Recently, I had the opportunity to contribute a chapter to an IGI Global publication titled Building Learning Communities: Collaborative Coaching as a Catalyst for Talent Development in Higher Education. You can read the chapter here: https://www.igi-global.com/chapter/building-learning-communities/389775
The chapter explores a theme that has shaped much of my professional life: the transformative power of coaching and community in higher education. As I reflect on the ideas I shared there, I’m reminded why this work continues to matter to me so deeply.
Shaped by Leadership Roles in Higher Education
Much of what I know about building effective learning communities comes from my years at the University of Alabama and the University of Central Oklahoma. Serving in senior leadership roles at both institutions placed me in environments where collaboration was not just helpful but essential. I learned how teams thrive when people feel empowered to contribute, when communication is intentional, and when leaders invest in others’ growth.
These experiences taught me the importance of developing people through meaningful dialogue, reflective practice, and shared responsibility. The collaborative approaches that were necessary in those roles became foundational to my understanding of how coaching can strengthen teams and enhance institutional culture.
The Heart of the Chapter: People Grow in Community
At the core of the chapter is a simple truth: meaningful development rarely happens in isolation. Whether students, faculty, or staff, individuals thrive when they are supported by intentional communities of learning. Coaching becomes the mechanism that holds these communities together, a structured space where reflection, vulnerability, accountability, and growth are possible.
Throughout my career, I’ve seen institutions invest in new programs, technology, or organizational structures while overlooking the human connections that make these efforts successful. Sustainable improvement begins with people, not systems. Coaching empowers individuals to engage, to question, and to evolve in ways that ultimately strengthen the institution.
Leadership Development Requires More Than Training
One of the arguments I make in the chapter is that leadership development is not a one-time event. It’s a continuous process shaped by dialogue, mentoring, and real relationships. Traditional training has value, but it cannot replace the depth that coaching offers. Through coaching, leaders learn to think critically, to navigate complexity thoughtfully, and to cultivate environments where others can succeed.
This approach builds not only individual capacity but also collective resilience. Institutions marked by trust and reflective practice tend to weather change more effectively.
Why This Matters in Today’s Higher Education Climate
Higher education is experiencing enormous pressure — demographic shifts, economic uncertainty, heightened expectations, and increasing demands for accountability. In such an environment, learning communities anchored in coaching are not optional. They are essential.
They create space for honest dialogue. They help institutions retain talented employees. They nurture student success. And they foster cultures where growth is expected, supported, and celebrated.
These are not theoretical concepts; they are practical approaches that shape institutions and the people who work and learn within them. And while my examples come from higher education, the lessons extend far beyond it. Coaching, collaboration, and intentional community-building have relevance in virtually any organizational setting, making these insights broadly applicable across many professional and leadership environments.
A Continuing Commitment
Writing this chapter was more than an academic exercise. It was a reaffirmation of my lifelong belief in the power of human development. Despite the challenges, the disappointments, and the moments that test one’s sense of purpose, I remain deeply committed to the work of building communities where people can learn, lead, and thrive.
Thank you for engaging with this work. The conversation about coaching, learning, and leadership is ongoing, and I look forward to contributing to it in meaningful ways.
Workplace sabotage can manifest in various forms, including gossip and rumors, undermining colleagues, passive-aggressive behavior, direct confrontations, and exclusion and cliques. Gossip and rumors involve spreading false or harmful information about colleagues, leading to mistrust and hostility. Undermining colleagues means deliberately sabotaging a colleague’s work or reputation by withholding important information or providing incorrect guidance. Passive-aggressive behavior includes using sarcasm, giving the silent treatment, or making backhanded compliments to create a toxic atmosphere. Direct confrontations involve engaging in open arguments or heated discussions that disrupt workflow and increase workplace tensions. Exclusion and cliques entail forming exclusive groups and excluding others, leading to feelings of isolation and resentment.
As a person of color, my professional journey has been marked by distinct experiences. At times, I noticed a difference in how I was treated compared to my peers. Reflecting on these experiences, I acknowledge that while not always the case, there were instances where peers made efforts to create a challenging workplace environment for me. This was unfortunate, and sometimes these actions may have been unintentional. However, in other situations, I perceived these challenges as deliberate acts of workplace sabotage.
I believe sharing my experiences could be valuable to other professionals of color facing similar workplace confrontations perceived as sabotage. It’s important to navigate these situations with awareness and resilience, seeking support and utilizing resources within the organization. Addressing such challenges requires a proactive approach, documenting incidents, seeking guidance from mentors or HR, and advocating for a supportive workplace culture that values diversity and inclusion.
The Unique Impact on People of Color
People of color often experience workplace sabotage differently and more intensely due to systemic biases and racial discrimination. The impact can include increased scrutiny, where people of color face higher levels of skepticism regarding their capabilities and contributions, making them more vulnerable to sabotage. Isolation is another issue, as exclusion from informal networks and social circles within the workplace can limit their access to critical information and opportunities. Stereotyping leads to biased evaluations and unfair treatment, further exacerbating feelings of inadequacy and frustration. Microaggressions, which are subtle, often unintentional comments or actions that reinforce negative racial stereotypes, can undermine confidence and create a hostile work environment.
