Simma Lieberman's Inclusion Blog

Marching With Martin Luther King in 1963; a diversity & inclusion hero

2012-02-01T11:12:00.000-08:00

In January, we celebrated the birthday of Martin Luther King- who was one of the leading inclusionists in US history.

I got to witness inclusionist history in 1963 when I attended the March on Washington with 250,000 other people, and this week I was honored to be a featured guest on two radio shows to share my experience.

I was in junior high now called middle school, in New York when I went . I didn’t have a particular ideology, nor was I an activist at that time.

About 4 years before that, I was walking with my friend, and her mother when we passed a Woolworths with people marching back and forth in front of the store, holding signs and chanting, “1234 Don’t Go In Here Any More, 5678 Southern Woolworths Segregate.”

I was told that they were protesting because Black people weren’t allowed to eat at the lunch counters at Woolworths in the Southern states or our country. I thought about my black friends, and that if they were in the south, we wouldn’t be able to eat lunch together, and it upset me, so I joined the picket line.

So when people from my overnight camp were organizing a few busloads of people to go to Washington for the March, I volunteered. I didn’t know what was going to happen, but again I thought about my friends. I think I thought it would be like marching in front of Woolworths with a a bunch of people. That was a mistaken assumptions because it was so much more.

My strongest memory was looking out the window of the bus as we arrived in DC, and seeing thousands of people lining the streets, smiling, and waving. It seemed to happen in slow motion, I had never seen so many people, and never seen so many different kinds of people together.

I remember the chill I got, and how my whole mind, body, and emotions were consumed with feelings of love, and welcome, and being part of something so huge.

It was the first time I had felt so connected to the world, and I was only thirteen.

I knew that day, that it was not just one day for me. I had no idea what was next, but I knew it wasn’t the end.

I felt that I, that young Jewish girl from the Bronx, was where I belonged. The optimism, unity, love and joy that day was almost surreal.

On the way back to New York, we stopped for food at a diner in Maryland, where they refused to serve us, because we were an integrated group. Someone organized an impromptu, spontaneous sit-in and we stayed until they served us.

I was asked during one of the interviews to talk about what it was like as a young white girl to have Black and other non-white friends. I hadn’t thought about it from that perspective before, but there were people who couldn’t understand why I had friends who were different and why I would want to be around people who were different than me. I was not in the popular crowd, didn’t get invited to a lot of the parties, didn’t know where I belonged, until years later, when I looked at my life realized that I belong in the world with people who want to create communities, workplaces and a world where everyone can do their best work, live their best life, and has an opportunity to excel and whatever they want and be happy.

Although my life went in several different directions, I took the value and vision of inclusion wherever I went, until I started my business as a diversity and inclusion consultant, and I became the inclusionist. But it was really that day in 1963, when the seeds of the “The Inclusionist,” were planted.

Ten Keys to Change Workplace Culture

2012-01-24T19:04:00.000-08:00

There are ten critical steps that my best clients, and their clients have taken to develop and implement a successful culture change.

1- Leadership must define objectives and create a written, graphic vision of their desired culture.

2- Enlist your whole leadership team, and identify your fellow champions, by the passion they display either in words or actions. Allow them to add to the vision.

Ask your team these questions,

A-What would make this the kind of workplace that made you jump out of bed every day, even faster than you do now?

B- If you were one of your direct reports, or an hourly employee, what would need to change to make you want to jump out of bed every day?

C- What stops this from happening now?

D- If you were a customer, what would make your experience so amazing and enjoyable, that you would take pride in being a customer of this company, and look forward to returning, with everyone you know.

3- Conduct an organizational assessment. Compare your executive team responses to the assessment data, and measure their understanding of the needs and perspectives of their managers and hourly employees.

4- Create an implementation plan that involves employees at every level. Market the culture change process, so it permeates the organization.

5- Identify one or two key issues that were raised in the assessment process and begin action.

6- Develop a communication process to make employees aware that you have listened to their feedback, and keep them apprised of progress.

7- Consistently make the relationship between those key issues, your actions, and developing and implementing an inclusive work culture.

8- Create an accountability system, and hold managers accountable for their employees’ ability to articulate their organizational culture, and practice behavior consistent with the new, or improved culture.

9- Demonstrate how implementing, and contributing to the culture change will benefit employees at every level as individuals, and as part of the whole organization.

“Everyone in your organization will be more motivated, if they have the answer to the question; “What’s in it for me?”

10-“Be willing to release employees at any level who refuse to progress, and hold you back. They'll be happier somewhere else.”

Four Holiday Stress Hotspots, and How to Unstress

2011-12-14T11:50:00.000-08:00

There are four main causes of holiday stress: gift giving obligations, expenses, a lack of time, and your unrealistic expectations, and other people's expectations about you creating a perfect holiday. To reduce holiday stress, know the ins and outs of these top four holiday stress hotspots and follow these effective stress-reducing tips:

Holiday Stress Hotspot #1: Gifts

Make a list of everyone you need to buy gifts for.

Look for gifts you can buy for multiple people.Similarly, look for stores where you can buy many gifts for a lot of people.

Plan a few back-up gifts, generic gifts with blank cards for people you might forget or who unexpectedly give you a gift.

Focus on the point of gift giving: showing your appreciation for someone. Enjoy the process of finding them something they'll like,or that they can regift if they don't like it. This will save them time, next year, unless they accidentally regift the gift you bought them.

If you don't like shopping, plan a single gift shopping day. Make this day sooner than later to avoid the holiday shopping craze.

Or, don't go shopping. Order online- but be careful not to spend the whole day comparing sites

Better yet, take off the rest of December, and go to the mountains where no one can call, email, facebook or tweet you.
Or, tell people you are leaving town, stay home-watch movies, and don't answer phone or email.

Holiday Stress Hotspot #2: Holiday Expenses

Set a budget, and stick to it. Don't buy gifts that you'll spend the rest of the year trying to pay off.
Send them a card saying that you didn't buy them a gift, in order to save them the time, money and obligation of feeling they have to buy you something.

Think of alternative ways to give gifts (set up a gift exchange, make some handmade gifts or foodstuffs).

Choose inexpensive ways of entertaining and enjoying. Have a potluck party instead of providing all the food yourself.

Do activities with family and friends that cost little or no money: go on walks, have a movie night, instead of going to see the latest blockbuster together.

Give the gift of a phone call or note. Let the people you care about know how important they are to you with words, not expensive gifts. Most people need this type of nourishment in general, and may need it even more during the holidays. It may be the best gift they get.
Or, if you don't want to talk to them, call them when you know they're not home, and tell them it's the only time you're around for the next six months.

Holiday Stress Hotspot #3: A Lack of Time

Complete your gift shopping early. This will relieve you of one of the biggest time stresses during the holidays.
Refuse Invitations. You don't have to go to every party you're invited to. If party going becomes a chore or exhausting, step back and slow down the pace.
Or, tell them you'd love to be there, if you can bring your two dogs, three birds, and pet python.
Take time for yourself. With so much emphasis on time with family and friends, many people feel guilty taking time for themselves. Take it. When you consciously plan to have alone time, it keeps you empowered and reduces possible feelings of melancholy during the holiday season. You will also be also be less overwhelmed by external stimuli.

Share the tasks. Don't take on too much. View your to-do list as an opportunity to spend time with people. Share responsibilities and your tasks will take half as long and be more enjoyable.

Holiday Stress Hotspot #4: Anticipation and Expectations

Be realistic. Just because it's the holidays, family issues will not suddenly disappear and everything will not be perfect.

Adjust your expectations. Expect a few bumps in the road at family events and gatherings and you'll be better able to deal with them.

Relish Traditions. Focus on those little traditions that make evoke positive memories for the holidays: songs, events, rituals, etc. Consider creating new traditions if older ones are marred with mixed memories.
Stay focused on each moment, and not how you wish it would be, or how great it was 40 years ago before internet.
Don't take yourself too seriously, and let go of expectation, and have fun.

Diversity and Inclusion Zeroes

2011-12-11T20:15:00.000-08:00

Diversity and Inclusion Zeroes; candidates that support exclusion-

As the inclusionist, and supporter of diversity, and learning,I was appalled, shocked and offended this week, by Rick Perry, Newt Gingrich, Michelle Bachmann, and Rick Santorum.

I was appalled, shocked, and offended as a Jewish person

I was appalled, shocked and offended as a member of the LGBTand ally community

I was appalled, shocked and offended as a sentient person of intelligence and sanity

First, as a Jewish person- Perry, Santorum, Gingrich, Romney and Bachmann spoke to a group of very conservative Jewish Republicans. Each one got up on the stage talking about how much they love Jewish people, and how much they love Israel. It was sickening- they love Jewish people so much, but they think we'll burn in hell, if we don't follow their religious beliefs.

To take this clown act even further, they all had the chutzpah (Michelle Bachmann misprounced it my saying Shurzpah) to demand the resignation of the US ambassador to Belgium, a Jewish man whose parents were holacaust survivors, because he mildly criticized Israel and talked about the need for peace with the Palestinians.

So now these so-called good people of the Christian faith, are the judges of which Jewish person is the good Jew. Who anointed them the deciders. They are not friends of Jewish people, not friends of inclusion, and are the antidiversity role models.

And who elected them as the spokespeople for Christianity? Are the millions of Christians who don't agree with them considered heretics?

Where is the barf bag when I need one?

Next as a member of the LGBT, ally, and diversity and inclusion community, I’m appalled, shocked, and offended by Rick Perrys’ doofus ad where he says, why should gay people serve openly in the military when kids can’t be open about celebrating Xmas in schools. Huh? Even his pollster, Tony Fabrizio called it “nuts,”

These people in the military are risking their lives, fighting in Afghanistan, for a war that Perry believes in.

Let Rick Perry go and fight. Too late, he missed the crusades, and the inquisition.

And then he loves Jewish people so much, but wants public schools to celebrate Xmas? I guess he loves our votes, but not the fact that we don’t consider Christmas our holiday. We’re not against it, and I love all the Christmas parties, but it’s not what I want my son to learn in school, and I don't want he to be forced to stand for prayers.

I offer ways to honor diversity and inclusion during the holidays here-

http://www.simmalieberman.com/articles/diversityholidays.htm

I believe in the American Dream, that we can value and all benefit from diversity in many different forms, and that it is through inclusion in our culture that people learn to excel and make us greater as a nation.

And as a footnote, Perry was wearing the same jacket as one of the guys in Broke Back mountain, and looked lilke he had just stepped out of the movie.

And finally, I was appalled, shocked and offended as a sentient person of intelligence and sanity, that none of them know history, geography, how many supreme court justices there are, the difference between Iran and Iraq, and that the GeorgeWashington, and Thomas Jefferson were dead years before the slaves were freed.

Now I’m not going to get into the fact that Michele Bachmann thinks that people who are in the country without documentation should not only lose their children but it was fine with her to have them all taken to jail, while their kids watching screamin and crying. Even Bill O’Reilly couldn’t believe it.

And although I disagree with Ron Paul, and Jim Huntsman, they are the most intelligent, and knowledgable of the Republican candidates, and for some reason, get the least amount of support.

Which is why I wonder if someone either put acid in my punch, transported me to the bizarre world, or I’m still asleep,and this is a dream.

Guinare Free Will Baptist Church Bans Interracial Relationships

2011-12-03T22:36:00.000-08:00

Breaking News Alert: for everyone who wants to believe that we are in a “post-racial era,” We’re not!

While some people have shied away from discussions about race, because they feel uncomfortable, members from the Guinare Free Will Baptist Church in Kentucky did not.

They were more than willing to talk about race, after Stella Harville, the Church secretary’s daughter, attended a service and sang with her Black fiancé, Ticha Chukuni.

Some members of the Guinare Free Will Baptist Church, were more than willing to talk about the issue, in order to vote to ban interracial couples from becoming members of the church

Harvilles father, Dean Harville said "The way I look at it, it’s a slap in God’s face to say something like this." He accused Melvin Thompson, the church’s former pastor, who called for this vote, of racism. Thompson replied that he wasn’t a racist, and the vote was not intended to pass judgement, but was intended to promote greater unity among the church body.

Unity of what? A united front for racism?

The churches present pastor Stacy Stepp, opposes the ban, and said that he will deal with it at the Denominations' regional council, and work to overturn it.

I believe that policies like this are symptoms of ignoracacy. This is what happens when people don’t have constructive conversations about race. Without honest dialogue, there is a void that is filled by the voices of those who espouse hate, and who are afraid of any kind of diversity.

In a recent program that I hosted on the Swirl Radio Show, (www.SwirlRadio.com) I asked whether in fact, we are in fact a nation of cowards when it comes to talking about race. Are people so afraid to admit they don't know a lot about people who are different?

Are too many people, too afraid to ask each other questions, even if they make mistakes?

Why are the people talking the loudest, the ones that want to spread the diseases of bigotry, racism, and fear?

Why are they so willing to talk about race, and why are the people who should talk about it, those that don’t share those views remaining silent most of the time?

It's great to speak out in condemnation, but meaningful dialogues across the country, might eliminate some of the hate speech, and make people less afraid of differences, and diversity.

We will see less racism, fear and ignorance, when people are willing to take a risk, face their discomfort, not worry about “saying the wrong thing to each other, and have meaningful conversations about race.

We'll be better as a country when we take the time hear other people’s experiences, and be willing to stop objectifying and start humanizing.

Are We a Nation of Cowards Regarding Race? Diversity Alone is Not Enough

2011-11-24T11:20:00.000-08:00

As the Inclusionist, with a life and passion for diversity and inclusion, I know that there are three changes that must take place in this country to get us on a sane, rational road regarding race.

1- -Acknowledge that racism, bias and discrimination exists, that it is often unconscious, and that everyone with a bias is not a racist, and can learn, and open their minds.

2- There needs to be a national dialogue on race, which will actually bring us closer and unify us. (There will always be those people that are haters to the bone, but they would be isolated.)

3- We all have to be willing to accept that people in the groups that we identify with whether it’s race, ethnicity, religion, politics, etc. are capable of very bad, and even criminal and immoral behavior. It’s their actions as individual, and is not a reflection on you, or the whole group.

So, I challenge you to begin thinking about these three points, and begin to engage in conversation or dialogue with someone who is very different, and listen to them without interrupting, or sticking your fingers in your ears.

Until each of us is ready to take these three steps, we’ll continue reading ridiculous claims from people, who not only are afraid to have a meaningful dialogue about race, but who use it for their convenience, like manipulative five year old children, who blame the cat for breaking their parents' HD television.

Is Age Just a Number? Stop Stereotyping Generations

2011-11-06T01:35:00.000-07:00

Is age just a number? No, and Yes!

No, because we all view people, events, situations, etc. from our own reference points, which come from our own experiences. Most of our perceptions are formed by what we experience, see and hear, before we are eighteen. Everyone has their own experiences, and each generation has been impacted by different external events, which influence how we view the world, how we communicate, and what we value.

At the same time, while a vast majority of people in a generation may be impacted by an event, like the Cuban Missile Crisis, Viet Nam War, Columbine, Google, election of Barack Obama, etc. we’re not all affected the same way.

It’s more likely, but not definite, that a Gen Y person, born after 1980, will be more comfortable with social networking applications, than someone born before 1955.

Yes, age is just a number, because anyone of any age, can learn how to use social networking applications, and many people born before 1980, are very comfortable with social networking. A sixty-year-old person can compete in a triathlon, and a twenty five year old can be a couch potato.

Age, or being a member of any one-generation doesn’t have to define who we are, or control what we do for a living. It doesn’t mean that an older person, can’t keep learning, or that a younger person doesn’t have insight, experience and wisdom.

No matter what, if we are going to be successful in the workplace, and in our lives, we would all benefit from knowing how to communicate across generations.

Here are three of my ten tips, for communicating well across generations.

• Stay curious. You can read all the books on generation differences, and get the PowerPoint slides, but that’s a poor substitute for getting to know people older, or younger. So often, books just categorize and stereotype as opposed offering information about cultural norms.

Ask people older, or younger than you questions about their experiences, viewpoints, and interests. You might be surprised at what you have, or don’t have in common.

• Be ready to learn, and share your knowledge. Older employees, or those who have been their longer, have institutional memory, and information. Many of them have learned from their mistakes, and would be glad to share what they’ve learned, so you don’t have to make them.

Younger employees, my have technical knowledge that can help you do your job faster, more accurately, and achieve better results. You can set up a skills and knowledge exchange that will help everyone be more successful, and advance careers.

• Be Mindful of how your assumptions influence your interactions.

Kids Standing Up to Bullies! & a School District Allowing It!

2011-10-21T23:46:00.000-07:00

“Why do we have to talk about gay people in school? I don’t want my kids to know about homosexuality. Why are you bringing this up.

If these kids weren’t gay, they wouldn’t have committed suicide. It’s part of the homosexual agenda, and on and on and on.”

As “The Inclusionist,” and as someone who values the diversity in our country, and the lives of our children, I see these comments as more than just ignorance. I see these comments has hateful, bigoted, and against the values of empathy, and love for our children.

These are the kind of comments that are used by people who excuse bullying, harassment, and discrimination against kids in school who are “different,” than their kids.

I’m glad to see that some school districts and individuals are creating their own solutions.

1-Fifth grader Dalton Rennolds in Orange Park Florida started an anti-bullying club in school because she didn’t like to see other kids get bullied. Breana De Grove in Jacksonville Florida started a chapter of bully busters, because she had been the victim of vicious bullying.

In one part of the playground at her school, students signed a pledge promising never to bully other children or stay silent. In another part, they walked in groups holding signs.

"I'm helping kids go through what I went through with bullies, and I want to help them with it," Breeanna said.

These kids are my heroes today.

But, not all school districts are supportive of these efforts. Since much of bullying is directed at kids who are perceived to be LGBT, whether they are or not, and any time one kid wants to torment another they affix the LGBT label, certain schools and school districts where homophobia, fear and bigotry is in power refuse to deal with it.

Seven children in the Anoka Hennipin school district In Minnesota have committed suicide. Four of the kids were perceived to be gay or were questioning their sexuality.

Seven suicides in a year and a half, seven deaths of precious children and at least seven families destroyed.

