Challenges of Change
The interplay of dramatic technology expansion and shifting
demographics has led to great changes to the most fundamental
ways in which we work and do business. How is your organization
addressing the human challenges that emerge from great change?
have more communication options at our fingertips than ever
and our diverse workplaces mean that we all must deal with
diverse communication styles.
need for speed keeps us tied to old routines because we
lack the time to reflect on and change our thought and behavior
potential to expand globally is stifled by our lack of cultural
blurring lines between teams and organizations causes confusion,
lack of alignment and unclear accountability.
challenges that emerge from change have the power to nullify
the advances we might make as we leverage the power of technology
and the avenues it opens up. Where do the human challenges
come from? Often from the fact that, in our fast-paced, ever
changing environments, our diversity has not been harnessed
and put to use for strategic advantage.
The temptation is to offer diversity training. But your organization
doesn't have to learn how to be diverse it already is! If
organizations view diversity as a problem to be fixed, they're
at risk of perpetuating the problems that cause disenfranchisement.
The answer is to look comprehensively at your culture and
make sure it is inclusive. That means linking the performance
of each and every employee to the mission of your organization.
good about diversity?
It presents opportunity. Your diverse workforce holds the
potential for rich ideas and solutions, as varying experiences,
cultures, perspectives and styles blend together into unexpected
and unique outcomes. Diversity can help you increase innovation,
tap emerging markets, do business internationally, and better
understand/anticipate customer needs.
challenging about diversity?
As speed and complexity converge in your workplace, busy people
move quickly without adequate awareness and time to think
about, never mind change, their routines and patterns. Diversity
challenges that aren't addressed can lead to polarization,
lower morale and decreased productivity if organizations fail
to provide opportunities for each and every employee to achieve
full potential and contribute to the future. For some companies,
this has translated into costly lawsuits as workplace discrimination
claims have increased dramatically over the last 10 years.
Why Planning for Inclusion?
Your company is a unique organism with its own collective
personality and focus. A canned training program might raise
some awareness and provide managers with a few effective techniques,
but it won't help you turn diversity into a strategic business
advantage. Instead, you need to focus on your company from
the top down.
will you and your company's leaders transform your organization
from good to great?
Answer that question, and you'll create a culture in which
your company's given diversity drives productivity and profit.
Culture is people, and it is your people who will make or
break your company-not killer technology, not breakthrough
products, not even profits.
Planning for Inclusion Works:
Planning for Inclusion is designed to tighten the links between
Leadership, Management and Mission.
Based on proven methods and processes, Planning for Inclusion
is also a customized program that is designed to meet the
specific challenges of your culture and business imperatives.
The Planning for Inclusion initiative involves the following
Through intensive, comprehensive data gathering, we get
to know your organization from the inside out. We talk with
people at all levels of the organization, and then we sit
down with you to go over the specific challenges you face,
and design a program to meet those challenges.
Based on what is discovered during the Assessment phase,
we work with you to develop goals for building a more inclusive
work environment. Program design may include a mix of facilitated
thinking sessions, along with training and team building
programs. It might include one-to-one coaching, strategic
planning, or further research and data gathering. It may
also include the design and development of an organizational
change program. The Planning and Design decisions are linked
tightly to the Assessment findings. Any programs that are
planned and designed will be customized to your environment
through a partnership between RDP and your key people. All
programs include measurable objectives and tracking systems
so you can monitor and assess progress.
With a cadre of skilled researchers, facilitators, trainers
and communications experts, RDP Consulting Services can
provide you with whatever level of support you need when
you enter the Implementation Phase.