Examples of Workplace Sabotage Against People of Color
Examples of workplace sabotage against people of color include questioning competence, withholding information, overloading with work, credit stealing, and negative performance reviews. Questioning competence involves doubting or questioning the qualifications and capabilities of people of color, often without basis, undermining their confidence and professional standing. Withholding information is the deliberate exclusion of people of color from important meetings or withholding crucial information that could aid their job performance. Overloading with work means assigning excessive workloads or menial tasks to people of color, making it difficult for them to succeed or advance. Credit stealing occurs when others take credit for the ideas and contributions of people of color, hindering their recognition and career progression. Negative performance reviews involve giving unfairly critical performance reviews based on biased assessments, which can impede career growth and job satisfaction.
I recall one situation where a peer noted that the functional area that I was supervising had encountered a few findings based upon a routine institutional audit. I was shocked as the area always was meticulous in its operations. I did my research and discovered that in this case, they had done everything that they were expected to do also. They had asked for an exception to a policy through another department, and that department had granted the exception. They had the information in writing. I was relieved because the errors seemed to be out of character for the department. When I followed up with the colleague who mentioned the findings to me regarding what I had discovered, they elected to ignore them. They made it a point to report to my supervisor and other institutional leaders that these audit findings had been discovered in one of my areas. The ability to triangulate my findings was not difficult as the individual supervised the department that made the exception. After bringing it up on several occasions, I was literally told that there was nothing that could be done, as “that ship has sailed”.
The Impact of Workplace Sabotage
The consequences of workplace sabotage are far-reaching and can affect both the individual and the organization. Decreased productivity is a significant impact, as the stress and distraction caused by sabotage can lead to decreased focus and efficiency. Lower morale is another consequence, as persistent sabotage can erode morale, leading to disengagement and dissatisfaction among employees. Increased turnover is a likely outcome in a hostile work environment, prompting valuable employees to leave and resulting in higher turnover rates and loss of talent. Health issues can also arise, with prolonged exposure to a toxic work environment causing physical and mental health problems, such as anxiety and depression.
When I have encountered these situations, it has caused a tremendous amount of stress and anger. I tried to navigate through them, but there are some who are very well-equipped in strategizing to create difficult situations for their “colleagues”. Many people of color like me have not been taught this game. They are not ready for these situations. They have not had mentors who have provided them with the reality that these types of games are played. I was naïve enough to believe that if I showed up and tried to do the right things professionally that others would support me. Over time, I realized that these types of things did occur, and it diminished my appreciation of the workplace and those around me who engaged in these situations. The toxicity caused me to have many reservations about trying to collaborate as trust had been deteriorated because of the environment that was created. I spent more time trying to figure out ways to get work done around these individuals rather than being able to be strategic. When employees of color experience these situations, it creates undue stress, second guessing, and overall a lack of desire to exist in the environment.
What to Do If Workplace Sabotage Impacts You
If you are experiencing workplace sabotage, it’s important to take proactive steps to address the situation. Start by documenting incidents of sabotage with specific details, including dates, times, and individuals involved. Keep a record of any emails, messages, or documentation that can support your case. I didn’t do a good job in this area. I wrote things off and continued to try to move forward. No one wants to be the “snitch” as some may perceive it as weakness or that you are not a team player. However, at the end of the day, your ability to be effective in your work is diminished anyway, so why not be proactive in addressing the issue head on.
Consider discussing your concerns with a trusted colleague, mentor, or supervisor who can offer guidance and support. Raising awareness of the issue within the organization can sometimes prompt action to address the sabotage. Talking to mentors and colleagues for support is crucial, even if some may not have the authority to intervene—they can still provide a listening ear. Personally, I struggled in this area because I didn’t share my experiences widely. It’s important to note that those who engage in such behavior are often adept at preemptively shaping a narrative. When you approach your supervisor, they may already have framed the situation in a way that undermines your credibility. It’s unfortunate, but it’s a tactic used by some individuals.
Seeking professional advice or assistance from HR or an employee assistance program (EAP) can also be beneficial. These resources can provide confidential support and guidance on how to navigate the situation effectively. I am delighted to see that there has been more openness by people of color to discuss mental health, but I grew up in an environment where you were perceived as weak if you requested assistance. It was a societal perception, and it was a part of black masculinity. I have since been engaged in much counseling and support, but I left a lot of money/benefits on the table because I did not take advantage of EAP back then. Don’t allow that to happen in your case.
Additionally, prioritize your well-being by practicing self-care and maintaining a healthy work-life balance. Dealing with workplace sabotage can be emotionally draining, so it’s essential to take care of yourself physically and mentally. I always joked that as a black man, my life expectancy is much shorter than other groups. As people of color overall, that tends to be the case. Don’t allow these jobs to kill you. Take care of yourself and establish boundaries. Create physical and mental well-being structures in your life to overcome these challenges.
