Archive for the ‘Professional Development’ Category

Generation-Y Survival Guide

Thursday, December 20th, 2012

By: Tevin Smith

Generation-Y, Millenials, The Trophy Generation, whatever you choose to call them, according to the U.S. Bureau of Labor Statistics 36% of the workforce will be made up of these young professionals by 2014. By 2020, half of the workforce will be Millenials. To achieve long-term success, business leaders will have to keep Gen-Y happy and productive.

Here’s your 3-point plan to Gen-Y success:

Invest in development:

Gone are the days where money is the only motivator for young professionals. For most Millenials professional development is the most important benefit they’re looking for when choosing an employer. Millenials need to understand timelines for advancement and be kept in the loop about growth opportunities. A structured mentoring leadership development program for recent graduates is a great way to cultivate young talent for future leadership responsibilities.

Encourage teamwork:

For a generation raised in team sports and group projects, promoting team cohesiveness can increase productivity and loyalty. Millenials often feel a stronger connection to the people at a company than the actual company. Building strong relationships with colleagues will lead to a stronger connection with the organization as a whole.

Give responsibility:

A generation of risk-takers and thrill-seekers with immense confidence in their abilities, Millenials crave responsibility in the workplace. Giving responsibility doesn’t necessarily mean altering job descriptions. Ensuring young professionals know how their role contributes to the overall success of the organization is vital to Millenials.

Implementing these strategies will require time and effort on the part of today’s leadership, but with a large number of Baby Boomer’s nearing retirement the leaders of today cannot afford to neglect the movers and shakers in business of tomorrow. Using strategic approach to effectively leverage the talents of these fresh-faced thinkers will ensure a promising future for organizations.

Tevin Smith is a guest writer for KRS Consulting. Tevin has a passion for small business and seeks to illuminate issues that promote productivity, growth, and sustainability of business. Contact Tevin Smith by email at tevin@krsconsult.com.  

The Beauty of Failure

Sunday, December 25th, 2011

By Dr. Wesley Carter
So, you did not get that new job or you did not qualify for a new business loan. Maybe you failed to win a huge contract. Congratulations are due for either of the situations mentioned. It may be too soon to see the value of failure. But, if you remain vigilant, the value of failure will reveal itself.

Top selling business books contain page upon page on the merits of success. Winners are interviewed and held up for all to admire, but, what about the merits of failure? Failure is a powerful and valuable tool. Failure enables transformations and provides a contrast for success. The lessons learned from failure are responsible for many, if not most, wins. There are six critical reasons to appreciate failure.

Teacher: Failure teaches you what will and will not be accepted in a given situation.
Failure also shows you, who you really are. This knowledge equips you with a mental rearview mirror to assist you toward making better decisions in the future. Successful people perceive failure is a lesson rather than a destination.

Resilience: Most people can persevere and survive in the face of great success. Winners persevere in the face of failure. In fact, failure provides an opportunity to test your resiliency skills

What is Your Change Capacity?

Friday, December 23rd, 2011

by Dr. Wesley Carter
Kevin is a professional, driven, efficient, change agent. Kevin is intent on achieving his personal best in everything he does. Yet, he continues to feel frustrated at the end of every day because he did not successfully complete all of the items on his ‘to do’ list. Perhaps Kevin is too ambitious. Or maybe he is too hard on himself. Kevin’s experience is not unique.

Most busy professionals are on a never ending journey to improve personal efficiency in the hopes of carving out personal time or increasing productivity. Upon discovering new or more innovative strategies professionals must choose whether to change their current practices. Without change, improvement cannot occur. And without improvement, professionals become stagnant and lose their competitive edge.

Before embarking on any change effort, it is important to evaluate your palate for change. Do you typically act on your intentions? Are you able to observe others and imagine yourself performing similar activities? Do you initiate effort and maintain the level of commitment required to complete an action to your standards?

High self-efficacy, your confidence in your capability to execute some action, is a key component of successful change. There are four components of self efficacy; intention, vicarious experience, volition, and faith. Intention is a strong indicator of whether an activity is acted upon. Vicarious experience refers to the capacity to identify and observe how others whether similar changes. This information serves to confirm or dispute the practicality of our intentions.

