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Designed and Presented By Dr. Cal LeMon, Executive Enrichment, Inc.
Minnesota Pupil Transportation Association
Training Conference
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How many of you are seated next to a really
“different” person?
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To get a copy of Cal’s presentation today go
to:
www.execenrichment.com
Choose “Free Resources”
Choose “Slide Presentations”
Choose “MAPT 2010”
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Describe a situation,
anywhere in your life or work, when
you had a clear message “you are
different from me/us.”
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This scorpion wanted to cross a river, so he asked the frog to carry him.
“No,” said the frog, “no, thank you. If I let you on my back you may sting me, and the sting of the scorpion is death.”
“Now, where,” asked the scorpion, “is the logic of that?” (for scorpions always try to be logical). “If I sting you, you will die and I will drown.”
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So the frog was convinced and allowed the scorpion on his back. But just in the middle of the river he felt a terrible pain and realized that, after all, the scorpion had stung him.
“Logic!” cried the dying frog as he started under, bearing the scorpion down with him. “There is no logic in this!”
“I know,” said the scorpion, “but I can’t help it—it’s my character.”
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Ethnic, Gender,
Religious
Diversity
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What is your ethnic heritage?
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If the entire world population was shrunk into a village of 100
people and keep all the existing ratios the same, it would like this:57 Asians
21 Europeans
14 from the Western Hemisphere (north and south)
8 Africans
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52 would be female48 would be male
70 would be non-white 30 would be white
70 would be non-Christian30 would be Christian
99 would be heterosexual1 would be homosexual
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Each year, India’s college and universities produce
about 350,000 engineering graduates—Daniel Pink
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One out of ten jobs in the U.S. computer,
software and information
technology industry will move overseas in
the next two years.
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At least 3.3 million white-collar jobs
and $136 billion in wages will shift from the U.S. to
low-cost countries like India, China
and Russia by 2015.-- Forrester Research
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The buying power of African-
Americans, Hispanic and
Asian Americans was 756 billion
dollars last year.
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Business owned by women are one of the most rapidly
expanding parts of the U.S. economy.
Last year, 7.7 million companies in the U.S. were
owned by women – an increase of 40%
since 1999.
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Behavioral Style
Diversity
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When I walk out of a pupiltransportation
meeting, my colleagues
may say ‘He/she
certainly is______________.’
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SEnergetic
EnterprisingEnthusiasticStimulating
QuickCreativeAware
EBy the book
AdministrativeEfficient
OrganizedBottom-line
orientedImpatient about detailsMakes quick decisions
LArbitratorAdaptiveFlexible
CompromisingFair
LoyalCooperative
FDoes well in a
routineData seeker
Supports logic/structure
DependableControlled
SteadyConservative
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Since my lastreport, this employeehas reached rockbottom and has started to dig.
Since my lastreport, this employeehas reached rockbottom and has started to dig.
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I would notallow thisemployeeto breed.
I would notallow thisemployeeto breed.
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When he opens his mouth, it
seems that it is
only to change feet.
When he opens his mouth, it
seems that it is
only to change feet.
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This employeeis deprivinga villagesomewhereof an idiot.
This employeeis deprivinga villagesomewhereof an idiot.
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1. A colleaguetapes up a photo of
a scantily-clad woman.
a. Tape up a similar photo ofa man.
b. Talk to the colleague’s boss.
c. Talk to thecolleague.
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“That photo makes
me uncomfortable. I’d appreciate it if you’d take it down.” Don’t escalate
the situation unnecessarily, or return one offense
with another.
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2. The grapevinesays a new job openingis reserved for “certain
types of people” only—and you’re not one of them.
a. Ask your boss if you should apply.
b. Don’t apply, but grumble about
reverse discrimination.c. Apply immediately.
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Make sure yourboss can support your
application. If the position is reserved to make sure the organization includes different points of view, a good boss will tell you so –
and will remember your concerns.
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3. A jobapplicant arrives in a
wheelchair at an interviewfor a job that involves quickly
moving around your transportation offices.a. Explain your concerns about how the disability would affect
performance.b. Ignore the wheelchair in the interview, but don’t seriously
consider the candidate.c. Ask how the candidatewould handle the job’s
requirements.
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Focus onabilities, not disabilities.
Letting your concerns pre-empt a candidate’s qualifications could
constitute discrimination under the Americans with
Disabilities Act.
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A poll of 1,195 working Americans by
the Unum Life Insurance Company
reveals that 71 percent of them would be “very”
comfortable working with someone who
has a physical disability.
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4. A co-workerrushes past your
desk at lunch time, doesa double-take, turns, and
asks where the best Chinese food is nearby – even though you’re
Japanese-American.
a. Say, “What makes you think I know?”
b. Say, “I’m Japanese-American, myself, but Hunan Dragon is great if
you like it very spicy.”
c. Say, “I have no idea.”
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When othersmake racial assumptions
about you without meaning to offend, take the
opportunity to offer a polite enlightened
response.
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Financial Diversity
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How the Mighty Fall by
Jim Collins
How the Mighty Fall by
Jim Collins
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Hubris Born of Success
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Undisciplined Pursuit of More
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Denial of Risk and Peril
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Grasping for Salvation
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Capitulation to Irrelevance or Death
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59% of the entire village’s wealth would be in the hands of only 6 people and all 6 would be from
the United States80 would live in substandard
housing70 would be unable to read
50 would suffer from malnutrition
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1 would be near death
1 would be near birth
1 would have a college education
1 would own a computer
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The Diversity
Skills
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“Behaviorchange
happensmostly by
speaking to people’s
feelings.”
-- John Kotter
“Behaviorchange
happensmostly by
speaking to people’s
feelings.”
-- John Kotter
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“Strength from Diversity” Questions
1. What are we in danger of losing if we collaborate?
2. How can we avoid loss if we collaborate?
3. What do we stand to gain if we collaborate?
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“Strength from Diversity” Questions
4. Who/what is our commonconcern/competitor?
5. What do we need to say and do in order to find
our strength in our diversity?
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Are there unspoken diversity issues for you when you stand in front
of your staff?
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1. Internally view each employee as a distinct
individual.
How to Lead in a Diverse Pupil Transportation
Workplace
2. Specially catch yourself in the process of “casting”
people into groups/attitudes/competencies
. 3. Accept everyone will
experience some discomfort.
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4. Insist on using equal performance standards.
5. Provide constant feedback (positive and negative).
6. On a one-on-one basis, confront stereotypical behavior
and language. 7. Watch organizational “imprinting” and eliminate if you
find it. 8. You are the person who will determine if diversity is a success
or failure.
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When you have a conflict between people/groups in your pupil transportation workplace, ask this question,“How wouldthis situationhave beenresolvedwhenyou were a child?”
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Systems do not
produce quality;
people do.
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Victimization is a product of an environment;
becoming a victim is a choice.
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A truly happy person is one who can enjoy the scenery
on a detour.
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If you would like to keep hearing from Cal
through a free, monthly on-line
journal of his creative ideas for your career development, please leave your business card or write your e-
mail address on a piece of paper and leave on the back
table.
![Page 74: Designed and Presented By Dr. Cal LeMon, Executive Enrichment, Inc. Minnesota Pupil Transportation Association Training Conference](https://reader034.vdocuments.mx/reader034/viewer/2022052618/551439e35503462d4e8b45ce/html5/thumbnails/74.jpg)
To get a copy of Cal’s presentation today go
to:
www.execenrichment.com
Choose “Free Resources”
Choose “Slide Presentations”
Choose “MAPT 2010”