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| MEET ANNE | KEYNOTE SPEECHES | ENTHUSIASTIC TRAINING & LIFE COACHING | FUN BOOK SIGNINGS |
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Courage, Brains & Heart In this
multigenerational/multicultural workforce, where getting along and
handling difficult situations is all too often a critical leadership
issue, diversity has taken us beyond ethnicity and gender. It’s now a critical
business imperative, sometimes called Cultural Competency. Our acute awareness of what this entails
impacts the bottomline, productivity and higher potential in businesses
everywhere.
Cultural Competency is
respecting, understanding and recognizing everyone’s unique contribution
to the organization, regardless of a person’s unique or different
external packaging. Cultural
Competency is also known as Inclusion,
Diversity, ERGs (Employee Resource Groups), Culture Councils, and Affinity
Programs. We know that employees often gravitate to like-minded
groups and colleagues and these employee resource initiatives are growing
proof of that.
Willingness
to Accept Differences and the Motivation to Respect and Honor Others + Talent
Development/Coaching, Organizational Branding and Extraordinary Skill Sets = Super
Strengths for Positioning All Organizations for greater growth and
success! There are NO communities
or groups of people that are NOT diverse—no matter how small or
large—even if by their appearance it may not be apparent, everyone
is unique. When we deal with difficult people, encounter accidental
collisions, argue, whisper and giggle about others who operate outside our
map of the world, it is often because we are making assumptions about
people and not respecting someone else’s one-of-a-kind contributions. Perhaps we only see the
exterior—subconsciously profiling someone who looks and acts like The Munchkins represent everyone you’ve
ever had a difficult encounter with in your life! How Diversity for
21st Century Is Much Like Landing In Munchkinland! We make mistakes in our
relationships on the job, because we make assumptions about people who
appear or act differently than we are. Example:
In the Wizard of Oz, Dorothy represents the change agent
we all hope to be. But when her ideas and dreams weren’t being heard,
she ran away from home and she and Toto got swept up in a tornado that
landed them far from In
Munchkinland, the munchkins were one very diverse group—all individuals
with different personalities, but at first glance, Dorothy assumed
everyone was the same. Why? Because everyone appeared “vertically
challenged.”
The munchkins also thought Dorothy to be unusual and the
“Lollipop Kids” made sure that she saw their tough side. The
other munchkins giggled and laughed at Dorothy behind the bushes, without
even knowing her or the culture she came from. And it wasn’t until,
Glenda, the Good Witch, told the munchkins that Dorothy was not bad, that
the munchkins assumed
Dorothy was good. Just like we all make
assumptions sometimes about what we believe to be good and bad in others. It’s
this superficial behavior that causes us to lose our way as leaders and
often treat people disrespectfully, argue with them, and create difficult
situations at work. Cultural Competency
and Diversity is one way to overcome these misunderstandings. Your
journey awaits you to mastering Cultural Competency
and getting along better with people, in challenging, and often
frustrating, workplace situations.
“A
brain expanded can never go back to its original dimensions.” —Oliver
Wendell Holmes Courage,
Brains and Heart is a
powerful breakout session or keynote presentation for your
organization’s next conference or leadership meeting. The program is
customized to fit your organization’s culture and the specific needs of
your learners, i.e. Women in Leadership (Betty I can list a lot of groups here but not sure how many to include) that
will help everyone to build awareness of cultural bias and initiate the
examination of individual belief systems and values. This
program also is available as a half-day, or full-day training program, and
includes the following highlights on what your group can expect to gain
from this program: • Cultural Competency
Is a Business Imperative That Impacts the Bottomline of Your Company • Courage, Brains and
Heart = Leadership, Emotional Intelligence and Teambuilding • Connecting with Your
Organization’s Values, Without Disconnecting from Your Brain! • There Are More than 6
Billion People On the Planet—Someone’s Bound to NOT Get Along • Using a Better
Understanding of the New Diversity to Help Employee Resource Groups Reach
Their Greater Potential and Performance • If You Want Change,
Then Be a Change Agent and Communicate That Change • Value Diversity,
Employee Resource Groups and Affinity Programs: Be a Role Model and Walk
the Talk Learning
Lab: Tips, Tools and Techniques for On the Job Cultural Competency • Identify and Avoid
Your Emotional Triggers • Beware—Battle of
the Egos • Tools for Stronger
Communication in Our Multigenerational/Multicultural Workplace
Therefore,
by valuing the differences in others, organizations and their people learn
how to leverage the advantages of diversity and inclusion. Some
of the organizations that have built Cultural Competency initiatives and
Culture Councils, associated with their employee development and coaching,
include: • Kaiser Permanente •
Cisco Systems • Coca Cola • Health Care Service Corp. • • Time Warner Cable •
American Express • Johnson & Johnson • Verizon • MetLife • WellPoint • Ford Motor Co. • Disney • Target • Wells Fargo • Blue Cross/Blue Shield of Florida • JCPenney • Marriott
International •
AT&T • Merck & Co. • Proctor & Gamble |
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To
be more successful in 2011, we must now connect 
they
are from another place and then using insensitive and inappropriate labels
to describe them. Social science often shows us that our individual
beliefs about equality, may indeed cause major problems in the workplace,
including 
The
Journey to Developing Cultural Competency Starts with a
We
fear that which we do not understand.