of opportunities, morale, and effectiveness.
At the end of this seminar, participants will be able to:
1. Identify strategies to connect personal and professional values.
2. Manage stress, adapt to change, and navigate industry rumors.
3. Examine ways to become a strategic professional instead of just a task manager.
4. Explore five techniques to cultivate passion and commitment.
Setting achievable goals is crucial to living a purposeful and fulfilling life. In this session, attendees will learn about the types of goals and methods for determining which goals to set. They will explore key strategies for setting and achieving goals, taking accountability and ownership of their goals, and avoiding common mind-traps that can disrupt their ability to succeed. By the end of this session, attendees will be equipped with practical tools to set clear goals, move forward toward success, achieve promotions, and climb the career ladder.
By the end of this session, attendees will be able to:
1. Identify the types of goals and methods for determining which goals to set.
2. Examine key strategies for setting and achieving goals.
3. Take accountability and ownership of their goals.
4. Avoid common mind-traps that can disrupt their ability to succeed.
Learning objective: Foster leadership and professional growth
Leaders must possess certain competencies to excel in their roles. Women leaders often face unique challenges in the workplace regarding perceived competence compared to men. By developing key leadership competencies, women leaders can better overcome these obstacles. In this session, our panel will discuss how building confidence, demonstrating competence, and cultivating a strong leadership presence can improve leadership standing. Attendees will learn the importance of effective communication, emotional intelligence, networking, and connecting with other women leaders.
By the end of this session, attendees will be able to:
1. Identify competencies that build confidence.
2. Explore key elements of leadership presence.
3. Recognize characteristics that enhance effective leadership communication and demonstrate emotional intelligence.
4. Examine strategies for becoming an impactful female negotiator.
5. Discover best practices for developing a network of women leaders.
Learning objective: Discover best practices for supporting employee mental health
Employees' mental health is being affected in unprecedented ways due to factors such as the pandemic, economic uncertainty, political tensions, remote work, and return-to-work policies. Despite these pressures, many employers' mental health benefits, policies, and practices remain outdated and in dire need of an update. The mental health support workers require varies significantly depending on diversity factors such as age, race, nationality, and gender.
At the end of this session, attendees will be able to:
1. Recognize the mental health challenges faced by today's workers.
2. Understand the impact of flexible work arrangements, including work-from-home and hybrid work, on employees' mental health.
3. Explore the creation of programs that cater to the unique needs of employees based on factors such as age, gender, ethnicity, and work location.
4. Examine HR's role in developing and communicating mental health resources that can assist employees and become a crucial component of your overall employee wellness program.
Public speaking can be nerve-wracking, especially when we're caught off guard and asked to speak without preparation. In this seminar, participants will discover proven techniques for speaking intelligently and off the cuff, even in unexpected situations. They will explore what makes an excellent first impression in a crowd, strategies for knowing what to say when they don't know what to say, and methods to overcome nervousness in public situations. The session will also cover techniques for staying in control of their message and presenting themselves with confidence.
By the end of this session, participants will be able to:
1. Examine what makes an excellent first impression when in a crowd.
2. Explore strategies for knowing what to say when they don't know what to say.
3. Discover methods to overcome nervousness in public situations.
4. Discuss techniques for staying in control of their message and presenting themselves with confidence.
Learning objective: Achieve clarity and confidence as your most authentic self
Authenticity is the harmonious alignment between one's internal values and beliefs and their external behavior. Embracing authenticity in leadership involves aligning professional actions with personal ethics, values, and personality. Trust is built when leaders remain true to themselves, making it easier to achieve goals. In this session, we will explore the authenticity paradox in the workplace, learn to lead authentically, and identify practical ways to embody authenticity in your leadership role.
By the end of this session, attendees will be able to:
1. Differentiate between constructive and detrimental authentic behaviors.
2. Identify your core values and understand their influence on your leadership actions.
3. Establish trust and transparency in your team as an authentic leader while navigating the authenticity paradox.
4. Cultivate a team that embraces individual and collective strengths and authenticity.
Learning objective: Discover the untapped potential of neurodiverse talent
Companies are increasingly recognizing the potential of neurodiverse talent—people with conditions like autism, ADHD, dyslexia, and others. While the benefits of diversity are well-known—enhanced creativity, innovation, and more—neurodiversity goes even further by providing expanded perspectives and breakthrough thinking to keep organizations at the forefront. Major companies like Microsoft, J.P. Morgan, Home Depot, and Hewlett Packard are tapping into this neurodiverse talent pool.
