As mentioned in my first Blog (Blog #1), I am not against formal classroom training for Diversity and Inclusion (D & I). As the CEO, you need to construct a strong foundation within your Executive Leadership Team (ELT), first. My last Blog (Blog #4) introduced the Intercultural Development Inventory (IDI), as the focus for ELT development. In my opinion, this assessment tool is the best at creating awareness and action-oriented development steps, when administered by a Certified IDI Coach.
As a Certified Coach with IDI, I strongly recommend that your internal Chief Diversity Officer (CDO) becomes familiar with the tool and should eventually become an IDI Administrator. Immersing your ELT to this development tool and the process will be one of the best investments that you make as a CEO. There are companies/individuals that charge up to $1000 per person for completing the assessment while providing a single feedback session. A Fractional CDO, certified in the IDI methodology, can bring this critical strategic action step to life in your organization. Once certified, it should become a critical component of the CDO’s role, as we work to identify a mid to long term solution for D & I continuity, once my “Sunset” work has been completed. The Fractional CDO should provide this service as part of their monthly stipend, except for a small Administrative Charge that IDI imposes on each assessment.
Establishing the ELT IDI foundation should take no longer than 60 days. Once the ELT journey has begun in earnest, then the CDO should work with you and your team to establish a series of ongoing “Listening Sessions.” It starts with the CEO & CDO facilitating a company-wide session followed by each ELT member replicating a similar session within their own business units. Leveraging your CDO in preparation, delivery, and follow-up should be your best approach to optimizing honest and constructive feedback. This format should occur on a regular basis for the first year, minimally.
These two steps, IDI and Listening Sessions, will go a long way in establishing your commitment as the CEO. Your team will sense your sincerity, especially if you reinforce your message by becoming a member of the “CEO Action” group, now counting over 1000 USA based CEOs from businesses of all sizes. There is no cost to join and membership provides your ELT a litany of fantastic DEI resources. Your CPO should be able to help you get signed up with this group. When you couple these three (3) steps with a strong Diversity Council and integration of a strong D &I lens in every aspect of your business, your company’s DEI approach will truly start to enhance positive outcomes and impact improving engagement that drives financial results.
My next Blog will continue Part 3 of the DDC Systemic Approach by diving deeper into measurement and expanding D & I advocates. Please remember, a Fractional CDO approach can balance results and costs, quickly and effectively. The DDC approach is meant to be a “Sunset” position that ensures sustainable value and impact for years to come. At the end of the engagement, together, we will identify the proper advocates whether a Full-Time CDO or a sharing of the responsibilities by all members of the ELT.
Dave Daniels is an accomplished Senior Business and Human Resource executive with a proven track record of developing, implementing, and delivering upon both short and long-term results. He has held management and executive-level positions with companies large and small throughout the United States. Dave has managed his career in a way that provides him with an exceptional breadth of experience and capacity to contribute to improving brand and financial results for his employer in every capacity he has served.
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Jim Weber – Managing Partner, ITB Partners
Jim Weber – Managing Partner, ITB Partners
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