Volition refers to the power of will. In fact, when we will ourselves to execute some action, we are acting of our own volition. Volition is a combination of initiative, motivation, and commitment. Faith refers to our confidence in our ability to accomplish some objective. Without faith, our efforts will be halfhearted and unproductive. Faith gives us the strength to raise our emotional arousal to the level necessary to sustain our commitment.

While it is impossible to prepare for every change that we encounter, it is totally possible to control how we experience and respond to every change. To do so, we need to make a conscious decision to take 100% ownership of how we navigate change. By owning our power to navigate change we become emboldened to actually achieve our objectives.

High performing professionals never stop driving to self-actualize personally and professionally. Like Kevin, we should all hold ourselves accountable for achieving our personal best. Are you satisfied with your productivity? If not, change.

Dr. Wesley Carter authors a weekly business column in The Charlotte Post newspaper. Carter holds a Doctor of Management (DM) degree from the University of Phoenix with an emphasis in Organizational Leadership, an MBA from the Babcock Graduate School of Management at Wake Forest University, and a B.A in Management from the University of North Carolina at Charlotte. This information may not be copied or shared without permission from Dr. Wesley Carter. If you have a question, email wesley@krsconsult.com or call (704) 992-1211.

Pitching to Angel Investors

Monday, November 7th, 2011

By Dr. Wesley Carter

Cathy, CEO of CK Inventions, LLC, tugged at her sleeve and checked her watch for the tenth time in five minutes. Kyle, her business partner and COO, glanced at the closed conference room door and willed it to open. Dave, the team’s numbers man, patted his pocket to confirm that he had remembered to bring extra batteries for his calculator. As Cathy leaned over to whisper in Kyle’s ear, the door opened and the team was invited into the room.

They were invited to plug their thumb drive into the laptop sitting on the conference room table. While Dave opened the presentation, Cathy made the rounds and introduced herself to the Angel investors sitting around the table. Kyle stacked the hardcopies of the presentation on the table and ceremoniously placed the team’s invention in the middle of the table with a black drape covering it.

Raising capital can be a daunting task. Entrepreneurs frequently call on an angel, aka high net worth investor, for infusions of funds to start enterprises or to expand existing businesses. Angel investors are individuals willing to part with a portion of their net worth in exchange for a higher return.

According to the law of primacy, first impressions are powerful. Cathy, Kyle, and Dave did their homework and walked into the room ready to sell their invention. Recognizing that investors evaluate hundreds of pitches, the team prepared a compelling, memorable, and financially sound story.  Cathy introduced the team and launched the presentation. She convincingly painted a picture that enabled the investors to make the connection between the loss of life of U.S. military troops due to improvised explosive devices (IEDs) and how CK Inventions was the appropriate response. The pitch resonated with the Angel investor who had served two consecutive tours in Afghanistan.

Cathy, a retired civil engineer with 22 years of active duty, explained how the CK Inventions team had served together and kept their commitment to identify a tool to reduce the threat of IEDs to troops on foot patrol. She described the unique skill set of Kyle, a computer engineer, and Dave, an accountant.

Cathy provided a brief overview and introduced the agenda, Kyle provided the core ideas in the middle of the presentation, and Dave closed with the financials and a recap of the key points. Dave had the forethought to include a 1-page synopsis of the terms of the investment required; 1) how the money would be used, 2) terms and conditions, 3) success metrics, and 4) payout schedule. 

Presentations designed to pitch a business idea must impress and convince investors to allocate their money to a particular business venture. The slide master should be configured to include the company’s logo on each page. The presentation should be no less than 10 pages, but no more than 20 slides. An appendix can include more detailed information.

Presenters should plan to spend from 90 seconds to three minutes presenting each slide. A common mistake of amateur presenters is to inundate the audience with too many words. Each slide should include three to five bullet points per page, with no more than 5-7 word phrases per bullet. Pictures and images should be used if, and only if, they convey a point and invoke an emotional response in the investors.