At the end of this session, attendees will be able to:
1. Understand the most recognized types of neurodiversity.
2. Examine the benefits of a neurodiverse workforce for your company.
3. Explore the unique skills of neurodiverse individuals.
4. Investigate recruiting and hiring for neurodiversity—overcoming interview bias.
5. Discover practical ways to maximize the strengths of neurodiversity.
With the increasing number of data breaches and cyber attacks, it's becoming clear that traditional security measures are no longer sufficient. Zero Trust security is an approach that assumes no user, device, or network is trustworthy by default. This seminar will explore the concept of Zero Trust and its application to data security.
During this seminar, we will cover a range of topics related to Zero Trust and data security, including the history and evolution of Zero Trust, the key principles of Zero Trust, and the different applications of Zero Trust in data security. We will also discuss the impact of Zero Trust on the job market and the skills required to work effectively with this approach.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits of implementing a Zero Trust approach to data security. They will leave the seminar with practical insights and strategies to effectively leverage Zero Trust to protect their organization's data.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of Zero Trust and its application to data security.
2. Gain insights into the key principles of Zero Trust and the different applications of this approach in data security.
3. Learn about the potential benefits and challenges of implementing a Zero Trust approach to data security.
4. Develop practical strategies for effectively leveraging Zero Trust to protect their organization's data.
5. Network with other industry professionals to share insights and best practices.
Learning Objective: Examine the elements of constructing superior resumes that will land you interviews
An efficient and robust resume will improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to ensure that your resume stands above the rest without overdoing it. How does one make sure that their resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume to get your following interview. We will discuss tips such as determining your resume’s purpose, supporting your strengths, using appropriate keywords, the benefits of proofreading, bullet points, and proper font usage.
After this seminar, the participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good resumes from bad resumes.
c. Analyze the factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Learning objective: Examine methods for fostering a diverse workplace
Diversity and inclusion are vital drivers of business success. However, creating a more diverse and inclusive work environment can involve overcoming significant barriers within an organization. How can you effectively drive change? How can you help others seize opportunities to create a culture where everyone truly feels valued? In this program, our panel will discuss the roles of C-suite leaders to frontline employees in establishing a diverse and welcoming workplace. The discussion will focus on examples, practical tools, and technologies to help develop a purpose and strategy that makes diversity a workplace reality.
At the end of this session, attendees will be able to:
1. Explain why creating a diverse workplace requires ongoing effort across the entire enterprise.
2. Explore a framework that anyone can use to impact change and create a more inclusive environment.
3. Examine how recognition and other solutions can be used to mitigate unconscious bias and improve belonging.
Assertiveness is a crucial skill for women in the workplace to communicate their ideas, set boundaries, and achieve their goals without being perceived as overbearing or bossy. In this session, attendees will explore fundamental assertiveness skills and learn how to fortify themselves, reduce stress, and set boundaries when speaking their minds. They will examine their personal power, explore unconscious clues that show they are feeling intimidated, and discover techniques for assertive communication that communicate they have the upper hand. Attendees will also analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
By the end of this session, attendees will be able to:
1. Examine their personal power, where it comes from, and how to use it.
2. Explore unconscious clues that show they are feeling intimidated and stop being a people pleaser.
3. Discover techniques for assertive communication that communicate they have the upper hand.
4. Analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
Learning objective: Uncover your quiet power and appreciate its value in a leadership role
While leaders are often associated with extroverted qualities like being outgoing, gregarious, forceful, and dynamic, introverted leaders can bring considerable value to an organization with their quiet power. Notable examples include Oprah Winfrey, Michael Jordan, Warren Buffett, and Ruth Bader Ginsberg. In this session, we will redefine leadership by recognizing the strengths of introverted personality types and discussing how they can leverage their management style in a corporate environment.
By the end of this session, attendees will be able to:
1. Identify the "extroverted ideal" of leadership and its influence on self-perception as a leader.
2. Assess your leadership style and the strengths derived from your introversion.
3. Examine others' perceptions of your leadership competence.
4. Discuss conditions for success and ways to optimize your performance.
5. Develop your ability to lead across diverse situations, encouraging full contribution from all employees.
In any workplace, emotions can run high, leading to conflict and tension that can threaten productivity and relationships. In this session, attendees will learn proven tips and techniques for managing conflict, anger, and emotional tension without damaging relationships. They will explore the 3 C's of conflict communication - being clear, curious, and calm - and discover how to use words that initiate discussion and minimize conflict. Attendees will also learn communication tools for constructive confrontation, methods for maintaining professionalism, and strategies for avoiding win-lose situations. They will also research how to use boundary statements when dealing with an angry person.
