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Casual Articles - Diversity Training: The Worst Possible Reasons to Request Executive Funding
Starting Online Business is only the first step in the battle. Sure it is a good idea to start an Internet marketing campaign if members of your target audience are likely to use the Internet to research or purchase the products you sell or the services you offer but these marketing efforts may turn out to be a complete waste of time if you are not diligent about evaluating the response to your Internet marketing. This means each time you implement a change to your marketing strategy; you should evaluate the results of the change to determine whether or not it generated a greater profit for you. This is important because it can help you determine what is working and what is not working for you.Evaluating the response of your Internet marketing can be do
In other words, while frontline staff are talking about diversity training in a way that increases costs, executives are looking for strategies to decrease costs and increa
Imagine one evening while you try to put order in the old attic, amidst the dark and the dust gathered by the years, you discover an old photo album, last century’s early version of a home multimedia database…A photo album, containing mostly black & white photos of family elders –occasions like weddings, gatherings, celebrations, trips around the world, full on sentimental value, and even – why not – historical value. After all, at day end, everyone’s own history is a part of the world’s history – seeing it from a philosophical point of view.But unfortunately -as it happens with old technology storage media - time leaves its trace on the photos. For instance visible marks on the surface, dust and scratches and discolouring and fading are constantly popu
And that's the problem.
It leads you to appeal for funding for all the wrong reasons.
Take healthcare for example.
The US foreign-born population comprises a larger segment than at any time in the past five decades. And this trend is expected to continue(1). People of diverse racial, ethnic, and cultural heritage suffer disproportionately from cardiovascular disease, diabetes, HIV/AIDS and every form of cancer. In addition, their infant mortality rates are generally higher(2). Minorities receive measurably poorer care and they suffer for it.
Great reasons for diversity training. Disastrous reasons to ask for executive funding for your diversity program.
If you doubt me, just look at your budget. Chances are you’re getting sincere encouragement from the boardroom but not budget codes that represent significant financial resources.
Here’s the nut of the problem.
If you're at or near the front lines--the medical floor if you're in healthcare, or sales or service if you're in a corporation--the discussions you're having about diversity training are not the discussions your executives are having.
In healthcare, for example, when physicians, nurses, and their department heads discuss diversity training, they talk about the increased needs they experience in serving minority populations.
That conversation centers on health disparities among ethnic and cultural minorities, how they might be overcome, the new treatments that are called for, and new techniques and perspectives staff need to be educated in.
That discussion is all good. All well-intentioned. And every part it increases the expense side of the income statement.
Your executives are having a discussion of their own.
What they want to know is how diversity training impacts the business of whatever business you're in. In healthcare, that means increasing your appeal to minority patients, competing for private purchaser business, responding to public purchaser demands, and improving cost effectiveness.
In other words, while frontline staff are talking about diversity training in a way that increases costs, executives are looking for strategies to decrease costs and increa
In the United States we have many industries, which continually hire illegal aliens and illegal immigrants and we all know, which industries are the greatest problems. For instance the Building Industry is a huge problem, as they hire sub-contractors knowingly who hire illegal aliens by the busload and who are clearly operating outside the law. So, is the Building Industry Forsaking our National Sovereignty?Well consider the number of illegal aliens who work in the building and construction industry, who most likely would never have come to the United States if they actually knew that there was not a job awaiting them once they illegal snuck into the country? It is interesting that the building industry is filled with diehard Americans and unfortunate t
Great reasons for diversity training. Disastrous reasons to ask for executive funding for your diversity program.
If you doubt me, just look at your budget. Chances are you’re getting sincere encouragement from the boardroom but not budget codes that represent significant financial resources.
Here’s the nut of the problem.
If you're at or near the front lines--the medical floor if you're in healthcare, or sales or service if you're in a corporation--the discussions you're having about diversity training are not the discussions your executives are having.
In healthcare, for example, when physicians, nurses, and their department heads discuss diversity training, they talk about the increased needs they experience in serving minority populations.
That conversation centers on health disparities among ethnic and cultural minorities, how they might be overcome, the new treatments that are called for, and new techniques and perspectives staff need to be educated in.
That discussion is all good. All well-intentioned. And every part it increases the expense side of the income statement.
Your executives are having a discussion of their own.
What they want to know is how diversity training impacts the business of whatever business you're in. In healthcare, that means increasing your appeal to minority patients, competing for private purchaser business, responding to public purchaser demands, and improving cost effectiveness.
