As Diversity and Inclusion (D & I) thrust to the forefront this past 6 months, Learning and Development (L & D) action steps top most organization’s agenda for demonstrating support to employees on this critical topic. As note in previous posts, I have facilitated over 250 diversity sessions in the past 20 years, either by […]
Author: David Daniels
Reflections
It would be disingenuous not to recognize how difficult 2020 has been for so many people, but I would be remiss if I did not take the time to step back and reflect on my blessings this Thanksgiving. Before I do so, I am sending my deepest sympathy to those who have lost friends and family […]
Are You Making This Employee Selection Mistake?
Selection of new employees has morphed more than any other business practice over the past few decades. While many elements exist to this process, the most important shift revolves around the use of assessment (tests) to help determine the best candidate. However, most organizations confuse the “best” with “the best fit.” During my tenure at McDonald’s, […]
How to Support D&I on a Budget
Large, well-known companies are running hard to punctuate their support for Diversity and Inclusion. These organizations want to send a significant message to their employees and the general public. While contributions to various causes have skyrocketed, the addition of Chief Diversity Officer positions has become prevalent. The positive of these gestures revolves around transforming the role of […]
The DDC Systematic Approach Summary
The Dave Daniels Consulting (DDC) Approach to Diversity and Inclusion implementation has been focused on broadening the Chief Executive Officer’s foundation and depth in this critical strategic area. While any CEO can benefit from this series of articles, my clear intent is to focus on small to mid-sized businesses and non-profits. Why? Having been privileged to work […]
The DDC Systematic Approach Part 6
Diversity Councils and ERG’s Once the Executive Leadership Team (ELT) has established a Vision of Success (VOS), are aligned on corporate and Business Unit (BU) strategies, established effective measurement, and implemented the Intercultural Development Inventory (IDI) process for the ELT, It’s time to explore additional next steps. I have already explored Succession Planning and Mentor/Sponsor approaches […]
The DDC Systematic Approach Part 5
Do mentor programs really work? How do they differ from sponsor programs? And, how does an organization introduce these programs?
The DDC Systematic Approach Part 4
Succession Planning All organizations can benefit from a robust Succession Planning process. Larger organizations often use sophisticated software solutions to administer the process which are often way too much for smaller businesses. Think Sales Force, which I have found in several smaller organizations as their CRM and not used due to their complexity. Like CRM’s, there are […]
The DDC Systematic Approach Part 3
Measurement of business goals can be elusive. There are several measurement tools available, and my current favorite is an updated version of SMART, called FAST. FAST is much better suited to today’s Agile companies. But, this article is not meant to discuss the merits of either approach. When it comes to measurement of D & I goals […]
The DDC Systematic Approach Part 2
As mentioned in my first article, I am not against formal classroom training for Diversity and Inclusion (D & I). As the CEO, you need to construct a strong foundation within your Executive Leadership Team (ELT), first. My last article introduced the Intercultural Development Inventory (IDI), as the focus for ELT development. In my opinion, this assessment […]