Search Video Library for: Diversity, Equity, Inclusion & Belonging, Management
How would you probe when the interviewee gives general responses to your questions? Consider Probes For A Specific Example: "Tell me what you did when you helped a specific person get organized?" "Describe what you did to make one meeting really effective for getting organized?" "Give me an example of a time when a good worker’s complaint helped you improve organization?" "When did you use the computer system to improve organization?"
These colorful, easy-to-use cards provide a leadership model (M.A.N.A.G.E.) and questions to address common team issues. These cards are great for a quick training reminder or conversation starter.
Inclusion is for everybody! We've paid a lot of attention to overcoming the past exclusion of women and minorities in the workplace - in terms of their roles and how they should be treated. But we don't give a lot of thought as to how those changes have affected white men. Organizations today must carry out efforts to increase their race, gender, and diversity in ways that don't exclude or unfairly disadvantage any group.
When we perpetuate stereotypes about people based on things like their appearance or where they come from, not only is it unprofessional and disrespectful… it also can be illegal. Actions and even conversations about a co-worker based on their national origin or ethnicity is a violation of policy and can lead to legal issues if not stopped. Yes, we all have a right to think what we want to think. But… it's critical that we refrain from expressing those kinds of views - publicly or privately – by words or actions, in the workplace.
With workers from multiple (up to 5) generations now active in the workforce, the potential for misunderstanding, frustration and conflict puts increasing pressure on productivity. To turn that challenge into a competitive advantage, this program applies the M.E.E.T. approach to the complexities of effectively working in and managing a multi-age workforce.
Creating and maintaining a respectful work environment begins with managers. Success depends on their ability to recognize, respond to and resolve issues between employees. The focus is on the legal and organizational responsibilities managers have in establishing a respectful and inclusive working environment.
This short animated video is a fun way to understand the newest generation in the workplace - Generation Y (also known as the Millennials).
A focus on the concept of assistance within a diversity context and the importance of avoiding stereotypes (and bias - conscious or unconscious) in the workplace.
When personal goals negatively impact team members; how generational differences impact views of work/life balance.
Much of our learning takes place at an unconscious level - hence the term “unconscious” or "hidden" bias. Managing others to be self-aware and willing to engage fellow employees, customers and vendors when bias is unintentionally implied or expressed is key to better resolving problems and promoting more effective working relationships.
Leaders can turn the challenge of multiple generations in the workplace into a competitive advantage by applying the concepts of this program to the complexities of managing a multigenerational workforce. Managers gain insights, strategies and skills that help minimize generational conflict, strengthen collaboration and improve teamwork for better results.
When generational communication differences cause misunderstandings about work requirements and work/life balance
Off-hand comments about a newspaper or blog article, TV show or even current events can disrupt work and impact working relationships. But let's face it, there's no way we can keep people from talking about these things.
Review of the M.E.E.T. communication model and how to find common ground.
Finding diverse talent is key to positive growth - and using as many recruiting resources as possible - is key. These easy-to-use cards provide a simple model (L.O.C.A.L.) along with thought-provoking questions on working with community organizations to recruit and hire with diversity in mind. These cards are great for a quick training reminder, reinforcement or as a conversation starter.
Finding diverse talent might be as easy as looking within... within your organization. These easy-to-use cards provide a simple model (I.N.H.O.U.S.E.) along with thought-provoking questions on finding and developing diverse talent within your own organization. These cards are great for a quick training reminder, reinforcement or as a conversation starter.
Filters come from your background, choices and life experiences. We all have them. These easy-to-use cards provide a simple model (F.I.L.T.E.R.) along with thought-provoking questions on better understanding your personal filters. Great for a quick training reminder, reinforcement or as a conversation generator.
Understanding stereotypes means seeing where assumptions are based on a person belonging to a certain group of people. These easy-to-use cards provide a simple model (U.N.F.A.I.R.) along with thought-provoking questions on better understanding & addressing stereotypes in the workplace. Great for a quick training reminder, reinforcement or as a conversation generator.
These colorful, easy-to-implement cards provide a simple model (W.O.M.E.N.) and a list of questions that allow users/recipients to stop and think about gender specific issues. These cards are great for a quick training reminder or conversation starter.
Build inclusion and cultural competency in the workplace. An introduction to the F.A.I.R. in action model.