But the Anoka Hennipin district says there was no evidence that the kids were bullied. ( no, just their parents and friends words that these kids were) I would say seven suicides of kids in one school district is a crisis, I would say that someone in some role of authority would want to take action, would want to prevent suicides and bullying, but in the Anoka Hennipin district, teachers are not allowed to talk about it, because there is a law forbidding them to take sides on homosexuality.

They might as well say, “let’s pretend that kids are not bullied to death, injured and harassed because of their sexual orientation, or perceived sexual orientation. Let’s just let these kids die and pretend these are just random acts, and let’s put our fingers in our ears so we hear nothing.”

The school district says it’s the best way to deal with conflicts of thinking on homosexuality.

They are being investigated for peer on peer harassment based on not conforming to gender stereotypes, and they are being sued by the Southern Poverty Law Project.

OTOH in the same state, the Minneapolis school board has their administrators track bullying incidents related to the harassment of lesbian, gay, bisexual, and transgender students. The staff are trained in LGBT issues, and they will eventually add on elective on LGBT history.

It is important that it’s not just one kid or just the kid who was bullied who fights back, like it takes a village to raise a child, it takes a village to stop bullying. It takes a community, school, county, country, and culture change. It takes a nation that values it’s diversity and wants to ensure that everyone is included.

Are You Practicing These Ten Inclusionist Leadership Behaviors?

2011-10-17T22:15:00.000-07:00

Building an inclusive culture, leveraging diversity of people, skills and talents, and designing new initiatives to support employees, all look good on paper, and sound great in an interview, and at conferences.

You may be this year’s leadership award winner, but you can be next years’ Number One on the unemployment line, if you don’t understand, or know how to be an inclusionist leader.

After working in the diversity, and workforce culture change field, for over fifteen years, I’ve found that all of the theories and policies and training go nowhere, if leaders don’t become experts and practice Inclusionist Competency behaviors.

Employees care about what you do. They will judge your diversity, and inclusion success, by the actions you take every day.

When executives request that I help them become more inclusive, and get seen as a diversity champion, I provide them with these ten key behaviors that must be practiced in order to be an outstanding inclusionist leader.

1-Inclusionist leaders get to know employees every day. They don’t wait for a crisis, to ask employees their names, how they are, or for ideas to improve the organization. If there is a crisis, they’ll get the cooperation and support they need from their diverse workforce.

It’s not rocket science, and doesn’t take approval from the Board of Directors, to understand the role those CEOs, Presidents, Executive Directors, and anyone else in leadership play, to help employees feel important, welcome and part of a workplace community.

I was recently speaking in Washington DC during the earthquake. People were scared. Some of them had been through 9/11, and didn’t know what all the shaking was. I saw people in leadership, calmly lead their employees out of the building, comfort them, and make sure that people were able to get home.

2- Inclusionist leaders are not afraid to learn from hourly employees. They are too secure to feel threatened by other smart people , no matter where they are in the org. chart. That means inclusionist leaders don’t dumb down, or condescend. They raise people to higher levels. They focus on building employee’s strengths as opposed to constantly pointing out weaknesses.

One of my clients asked me to coach one of his managers, who constantly yelled at her employees, belittled them, and criticized them in front of other people. Productivity was suffering, and people were leaving.

Unfortunately, this woman was beyond coaching. Antonia was so sure that she was right. She that she needed to “set her employees straight,” and that they were all trying to “take advantage of the system.” She didn’t think their quitting was a problem, since “there were others out there waiting to take their jobs.”

My client had no choice but to let her go, so that her employees could flourish under a new manager, who had a history of developing employees and listening to new ideas.

3- Inclusionist leaders take responsibility for educating people whose negative/positive behaviors impact the organization . They educate vendors, contractors, security, etc. about company culture, and inclusionist behavior .

A security guard at the SF Contemporary Jewish Museum, told two women attending a special Gertrude Stein exhibit, they couldn’t hold hands in the museum. When the Executive Director was informed of the situation, she apologized to the woman, relieved the security guard of his position, and took full responsibility.

The security company was a contractor, and not a direct employee of the museum, but the Executive Director didn’t make excuses. The security company was made aware of the values and inclusive culture of the museum. Anyone who does not share those values will not be in any official capacity at the museum.

People who represent your organization must model inclusive behavior, even if they're not employees .

4- Inclusionist Leaders treat people as individuals, which means they don’t use clichés like; “I treat everybody the same.”

I can’t tell you how many managers told me they treat everybody the same, which has become a slogan. Next time your brain prompts you to use that phrase, think about what that really means.If I treated everyone the same, then everyone would get the same pay, rewards, and feedback. If I treated everyone the same, I wouldn’t know how to seek and leverage the diverse talents, skills and experience of people in my workplace.Would you send people in sales and marketing, to work in research and development if they didn’t have the skills?Do you give everyone recognition in the same way?

5- Inclusionist Leaders make hiring decisions on more than just communication style assessments.
They look at the whole person, and know that talent exists beyond where someone falls on a quadrant, or alphabet. What if a persons’ assessment defines them in a particular way, but they’ve developed interest in a different area? They use the assessment as just one piece of the process.

6- Inclusionist Leaders are willing to appreciate different styles of leadership.

I’ve worked in more than one company, where talented women who were continuously bypassed for promotion, left to join competitors who recognized their value. When I asked the CEO of a client organization why he never promoted these women, he said, “those women just weren’t strategic enough, I need to find better ones.” It took him a while to understand that everyone does not need to be his thinking clone, and that there were different ways to be strategic, and increase profit.

I’m glad to say, he “saw the light,” but it took the exit of several of the best women in the organization. He became an inclusionist leader, and before he left the organization, there were many more women in senior management and even on the executive team.

7- Inclusionist leaders create processes that teach new employees the stated and/or written rules, regulations, and policies, but also the unwritten rules, and paths to success.
Employees can accelerate their growth and success, when they know the cultural norms of the organization. Inclusionist leaders are able to integrate new employees into the culture at a faster rate, than if employees learn by trial and error.

8- Inclusionist leaders intentionally LBO- Look Behind the Obvious, to recognize, develop and promote employees that may not fit the traditional mold.

Inclusionist leaders spend the extra time to uncover “hidden genius,” anddon’t only hire “prefabricated people” from the best school with 4.0 grade point averages. (That would have excluded Steve Jobs, or me.)

9- Inclusionist leaders take responsibility, and hold managers accountable for their employees’ ability to articulate the organization’s mission, values and culture, and practice behaviors that demonstrate commitment to inclusion.

10- Inclusionist leaders follow-through on their promises, and model inclusive behavior.
They don’t talk about life/work balance and then get angry if someone doesn’t work twelve hours a day. People trust them to do what they say.

And most important, an Inclusionist leader asks the questions, “What if I’m wrong?” and ‘What if the other person is right?”Inclusionist leaders are not afraid to try to see situations from other points of view, or understand why someone would say or behave a certain way. Understanding why does not mean you condone or support negative behavior. It means, you can now prevent or resolve conflict, and find solutions to problems without being overly attached to an outcome.

Simma Lieberman creates workplaces where employees love to do their best work, and customers love to do business. She is a diversity and inclusion/culture change consultant, speaker and author, and executive leadership coach. Contact her at 510-527-0700, or Simma@SimmaLIeberman.com You can read more of her articles at http://www.simmalieberman.com

Hank Williams Jr.- Most Recent Trivialization of the Holocaust

2011-10-10T23:17:00.000-07:00

Is it just I didn’t know ignorance, or just plain I don’t care insensitivity?As the Inclusionist- two people who represent the “I don’t care how insensitive, stupid and vicious we can be- we’re saying it any way.” school of thought particularly offended me.And oh yeah, we believe in America, land of the free (well maybe for a few people)From CNN headlines;Hank Williams Jr. apologizes for Hitler-Obama comparisonThen Glenn Beck says the Wall Street demonstrations will lead us to gas chambers and guillotines. Huh? This has nothing to do with agreement or disagreement of the demonstrations, but I hope any rational person can see how irrational this statement is.How many times do we have to tell people in the media and public office to stop using the Hitler-Nazi comparison for anyone they don’t like?Both of these Neanderthals need to try reading history, but that might be too difficult, and they probably only know the history they invent.Let’s be clear about Hitler and the Nazis-Hitler systematically killed 6 million Jews, plus Gypsies, Gay people and anyone who dared speak outPeople were tortured, burnt alive, shot for amusement, starved to death, forced to work, and then killed when they couldn’t work anymore.Babies had their heads bashed in while their parents were forced to watchJewish people were subjected to ghoulish medical experiments too horrific to mention.There was systematic genocide of Jews, Gypsies and gay people.It wasn’t like “there was a war, and people died fighting, or because of a famine.”People like Glenn Beck and Hank Williams Jr. and others, that mimic their behavior, and try to manipulate people emotionally by calling up images of Hitler, and the Nazis, don’t get it. They are guilty of trivializing one of the worst crimes against humanity and against a specific group of people.These words, and actions are those of someone who read a coloring book, and think they’re an expert on totalitarianism and genocide.How dare you trivialize the suffering of millions of people by comparing Obama to Hitler? If you really believe that Obama is planning on wiping out groups of people, through gas chambers, torture, and starvation, you probably think that you are the victim of a worldwide conspiracy of talking snakes.In addition, when Williams was confronted he said, “my analogy was extreme but it was to make a point.” "I have always been very passionate about politics and sports and this time it got the best or worst of me.I’m passionate too. I’m passionate about leveraging diversity and inclusion, to build the kind of culture where everyone is included in continuing to make this country even greater, and everyone has the opportunity to excel, and use their talents and skills to prosper, and live the good life.However, my passion is from love. I don’t have the need to spew hate, and compare people I don’t agree with to mass murderersFinally a word to Glenn Beck-stop being so obsessed with conspiracy theories. No one is coming to get you. You’re worried about gas chambers and guillotines- Perhaps you need to prepare for the return of the tyrannosauruses

Diversity and Inclusionist Leadership; How to Help LGBT Employees Help Your Organization Grow

2011-10-10T22:32:00.000-07:00

Are you a Diversity and Inclusionist Leader? Use these 16 tips, to help LGBT employees help your organization grow

According to research done by the Human Rights Campaign, over half of all Fortune 500 companies have a non-discrimination policy for sexual orientation and over 100 private employers protect gender identity in their non-discrimination clause.

Some states such as California have passed domestic partner laws, and gender nondiscrimination acts.

These laws will help promote diversity in the workplace, but alone they are not sufficient in creating an environment where Lesbian, Gay, Bisexual and Transgender people feel included and are able to do their best work.

Employers need to ask themselves if they are doing enough to create that comfortable environment where everyone can be productive, creative and work as a team.

In order to do this its important for leaders to address any biases they might have about any LGBT issues, and assumptions they make. Laws and policies are important but that does not mean that every LGBT person is ready to come out. It they do not feel safe, supported and believe that they will still be given an equal chance for appreciation, responsibility and promotion, they will come to work and work hard at hiding who they are. They will work hard to not use pronouns, and say as little as possible about their personal life. They will either not show up at company social events, come alone, or pretend they are involved in a heterosexual relationship. They will expend energy worrying about not slipping up, saying the "right thing", and avoiding conversations, rather than using that energy to help the organization be more profitable for fear of being found out. They will worry that if they come out they will be excluded from the informal networking that helps people move up and be seen in an organization.

Other employees might find their unwillingness to talk as being cold, aloof and possibly secretive. This can further create tension, distrust, and interfere with teamwork that is so crucial to get work done.

Of course without the proper support, if employees do come out they can be excluded, discounted and become invisible. They might end up being preached to about their "sins", be the subject of jokes and be subjected to different forms of harassment. If employers do not create a safe environment, LGBT people may not report these incidents but will look elsewhere for employment, costing the company money in recruiting, hiring, and training.

What can you do if you are an employer, or leader of an organization to create the kind of inclusive environment where talented LGBT people will want to stay and help your organization in its success?

Here are some suggestions that come from not only LGBT people but from reviewing best practices of organizations like Kimpton Hotels, Genentech and IBM.

1- Understand your biases and don't make assumptions. Most of the time you don't know who is an LGBT person unless they tell you.

2- Know that LGBT people are not looking for special treatment but want the same protections everyone else gets. That also means do not hire someone who is not qualified just because they are LGBT. Like any other employee if someone is inappropriate, or not working, take corrective action. There are many other talented and qualified LGBT people.

3- Don't assume that being an LGBT person means they have a "different lifestyle" and stop yourself and other people from using that term. LGBT come in all colors, ethnic backgrounds, have families, and people they love. They have all kinds of interests, recreational activities and lifestyles. 4- As a leader you have to set an example and model the behavior you expect from all of your employees in terms of harassment and discrimination.

5- If you hear a joke about LGBT people or any other group, it is your responsibility to intervene and stop it. To be silent implies your consent.

6- Be clear that you have a zero tolerance for harassment, discrimination and any other anti-LGBT behavior, as well as harassment of any other specific groups.

7- Include sexual orientation and gender expression and identity in your diversity mission statement. Make sure all employees are aware of that statement and your written policies. Posting them up in the restrooms is not enough.

8- Make sure that everyone in your organization attends diversity training and that LGBT issues are a part of it.

9- Support and encourage LGBT employee resource groups, and create a communication channel between the group and senior leadership. Attend an LGBT affinity group meeting and encourage others to do so. Employee resource groups should be open to all employees who want to understand people who are different than themselves.

10- On invitations for company social events use the word guest next to the employees name rather than spouse.

11-Respect everyone's gender self- identity and refer to everyone with the name and pronoun they prefer. If you don't know, ask politely. Let them know you are not trying to offend but want to show respect.

12- If a person comes out as transgender to you, or tells you they are going through a gender transition ask them what you can do to make them comfortable. Let them know you will support them. There is a good chance they will be subjected to stares, uncertainty and exclusion from other employees. Include transgender issues in your diversity training. Don't leave it up to the transgender person to educate co-workers.

13- Respect confidentiality, and do not try to get an LGBT person to come up. They will decide if and when they are ready. The fact that they confided in you shows that they trust and respect you.

14- Attend and support LGBT community events and don't send only LGBT people as your representatives. Often people break past their biases by having direct positive contact with someone who is different than them.

15- Be sure and include your policies and expected behavior supporting diversity and specifically LGBT employees in orientation programs for new hires.

16- Listen with an open mind and don't be afraid to ask questions and make mistakes. It's the best way to learn.

Producer and Rapper Ray Luv, Shares Love, Diversity, and Hip-Hop to Help Kids Stay in School

2011-09-30T12:58:00.000-07:00

Producer and Rapper Ray Luv, Shares Love, Diversity,
and Hip-Hop to Help Kids Stay in School

There is a crisis in education, inclusion, and communication amongst people, particularly young people in the US. While some people don’t see it, or don’t think it affects them, because they choose to live in their own little life bubble with people just like themselves, the fact is that high numbers of high school dropouts mean higher unemployment, and higher crime.

According to research by the Alliance for Excellent Education http://www.all4ed.org/files/HighSchoolDropouts.pdf each year, approximately 1.3 million students fail to graduate from high school; more than half are students of color.1 The graduation rate among students of color is as much as twenty-five percentage points below their white peers.

Lack of people feeling included, means lack of participation in making democracy work, with Increased anger and feelings of powerlessness, Young people who feel this way may bully others to make themselves feel better. Kids that are bullied often feel excluded, and alone with no one to help them, and see drugs and alcohol, or suicide as the only way out.

I keep hearing politicians, and talk show hosts blaming any and everyone who disagree with them, along with hip-hop musicians, rappers, South Park, Stephen Colbert, and atheists. They are long on condemnations and clichés, and short on recognizing that the causes, and solutions to our societal problems are complex.

There is no doubt in my mind that music; media and icons of popular culture always affect young people. That can be a good thing, or a bad thing depending on the message. While the past few years, most attention has been on lyrics that romanticize violence, and drugs and that denigrate women.

The voices of Rap and Hip-Hop musicians, who are demonstrating leadership by promoting respect for people across diversity spectrum, and education in their lyrics and actions, are not given the same opportunity to be heard. However, some of these people are taking the initiative to collaborate with people in technology, and education to spread their message to young people everyone else.

One such artist with the right message is well-known producer and rapper, Ray Luv, who previously worked with Tupac, and wrote his first song.

Ray began writing and rapping over twenty years ago, when he was in middle school about his experiences growing up in a rough neighborhood in Santa Rosa, CA. During that time he met Leila Steinberg who was promoting young musicians, while also creating art and cultural programs for kids like Ray, who were considered “at risk.”

He could have taken his life in the “wrong direction,” but Steinberg became his mentor. She said I’ll help you with your music, but you have to be part of the solution, and be a good influence on young kids, and talk to them about education, self-help and working hard.”

“At our local cultural center, I taught classes to kids and wrote songs with them. For some of these kids, this was their first opportunity to express themselves.”

“We were talking about Martin Luther King, and raising money for Women Against Rape, and programs to feed the homeless.”

Ray continues to work with Leila and her organization, AIM (Alternative Intervention Models,) that uses arts and athletics to help bring young people of all backgrounds together and break down barriers of race, gender, and sexual orientation. Kids are encouraged to stay away from drugs and street crime, to not bully other kids, and to use their talents to become successful.

Ray works to connect young people from different backgrounds, who would otherwise have no contact, so they can develop relationships and see each other as individuals, and let go of stereotypes they have about each other.

He talked about a recent AIM program at Palo Alto High School that included
NFL wide receiver, DeSean Jackson, Palo Alto educator and journalist, Esther Wojcicki, Troy Byrd, co-founder of Bryant College Entrepreneurship Center and other people from technology companies like Google in Silicon Valley.

“We spoke to these kids about our individual experiences growing up, and how we each achieved success. “

Their common message to these kids was to stay in school, work hard, chase your dreams and you can be successful.

“We made these students aware of other schools where they don’t have the same opportunities or resources, like McClymonds High School in Oakland where the drop-out rate is 70%.”

Because of this program, Palo Alto students donated money so that impoverished kids in some of these other schools could attend Sports Rhythm summer camps, and bring more AIM programs to their schools.

“We’re also involving other people in our programs, from Silicon Valley, and more women like Yolanda Hogan, who was the only woman with Tupac in Thug Life, I want kids to see strong women, who have high levels of self-esteem and have become successful in business and as entrepreneurs,” said Ray.

