Cascading Capability Throughout Your Organization

In order to effect sustainable change and growth, reaching deep into the roots of your organizational culture, we recommend the following elements, built upon your strategic plan:

Executive Briefing Leadership commitment is essential for the effective roll-out of any diversity management initiative. This session facilitates executive ownership, creates a common language around diversity and increases understanding of how a strategic, business-based approach to diversity management can improve outcomes.

Strategic Thinking Session This session with key leaders and stakeholders builds upon the learning gained during the Executive Briefing. Executives engage in an internal and an external Environmental Scan that enables them to see the clear connections between their ability to meet the challenges facing their organization and diversity mangement capability. An armchair culture audit is also conducted. This abbreviated culture analysis fosters leadership dialogue around perceptions of their organization’s culture.

Culture Audit Our enterprise-wide Culture Audit examines and explains the common rules of behavior and underlying beliefs of an organization. Through a Gap Analysis and other means, it identifies sources of diversity tension and leverage points that shape culture, and assesses organizational readiness for culture change. Measuring culture before and after implementation of a diversity initiative yields valuable information on how the organization is progressing and where additional reinforcements might be necessary.

Diversity Council Establishment or Development The primary purpose of a Diversity Council is to support the leadership team in implementing a diversity management initiative. Development of the Council enables members to become subject matter experts, model effective diversity management maturity and skills, and operate as a microcosm of the desired culture.

Strategic Planning Building upon the results of the Culture Audit and the Strategic Thinking Session, and through a Gap Analysis, we work with leaders and key stakeholders to build action plans. What systems, policies and practices need to be put in place to help effect sustainable culture change? What behaviors will be rewarded? Do our hiring practices assess for right cultural fit? What communications practices (type, frequency) will be required? What are the characterists of the diversity mature indivudal and the diversity mature organization?

Implementation/Measurement This includes classroom training, supported by eLearning and measurement tools, coaching, developing subject matter experts, and Train-the-Trainer (T3) qualification. T3 is a very effective option when you are rolling out wide-scale diversity training initiatives, have a large employee base and/or have a multiple-location workforce. It is also an excellent retention and career-pathing tool for high potentials.
_____________

Review with leaders Through the use of technology, your organization's diversity management orientation and efforts can be measured, reported and analyzed, resulting in improved and targeted training to enhance performance and productivity.

Results of the diversity management roll-out are shared with the leadership team at mutually agreed-upon milestone stages for analysis and review, to ensure continuous learning is taking place and that business objectives are being met.