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Leveraging DIVERSITYfor Improved Results

Larry Olmstead / August 15, 2008

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Today’s discussion

A strategic view of diversity

• Definition of terms• What does a high-performing, diverse team look like?• Connecting diversity to the organization’s work• Leveraging diversity for bottom-line results• Application of concepts to Cuesta College• Your comments and questions

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Ground rules

• Participate• Listen well• Teach, or learn• Right or left, not

right or wrong• Keep confidences• Have fun!

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About Leading Edge Associates

• Leading Edge helps organizations improve their capacity to lead and manage. Our special expertise is in leadership development, organizational change and diversity.

• Founded July 2006• Based in San Jose, CA• www.leadingedgeassociates.net

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Leading Edge – What we do

Organizational Change Leadership Development and TrainingLeadership Assessment Research Edgeline e-newsletterExecutive Coaching Diversity/Inclusion Webinars and Seminars

www.leadingedgeassociates.net

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Evolution of organizational diversity initiatives

• Affirmative Action• Understanding Differences• Managing Diversity• Leveraging Diversity• Strategic Diversity

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Definitions

Diversity, as it relates to the workforce, refers to the mix of people, background and skills needed to achieve the organization’s goals.

Diversity/inclusion work is about identifying, acquiring and utilizing diverse backgrounds and perspectives to maximize the organization’s effectiveness in its service to the community, marketplace and/or targeted audiences.

LEADING EDGE ASSOCIATES

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Benefits of diversity

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“Beam me up, Scotty!”

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The crew of the Enterprise

• Describe this team• What kind of diversity does it bring to the table?• What factors contribute to high performance?

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Diversity, by itself, means little …

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… if it’s not connected to organizational drivers

ty, by itself, means little for organizations

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Strategic Diversity defined

What are the hallmarks of a strategic approach?

• Think big-picture • Think “business case”• Think alignment • Don’t get caught up in just “doing stuff”; seize tactics

that build momentum and deliver results• Build alliances• Assess organizational readiness for diversity initiatives

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The Opportunity: Key questions

• Market analysis: Who are our current customers? Who do we wish to add? What is our market share in different communities? What customers or communities are being underserved? What new products or services can attract new customers? What is the opportunity?

• Which workforce strengths can be leveraged in pursuing the opportunity?

• What is missing in the workforce that must be overcome?• How much investment is needed to pursue the opportunity?• What return on investment is expected, and when?• Collaboration: Who must get involved to ensure success?• What does success look like? What milestones are important?• How does the opportunity tie to our mission/values/overall

organizational goals?• Is our plan viable? Is the organization ready?

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Driving results with diversity

• View

Gaining wider perspective; seeing new markets, new customers, new partners; gaining input from more diverse sources; creating and pushing a vision

• Innovation

Creating an environment where ideas flourish, offered by diverse group of people

• Communications

Developing skills that allow for effective communications to wide variety of audiences

• Selection

Getting the right people into the right roles

• Teamwork

Effective management of high-performance multicultural teams<#>

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Are the results you are seeking strategic enough?

Are they linked to the central goals and mission of your organization?

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Leveraging diversity for results

• View• Innovation• Communications• Selection • Teamwork

In small groups: Choose one area that represents an opportunity for Cuesta College to drive results.

Propose an action step that will move Cuesta closer to achieving results in this area.

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Questions? Comments? Suggestions?

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Contact us

• Larry Olmstead(408) 997-2905larryo@leadingedgeassociates.net

www.leadingedgeassociates.net