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Thursday, 21 May 2009
MILITARY LEADERS
 notes from providence college commencement 2008 address by major michael manning “ … In the Army, in addition to the officer corps, we have a robust non-commissioned officer corps. The non-commissioned officers are the glue that holds a unit together. They are the worker bees; they provide the first-line supervision to the soldiers within a unit. They also keep officers like Mike Manning out of trouble.
I learned from my NCOs that a good leader eats when his men have eaten … a good leader sleeps when his men have slept, never before. I know that you will find good leaders in all of the different walks of life. However, the military is my current frame of reference, and based on the fact that in my business we often deal with life and death, I cannot imagine better leaders or a better opportunity to lead than my military experience.
Good military leaders – leaders who cherish the soldiers they lead – will often be called upon to give an order that will put their people in harms way. It takes special people who can give such an order. It takes special people who have developed the confidence of those they lead who I, when called upon, respond to such an order. I believe that I learned at Providence College what a good leader looks like and what it would take to become a successful down the road.
… Leaders demonstrate competency in their respective jobs. Caring about your people is not enough; they need to identify excellence in you. The people you lead need to know that you have mastered your craft. This is not going to happen overnight, but this is something that you should indeed strive to achieve. Remember, as you embark on your careers, listen to your people. Listen to the folks who have been doing the job. Learn from them; they will eagerly impart lessons learned to you – but you have to demonstrate that you are willing to listen.”
May 21, 2009 Read more
Posted By Frank McCarthy in Category:Excellence in Diversity
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Friday, 8 May 2009
SOME RED FLAGS IN DIVERSITY RECRUITING
Prejudice Is Often The Gatekeeper Company representatives who make hiring decisions based on their own racial and ethnic biases. No Understanding Of The Business Case For Diversity Hiring Senior management has no understanding of the business case for diversity and the resulting consequences to their marketing and growth objectives. In some companies corporate leaders would do well to take a moment to muse about the dinosaurs - not Barney of television fame, the ancient dinosaurs. Can you imagine dinosaurs prancing up and down the streets of Boston and Hartford, New York City and Chicago, Los Angeles and Washington, DC, roaring to each other as the universe moves forward without them? Today’s dinosaurs are those titans of business who ignore diversity. These 21st century dinosaurs talk and roar to each other as the world of commerce becomes more diverse. One day they will wake up and find themselves quite alone, the world of business will have passed them by. Selling and closing the candidate Company recruiters do not take the time to learn what the diversity candidate is looking for in a job and they do not know how to sell and close diversity candidates. Others: “We would like to hire people of color but there are none out there in the disciplines we are seeking.” This is an old chestnut. Such thinking encourages belief in a long-standing and repudiated myth. The demographics where company installations are located suggest a diverse workforce but the management levels are homogeneous – all white. The interviewer is not culturally competent and does not know how to interview candidates from different cultures. Company recruiters do not know their own corporate culture and their company’s reputation in the community. Read more
Posted By Frank McCarthy in Category:Excellence in Diversity
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Friday, 17 April 2009
WHY DIVERSITY RECRUITING INITIATIVES FAIL
DIVERSITY RECRUITING IS NOT A STRATEGIC BUSINESS ISSUE.
THERE IS A HIGH TURNOVER OF DIVERSITY EMPLOYEES IN THE COMPANY. THERE IS NO STRATEGIC RECRUITING PLAN. Corporate thinking seems to be staying out of trouble
The company does not have a good reputation in diversity communities for many reasons: no level playing field, promotions are not based on performance for diversity employees, no career development for people of color, not a nice place to work, and the turnover of diversity employees is inordinately high.
The diversity recruiting process is not efficiently planned and executed. Some organizations lower employment standards to hire diversity candidates. As a result everyone loses. Weak or no metrics. “What gets measured gets done.” Managers are not measured and rewarded for hiring and retaining diverse workers.
The company website can be a big help or a major obstacle in diversity recruiting. It is an obstacle when it contains little or no information on a diverse workforce and an inclusive environment.
Ineffective or non-existent retention programs. Retention is the flip side of recruiting. There are no on-boarding or orientation programs for new employees.
Interviewers at all levels lack cultural competence and exhibit poor interviewing techniques. Stereotyping lives on.
Little or no market research. Diversity Recruiting is a marketing, branding, and sales initiative. Companies who do little or no market research are bound to fail.
Human Resources professionals are not current on state-of-the-art techniques. Technology provides access to an even broader audience of candidates. Too much focus is placed on candidates who are actively on the job market. More focus must be on passive candidates. The inability to work with and close diversity candidates.
Poorly organized and underutilized employee referral programs.
Ineffective use of retained search, contingency and research firms. The organization loses control of the recruiting process. HR leaders do not insist on a candidate slate that includes women and people of color. Read more
Posted By Frank McCarthy in Category:Excellence in Diversity
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Friday, 3 April 2009
WHAT DO DIVERSITY EMPLOYEES EXPECT IN CORPORATE AMERICA?
To be judged on performance and ability.
The same opportunities as their co-workers.
To receive honest feedback, whether positive or negative.
A level playing field.
A welcoming, inclusive, safe workplace.
A just wage so they can support their families and enjoy life.
To be valued, respected and recognized for who they are and what they bring to the job. Read more
Posted By Frank McCarthy in Category:Excellence in Diversity
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