“One teen told us how depressed, alienated, and disconnected he felt. He said that he had no friends, and felt excluded, alone and isolated, which led him to contemplate suicide. He had never openly talked about it before, but after hearing other kids share their stories, shared his. He ended up getting the support and caring he needed from the other kids, and felt included for the first time.”

“We don’t believe in excuses or justifying negative behavior, because of who they are, where they come from, or their present life situation. There are always ways to move forward. One kid from a dysfunctional family, wanted to be an actor, but thought it was hopeless since his family had no money. We showed him how to get access to free acting lessons. He’s auditioning for a part in a movie about the life of Tupac.”

He uses twitter and his online TV show, “Pushin’ The Bay,” (www.PushintheBay.com) to tell young people, “Your discipline, not just your desire dictates your future, and to show them how.”

“We’re planning an online book club, to get kids reading, writing and developing critical thinking skills. If they read the book, and write about it, they’ll get rewards like free concert tickets or free music.”

He’s redeveloping his website www.RayLuv.com, and continuing to collaborate with Silicon Valley leaders. “By merging audio and video technology, with hip-hop, we can to educate young people and give them information they need to control their future while listening to their favorite music. It’s almost like learning through osmosis, with kids not realizing they were getting schooled.

With so many people frustrated, and looking for solutions to social issues like unemployment, teenage pregnancy, bullying, high school dropout rates, etc., there is an opportunity for business savvy, socially conscious hip-hop and rap artists and entrepreneurs, like Ray Luv, and Leila Steinberg, to collaborate with socially responsible tech leaders like Steve Wozniak, and leverage their collective resources, diverse talents, creativity and intelligence to solve these problems, and create the kind of inclusive society where everyone can be successful .

If you want to know more about how hip-hop. technology, and entrepreneurship can promote diversity, and inclusion, keep kids in school and prevent bullying, contact me at simma@simmalieberman.com or call 510.527.0700

Inclusionist Diversity Heroes and Zeros

2011-08-19T22:23:00.000-07:00

Recent Heroes and Zeroes in Inclusive Actions, Comments and Behavior

Zero number 1- the Security Guard at the SF Jewish Museum who told two women holding hands that t hey had to stop, and then tried to kick them out.
Zero for his behavior and zero for his brain

The two lesbians were at the Gertrude Stein exhibit, for those who don’t know, Gertrude Stein was well –known as a lesbian, and the Jewish Museum has LGBT people in leadership.
Yo, security guard, zero number 1- maybe next time you need to check out the exhibit you’re guarding.

Since when is holding hands illegal- Uh oh- felony charges-holding hands in a public place- ten years at hard labor

And on the flip side-
Hero number one- exec leadership of the SFJewish Museum who were not going to get defensive or make excuses-
They uninvited the security guard, educated the rest of the security guards, and the following Sunday hosted a hand holding day, which apparently was very well attended

Zero number 2- staff member at Dollywood who asked a woman who was wearing a pro-gay marriage t-shirt to cover up the message. Granted they have a policy about people wearing shirt with messages, but that was not how the staffer responded- he told them this was a family park

Hero number 2-
Dolly Parton who has long been an open supporter of the lgbt community personally apologized to the women. "Everyone knows of my personal support of the gay and lesbian community. Dollywood is a family park and all families are welcome," she said. "We do have a policy about profanity or controversial messages on clothing or signs. It is to protect the individual wearing or carrying them, as well as to keep down fights or problems by those opposed to it at the park. We even offer free shirts in exchange to those who want to remain in the park."

Three Key Points
1-If you want an inclusive culture and want to attract customers from across the diversity spectrum, besides educating employees in your organization, you have to educate and integrate contractors, vendors and anyone else whose bad behavior can have a negative impact on you, your business and your reputation.

2- If there is a mishap, the sooner you address it, apologize, and take action, the sooner you’ll not only be forgiven, but you’ll have even more standing amongst your customers and clients

3- Create an accountability process and let outside contractors know
that you are holding them responsible and if they don’t share your values on inclusion, then they need to exclude themselves from your business

And finally, the third hero is Lil B, the 21 year old rapper ,whose album is called I’m Gay. That took a lot of courage, and a good marketing mind.

Lil B in fact is not gay, and has received death threats from homophobes
When CNN asked him, why he titled this album that way he replied

“It was something that was going through my mind for a while. I feel like I'm man of the people: meeting people, respecting people and accepting people. I hope that I can turn some of my fans that might be homophobic or supporters that might be homophobic and say,” "You know what, we're all one people. This is love." “It's just respect, and I did that to bring people together and bring more love and to spark the minds of people and not let words and judgments and stereotypes stop you from loving.”

How Jay-Z, Eminem, and Steve Jobs Can Bring Us Salvation

2011-07-20T14:59:00.000-07:00

How Jay-Z, Eminem, and Steve Jobs Can Bring Us Salvation

(Originally published in Fast Company.com 7/11)

Millions of kids idolize hip-hop artists and rappers and have dreams of becoming one. They think that rapping would be a great way to get rich. Most of them will never get there. And people that are talented often have no background in the business side, so they will disintegrate or lose all of their money.

And there is a proliferation of young people, and not so young people, who want to create the next Facebook, Google, Zappos, etc. Most of these people will never get there either.
But, what if we could get some of these hip-hop moguls, like Jay-Z, Queen Latifah, Eminem, Chamillionaire, Dr. Dre, Ice Cube, and Missy Elliot, together with some of the tech leaders like Steve Jobs, Bill Gates, Mark Zuckerberg, Tony Hsieh, Gina Trapani, Clara Shih, in dialogues and round tables?

Here is my vision:
Young people could learn about all aspects of the music world and the other options like sound engineering, production, organization, lighting, etc. and about the business of business.

More young people could learn to become entrepreneurs, and about investing, long term visioning, or becoming successful in an organization.

Businesses, and entrepreneurs can learn about being visible, marketing, public relations, visioning, risk taking, and reinvention from these hip-hop moguls.

Dialogues or round tables with these artists and business leaders could mean sharing best practices, finding commonalities and new ideas that would benefit them all.

Between technology fans, rap/hip-hop fans and their overlapping fans, almost every demographic; age, race, ethnicity, religion, gender, sexual orientation would be covered.

Think of the impact and influence!
These dialogues and roundtables would be the ultimate model of diversity and inclusion, with people learning together, and interacting in new ways.

Brilliant ideas, dramatic innovation, and new breakthrough products are often rooted in the synergy that occurs when people from diverse backgrounds come together and have meaningful interaction.

This could be a demonstration of partnership and problem solving amongst different types of people.

What extraordinary outcomes can result from business savvy rappers, like 50 Cent, who uses technology, and people at the top of the tech list, like Sergey Brin, and Larry Page, addressing issues and seeking solutions to illiteracy, domestic abuse, dropping out of high school, poverty, employment, education, and isolation

With hip-hop, and technology working together, we could reach people who are bullied or bully, or kids so distraught they only see suicide as a way out, or older people who have no understanding of youth culture, and young people who need to understand the concerns of older people.

Visualize for a minute, people across all demographics tuning in on TV, Skype, or even in person hearing the right messages of hope, encouragement, and possibilities, from people that they admire.

Maybe it would get more of us to feel a new sense of community, create empathy with people who are different than ourselves, and find unknown commonalities. Maybe, these dialogues and round tables could help us develop solutions, with the resources we already have,

Maybe real inclusion could go viral, with solutions that don’t take billions of dollars to implement, and that often result in failure because of lack of involvement.

Five Reasons The Term "Employee Engagement" Makes Me Feel Disengaged

2011-06-30T18:12:00.000-07:00

Five Reasons The Term "Employee Engagement" Makes Me Feel Disengaged

1- Employee engagement has become a buzzword with no meaning in some workplaces. What some managers really mean, is that they are engaged in theoretical discussions. They seem to think that if they loudly declare that their whole workforce is engaged, even if few people are, they will be considered a great place to work.

Research has proven, what many of us have known for years; engaged employees are more productive, but it is all too common for organizations to have no idea what that means, in terms of organizational and employee behavior.

2- Too many consultants promise to create employee engagement, when they mean they'll conduct management training in active listening, and changing lexicon. Ask an employee if they've increased their participation, or feel more appreciated, or what they think about the "new" efforts to "engage" them, and they'll look at you as if you are speaking Martian.

3- Organizations measure employee engagement through an in-house survey, asking employees if they're happy. If I worked in one of those organizations, no matter how much confidentiality management, or HR promised me, there is no way that I would be comfortable being completely honest.

4- The term "employee engagement" has become like the term "diversity" in many organizations; someone gets hired as manager of diversity, or employee engagement, but they're not given any authority, or a budget to do anything, except attend a conference and hear speakers.

5- Organizations still resist developing a new kind of culture where employees are given opportunities to use talents, and genius that no one knew they had. You can't "engage" employees unless you ask employees for their ideas. What a concept!

Instead of talking about employee engagement, let's talk about discovering, utilizing, and leveraging employee genius at every level. Let's talk about creating a sense of community in organizations, where every day employees, can be integral members of that community, and develop their own passion to help the "workplace community," be successful. This is how we develop ETO, or Employee Talent Optimization.

Instead of employee engagement, let's use the term ETO, Employee Talent Optimization.
Here are three steps that employers can take to create Employee Talent Optimization
1- Identify the characteristics of a participatory workplace culture, by asking employees what they need in order to be able to demonstrate their skills and talents.

2- Determine the skills and talents that are needed in order to dramatically improve your products and services, and provide that information to employees with incentives for contributing their "personal genius."

3- Where possible, create systems and processes to solicit employee success ideas at every level. Ask for suggestions that would make it easier for them to do their jobs so they could be more productive, ways to provide more distinct customer service, and best practices to save money, time, and resources.

You might discover that some of the work you were outsourcing like social networking strategy, or external technical training, could be done by people in your organization, who not only have the talent and experience, but also have the passion for it.

Diversity is a Mindset, Not a Numbers Game

2011-05-23T15:43:00.000-07:00

Once again, an well-meaning executive told me that they had met all their diversity metrics for the year. When I asked her what she meant, she told me that they had hired a Black woman as head of HR, and a Hispanic male as senior director. When I asked her, how this was going to help her organization be more successful, or how they were going to integrate diversity into their business strategy, she had no idea.

Just hiring people so your organization looks good is not enough. These two people can be immensely talented, and bring new ideas and innovation to the organization. but if you don't know how to use diversity of thought, and skills to your business advantage, you're wasting employee genius.

Have you considered what you'll do differently in order to create a more inclusive culture? If not, some of your best people may leave and take their brilliance to one of your competitors.

Top Ten Leadership Tips for Succeeding All Around

2011-05-20T15:29:00.000-07:00

Top Ten Leadership Tips for Succeeding All Around
by guest blogger Roberta Matuson, author of "Suddenly in Charge"

If the past year didn’t work out exactly as planned, you’ll be happy to know that you can still make things right. Here are some tips to help you succeed all around.

1. Move forward by looking backwards-Have you been successful because of your leadership or in spite of it? I’ve watched time and time again, companies and leaders succeed in spite of poor management skills. Now imagine the levels of success they could have achieved if those who were in charge had great leadership skills? Or even good leadership skills. Gather feedback about your management style and adjust accordingly.

2. Lead by example-Behave, as you would want your employees to behave, but also understand that your role is different from that of your employees.

3. Surround yourself with the right people-Hire for fit, train for skill and if the opportunity presents itself, hire people who are better than you. Be prepared for the arrival of new hires so they immediately feel connected to the organization.

4. Stop the blame game-It’s always someone or something that is at fault. But in the end, the buck stops with you. Sure, you may not have inherited a stellar team, but that doesn’t mean you have to settle for mediocrity. You have the power to inspire people to exceed expectations. You also have the power to release people who aren’t making the grade. What you don’t get to do is blame everyone else for your team’s failure to perform.

5. Cut your losses early-Mismatches happen, no matter how good you are at interviewing. Take action quickly to avoid having the rest of the team distracted by a poor hire.

6. Invest in yourself and your people-Can you name one organization that has cut their way to exceptional customer service? I can’t. It’s time to put your money where your mouth is. If your firm prides itself on customer service then invest in more people to reduce the wait times, especially during peak calling hours. And while you are at it, give your employees the tools and training they need to provide exceptional service.

7. Build on Strengths-Everyone focuses on improving weaknesses. You can distinguish yourself by paying particular attention to areas of strength, as this is where you’ll receive the most return for your investment.

8. It’s better to be respected than loved-As human beings, we have a natural tendency to want to be loved. But what happens when your desire to be loved interferes with your ability to lead? Effective leaders recognize it is more important to be respected by their people than adored. They make the tough decisions that are needed to secure the future of those around them, including their direct reports.

9. Your success depends on the success of others-To succeed as a manager, you will need to shift your focus from “me” to “we.” Going forward, your success will no longer be measured by your individual contribution. Instead, you will be evaluated on your ability to create and maintain a highly engaged team that is willing to give it their all.

10. Find a coach or a mentor-You are ultimately responsible for your own success. If you are lucky, you may get approval to attend a training session this year. It’s a start, however training isn’t going to ultimately get you where you want to go. Find a coach or a mentor who can swiftly guide you through the landmines that exist in every organization.

© 2011 Human Resource Solutions. All rights reserved.

Roberta Chinsky Matuson is the President of Human Resource Solutions (www.yourhrexperts.com) and author of the highly acclaimed book Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around, Sign up to receive a complimentary subscription to Roberta's monthly newsletter, HR Matters.

For QSRs, the Culture of Inclusion Beckons [Expert Corner: Simma Lieberman]

2011-05-19T11:24:00.000-07:00

For QSRs, the Culture of Inclusion Beckons [Expert Corner: Simma Lieberman]

Is your QSR adopting a culture of inclusiveness and diversity? Is this culture an ingrained mission supported by your restaurant’s highest levels or just something created out of necessity? This installment of Expert Corner is courtesy of Simma Lieberman, a speaker, trainer and consultant to the hospitality industry. This column examines ways to truly embrace a culture of diversity.

What is a diverse and inclusive culture?

Lieberman: In a diverse and inclusive culture, differences and commonalities are recognized, respected and leveraged to help individuals and organizations be more successful. People in the organization feel welcome and are able to make customers happy.

How does an organization create an inclusive culture?

Lieberman: It begins with the CEO understanding the business imperative of an inclusive work environment and then developing and implementing a culture change initiative.

Can this be done with existing resources?

Lieberman: It depends on the resources that are available. It’s best to bring in an outside consultant who is an expert in diversity and inclusion. Before dedicating additional resources, however, note that senior management needs to be committed to changing the culture. Nothing is more wasteful than spending money on a program that has no backbone because it is not supported at the highest levels.

How can an operator best utilize the diverse viewpoints and perspectives of a multicultural workforce?

Lieberman: Diverse viewpoints increase productivity and help develop alternative ways of solving problems. Also, a diverse workforce is a resource for developing relationships with a diverse market and increasing the customer base.

What types of exercises or training emphasizes team building for a multicultural team?

Lieberman: This depends on the organization. More important than exercises is to develop an inclusive culture at every level. I’ve found that a facilitated dialogue process increases understanding and communication across differences. People are more likely to share resources and be willing to help each other succeed.

How is a diverse urban area more challenging to serve than others? What is the training that is needed to best tackle diverse customer settings?

Lieberman: It’s more challenging because you need to know the cultural norms of different groups in order to meet their needs and prevent misunderstandings and miscommunication caused by people in close proximity who don’t know how to talk to each other. You need general diversity and bias elimination training as well as culture specific information. Employees need to be able to differentiate between stereotypes and cultural norms.

How can training be instrumental in building diversity awareness in hospitality?

Lieberman: People need to learn how to communicate and develop relationships with people who are different than themselves. They need training and experience.

What are some common mistakes that CSRs (customer service representatives) make that are not useful in building loyalty in a diverse setting and keeping customers?

Lieberman: Some mistakes are taking information about cultural norms and using it to stereotype people, acting suspicious of people who are different, making inappropriate jokes and not knowing enough about specific cultures, as well as assuming that one person represents the needs and thoughts of a whole group. CSRs can ruin a sale by not spending enough time building relationships and trying to get right down to business.

What is your top thought for QSRs in building a team that best serves a diverse clientele?

Lieberman: It has to start at the CEO level and be driven by executive leadership. It must be implemented at every level.

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Simma Lieberman creates dynamic workplaces where employees love to do their best work, and customers love to do business. She is internationally known for helping organizations develop and implement strategy for diversity and inclusion/culture change initatives. A 20-year veteran, Lieberman is the co-author of the book "Putting Diversity to Work, how to successfully lead a diverse workforce."

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Copyright Kandessa Media. ©2011. All works published here except for shared media, licensed material or advertisements, are protected intellectual property of the publisher. All rights reserved. Kandessa Media formerly operated under the name qsrbuzz, which had no affiliation with QSR magazine or QSRmagazine.com. QSR is a registered trademark of Journalistic, Inc.

