Three Reasons Why You Should Diversify Your Team

More than creating opportunities and organizations that represent our communities, diversity has results in business growth, client retention, and employee engagement. An increase in diversity leads to positive changes within and outside of the workplace, inspiring the employees and drawing in clients. By placing time and effort into inclusion and acceptance, dynamic changes occur, as new and unique minds spur creativity and innovative thoughts. This boost in the organization’s diversity leads to a dramatic increase in original ideas, encouraging a difference in opinions and guiding organizations towards a more innovative and inclusive futures. A myriad of studies have highlighted the tangible effects of diversity. Below are the three main benefits.

Increased Business Results

According to McKinsey Analysis, gender-diverse companies are 15% more likely to outperform their competition. Moreover, ethnically-diverse companies are 35% more likely to outperform similar businesses. Diversity brings economic results to the organization, helping it increase productivity and professional drive through an increase in communication and understanding. The numbers depicted in the table below highlight the need for more women, people of color, and other minorities in positions across the board. Additionally, according to the Harvard Business Review, a team with a member who shares their client’s ethnicity is 152% more likely to understand the client. A multicultural team directly leads to higher client retention, allowing  law firms to cater to a wider community. With the increasing globalization of business and diversity in America, it is important for our teams to fully represent the communities we serve, leading to better employee engagement and customer satisfaction. 

“We believe that diversity is a direct route to excellence. Building diverse teams of lawyers allows us better to solve complex issues that our clients rely on us to address.”

Raoul Cantero
Partner, White & Case Law Firm
Chair, Global Diversity Committee

A Rise in Creativity and Innovation

As we work to incorporate individuals of unique backgrounds into the organization, this increases the level of innovation. According to Forbes’ “Why Diverse Teams Are More Creative,” studies have illustrated the fact that multi-cultural teams have “greater levels of integrative complexity, which is the ability to consider and combine multiple perspectives and points of view.” This highlights a key aspect of diversity increasing creativity in the office space. With a curated team of unique individuals, new ideas break forth, leading the business towards innovative solutions to complex problems. When these teams are presented with a challenge, they develop varied and inventive proposals due to their wide range of thoughts and experiences. A group with a variety of identities holds a myriad of opinions and are therefore more open to change and accepting of new ideas. Additionally, these factors increase the valuable traits of adaptability and flexibility in the office, allowing the firm to be competitive in a quick paced marketplace. Through the utilization of diversity, firms see a large increase in creativity, leading to innovation in the workplace. 

“Diversity inspires innovation and creativity and leads to better decision-making. It is imperative that we work to ensure that the make-up of our firm mirrors that of our clients and the world around us.” 

Paul M. Schmidt

Chairman, BakerHostetler

Attracting New Hires

Alongside innovative thoughts and original business game plans, an increase in inclusion leads to a growth of company’s talent. When looking for new work, members of minority groups often seek out organizations that value diversity, applying to openings in multicultural and gender-diverse offices. A 2014 Glassdoor Survey highlights this fact as 67% of active job seekers surveyed indicated that diversity was an important factor when searching for new employment. These percentage points increase dramatically for minority groups as 72% of women, 89% of Black respondents, and 80% of Asians highlighted the fact that diversity was a high priority when selecting a new job. An increase in workplace diversity makes businesses more appealing to minority groups, leading to more diversity in the workplace! With this cycle, the welcoming and inclusive workplace attracts more individuals with unique experiences, leading to more and more increase in diversity. 

 “When I interviewed here, the thing that struck me the most was that I interviewed with a set of diverse partners. I had interviewed at dozens of Law l00 firms, and this was really the first place where I saw people of color in the room. This really gave me the thought that I can actually make partner here, because there are people here who look like me, and they’re already partners.”

Brian Song
Commercial Litigation Partner, BakerHostetler

Diversity is critical to business growth and its competitive advantage; it leads to positive results in innovation, talent hiring and retention, and economic outcomes. Diversity is imperative not only for the workplace but for the community at large.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

WE ALL HAVE UNCONSCIOUS BIASES

As humans evolved, we exposed ourselves to more and more complex environments, learning about the world around us and harnessing nature to progress. Our brain evolved too, allowing us to take in over 11 million pieces of information per second. However, our minds can only consciously process 40 items of data per second, resulting in the creation of unconscious processing. These shortcuts allow us to quickly process the surrounding environment and make snap decisions about safety, interest, and danger. As time progressed, these automatic thoughts have function from a survival standpoint and also now cause harm in professional, social, and personal contexts in the form of unconscious biases.  

