Our approach is simple: We help Government and Educational organizations manage and train staff, employees, and clients on diversity issues without blame, fault or guilt.
We understand that people are doing the best they can with what they have. Yet we encourage them to examine themselves, explore other cultures, and become allies for others.
We work to move people’s behaviors not by pushing them or making them feel guilty. We dissect, analyze, and making meaning of the issues that challenge us in a fair, balanced way that people can hear and understand. We motivate individuals to create something collaboratively.
All Human Behavior is Goal Directed
All human behavior is goal directed which means that people do what they do because they believe that it is helping them reach a goal. We help get things in order when the organization’s goals differ from personal goals and old behaviors don’t work any longer.
We Love Bigots, Racist, and Homophobic People
We know that people are not born hating others. We have been taught to hate. This provides us with an opportunity to re-educate those that have been miseducated. People truly can learn, change and grow. This process takes time, energy, and humbleness to see their point of view to help them create new and better behaviors.
Attitude is Not Just an Emotion
I have heard people say that your attitude is more important than skill or ability. I would like you to think about an attitude as a side effect of something more profound. When people get what, they want they have a good attitude. When they are denied, they have a bad attitude. When their goal is achieved, their attitude improves. Goals drive attitudes and attitudes are side effects of goals. We have to be clear about professional and personal goals. We help clear the air to create a healthy organizational climate, increasing performance and customer service.
FAQ:
1. Describe the methods you have used to train employees on how to deliver and increase customer service to a diverse clientele with various ethnic and cultural backgrounds.”
First if all we understand that all human being have the similar goals and that it is often their methods of obtaining these goals that either increase conflict or create misunderstanding of the motivation of certain behaviors. So by focusing on the needs, desire and goals of the customer we can engage them where they are. We also encourage people to extend gratitude, respect and honor as the only sure fire way of obtaining those productive behaviors.
2. How do you recognize different ways in which someone may be insensitive,
inappropriate or offensive to individuals?
People are doing the best they can with the resources, education and environment they have been expose to, so with that in mind we welcome discussion, decent-ion and free thought that helps us all expand how we see the world and increase individuals goal focused performance.
3. Describe your philosophy of cultural competence and what steps you recommend for employers to take to ensure their employees maintain cultural competence.
Cultural Competence begins with understanding one’s culture. It is interesting that many American’s have not read the Constitution , are not familiar with Declaration of Independence and have little idea of the protections of the 1964 Civil Rights Act. All that said, it is clear that people have different methods to obtaining their goals that we must analyze and taboo that we must take into account. There must be a balance of looking in and look out, knowing our immigration stories and begin open to other having theirs.
4. Discuss bias, stereotypes and prejudice and describe how your training addresses these challenges in a work environment.
The awful truth is that people are allowed to be bias, hold prejudice and operate with stereotypes, there are no laws that prevent those states of being. However it is illegal to discriminate. What we know is that bias, prejudice and stereotype build and the ultimate result is discrimination. We work with folks to challenge their perceptions, assumptions and world view.
5. How do you demonstrate and teach techniques to reduce conflicts on diverse teams?
We help folks by asking a simple question, ” The consumer, receive dignity and honor and respect in that interaction?” This question seems simple but with closer examination we begin to see that the reduction of conflict is directly related to the emotional impression that is created in each of our interactions. We teach employees to be intentional until it because habitual.
6. Discuss your ideas for encouraging creativity, flexibility, and innovation from a diverse mix of peers.
We believe that people have the answer their own problems and we create experiential activities, simulations and improvisational techniques to explore the dynamics of diversity and the empower individuals to play and become free thinkers.
7. What are your methods of sharing one’s own perspective to those of diverse backgrounds?
Many of the stories that are shared in the presentations are designed to allegories or fables used to demonstrate that practical application of the tools or techniques that have have been employed by me or others that I have learned from. Key concepts will be repeated no matter the content for repetition and to demonstrate the gravity of the core concepts. Which means that if you attend more than one of my sessions you might hear the same joke, more than once.