Why I Want to Come Back In My Next Life as a Dog

2011-05-10T22:02:00.000-07:00

Why I Want to Come Back as a Dog in My Next Life
Fast Company Thu Mar 24, 2011)

If I'm ever reincarnated as a dog, I would want to live in the corporate office of Pet Food Express, in Oakland, California. It also seems like a fun place to work for humans.
In my quest to find hidden heroes of inclusive workplace cultures, where employees love to go and customers love to do business, I discovered Pet Food Express, when I bought my last bag of food for my dog Xion.
I was astounded at how much information employees had and were willing to share about dogs, cats, and almost any other non-human inhabitant of a human's house. They also knew how to provide incredible customer service.
After my great experience at the store, I decided I needed to meet the people who owned the business, to see if they were as wonderful as the employees said. I also wanted to know if this was a company that had the same culture throughout their organization, or if it was just that one store on University Ave, in Berkeley, Ca.
I met with Mark Witriol, "Chief Dog Food Taster," and co-owner, and Terry Lim, the COO, who took me on the tour, stopping in every office to say hello to everyone's dogs. I could tell that this company lives to love their employees, and customers (human or animal.)
Walking through headquarter with Terry, I got to see the whole operation from reception to the warehouse. Everyone I met, seemed glad to be there, and comfortable interacting with their senior leaders.
Terry said, "We believe in a culture of recognition, where people know they're valued for the diverse talents, skills and experience they bring. Our employees are really the heroes in our organization"
At Pet Food Express, managers and senior leaders work on weekends. They believe that if employees are there on the weekends, they should be there too helping out.
That sounded good to me.
Terry and Mark have taken the time to know most of the names of all 500 employees, which tells me that they take the time to value each person.
I've worked in, and written about organizations, where the CEOs don't want to be bothered talking to their employees.
At Pet Food Express, all employees are product experts. They each attend extensive training in every facet of a pets' life; nutrition, behavior, stages of growth, etc.
"All our employees can articulate our corporate culture. They know they're empowered to make their own decisions. We also encourage our employees to challenge us and pushback on us, if they don't agree or have a better idea" said Mark.
"People move up in our organization when they make other people look good. We assess our managers on whether their people have moved up. Our success is based on how well we all do, not just how good one person looks."
Pet Food Express culture is based on humanization of employees and customers, as opposed to objectification. People get to know each other's stories. They support each other, and feel like they're part of a community. They develop relationships.
"Even people who have been fired, come to our holiday party."
I wanted to know if all of this "love," went beyond the stores and corporate headquarters. Were their actions after work aligned with their stated values.
Here is what I learned about Pet Food Express, and their work:
• They do love their pets. Everyone can bring their pets to work (even if they sometimes have "accidents')
• In 2010, they donated nearly $1,000,000.00 to animal rescues, shelters, K9s and schools.
• In 2010, they had a program that raised money to purchase three police dogs for the City of Oakland and furnished bulletproof vests for 86 K-9 officers and eleven heat alarms to protect them when waiting in cars .
• They provide the food for every animal at San Francisco Animal Control
• They adopted out 200 cats and kittens from the new Walnut Creek adoption center. (all were scheduled to be euthanized before coming to our store as the shelter was out of space)
• When you donate at least $250 to any Bay Area pet rescue group, Pet Food Express professionally photographs your pet, produces a 40"X60" poster, and mounts it on a wall of a Pet Food Express store. For a donation of $500 or more, you can keep the poster after it has been displayed for 12 months.
"We are selling trust, not just a bag of dog food," stated Witriol.

Employees at Four Seasons Will Give You the Shoes Off Their Feet

2011-03-14T15:10:00.000-07:00

Employees at Four Seasons Will Give You the Shoes Off Their Feet

I often hear senior managers rant about how much they love their employees, their awesome customer service and how much they value diversity and inclusion. And there are often times when I those words that I think, “blah, blah blah,” because I know the actual practices of those organizations, and their employees and customers are not very happy with the ways these companies do business, nor do they leverage diversity and inclusion.

So I was very happy to meet someone whose organization’s actions actually were in alignment with his or her stated values of inclusion, caring for customers, and holding their employees in the highest regard.

I recently met Isabel Porzecanski, Director of Human Resources for the Four Seasons Hotel in Miami, Florida when we both spoke at a human talent management conference in Bogota, Colombia. I was intrigued by the way she talked about her hotel’s workplace culture and decided to learn more.

She told me that the workplace culture of the Four Seasons is based on the belief that employees are the most important asset, and are respected for the work they do, as individuals with diverse talents, skills and experience. “We are a very democratic organization, in that we treat each other as peers. People can come and talk to me anytime without making an appointment. We actively practice the open door policy. I think it’s clear to the employees that they pay my salary.”

I’ve worked in hotels where employees were not allowed to taste the food they served, and what they were allowed to eat, was some funky pasta, and wilted lettuce. Porzecanski said that the executive chef in her hotel oversees the employee cafeteria, and takes pride in what is served. “We want our employees to know that we care about what they eat, and their well-being.

“If our employees feel cared for and empowered, they will in turn care about our guests, and find creative ways to meet and exceed their needs.” Isabel shared a great example of this, “When one of our guests was getting dressed for his wedding, he realized he had forgotten his shoes. He ran downstairs and asked the doorman for the nearest shoe store. Knowing that the wedding was starting in 30 minutes, and that the groom would never make it to the store and back, the doorman asked him for his shoe size. Discovering that they both wore the same size, the doorman switched shoes with the groom who was on time and dressed appropriately for his wedding.”

Anyone who has ever been in a restaurant or a store and heard some music they liked but didn’t know the artist or name of the song will appreciate this next story she shared with me.

“A guest in one of our restaurants, told the server how much she enjoyed the music that was being played, during her meal, and asked the name of it. The server found out the title and artist of the CD, and went one step further.
The next day, our guest was surprised and happy, when the server presented her with the CD, so she could listen to it any time. The server had taken the time and used their own money to buy it for the appreciative guest.

I wonder what the response would be if on my next stay at a Four Seasons, I tell them I like the bed or the artwork on the walls. Hmmm

A key element of the Four Seasons culture is personalization and building relationships. When employees feel that are recognized as individuals, they in turn, pay special attention to the individual needs of their guests

It takes four interviews to get hired, of which the last one is with the general manager. This sends the message, “you are important, and we don’t just hire anyone who applies.”

I have to say that in my years of working for, and with, the hotel and restaurant industry, I have seen too many organizations where not only did the employees not know the name of the general manager; they didn’t even know what they looked like.

“We have a lengthy interview process, to make sure there is a cultural fit, because we believe that we hire for attitude and we can train for skills.” “After six months, employees can apply for other jobs in the hotel and after working with us for one year, they can apply for a transfer to another one of our hotels, in any other state or country.”

As someone who loves to travel, my ears perked up I heard that employees could stay for free at any of the Four Seasons Hotels across the world.

For the past fourteen years, Four Seasons has been in the Fortune 100 Best Places to Work. After talking to Isabel Porzecanski, I can see why.

Will Your Leadership Legacy Be Integrated Into Your Organization's Cultural DNA?

2011-03-07T14:54:00.000-08:00

FC Expert Blog
Will Your Leadership Legacy Be Integrated Into Your Organization's Cultural DNA?
(Originally posted in Fast Company) SIMMA LIEBERMAN Thu Mar 3, 2011

In previous posts, I've shared the first four steps, in my "Six I" process for creating a workplace where employees love to do their best work and customers love to business.
Take the next two steps, if you want leveraging diverse talent and a diverse and inclusive workplace culture to be your legacy after you leave the organization.
You've developed your vision, involved your leadership team, and developed and are implementing an inclusive workplace strategy. You've uncovered hidden employee genius, and recognized the diversity of people and talent in your organization. You're in process of leveraging that diversity in order to help you, your employees and your organization be more successful.
Your organization is providing "Individual Convenience Perks," to meet the diverse needs of your employees, so they can focus on their productivity, instead of worrying about whether or not they'll have the time to do their laundry. Customers love doing business with you and they are singing your praises as they refer their colleagues, friends and families.
Here are the next two steps:
5- Immersion/Internalization: This means that employees and customers are beginning to recognize your organization as an exclusive club where everyone is included. All systems and processes are beginning to reflect this dynamic culture. Employees are empowered to help their customers in innovative and creative ways, and contribute to their own success and happiness.
They can provide feedback without fear of retribution, in an environment of trust and recognition, and offer suggestions that get implemented. Customers are empowered to make sure their needs are met, and everyone is "in the flow"
The culture of inclusion, innovation and participation is reflected in body language, and the way people interact. Employees smile and laugh with each other, and with their customers. There is a sense of high self-esteem throughout your organization.
There is no fear of diversity, or having to "walk on eggshells," because people are evaluated based on results, and comfortable talking about differences and similarities.
6- Integration: At this point, you've created a cultural legacy. There is a feeling of connectivity and pride in the company, from the janitor to the CEO. It's common practice for the CEO and executive team to engage in conversation with people on the floor, and learn the names of new employees. Employees and managers feel "seen" and "heard by each other."
Cultural competence is recognized as an asset and necessity. and not an HR program. The organization now has the capacity to recognize, acknowledge and utilize the unique talents and experiences people bring. From the first encounter, even before someone actually starts to work with you, every new employee is made to feel welcome and comfortable, because that is just how it is in your organization.
Until you reached this step, your organization relied on leadership to implement the inclusive culture change. Now, future CEOs and executive team members want to work there because their values that are aligned with the culture that you've helped to create.
Imagine this:
No one even uses buzz words, or fad terms like "employee engagement" or even diversity and inclusion," any more, because employees just are inherently engaged, everyone has opportunity for growth and promotion if they choose, and employees are recognized for the results. The culture you helped create is integrated into the organization's DNA.
Follow @FastCoLeaders for all of our leadership news, expert bloggers, and book excerpts.
If someone is looking for a place where they can just do their job in a silo, they know not to send you their resume.

2011-02-20T13:45:00.000-08:00

With all the bad news getting all the attention, I’m glad to give some attention to good news. As “the inclusionist,” it’s my job to report and comment on those events, policies, and systems that promote inclusion and those that are not.

I’m glad to bring you some good news that may be somewhat controversial in certain circles of anti-gays and LGBT people as well.

Facebook has now added two more categories for relationship status- domestic partnerships and civil union (it already includes options like single and “its complicated)
Of particular interest to me is the fact that these categories are only in countries that do not allow same sex marriage.

With the new designations, "Facebook sent a clear message in support of gay and lesbian couples to users across the globe," said Jarrett Barrios, president the Gay & Lesbian Alliance Against Defamation.
"When millions of Facebook users see these relationship status options, they gain a greater understanding of the legal inequalities faced by loving and committed same-sex couples in so many states today," Barrios said in statement e-mailed to The Chronicle
Some LGBT people aren’t happy because they think that it legitimizes the argument that LGBT people should be satisfied with domestic partnerships, and civil unions instead of marriage. I don’t see the logic in this- the reality is that same sex marriage is not legal at the federal level in the US, and in most states, so there are many LGBT people in civil unions and domestic partnerships. Why shouldn’t these relationships be recognized? Would the disgruntled people rather have those distinctions excluded, and have LGBT relationships totally ignored so they can be totally ignored, and stay invisible, or would they like a category that says- in a relationship waiting to get married when it’s legal?

I think that if anything these two categories will demonstrate and bring to people’s consciousness the disparity and inequities in the US and other parts of the world, and also remind people that LGBT people have committed relationships, and counteract the wacko thinking that LGBT people are incapable of real relationships and run around with millions of sexual partners.

What Does Eating Chocolate in Bogota, Colombia Have to Do With Culture Change in Your Organization?

2011-02-20T13:33:00.000-08:00

Whenever I travel anywhere, I observe, listen and talk to employees, and customers. I consider it part of my research into great companies that go beyond the Googles, and Zappo's where employees are specifically selected who will fit in with their organizational cultures.
I look for companies that employ good people but who are not from an already elite group. (This is not a criticism of Google, Zappo's etc. but my interest lies in diversity and organizations that are able to transform employee experiences along with the culture)
I was fortunate to spend several nights at a hotel that was such a place, The Sofitel Hotel in Bogota, Colombia. I was there to speak at a human talent management conference. My topic was "Leading Today's Workforce; creating inclusive cultures where employees love to go and customer's love to buy."
From the moment I arrived, I was treated as though I was the most important guest, and that everyone from the bellmen, to the front desk and beyond had been waiting just for me. I was greeted warmly and immediately offered a glass of fresh guava juice. In fact, any time of day, I could go to the lobby and pour myself as much tropical fruit agua fresca as I wanted. I'd return to the Sofitel today just for another thirst quenching glass of their juice.
I noticed that everyone else got the same world-class attention. I watched the way staff interacted with each other, smiling, laughing and seeming to enjoy their work. Their enjoyment was contagious. And although I'm not fluent in Spanish, everyone was patient and helped me with my pronunciation and lack of vocabulary.
I wanted to know more about this hotel, so I could use it as an example in my program. I wanted to know how they had created this wonderful environment, so I sat down with Catalina Lomanto Fernández, who is Relaciones Corporativas / Corporate Coordinator.
She told me how much she loved working there and that the cultural driver was the fairly new general manager, Mario Leite De Oliveira Junior. Before he arrived, the culture had been more hierarchical. Leite De Oliveira empowered his staff to make independent decisions that enables them to provide distinct customer service. Previously, they had been hesitant to make many decisions on their own, and everyone waited for instructions from the general manager t
Any time culture changes from a hierarchy to one of empowerment, it will take employees time to change their mindset. Leaders need to keep reminding and encouraging them until it becomes part of their mindset and way of doing business.
Employees, who are empowered to help customers, are also empowered to add to the success or the organization. One of the keys is to implement culture at every level, so everyone gets the same message.
I witnessed this happening at the Sofitel in Bogota. The housekeeping staff was welcoming, and every day someone had added an extra touch to the room without me ever asking. One of the women in housekeeping found out how much I loved chocolate so I'd find extra pieces on my pillow.
The chocolate was some of the best chocolate I have ever had. I'd go back just for the chocolate. In fact, the night before I left, I returned to my room after a huge dinner and dessert, to find that the General Manager, Mario Leite De Oliveira , had sent up a huge plate of different chocolates. I knew I was leaving in a few hours to go to the airport, and couldn't take the chocolate with me, so what else could I do? I ate it all.
While some organizations are able to create huge culture change initiatives, not all organizations have that progressive kind of leadership, or they are just too slow to understand the business value. Too often, regional or single site managers will say there is little they can do to create change, when senior leadership is in another state or country. Of course, that would be ideal, but there is no need to wait.
Sometimes it just takes one leader in one area, or one property, or one region to make a change. You have the power to create a culture in your workplace where employees are valued, engaged and empowered to provide world-class customer service. The Bogota Victoria Regia, a Sofitel hotel, and its general manager Mario Leite De Olveiera Junior is proof of how one person can make a culture change at their local level.
You don't have to wait. Ask your employees what recent decisions they've made on their own to help and retain their customers or bring in new ones. If you don't get any answers, it's time for you to start recognizing, acknowledging and empowering your employees. Give them examples of decisions they can make on their own, and reward them when they do.
Follow @FastCoLeaders for all of our leadership news, expert bloggers, and book excerpts.
Simma creates workplace cultures where people love to do their best work and customers love to do business. Read the Inclusionist blog. Follow her on twitter: @theinclusionist. Subscribe to her newsletter. E-mail Simma@SimmaLieberman.com or call 510-527-0700. Simma
(previously published in Fast Company, 2/11)

Extraordinary Mastermind Success Group for Your Small Business in 2011

2010-12-28T14:25:00.000-08:00

Extraordinary Mastermind Success Group for Your Small Business in 2011

Do you own a small business, and want to be extraordinarily successful in 2011? Would you be willing to invest 90 minutes a month to grow your business?

If your answer is yes, we would like to offer you the opportunity to join one of our Small Business Mastermind Groups to help you achieve the results you want.

What you’ll get from participating:

• A chance to discuss challenges, learn new ways to develop your employees, increase your customer base, and share best practices with other high-performing small business owners.

• A monthly teleconference for six months that will focus on specific strategies that will that will help you, your employees and your business be more successful. Areas Of focus include:

- How to provide breakthrough customer service that results in repeat and new business

- New ways to be seen and heard by your target market

- How to develop an inclusive culture that empowers employees to make decisions that help your business grow

- New strategies to maximize and leverage employee talent

- How to be seen as a leader and not just an owner

Program requirements and details:

- No more than eight participants in each mastermind group

- Your business must have been in operation for at least one year.

- Between sixteen and one hundred employees

- A 6-month commitment and willingness to take action and be accountable

- One 90-minute Mastermind conference per month which will be recorded if you can’t attend every call.

- Two one-to-one coaching calls anytime during the program

The cost of the program is only $795. That's a small investment for the opportunity to make a huge impact on your business and your bottom line.

If you're a 1.5 million dollar a year business and you improve sales by just 1%, you’ll have spent $795 for a return of $15,000.

The first mastermind group begins the week of January 25, 2011.

Reserve your spot by January 17, 2011 or register by January 10, 2011, and pay only $725.

To register or get more information:
call 510-527-0700 or email Simma@SimmaLieberman.com

Ten Key Indicators of Workplace Morale and Involvement

2010-12-26T17:44:00.000-08:00

If you want to create an inclusive workplace where employees love to do their best work, and customers love to do business, you may need a culture change.

I’m often asked by senior managers for a list of basic external indicators of how people feel about their organization, and whether or not they are happy at work.

Organizations that can leverage diversity of employee talent, skills and experience are more likely to have higher morale and employee involvement.

Based on my research and observations, here are ten easy to observe behaviors of employees who feel good about their workplace.

1-There is visible interaction amongst employees in the office, hallways, and cafeteria. People actually smile and say hello to each other. You may even hear laughter.
2- You hear people speaking well of each other and their customers. Employees greet customers and stop what they are doing to provide customer service.
3- There is resource sharing across work functions, and work groups are not complaining about other departments, or work levels.
4- Employees know what other functions do, on a day-to-day level, and how each function impacts the others.
5- Employee kitchens and washrooms are clean with the right provisions.
6- There are employee initiated social activities with high levels of participation.
7- Employees are comfortable offering suggestions for improvement,
8- Employee grievances are either non-existent, rare, or resolved quickly.
9- Employees arrive on time, and absenteeism, and turnover are low.
10- Employees support each other during personal or family crises, as well as celebrate accomplishments and happy events.

Simma creates workplace cultures where people love to do their best work and customers love to do business. Read the Inclusionist blog. Follow her on twitter: @theinclusionist. Subscribe to her newsletter. E-mail Simma@SimmaLieberman.com or call 510-527-0700. Simma Lieberman is the co-author of Putting Diversity to Work, how to successfully lead a diverse workforce.

New Offerings for Your Success

2010-12-08T22:11:00.000-08:00

Articles that get read, presentations that get heard, newsletters that stand out, and website content that doesn't bore- our new service- 510-527-0700 simma@simmalieberman.com
Please share with your networks, employers and associations

Need articles/website/ newsletter content? Want good copy about your products or services? Looking for someone to write for your internal communications? Does correspondence come back saying,"Return to Sender; not worth opening?"Writing not yr strength or interest? It's ours- new service- call 510-0700 Simma@simmalieberman.com

The Surprising Secret to Breakthrough Customer Service

2010-12-07T23:31:00.000-08:00

The Surprising Secret to Breakthrough Customer Service

Are your employees product experts? Or do they shrug their shoulders and say, “I just work here?”

