Graphic by Omar Sanchez, mustangdaily.net

The term diversity is taking on new distinctions. When it comes to boards tackling issues like funding, recruitment and delivery of services, thinking that challenges the status quo is important. One of the newer terms being applied to this is “diversity of thought”. Boards should be applauded that have this as well as visible diversity. Which brings me to a question asked at my presentation.

Is “We have diversity of thought” an adequate response to the question, “Do you have a diverse board?”

In real terms, yes. Board leadership can answer any question in any way they choose. However, answering this question in this way is a “cop out” when this response is all that is given. Questions to follow up with are…

• What is the cultural, gender, racial, (and so on) profile of your board? (The diversity dimensions identified by Marilyn Loden & Judy B. Rosener in their Workforce in America are useful guides in determining the profile of a board. )
• Is the board inclusive? (Inclusion is different from diversity.)
• Does your board reflect the community in which you live and/or serve?
• Do you have the skill sets that will enable you to deliver on your mission?
• Are you attracting diversity among your volunteers and suppliers?
• Would that answer alone be enough to get grants?

We have difficulty finding diverse board members who have the financial resources to give at the level we require, what outreach strategies can you recommend?

Participants brainstormed and responded:

• Know the centers of influence: Churches, chambers of commerce
• Do a board matrix. Identify the gaps
• Communicate WIIFT (what’s in it for them)
• Solicit sponsorships that take the place of the financial responsibilities
• Allow in-kind services
• Reach out at grad events, trade schools
• Use ads
• Do cross training with other boards
• Ask previous board members to come back
• Use social media
• Have contributions be more than financial
• Consider advisory boards without a requirement for financial giving
• Have a board development committee

Is there anything you would like to add to the conversation? If so, post your comment.

Seth Godin advices “Repeating easy tasks again and again gets you not very far. Attacking only steep cliffs where no progress is made isn’t particularly effective either. No, the best path is an endless series of difficult (but achievable) hills.”

Our ability to take action is meaningful tough work a lot of the time. And not just any kind of action. If as a business person you spend all of your time working on volunteer projects, yes, that’s movement and contribution. However, are these activities easy and will they lead to the business profile that you want? Unless that’s your job, it’s certain that volunteering no matter how good you may feel afterward won’t pay the mortgage. And that reality feels awful. It will take action that may be uncomfortable and out of the box for you. Take the high hills as Seth says. Regardless of what your personality style is, it doesn’t matter. “If it’s to be, it’s up to thee.”

Now I’m off to put on my mountain climbing boots. I have some ground to cover and big hills to climb. Said in another way, “if it’s to be it’s up to me.”

One of the opportunities to express ones leadership is to dressing to fit a new position. Whether it is moving from one senior level position to another or going to another organization,

Here’s an outfit that might have been appropriate back in the day.

Skrillex in Concert - Photo by Vincent Mo

One of the diversity challenges many people are dealing with today are the four or five generations we have in the workplace. (If you don’t have different generations in your organization you might be missing out on a competitive advantage.) I’m one of the Baby Boomers who fit the research findings in refusing to retire quietly and ride into the sunset. I delight in learning about trends, music, art, people, cultures and the like so when I happened upon this article in the NYT I was totally engaged and listened in. Perhaps you will be too.

Manic Peter Pan Rules Dance Clubs. Consider the numbers: He’s a DJ (a title that minimizes his creativity as far as I’m concerned), nominated for five 2012 Grammy Awards. “In 18 months he has gone from being an obscure D.J. in the Los Angeles club world who played parties for 500 people to selling out 5,000-seat clubs across the country. At a show in Puerto Rico this month he drew 12,000 people.“ He’s gone viral with more than 59 million people listening to his most popular single, “Scary Monsters and Nice Sprites,” on YouTube.

Click here to view the embedded video.

He is a Gen Y Millennial, a generation that for the most part is tech savvy, diverse, demanding equal treatment for those who are different and unique, possessing great multitasking abilities, confident and hopeful. (Source: Global Consortium LLC).

He is Skrillex, an artist who is fantastic in producing electronic tracks. Listen for his lyric, “You don’t need to hide my friend ‘cause I’m just like you.” If that’s not a comment endorsing diversity and inclusiveness, I don’t know what is. Let’s learn more, listen to each other, appreciate our differences and dance to the music.

If you have a comment on the differences between generations. Please post. And if you would more information or I can assist you in crossing the generational divide, let me know.

With the exception of things for the body (meds, treats, cute shoes for walking, aspirins, vitamins, make up and the like) everything is now on my small iPhone. I’ve got apps for working out, synching, calendars, itineraries, travel clock (ha ha), notes, phone numbers, digi recorder and music, if a training.

Amazing. To be in business today one MUST have a smart phone and a bunch of cool apps. Oh while on the road one of my fun things to do is play words with friends with guess who…yep my daughter. And next time, this list will be on my phone and not on a piece of paper.

