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Dr. Lisa D. Jenkins | Speaker Sheet
Dr. Lisa D. Jenkins' passion is to help organizations unleash cultures of impact that foster collaboration while inspiring their people to lead with unstoppable purpose, passion and bold action. I provide workshops and keynote presentations that offer powerful and compelling challenges to surmount the walls of division so that individuals and teams can achieve success and become part of a global body of transformation and change for the good of humanity.
Recommended
Dr. Lisa D. Jenkins | Speaker Sheet
Dr. Lisa D. Jenkins' passion is to help organizations unleash cultures of impact that foster collaboration while inspiring their people to lead with unstoppable purpose, passion and bold action. I provide workshops and keynote presentations that offer powerful and compelling challenges to surmount the walls of division so that individuals and teams can achieve success and become part of a global body of transformation and change for the good of humanity.
Workplace Diversity Audio InterviewsWorkplace Diversity i.docx
Workplace Diversity: Audio Interviews
Workplace Diversity in Public Administration
Interviewer: In your opinion, what is the value of workplace diversity and how can (or should) public
administrators position their organizations to move toward being diverse workplaces?
Representative Keith Ellison
United States Congressman, 5th District of Minnesota
Washington, D.C.
Well, diversity I believe is a scientific principle that simply helps ensure the success and prosperity of the
organization and its purpose. So for example, any farmer will tell you that when you plant seeds, you
might want to have diverse types of seeds, because some seed will thrive in wet conditions, some will
thrive in dry conditions, some will thrive in shady conditions, and others will thrive in other conditions,
and so the fact is, is that, our organizations are similar.
So for example, if we are having an organization—I keep going back to the school example—we need a
diverse staff because we have a diverse student body dealing with ever changing conditions in the school
arena.
We need people who have experience with what it means to live in inner-city public housing. We need
people who have experience of what it means to grow up in a rural, sparsely populated area. We need
people who are seniors and who might be getting close to retirement, because they have been around
the block and they know how—they have a sense of history. But we need those brand new fired up
teachers who are energetic and will reinvigorate our organization. We need men, we need women, we
need people of all races, all colors, all backgrounds.
What if the school were doing a curriculum on religion and we do a piece on say the Sikhs. Would it not
be nice to have somebody who was Sikh there, to be able to say, well, here is what we believe, here is
what we do. So the fact is, we need everybody, we need all kinds, we need everybody's voice and
everybody's voice is important. Diversity enriches and strengthens our mission and our ability to advance
that mission. So I think it is critically important.
I think that any public administrator needs to always ask the question: Do we have a diverse set of
voices at the table? Are we hearing from our perspectives? Are we aware of the things we have not
thought of yet? Very important.
State Senator Katie Sieben
Minnesota State Senator, District 57
St. Paul, MN
I think there needs to be some more effort put towards ensuring that people of various backgrounds can
run for public office and are not inhibited by low pay. I also think that obviously it is important for, as a
leader or administrator to encourage or to be supportive of a diverse workplace in allowing for people of
various backgrounds to work in your office.
Ms. Deborah Chase
City Council Member 1998 - 2003, Mayor 2002 - 2003
City of Kennmore
Workplace diversity should be a reflection of the community, in my mind, of any rate, and that means be
open minded, try to reach ou.
LiveWorkPlay Presents PATHWAYS TO AUTONOMY: A Practical Guide To Providing "J...
We were honoured and humbled by a standing room only turnout for our presentation at this year's Community Living Ontario annual conference. Anna Nelson was able to take some photos as she was experiencing a very sore throat and could not present, but she did a great job preparing the notes about employment and Julie filled in - the employment presentation generated many moments of spontaneous applause! At this event we revealed that our Just Enough Support principles has expanded from 6 to 7! We explained why we realized that Autonomy needed to be overtly stated as the central principle underlying all others. We enjoyed a great audience and have already made plans to visit and be visited by other organizations to talk about Just Enough Support.
What's Your CQ - O Magazine
Buhle Dlamini shares the advantages of Cultural Intelligence in this article published in O Magazine SA in Feb 2014.