The unconscious describes the subliminal thoughts of our brain. Have you ever taken a drive to a specific destination and arrived at your location without even thinking about your route? This mechanical action falls in the unconscious part of our mind, allowing us to act without fully processing our actions. Biases are preferences that lean towards one person, thing, or group of people. Negative prejudices towards groups may be seen as discrimination and result in harmful stereotypes, racism, or herd mentality. When you combine these two words, you get unconscious biases.

Our once keen “danger detectors” now can create unhealthy and unfair workplace environments. Research has shown that unconscious biases have a substantial effect on hiring practices as well as professional development opportunities. A study found that white-sounding names receive 50% more callbacks than black-sounding names on the exact same resume. This example is a clear demonstration of the subliminal prejudices, which hamper minority individuals from achieving their fullest potential. 

What can we do to manage them? We must take a curious, courageous, and committed approach to increasing diversity and inclusion within the workforce, starting with ourselves and then branching out into our teams and companies. By starting with self-reflection and introspection, we can begin uncovering our unconscious biases and recognizing where we need improvement. After this, we can take the next step: becoming a courageous ally for our minority team members. In this role, we can encourage others to examine their unconscious biases and stand up against subliminal workplace discrimination.

We all have unconscious biases; it’s simply human nature. Now that we are aware of the harm these prejudices have on our community members, team members, and businesses, we can take a stand to dismantle unseen discrimination. By focusing on self-awareness and courageous allyship, we can create an office culture founded on compassion, trust, and inclusion. Unconscious biases affect nearly every workplace struggles with unconscious biases, but we can begin to manage these unknown prejudices with intentional curiosity, courage, and commitment to positive change.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

How Unconscious Bias Affects Business

Unconscious biases are inner predispositions that color our interaction with individuals of different races, genders, or demographic factors than us. While we all know the multiple benefits of diversity, our unconscious biases may be inhibiting us from harnessing the full advantages of an inclusive workplace. Our patterns of networking, brainstorming, and even hiring may fall victim to hidden prejudices. In the workplace, unconscious biases harm multiple operations, but their main effects can be seen in an unequal distribution of opportunities and discrimination. 

Due to prevalent unconscious biases, minority individuals may not receive the same opportunities as their counterparts. For example, some managers unknowingly choose individuals similar to themselves for mentorship, promotions, performance evaluations, and stretch assignments. This practice results in a homogenous group of supervisors with little diversity.

Most astonishingly, factors like race and gender may play a large role in our hiring practices. During my time at IBM, all resumes were presented without demographic markers or even names! This practice is based on recent research that showed employers identical resumes labeled with either white-sounding or black-sounding names. Scientists found that, on average, white-sounding names received nearly twice as many callbacks as black counterparts. This research revealed the reality of discrimination in the workplace. Unconscious biases continue to feed into unjust practices that hinder minority individuals in their professional careers. 

In addition to unequal opportunities, many minorities experience discrimination and harassment in the workplace. Team members may make seemingly harmless comments based on racial or gender stereotypes. Phrases like, “You throw like a girl!” or “You’re Asian. You must be great at math,” or “He is not good with computers, he is a Baby Boomer,” often do more damage than we realized. Words have power, and we must be conscious of the atmosphere we create with our language. These microaggressions may instigate discomfort and tension, leading to a hostile work environment. 

Furthermore, our unconscious biases play a substantial role in team meetings. We tend to listen and appreciate feedback from individuals who are similar to us, resulting in a lack of diversity of thought and ideas. Our unconscious biases can prompt us to dismiss unique individuals. These actions leave our minority team members feeling isolated and decrease the innovation and potential of the workplace. 

We all have unconscious biases. Merely having these predispositions does not mean we are bad people, but we must work our hardest to become aware of our biases to create a better environment at work and in our community. Managing unconscious biases is a challenging and life-long task. With curiosity, courage, and commitment, we can begin a positive journey towards acceptance and understanding. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

How to Manage Unconscious Biases

Unconscious biases are constantly affecting our thinking, reasoning, and perception of people and things around us. This quick process of judgments and decision-making can negatively impact our businesses and social interactions. To overcome these unconscious biases, we must make an intentional effort to question our automatic thoughts and begin to reconsider the world around us. Here are a some critical steps to managing unconscious bias. 

Become More Self-Aware

The first step to overcoming unconscious bias is noticing the problem within ourselves. These quick perceptions are ingrained in our minds as a survival tactic. We must first begin to recognize our patterns of bias and slowly work to disrupt them. The perfect way to do this is through self-reflection activities focused on unconscious bias. We can begin by asking ourselves a few simple questions: 

• Who do I feel most comfortable working with? 

• Who do I feel least comfortable working with? 

• What could I do to better understand or work more effectively with my coworkers? 

• How does my behavior in the workplace affect the office culture as a whole? 