How are you doing separating the personal from the professional? Let me know if I can support you in being heard and getting people to respond in the way that you would like. Coach J.

A few words on alignment: Consider a car’s alignment – out, it’s difficult to drive, you don’t trust it to take the hills. When a car is in alignment, you know it – it’s smoooooth driving! Likewise, any accomplishment will be easier for you to achieve with an aligned team. This business concept can be applied to your corporation, family, networks of support, co-workers, peers, spheres of influence or any other group.

I work with organizations to assist executives with building stronger teams and aligning employees to the vision, core values, mission and other imperatives. The indicators of organizations that are out of alignment include lack of personal accountability, complacency, gossiping, not keeping commitments, being afraid to give and receive feedback, the “do as I say, not as I do” attitude, being a bully, being disrespectful, telling off-color jokes, being arrogant, not listening, being non-inclusive and being a victim. Have you been noticing any of these?

Aligned companies are characterized by mutual respect, win-win attitudes, courageousness, integrity, commitment, a team spirit, trust, and personal responsibility. Importantly they have a quality of connectedness that leads them to creation of results on the bottom line. Everyone sees a clear link between their roles and their part in creating the corporate imperatives. When everything is aligned, people will more easily be able to determine whether or not they are being a contributor or an obstacle. And leaders, this is intentional!

As a consultant who specializes in alignment, leadership and diversity I’ve got plenty of evidence that being and staying in alignment is not always easy but it is possible and imperative with solid working partners and top-down, bottom-up commitment and communication. Walking the talk and empowering others to do the same even when one doesn’t feel like it – easier said than done. However, consider the alternative.

To Learn More

After nearly four decades—three of which were at the helm—Susan left Essence Magazine in 2007 to lead the National CARES Mentoring Movement, a volunteer-driven organization of African American men and women who are dedicated to securing our country’s most vulnerable and precious young people.  In just five years and under Susan’s leadership, CARES, now located in nearly 60 cities, has recruited and placed more than 160,000 African American mentors with children who need little more than a caring, stable and wise voice to help guide them across the often difficult terrain they call their lives.

In recognition of all she has done—and all she continues to do—the National Civil Rights Museum, located at the Lorraine Motel where the Rev. Dr. Martin Luther King was assassinated, bestowed upon Susan the 2011 Freedom Award for Activism.   In so doing, they said that the National CARES Mentoring Movement “speaks to the legacy left for all of us by Dr. King, who was an advocate for all people, but especially our young people.”  The Museum, named by USA Today as one of America’s Top Ten Treasures, has welcomed more than 3 million visitors since they first opened twenty years ago.

The Freedom Award has been bestowed upon the most inspiring leaders of our time since the Museum’s opening in 1991.  For their contribution to philanthropy, humanitarian work and social justice, past honorees have included President Nelson Mandela, Rosa Parks, Coretta Scott King, James Farmer, Thurgood Marshall, The Dalai Lama, Diane Nash, Marian Wright Edelman, Bono, Bill Clinton, Al Gore, Oprah Winfrey, Ruby Dee, Sidney Poitier, Harry Belafonte, B. B. King, Stevie Wonder, President Lech Walesa, Myrlie Evers Williams and Elie Weisel among others.   In November of 2011, in recognition of their twentieth anniversary, their honoree was my friend, my colleague, my mentor, Susan L. Taylor.

asha bandele is a journalist and the author of five books, including two award-winners, The Prisoner’s Wife: A Memoir, and the novel, Daughter.  asha’s work has been widely anthologized and has been taught in classrooms from Harvard University to the University of Ankara, Turkey.  She’s published articles in The New York Times, Essence, Vibe, Family Circle and scores of other publications.  In addition to writing, asha serves as VP of Communications for National CARES Mentoring Movement, Director of the Advocacy Grants Program at the Drug Policy Alliance but is most proud of being mother to her pre-teen daughter whom she is raising in Brooklyn, NY.

Dr.Joseph Riggio

In that spirit I offer you a a very entertaining and short video from TEDx Greece “Stepping Forward, A Hero’s Journey”. Dr. Joseph Riggio, the speaker, says we are only using 5% of our brains. He gives counsel on dealing with change. And, he talks about how we were educated and educate our young.

I suggest that leaders create miracles through their original thoughts. Other wise there is no difference made, rather sameness and business as usual. What do you think? View the video and make up your own mind. Don’t take my word for it.

“If you don’t shape the story you are living you will live someone else’s story.” Dr. Joseph Riggio

POSITIVELY POWERFUL:

Leaders are aware of the impact they have on others. From my studies of behavioral science, I’ve learned the four ways of communicating that influence behavior. By identifying them and using them intentionally in your life, you will produce effects. The first is positive reinforcement. Using R+ with others you increase the likelihood that they will continue acting in the way you’ve reinforced. When you do a great job and meet or exceed your expectations, give yourself some positive reinforcement!