Lastly, consider exploring your options for recourse within the organization, such as filing a formal complaint or grievance if the sabotage persists and impacts your ability to work effectively. It is not always an easy situation, and it is not the preferred solution, but if you plan to remain at the organization, you have got to put an end to this harassment. Speak up and act to save yourself and your career.
Addressing Workplace Sabotage
You should not be alone in experiencing this type of harassment in the workplace. Your leadership should be proactive in making sure that they are not complicit in allowing this to happen. To combat workplace sabotage, organizations must implement proactive measures. Preventing conflicts in the workplace is as crucial as resolving them. Organizations can achieve this by creating a positive workplace culture that encourages teamwork, trust, and inclusivity, helping employees feel valued and reducing misunderstandings and disputes. Recognizing achievements and fostering camaraderie through team-building activities can further enhance this positive environment. Additionally, providing conflict management training equips employees with skills in communication, negotiation, and emotional intelligence, enabling them to address and resolve conflicts constructively. Such training promotes active listening and empathy, helping employees engage in productive conversations and prevent conflicts from escalating.
Open communication is crucial, encouraging open and honest dialogue about workplace dynamics and conflicts to identify and address sabotage early. Diversity and inclusion initiatives are essential to foster a culture of diversity and inclusion, reducing biases and creating a supportive environment for people of color. Clear policies on acceptable behavior and conflict resolution procedures should be established and enforced. Support systems, such as mentorship programs, should be created to help people of color navigate workplace challenges and build strong professional networks.
Conclusion
Workplace sabotage can significantly hinder the productivity and well-being of employees, particularly people of color who may already face systemic biases and discrimination. By understanding the unique challenges they face and implementing effective strategies to address and prevent sabotage, organizations can create a more inclusive and productive work environment. Open communication, supportive management, and a commitment to diversity and inclusion are key to fostering a harmonious workplace where all employees can thrive. I learned much through my many years of professional experience, but there are many things that as I continue to reflect on this career that I now realize that I still have opportunities to grow. Experiences in the context of workplace sabotage is just one of them.
I am a firm believer that everyone deserves a second chance. In some cases, individuals make mistakes, and once they have completed their “debt to society”, it is important to allow those individuals to reengage with society as employed citizens. However, employment opportunities are limited because potential employers will not consider them because of their past history. I have witnessed this firsthand, but there are organizations that are committed to second chance hiring.
Second chance hiring is a concept that has gained traction in recent years, as employers are recognizing the value of providing opportunities to individuals with a criminal history. By giving these individuals a second chance at employment, companies can not only support their rehabilitation but also benefit from a diverse and inclusive workforce.
Understanding the Concept of Second Chance Hiring
The philosophy behind second chance hiring is rooted in the belief that individuals who have made mistakes in their past should not be permanently penalized. Instead, they should be given the opportunity to reintegrate into society through gainful employment. Second chance hiring recognizes that everyone deserves a chance to rebuild their lives and contribute to society in a meaningful way.
At the heart of second chance hiring is the belief that individuals should not be defined solely by their past mistakes. It acknowledges that people can change and grow, and that they should not be forever stigmatized for their past actions. By offering employment opportunities, employers can make a positive impact in the lives of these individuals, helping them reintegrate into society and become productive members of their communities.
Legal Aspects of Second Chance Hiring
When considering second chance hiring, employers must navigate through various legal considerations. These include compliance with anti-discrimination laws, understanding the implications of background checks, and assessing individual circumstances when making employment decisions. It is important for employers to familiarize themselves with the relevant laws and consult with legal professionals to ensure compliance.
Moreover, second chance hiring can also have a positive impact on the overall community. By providing opportunities for individuals with criminal records or past mistakes, employers contribute to reducing recidivism rates and promoting a safer society. When individuals are given a second chance through employment, they are less likely to reoffend and more likely to become law-abiding citizens who positively contribute to their neighborhoods and society at large.
Supporting Second Chance Employees
Another crucial aspect of second chance hiring is providing support and resources for employees who are transitioning back into the workforce. Employers can offer mentorship programs, counseling services, and training opportunities to help these individuals succeed in their roles and continue on a path of personal and professional growth. By investing in the well-being and development of second chance employees, companies not only benefit from a diverse and dedicated workforce but also play a role in breaking the cycle of incarceration and poverty.
During my time in Oklahoma, I was on the board of the Urban League, which did frequent expungement events to provide individuals with criminal records with opportunities to eliminate their criminal record as a barrier to employment. Goodwill Industries provides a variety of programming focused on job training and interview preparations. These organizations, as well as many other nonprofits and employers already engaged in this work, can provide support to organizations as they develop infrastructure to engage in second chance hiring.
The Benefits of Second Chance Hiring
Embracing second chance hiring can have numerous benefits for both employers and employees. Through my research, the benefits far exceed the drawbacks of employers developing second chance hiring.
Boosting Diversity and Inclusion
First, second chance hiring not only boosts diversity and inclusion within a company but also contributes to the overall social impact. By giving individuals with criminal records a chance at employment, organizations can actively participate in the rehabilitation and reintegration of marginalized populations. This commitment to social responsibility can enhance the company’s reputation and demonstrate a genuine dedication to making a positive difference in society.