Managing Creative Projects and Teams Fall 2015 Assignmen.docx
Managing Creative Projects and Teams: Fall 2015
Assignment: The End of the Great Man
This assignment is among the individual assignments that will in total comprise 25% of
your semester grade.
DUE DATE: Tuesday, September 8th by NOON
“None of us is as smart as all of us.” Warren Bennis, Patricia Ward Beiderman
This class will explore the meanings of leadership, groups, teams and how to make things
happen and how to make them work well. But first we start here.
This reading sets the tone for our exploration into what leadership and what it means to you and
how that has an impact on your opportunities in the vast marketplace.
• Read the enclosed article and write a 3 page (minimum) commentary on the points that
Bennis and Beiderman are making:
• Compare how this concept of leadership relates to your personal expectations as to what a
leader can or should be.
• Compare and contrast the author’s point of view with another theory or your own beliefs.
• Describe a personal experience where you personally witnessed an example of strong
leadership (or weak leadership) explain its impact on your thinking. And/or use a personal
example of your leadership experiences and explain its impact on your thinking.
Please submit your response (3 pages minimum) as a .pdf document into the drop box
attached to this assignment.
Name the submission:
PSDS2115_ GreatMan_lastnameFirstinitial_F15
For example-PSDS_GreatMan_glickj_F15
Assessment: I encourage you to score your own work using this simple rubric and share your
expectations with me at the bottom of your submission.
The purpose of this assignment is to demonstrate your ability to read, assess, identify, analyze
and communicate. The process requires careful thought, reflection and articulation, essential
qualities for success. You will be assessed as follows:
1. Details: The submission reflects the specified tasks 70% of the assignment grade.
⇒ Thoroughly answers all of the questions-50% (up to 50 points)
⇒ Spelling formatting and structure are adequate. 10% (up to 10 points)
⇒ Named and submitted properly. 10% (up to 10 points)
⇒
2. Insight and Creativity (higher order thinking) 30% of the assignment grade
⇒ Demonstrated insight into the topic through analysis and reflection. 15% (up to 15
points)
⇒ Analysis of the subject showed creativity and attention to detail. 15% (up to 15
points)
CHAPTER ONE
Organizing Genius: The Secrets of Creative Collaboration
By WARREN BENNIS AND PATRICIA WARD BIEDERMAN
Addison-Wesley Publishing Company, Inc.
INTRODUCTION
This book was born forty years ago, in a conversation with Margaret Mead. Mead was already
world renowned, as famous for her social activism as for her cultural anthropology. I was a
newly minted assistant professor of economics at the Massachusetts Institute of Technology. One
snowy night in Cambridge, I went to hear Mead lecture at Harvard. Afterward, I introduce ...
The Three C's - Culture, Collaboration & Creative Leadership
This presentation (I delivered at UNSW Art & Design) provides students with an insight into how successful creative agencies and experience design studios apply culture, collaboration and creative leadership to their work.
DEI is Personal: My Story of Family, Kenya, and a Career
Many people tell me that DEI conversations are daunting. I get it; it’s hard to look at our own bias and have these conversations. Yet, I’ve been doing it my whole life, personally and professionally. And my life is richer because of it.
Cbiz Women's Advantage August 2015
The latest newsletter of The Advantage talks about how CWA is a continuous effort and spotlights the women that have been leading the charge for the past nine years. With features from Sabrina Rudolph, VP and Controller of Maxwell Technologies, and information of CBIZ women serving as mentors in 16 different cities; this is an issue you just can't miss!
Diversity Candidates, What Next? Working in an International Organization
This talk was given at an online global career fair held by Terra Firma Associates, on 26-27 June 2012. More than 4,000 people signed up for the event. The presentation is about diversity aspects of being hired, working and advancing in an international organization.
By ‘diverse candidates’ I use a broad interpretation and mean everybody (the true meaning of ‘diverse’, perhaps), but here I will focus on groups that are under-represented in professional and higher levels in international organizations. I will highlight some challenges candidates face when applying to international organizations, and give some advice to recruiters as well. A backdrop is that most of these organizations were created 60-70 years ago, when nearly all international civil servants were privileged males with a homemaker spouse. Until 1973 a woman in for instance the UK Foreign Office had to resign the day she got married, no matter how talented. Pressure remains to this date in many parts of the world for women to stop working outside the home once she becomes a wife. When most international organizations were created being gay or having a disability was even more of a taboo than it is today.