By the end of this session, attendees will be able to:
1. Understand the 3 C's of conflict communication: Be Clear, Be Curious, and Be Calm.
2. Examine words that initiate discussion and minimize conflict.
3. Explore communication tools for constructive confrontation.
4. Discuss methods for maintaining professionalism and avoiding win-lose situations.
5. Research how to use boundary statements when dealing with an angry person.
Learning Objectives: Discover effective methods for managing and supporting highly sensitive employees in the workplace.
It is estimated that approximately one in five individuals are highly sensitive people (HSPs), which means you likely have at least one HSP on your team. HSPs process information more deeply and are more attuned to their surroundings, including lights, sounds, facial expressions, and vocal tones. While they can be exceptional employees - thoughtful, intuitive, conscientious, and dedicated high performers - they also require a unique approach to management. In this session, you will learn how to foster inclusivity and retain this neurodiverse group of individuals, who may prove to be some of your organization's most valuable assets.
By the end of this session, attendees will be able to:
1. Identify common triggers for highly sensitive employees and understand how to mitigate them.
2. Discover effective ways to capitalize on the innate strengths of your highly sensitive team members.
3. Learn what not to say in order to avoid hurt feelings and maintain positive relationships with sensitive employees.
4. Implement communication adjustments that can significantly improve interactions with highly sensitive individuals.
5. Develop an action plan to empower and support your highly sensitive employees.
Artificial intelligence (AI) and Chat GPT (Generative Pre-trained Transformer) are revolutionizing the way we work and interact with each other. From chatbots and virtual assistants to automated decision-making processes, AI is changing the way we approach work and the workplace. This seminar will explore the impact of AI and Chat GPT on the workplace and how businesses can leverage these technologies to improve efficiency and productivity.
During this seminar, we will cover a range of topics related to AI and Chat GPT, including the history and evolution of AI, its current state of development, and the different applications of AI in the workplace. We will also discuss the impact of these technologies on the job market and the skills required to work effectively with them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits and challenges of integrating AI and Chat GPT into the workplace. They will leave the seminar with practical insights and strategies to effectively leverage these technologies to drive innovation and productivity in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of AI and Chat GPT and their current state of development.
2. Gain insights into the different applications of AI and Chat GPT in the workplace and their potential benefits and challenges.
3. Learn about the impact of AI and Chat GPT on the job market and the skills required to work effectively with these technologies.
4. Develop practical strategies for effectively integrating AI and Chat GPT into the workplace to drive innovation and productivity.
5. Network with other industry professionals to share insights and best practices.
In today's fast-paced world, stress is a common experience for many professionals, impacting their health, productivity, and overall wellbeing. This session will focus on practical interventions to help manage workplace stress and improve employee resilience. Drawing on recent research, attendees will learn about the benefits of mindfulness and cognitive-behavioral therapy (CBT) interventions in reducing workplace stress and burnout. They will explore the relationship between employee stress, work-life balance, and a company's bottom line, and discuss practical steps for managing stress and living a more fulfilling life at work and at home.
By the end of this session, attendees will be able to:
1. Recognize the impact of workplace stress on employee health, productivity, and overall wellbeing.
2. Explore mental health trends and their relationship to workplace stress and burnout.
3. Discuss practical interventions, such as mindfulness and CBT, to manage stress and build resilience.
Learning Objective: Discuss techniques for promoting yourself during an interview
Do you know the benefits of establishing a positive and professional representation during an interview? Promotions depend on preparation and practice but knowing what to prepare and how to practice is essential. Mastering the Interview Training Materials holds the knowledge of the qualities that employers desire. Expanding your expectations of the questions that will be asked during an interview can give you an incredible advantage over other applicants for the position. Even more, demonstrating your unique skills through a well-articulated answer to interview questions will put you in the lead. Taking the initiative to prepare for an interview can create new opportunities for career development in your industry.
After this seminar, the participants will know:
a. What are the standard interview questions, and how to prepare your answers?
b. What information do I need to know for every interview?
c. How do I answer tough questions?
d. What are good questions to ask your interviewer?
e. How to answer the question: “So tell me about yourself?
f. What do I do after the interview?
g. What are common interview mistakes?
2. Agenda
• Diversity of Thought
– Definition
– Culture
– What does it look like
• Diversity of Thought Implementation Challenges
• Diversity of Thought in Action
• How Do You Measure It
• Group vs. Individual Diversity of Thought
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Albert Einstein said,
"we can't solve
problems by using the
same kind of thinking
we used when we
created them“
3. What is Diversity of Thought
• Diversity of thought allows for differing perspectives on ideas and
unique insights into problems. It creates opportunities for innovation,
and partnerships in unexpected places. It allows you to take a "reality
check" before plunging into new activities. Most important, it helps
avoid groupthink.