By hiring individuals with diverse backgrounds, including those with criminal records, companies can foster a more inclusive and diverse workforce. This diversity of experiences and perspectives can lead to increased innovation, creativity, and problem-solving within the organization.
Furthermore, embracing diversity and inclusion through second chance hiring can open up new market opportunities for businesses. By reflecting the diversity of their customer base in their workforce, companies can better understand and cater to the needs of a wide range of consumers. This inclusive approach not only drives business growth but also strengthens customer loyalty and brand reputation.
Filling Labor Gaps
Second chance hiring can provide employers with access to a pool of talented individuals who may have difficulty finding employment elsewhere. This can be particularly beneficial in industries facing labor shortages or skilled worker gaps. By tapping into this talent pool, companies can address their staffing needs while helping individuals rebuild their lives.
Moreover, by investing in training and development programs for employees with criminal records, companies can nurture a skilled workforce that is loyal and dedicated. Consistently, these individuals often demonstrate a strong work ethic and a commitment to personal growth, making them valuable assets to the organization in the long run.
Reducing Recidivism Rates
Research has shown that employment plays a crucial role in reducing recidivism rates among individuals with criminal records. By providing stable employment opportunities, companies can help break the cycle of reoffending, contributing to safer communities and reducing the burden on the criminal justice system.
Additionally, by offering support services such as mentorship programs, counseling, and career advancement opportunities, companies can empower their employees to overcome challenges and build a brighter future. This holistic approach to employee development not only benefits the individual but also creates a positive impact on their families and communities, fostering a cycle of success and social upliftment.
Challenges in Second Chance Hiring
Implementing a second chance hiring strategy can bring significant benefits to organizations, individuals, and society as a whole. However, while second chance hiring offers many benefits, there can be challenges associated with implementing such a strategy.
Overcoming Stigma and Bias
One of the main challenges in second chance hiring is addressing the stigma and biases associated with individuals who have a criminal history. Employers may face resistance from colleagues or customers who harbor negative perceptions or fears. Educating employees, promoting open dialogue, and highlighting success stories can help overcome these barriers.
It is important for employers to recognize that individuals with criminal records often possess valuable skills and experiences that can contribute positively to the workplace. By focusing on the individual’s qualifications and potential for growth, employers can shift the narrative away from stereotypes and towards opportunities for redemption and success.
Addressing Legal Concerns
Employers must navigate the legal landscape surrounding second chance hiring, ensuring compliance with anti-discrimination laws and fair hiring practices. It is crucial to carefully evaluate candidates based on their qualifications, skills, and potential for success in the role while being mindful of any legal constraints or responsibilities.
Additionally, creating clear and transparent policies regarding second chance hiring can help mitigate legal risks and ensure consistency in decision-making processes. By establishing guidelines that promote fairness and equal opportunity, employers can demonstrate their commitment to inclusivity and compliance with legal standards.
Ensuring Workplace Safety
While providing opportunities for individuals with criminal records, it is essential for employers to prioritize the safety and wellbeing of all employees. Implementing robust screening procedures, providing appropriate training and support, and creating a culture of accountability can help maintain a safe and inclusive work environment.
Employers can also foster a sense of community and mutual respect among employees, regardless of their backgrounds, to promote a positive and collaborative workplace culture. By emphasizing the importance of teamwork and communication, organizations can create a supportive environment where all employees feel valued and empowered to succeed.
Final Thoughts on Implementing a Second Chance Hiring Strategy
Employers need a solid plan to effectively implement a second chance hiring strategy. This plan should be informed by change management strategies and industry best practices, which we will explore in detail.
Creating an Inclusive Hiring Policy
Developing an inclusive hiring policy that explicitly addresses second chance hiring can help guide the recruitment and selection process. This policy should outline the company’s commitment to providing opportunities for individuals with criminal records, while ensuring fair and consistent evaluation of all candidates.
When creating an inclusive hiring policy, it is important for employers to consider the specific needs and challenges faced by individuals with criminal records. This may involve collaborating with community organizations or legal experts to ensure that the policy is comprehensive and legally compliant. By taking a proactive approach to address potential barriers, employers can create a hiring process that is fair, transparent, and supportive of second chance candidates.
Training and Development for Second Chance Employees
Providing comprehensive training and development programs tailored to the unique needs of second chance employees can support their successful reintegration into the workforce. This may include mentoring programs, skills development initiatives, and ongoing support to ensure their continued growth and success.
When designing training and development programs, employers should consider the specific skills and knowledge gaps that second chance employees may have. Offering targeted training in areas such as job-specific skills, communication, and conflict resolution can help these individuals build a strong foundation for success in their new roles. Additionally, providing access to ongoing professional development opportunities can empower second chance employees to continue growing and advancing in their careers.
Building Supportive Work Environments
Creating a supportive and inclusive work environment is crucial for the long-term success of second chance employees. This can be achieved by promoting open communication, fostering a culture of empathy and understanding, and providing resources for personal and professional development.