Nothing is more detrimental to a pitch than the lack of knowledge of industry trends in a chosen field. Angel investors leverage industry trends to validate sales projections and operating costs. The pitch team must be familiar with industry trends to increase their credibility and demonstrate that they are serious and committed to the business concept.

Investors are data driven. Current financial standing, as well as, financial projections for at least three years must be included in a pitch presentation. Financial data should be checked, and rechecked, to ensure accuracy. Though it may be tempting to dream of hitting it out of the park on the first try, grandiose projections have no place in a pitch.  Projections should be realistic and honest. Milestones should be quantified and included in the key metrics used to drive revenue and gross margins.

CK Inventions had anticipated the possibility of negotiations and established a walk away figure before they entered the room. In case the investors chose to completely forego investing in CK Inventions, the team was prepared to ask for referrals. Pitching to Angel investors is a numbers game. Cathy and Kyle knew the more they pitched the idea, the more succinct their pitch would become.

Cathy reached over and pulled the drape from the CK Robot and demonstrated the degree of cutting-edge artificial intelligence built into the IED finder. Kyle noticed that the investors were sitting on the edge of their seat. It was obvious that the team’s hard work had paid off.

WESLEY CARTER DM, authors an advice column that leverages leadership and management strategies to solve common business problems. Carter holds a Doctor of Management (DM) degree with an emphasis in Organizational Leadership, an MBA, and a B.A. in Management.  Carter is a partner at KRS Consulting, LLC in Charlotte, NC. If you have a question, email wesley@krsconsult.com. All submissions become the property of Wesley Carter. Call (704) 992-1211 or email to book an engagement.

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Consulting Favors Add Up

Monday, November 7th, 2011

By Dr. Wesley Carter

Rodney braced himself for yet another request for a favor of free consulting. His neighbor, Larry, approached him while carefully dodging the pile of freshly raked leaves. Rodney switched his rake to his other hand and gave Larry a firm handshake. Larry wasted little time before he launched into a diatribe about the trials and tribulations of owning a business in today’s economy. Within minutes, Larry asked Rodney do him the favor of reviewing his marketing plan.

Rodney stiffened at the tenth request for free consulting services in as many days. Friends, family, and even a few strangers routinely asked Rodney for consulting services without any intention of paying for the services. Rodney exhaled as he quickly calculated how much revenue he had sacrificed over the years by doing consulting favors.

 Without waiting for an answer, Larry reached in his pocket and pulled out a thumb drive with his marketing plan. But, this time, Rodney was ready. He looked at Larry and said, “Larry, it is time to give your business the attention that it requires. Why don’t you call my office with a couple of possible meeting times for us to get together next week? I want to give your business my full attention.”

Larry’s hand froze in midair. He had hoped to avoid paying for Rodney’s services. But, Rodney had had one too many lectures from his accountant. Every month, he gave away enough consulting services to turn a nice profit. Instead, he continued to struggle to make ends meet. Occasionally, he had to pick up teaching jobs at the local university to supplement his income.

 Larry made one last feeble attempt to persuade Rodney to look at his marketing plan over a bottle of wine later that evening. Again, Rodney declined, pleading fatigue, and repeated his request for Larry to call the office. Rodney felt a little embarrassment even as he stood his ground.

 After an awkward good-bye, Larry headed back to his house, thumb drive in hand. Larry resumed his yard work and prepared himself for more of the same conversations in the coming months. Until he had satisfactorily trained his circle of family and friends, he would be having similar conversations.

Larry had already gotten thousands of dollars of consulting with his requests for Rodney to review his financials and operating model. Rodney used to look out of his office window and see that Larry’s lights were out while he toiled over Larry’s documents. Rodney was tired of taking time from his paying clients to work on nonpaying projects for family and friends.

Rodney recognized that he was to blame for making it so easy for others to take advantage of him. More importantly, Rodney finally realized he had devalued his services by giving them away so freely. He knew that Larry would probably be resistant to call his office and become a paying client. Rodney was determined to get paid for his services.

