Diversity and Inclusion (D & I) is on just about every business leader’s radar these days. But even more important is business continuity due to COVID-19. No industry has been spared, while some businesses have fared better than others. As a CEO, how do you assess what needs to be done in the D &…

As the CEO of a small or mid-sized organization, you understand the urgent need to take a significant step forward in your DEI (Diversity, Equity, and Inclusion) efforts. You want to take the right approach, but resources are tight. Your instinct is to proceed slowly and thoughtfully. This critical decision revolves around selecting the right…

In my first two articles, I focused on the selection of the right person to lead your organization’s Diversity and Inclusion (D & I) initiative. With that critical decision made, how do I begin?  With best intentions, most companies focus on specific classes, i.e. Unconscious Bias, etc. targeting and attended primarily by employees at mid to…

My first 3 articles focused on the selection process to obtain the best possible Diversity and Inclusion (D & I) candidate for your organization, then transitioned to Step 1 of the DDC approach – the Assessment.  Before exploring Step 2, I wanted to add a bit more texture to Step 1.  It starts by gathering key information…

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 tool is the best…

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…

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 technology…

Mentor and Sponsor Programs Do Mentor programs really work? How do they differ from Sponsor programs? How do you select candidates? And, how does an organization introduce these programs? These critical questions need to be answered proactively and thoughtfully before embarking on this part of the Diversity and Inclusion (D & I) strategy.  Like any good…

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 in…

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…