Employers can foster a supportive work environment by implementing policies and practices that promote work-life balance, mental health support, and employee well-being. Additionally, creating opportunities for second chance employees to connect with mentors or employee resource groups can provide them with a sense of belonging and support. By prioritizing the well-being and growth of all employees, including those with criminal records, employers can create a workplace that values diversity and inclusivity.
Finally, do additional searches on “second chance hiring” or “fair chance hiring” to find more resources to create a successful strategy. Also, many state and local chambers have created coalitions of employers who share best practices in implementing and maintaining successful second chance hiring strategies.
Conclusion
In conclusion, second chance hiring offers a unique opportunity for employers to make a positive impact on individuals’ lives while benefiting from a diverse and talented workforce. By understanding the concept, embracing the benefits, and addressing the challenges, companies can implement an effective second chance hiring strategy that supports both individual and organizational growth. Learning about these efforts have been beneficial to me in many ways.
In recent years, the acronym “DEI” – Diversity, Equity, and Inclusion – has become a staple in conversations across various domains, from corporate boardrooms to academic circles and beyond. It represents an aspirational vision of a society where every individual, irrespective of their background, identity, or circumstances, is afforded equitable opportunities and esteemed for their unique perspectives. Yet, within the fervor surrounding DEI, a divide has emerged, marked by misunderstanding, polarization, and controversy.
At its essence, DEI is a celebration of human diversity. It encompasses visible dimensions like race, ethnicity, gender, age, and physical abilities, as well as invisible aspects such as sexual orientation, socioeconomic status, and cognitive diversity. However, a significant challenge arises when DEI initiatives focus solely on race and ethnicity, neglecting other vital facets of diversity.
Personal anecdotes can shed light on the multifaceted nature of diversity. For instance, as a black male who also wears hearing aids due to a hereditary hearing loss, I embody characteristics falling into both the racial and physical abilities diversity categories. While many may recognize my race, my hearing impairment often goes unnoticed. This illustrates the need for a comprehensive understanding of diversity that extends beyond superficial attributes.
In practical terms, equity ensures that individuals receive tailored support to achieve fairness. It involves identifying and addressing systemic barriers that perpetuate disparities in access, opportunity, and outcomes. Achieving equity requires dismantling structures of oppression and ensuring that everyone has what they need to thrive. For example, in my workplace, awareness of my hearing loss is essential for equitable engagement. Colleagues who understand my limitations can facilitate effective communication and mitigate potential safety risks. However, creating equitable opportunities requires not only awareness but also a willingness to accommodate diverse needs.
Inclusion completes the DEI triad, fostering environments where all individuals feel valued and respected. It involves fostering a sense of belonging and empowerment among diverse groups, promoting collaboration, and amplifying marginalized voices. Inclusive spaces not only tolerate diversity but actively leverage it to drive innovation, creativity, and productivity. Despite my hearing loss, I experience a sense of belonging in my workplace, thanks to colleagues who prioritize inclusive practices. Their efforts to accommodate my needs without marginalizing me reinforce the importance of genuine inclusion.
The DEI Outcry
Despite its transformative potential, DEI has become mired in controversy and division. Misinformation and misconceptions abound, perpetuated by fear, resistance to change, and political agendas. Additionally, some view DEI as a threat to their status or comfort, fearing that prioritizing diversity may come at their expense.
Furthermore, the weaponization of DEI rhetoric exacerbates tensions, alienating potential allies and hindering constructive dialogue. Accusations of creating hierarchies of oppressor and oppressed only serve to deepen divisions and stifle progress.
In today’s polarized climate, discussions about DEI often descend into echo chambers, where opposing viewpoints are demonized, and constructive dialogue is stifled. Overcoming this polarization requires a commitment to fostering understanding, empathy, and collaboration.
Through constructive dialogue and education, we can dispel misconceptions and foster a more nuanced understanding of DEI. By recognizing the complexity of diversity, equity, and inclusion, we can transcend divisive narratives and work towards a more equitable and inclusive society.
Navigating the DEI landscape requires embracing complexity and overcoming division. By acknowledging the multifaceted nature of diversity, promoting equitable opportunities, and fostering genuine inclusion, we can realize the transformative potential of DEI and create a more just and inclusive world for all.
Returning to the True Purpose
Expanding on the complexities of DEI, it’s crucial to delve deeper into each component and explore their interconnections. Diversity, as mentioned earlier, encompasses a broad spectrum of attributes, both visible and invisible. While race and ethnicity often dominate discussions on diversity, other dimensions such as gender identity, sexual orientation, disability status, and socioeconomic background are equally important.
Recognizing and celebrating this diversity requires a shift from tokenistic representation to genuine inclusion. In workplaces, for instance, diversity should not be reduced to mere demographics on a spreadsheet. My race, my gender, my physical abilities all contribute to my reality – the essence of who I am. True diversity involves creating environments where individuals feel empowered to bring their authentic selves to work, knowing that their unique perspectives are valued and respected.
