Approaches to diversity have changed, but there is one constant: a desire to know whether training really changes people. So, we decided to initiate a landmark study to find out with help from two clients—a major health system and a prominent university.
Did you know that over two-thirds of the American workforce is either unhappy with their job or just doing it for the money? The number of employees that are engaged at any level is less than 32%. So it’s safe to say that the majority of the workforce struggles from time to time with low morale, a lack of enthusiasm, and possibly even burnout.
Oftentimes when training leaders how to develop trust, I’ll ask if they think it’s important to be liked. Occasionally someone blurts out: “I don’t care if people like me, as long as they respect me” (and you can tell by the way they say it—no one likes them!). But let’s be honest, it’s hard to respect someone you don’t like, and it’s hard to like someone you don’t respect.
Everybody loves a comeback story—whether it’s in sports, the movies, or real life—where somebody overcomes adversity, beats the odds and snatches victory from defeat. It usually comes down to a defining moment when everything is on the line, and they quietly tell themselves “I got this”.
In the wake of so many tragic shootings, it’s hard to deny that violence is all around us—at work, in society, and everywhere we turn. We live in an agitated world where tensions are high, and people act out in unhealthy ways through not only physical attacks but also flaring tempers and other acts of “incivility” from subtle to overt.
the U.S. Women’s Soccer Team just won the World Cup (again). They are unquestionably the most dominant and successful woman’s team in soccer. Despite their achievements they are paid significantly less than players on the U.S. Men’s Soccer Team–who didn’t even qualify for the last World Cup. When they won the game fans weren’t chanting “U-S-A”, they were chanting “Equal Pay”.