We still lack data proving that unconscious bias training is resulting in women’s gaining representation in the C-suite or in significant progress toward pay equality. In fact, some experts say the problem of gender inequality is expanding.
When choosing leaders, we must be mindful of dynamics. Don’t promote the greedy, the egotistical, or the power-hungry. Instead, promote people who are motivated to accomplish big goals and committed to leading people and organization to a better place.
Rapid globalization has resulted in record numbers of businesspeople who interact daily with individuals from significantly different cultures. This reality has created an acute need for organizations to become more cross-culturally competent.
To be relevant, competitive and profitable, organizations must continually monitor consumer and industry trends and then periodically adjust or change in response to shifts. Companies that are nimble and can adapt more easily enjoy significant advantages.
Efforts to increase gender equity at the senior levels have been a dismal failure. This stall is not because women lack talent or ambition. The problem is that organizations are going about increasing diversity increasing diversity in the wrong ways.
Workplace bullying is legal in the U.S., despite its similarity to illegal harassment. Both behaviors feel like a condition of employment, and both are pervasive enough that a reasonable person would consider them intimidating, hostile or abusive.
11 Dec 20191:00 pm ET
Friendships between leaders and their constituents have always been a questionable activity in business. While some leaders are able to leverage those relationships as a powerful networking tool, others have allowed them to create toxic cultures.
When it comes to ROI, it’s best to start small, with one business function; isolate the impact of training on a set of performance indicators; report your business results; and then watch how interested others will be to run a similar ROI calculation.