Equity, the second pillar of DEI, serves as a corrective lens to address historical and systemic injustices. While equality aims to treat everyone the same, equity acknowledges that fairness may require different levels of support for individuals facing unequal starting points. This could manifest in targeted interventions such as proactive diverse recruitment programs focused on qualified candidates, mentorship initiatives, or accommodations for individuals with disabilities. We can be advocates for one another by acknowledging that there are not equal opportunities to be successful considering our backgrounds.
However, equity efforts often face resistance from those who perceive them as preferential treatment or reverse discrimination. This resistance highlights the need for education and dialogue to debunk myths and foster understanding. Equity is not about taking away from one group to give to another but rather about leveling the playing field and addressing systemic barriers that perpetuate inequality.
Inclusion is the glue that binds diversity and equity together. Inclusive environments go beyond mere tolerance of differences to actively embracing and leveraging them for collective growth. Inclusion involves creating spaces where everyone feels welcomed, valued, and empowered to contribute to their full potential. This requires deliberate efforts to dismantle exclusionary practices and foster a culture of belonging.
One key aspect of inclusion is psychological safety, where individuals feel comfortable taking risks, expressing dissenting opinions, and being vulnerable without fear of judgment or reprisal. Psychological safety fosters creativity, innovation, and collaboration, essential ingredients for organizational success in today’s complex and rapidly changing world.
Concluding Thoughts
Despite the transformative potential of DEI, its implementation is often met with resistance and backlash. Some critics argue that DEI initiatives prioritize diversity quotas over meritocracy or undermine individual agency by categorizing people based on immutable characteristics. Others fear that DEI efforts may inadvertently perpetuate stereotypes or create divisions within communities.
Addressing these concerns requires a nuanced approach that balances the principles of DEI with broader societal values such as meritocracy, individuality, and unity. DEI is not about replacing one form of discrimination with another but about creating environments where everyone has equal opportunities to succeed based on their merits and contributions.
Moreover, DEI is not a zero-sum game where one group’s gain comes at the expense of another’s loss. On the contrary, research has shown that diverse and inclusive organizations outperform their homogeneous counterparts in terms of innovation, decision-making, and financial performance. By embracing DEI, organizations can tap into the full spectrum of human potential and drive sustainable growth and prosperity.
In conclusion, DEI represents a paradigm shift in how we approach diversity, equity, and inclusion in society. By acknowledging the complexities of human identity, addressing systemic barriers to equality, and fostering inclusive environments where everyone feels valued and respected, we can unlock the full potential of DEI and create a more just, equitable, and inclusive world for all.
Sometimes, you experience situations with people who seem to only be interested in themselves, and not in helping others. However, on occasion, you find people who want to do all they can to help others.
That became glaringly true for my family and I recently. We had the good fortune of having our oldest son/sibling graduate from college. It was a once in a lifetime experience that we looked forward to attending. The event was on a Friday morning at 10 am. As our youngest was nearing finals in middle school, we did not want to take him out of school too early on Thursday, so we waited until after school to leave to drive to Monticello, AR. It is just under a five hour drive, so we felt that we could be there before 8:00. That would have given us more than enough rest for the celebratory event the next morning.
We left, and as usual, Shanna and I were enjoying podcasts (Check out our favorite when you have a chance: Stuff You Should Know…shameless plug haha) when we approached Indianola, MS. That’s when our car began to sputter and smoke. I am fairly familiar with cars, and I had never seen anything like it. Needless to say we made it to a Love’s Travel Store (another one of our favorites) when it all but shut down. I called roadside assistance, and due to the model of our car, the nearest dealership was approximately 100 miles away. Considering we would need to be at graduation on time, my top priory was getting it towed and finding a rental car. Easy enough right?!?! Well, not at 8:00 at night in Indianola…the Mississippi Delta.
After many calls, we found a tow truck that would take the car to Jackson, and this is where the goodness of people comes into place. Derek Byars who owns Endless Towing, went above and beyond to take care of us. As everything was closed, and the car rental location would not open until 8:00 the next morning, we were not going to make it to Monticello that night. Derek put the car on the tow truck, recommended a hotel in Greenville, which was where he drove from (about 35 miles), and took us to the hotel because there are no Uber/Lyfts in that part of the world. Taxis were nonexistent also. We would have been stuck if it had not been for him. I must say that his truck was very nice and very comfortable for a tow truck. Hehe
Once we got to the hotel and got settled around 11:00, we tried to get rest so that we could get to the graduation in time. The next morning I was downstairs and looking for a ride to the rental car location. Again, no taxis or other mode of transportation, and the rental car location was not answering the phones before opening. I had seen a gentleman and his wife at breakfast earlier, and after greeting each on a couple of visits to the buffet, I prayed about it, and I blindly asked for a ride after explaining the situation. He was there for his wife’s mother’s funeral, sadly enough, but they were very courteous. They got me there. Once there, the location representatives informed me that they had overbooked on cars (mad). Who does that?!?!! After standing in line to get that news, it was 25 after the hour. The only other place in town that rented cars was the local Toyota dealership. I called, and the receptionist informed me that the two individuals who were responsible for doing rental paperwork were out. I hung up after this disappointing news, but after a little prayer, I decided to call back and tell them story of what was going on with my son’s graduation which was in less than an hour and a half, and it was an hour and ten-minute drive to his campus. The young lady reminded me that they couldn’t help because their representatives were out. I explained that I understood, and I made my way back to the car of the guy who I met at the hotel who had graciously insisted on waiting until I got a car. I had no idea what to do, and at that moment a phone call came from the dealership. The young lady had contacted the owner of Oakes Toyota in Greenville, Bryan Oakes, who had driven to the dealership to figure out a way to help me. Mr. Oakes did not hesitate, and he called one of his other employees in and had him collect my information. It was the most informal rental agreement I have ever signed. Regardless, he made it happen. Unfortunately, it was now 9:15, and I still needed to go back to the hotel to pick up Shanna and Isaiah and all of our things. I did that and drove to Monticello in record time. We made it right after the graduates walked in and the National Anthem was sung. We made it, and we had a chance to watch Michael receive his bachelor’s degree.