Imagine an organization where even the cashiers are wine experts, and employees get significant input into their schedule, to suit their respective needs (school, full time careers, family etc.)

At Everything Wine, in Vancouver, Canada, even the cashiers are wine experts, and other parts of their lives are taken into consideration when developing their schedules. Is this any way to run a company, and be successful? It is, according to Paul Clinton, the founder and CEO of Everything Wine, in Vancouver, B.C.

Three years ago, after retiring as President of Diageo, Paul purchased two small retail wine stores, and turned them two into wine super stores. He’s now planning on opening a third store at the end of July.

Superstores are nothing new. We have Costco, Wal-Mart, and BevMo. Wine tasting is nothing new either in wineries and upscale retail wine establishments. But when have you been in a superstore where you could not only taste the wine, but also take a class on wine in the store? When have you been in a superstore where every employee not only knew the location of every product, but also was able to ask you the right questions and help you determine exactly which product was right for you?

“We are passionate about providing outstanding selection, service, and value to our customers.” Paul told me. “Every employee goes through wine education. We want our employees to have a good time, and look forward to coming to work, and we want our customers to have a good time, and enjoy doing business with us.”

Like other dynamic leaders Paul Clinton knows that breakthrough service is only possible by developing breakthrough relationships with employees.

Paul said, “The more knowledgeable employees become about our wines, the more opportunities they have to grow in the organization.

I often speak and write about the fact that in today’s world economy, employees need to feel that they are part of a community for how ever many hours they are at work, and that customers like to feel a sense of community and that they are receiving differentiated service where they do business.

In order for employees to be fully engaged and successful, they need to be able to use their talents and skills at work, and customers need to know that they are appreciated and welcomed as individuals.

This is how employers retain their best employees and how customers not only stay loyal but also become evangelical about your business.

This appears to be working well at Everything Wine because business is growing. “We have husbands and wives, and sons and daughters that work here together, says Clinton and we take pride in spreading the positive vibes.”

I always feel uplifted when I speak with leaders like Paul Clinton who demonstrate their appreciation for employees, as well as customers. They develop and implement policies, procedures and actions that include people at all level, so employees love to be there, and customers love to come back.

Do You Employees Hate You? Don't miss out on diversity of talent.

2010-12-05T20:29:00.000-08:00

Do Your Employees Hate You?

previously published in Fast Company SIMMA LIEBERMAN Sun Nov 28, 2010

Have you ever had a job that you hated? That you dreaded so much you didn't want to leave your house in the morning?

I had one of those jobs. In those days, it was called telephone soliciting. I sold aluminum siding over the telephone. I didn't know how much it actually cost or even what aluminum siding was. I didn't know who owned the company or what happened once a live person showed up at their house.

Even with those factors, I was able to develop relationships with people on the phone and was the highest performer in the office. I got more appointments that led to more sales than anyone else, and got the biggest commission checks.

But I hated that job, I was bored, the manager was just a time keeper, listened in our phone calls, and we weren't allowed to talk to each other. She even timed our bathroom breaks, she yelled at us, told use how incompetent we were, and I only knew the name of one other person in the whole company.

One day I walked away, I could not take it any more. No one ever called to find out where I was, perhaps they didn't even know that I was gone.

Like a lot of other employees, all I did was do my job, and could care less about the company. Although it was easy and there was potential to keep growing my income, the money wasn't enough. I had no relationship to the rest of the company or the people in it. I lost my motivation to be successful to do my best work.

How many of your employees are saying, " I just do my job?"

How many have walked away and you're still paying them? How many are still there but have retired in place?

When is the last time you took an interest in your employees? When was the last time, you spoke to an employee that you didn't know, and asked them their name? When was the last time you asked one of your employees what they liked about working in your company?

I recently spoke with a Luisa, who was a former chef at one of the top restaurants in the US. She told me how much she loved cooking, but how much she hated the place she worked. No one spoke to her, the owner never asked for her name or even said hello. She was miserable. After a while she lost her motivation to do her best work and then she ended given notice and leaving.

There was an old assumption that it wasn't necessary for employees to like "the boss," or feel included in the organization. I've heard managers say, "I don't care if my employees hate me. They just need to do their jobs and be glad they had one."

We need to put that assumption to rest. For employees to love to do their best work, they need to like where they are and they need to like you as a leader.

With so much demographic diversity, diversity of thought and diversity of talent, as a leader you need to know how to leverage all that human diversity, and how to make your employees feel included. If they like you and the organization, they will like their work, and they will pass those "good vibes, " on to your customers.

Here are three "Inclusionist," insights that all leaders need to keep in mind when you envision your organizational culture and develop your strategy.

1- Employees who are engaged and like their workplace are happy and most productive

2- In order to engage employees they need to feel included

3- When employees are engaged, they engage their customers, who in turn love to do business with you, and also tell their colleagues, friends, and families to buy your products and services.

Simma Lieberman is the c0- author of Putting Diversity to Work , how to successfully lead a diverse workforce. Simma creates workplace cultures where people love to do their best work and customers love to do business. Read the Inclusionist blog. Follow her on twitter: @theinclusionist. Subscribe to her newsletter. E-mail Simma@SimmaLieberman.com or call 510-527-0700.

Leading Today's Workforce; from Bogota

2010-11-23T00:15:00.000-08:00

I'm in Bogota, Colombia, getting ready to speak at the HTM Summit for America Empresarial on Leading Today's New Workforce.

I'm going to talk about employee inclusion, engagement, and participation. While each employee is an individual, if you understand the strategy and process to enlist employees in the mission of the organization, you can help almost any employee do their best work, no matter what kind of diversity they bring to the workplace.

It's important to know your employees, their demographic background and their skills and talents in order to understand what would make them feel welcome, and appreciated, but to not focus on one group, since everyone is more complex than just having one identity.

Example: If someone is gay, lesbian, bisexual or transgender, in order to help that person do their best work, they need to feel safe physically and emotionally. But that person is not just gay. they may be a baby boomer, Christian, introverted, and excel in technology. All of those factors contribute to their diversity, and as a leader in your organization, you have to create the kind of culture where everyone can excel.

Appreciating Diversity During the Holidays: It's about more than just a simple "Happy Holidays" greeting card.

2010-11-17T15:32:00.000-08:00

Appreciating Diversity During the Holidays:

It's about more than just a simple "Happy Holidays" greeting card.

by Simma Lieberman

Guess who's not celebrating Christmas this year? Millions of people in the US.

That's right. Tens of millions of Americans don't celebrate Christmas religiously, either as followers of non-Christian religions (Buddhists, Muslims, Hindus, Jews) or as individuals with no religious affiliation. Because many stores tap into the cash value of Christmas with their plethora of Santas, ornaments, and Christmas fanfare at your nearby mall, we can easily overlook the depth of the diversity present in America during this season. In reality, many different events, both spiritual, religious, and tradition based, are being celebrated in many different ways during these times.

It used to be that being inclusive meant sending out PC "Happy Holidays" greeting cards and changing Christmas office parties to "Holiday parties." Today, it's about more than just changing labels and titles. It's about using a time to be with friends and family to build understanding and awareness about others.

Three Ways to Build Your Awareness and Create an Inclusive Holiday Environment

1. Learn about other celebrations. Carve out some time from online shopping or a Holiday TV show to learn about another culture's celebrations during this time. Watch a TV special on other celebrations, do a Google search on a holiday, or check out books at your local bookstore while gift shopping. Share your learning with others, and use it as a chance to expand the conversation at parties and at the dinner table.

2. Make no expectations. Realize that people celebrate a variety of holidays during this time of year, and some people choose to celebrate none. Be respectful of these differences by taking interest in other people's traditions and making them feel welcome. Don't be afraid to ask people what holidays they celebrate. Find out what they do during this time of the year that is special. Let it be an opportunity to learn about different cultures and religions and the traditions that accompany them.

3. Mark your calendar and your address book. If the calendar or PDA you use does not list holidays like Kwanzaa, Hanukah, Ramadan, and Diwali, find out the dates and record them as reminders. Many programs like Outlook allow users to add calendar dates for celebrations from different parts of the world automatically, making this task quick and effortless. Take a few minutes to mark your address book with the holidays that people celebrate. When writing holiday cards, recognize their holiday, and include a little hand-written note acknowledging their celebration.

A Note for Employers:

Here are a few extra things employers can do to make their workplaces more inclusive during the holidays:

- Make sure your Holiday party isn't a Christmas party in disguise. Decorations and food should be general, and non-specific to any religion.

- Consider having a New Year's Party instead of a Holiday party. This type of party can get everyone on board with the company's mission and vision for the New Year.

- Post holiday greetings on your webpage and intranet for many religious holidays.

- Be respectful of these special dates, and plan events and meetings around various holidays.

- Display a multi-cultural calendar to help all employees stay aware of important cultural events for the rest of the year.

- Be flexible with the needs of different employees.

- Encourage employees to share their celebrations through stories, decorations, and foods that they can bring to their workplace.

Simma Lieberman “The Inclusionist,” creates workplaces where people love to do their best work and customers love to do business. To learn more, visit her at http://www.simmalieberman.com or call 510.527.0700 or email simma@simmalieberman.com

Manage Stress and Leverage Diversity This Holiday Season

2010-11-09T16:42:00.000-08:00

Four Ways to Optimize Business Results This Quarter

It’s no secret that the year-end holidays bring additional pressures on executives and employees, especially during challenging economic times. You can avoid these productivity-drainers by providing yourself and your employees with proven techniques to reduce stress levels. If having clear-headed executives, engaged employees, and delighted customers during the holidays appeals to you, I invite you to consider the four customized programs I am offering between now and January 2011.

1- How to Manage Holiday Stress for Productivity and Profit

If you want productive employees who can focus on increasing your top line revenue and bottom line profit, you’ll love this half-day workshop. Participants will leave with three techniques to stay calm, focused and energized during the holiday season, three ways to lower the stress level of everyone around them, three tips for letting go of holiday season worry and anxiety, and two tips for getting more done with less.

2- Executive Coaching for Stress Management During the Holidays

If you are among the thousands of executives across the country who are feeling the pressure to increase productivity during this time of year and expand their customer base in 2011, you will want to take advantage of our one-on-one short-term executive stress management coaching during the holiday season. Learn techniques that will help you and your employees focus on delighting your customers.

3-Leveraging Diversity and Inclusion During the Holidays

If you are wondering how to be inclusive of your employees and your customers during the holidays, this is the program for you. You’ll be able to improve communication among employees and customers from different backgrounds as well as create an environment where people learn from each other, feel included and are fully engaged.

4. How to Eliminate the Post-holiday New Year’s Malaise

If you want your employees to begin the year focused, inspired and motivated, this program is for you. You will be amazed at how much people can get done in January!

These programs will be offered only through January 2011. To reduce any financial stress you may be feeling, I will increase your ROI on your investment by providing a 10% discount on our normal program fees for those who make full payment by November 30^th.

Nine Ways to Stop Worrying and Create a Worry Free Workplace

2010-11-04T23:22:00.000-07:00

Nine Ways to Stop Worrying and Create a Worry Free Workplace
BY FC EXPERT BLOGGER SIMMA LIEBERMANThu Oct 21, 2010
This blog is written by a member of our expert blogging community and expresses that expert's views alone.

I've noticed a resurgence in worrying and stress amongst some of my executive coaching clients. I've spoken to at least three of them in the last month who were worried that their worrying was impacting their employees and making their employees worry, which impacted their focus and productivity, which made everyone worry about their jobs.
My RX was to help my individual clients stop or reduce their worrying, so they could not only prevent an increase in employee worrying, but they could also help stop or reduce their employee's personal worrying.
I'm a former (and on occasion, present) worrier. Several years ago I realized three things.
1- Time spent worrying is time we can use to seek solutions for some of the issues we have been worrying about.
2- Worrying over people, place and things, I can't control is a waste of time, and doesn't allow me to take action where I can have control.
3- Just because I feel a certain way, doesn't mean it's true and worrying about something that is not real is a waste of time.
In other words, time spent worrying is a total waste of time. Since I didn't have time to waste I took three actions:
1- I learned to let go of things I couldn't control
2- I learned how to use relaxation techniques to stay calm in stressful situations and use physical exercise to energize myself.
3- I learned how to laugh at myself and some of my worries, unless they were serious and I could do something about them.
I also changed my thinking in three ways:
1- When I was obsessing over something I couldn't control, I substituted thoughts of a place, or event that made me feel great and powerful, which pushed out the obsessive, worrying thought.
2- I used my brain to reframe, and looked at what I could learn from situations that didn't go my way, or changed the negative messages I gave myself.
3 - I thought about those messages I had received in the past, that said you have to rely on yourself and never ask for help. I identified people who I wanted in my support system, and didn't hesitate to ask their help when I needed it.
And although this might not work for everyone, I learned the positive power of hot fudge sundaes with lots of whipped cream and nuts (After a good workout, of course).
Simma Lieberman is the author of Putting Diversity to Work and a member of The Million Dollar Consultant® Hall of Fame. Simma Lieberman Associates works to create workplace cultures where people love to do their best work and customers love to do business. Read the Inclusionist blog. Follow her on twitter:@theinclusionist. Subscribe to her newsletter.

Diversity: Ignore it at Your Own Risk

2010-10-12T21:53:00.000-07:00

Diversity: Ignore it at Your Own Risk

I would be remiss as a diversity and inclusion consultant, if I didn’t comment on the asinine statements that I’ve heard from certain politicians and their supporters.

Carl Paladino, who is running for governor in one of the most diverse states, with a large LGBT population, thinks it’s ok to send racist and sexist cartoons and spout the some of the most homophobic remarks I’ve heard in a long time.

Jim DeMint thinks that gay people and single women who are sexually active shouldn’t be teaching our children. He didn’t mention married, heterosexual predators who somehow make it into the school system and by the time we find out about them they are too late.

Sharon Angle said she wouldn’t take any money from companies that have LGBT benefits for their employees.

Jim Russell, candidate for office in New York, touts eugenics, is against inter-racial relationships because the white race should remain pure, and worries that Jews are taking over the world.

I can’t believe that intelligent people are supporting these characters.

As a country we are falling behind in science, math and other areas. Our economy is still in trouble, and people need jobs.

The country is diverse, we have a global economy and we need to develop the hidden genius, skills and experiences in our diverse population. We continue to get more diverse every day, and we need to leverage that diversity and create inclusive work cultures, and a culture that supports inclusion in our country.

These politicians who make these statements seem to be living in some other century or in a parallel universe.

It’s time that they let go of their racism, homophobia, and every other ism, or they need to be isolated. It’s their hateful ideals that impede our country and our businesses from become even greater, and it’s their vitriol that is embarrassing as a US citizen, a world citizen, diversity and inclusion consultant, and a human being who believes in life, liberty and the pursuit of happiness for people in our country.

Eradicate the Diseases of Bullying and Homophobia Now! Speak Up and Speak Out!

2010-10-07T00:09:00.000-07:00

Eradicate the Diseases of Bullying and Homophobia Now!

Speak Up and Speak Out!

I would be remiss as “The Inclusionist,” as a diversity and inclusion consultant, as a speaker on life/work balance and stress, and as the mother of a 16-year boy if I didn’t address the issue of the recent suicides of LGBT youth.

Bullying and homophobia are diseases that must be isolated, and eradicated. I don’t want to lose any more of our young people as a result of these diseases that have plagued our country.

It’s not enough to be horrified and sad. Everyone who cares about our young people needs to be outraged, and willing to speak up and speak out.

School administrators need to care, listen and believe children and their parents when they complain about bullying. It seems that these school administrators sing the same refrain over and over, “We had no idea.. . If only they had said something……. It never seemed serious….. No one ever told us…” This is after almost every single one of these children’s parents spoke in public about how they had complained over and over about it, until it was too late.

Parents need to listen to their children when they come home bruised mentally, emotionally and physically, and they need to question their children and let them know that they are there for them.

Parents need to educate their children to not bully other kids and speak up and speak out if they see any of their friends bullying other kids.

Parents of bullies need to be held accountable, because if they let it go on and ignore it, they are just as guilty as their “spawn,” who are the perpetrators.

As hard as it is, parents of bullies need to get past their denial and insistence that these bully kids can do no wrong. I know if my son ever bullied another kid, I would want to know and I would take some action.

We need more loving kindness towards others who are “different” in some way. It starts with each of use, but it is also up to us to educate others, hold people accountable for their actions and insist on the strongest penalties that our legal system provides.

We can’t afford to lose anymore of our beautiful children. Take action!

How to Overcome Job Interview Biases

2010-10-04T22:49:00.000-07:00

Interview Bias

Your job interview is tomorrow. You know your appearance will matter, so you polish your shoes and brush your hair. You realize your interviewer will have your resume in hand, so you've come prepared to explain every minute detail included on it. You've even done practice interviews and prepared your responses to all the trick questions. Are you ready? Not yet.

There remains a single type of preparation that you should do that can make or break your interview-knowing how to handle the possible biases of an interviewer. You need this knowledge because of a simple reality; interviews are subjective, no matter how many objective indicators are introduced. Interviewers are human, and all carry with them some assumptions about different types of people. Despite what may be valid attempts to leave these assumptions behind in the process, even the most earnest interviewer may be letting some of these biases make their way into the decision-making process. The best candidate for a job has many a time been passed over in the interview process because of bias. You don't want to be one of them.

You're not likely to be able to change the bias itself in the short duration of the interview, and you may not be able to recognize it with so much else going on. You can, however, increase the chances that the interviewer will not apply their biases or assumptions toward you. This means preparing for the possible biases of an interviewer before you encounter him/her. You therefore need to recognize the most likely biases people have toward you and prepare to address these biases in interviews to minimize their impact.

Pinpointing Potential Biases

Many people think biases surround visible differences that people have, like race, gender, or appearance. This is true. However, biases usually run much deeper and assumptions are made about a number of other potential differences you may have with your interviewer. An interviewer may unconsciously make assumptions about you based on the way that you speak, your age, or any of the background information you have listed on your resume.

To figure out some of the biases that may surface, give some thought to comments people have made to you in the past that surprised you. Have people thought you were much younger or older than you actually are? Have they assumed you were less intelligent because of your accent? Have you been labeled because of the way you dress? Have people been surprised to learn something in particular about you? Make a list of some of these assumptions or obstacles that could impede on the interviewer from seeing you as the best candidate.