In other words, while frontline staff are talking about diversity training in a way that increases costs, executives are looking for strategies to decrease costs and increa
In many respects, e-learning has matured as a technology and industry. Today we will look at how web-based learning management systems can and are being used as part of the customer support function in a company or organization.What is a learning management system?Learning management systems (LMSs) are web-based software application platforms used to plan, implement, and assess learning processes related to online and offline training administration and performance management. LMSs provide an instructor a way in which to create and deliver content, monitor learners’ participation, and assess student performance. They also provide learners with the ability to use inter
Here’s the nut of the problem.
If you're at or near the front lines--the medical floor if you're in healthcare, or sales or service if you're in a corporation--the discussions you're having about diversity training are not the discussions your executives are having.
In healthcare, for example, when physicians, nurses, and their department heads discuss diversity training, they talk about the increased needs they experience in serving minority populations.
That conversation centers on health disparities among ethnic and cultural minorities, how they might be overcome, the new treatments that are called for, and new techniques and perspectives staff need to be educated in.
That discussion is all good. All well-intentioned. And every part it increases the expense side of the income statement.
Your executives are having a discussion of their own.
What they want to know is how diversity training impacts the business of whatever business you're in. In healthcare, that means increasing your appeal to minority patients, competing for private purchaser business, responding to public purchaser demands, and improving cost effectiveness.
In other words, while frontline staff are talking about diversity training in a way that increases costs, executives are looking for strategies to decrease costs and increa
When you need system integration, do you handle it yourself or pass it on to a specializing firm? If you are one of the many that handle this process yourself, you may want to rethink just why you do this and if it is the right choice for you. Many skilled individuals even pass off the process to others simply because of the time and investment that is needed. What do you do with your system integration needs?Here are some things to question about whether or not you should be handling these needs or looking for someone else to do it.• Beyond everything else, knowledge is power. If you are not sure you can handle the task in front of you, then finding someone that can is an easy reason to look elsewhere. There are any number of companies that
That conversation centers on health disparities among ethnic and cultural minorities, how they might be overcome, the new treatments that are called for, and new techniques and perspectives staff need to be educated in.
That discussion is all good. All well-intentioned. And every part it increases the expense side of the income statement.
Your executives are having a discussion of their own.
What they want to know is how diversity training impacts the business of whatever business you're in. In healthcare, that means increasing your appeal to minority patients, competing for private purchaser business, responding to public purchaser demands, and improving cost effectiveness.
In other words, while frontline staff are talking about diversity training in a way that increases costs, executives are looking for strategies to decrease costs and increa
It's possible that in the course of your business dealings, you may (just may) have to deal with a complaint from a customer or client ....There are two ways you can go about this:1. You can stand up for your rights (and lose the customer and any possible referrals)2. You can keep your temper and keep your customerREPLIES TO COMPLAINTSMost businesses these days have (or should have) as their policy that the customer is always right. It's far better business sense to replace a couple of items which don't need replacing, and reap the reward of customer satisfaction and possible referrals, than to insist on your rights and lose unknown numbers of customers and referrals.So, the aim of your response to an irate customer is
In other words, while frontline staff are talking about diversity training in a way that increases costs, executives are looking for strategies to decrease costs and increase income. As long as the frontline and boardroom talk past each other, programs like diversity training will fail to receive the recognition and funding they deserve.
But you don't need to wait for a more enlightened day. In fact, you can turn a few switches on yourself.
If you're a real advocate of diversity training, I recommend you start assembling a "business impact model", the sharp dark line that connects performance on the front line with your organization’s ultimate business goals. There are some very good books where you can learn about this quickly. "The Success Case Method" by Robert Brinkerhoff and "Performance Consulting" by Robinson and Robinson are good places to start.
Here’s the short course.
Instead of asking for money for diversity training, start from the top down. Look at your unit’s business needs. In healthcare, this shows up as patient satisfaction scores, days in treatment, staffing levels, number of adverse events and law suits, and such.
Next, recognize that when your organization fails to work effectively with minority consumers, it’s not only the consumers who suffer. You need to point out how your organization is missing its numbers, how improved performance on the frontline will help your unit meet it’s goals, and how diversity training will create the improved performance you need.
Let me give you an example. Here’s how diversity training translates to lower liability costs in hospitals.
Hospitals administrators have a significant incentive to reduce medical malpractice claims. If you do a little digging, you'll find out that four of five patients who sue haven't suffered medical negligence(3). Patients sue because they feel devalued, deserted, misunderstood, and misinformed(4).
Combine that with the knowledge that minority patients are less sati
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