Coleman Management Consultants

    CMC’s empowerment message is not at odds with the diversity mission of your organization but instead supplies a very important missing link. Let me explain. The mission of diversity is to create a more inclusive culture that recognizes and values the potential contribution of all employees. We are trying to do this through diversity awareness training and since the 1960’s we have made tremendous progress in business. It has, however, been a slow and arduous struggle for 41 years. We now know that, like learning French, our objective will not be reached with just one French lesson. One day spent in a diversity seminar will not convert a person, who has had a lifetime experience of separatism, to one of inclusion. The message must be constantly reinforced until one truly “gets it”. Managers representing the corporation are expected to shoulder the entire burden of change.

    The missing piece is giving employees the ability to make success happen for them. For example, I will be included in a group – only when I display the values and traits of the desired group. Not understanding and thus not displaying those values and traits will prevent others from sponsoring me into their ranks.

    Personal Empowerment allows individuals to make choices that give them the power to include themselves into the organization’s culture or into upper levels of management. Whenever we show that we belong, our differences are minimized and even valued. This is when we embrace not only differences in skin color and gender but differences in thoughts as well.

    We must, of course, continue to reinforce initial awareness training with follow-up awareness training, as well as other support programs, but we must also get everyone into the competitive career system by teaching the requirements of not only the organization culture but also the culture of upper management. Only then can we expect to get an equal representation of talented people from all diverse groups.

Sharing “the rules” with everyone also:

• Reduces the polarization of employee groups
• Address the perception of favoritism
• Minimizes the frustration of employees who are working hard without career advancement
• Provides strategies to manage the “them and us” attitudes
• Reduces turnover due to the perception of career “glass ceilings”

    On the positive side, understanding the unwritten rules of the organization can truly allow people to reach their maximum potential and become much more productive and effective team players.

Give us a call at 770-730-9955 or send an email to cmc@hcoleman.com to schedule a further discussion call or a pilot course.

I look forward to hearing from you soon!

Best Wishes for a wonderful Holiday Season!

-Harvey Coleman