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Posts Tagged ‘diversity

14
Dec

A few years ago, I attended a session facilitated by Stephen M.R. Covey. Mr. Covey presented his very compelling case for how trust increases the speed (and decreases the cost) of doing business. He was right, higher trust equals greater speed. But he was missing a very important part of the equation–diversity. I am worried […]

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07
Jun

  A while back, I wrote a post on LinkedIn asking whether the women on teams are leaning in.  Read it here. I got one comment with a bit of a “blame the victim” message.  I didn’t write to women to blame them, I wrote to women because I feel passionately about helping them add […]

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25
Jun

I had six different conversations about diversity this week. Of all the methods I use to come up with content for this blog, I take the synchronicity rule most seriously—if six different people want help to think through the topic of diversity in one week, it’s time to write a post. Here are some of […]

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30
Apr

We are ridiculously obsessed with experts in our society. Sure, experts have their place: I’m not keen on the idea of being operated on by an amateur, but we’ve taken things too far. There are risks of being so dependent on, and deferential to, experts. Risk #1: experts have tremendous depth in one particular area […]

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16
Mar

This is the second part of a post inspired by a guest post I did for Tanveer Naseer’s blog.  The guest post and the first and second installments of this post explore how your biases and prejudices about your team members affect the quality and tone of conflict.  If you haven’t read the first half, […]

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04
Sep

How many times have you heard a teammate say something that was exactly what you were just about to say?  You pat yourself on the back and think “hey, I was going to say that.” Often in these situations, we use that old adage “Great minds think alike.” That’s exactly what happened to me while […]

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24
Apr

  I’m preparing for a session with a team that has significant conflict issues. Half the team is engaging in personal, nasty, and divisive conflict. The other half of the team is disengaging and hiding from the conflict. Both are major issues. It is a great reminder that most of us are struggling to find […]

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