Throughout our version of “Planes, Trains, and Automobiles”, we met some folks who found ways not to help us. My faith was reaffirmed in people through the acts of those men who helped us to make it graduation in time. It reminded me of something that I have always tried to do which was be aware of opportunities to help others. We can find a million ways to say no. That’s the easy way out. Find a way to yes, and think of it as merely helping your fellow human being. You never know what bigger impact you will have on that individual’s life. God bless.
Last week during Sunday School, we had a guest speaker who came in to focus on mental health from a biblical perspective. This presentation was part of Mental Health Awareness Month (May). The presenter gave us a sheet of paper and asked us to write an introduction of ourselves. I struggled mightily. It is not something that I had done in quite some time. In my past, I introduced myself quite often. That doesn’t happen like it used to transpire.
As many of you know, I worked in higher education for many years. When I introduced myself back then, I shared my story of my life and educational experiences in hopes that it would inspire others. I felt that that work was God’s calling for me — helping students to access and complete their college education. It was my “calling card”.
Also, I was involved in the community. I grew up in a small community where taking care of others was important, so being involved in whatever community that I lived was important to me. I wanted to always highlight community work and its importance. That was part of who I was.
Since last year, I have not had either the work in higher education to fulfill me, or the opportunity to be involved in the community in the ways that I had in the past. Therefore, this task of articulating who I am was difficult. Those things that had defined me in the past were gone.
I think for all of us, this sense of trying to figure out who we are happens. Your experience may not have transpired in the way that mine did (I pray that no one ever has to experience that.), but it happens. For some, it is retirement. For some, it is becoming empty nesters. For some, it is a career change. For others, it is a loss of a loved one. Whatever the stimulus, there are times when we feel a void in our lives, and we question who we truly are.
It is important to know that you are loved, and you bring so much to the table. God has granted you so many gifts, and He wants you to know that you are more than just that one thing that may be gone or not a part of your life. Understanding your value at all times is so important. In some cases, we define ourselves by titles, the groups that we affiliate with, the car that we drive, or the house that we live in. Those things are all temporary. Realizing who you are and what is at the core of your being has to be a priority. Checking our priorities in life should be an assessment that should be done sooner more so than later. Don’t wait to you have that void. Define who you are now, and remember it is not about stuff and titles. It’s your core values. If all of the material things are gone, who are you, and what do you bring to the table/world? What is most important to you? Contemplate those questions, and when you discover those things, embrace them. Make them the most important things in your life. Know who you are at your core. If you realize that now and throughout your life, you will find true happiness and peace.
When you are starting a new business, you will have to focus on all the important things that will help you achieve the best results. It is important for you to focus on the details that will allow you to get the best outcome. Make sure that you are focusing on the details that will allow you to manage things in the perfect way. By focusing on the things that matter the most, you will be able to come up with a great solution. It is important for you to go through the details that will help you achieve the best results.
If you are not focusing on the basics, then you will end up facing a lot of problems. Here, we are going to discuss all the important tips that you need to focus on when trying to manage your business properly. Let’s have a look at how you can manage things in the right way.
Focus on automation
The first thing that you will have to focus on is automation. If you are automating your business operations, then it will become a lot easier for you to come up with a great solution. Make sure that you are focusing on the details that will help you achieve the best results. It is the perfect way to proceed so you can avoid all the problems that you are facing. If you are not automating business operations, then you will end up facing a lot of problems. It is the right way to proceed so you can make things better for your business.
Use technology properly
One of the most important things that you need to focus on is to use technology to improve things for your business. If you are not using technology in a proper way, then you will end up facing a lot of problems. It is the perfect way to proceed so you can come up with a great solution. Make sure to focus on the details that will help you achieve the best outcome.
Set concrete goals
Another important thing that you will have to do is to set concrete goals. If you are not setting clear goals, then you will end up facing a lot of problems. It is the perfect way to proceed so you can avoid all the issues that you are facing. These are the things that you need to focus on so you can come up with a great solution.
