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 Diversity and EEO: Balancing the
Legal and Business Imperatives
To achieve excellence, organizations must embrace diversity and equal opportunity while constantly seeking avenues to promote and support productive work environments based on inclusion and equity. Building inclusive environments is becoming increasingly important as the nation’s demography rapidly changes. Current organizational dynamics require advanced managerial and leadership skills to balance the legal and business imperatives to attain mission. Managers and leaders must be knowledgeable of the legalities of managing diversity while extracting maximum productivity from every employee. This three-day experience accelerates learning and provides transference of new knowledge and skills immediately to the workplace. Managers and leaders will develop sensibilities and sensitivities to increase their effectiveness in multicultural environments.
Workshop Objectives:
At the conclusion of this workshop managers and leaders will be able to:
l Define diversity using a multidimensional model.
l Clarify the distinctions between EEO, AA and managing diversity.
l Use their knowledge of EEO and AA to manage diversity issues.
l Build the Business Case for Diversity and Inclusion.
l Assess the organization’s culture in terms of its readiness to embrace diversity.
l See how personal assumptions, biases, stereotypes & prejudices influence
managerial & leadership behavior.
l Identify counterproductive behaviors that create out-groups.
l Employ systems thinking for managing polarities.
l Recognize communication style differences across cultures.
Methodology:
l Lecture
l Management simulations
l Case Analysis
l Role play
l Personal Assessment
l Video
l Discussion
l Small group activities
Managing and Successfully Leading a Diverse Workforce
In the continuing economic expansion, recruiting and retaining a diverse workforce has become a more difficult challenge for employers. Most organizations recognize the benefits associated with employing a diverse workforce, but many find it difficult to achieve the goal. The two most critical areas for successfully managing and leading a diverse work force are communication practices and workplace systems. When employees are asked what are the top reasons for continuing their employment with their current employer they respond:
1. My relationship with my boss.
2. The ability to fully utilize my skills and abilities everyday.
3. Developmental Opportunities.
4. Reward and recognition for doing good work.
Organizations often expect that managers and leaders know inherently how to manage and lead successfully. Without appropriate training, education, coaching and mentoring the likelihood is great that the contributions of all employees will not be maximized. We have designed this course in response to that need.
Workshop Objectives:
At the conclusion of this workshop participants will be able to:
l Understand the dynamics of leading a diverse workforce.
l Recognize the long-term effects of decision-making on employees, particularly
minorities.
l Employ skills to encourage the full participation of all employees.
l Understand the role honest communication plays in retention.
l Recognize the need for two-way feedback.
l Establish development plans for staff and self.
l Recognize and reward performance.
Methodology:
l Personal Management and Leadership Skills Assessment
l Practice giving/receiving constructive performance feedback
l Write and critique employee development plans
l Large and small group discussions
l Lecture
l Videotape
l Reference materials
Expanding Leadership: The Quantum Leader
Expanding leadership capability is critical to thriving in today’s fast paced and paradoxical world. Quantum Leader is a powerful and innovative workshop for expanding leadership skill at all levels of the organization. Our philosophy of leadership is based on Peter Koestenbaum’s Leadership Diamond®. The diamond is the metaphor used to focus on four essential leadership orientations: Ethics, Courage, Reality and Vision.
At the conclusion of this two-day experience, participants will be able to:
l Use the Leadership Diamond® model as a decision-making tool.
l Develop a language and methodology to inspire and focus leadership thinking.
l To establish action plans for sustainable bottom-line advantage.
l Apply leadership learning in meaningful ways to increase personal
empowerment, responsibility & satisfaction.
l Implement leadership learnings to achieve extraordinary results with and through
others.
Methodology:
l Accelerated “learning by doing”
l Case study
l 360° feedback analysis
l Applied learning using priority issues of participants
l Lecture
Selection: Getting the Right People on the Bus and in the Right Seats
As organizations continue to grow and expand, peopling organizations happens fast and furiously not always resulting in the right mix of skill sets for today’s job demands.
In this half-day skills and competency-based training session participants will learn assessment concepts and selection techniques that include:
l Developing talent selection skills
l Screening for technical skills, leadership potentiality and cultural fit
l Using a structured Talent Assessment Guide
Workshop Objectives:
At the conclusion of this module selection panel members will be able to:
l Understand the importance and impact of competencies
l Select the best candidates based on:
l Successful talent acquisition techniques;
l Organization/Cultural fit;
l Technical skill and experience;
l Job specific competencies;
l Identification of transferable skills;
l Make better hiring decisions with both short and long-term focus
l Be able to make hiring decisions in compliance with EO, EEO, AA and AEP goals
and objectives
Methodology:
In order to develop competencies and maximize learning using these methods:
l Talent Assessment Planning
l On-going feedback
l Skill development exercises
l Lecture and skills application
l Simulated Selection Panel
The Business Case for Retention Initiatives
Never before have organizations paid more attention to talent in the United States and worldwide. Keeping talent. Stealing talent. Developing talent. Retention is no longer just a numbers game; it’s about survival and mission success.
Finding and keeping great employees has never been so critical. That is in large part because employees view their work differently than they used to. They also know their marketplace value and fully expect to have several employers as well as careers in their lifetimes.
Workshop Objectives:
In this half-day seminar participants will be able to:
l To convey the need to address retention.
l To review the elements of retention for mission success.
l Calculate the cost of employee turnover
In this educational seminar participants will:
l Understand the business case for retention—the costs of turnover, recruitment,
placement, replacement,
training, sign-on bonuses, interviewing and selection.
l Understand the need to gain the maximum ROI on these investments of time, financial
and human resources.
l Identify talent drivers.
l Recognize the need to elevate retention to a critical business imperative.
l Develop a strong retention strategy that includes:
l Definition of their and the Agency’s values system
l Assess employee priorities
l Establish trust and build relationships within the business unit.
Methodology:
l Discussion
l Lecture
l Data review
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