These four introduction questions help us think about our own unconscious biases and how they play into workplace relations. To take this to the next level, try bias indicators like Harvard’s Project Implicit. This resource contains a myriad of short modules that test our biases for different religions, sexual orientations, and even our political views! These activities and questions challenge our current assumptions and unveil our unconscious biases. 

Be a Courageous Ally

Being a curious, courageous, and committed ally helps manage unconscious biases and creates a more comfortable work environment for all. As an ally, our job is to stand up for minority team members who may be experiencing discrimination or harassment. Whether directing team members to your Human Resources team or establishing a safe space in the office, do not be afraid to take action. Through dedicated action, we can generate a positive change for our team. By speaking up for those who may not have a voice, we improve organizational culture, increase employee engagement, and create an inclusive workplace for all. 

Expand Our Circles of Friends

This may seem a little out of the ordinary, but our friend groups have an incredible influence on our view of the world. Similar to the Circle of Trust exercise, think about your closest friends and coworkers. Is this group diverse? A homogenous friend group can lead to harmful echo chambers, which reinforce unconscious biases. By expanding our circles of trust, we can become closer with unique individuals and confront our unconscious biases with healthy relationships. The more we interact with diverse groups of people, the more our minds will be opened to others’ experiences. Through this process, we begin to break down harmful stereotypes and establish new ways of thinking. 

Managing unconscious bias does not happen overnight. It is a lifetime commitment to the three steps listed above. We must continuously work to become more aware of ourselves, our actions, and our chosen network. However, our diligent self-reflection and work will lead to a ripple effect of positivity within our workplaces and even surrounding communities.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

The 3 Cs for Creating a Culture of Inclusion

It is proven over and over that diversity creates positive change in the workforce. However, some teams fail to harness the real advantages of diversity without creating a culture of inclusion and belonging. Discrimination, unconscious biases, and micro-aggressions often harm the workplace environment, stifling creativity, employee engagement, and customer relations. Nearly every workplace faces one or more of these challenges, but there is a way to manage these struggles for a better future. In this blog, I will share the 3 C’s to creating a culture of inclusion. 

Curiosity

The desire to learn more about other people and cultures is integral to inclusion. Curiosity establishes the foundation of understanding necessary to create an accepting workforce. By asking challenging questions and evaluating our thoughts, patterns, and predispositions, we recognize how biases, both conscious and unconscious, affect us. This step begins with powerful self-reflection, calling all of us to look inwards and ponder our thoughts, emotions, and actions. We can start with introspective activities that reveal our unconscious biases or by taking the time to observe our workplace environment. We can also open our personal and professional networks to more diverse groups, stimulating new and sometimes challenging conversations. Our willingness to be open to new ideas and experiences leads to the self-discovery and increased self-awareness necessary for a diverse workplace. 

Courage

Some people stay quiet within the workplace and look the other way when discrimination or harassment occurs. We must make the conscious, courageous effort to fight against complacency and encourage people to do the same. Whether it’s helping a team member approach Human Resources with a valid complaint or creating a safe space in your office, do not be afraid to take action. By being courageous, we become allies for our minority team members, creating a more inclusive workplace. Allies are individuals who do not fall into a specific group but choose to stand up, use their voices, and assist oppressed individuals in need of help. As a courageous ally, we establish an environment of positivity and support, encouraging minority team members to have a voice and to thrive. 

Commitment

We need to be committed to the long-term goals of diversity, equity, and inclusion to create a positive change in organizational culture. Dedicated action requires constant self-reflection and intentional practices. Commitment means creating change from the top down in long-lasting and meaningful ways. In addition to publishing a DEI mission statement, organizations must follow through with a plan for diversity initiatives, increased training, and inclusive talent pipelines. Diversity is not achieved in one training session; neither is true inclusion. To establish an accepting workplace, commitment to change, and positive action is necessary. 

By being curious, courageous, and committed individuals, we inspire our teams to become more welcoming and inclusive. These three C’s provide the toolset necessary for creating a culture of belonging and expanding diversity within the workforce.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

Understanding Your Unconscious Biases

Our brain takes in millions of pieces of information per second; however, it can only fully process forty pieces of information at a time. Due to this overload, we often take mental short cuts to decide whether things are safe, dangerous, welcoming, or scary. These automatic thoughts can lead to harmful unconscious biases, predispositions towards or against certain types of people, races, or genders. The first step to managing unconscious biases is developing self-awareness and understanding where our preferences lie. Here are three activities for beginning to decipher our own unconscious biases: 

The Circle of Trust

Make a list of five to ten people who you trust. Try to focus on friends, peers, and coworkers rather than family members. Then, move down the list and place a checkmark by individuals who are similar to you in each of these categories: 

• Ethnicity / Race

• Religion

• Political Views

• Sexual Orientation

• Socioeconomic Background

Feel free to add more categories or leave blanks if you are unsure. Looking at the people in your circle of trust, what do you notice? Are these individuals homogenous or diverse? We do not often put conscious thought into our friend groups. This activity serves to show how our predispositions may result in the people that we trust that mirrors ourselves. A uniform group may create a negative echo chamber of the same ideas, reinforcing harmful stereotypes and playing into our unconscious biases. If you see multiple checkmarks by each name, it may be time to branch out of your comfort zone and establish friendships with unique individuals that think and acts differently than you.

