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Showing posts from April, 2024

Build the Future: Diversity in AI to build experience technologies.

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Artificial Intelligence (AI) is the most transformative technology of the 2020’s . With AI’s vast potential to automate and optimize version 1 drafts, book summaries, or tips to Value hidden diversity.  AI is in all industries. However, as with any human-computer interface (HCI) technology, there are concerns about biases, physiological offsets, and veracity of the data used by AI. One such concern is the lack of diversity in AI development, which hinders the creation of truly inclusive and representative technologies. For example, statistically more than eighty percent of NBA players identify as non-white. Figure 3-1, ChatGPT response to ethics and diversity questions. In this case any question you ask AI about becoming a professional NBA player would result in a bias toward a non-white plan or advice. Moreover, the AI has adopted a cultural bias that equality in the NBA is defined as more non-white than white based on the us population. Figure 3-2 AI defines equality in the NBA as no

Value diversity to improve business prospects

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Diversity is a crucial component that plays a role in business growth and success. A diversity baseline is essential for businesses to understand and value diversity. My experience has taught me that a baseline ensures I build better teams, attract a broader customer base, and foster a more creative and innovative work environment. Diversity balanced with a Stretch mindset will ensure businesses leapfrog these goals and drive key results. I value diversity by embracing and celebrating differences in individuals, including differences in generational ethnicity, mental operating frameworks, and individual experiences. When i Coach to value diversity, my business leaders build more inclusive teams that are better equipped to tackle challenges from different perspectives, resulting in better outcomes and more innovative solutions. One way I incorporate a Stretch mindset into diversity initiatives is to actively seek out diverse talent during the hiring process. This involves partnerships w

Improving Diversity for growth at scale and speed (Individual & Organizational)

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In today's deeply diverse world, businesses must adapt to the unseen landscape and embrace diversity to achieve growth and success. Promoting diversity has often been a challenge, as it involves breaking away from traditional industrial practices and adapting to new complex ones that are challenging. However, businesses that embrace Valuing diversity in their workforce will realize the benefits, including increased creativity and improved problem-solving abilities that create new revenue, expand existing revenue, and increase in productivity that compliments cost reduction. To improve diversity for business growth, individuals and organizations must first recognize the importance of valuing differences in the unseen personal histories and mindsets. Leaders will actively collaborate with communities to increase diversity, actively recruit underrepresented unseen abilities, promote neuro-diverse equity, personal history empathy, and provide equal opportunities for all in the workplac

Dimensions of Diversity (the unseen race and neurodiversity)

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Diversity comes in many forms and can manifest in different ways. The most visible aspects of diversity often revolve around physical appearances such as race, ethnicity, gender, and age. However, there are dimensions of diversity that are often unseen or unacknowledged, such as a person's connection to their racial identity and their neurodiversity. These dimensions are important to empathetically explore because they have impact on how people interact with others and experience life. In terms of race, diversity goes far beyond hair type, eye shape, lips, ears, and clothes. A person's connection to their racial identity may be informed by what they feel and instinctively align. These feelings and instincts include their cultural practices, traditions, language, and history. For example, a young man who appears to be White may have a strong affinity for and connection to their Indigenous heritage and culture, e.g. Chickamauga-Cherokee and Dragging Canoe. It is important for him

Value Diversity: History of diversity & increasing complexity

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Modern work demands knowledge transfer: the ability to apply knowledge to new situations and different domains. Our most fundamental thought processes have changed to accommodate increasing complexity and the need to derive new patterns rather than rely only on familiar ones. Our conceptual classification schemes provide a scaffolding to connect knowledge, to make it accessible and flexible. David Epstein, Range: Why Generalists Triumph in a Specialized World As I open the section and I think about how people perceive diversity, it’s often based on the things that they can see. I can see your skin color. I can see your hair color. I can see your clothes. The things that we believe make us different oftentimes group us in ways that separate us.  It is in that see-group mindset that I seek to focus us to Value diversity. We focus on what we cannot see.  Dr. Jordan Peterson says it best when he says, “there are more differences within groups than between them." What people don’t know

The GIVES framework test for improving others

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The GIVES framework test for improving others I provide you the leader or team member with a test to give others before and after talking to them about the Growth of oneself and Improvement of others. I recommend this test be given to others and ask them to rate “you” as the leader in these areas. Here's a sample test that you can use to verify someone's knowledge in improving others with a basis in Growth, Improvement, Valuing diverse mindsets, Experiencing nations and their cultures, to create a Stretch mindset: Part 1: Growth Mindset Instructions: Choose the best answer that completes the sentence. 1. A growth mindset is the belief that... a) intelligence is fixed and cannot be changed b) learning stops after school c) one can develop their abilities through hard work and dedication 2. Which of the following statements best describes someone with a growth mindset? a) They shy away from challenges b) They believe that their abilities are predetermined c) They embrace challeng

Build environments that will encourage the improvement-inspiration-drive

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Building an environment that encourages growth, improvement, and value diverse mindsets is essential for creating a team that is driven and inspired to perform at their best. A stretch mindset is also necessary to help your team grow and improve continuously by providing new challenges and opportunities for them to learn and develop their skills. To begin building an environment that encourages growth and improvement, it's important to create a culture of continuous learning. This can involve providing ongoing training and development opportunities, mentoring programs, and feedback sessions to help team members identify areas of improvement and make actionable plans to work on them. It's also important to value diverse mindsets and experiences. This can involve actively seeking out team members with different cultural backgrounds, educational and professional experiences, and skill sets. By bringing together a diverse team, you can develop a broader perspective and address chal

Become a People-Steward over a People-Manager

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As the world grows increasingly interconnected, the importance of leadership that prioritizes the well-being of individuals and communities cannot be overstated. Being a people-steward is not just about managing individuals, but about developing and nourishing them in a way that is mindful and compassionate. In contrast to a people-manager who may focus more on controlling and directing their team, a people-steward strives to cultivate an inclusive and diverse culture that values the unique strengths and contributions of each individual.  There has been a shift in the approach of management from being task-oriented to being people-oriented. The conventional method of managing people and resources no longer resonates in contemporary workplaces. There is a need to transition from being a traditional manager to becoming a people-steward. A people-steward is an individual who values diversity, experiences different cultures, and stretches their mindsets to improve themselves and others. Th