Entrepreneurs frequently suffer requests for free services from family and friends. Whether from ignorance or more unbecoming intentions entrepreneurs are often asked to provide free services or products. Entrepreneurs must respect their value to resist being taken advantage of by others.

In anticipation of requests for free services, entrepreneurs should establish a budget for the amount of free services they are comfortable with providing each month. In addition to a budget, it is wise to establish criteria to assist with decision making regarding the requests that will likely come. Perhaps a portion of the services may be allocated to nonprofits. Services can be provided to individuals based on need or referral potential. Invoices should be provided for all services and a professional services credit should be reflected at the bottom. This small detail reminds that receiver that there is a cost associated with provided free services. It also establishes the foundation for requesting payment for future services.

Research indicates that 80% of small businesses go out of business within the first two years. It isn’t a stretch to consider that some of those businesses likely forfeited revenue due to the provision of free services to family and friends. It is important to remember that entrepreneurs garner respect for their products and services when they manage their business professionally. Others will respect Rodney’s services, as long as he holds to his commitment to terminate giving business away indiscriminately.

WESLEY CARTER DM, authors an advice column that leverages leadership and management strategies to solve common business problems. Carter holds a Doctor of Management (DM) degree with an emphasis in Organizational Leadership, an MBA, and a B.A. in Management.  Carter is a partner at KRS Consulting, LLC in Charlotte, NC. If you have a question, email wesley@krsconsult.com. All submissions become the property of Wesley Carter. Call (704) 992-1211 or email to book an engagement.

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Workplace Corrosion

Wednesday, August 31st, 2011

by Dr. Renae Sanders

Corrosion is a chemical reaction between materials and its environment that creates deterioration between the material and its properties.  Corrosion in the workplace can and will cause deterioration among work teams and processes.

Look at it this way, if pipes represent the processes and technology organizations have invested in to improve productivity and bottom lines. Then people are the nuts, bolts, washers, and bushings that enable pipes to process throughput and create efficient operations. Organizational efficiency starts with people.

The current employment levels, economic performance, concerns about the future and emerging workforce strategies such as workplace integration create a delicate, often tumultuous, situation for employees. U.S. corporations, large and small, are operating with fewer human resources than ever – the demand for more creativity and productivity continues to bombard workers. Yet, taking a week of vacation disconnected from the daily work stressors are over for many hard working individuals who are expected to take work with them thanks to mobile technology.  The uncertainty about jobs creates tension as individuals work at insane levels to prove they are worthy to be kept onboard if another layoff comes. Teamwork and collaboration are harder to maintain when the threat of a layoff looms ahead and workers want to show their stuff.

In times, like these, rather than relying a robust pipeline of replacement workers to replenish burned out workers. Organizational leaders must create opportunities that allow employees to decompress, strategize, and create. It’s no secret that people have three dimensions physical, spiritual, and emotional and all must get attention if workers are to perform at the top of their games, producing and solving problems. Otherwise, companies can expect to pay the long-term costs related to healthcare, poor reputation, and underperformance.

Simple Steps to Overcome Workplace Corrosion

Unified effort – make sure everyone is working toward the same goal. Be sure everyone knows the direction of success.

Employee development – when stress strikes the first signs is lack of communication. Workers are moving so quickly to keep the balls in the air they often delay communication until it’s too late; then the “squeaky wheel” is the focus of attention. Refresher courses related to communications and time management are excellent courses to offer before the next crisis hits.

Short team building activities help workers reconnect in fun, small blocks of time, onsite or offsite.

Speak publicly and positively about your team to others inside the organization. There is little in the workplace as nice as someone mentioning a positive comment made by the boss.

Complete respect refers to recognizing that no matter the challenge, we can always be respectful toward each other.

If companies want to run like a well-oiled machines, then they will need to make those choices that allow engines to run most efficiently including lubricating and maintaining the nuts, bolts, and washers that keep the system operating at peak performance.

 People are the links between strategy and success!

