Executive Coaching about Diversity and Inclusion to Improve Performance and Develop Working Relationships
Situation:
The VP of Canadian Sales for a Fortune 100 manufacturer had a Canada-based Sales Director team of formerly independent business people and a US-based marketing support team. He needed to improve the effectiveness of this leadership team so they could leverage each others’ strengths.
Solution:
This involved executive coaching and facilitation. Coaching of the leadership team helped them identify their underlying leadership style strengths and issues. A custom intervention refocused the leadership team on their strengths and their working relationships.
Outcome:
The leadership team successfully developed a new effective working relationship and a common focus on serving the customers’ needs.
Situation:
An executive with an Equal Employment Opportunity (EEO) compliance background assumed leadership of a Fortune 100 company’s existing diversity and inclusion strategy. The executive had to come up to speed quickly on many tactical and strategic issues.
Solution:
Executive coaching focused on leading-edge diversity concepts, strategy formulation, creation of executive briefings, building an external network, and management of relationships with existing employee network groups and business unit HR and diversity teams.
Outcome:
The new diversity leader came up to speed quickly and was able to make effective use of new opportunities to keep the diversity initiative on track toward long-term objectives.
See more about how MDB Group can design an executive coaching solution specific to your needs.
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Spotlight on Building Inclusion
Almost all organizations say they want a more-inclusive workplace. Some can define what this looks like. Very few organizations achieve anything close to “full inclusion". Why? It takes a change in mindset about diversity and cultural difference.
Growing an organization and its business through full inclusion typically demands some mix of the PICAS factors (Productivity, Innovation, Creativity, Agility, and Safety). Full inclusion requires cultural and behavioral change from the CEO to the newest employee. To learn more visit these pages:
