Embarking on an organizational wide effort to increase DEI, which means diversity, equity and inclusion, requires a dynamic approach. DEI in all its forms as an HR function, organizational values and culture, strategic direction, supply chain management, etc. differs from other organizational initiatives.
Managing people is no easy task. It requires a good attitude, people skills and the ability to build trust throughout an organization. Managers are tasked with the dichotomous responsibility of managing and leading. They must both negotiate the organization’s bottom line while fostering a healthy sustainable workforce. Key to this is front line management with high levels of self-awareness. Awareness creates room for developing the ability to understand and model the values of an organization. If your managers are unaware of their impact, they may be doing more harm than good.
Finding the best new hire for your organization is no simple task. After countless resumes, phone screens and interviews it became quickly apparent that a successful candidate search requires limiting internal interference in the external hiring process. If you’re about to start the search for your next rising star, consider the following before you launch the next recruiting cycle.
Culture develops in every organization. Employers can intentionally guide the environment with visible, well-developed values. Integral to creating a cohesive and collaborative environment in the face of change and conflict, particularly with mergers and acquisitions is an honest assessment of the current climate. Whether organizations are looking to enhance morale, or address a systemic issue, taking the time to develop your organizational identity is critical. To get started, ask some important questions about your organization…