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Dr.Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational relationships. Believing people are the link between strategy and success, Dr. Sanders works with organizations, leaders, and managers to strengthen internal relationships. Email info@krsconsult.com  to book an engagement or meeting with  Dr. Sanders.

Are You Adding Value?

Friday, June 17th, 2011

by Dr. Wesley Carter

How do you add value to your company? What actions do you take to help your company grow and prosper? Every employee and every business owner should ask themselves the same question – - “Am I adding value?”

Globalization and competition challenge today’s work environment and stimulate an incredibly volatile and dynamic work environment. As the forces that drive labor shift, success becomes more and more dependent on the competence and execution of human capital, or individuals that comprise the workforce.  

All successful companies have at least one thing in common – high-performing individuals contribute to their success. These individual are the single most valuable asset of any successful enterprise. As such, human capital has the greatest impact on organizational success. Every individual should ask themselves – - “Am I a high-performing individual?”

 High-performing individuals are serious about professional development and take every opportunity to develop, grow, and master skills that contribute to operational excellence. These top performers have a genuine hunger for knowledge so great that they willingly use their personal time to develop themselves. In addition to taking advantage of learning opportunities at work, they can be found pouring over a book at lunch, attending night classes, and learning from their peers. High-performing individuals seek opportunities to demonstrate competence, such as certifications, degrees, and leadership.

Re-engineering is one of the favorite activities of high-performing individuals. So intent on driving success through efficiency, they constantly evaluate work flow and make changes as necessary. “Because we have always done it this way,” will never pass their lips. If the reason for executing a task cannot be tied back to the organizational success, the task is not valuable.

Further, technology does not confine high-performing individuals. Instead, these individuals harness technologies to create efficiency. A high-performing individual perceives technology as a means to an end. Inefficient technologies are scrapped if they cannot be modified to serve the organization.

Moreover, high-performing individuals positively contribute to organizational culture. They recognize the impact they have on individuals in the organization and make a conscious effort to create positive relationships and a positive work environment. Organizational culture refers to the shared assumptions, beliefs, and behaviors of company’s employees and volunteers. High-performing individuals take ownership of helping to shape organizational culture.

Lateral growth is as important as vertical growth to high-performing individuals. Lateral growth activities include, but are not limited to, engagement in industry and job policy, serving in professional organizations, peer-to-peer development, and mentoring. High-performing individuals do not wait to be designated as leaders. They take leadership seriously and execute leadership whenever and wherever necessary.

The work ethic of a high-performing individual is marked by a sincere commitment to being an extra set of hands wherever it is needed. They do not shy away from work proclaiming, “It is not my job.” They are constantly scanning the organization, looking for places to contribute to organizational success. These “plug-and-play” individuals are characterized by flexibility, critical thinking, and high levels of competence.

Most importantly, high-performing individuals understand the metrics of success for their specific industry and organization. They make it their business to know exactly what drives success in their organization and then they contribute positively. High-performing individuals possess the courage and commitment required to step in and redirect unproductive efforts. They are champions of change.

Today’s hypercompetitive business environment requires individuals to voluntarily deliver far beyond the traditional requirements outlined in their job description. Our country was built by courageous, committed, hard-working, high-performing individuals. Are you a high-performing individual?

WESLEY CARTER DM, authors an advice column that leverages leadership and management strategies to solve common business problems. Carter holds a Doctor of Management (DM) degree with an emphasis in Organizational Leadership, an MBA, and a B.A. in Management.  Carter is a partner at KRS Consulting, LLC in Charlotte, NC. If you have a question, email wesley@krsconsult.com . All submissions become the property of Wesley Carter. Call (704) 992-1211 or email to book an engagement. This article orginally appeared in the Charlotte Post.

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Are Women Managers also Contributing to the Salary Gap?