• It encompasses the idea that different ideas, even conflicting ideas,
will rub and bump against one another. Eventually this collision will
instigate newer and more forward-thinking ideas that can be
implemented as successful business strategies.
• The idea of more than one way
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4. Diversity of Thought Evolution
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Reflects difference as
physical attributes
such as race, ethnicity,
age, gender, sexuality
and religion
A function of our physical and
social identities; the impact
those identities have on our life
history, work and life
experiences. A powerful
example of experiential diversity
is the emerging generational
diversity within the workforce
today
How our neural makeup and life
experience impact our problem
solving, both in terms of the
biological hardwiring of the brain
and what occurs when two
previously unrelated thoughts are
connected in a new way –
revealing new insights
5. Creating a Culture that Embraces
Diversity of Thought
1. Encourage open discussion
2. Explore all problems from the four-point sequence – beginning with
What do you know
3. Assign roles for asking difficult questions (have a devil's advocate)
4. Reward truth speakers
5. Train staff for the art of the difficult conversation
6. Invite new perspectives to discussions
7. Build in time to reflect and revisit tough decisions
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6. Four Point Sequence
Point A - What you know
•Ask questions about the known problem or
data
•Explore what facts describe the situation
•What can be learned from the past
•What experience do other have that the team
can learn from
Point B - Emerging themes from the
information and or data
•Themes can help a team understand the big
picture and also point out possibilities or
options for other strategies
Point C - Explore pros and cons
•List criteria for making a good decision and
charting the pros and cons of each option
Point D – Brainstorm
•Brainstorm who else the team must collaborate
with or learn from to solve the problem
•Analyze how the proposed solutions will affect
the project, the department and the
organization
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Following the four point sequence will help a team go far in avoiding groupthink
7. What Does It Look Like
• When defining or considering how best to execute organizational
diversity of thought management or strategy, there are some best
practices associated with executing this kind of diversity:
– Evaluate opportunity - Not every decision requires multiple, diverse perspectives to ensure
that it’s solid
– Determine the perspectives needed - When considering whom to invite to exploratory
meetings, include those who will be impacted by the decision or who have pertinent
knowledge.
– Identify information-gathering mechanisms - How a team gathers diverse perspectives will
depend on who the audience is. Teams can leverage multiple tools from survey products, to
intranets, to email systems and telephone conferencing capabilities to gather and deliver
information. When the number of participants is small, real-time conversations are ideal.
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“Problem solving is not the realization of a state but a process of innovation in which improvements build on
improvements” – Prof Scott E. Page
8. Challenges to Implementing Diversity of Thought
• Challenge: Grasping that Executive Leadership and Subject Matter Experts (SME) may
not always have the right answer:
– An understated challenge may be getting the leadership to admit that he or she
doesn’t hold all the answers. According to IBM’s “Leading Through Connections”
study, more CEOs rely on their workforces to provide the full picture. In the
meantime, the workforce is hungry for more ways to fully collaborate with their
organizations; they want to have a real stake in the company’s success.
– Professor Scott E. Page has used mathematic models showing that "diversity
trumps ability". His case studies have demonstrated that strong teams of diverse
individuals have better problem solving skills than teams of more qualified people
that come from the same perspective.
– Businesses generally tend to link innovation with a creative drive that is exclusive
to the top and brightest talent, however, scientific research confirms that true
innovation thrives in an inclusive culture that values diverse ideas, leverages
unique perspectives and invites everyone to achieve collaborative breakthroughs
across the entire organization.
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9. Challenges to Implementing Diversity
of Thought
• Challenge: Engaging the workforce
– While the idea of deeply engaging the workforce and evolving the definition of
diversity to be wholly inclusive has established benefits, it can pose some
challenges shifting organizational behavior. This is especially true in
organizations that still operate in a top-down, decision-making paradigm.
• Challenge: The amount of time required to conduct due diligence on
an issue or topic that would benefit from diversity of thought.
– It takes time to assemble diverse players, solicit their input and then collate and
appropriately use the data collected. But slowing down to execute this process
can translate to increased speed tactically and strategically at the organizational
level in the long term. An invaluable benefit of taking the time to hear from others
is found not only in improved decision making, but in more rapid implementations
or discovering you were about to go down the wrong road.
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10. Diversity of Thought in Action
Four strategies which can be used to enhance innovation in the workplace:
– Challenging: New ideas come from challenging the old ones. The more variances
in ideas that can be clashed against one another, the more fertile the soil is for
planting and generating new ideas.