How To Start An Art Essay. How To Write Arts Researc
Paper Writing Service
http://HelpWriting.net/-How-To-Start-An-Art-Essay.-How-To-Writ
Great Leaders Who Make the Mix WorkArtwork Janet Echelm.docx
Great Leaders Who
Make the Mix Work
Artwork Janet Echelman, Target Swooping Down...Bullseye!
2001, hand-knotted nylon lace net, 140' x 140' x 90'
Madrid, Spain
Spotlight
68 Harvard Business Review September 2013
Spotlight on WoMen in LeadeRSHip
Boris Groysberg is a
professor of business
administration in the
organizational behavior unit
at Harvard Business School
and the coauthor, with
Michael Slind, of Talk, Inc.
(Harvard Business Review
Press, 2012).
Katherine Connolly
works in the organizational
behavior unit at HBS.
Twenty-four CEOs on creating diverse
and inclusive organizations
by Boris Groysberg and Katherine Connolly
B
Business leaders send a powerful message when
they demonstrate a commitment to diversity and
inclusion that goes beyond rhetoric. But how does
diversity make its way to the top of a CEO’s agenda?
To find out, we interviewed 24 CEOs from around
the globe who ran companies and corporate divi-
sions that had earned reputations for embracing peo-
ple from all kinds of backgrounds. These executives
represented a wide range of industries and regions,
as well as different stages on the journey to creating
an inclusive culture. Our goal was to understand not
only why they had made diversity a strategic priority
but also how they executed on their goals and what
that meant to the organization and its practices. PH
o
to
g
R
a
PH
y:
c
o
u
Rt
eS
y
o
f
en
R
iq
u
e
D
ia
z
HBR.oRg
september 2013 Harvard Business Review 69
The CEOs we spoke with did not see diversity as
a once-and-done initiative, nor did they hand off the
responsibility for it to others. Rather, each of the 24,
in his or her own way, approached inclusivity as a
personal mission. When we asked these executives
why advancing diversity in their organizations was
so important to them, the aggregate answer was
twofold: They believed it was a business impera-
tive because their companies needed it to stay com-
petitive, and they believed it was a moral imperative
because of their personal experiences and values.
As Mikael Ohlsson of the Swedish home-products
company IKEA put it, “My leadership on diversity
is vision-driven from a business point of view and
value-driven at the foundation.”
These CEOs spoke forcefully about diversity as
an advantage. Paul Block of the U.S. sweetener man-
ufacturer Merisant pointed out, “People with differ-
ent lifestyles and different backgrounds challenge
each other more. Diversity creates dissent, and you
need that. Without it, you’re not going to get any
deep inquiry or breakthroughs.” Or, as Jonathan
Broomberg of the South African insurer Discovery
Health put it, diversity is “a source of creativity and
innovation.”
A diverse workforce also prevents an organiza-
tion from becoming too insular and out of touch
with its increasingly heterogeneous customer base.
Many of the CEOs asserted that it is crucial for a
company’s employees to reflect the people ...
How To Write A Good Cause And Effect Essay Telegr
Professional Writing Service
http://HelpWriting.net/How-To-Write-A-Good-Cause-And-Effect-Es
How To Write A Good Cause And Effect Essay Telegr
Essay Writing Service
http://HelpWriting.net/How-To-Write-A-Good-Cause-And-Effect-Es
BankVic Culture - The Beat of BankVic
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
Painted Picture - My Vision for 2017
I have created my Painted Picture as part of the Freedom Plan by Natalie Sisson. This is my vision on how my business and life will be by December 31st, 2017
Thank you for reading and sharing! You are now a part of my vision just by reading it :)
I hope it inspires you to create your own Painted Picture
Tyler Lukacs Design Portfolio
Take a look at my best work and see how I can transform brands as well as create cohesive looks throughout multiple deliverables.
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Workplace Diversity Audio InterviewsWorkplace Diversity i.docx
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Workplace Diversity in Public Administration
Interviewer: In your opinion, what is the value of workplace diversity and how can (or should) public
administrators position their organizations to move toward being diverse workplaces?