Wednesday, March 23rd, 2011

By Dr. Renae Sanders

Have you ever asked yourself, “Why in 2011 women still make significantly less money than men?” It’s an interesting question given the strides women have made towards leadership in organizations. Here are some of the facts about the women’s worforce:

  • In 2006, women, in Fortune 500 companies, made up 15.6% of the 10,000 plus corporate officer positions according to Catalyst Women (2006).
  • In 2008, “women accounted for 51% of all persons employed in management, professional, and related occupations” (Bureau of Labor Statistics, 2009).
  •  Additionally, Lowrey (2006) reported, through the U.S. Small Business Administration, women owned 28.2% or 6.5 million of nonfarm United States (U.S.) firms, and 14% of women owned businesses accounted for 7.1 million workers.

Even though women are rising into positions of management and leadership, the income gap for women (white,  African American, and Latina) remains $.67 per $1 earned by white men (WomenMedia, 2009). Can women afford to blame men for the salary chasm? Do women also play a supporting role in perpetuating the income gap? It should hardly be surprising if they do.

There is a plethora of research indicating that despite the nurturing and supportive nature of women’s friendships, these relationships are often peppered with behaviors such as exclusion, gossip, competition, and aggression (Cantor, et al., 2004). Work relationships are subject to these behaviors too, based on perceptions of power and status (Betero, 2003; Duncan & Owen-Smith, 2006). Add all of this women’s socialization (i.e. the direct and indirect messages) that men are stronger leaders, more analytical, heads of households, and the ultimate prize and the complexities of women’s leadership takes on a whole new light.

Much of the competition between women has a lot to with “men being the ultimate prize”.  Chesler (2001) wrote in the book Woman’s Inhumanity to Woman discussed a long held notion that women lack trust of other women, especially when a “handsome” man was involved. In fact, the author highlighted a perspective of male attorneys that in the case of a rape of a woman by an attractive man, the lawyers should put more women on the jury, as women tended to sympathize with the man! Who knew?  Well, it’s no secret women blame the other woman when her spouse or partner cheats. Given that men by and large are the corporate leaders, then women are also trying to win the approval and attention of their male bosses. All of these dynamics must impact the salary question and answers!

So the questions are do women give men higher salaries and raises than they do women? Do men limit the amount of salaries and increases women can provide to workers? What about women of color and out lesbians? OR are women, in general, just more frugal with corporate assets than men?  Whatever the answer, the salary gap is a shared responsibility and organizational leaders, men and women, must clearly understand their motivations when making salary and performance evaluations if we are to ever see shrinkage in the salary gap between the sexes.

References

Bertero, M. G. (2003). Indirect aggression amongst women in investment banking. Unpublished doctoral dissertation. Wright Institute Graduate School of Psychology.

Bureau of Labor and Statistics. (2009). Women in the labor force: A databook (2009 ed.). Retrieved March 10, 2010, from http://www.bls.gov/cps/wlf-intro-2009.htm

Cantor, D., Goodheart, C., Haber, S., McGrath, E., Rubenstien, A., Walker, L., Zager, K., with Thompson, A. (2004). Finding your voice: A women’s guide to using self-talk for fulfilling relationships, work, and life. Hoboken, NJ: John Wiley & Sons, Inc.

Catalyst Women. (2006). 2005 Catalyst census of women corporate officers and top earners of the Fortune 500. Retrieved October 21, 2006, from www.catalyst.org

Chesler, P. (2001). Woman’s inhumanity to woman. Thunder’s Mouth Press/Nation Books: New York, NY.

Duncan, L., & Owen-Smith, A. (2006). Powerlessness and the use of indirect aggression in friendships. Sex Roes. 55, 493-502.

Kolb, D., Williams, J., and Frohlinger, C. (2009). Confronting the gender gap in wages. Retrieved March 23, 2011, from http://www.womensmedia.com/money/107-confronting-the-gender-gap-in-wages.html

Lowrey, Y. (2006, August). Women in business, 2006: A Demographic review of women’s business ownership. Office of Advocacy, U.S. Small Business Administration, 280. Retrieved October 21, 2006, from www.sba.gov/advo

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Confronting the Gender Gap in Wages

Dr. Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational relationships. Believing people are the link between strategy and success, Renae works with organizations, leaders, and managers to strengthen internal relationships. You can reach Dr. Sanders at info@krsconsult.com.