Whenever you are running a small business, you will have to focus on all the important details that will help you achieve the best results. There are various important things that you need to focus on so you can come up with a great solution. Make sure to focus on the basics so you can come up with a great solution. It is the right way to proceed so you can manage things in the right way. By focusing on every single detail that matters the most, you will be able to come up with a great solution.
It is important for you to go through all the important details that you need to keep in mind so you can manage things in the perfect way. Here, we are going to discuss all the important things that will help you achieve the best results. Let’s have a look at how you can improve things for your small business.
Keep financial score
First of all, you should focus on your finances. If you are not managing your business finances, then you won’t be able to come up with a great solution. It is the perfect way to proceed so you can achieve the best results. Make sure to keep financial score so you don’t have to face any problems later on. It is the right way to proceed so you can handle things in the right way. By focusing on the basics, you will be able to make things easier and better for yourself. Make sure to keep financial score of your business to achieve the best results.
Set clear goals
The next thing that you will have to focus on is setting clear goals. If you are not setting clear goals, then you won’t be able to come up with a great solution. It is the perfect way to proceed so you can achieve the best outcome. If you are not setting proper goals, then you will end up facing a lot of problems. Make sure to focus on setting clear goals to avoid problems later on.
Focus on marketing
The next thing that you will have to do is to focus on marketing. If you are not focusing on marketing, then you will end up facing a lot of problems. Make sure to go through the details that will help you achieve the best results. These are the things that you should focus on so you can come up with a great solution.
If you are working as a manager, then you will have to focus on all the important things that will help you achieve the best outcome. Make sure that you are focusing on the details that matter the most so you can achieve the best outcome. There are various important things that you need to keep in mind so you can come up with a great solution. It is the right way to proceed so you can manage things in the perfect way. Make sure to focus on the things that will allow you to achieve the best results.
By paying close attention to the things that matter the most, you will be able to come up with a great solution. Here, we are going to discuss all the important things that you need to keep in mind so you can manage things in the right way. Let’s have a look at how you can improve things when working as a manager.
Develop leadership qualities
First of all, you will have to focus on developing excellent leadership qualities. If you are not focusing on developing good leadership qualities, then you will end up facing a lot of problems. Make sure to focus on the details that will help you achieve the best outcome. It is the perfect way to proceed so you can make things easier and better for yourself. By focusing on the details that matter the most, you will be able to come up with a great solution. It is the right way to proceed so you can achieve the best outcome.
Set proper goals
The next thing that you will have to do is to set clear goals. If you are not setting clear goals, then you will end up facing a lot of problems. Make sure that you are setting clear goals so you can achieve the best outcome. It is the perfect way to proceed so you can avoid all the issues that you are facing. If you are not setting clear goals, then you will end up facing a lot of problems.
Motivate your team
Another important thing that you will have to do is to motivate your team. If you are not focusing on motivating your team, then you will end up facing a lot of problems. It is the right way to proceed so you can manage things in the perfect way.
Corporate strategists are employed for a variety of reasons, including achieving financial, organizational, and expansion objectives. Because they are internal personnel, strategy careers tend to focus on long-term strategy.
Contractors can be recruited as corporate strategists, but due to the nature of their work, they are frequently assigned to short-term strategies and/or elements of long-term corporate strategy that need to be completed. Here is the list of few important careers associated with corporate strategy.
Project Manager:
Project managers steer specific programs inside a team or corporation from inception to completion. In addition, they collaborate with customers, stakeholders, and senior management to determine project needs and approaches.
They develop project plans that detail their timetable, resource requirements, and personnel. Project managers can examine their teams to establish appropriate roles and tasks for each member that improve efficiency by utilizing their specific skill sets.
Throughout the process, project managers give management and other appropriate organizations with regular progress updates. In addition, they may delegate extra responsibilities, mediate issues among participants, and analyze and reassess the current stage of a program in order to best realign the blueprint to fulfill the planned objectives.
Investment Bankers:
Investment bankers help businesses and individuals invest money for profit or to attain a specific purpose. The responsibilities of an investment banker can differ depending on whether they specialize in corporate finance, equity capital markets, or debt capital markets.
On the other hand, investment bankers work with financial leaders or individuals to identify the most significant potential investment solutions across disciplines. They may undertake an in-depth study of an organization’s or individual’s economic history, combining it with market trend analysis.
Investment bankers frequently collaborate with lawyers, accountants, project teams, and public relations groups in corporate environments to understand the company’s investment needs, then identify potential business opportunities and create financial models and presentations to illustrate their recommendations.
Management Consultant:
Management consultants may engage with several firms to assist in forming new management teams or shaping a more united culture within an existing one. In addition, depending on the customer, they may take on additional obligations.
Management consultants may interview owners, managers, and employees on the work environment, personalities on a management team or potential personalities the firm wishes to hire.
They may also research the company and its consumers to better understand possible requirements. The data is subsequently analyzed, and management consultants develop reports and presentations to discuss their improvement initiatives to ensure that the company’s growth is consistent with their findings.
The word from the Pope 