Use your friends to add to your recollection. Ask them what their first impressions of you were. Colleagues from the past are especially valuable since they know you in a work atmosphere and work attire. Have friends read through your resume and create a list of five statements they would make about you based on your resume. Ask them to limit their responses to information on the resume and explain your goal in the exercise so you get honest answers. Combine these statements with ones people have made about you in the past and keep a list handy with all of these assumptions.

The Information Inundation Technique

Once you get a sense for the impression you make and the biases people may have against you, make sure you address them. You should still be focused on demonstrating why you are a qualified candidate for the job. Therefore, while delivering persuasive responses to interviewer questions, saturate your responses with information that will also undo biases. Here are some suggestions:

1. Match their speech and behaviors. It is a good idea in general to match your interviewers in terms of their speech and behaviors for etiquette purposes. If an interviewer is formal in their speech, you should be as well. If they sit up straight, don't slouch. This will help reduce assumptions they make about you based on differences they perceive they have from you.

2. Acknowledge & Spin It. If you sense a bias, don't be afraid to address what it is you think is being held against you. If you have an accent, explain what you do to make yourself understood. If you are young, note it, but also explain what your age adds and focus more on the experiences you have had that makes you worthy of the position. If you are a woman working in a male-dominated profession, explain what you can add to the position very specifically because you are female. Make a point to show the value of the aspect in question.

3. Find a connection. When you get the chance to ask your own questions at the end of the interview, work to establish a connection with your interviewer. Ask them what they like about the company in question, and communicate your ability to relate to some of the traits he or she identifies. Make a point of smiling and try to be friendly. An open, communicative style on your part is helpful to address any negative biases that person may unconsciously be holding against you.

4. Communicate your Bridge Building potential. A successful job candidate is not only someone who can do the job, but someone who can work in the organization's culture and be able to do the job well in the long run. Interviewers with biases may assume that you will not fit well into the organization's culture because of your differences. Communicate your ability to work with different people, think from different perspectives, and be open-minded. Give examples. Ask about the company culture and talk about your ability to work with and relate to different people.

5. Make it a strength. Have you had to deal with this someone who has been biased before because of something about the way you are? Use the experience to show your interviewer how you successfully overcame a difficulty. Emphasize the learning and growth you experienced as a result. This can help an interviewer recognize that their own unconscious bias is impacting their impressions. Make sure you don't insinuate in any way that your interviewer is biased. Your job in the interview is to demonstrate that you are a highly-skilled individual equipped to do the job for which you are applying. Critiquing your interviewer is not a step in the right direction.

6. Assume you are the best person for the position. Have you noticed that it is that much harder to sit up straight when you are feeling down in the dumps? Most people show their emotions in one way or another, and facing a biased interviewer is likely to stir some serious emotions of anger, frustration, devastation, or defeat. It is important to push through these feelings during the interview so that it doesn't impact your demeanor during the rest of the interview. You can decide later whether you want to work for the company the interviewer represents.

7. Make a Habit of it. Finally, get into the habit of building bias prep into your interview prep. Build these techniques into your responses and practice saying them so you are comfortable in the interview. Have a friend role-play the biased interview. Make it realistic. How will you face this practice situation?

Interview bias exists, but it doesn't have to impact your potential to get hired. Use these techniques to improve your chances of getting hired based on your qualifications and motivation rather than being excluded because of interviewer bias.

About the author: Simma Lieberman helps organizations create environments where people love to do their best work and customers love to do business. She specializes in Diversity and Inclusion, Diversity Dialogues, and Eliminating Fear and Self-doubt. Simma is the co-author with Kate Berardo and George Simons of the book "Putting Diversity to Work." She can be reached at http://www.simmalieberman.com

Author: Simma Lieberman

The Culture of Inclusion in Quick Service Restaurants

2010-09-22T19:41:00.000-07:00

Marketing Food & Green Trends Blogged QSR Trends The Buzz QSR PR
For QSRs, the Culture of Inclusion [Expert Corner: Simma Lieberman] Print This ShareThis Is your QSR adopting a culture of inclusiveness and diversity? Is this culture an ingrained mission supported by your restaurant’s highest levels or just something created out of necessity? This installment of expert corner is courtesy of Simma Lieberman, a speaker, trainer and consultant to the hospitality industry. This column examines ways to truly embrace a culture of diversity. qsrbuzz: What is a diverse and inclusive culture? Lieberman: In a diverse and inclusive culture, differences and commonalities are recognized, respected and leveraged to help individuals and organizations be more successful. People in the organization feel welcome and are able to make customers happy. qsrbuzz: How does an organization create an inclusive culture? Lieberman: It begins with the CEO understanding the business imperative of an inclusive work environment and then developing and implementing a culture change initiative. qsrbuzz: Can this be done with existing resources? Lieberman: It depends on the resources that are available. It’s best to bring in an outside consultant who is an expert in diversity and inclusion. Before dedicating additional resources, however, note that senior management needs to be committed to changing the culture. Nothing is more wasteful than spending money on a program that has no backbone because it is not supported at the highest levels. qsrbuzz: How can an operator best utilize the diverse viewpoints and perspectives of a multicultural workforce? Lieberman: Diverse viewpoints increase productivity and help develop alternative ways of solving problems. Also, a diverse workforce is a resource for developing relationships with a diverse market and increasing the customer base. qsrbuzz: What types of exercises or training emphasizes team building for a multicultural team? Lieberman: This depends on the organization. More important than exercises is to develop an inclusive culture at every level. I’ve found that a facilitated dialogue process increases understanding and communication across differences. People are more likely to share resources and be willing to help each other succeed. qsrbuzz: How is a diverse urban area more challenging to serve than others? What is the training that is needed to best tackle diverse customer settings? Lieberman: It’s more challenging because you need to know the cultural norms of different groups in order to meet their needs and prevent misunderstandings and miscommunication caused by people in close proximity who don’t know how to talk to each other. You need general diversity and bias elimination training as well as culture specific information. Employees need to be able to differentiate between stereotypes and cultural norms. qsrbuzz: How can training be instrumental in building diversity awareness in hospitality? Lieberman: People need to learn how to communicate and develop relationships with people who are different than themselves. They need training and experience. qsrbuzz: What are some common mistakes that CSRs (customer service representatives) make that are not useful in building loyalty in a diverse setting and keeping customers? Lieberman: Some mistakes are taking information about cultural norms and using it to stereotype people, acting suspicious of people who are different, making inappropriate jokes and not knowing enough about specific cultures, as well as assuming that one person represents the needs and thoughts of a whole group. CSRs can ruin a sale by not spending enough time building relationships and trying to get right down to business. qsrbuzz: What is your top thought for QSRs in building a team that best serves a diverse clientele? Lieberman: It has to start at the CEO level and be driven by executive leadership. It must be implemented at every level. - - - Simma Lieberman creates dynamic workplaces where employees love to do their best work, and customers love to do business. She is internationally known for helping organizations develop and implement strategy for diversity and inclusion/culture change initatives. A 20-year veteran, Lieberman is the co-author of the book "Putting Diversity to Work, how to successfully lead a diverse workforce." - - -

Celebrating Love, Diversity and Inclusion in the USA,

2010-09-12T23:39:00.000-07:00

We came together yesterday, in a circle of several hundred Jews, Muslims, Christians, Buddhists, (even atheists.) talking, reading, singing, praying and sharing thoughts against bigotry, hatred and book-burning. We said "Yes," to love, diversity and inclusion in the US, and "No," to hate, bigotry, and intolerance.

There were rabbis, ministers, imams and other religious leaders with us. It was especially moving to hear holocaust survivors talk about the burning of Jewish books in Germany, and why we can never let it happen again.

It made me think that there is another image, a truer image of America that has not been heard lately.

There is the image put forth by the so-called Reverend Terry Jones, from the Dove Outreach church in Gainesville, Florida, who announces his plan to burn the Koran to protest the proposed Islamic Center in New York near Ground Zero. It is an image of hate, bigotry, ignorance and theatrics.

Then there is the image of love, acceptance, and caring represented by the people of Gainesville, Georgia and their gay mayor, Craig Lowe. They have loudly and very publicly denounced Jones and his ideology.

There is Jean Revels who owns the print shop that used to print t-shirts for Dove, but how refused Jones when he wanted to order a shirt that says, “Islam is the devil.” Instead they printed shirts that said, “Love Not Dove.” They printed only two hundred but had to print over one thousand to meet the demand of the community.

And then there are the two young American born Muslims who took a road trip across the US in honor of Ramadan, and found tolerance, acceptance and friendship in the most unlikely places. These young men, say they found that this is the America that they believe in.

And that brings me back to the incredible circle in the park with several hundred people from different backgrounds, ages, and beliefs that want the world to see the America of tolerance, and love. That is the America that represents me, and the America that makes me proud to be part of.

2010-08-28T23:24:00.000-07:00

Glenn Beck makes me sick. How dare he say he is taking back the civil rights movement and the ideology of Martin Luther King. According to Glenn Beck and Dr. Laura they're oppressed because they can't say the "N" word, there is no racism, and people have the civil right to discriminate. He had the nerve to say that "Black people don't own Martin Luther King." (I guess he does)

I was at the 1963 March on Washington and took part in sit-ins and boycotts when I was younger. I know we didn't do that to promote the hatred and fear that Glenn Beck espouses.

Glenn Beck keeps whining about socialism. He claims Obama has a deep seated hatred for white people and says Obama is a racist.

Martin Luther King was called a socialist and communist. He was investigated for being un-American by J. Edgar Hoover. Do I really need to wonder what side Glenn Beck would have been on, if he was around then?

Glenn Beck is on a dry drunk. he's drunk from the attention he garners with his histrionics. He's drunk with hatred, and his distortion of the truth.

Glenn Beck has the nerve to say he's reclaiming the civil rights movement today, but was recently ranting against churches that say they believe in social justice. Martin Luther King fought for social justice. He believed in freedom, justice, and equality for everyone.

In a country that holds diversity and inclusion as a key value, it seems to me that bigotry and hatred like Beck preaches is un-American. I'm afraid it is Glenn Beck and his cadre, that seek to divide people based on skin color and ethnicity.

Prescription for Dr. Laura- Racism and Manners 101

2010-08-15T20:50:00.000-07:00

Having seen the clip of "Dr" Laura where she couldn't stop herself from using the "N' word, I'm more disgusted with her than ever.

She makes me sick with her ranting. It was more than her repeating the "N" word it was that she told this woman that she shouldn't be so sensitive when her husband's family used it, and that if she couldn't be ok with it, she shouldn't be in an interracial relationship. I can't help but wonder what Laura personally thinks about interracial relationships.

While many people in any kind of interracial, inter religious relationship etc. will have to deal with some misconceptions, or lack of education about a group, it not a given that all of their families will be racist, make racist comments, or and use any other derogatory terms. Laura made it sound like that's just what happens in all of them. This just shows how narrow and ignorant Schlesinger is about race. On the one hand she berates the woman for being "too sensitive" about race, and on the other hand, she appears to say, all white people are racist and learn to live with it no matte what.

I was in an interracial relationship for 18 years with my late partner who was African American. We spent a lot of time with our families. We never sat around with them, while they made derogatory comments about Black people, Jewish people , White people or anyone else. I don't spend time with friends of different ethnicities, skin color, religions, etc. expecting to be insulted about my background.

People I know who have encountered those attitudes don't spend time with family. Why would any one want to spend all of their energy, deflecting bigotry.

Schlesinger said that basically being upset about being called racist names was a "Black people's problem", and then kept using the word when the woman told her to stop.

I find it bizarre that people like her, Glenn Beck and others say what ever they want and remain on the air, while other people who have a more diverse audience, and actually listen when criticized get kicked off for less serious comments.

I hope no one else ever calls Laura Schlesinger with a problem about racism, or any other subject of importance.

Why Defeat of Prop 8 Is Good for Business and for Marriage

2010-08-13T22:29:00.000-07:00

FC Expert Blog

Why Defeat of Prop 8 Is Good for Business and for Marriage

BY FC EXPERT BLOGGER SIMMA LIEBERMANSun Aug 8, 2010

This blog is written by a member of our expert blogging community and expresses that expert's views alone.

When I first heard about Judge Walker's decision to overturn Prop 8, I wasn't sure how to react. Personally, I was excited about the opportunity for progress, and the defeat of legalized bigotry.

I have a strong belief that defeating Proposition 8 is good for business and heterosexual marriage. I'm not just saying this because I'm a diversity and inclusion consultant, but I make my claim as a small business owner, and parent of a 16 year old attending high school in California.

I know that the proponents of Prop 8 are digging their heels in with their narrow, short-term view, and will spend millions to appeal the decision. The fortune they'll spend in court could be used to improve education, keep young people out of detention and prison, and fund small businesses that could provide jobs for some of the unemployed.

Since economic pressure is the mitigating factor in so many heterosexual divorces, lowering unemployment and improving education might be able to save some of those marriages. This would help support the institution of heterosexual marriage that might be destroyed when same sex couples recite their wedding vows.

When I think of "gay marriage," I think of all the hotels, restaurants, florists, hairdressers, bridal departments, and event planners that will profit, and even put more people to work. I think of the financial benefits to our cities, every time a couple pays for a marriage license. I think of the increase in tourist dollars when family and friends of these happy gay couples fly into town to attend these nuptials.

I've said it before and I'll repeat myself, I believe that people who support Prop 8 are guilty of financial malfeasance since their proposition would deny our state the financial benefits of same-sex marriage.

Simma Lieberman is the author of Putting Diversity to Work and a member of The Million Dollar Consultant® Hall of Fame. Simma Lieberman Associates works to create workplace cultures where people love to do their best work and customers love to do business. Read the Inclusionist blog. Follow her on twitter:@theinclusionist. Subscribe to her newsletter.

Is Diversity and Inclusion for Real at Target? (or do they just want our $$$)

2010-08-07T23:35:00.000-07:00

The CEO of Target, Gregg Steinhafel donates $150,000 to a group called MN Forward, a group running ads for gubernatorial candidate, Tom Emmer. Emmer voted against domestic partnerships for state workers and supports a Christian punk rock band with a violent anti-gay message.

LGBT employees and their allies, along with consumers protest the donation. Information is made public that Steinhafel and his wife gave $10,000 last year to anti-gay wacko Michelle Bachmann.

At the same time, Target scores 100% on the HRC LGBT Equality Index for policies and benefits. HRC says they may rethink the high equality score.

Steinhafel claims that he unequivocally supports LGBT employees, but gave money to MN Forward because they are pro-business which will increase jobs and opportunities. But there is a major contradiction. Gregg Steinhafel, you can’t say that you support LGBT employees and then give money to a candidate that wants to take away rights and benefits. If diversity and inclusion are integrated into your business strategy, it’s bad business to help elect a candidate who opposes the way you do business.

Steinhafel apologizes for the donation and says he didn’t know that people would be upset and sorry he offended anyone. Too late Gregg, unless you get your donation back, the damage is done.

And Target is not the first company that supports diversity and inclusion on one hand, and then OTOH supports the people and politicians that want to destroy diversity and inclusion.

Message: Demographic groups shop where they feel welcome, appreciated and respected. Internet and social media spread the word and can stop the flow of money from certain groups and their allies. Inclusive leaders that support diversity on all levels need to think, and set the example for holistic leadership.

Gregg Steinhafel, what is your next move?

In Praise of Shirley Sherrod, George Wallace and Malcolm X

2010-07-20T22:51:00.000-07:00

Shirley Sherrod an official with the USDA, recently lost her job because she told an audience at a local NAACP chapter meeting that she had not given a white farmer "the full force of what I could do" to help him save the family farm.

She then went on to say that she knew it was a mistake to differentiate by color and had taken steps to help the farmer keep his home. In fact, she and the farmer’s family became friends and they credited her with saving their home.

Fox News showed a snippet from the video where she spoke about not doing all she could do to help the white farmer, and accused her of being a racist. Without seeing the whole video, Tom Vilsack, Secretary of Agriculture told her to resign. The national office of the NAACP also condemned her.

http://www.cnn.com/2010/POLITICS/07/20/agriculture.employee.naacp/index.html?hpt=T2

Oh yeah, did I mention that the story she told was from 1984?

What is going on? It seems lately that any time a non-white person mentions race in any way they are called racist by racists who know nothing about racism.

What is even more appalling to me, is that a high ranking member of the Obama administration has a knee-jerk reaction, cowers under the table, and tells this woman to resign without hearing the whole video. I’m shocked that the national NAACP office failed to investigate. All they had to do was ask one of their local chapters for the video.

I don’t know who to be angrier at, Fox News and friends for making up a story about this good woman, or the cowardly Obama administration, or the NAACP.

I think we should be grateful to Shirley Sharrod and other people like her who have the courage to admit past issues, perceptions and behavior toward another race or ethnicity, and who have had the courage to change.

In my work as diversity and inclusion consultant, I have met numerous people and heard countless stories of people who in the past had racist, sexist, homophobic ideas, and totally changed their thinking to become diversity champions. I’ve had people come into my workshops and dialogue groups with biases and stereotypes ideas, and leave without them after they had their first meaningful interaction with people who were different than them.

I’m worried about the binary thinking that seems to be overtaking parts of our population. Senator Robert Byrd, Governor George Wallace and Malcolm X were three people in history who were known for their negative views and behaviors towards other races, and then publicly disavowed those beliefs and brought others with them.

I’m disgusted, and angry at the way some of these loudmouths are able to scream racism every time a person of color or anyone else brings up the topic of race or discrimination.

I’m disgusted and angry at how defensive the Obama administration and other people get when this happens. There is still racism, there is still discrimination. It’s ok to discuss cultural differences, and share cultural information.

I’m sick and tired of hearing Rush Limbaugh, Glenn Beck, et al scream racism any time the issue of race is mentioned.

Wake up America! Those are the people who are creating racial tension. Those are the people who are impeding us from becoming one stronger, greater, more inclusive United States of America.

I’m waiting for the Obama administration to stand up to these loudmouth pundits and their followers, and stop being afraid to talk about diversity, and stop apologizing for mentioning race, and ethnicity. Everyone is not the same, and it makes life and living in this country even better.

Meanwhile I continue to be grateful for people like Shirley Sherrod and celebrate each time I hear someone else admitting and changing their mistaken beliefs about people who are different.

