When I first saw this ad from H&M, the huge retailer, I thought, “What kind of diversity do they have on their marketing team?”
What my colleague Tina and I know from our training as coaches and Tina’s certification as a Diversity Professional is that diverse work groups would have noticed this and someone would have raised the red flag to stop the campaign.
Knowing that, I then wondered, “Did someone notice and not care enough to stop the campaign?” Did they notice and mention the problem, and their words fell on deaf ears? What kind of corporate culture would thwart “the someone” from speaking out? What kind of corporate culture would be dismissive if “the someone” spoke up and no one cared? And finally, did the organization know and choose to alienate a large group of customers (now former customers)?
As our nation struggles with gender equality as well as diversity and inclusion, those issues seep into boardrooms and workplaces. Tina and I have been consultants and coaches long enough to be a part of the trends. We used to advise companies to stay away from politics. Now organizations are making statements with their policies and their attitudes.
As Oprah so powerfully stated at the Golden Globes recently (echoing the female leaders in Hollywood), “a new day is on the horizon”. While Oprah was referring to women long being silenced by powerful men, the lesson extends beyond Hollywood and beyond sexual harassment. Organizations must create appropriate times and places to hold conversations regarding what is appropriate in their company. Companies are “at risk” when they don’t take the time to assess their workplace culture or have an independent group do that for them.
Every day another company, industry and celebrity is exposed for wrongdoing. At Concordia, we know that the more diverse a workplace, the more effective the workplace. And we don’t define diversity with only ethnicity, gender, and age. In response to the news and the world we currently live in, we have developed a new program on Diversity and Inclusion. And it’s not what you are thinking. There’s no guilt, shame, or uncomfortableness. It’s actually a lot of fun and we will work with you to make sure your team wants to be there. Give us a call if you want to know how Diversity and Inclusion can be both fun and profitable.
We’ve already examined reasons why a webinar is a more engaging way to conduct meetings than a conference call. Now, what are some ways you can make your webinar even more effective?
First of all, remember to take full advantage of the additional sense your participants have with a webinar; the sense of sight.
What will you present visually?
Below are some ideas:
- A relevant cartoon or comic at the very start or mid way through the meeting. They can be found ???
- An overview of the meeting goal
- A chart showing the pros and cons of the topic
- Head shots of the presenter and the participants
- Still pictures of the weather if attendees are across the country or across the world
- Charts and graphs
- A picture of a salad, pizza or sandwich if it’s time to end the meeting and it’s right before lunch.
What are some additional visuals you have seen that have made webinars memorable for participants?
With a webinar, two rather than one of the senses is engaged. Rather than relying completely on sound, the presenter can also engage the sense of seeing.
You also have the ability to:
- See who is on the call (take attendance)
- See who has left the call
- Mute or unmute, so there are no embarrassing background sounds
What else can you do using a webinar format?
Polling or voting also lend themselves to a webinar format. It’s fun to start the meeting with something entertaining.
How many of you watched the Emmy’s last night?
Then move into the substance of the meeting. How many of you will still be able to meet your departments goals, given the budget cuts?
A webinar is a way to better engage your audience and therefore better communicate with them as well.
What are some benefits you’ve experienced using webinar format?