Inclusion and Diversity

The title of this blog post is not hyperbole. These two words have become the key company employment driver and target marketing. Just watch any Netflix or Amazon production and commercial television ads; they contain many diverse couples.

Ironically, there is actually a risk of alienation, when diversity and inclusion are not fully defined. I recently reviewed a company’s "team". The 55 members did reveal ethnic diversity, but I could not detect anyone over 40. Is this considered inclusive or diverse? From a marketing perspective, Millennials rule, but GenX and Baby Boomers are still in the workforce and GenZ is now joining the workforce.

The question: Should inclusion and diversity go beyond sexual orientation and ethnicity and include all generations?

Team vs. Individual Structure

Below is a simple diagram of the difference between a team based department or organization verses letting the associates drive the structure. I have witness both environments. Team is not a corporate buzzword, it is a key ingredient to successful company growth. Large teams consist of teams within a team.

Team Based	Individual Based
Develop Leaders	Anarchy
Staff Growth	Power Struggles
Member Contributions	High Turnover
Self-sustaining	Stagnant

Why Teams Fail

Lack of Management Support

Wrong member make up

Lack of correct tools to succeed

These elements are tried and true team based analysis and experience. Let me focus on the Team based structure, as the Individual based structure is counter-productive.

Teams can be functional or cross-functional:

• Functional - Specific expertise
• Cross-functional - Project driven areas

The goal of both teams is goal setting, process improvement, trends sharing, and subject matter collaboration. This list is by no means inclusive of all team elements.

The Key Performance Indicator (KPI) is streamlined operations or process efficiencies. Remember the profit equation contains two sides revenue and expenses. Although a department may not be revenue generating, it can add to the bottom line with performance efficiencies by having less overhead costs, i.e. fewer associates required output the current workload, or handling more workload, contributing to the revenue side of the profit equation.

I hope this blog entry will encourage you to recognize the benefits of a team base structure or review your current teams’ structure.

Lifelong Learning

One of my favorite inspirational leaders is Peter Drucker. I first learned about him, during my very first class in college. Decades later, I am still gathering his leadership insights. Peter Drucker lived during multiple wars, economic up and down turns, the industrial and digital age, always staying relevant.

On a recent vacation, I came across this quote from Peter Drucker, "We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn."

In my career, I had the advantage of working closely with consumer product trainers. I leaned a lot about learning styles. I, myself, am a lifelong learner. This is evident by reinventing my own career, transferring my marketing agency operations to the financial tech industry. In both industries, I mentor Project Managers.

This century requires a lot of soft skills, in addition to the required position hard skill sets, including technical acumen. I believe lifelong learning is required to be relevant, just as Peter Drucker demonstrates.

There are four steps of learning, I have developed, applicable to any type of learning - academic, life, the workplace, seminars, online, anywhere.

• Receive – read or listen, gathering the lesson’s content
• Absorb – processing and understanding the information
• Retain – know the information for the relevant time
• Apply – provide the knowledge/skill where beneficial

The last step may not come immediate. Some lessons provide a foundation for future lessons or teaching others.

Lifelong learning should be in people’s DNA that want to grow and/or succeed. The more you grow, the more value you possess, in any situation.

Break the Routine and See What Happens

Occasionally, I come across an article that speaks to my management philosophy and compelled to share on my blog. The article below is from the Smashing Magazine Editor, Vitaly, and can be found here.

[Article Start]

Daily routine is wonderful — predictable, efficient and comfortable. But when we need to find that one spark of a genius idea, breaking out of the regular schedule can do wonders. In a way, that’s also because we’re used to following patterns in our lives. It’s perfectly reasonable to go to a cinema on a Friday night, but it seems to be a bit off to go on a Monday morning. It may seem fine to be burning the midnight oil, just to realize the next morning how terrible the output of the work was. Last but surely not least, it often feels strange to take off early on a Tuesday, as it’s the beginning of the work week. It doesn’t have to be.

Some of the most profound ideas that I have discovered for my work and life stem took place whenever I broke my daily routine and got away from the hustle bustle of everyday life. I often felt that I have to beat the entire world by working more and working harder, and sometimes even felt awkward when I took a few more days off. However, every now and again we need to step away to see the big picture, so that we can recharge when diving into fine details and keep ourselves going. It’s outside of the comfortable day-work-time when wonderful ideas emerge.

So, what about a little experiment? What if you asked your team members to do something that makes them happy on a Thursday morning? What if you gave them a few extra vacation days, or asked them to work outside of the office on Wednesdays? Or perhaps consider introducing ‘no-meetings-on-Fridays’ or ‘do-what-you-love-Wednesdays’?

But most importantly, perhaps take a bit of time off. You are smart, helpful, and hard-working — so take at least a day or two to step away, and maybe do something kind to yourself and to people around you, or the people you’ve never met. And guess what: the world will keep spinning, and you might finally catch that idea you’ve been chasing in vain all these years.

[Article End]

Here is a practical application example: During a client challenge, which required very long days for the team and accompanying stress, I bought a case of silly string. I literally "forced" the team out of the building, into the parking lot, and spray away! A great tension break and any pent up energy release.

Now, it's your turn.

Project Manager Traits

Having been a Project Manager and managing Project Managers, I have identified three critical traits to be an excellent Project Manager. Currently, I have the privilege to train a team of Millennials, whom have never been Project Managers. I appreciate their anxiousness to learn. Below is what I have imparted on them, not only as a starting point, but also for performance evaluation.

• Meet Deadlines
• Raise flags when any element is jeopardizing the timeline
• Be pro-active on approaching deadlines (internal and external)

The first two bullets seem obvious, but to a new Project Manager, not so much. They bear full emphasis on their key responsibilities.

The third bullet requires the most attention. Without it, inexperienced PMs will wait for the responsible party to fulfill their duties on-time. This is a major process fail point, with potential, and substantial, penalties.

Here is one more piece of wisdom to impart on a new, or experience PM for that matter, that coincides with the third bullet. An acronym that should be a poster on every Project Managers wall.

P - Push

U - Until

S - Something

H - Happens

Ensure your Project Managers lead the schedule and connect with each area on the project, before the deadline!

If Project Managers follow these basic guidelines, the projects' success is assured.