Life in Balance Leadership? CEO Sets Example So Listen up!

2010-07-20T21:43:00.000-07:00

Life in Balance Leadership? CEO Sets Example So Listen up!

Mike Torto has been CEO of rPath, a start up enterprise software company since May 2009. He loves his life and is conscious of the life/work balance he has created for himself.

Mike commutes from Boston, Mass to Raleigh, North Carolina where he works! When I read those words in a recent article, my first thought was “What?!! With so many people trying to reduce travel to improve balance in their lives, how is this guy claiming to have a great life balance and enjoy quality time with himself.”

I knew I had to call him to get the story of how he commutes from state to state, enjoys time with his three daughters, speaks at universities and run a start-up technology company.

Having spoken to over a hundred senior leaders about how they manage their lives and business, I’ve found that the ability to manage time and technology is one of the keys of healthy leadership. However like many other people in his position his life was not always in order and he had to learn the hard way. Mike went through a time feeling stressed out and overwhelmed, not spending enough time with people he loved, or pursuing his own interests. “I was gone for weeks at a time. My re-entry was always horrible for everyone.”

Torto said he made a conscious decision to change his life and take control of his happiness and time and be more present for his family.

“It’s easier now. I love my work and my life.

Work and pleasurable things are not separate because I love what I do.

I take the time to stop for an hour or two and think about work when I want and I know what matters to me. I also know that what works for me may not work for other people.”

“I’ve also found that many of the things I thought were important aren’t and I could eliminate them and use my time more efficiently.”

He’s happy to be at rPath where the culture already encouraged life/work balance and where his personal values are in alignment with the organization.

As CEO he continues to create a culture where his employees love to work and feel in control of their own lives. “I’m not concerned with how many hours a person works. I’m more concerned with results and performance. We all work hard and put in a lot of hours, but I don’t care if people take needed time to just think, or attend a family event, or cut out early to coach their child’s soccer team.”

Torto added, “it took me awhile to get to that point. I had to get more secure in myself not to feel guilty. I grew up with “boomer “ values with a strong work ethic but I found that I could still be productive if I took time out.”

He uses technology to sift through everything that needs his attention, and let go of the idea that he could get more done by multi-tasking.
“With cell phones I spend less time worrying about my kids because I can always call them.”

He also shares his Facebook page. “I never thought I would share Facebook with my employees but gives us all a sense of commonality and inclusion which makes people feel more motivated to work together.”

Mike is obviously a strategic user of technology not one of those people who sits down at the computer for five minutes to check email and is still sitting there five hours later researching archeology in Nepal

Mike belongs to a CEO Group, where they share best practices and learn from each other.. “ As we grow I want to maintain our culture of inclusion where employees have a sense of ownership and look forward to coming to work.

His energy was so contagious, that when our conversation ended, I reviewed my to do list, and eliminated half of the items, and took my son out to lunch.

Diversity is Dead? Not according to PWC!

2010-07-06T21:01:00.000-07:00

A colleague I hadn’t seen in awhile began the conversation with these words, “Are you still talking about that diversity stuff? No one does that any more.” I told her that I was working with my clients to create workplaces where employees love to do their best work and customers love to do business, and that a key component was leveraging diversity, to build an inclusive culture.

She looked shocked when I told her that the most successful organizations knew that inclusion was an ongoing process, and did not end with a few training programs. I told her about some of the organizations I work with, as well as some of the leaders I’ve interviewed for my “Inclusionist,” business news segment on SWIRL radio.

One of those people I interviewed is Niloufar Molavi, who is the US Chief Diversity Officer for PwC (PriceWaterhouseCoopers.) She is very proud of the diversity and inclusion work of PwC.

When I asked Niloufar which of their programs, policies or processes were the most innovative, she said, ”At PwC we're proud of all our diversity efforts, but if I had to choose one to highlight, it would be our white male strategy. Men comprise over half our firm and it's critical to engage them in the dialogue about inclusion.”

While some people who don’t know any better, still think that diversity and inclusion is just affirmative action, or is designed to exclude white people and white men in particular, PwC, understands that diversity and inclusion is essential for business success and everyone plays an important part.

Niloufar told me that at PwC they are not afraid to explore how race and gender influence all of our experiences.

“Ultimately our goal is to build the cultural dexterity of all our people so they can work effectively with colleagues who are very different from themselves.”

I’ve also observed organizational leaders that are not long term thinkers use the economy as an excuse to eliminate programs and discussions that promote diversity and inclusion and employee engagement.

When I asked Molavi about practices at PwC during this economy, she said, “Even in the midst of the downturn last year we hosted a Diversity Leadership Forum called "Bad Times Don't Last Good People Do." The discussion was about how to maintain a long-term view regarding talent despite short-term economic pressures. We firmly believe companies must focus on diversity regardless of the economic climate in order to remain competitive.”

 Another one of my colleagues recently insisted that diversity and inclusion were just issues in the US, and no one else thought it important. Since PwC is global, I wanted to know their thoughts and asked Niloufar. She answered “The global network of PricewaterhouseCoopers firms - each of which is a separate and independently owned, have a myriad of different programs around the world to help fulfill our common commitment to diversity and inclusion.  It’s not just a US imperative.”

 June is known as Gay Pride month, so I asked her whether they included lesbian, gay, bisexual and transgender people in their diversity and inclusion initiatives. She went on to say, “ I recently attended a recruiting event at my Alma mater the University of Texas. I was sitting next to a potential new hire who made a point to tell me how much he appreciated PwC's commitment to inclusion, particularly our focus on GLBT initiatives. This experience underscored how important diversity efforts are to attracting and retaining the best people.”

So next time, some “know it all,” tells me the conversation about diversity and inclusion is dead in corporate America or in the workplace in general, I’ll tell them to check out PriceWaterhouseCoopers, and google Niloufar Molavi, if my word isn’t good enough.

2010-06-14T12:14:00.000-07:00

I was recently asked whether I thought employee wellness programs are a waste of time and money. My answer is Absolutely Not! and It Depends

Before I was consulting, I used to speak and design wellness programs for individuals. My Masters degree is in Holistic Health/Health Sciences. This was before there were wellness programs and stress management and wellness programs were considered on the wacko fringe.

In my past work and in my present work, I have observed how employees who take care of their mental, physical and emotional health are more focused on their work, less stressed and have room in their brains to be more innovative.

Wellness programs help individuals and organizations be more success when they are wholistic, and include health, employee engagement, and employee/employer interaction. There needs to be a level of accountability which includes measurement, and rewards, as well as an awareness of personal and organizational consequences.

1- The more engaged employees feel, the less stressed they are which leads to higher levels of productivity.

2- Soliciting feedback, and implementing employee ideas, creates more of a sense of ownership in the organization, which makes them want to come to work, and reduces burn-out and feelings of powerlessness.

3- Employees that feel like they are part of a community while they are at work are more likely to take advantage of work wellness programs, be happier at work which boosts their immune systems, and feel less alienated which increases productivity and participation.

5.- Individualized convenience perks like on-site gyms, health club memberships,

blood pressure clinics, exercise programs, etc. make it easier for employees to

get or stay healthy, focus on their work, reduce stress and home, and creates

loyalty and a sense of well-being.

All of this is good for the employee, their families and your organization. I'd love to hear what your organization is doing to help you and your employees stay well.

Has Ignorance Gotten Out of Control?

2010-05-11T22:05:00.000-07:00

Brad Goehring is running for congress in California. This example of American intelligence posts on Facebook, If I could issue hunting permits, I would officially declare today opening day for liberals. The season would extend through November 2 and have no limits on how many taken as we desperately need to “thin” the herd.”

In this country where we are supposed to value diversity and foster inclusion amongst people, this guy who wants to represent his district writes a post suggesting that people kill people who are liberal. What's even more bizarre are the people who said on television that they agree with this ignorance. Thankfully, there were people from his own Republican party who disagreed with this man.

What’s going on that this is considered “normal” by some people? It’s hard to lecture kids about violence when people who are running for election publicly suggest violence against people who disagree with them.

Three Ways to Be Seen & Heard in Your Organization

2010-05-04T21:05:00.000-07:00

One of my first jobs in high school, was standing behind a counter in Bloomingdales selling cards, ribbons, and hair accessories. It was really boring. My supervisor was a woman and her boss was a man. I had no idea how people became supervisors, managers, or even switched departments. When I had the highest sales rate for over four months, I thought that someone would look at my numbers and offer me a better job. Those were the days when I also thought that managers always hired the best candidates, and if you only had 2 years instead of 2 1/2 years of experience like the ad said, you shouldn’t weren’t qualified

While I was languishing away selling notions behind a counter, waiting to be discovered by management, other women and men were executing plans and getting promoted.

It wasn’t until many years later that I learned three things

1- there was a game called business,

2- strategy was key,

3- I could play too.

With the help of several mentors, I learned to change how I viewed myself and the world of business.

The key to business success is to be seen and heard as a leader by people in power. Become the go to person for your expertise and what you want to be known for.

Three elements of being seen and heard:

a- stop being a well-kept secret in your organization

b- be seen as a peer and as adding value by people in higher positions than you

c- Look the part and be ready for the starring role.

Do you know how you're seen in your organization by senior executives, managers and employees? Are you doing enough to be seen as a leader or as the expert in your field?

Diversity and Inclusion; don't forget self-care

2010-04-27T11:09:00.000-07:00

Sometimes in order to be inclusive, you have to include self-care. I’ve been under a lot of stress lately. I’m a single mother, raising my teenage son alone, for the last seven years. He has had a sleep disorder called Delayed Sleep Phase Disorder. His internal clock is opposite most everyone else. He’s under the care of a sleep specialist, and has to follow a very specific regiment to correct his body clock.

I’m working on several consulting projects, having to meet deadlines, and my dishwasher broke down. Our dog had fleas and started chewing on himself and

I just spent the last two weeks in bed with the flu, and was waking up in the middle of the night with intense sinus headaches.

When I was invited to attend a spiritual salon or sengha, Friday evening with a few other people, I hesitated for a moment before accepting. I almost cancelled at the last minute thinking of everything I had to do, but I didn’t want to back out of a commitment. It was the best decision I had made in a long time.

I got to sit with some amazing people, share great food, engage in spiritual dialogue, and meditate with Salliji, an 81-year-old yoga and meditation master.

We all shared a bit about our backgrounds, how we had come to our spiritual paths and feeling balanced in our lives.

As soon as I walked in the door, some of my stress lifted and as the, evening continued, I felt more at peace with myself, able to be present with others and a renewed feeling of life exuberance.

It caused me to reflect on diversity, inclusion and connection, and how when I am calm, and present I can be more empathetic to others in my personal and business world. I am more conscious about listening to diverse ideas, and opinions, less judgmental, and better able to bring people together.

Whether you are a leader in your business, community, or home, the more you deal with your stress level, the more you’ll reduce the stress level in your environment and the better your relationships will be.

The Question of My Spiritual Beliefs; I don't often share this

2010-04-17T01:15:00.000-07:00

The Question of My Spiritual Beliefs; I don't often share this, but several people have asked me recently

I can’t prove there is a god. All I can say is that I have faith in god and it works for me. I don’t need to unravel my beliefs, and I don’t care whether anyone else has the same belief. It neither validates nor invalidates mine.

Having a higher power in my life has helped me get through a lot of situations and saved me from despair. There have been a couple of events that caused me so much pain, I would have imploded if I couldn’t take that pain and fear somewhere. All I knew to do was pray.

I don’t believe in divine order or a “good reason,” for everything that happens. Of course there is a reason for every death and tragedy but it doesn’t mean those things are from up high. It means that things happen, and people have free will for good , evil and anything in between.

I believe that I get my strength from my higher power that I call god, to deal with whatever I need to get through, to have to thank for my inner will, and so that I can feel part of something greater than myself, and I know that life does not end with me. I love the spiritual writing of Victor Frankl, Martin Buber, Harold Kushner and Abraham Twerski, and others.

I pray every day because it makes me know that I’m not alone, that there is more than the material world and that I’m one with other people on this earth.

Eight years ago I was in the hospital, and didn’t know if I would leave alive. I was terrified. I knew that somewhere inside me, was an inner strength and belief, but all I could think about was fear of death. The only thing I knew to do was to call for help through my own prayer, and ask people to pray for me, I wouldn’t be alone. My rabbi came and prayed. I had other Jewish people from different denominations pray. Several people went to the Catholic Church and lit candles, fundamentalist Christian friends, and Baptists prayed. I had the Buddhists, Hindis, Muslims, Yoruba/Candomble, Church of Religious Science and a Unity Church Minister praying for me. I even had atheist friends send me good vibes. I believe that the belief in all of that helped me recover, and not get so lost in fear that I couldn’t find my way.

I don’t believe that god controls everything that happens to me. I’m just not that important in the scheme of life. I believe that war, killing and cruelty are anti-god but people control that.

I don’t often share my religious and spiritual views because they are so personal.

Why More CEOs Need to Clean Toilets; lessons in leadership from reality TV

2010-04-02T18:24:00.000-07:00

Why More CEOs Need to Clean Toilets; lessons in leadership from reality TV

In the new reality show, “Undercover Boss,” executive leaders go “undercover” as new hires in entry-level positions, to better understand how their organization works.

The first episode featured Larry O’Donnell, President of Waste Management, Inc. cleaning porta-potties along with one of his employees. After each show the executives reveal their true identity and talk about what they’ve learned.

To some people this is a revolutionary concept, but I have to ask, “Why doesn’t every manager, executive or CEO take time to understand what their employees actually do at work?”

I’ve conducted numerous organizational assessments and have spoken to several thousand employees, during my last twenty years as a consultant.” My clients include; hotels and restaurants, high tech, facilities and waste management, airlines, transportation, beverage bottling and distributing, public works, and call centers.

The most common complaint and question I hear is, “Why doesn’t my manager/ director/ CEO, try to do my job?” followed by, “ if he or she tried to do my work, they would understand what I have to deal with everyday.”

This is a big “DUH!” The common mantra these days is, “engaged employees are productive employees.” Employees who think you have no idea or empathy for them are not going to be engaged.

I know that senior executives can’t necessarily meet all of their employees, or spend all their time on the floor, but they at least need to know what people who are on the phones, on the production floor, in housekeeping, and behind the counter, have to deal with every day. They need to have a process in place, that holds each level accountable for communicating with the next level down, and every one in management needs to spend a day at the call center, cleaning toilets, at the bottling plant, or driving the bus.

I’ve worked at entry-level jobs in various industries, and I’ve worked with CEOs. I know that where there is acrimony between employees and management and executive leaders, you’ll find low morale, poor service, extreme stress and increased absenteeism, and, too many resources allocated to internal problems as opposed to growing business. I also know that when inclusion, communication, and empathy are part of the culture, employees are happy and they are much more likely to make your customers happy.

So maybe, there should be more CEOs taking an hour or two to clean the toilets, flip burgers, or listen to customer complaints.

Simma Lieberman

"The Inclusionist"

Creating workplaces where people love to do their best work and customers love to do business

Simma Lieberman Associates

510.527.0700

Fax: 510.527/0723

1185 Solano Ave. PMB 142

Albany, CA 94706

simma@simmalieberman.com

www.simmalieberman.com

Author of “Putting Diversity to Work, how to successfully lead a diverse workforce.”

Upcoming book, “The Dynamic Workplace, Where Employees Love to Go, and Customers Love to Buy.”

Call us about our New Remote On-Call Executive Coaching Program

visit my Fast Company expert blog http://tiny.cc/balancedlife

Subscribe to our free newsletter http://www.simmalieberman.com

Member of the Million Dollar Consultant® Hall of Fame

Follow me www.twitter/theinclusionist

The Six Components of a Dynamic Workplace That Every Leader Needs to Know

2010-03-30T19:38:00.000-07:00

The Six Components of a Dynamic Workplace That Every Leader Needs to Know

Do you want employees who love to do their best work, and customers who bang down your doors to do business with you? If your answer is yes, it’s time you use your dynamic leadership skills, and use the six “I”s, to create that dynamic workplace where employees love to go and customers love to buy.

The six “I”s are:

1- Insight

2- Inclusion

3- Implementation

4- Individualized convenience Perks

5- Immersion

6- Integration

My best clients are constantly improving their leadership skills and growing their businesses. These dynamic leaders are at different “I” levels, but all of them began with, and consistently still use their insight.

# 1- Insight

My colleague, Keith Chapman, retired executive with Diageo, spoke to me about the importance of insight, “an organization built on insights about their employees will be inclusive and productive - insights can only be gained by taking time with one's team members - and also giving them an insight on you!

• Dynamic leaders use insight, to assess the current needs of their employees,organization and customers. They know they there is always room to improve in order to differentiate their products and services from their competition.

• Dynamic leaders are also not afraid to use their insight for themselves, and assess their own leadership skills. Their employees respect them because they are not afraid to admit mistakes, are willing to apologize when they are wrong, and are open to listen to employee’s ideas and give them the right kind of recognition.

• Leaders of stagnant organizations are not leaders, but are “bosses.” They are reluctant to take time to use their insight because it may mean they have to take responsibility, be accountable, and be willing to let go of old obsolete ideas.

• Determine your “I” level. Do your employees leave their house ready to do their best work, and do your customers love doing business with you, or have your employees retired in place, and your ex-customers have blogs that say “your organization sucks.”

Why not take the time to stop for a moment and use your insight? You might be on the road to success beyond your wildest dreams.

New Offerings at Simma Lieberman Associates

"The Dynamic Workplace, Where Employees Love to Go and Customers Love to Buy"

Contact Simma to speak at your next conference, meeting or event, if you want your employees to love to do their best work, and customers love to do business

On Demand Remote Coaching and Consulting

Are there times when you don't want to invest in a long-term process but need an expert sounding board to help you deal with an issue, make a decision or handle a conflict? Join our new Remote Situational Coaching Program.

Call us at 510-527-0700 or email Simma@SimmaLieberman.com for more information and to schedule a complimentary fifteen minute session.

Visit Simma’s Fast Company expert blog http://tiny.cc/balancedlife

Follow Simma: www.twitter/theinclusionist

How to Create a Heavenly Work Environment

2010-03-26T10:15:00.000-07:00

Starwood Hotels are Heavenly for Guests and Employees

Does your workplace culture inspire employees to do their best work? Even though we are still in tough economic times do you still provide resources for your employees to develop relationships with customers so they are inspired to return? Do your customers and employees champion your products and services?

