People’s acceptance to change rarely exceed the expectations of their managers. Jim Woods
Every diversity and inclusion project goes beyond the mission. Despite how uncomplicated and discrete a project appears initially, it will evolve in the framework of a complex, interacted, and problematic organization. That means part of a leader's job must be to create conversations, experiences, and conditions that facilitate the organization's embrace of diversity, equity, inclusion, and change. Since over 75% of change, programs fail, and diversity, equity, and inclusion are change programs, it is improbable that any organization can have a "robust" program as the finish line is constantly shifting. At Woods Kovalova Group, we think of these as DE&I interventions.
We approach intervention DE&I in various ways, dependent on the shape and scale of the business and the innovations we are working to enable. But every DE&I intervention involves constructing experiences for an organization's participants that go well beyond rationality and engage the emotions fundamental in the question "Why must we change now?"
Here are three tools we use:
Transformational empathy
When organizations have trouble imagining issues being different than they are, or when they are removed from the judgment of their customers and employees, the experience of being immersed in somebody else's viewpoint can free up their thinking. The preferred outcome is that participants come away from the experience in agreement about the challenge we are solving and an emotional understanding of why things need to change.
Co-create
While leaders and employees may not feel capable of changing the way things work today, and when there are certainly cynics among them, we involve them throughout the process. The process of mutual creation should ensure everyone is responsible for approving and implementing the new vision feel empowered and confident in the design and approach.
Shared vision
The support of employees and leaders from all groups is vital. We create a shared vision of the future that brings everyone together around where they are going and help them imagine how it would look. A compelling shared vision encourages a sense of belonging and inspires people to create change together.
Remember This
Don't forget that DE&I programs, from design to "conclusion," are about emotion as much as logic. Successful DE&I interventions are emotional experiences. Therefore identify the emotional outcomes you hope to achieve, and then design a way to reach them. Together.
About Jim Woods
Jim Woods has been a global diversity and inclusion expert since 1998. He advocates linking strategic interventions to bottom-line business results. He is a D&I innovator and respected thought leader, having written numerous leadership books and contributed to many publications on the subject of strategic diversity and inclusion and leadership solutions. As President and CEO of Woods Kovalova Group, he has had the privilege of working with clients that include Whirlpool, the U.S. Army, Homeland Security, Deseret Bank, Seimens, and myriad organizations and individuals everywhere.
He has taught fifth-grade math and science along with teaching human resources and leadership on the university level. Mr. Woods holds a bachelors’ degree in business administration and leadership. Including a master’s of science in organizational development and human resources.
He delights crowds as a speaker and is an accomplished children’s book author. Mr. Woods landed his second Fortune 1000 client while homeless living in his car. Work with Jim.