Representative Keith Ellison
United States Congressman, 5th District of Minnesota
Washington, D.C.
Well, diversity I believe is a scientific principle that simply helps ensure the success and prosperity of the
organization and its purpose. So for example, any farmer will tell you that when you plant seeds, you
might want to have diverse types of seeds, because some seed will thrive in wet conditions, some will
thrive in dry conditions, some will thrive in shady conditions, and others will thrive in other conditions,
and so the fact is, is that, our organizations are similar.
So for example, if we are having an organization—I keep going back to the school example—we need a
diverse staff because we have a diverse student body dealing with ever changing conditions in the school
arena.
We need people who have experience with what it means to live in inner-city public housing. We need
people who have experience of what it means to grow up in a rural, sparsely populated area. We need
people who are seniors and who might be getting close to retirement, because they have been around
the block and they know how—they have a sense of history. But we need those brand new fired up
teachers who are energetic and will reinvigorate our organization. We need men, we need women, we
need people of all races, all colors, all backgrounds.
What if the school were doing a curriculum on religion and we do a piece on say the Sikhs. Would it not
be nice to have somebody who was Sikh there, to be able to say, well, here is what we believe, here is
what we do. So the fact is, we need everybody, we need all kinds, we need everybody's voice and
everybody's voice is important. Diversity enriches and strengthens our mission and our ability to advance
that mission. So I think it is critically important.
I think that any public administrator needs to always ask the question: Do we have a diverse set of
voices at the table? Are we hearing from our perspectives? Are we aware of the things we have not
thought of yet? Very important.
State Senator Katie Sieben
Minnesota State Senator, District 57
St. Paul, MN
I think there needs to be some more effort put towards ensuring that people of various backgrounds can
run for public office and are not inhibited by low pay. I also think that obviously it is important for, as a
leader or administrator to encourage or to be supportive of a diverse workplace in allowing for people of
various backgrounds to work in your office.
Ms. Deborah Chase
City Council Member 1998 - 2003, Mayor 2002 - 2003
City of Kennmore
Workplace diversity should be a reflection of the community, in my mind, of any rate, and that means be
open minded, try to reach ou.
LiveWorkPlay Presents PATHWAYS TO AUTONOMY: A Practical Guide To Providing "J...
We were honoured and humbled by a standing room only turnout for our presentation at this year's Community Living Ontario annual conference. Anna Nelson was able to take some photos as she was experiencing a very sore throat and could not present, but she did a great job preparing the notes about employment and Julie filled in - the employment presentation generated many moments of spontaneous applause! At this event we revealed that our Just Enough Support principles has expanded from 6 to 7! We explained why we realized that Autonomy needed to be overtly stated as the central principle underlying all others. We enjoyed a great audience and have already made plans to visit and be visited by other organizations to talk about Just Enough Support.
What's Your CQ - O Magazine
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Managing Creative Projects and Teams Fall 2015 Assignmen.docx
Managing Creative Projects and Teams: Fall 2015
Assignment: The End of the Great Man
This assignment is among the individual assignments that will in total comprise 25% of
your semester grade.
DUE DATE: Tuesday, September 8th by NOON
“None of us is as smart as all of us.” Warren Bennis, Patricia Ward Beiderman
This class will explore the meanings of leadership, groups, teams and how to make things
happen and how to make them work well. But first we start here.
This reading sets the tone for our exploration into what leadership and what it means to you and
how that has an impact on your opportunities in the vast marketplace.
• Read the enclosed article and write a 3 page (minimum) commentary on the points that
Bennis and Beiderman are making:
• Compare how this concept of leadership relates to your personal expectations as to what a
leader can or should be.
• Compare and contrast the author’s point of view with another theory or your own beliefs.
• Describe a personal experience where you personally witnessed an example of strong
leadership (or weak leadership) explain its impact on your thinking. And/or use a personal
example of your leadership experiences and explain its impact on your thinking.
Please submit your response (3 pages minimum) as a .pdf document into the drop box
attached to this assignment.
Name the submission:
PSDS2115_ GreatMan_lastnameFirstinitial_F15
For example-PSDS_GreatMan_glickj_F15
Assessment: I encourage you to score your own work using this simple rubric and share your
expectations with me at the bottom of your submission.