Nancy London, the Vice President and global brand leader for Starwood Hotels, which include Westin, Sheraton, and St. Regis, answered yes to all three questions.

She shared some of her organization’s recipes for satisfied employees and happy guests.

1- “On associate name tags, rather than including their place of birth, they state one of their passions, such as: running or cooking. This gives them a reason to speak with other people about their interests. Associates like that we get to know them better, ask questions that have some meaning, and make it easier for guests to engage them. Relationships are an important part of an outstanding guest experience.”

2- “We broadened out effort to approach service that empowers front line employees to make decisions and solve problems for guests. Employees at every level are trained and become part of our service culture so they are not “just doing a job,” but it has some meaning. They feel included and are inspired to tell their friends and family about our organization.”

3- “We ask our employees for ideas, solutions to problems and frequent guest concerns. We hear from people in housekeeping, massage therapists, and bellmen, and implement ideas that increase our success.”

Creating a culture where people are listened to and invested in success has resulted in huge rewards and innovation for Starwood Hotels.

A man in operations had overheard guests say that the showers were too confining. Later on, when he was in the shower, the idea came to him that a curved shower rod would extend people’s ability to move and stretch while showering. Thus, the Heavenly Bath was born, and now curved shower rods are sold in countless department stores.

London told me that she has received dozens of stories from customers about their hotel stay, commending employees and raving about their “heavenly beds,” which I personally have experienced.

Nancy let me know that the hotels have “hot rates,” so that employees and their families can stay at hotels and receive that ultimate guest experience and pass it on when they return to work.

Speaking with Nancy London about Starwood confirmed what my belief that treating your employees like honored guests equals outstanding customer service, which equals business success.

Is Your Workplace an Exclusive Club? If not, maybe it should be

2010-03-22T18:51:00.000-07:00

Is Your Workplace an Exclusive Club? If not, maybe it should be

What?? A diversity and inclusion expert promoting exclusion in the workplace??? Has she gone over to the dark side?

There are still a lot of stressed out people going to work everyday. Some of them may be entering your workplace. They’re worried about the economy, health care, and their family. They are anxious about the future, and sometimes feel alone. They wonder if they’ll have a job, and are afraid to make mistakes, so they become afraid to take risks and their genius hides behind a thin smile.

In today’s economy, with so many employees feeling so uncertain, and solo in their silo, you can create an environment where people feel like they belong to something bigger than themselves or their “job.”

With all the research validating the fact that “engaged employees are happy employees, and happy employees are more productive and make their customers happy,” (duh) you have the opportunity to engage your employees for little or no financial investment.

Employees will flourish if they have a sense of belonging to a community, or the “exclusive club,” where they are appreciated for the talents, skills and experience. Whether they are at work for four, eight or ten hours, if they feel secure, trusted and an essential part of your organization, they will be more focused, willing to share ideas and resources, and make your customers feel that they are part of the exclusive club called “your business.”

In fact, even if people don’t particularly like what they do, they can still feel good about coming to work, and even move into another position that they do like.

The more included employees feel, the more they’ll be engaged and we know the rest. As they make your customers feel more included and taken care of by your “exclusive club,” the more they’ll want to return and bring their friends, families and colleagues to share the experience.

Start by creating a culture of community with your leadership team and hold everyone accountable for implementing the culture by getting to know employees at every level. Become more accessible, less critical, and enlist the whole organization to become part of the change.

Give formal and informal recognition of good work, excellent customer feedback, and innovative ideas. Find out how your employees like to be rewarded.

Create more opportunities for employees from different work functions to interact with each other, and empower them to help each other, and learn from each other. If you don’t have one, develop a newsletter that features employees, and managers so people can be seen as more than the job they do.

By developing a culture of community, you’ll get more done, be more focused and your employees will be more focused on their work each moment of the day. They’ll feel good about coming to work and be less stressed and home, and your customers will be made to feel personally served and included in the exclusive club called “your business.”

Bridging Age Gaps in the Workplace: Beyond Stereotypes to Strategies

2010-03-18T18:53:00.001-07:00

Bridging Age Gaps in the Workplace: Beyond Stereotypes to Strategies

by Simma Lieberman and Kate Berardo

For the first time, four generations of employees are simultaneously playing a prominent role in the workplace. Today we have more and more people who are working beyond their 60s into their 70s, 80s and even some into their 90s, which means you may find two people working together who could potentially have a 50 year age difference.

The two of us writing this piece—Simma and Kate—with nearly 30 years between us, are testament to the fact that an age difference does not have to translate into more difficulty working together. We've collaborated on projects for over 6 years, written a book together, and celebrated personal and professional milestones in each of our lives. We both feel strongly that our relationship has been significantly enriched because of our age difference, notin spite of it.

Bridging age gaps does, however, often involve a bit more effort and investment in the relationship—at least at the beginning. Why? People are products of their history, their environment and all of their experiences, so people from different generations often have very different life experiences that shape how they think, what they value, and what drives them at work.

If we were writing a traditional cross-generational article, at this junction we would probably start writing out bullet points of the main differences between the four generations. Well, we can't bring ourselves to do that. While its tempting to hope that a few bullet points could suffice in summing up a whole generation of millions of people, we are doubtful. Such descriptions need to be viewed holistically, cautiously taking into account all the dimensions of diversity and individuality that exist so you don't end up getting stuck in stereotypes.

Even the 'safest' description, like lists of key events that have shaped various generations can be misguiding. While one generation may experience a collective event (e.g. Generation X as being shaped by the technology boom and dotcom era), that event may impact them as individuals very differently. Let us give you a few examples.

Much is written about the experience of baby boomers during the Vietnam War and the 60s. Most of what we have read talks about baby boomers being characterized as protesting the war with peace marches and demonstrations. Its true that there were massive marches and demonstrations during that time, but there were also baby boomers in the military in Vietnam, dying, getting wounded, and coming back having experienced the trauma of being in a war. They were shaped very differently by the same experience.

Or, take the Veterans generations, who lived through the depression. Many people from this generation were frugal, saved their money, and kept a lot of canned food in their pantries “just in case.” Yet at the same time there were other people who decided that they didn’t know what was going to happen so they had to live for today, and spent every paycheck.

Remember as well that generations typically span 20 years. That means an event like the dotbomb for Gen Xers in their early teens may be nothing more than a faint memory of a TV report, while for older Gen Xers it may remind them of the painful memory of a lost job.

Our point is this: while it's helpful to know some of the generalizations about different generations as a starting point, the real learning and the real bridging of age difference comes through doing two things: 1) suspending your assumptions and judgments, and 2) engaging in dialogue across generations.

What does this mean in practice? When you are interacting across age difference...

Find out not only about the seminal events that occurred as they were growing up, but also about the ways in which this event impacted the person with whom you are interacting.
Avoid assuming that because people are a certain age they will act a certain way. There are generational trends and norms but there are a lot of people in each generation that don’t fit, like the 70 year old computer whiz who designs websites and blogs, the 25 year old who is not computer literate, the 55 year old who runs marathons, and the 45 year old who volunteers 20 hours a week at women and children’s shelter.
Instead of treating others as you like to be treated, find out how they like to be treated and respect them by honoring that. When working with someone older than you, this means not automatically addressing them by their first name, as you may prefer to be called. Instead, ask such individuals whether they want to be called by their first name or their last.
Acknowledge age difference and talk about how you can learn from each other and help each other be more successful. You may be surprised by some of the things you have in common and want to know more about each others different experiences.

These are just a few ways in which you can break through generational stereotypes and bridge generational differences. For additional strategies like avoiding generational jargon and approaching interactions with a learning orientation, check out these articles below:

Three Things You Can Do Immediately to Create The Dynamic Workplace Where Employees Love to Go, and Customers Love to Buy

2010-03-08T16:28:00.000-08:00

Three Things You Can Do Immediately to Create The Dynamic Workplace Where Employees Love to Go, and Customers Love to Buy

1- Assess yourself and your impact on your employees, colleagues and customers

Are people comfortable giving you feedback, presenting new ideas and even saying hello to you?

The next time you are at work, notice how people react to you. Do they walk past you without looking at you?

When was the last time you asked employees, colleagues or other senior leaders for an idea?

Are people willing to tell you if you made a mistake or are they too intimidated because of your reaction?

If you want a breakthrough, cutting edge organization you need to “nurture,” the genius of the people in it. You may be a brilliant leader, but there is also untapped brilliance in your organization. If others are comfortable around you, they’ll be better able to think of new ideas, products, and services that they can present to you.

Spend the day listening to yourself and consider how your might view yourself as a leader, if you were one of your employees, managers or customers.

2- Talk to one of your employees with whom you normally don’t interact. Ask them their name if you don’t know it, and what they like best about their work.

Ask them for one idea they have to either make their work easier, or to make the organization more successful. Listen to their answer, and acknowledge their ideas. If you hear something that you like, let them know and talk to others about implementation.

3- Tell three of your managers to do the same, and tell them to tell three other managers. Have them send you any good suggestions they hear with the name of the employee who made that suggestion. Acknowledge the employee for the idea, and the manager for discovering the “untapped brilliance,” and recognizing it.

These three actions take no investment, but will help you be a more dynamic leader, and create the dynamic workplace where employees love to go and customers love to buy.

New Offerings at Simma Lieberman Associates

Forty-five minute teleseminar on “How to Create a Workplace Where People Love to Do Their Best Work and Customers Love to Buy.” Simma tells you what actions you can take for little, or no financial investment that will make a big difference.

$24.97

New program for conferences, meetings and symposiums:

“The Dynamic Workplace, Where Employees Love to Go and Customers Love to Buy”

Contact Simma to speak at your next conference, meeting or event. Your people will leave energized, and ready to take steps to create a more dynamic workplace where employees love to go and customers love to buy.

Remote Situational Coaching Are there times when you don’t want to invest in a long-term process but need an expert sounding board to help you deal with an issue, make a decision or handle a conflict? You may be want to join our new Remote Situational Coaching Program.

Call us at 510-527-0700 or email Simma@SimmaLieberman.com, for a fifteen-minute complimentary coaching conversation.

Visit our expert blog on Fast Company http://bit.ly/IU2Bu

Follow us on twitter http://twitter.com/theinclusionist

Simma Lieberman creates workplaces where people love to do their best work and customers love to do business

visit my Fast Company expert blog

http://tiny.cc/balancedlife

Subscribe to our free newsletter http://www.simmalieberman.com

Follow me www.twitter/theinclusionist

Forty-five minute teleseminar on "How to Create a Workplace Where People Love to Do Their Best Work and Customers Love to Buy."

Are You Leveraging the Talent of Your LBOs?

2010-02-15T18:27:00.000-08:00

How much attention are you paying to your LBOs? Do your managers know how to spot LBOs? And do your employees know if they are LBOs or are they just waiting to be discovered?

An LBO is the person in your organization who doesn’t fit the usual profile of a high potential. They may be in a job that is not in any succession plan. They may be quiet, and may not know how to move up in the organization because no one paid any attention to them. They may not look like other people who rise to the top in your organization; But an LBO can be the hidden jewel in your organization. They may have untapped talents and skills that no one knows they have, and they don’t know that you need them.

LBO means Look Behind the Obvious, and an LBO is the person who is not the obvious person with potential, but their potential is huge. LBOs are people who have the skills and talents that you need to be able to do more with less.

When you feel stretched to the maximum, and think you don’t have the money to hire new people for certain jobs, think about your LBOs. Let your employees know what skills you need to start or complete a project. Tell your managers to look for LBOs and put the word out.

When one of my clients was complaining that he needed more trainers who could use a certain computer platform, but didn’t have the time or money to hire anyone new, I suggested that he talk to his managers and employees about the issue and ask for ideas.

He was pleasantly surprised to find that one of his employees, who was on a short list for lay-offs if it became necessary, was very adept on that platform and had been using it for projects outside of work, but no one had every asked him about it, and he didn’t know there was a need.

As a result, the company didn’t have to spend money and time on a new person. The employee not only got to stay employed, but since he already worked there, he knew the culture, and who to ask for help.

So if looking for LBOs is not in your strategy, it needs to be included, and you need to teach your managers how to look behind the obvious, and develop new ways of discovering and leveraging high potential employees.

Who knows, the most creative person may be an admin answering your phones with talents, skills, and experience but just needed a job at the time, and would love the opportunity to advance and be part of your success.

Three Things You Can Do Immediately to Create The Dynamic Workplace Where Employees Love to Go, and Customers Love to Buy

2010-02-04T21:41:00.000-08:00

Three Things You Can Do Immediately to Create The Dynamic Workplace Where Employees Love to Go, and Customers Love to Buy

1- Assess yourself and your impact on your employees, colleagues and customers

Are people comfortable giving you feedback, presenting new ideas and even saying hello to you?

The next time you are at work, notice how people react to you. Do they walk past you without looking at you?

When was the last time you asked employees, colleagues or other senior leaders for an idea?

Are people willing to tell you if you made a mistake or are they too intimidated because of your reaction?

If you want a breakthrough, cutting edge organization you need to “nurture,” the genius of the people in it. You may be brilliant but there is also untapped brilliance in your organization. If others are comfortable around you, they’ll be better able to think of new ideas, products, and services that they can present to you.

Spend the day listening to yourself and consider how your might view yourself if you were one of your employees, managers or customers.

2- Talk to one of your employees with whom you normally don’t interact. Ask them their name if you don’t know it, and what they like best about their work.

These three actions take no investment, but will help create the dynamic workplace where employees love to go and customers love to buy.

New Offerings at Simma Lieberman Associates

$29.97

New program for conferences, meetings and symposiums:

“The Dynamic Workplace, Where Employees Love to Go and Customers Love to Buy”

Call us at 510-527-0700 or email Simma@SimmaLieberman.com, for a fifteen-minute complimentary coaching conversation.

Visit our expert blog on Fast Company http://bit.ly/IU2Bu

Follow us on twitter http://twitter.com/theinclusionist

Simma Lieberman creates workplaces where people love to do their best work and customers love to do business.

visit my Fast Company expert blog

http://tiny.cc/balancedlife

Subscribe to our free newsletter http://www.simmalieberman.com

Follow me www.twitter/theinclusionist

Forty-five minute teleseminar on "How to Create a Workplace Where People Love to Do Their Best Work and Customers Love to Buy."

Simma Lieberman's Inclusion Blog

Marching With Martin Luther King in 1963; a diversity & inclusion hero

Ten Keys to Change Workplace Culture

Four Holiday Stress Hotspots, and How to Unstress

Diversity and Inclusion Zeroes

Guinare Free Will Baptist Church Bans Interracial Relationships

Are We a Nation of Cowards Regarding Race? Diversity Alone is Not Enough

Is Age Just a Number? Stop Stereotyping Generations

Kids Standing Up to Bullies! & a School District Allowing It!

Are You Practicing These Ten Inclusionist Leadership Behaviors?

Hank Williams Jr.- Most Recent Trivialization of the Holocaust

Diversity and Inclusionist Leadership; How to Help LGBT Employees Help Your Organization Grow

Producer and Rapper Ray Luv, Shares Love, Diversity, and Hip-Hop to Help Kids Stay in School

Inclusionist Diversity Heroes and Zeros

How Jay-Z, Eminem, and Steve Jobs Can Bring Us Salvation

Five Reasons The Term "Employee Engagement" Makes Me Feel Disengaged

Diversity is a Mindset, Not a Numbers Game

Top Ten Leadership Tips for Succeeding All Around

For QSRs, the Culture of Inclusion Beckons [Expert Corner: Simma Lieberman]

Why I Want to Come Back In My Next Life as a Dog

Employees at Four Seasons Will Give You the Shoes Off Their Feet

Will Your Leadership Legacy Be Integrated Into Your Organization's Cultural DNA?

What Does Eating Chocolate in Bogota, Colombia Have to Do With Culture Change in Your Organization?

Extraordinary Mastermind Success Group for Your Small Business in 2011

Ten Key Indicators of Workplace Morale and Involvement

New Offerings for Your Success

The Surprising Secret to Breakthrough Customer Service

Do You Employees Hate You? Don't miss out on diversity of talent.

Leading Today's Workforce; from Bogota

Appreciating Diversity During the Holidays: It's about more than just a simple "Happy Holidays" greeting card.

Manage Stress and Leverage Diversity This Holiday Season

Nine Ways to Stop Worrying and Create a Worry Free Workplace

Nine Ways to Stop Worrying and Create a Worry Free Workplace

Diversity: Ignore it at Your Own Risk

Eradicate the Diseases of Bullying and Homophobia Now! Speak Up and Speak Out!

How to Overcome Job Interview Biases

Interview Bias

The Culture of Inclusion in Quick Service Restaurants

For QSRs, the Culture of Inclusion [Expert Corner: Simma Lieberman]

Celebrating Love, Diversity and Inclusion in the USA,

Prescription for Dr. Laura- Racism and Manners 101

Why Defeat of Prop 8 Is Good for Business and for Marriage

FC Expert Blog

Why Defeat of Prop 8 Is Good for Business and for Marriage

Is Diversity and Inclusion for Real at Target? (or do they just want our $$$)

In Praise of Shirley Sherrod, George Wallace and Malcolm X

Life in Balance Leadership? CEO Sets Example So Listen up!

Diversity is Dead? Not according to PWC!

Has Ignorance Gotten Out of Control?

Three Ways to Be Seen & Heard in Your Organization

Diversity and Inclusion; don't forget self-care

The Question of My Spiritual Beliefs; I don't often share this

Why More CEOs Need to Clean Toilets; lessons in leadership from reality TV

The Six Components of a Dynamic Workplace That Every Leader Needs to Know

How to Create a Heavenly Work Environment

Starwood Hotels are Heavenly for Guests and Employees

Is Your Workplace an Exclusive Club? If not, maybe it should be

Bridging Age Gaps in the Workplace: Beyond Stereotypes to Strategies

Three Things You Can Do Immediately to Create The Dynamic Workplace Where Employees Love to Go, and Customers Love to Buy

Are You Leveraging the Talent of Your LBOs?

Three Things You Can Do Immediately to Create The Dynamic Workplace Where Employees Love to Go, and Customers Love to Buy