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The Ethics of Diversity and Occlusion

This was originally published on March 20, 2013 as “Diversity and Occlusion” as a continuing dialog on diversity as an ethical position for company management. Being more of a legal than a moral issue in most instances, there is a search for new grounds to measure these ethics. According to Ayn Rand, “Every aspect of Western culture needs a new code of ethics – a rational ethics – as a precondition of rebirth.” No, that… Read More »The Ethics of Diversity and Occlusion

Consultants – Part 2: When and How To Engage

There is a time and place for everything. Hiring an external consultancy is no exception. By the very nature of being “external” these consultants bring valuable insight into the company and make solutions happen. They do not perform this function by stepping in and taking charge. They have the expertise to do this, but their value added comes from knowing how to work as a catalyst. They cause results by means of their influence and… Read More »Consultants – Part 2: When and How To Engage


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Change is inevitable… except from a vending machine. – Robert C. Gallagher This week touched on various aspects of change. The one thing that is always constant in business as well as life is change. When the winds of change blow, we have two alternatives: to accept the change or resist it. Either can be a right choice. I guess the exact opposite of the blowing winds of change are when things around us suck.… Read More »Change

Change Is Not Always the Answer

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There was an article published in the Harvard Business Review Blog Network about six months ago titled Change Management Needs to Change. Lately everybody seems to have a new concept of change management, but most are only changing the name to “transformation” or calling it modification or alteration. This article hits the nail on the head: The problem is not with change management, it is with the managers of change. After 50 years and countless… Read More »Change Is Not Always the Answer

Workplace Taboo Part IV – Race and Ethnicity

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The mere mentioning of a name that implies ethnicity can prompt stereotypical responses. A classic experiment reported in the Journal of Applied Social Psychology sent email messages to landlords advertising apartment vacancies in Los Angeles County over a ten-week period. Names that implied Arabic, African American, or White ethnicity were attached randomly to these messages and not surprisingly the “White” names received significantly more responses. We just passed a grim anniversary of the 9/11 attacks… Read More »Workplace Taboo Part IV – Race and Ethnicity


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