– Broadening: By broadening the types of learning experiences offered to
employees, the more broad the ideas and solutions will become. A team from a
diverse background automatically brings different learning experiences and vision
to the table.
– Surrounding: The literal work surroundings have a direct impact on the quality of
innovation a company offers. Many corporate models have proven that comfort
and freedom of expression can go hand-in-hand.
– Capturing: A good leader has that special "sixth sense" that recognizes which
ideas and/or solutions should be captured and developed for the future.
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11. Types of Projects for Diveristy of
Thought
• Not every decision requires multiple, diverse perspectives to ensure
that it’s solid. Some of the projects that benefit from diverse input
are:
– High-stakes decisions such as an opportunity to evaluate a new
market
– Design a new strategy
– Launch a product idea
– Find a solution to a recurring issue or any decision that impacts
more than one function
– Solution to administrative and or production bottlenecks
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12. How do you measure Diversity of
Thought
• Administrative - indirect cost savings
• New business recommendations
• Innovation recommendations
• Production – direct cost savings
• Engagement survey results - retention
• Number of teams with high diversity
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The higher diversity also translates to higher quality ideas, a fundamental component
of innovation
13. Where should we put our energy in
developing Diversity of Thought
Steps to Creating Diversity of
Thought
1. Encourage open
discussion – Build trust
2. Explore all problems from
the four-point sequence
3. Assign roles for asking
difficult questions (have a
devil's advocate)
4. Reward truth speakers
5. Train staff for in the art of
difficult conversation
6. Invite new perspectives to
the discussion
7. Build in time to reflect and
revisit tough decisions
Skills and Training Needed:
– Conflict resolution
– Having difficult
conversations
– Emotional Intelligence
– Team Building
– Diversity and Inclusion
– Deep thinking Skills
– Generational
Communication
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14. How will we know when we get there
Signs of an Unhealthy Company
• Playing favorites.
• Bending the rules too much.
• Employees fear taking risks.
• Employees are defensive.
• Employees give only positive feedback. People may not
complain because they sense that negative comments are
unwelcome. Or they may fear repercussions.
• Talented people giving average performance. - star
employees are not getting what they need to succeed.
• Customers complain often.
• Hearing bad news too late.
• Issues are repeated in meetings. If you hear about the same
problems over and over, it’s likely that there is little or no effective
action being taken to deal with them.
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15. How will we know when we get there
Signs of a Healthy company
• Openness and humility from top to bottom of the organization.
• An environment of accountability and personal responsibility..
• Freedom for risk-taking within appropriate limits.
• A fierce commitment to “do it right”.
• A willingness to tolerate and learn from mistakes. Punishing
honest mistakes stifles creativity. Learning from mistakes encourages
healthy experimentation and converts negatives into positives.
• Unquestioned integrity and consistency. Dishonesty and
inconsistency undermine trust. Organizations and relationships thrive
on clarity, transparency, honesty, and reliable follow-through.
• A pursuit of collaboration, integration, and holistic thinking. Turf
wars and narrow thinking are deadly. Drawing together the best ideas
and practices, integrating the best people into collaborative teams,
multiplies organizational strength.
• Courage and persistence in the face of difficulty.
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16. Individual Diversity of Thought
Three Factors of individual Diversity of Thought
• Willingness – A person who thinks differently from others controls the
decision to reveal that thinking or to keep silent. What created willingness:
– Recognition, Respect, Trust, Fairness, Inclusion and Reward
• Readiness – Organizations that are ready to leverage Diversity of Thought
support environments that encourage people to learn from one another.
Skills and tools needed include:
– Communication, Conflict Resolution, Information Sharing, Problem Solving,
Consensus Building, Accountability, Diversity, Self Awareness, Flexibility, and
comfort with ambiguity
• Opportunity – Vehicles that open opportunity for Diversity of Thought and
avenues that allow people from various levels and functions to offer their
ideas, suggestions and insights, some examples are:
– Group process, focus groups, and cross-functional teaming
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Employee Resource Groups are a Diversity Strategy that relate to Opportunity for Diversity of Thought
17. Diversity of Thought
• Diversity is a resource to be accessed and utilized for superior
performance and innovation in part because of “more-than-one-way-
thinking” which results in innovation and creates an agile workforce
• Access to diversity of thought is blocked unless
organizations/departments also create and environment of fairness,
non-discrimination, respect and trust. Failure to do so compromises
the willingness factor.
• The social justice side of the diversity conversation links to the
performance side. Without it, Diversity of Thought is a resource
withheld.
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