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Divercial 011: Bold but True · The Business of Alignment - Powered by The E1B2 Collective

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  I have a bold opinion. We cannot deny that d e and i
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  continues to ebb and flow as a priority inside of the biggest
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  companies in the world down to the smallest companies in the
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  world. We cannot deny that.
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  I could give you data statistics reasoning.
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  We're not going to do that today.
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  But I do have a bold idea. Can we all raise our hands in
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  them? It actually I'll start this way.
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  I want to ask you all the question.
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  It's a question that I literally have been asking myself doing my
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  30 minutes of reading this morning.
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  For those that forgot, you know, I do about 30 minutes to an hour
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  of studying every single day. But anyway, I have a big bold
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  question. Something I ask myself and I'm
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  asking you what's one piece of dni that we believe is never
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  going away? I'll give you some comparable
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  examples. We see like like for example
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  paying employees like you have to do that, you have to have a
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  payroll system, it seems like you have to have an ETS these
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  days. Once you're Big enough company.
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  It seems like you have to have it a try.
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  It is it seems like, you know, for your for my marketing and
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  partnership. Folks, you have to have a CRM
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  internally as a tool for your, for your sales individuals, for
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  your account Executives, whatever.
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  It's going to be. What's the one tool or the one
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  thing, the one initiative that we all can agree is never going
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  away. As it pertains to do, you know,
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  I'm going to go out of the limb and say the I'm thinking.
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  I'm going to grab the limb and say the one factor that's never
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  going away as having the recruiting teams.
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  Filling the pipeline of Talent with diverse Talent /, reaching
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  a, certain quota internally of diverse talent that is actually
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  inside of your company. I believe that's never going
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  away. Like, I think every company will
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  remove the and I leaders will, you know, double down on every
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  other initiative in the world and say, we'll get to d&i a
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  little bit later, down the road, whether it's microagressions,
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  whether it's compensation, whether its performance, man,
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  all these other factors, if they look at it from an isolated D in
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  our perspective, but I will say, I do believe that making sure
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  you have diverse talent in the pipeline and divers Town inside
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  of your company. I believe that it's never Going
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  away. So if that is the case, I'm
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  sitting up here that means I'm I mean I'm locking in if that is
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  the case, then what I believe we should do is the following
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  Denial is leaders out here listening.
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  Take everything that you do and that's what we're doing here at
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  diversion. Take everything that you do.
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  And bake it fully into the best practices of the HR Suite
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  because we also agree that HR is never going away.
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  Companies that fire HR leaders at scale are just completely
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  idiotic. So what you going to do, run a
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  company which I should Marketing Executives, your sales
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  Executives, your technology partner, like what are you going
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  to do, right companies that do that I just completely known
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  understand right? But those are very few and far
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  in between, right? So, bake everything into the HR
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  core function of your business and truly remove the initiative
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  in the word of diversity, equity, and inclusion as this
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  big. Overall.
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  Hey, this is this is the theme of the energy that we're
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  deciding to bake in call it something else.
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  I don't have that upset my head today but make sure that it's
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  baked into everything else that you do and I sign whoever you
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  had as a dni leader bake them into the HR.
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  Sweet. Give them a different title
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  disguise them if you will. And give that person as well as
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  other HR leaders as well as your typical mid-level management,
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  all the way up to your vpz or c-suite the responsibility to
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  help carry the load. Bacon, which would have already
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  done the principles. The best practices, the tools
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  that the resources are from, from the dni perspective, bake
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  it into your Performance Management, bake it into your
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  communication structures. They can insert internal comms.
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  They get into compensation bake it into technology, design
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  selection and design, make it into team, design, bake it into
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  everything that you do. Sorry for the interruption.
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  Let's get back to the show. My apologies, the white chime
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  didn't. So I had to press pause for a
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  minute, but the punchline of what I'm trying to share this.
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  If you can bake it into everything that you naturally
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  need to do, you're going to have teams, you're going to have to
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  review them for my Performance Management perspective, you're
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  going to communicate with them, you're going to send them
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  information, you're going to put them in teams, you're going to
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  analyze them. Those teams are going to,
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  they're going to eventually promote someone, right?
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  You're going to pay people. You're going to do these things
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  anyway. So, take all the best practices
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  and themes of all the work that you were doing Indie and I and
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  all the energy that was making. Everyone go crazy.
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  And when I say, go crazy, I think, I think at a feelings and
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  logical perspective, we all believed all the dni work.
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  But for whatever reason, the organizations, and the leaders
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  that run these organizations, they don't want to, they don't,
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  they don't want to that when times get hard, they don't want
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  to laser it in, lock it on this d&i terms.
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  So just remove it, take all that energy and just bake it into the
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  Fabrics of what you're already doing connected to HR, give the
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  dni leaders different titles, whatever you got to do.
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  Right. Remove ego.
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  And the only thing that I believe is going to withstand
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  the the weapons and flows of this world in time for my dni
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  perspective. Is.
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  Is making sure you have a diverse pipeline. and making
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  sure when you go and you look at your numbers internally that you
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  have diverse representation at the executive level, all the way
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  down to the bottom floor of your organization.
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  I believe that's how it's going to go.
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  I believe that is something we have to be thoughtful of, I
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  believe that's something that diversity was clearly trying to
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  do. And that's something, I think a
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  lot of leaders need to think about and be conscious of As
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  always just a few thoughts, just a few perspectives.
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  We will talk soon. As always just a few thoughts,
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  just a few perspectives. We will talk soon.