What Stands in the Way of Inclusion?

Sunday, February 6th, 2011

by Renae Sanders

Over that last three years, thanks to the political environment (in part), we have heard and discussed more issues related to diversity and inclusion. More news reports, documentaries, and television shows seek to show us different aspects of our society’s struggle with social justice issues, cultural relations, generations, sexual orientation, religion, immigration, and what it means to be a part of a global community.

What stands in the way of our progress toward inclusion? Are we a tolerant people?

I am certain those who seek inclusion would want the “perceived exclusionists” to do more than merely tolerate their presence at work, in schools, on playgrounds, as neighbors, as patrons, or as fellow human beings.  Author, Iyanla Vanzant once stated, “We all just want to heard, valued, respected.” Surely, tolerance is not the answer!

In my experience, dominant group members believe change comes too fast and are frustrated by calls for even more change; conversely, subordinated groups continue to experience change as too slow. What informs our beliefs about this movement is our perception of the level of change. Its undeniable, things have and continue to change. But until we fully realize just how interdependent we all are, we will continue to struggle with inclusion. We still have a long way to go and yet, ‘we are the change we seek’.  The work of inclusion starts with each one of us.

By focusing only on our diversity, especially the visual facets, we often fail to see our just how much we have in common with each other. According to Novations Group, Inc., diversity is any dimension that can be used to differentiate groups and people from one another. Inclusion is when we feel a sense of belonging or connectedness and feeling valued for who we are as individuals or as members of a group.

The work of inclusion is like the layers of an onion, once you have one breakthrough; you realize there is more interpersonal work to do.

Related reading

Johnson, K.R. (1999). How did you get to be Mexican? A white/brown man’s search for identity. The Diversity Factor, 7(2), p. 22-27.

Miller, F. A. and Katz, J. H. (2002). The Inclusion Breakthrough: Unleashing the Real Power of Diversity. San Francisco: Berrett-Koehler Publishers

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Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational relationships. Believing people are the link between strategy and success, Renae works with organizations, leaders, and managers to strengthen internal relationships. You can reach her at info@krsconsult.com.

Do You Promote or Hinder Employee Empowerment?

Thursday, June 10th, 2010

By Renae Sanders

It’s no secret. Employees do not leave companies they leave their managers. The strongest link between employee empowerment and engagement is the relationship between employees and their immediate managers. When the relationship between manager and employee is great, the employee’s feeling of value and loyalty to the company is strong. The inverse is also true; got turnover?  Look in the mirror, then look at your managers.

Oh, sure! Many external issues can sour a relationship, but a strong manager with average to high intelligence quotients in the areas of communication, empathy, and emotion can manage poor performance with grace. Greater still is the influence of leaders and managers on the workplace environment that has the greatest impact on workers. Are you and your leadership team trustworthy? Is transparency an authentic aspect of your organization?

 Trust contributes to a positive working environment characterized by honest, supportive relationships. Trust enables the open exchange of ideas and the quality and quantity of information exchanged (Moye & Henkin, 2005); Employee empowerment is enabling rather than delegating. It’s enhancing others’ sense of value and confidence. Managers with a clear sense of self as connected, not duplicated or separate, are able to build performance which leverages the diverse talents of team members rather than focusing on difference or trying to create a team of mirror images of the manager.

Trust is important to constructive relationships and well-functioning organizations (Moye & Henkin, 2005). The trust and relationship employees have with supervisors and managers can increase innovative behaviors and satisfaction with the boss. At its best empowered employees have the confidence and motivation to make decisions which benefit the organization. Empowerment and organizational effectiveness are linked.

If your organization or team does not have the depth or commitment from workers focused on a common goal, or where the relationships among managers and workers does not inspire esprit de corps; then take a long hard look at the relationships between managers and workers.

Reference

Moye, M.J. & Henkin, A.B. (2005). Exploring associations between employee empowerment and interpersonal trust in managers. The Journal of Management. 25(2), 101-117.

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