The purpose of this assignment is to demonstrate your ability to read, assess, identify, analyze
and communicate. The process requires careful thought, reflection and articulation, essential
qualities for success. You will be assessed as follows:
1. Details: The submission reflects the specified tasks 70% of the assignment grade.
⇒ Thoroughly answers all of the questions-50% (up to 50 points)
⇒ Spelling formatting and structure are adequate. 10% (up to 10 points)
⇒ Named and submitted properly. 10% (up to 10 points)
⇒
2. Insight and Creativity (higher order thinking) 30% of the assignment grade
⇒ Demonstrated insight into the topic through analysis and reflection. 15% (up to 15
points)
⇒ Analysis of the subject showed creativity and attention to detail. 15% (up to 15
points)
CHAPTER ONE
Organizing Genius: The Secrets of Creative Collaboration
By WARREN BENNIS AND PATRICIA WARD BIEDERMAN
Addison-Wesley Publishing Company, Inc.
INTRODUCTION
This book was born forty years ago, in a conversation with Margaret Mead. Mead was already
world renowned, as famous for her social activism as for her cultural anthropology. I was a
newly minted assistant professor of economics at the Massachusetts Institute of Technology. One
snowy night in Cambridge, I went to hear Mead lecture at Harvard. Afterward, I introduce ...
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This presentation (I delivered at UNSW Art & Design) provides students with an insight into how successful creative agencies and experience design studios apply culture, collaboration and creative leadership to their work.
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Many people tell me that DEI conversations are daunting. I get it; it’s hard to look at our own bias and have these conversations. Yet, I’ve been doing it my whole life, personally and professionally. And my life is richer because of it.
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The latest newsletter of The Advantage talks about how CWA is a continuous effort and spotlights the women that have been leading the charge for the past nine years. With features from Sabrina Rudolph, VP and Controller of Maxwell Technologies, and information of CBIZ women serving as mentors in 16 different cities; this is an issue you just can't miss!
Diversity Candidates, What Next? Working in an International Organization
This talk was given at an online global career fair held by Terra Firma Associates, on 26-27 June 2012. More than 4,000 people signed up for the event. The presentation is about diversity aspects of being hired, working and advancing in an international organization.
By ‘diverse candidates’ I use a broad interpretation and mean everybody (the true meaning of ‘diverse’, perhaps), but here I will focus on groups that are under-represented in professional and higher levels in international organizations. I will highlight some challenges candidates face when applying to international organizations, and give some advice to recruiters as well. A backdrop is that most of these organizations were created 60-70 years ago, when nearly all international civil servants were privileged males with a homemaker spouse. Until 1973 a woman in for instance the UK Foreign Office had to resign the day she got married, no matter how talented. Pressure remains to this date in many parts of the world for women to stop working outside the home once she becomes a wife. When most international organizations were created being gay or having a disability was even more of a taboo than it is today.
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http://HelpWriting.net/-How-To-Start-An-Art-Essay.-How-To-Writ
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Great Leaders Who
Make the Mix Work
Artwork Janet Echelman, Target Swooping Down...Bullseye!
2001, hand-knotted nylon lace net, 140' x 140' x 90'
Madrid, Spain
Spotlight
68 Harvard Business Review September 2013
Spotlight on WoMen in LeadeRSHip
Boris Groysberg is a
professor of business
administration in the
organizational behavior unit
at Harvard Business School
and the coauthor, with
Michael Slind, of Talk, Inc.
(Harvard Business Review
Press, 2012).
Katherine Connolly
works in the organizational
behavior unit at HBS.
Twenty-four CEOs on creating diverse
and inclusive organizations
by Boris Groysberg and Katherine Connolly
B
Business leaders send a powerful message when
they demonstrate a commitment to diversity and
inclusion that goes beyond rhetoric. But how does
diversity make its way to the top of a CEO’s agenda?
To find out, we interviewed 24 CEOs from around
the globe who ran companies and corporate divi-
sions that had earned reputations for embracing peo-
ple from all kinds of backgrounds. These executives
represented a wide range of industries and regions,
as well as different stages on the journey to creating
an inclusive culture. Our goal was to understand not
only why they had made diversity a strategic priority
but also how they executed on their goals and what
that meant to the organization and its practices. PH
o
to
g
R
a
PH
y:
c
o
u
Rt
eS
y
o
f
en
R
iq
u
e
D
ia
z
HBR.oRg
september 2013 Harvard Business Review 69
The CEOs we spoke with did not see diversity as
a once-and-done initiative, nor did they hand off the
responsibility for it to others. Rather, each of the 24,
in his or her own way, approached inclusivity as a
personal mission. When we asked these executives
why advancing diversity in their organizations was
so important to them, the aggregate answer was
twofold: They believed it was a business impera-
tive because their companies needed it to stay com-
petitive, and they believed it was a moral imperative
because of their personal experiences and values.
As Mikael Ohlsson of the Swedish home-products
company IKEA put it, “My leadership on diversity
is vision-driven from a business point of view and
value-driven at the foundation.”
These CEOs spoke forcefully about diversity as
an advantage. Paul Block of the U.S. sweetener man-
ufacturer Merisant pointed out, “People with differ-
ent lifestyles and different backgrounds challenge
each other more. Diversity creates dissent, and you
need that. Without it, you’re not going to get any
deep inquiry or breakthroughs.” Or, as Jonathan
Broomberg of the South African insurer Discovery
Health put it, diversity is “a source of creativity and
innovation.”
A diverse workforce also prevents an organiza-
tion from becoming too insular and out of touch
with its increasingly heterogeneous customer base.
Many of the CEOs asserted that it is crucial for a
company’s employees to reflect the people ...
How To Write A Good Cause And Effect Essay Telegr
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http://HelpWriting.net/How-To-Write-A-Good-Cause-And-Effect-Es
How To Write A Good Cause And Effect Essay Telegr
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http://HelpWriting.net/How-To-Write-A-Good-Cause-And-Effect-Es
BankVic Culture - The Beat of BankVic
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
Painted Picture - My Vision for 2017
I have created my Painted Picture as part of the Freedom Plan by Natalie Sisson. This is my vision on how my business and life will be by December 31st, 2017
Thank you for reading and sharing! You are now a part of my vision just by reading it :)
I hope it inspires you to create your own Painted Picture
Tyler Lukacs Design Portfolio
Take a look at my best work and see how I can transform brands as well as create cohesive looks throughout multiple deliverables.
Similar to Standing Together (20)
Workplace Diversity Audio InterviewsWorkplace Diversity i.docx
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Standing Together
- 1. 1020 COLE AVENUE, SUITE 4375 LOS ANGELES, CA 90038 blkbxcg.com 323.467.6000 January 30, 2017 Dear Team, After witnessing the recent shifts in our nation, I am concerned about what is happening with the present leadership in the White House. Many of you may or may not know, that for the past two years, I have spoken at a variety of conferences on the power of diversity, as well as, the amazing talents and attributes of the millennial generation; followed soon by the Z Generation. Just last year, I had the opportunity to speak at SXSW in Austin TX; Jeff and I presented in San Francisco at NCORE (National Conference on Race & Ethnicity); and I will soon be speaking to the next wave of business leaders at UCLA. My core beliefs as a leader at BLKBX; what we stand for and what we don't stand for, are simple. We believe that inclusion, diversity, honesty and love for your fellow human being are at the heart of who we are and what we do. These principles are how I guide both my working and my personal life. I am so proud of this company we have all built. Our work is influenced and creatively fed by our diverse team and leadership who all have an active role in charting the company's course. As leaders, we believe that the strongest criteria for being a member of this team is passion, creativity, innovative thinking, and a desire to put out quality work; time and time again, overcoming and succeeding through every challenge. It is your passion and heart as individuals that power the complexity of BLKBX, and I am incredibly grateful for each of you. As we grow, prosper and gain a more active role in our community, our voice as a company will develop its own power. I encourage us to stay united, not only in the work we do, but in who we are, both inside and outside of the halls of BLKBX Creative Group...truly a "Talent Agency"! Thank you all for being your unique individual selves... “People show their true colors in the rain" and it seems to be raining a lot in Washington DC these days! Sincerely, Frank Donner CEO, BLKBX Creative Group