Negative Incorrect Assumptions

For this thought exercise, think of a time when someone made a negative and incorrect assumption about you. How did this make you feel? Imagine if many people you have encountered made the same assumption every day of your life. How would this affect your day to day interactions? What influence would this have on your mental health and social activity? This exercise helps us understand the experiences that many minority individuals continuously face. Research has shown that constant discrimination triggers our brain’s trauma center affecting overall health, genetics, and even future generations. Through this evaluation, we begin to see the effect our unconscious biases have on those around us, emphasizing the importance of self-reflection and growth.

Project Implicit

This exercise takes place at Harvard’s Project Implicit website. Through their Implicit Association Test (IAT), the program determines your affinities for different groups of people. From different sexualities to religions and even political views, this website allows us to learn about our unconscious biases and determine where change is needed. 

By completing these activities, we take the first steps towards uncovering our unconscious biases. This process is integral to establishing the understanding and self-reflection for managing these automatic thoughts. As we become more aware, we can begin to combat negative thoughts and actions which may have harmed those around us. These three activities are a great start to breaking down the boundaries of bias and establishing strong, diverse relationships. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

Excelling in 2021 & Beyond

Who are you when you are at your best? When do you feel most fulfilled? 

Reflecting on these questions helps us to become more mindful of where we are and what we aspire to be. There are three key actions we can take to excel in 2021 and beyond: focus on energy, work, and love; set small goals; and strive to close the gap between who we are and who we are capable of being. 

Focus on energy, work, and love

When it comes to being happier and better managing stress, we need to simplify our mindset and focus on our physical energy, work, and love. 

Intentionally increase our physical energy

The foundation of our energy is rooted in how we take care of ourselves through eating, moving, sleeping, breathing, focusing, playing, and celebrating. When we are busy, it is easy to forget to prioritize our health and self-care, so take a moment and ask: What are you doing each day to increase your energy?   

We can be intentional about this by eating nourishing meals, moving often, prioritizing sleep, focusing on celebrating the little things, and allowing ourselves time to breathe and meditate. It is important to reframe our mindset and think about what we can add to our routine instead of just focusing on what we need to stop doing. 

Take a moment to think about a time in your life when you had a high amount of energy. What were you doing then? What can you add to your current routine to get closer to feeling that way again? 

Find fulfillment at work

Enjoying the work we do is a key part of our happiness and self-development. Unfortunately, there are many people who do not feel fulfillment in their work and who are unable to leave their job. It is important to recognize that every challenge in our lives is a lesson, and every person we encounter is a teacher. Even if we are unhappy at work, we need to pause and ask ourselves what we are supposed to learn from this experience. 

Finding fulfillment at work often comes from using our strengths and feeling like we are a meaningful member of our team. To identify our strong points, we should observe the activities that energize us. Ask yourself, what are you doing to share your gifts, use your creativity, and further develop your talents at work? 

Surround ourselves with love 

To truly excel, it is important to surround ourselves with people who love and support us. When we foster meaningful relationships, we are able to increase feelings of love and fulfillment. 

There are many opportunities to increase the love we experience, whether that be communicating more openly with our partner, tending to new friendships, or volunteering in the community. Wherever we invest our time, it is essential to be present and appreciate the special moments we are able to share. 

But first, we need to look inward and have a healthy relationship with ourselves. Practicing positive self-talk and affirmations can boost our confidence and help us to accept the love others give us, too. Ask yourself: Where do you find love in your personal life, community, and work? What can you do each day to increase self-love and find meaning and connection in your relationships?

Set small and attainable goals

It’s common to feel like we need to “think big” to achieve real change, especially in the new year. In reality, larger than life goals set our expectations too high, and when we struggle to achieve them, we end up discouraged and often abandon our efforts altogether. 

Instead of creating impossible New Year’s resolutions, let’s aim to do a “goal cleanse.” We can evaluate our goals and group them into columns: “realistic goals” and “unrealistic goals.” Focus your attention on the “realistic goals” and break them down into manageable pieces. It is helpful to keep in mind “SMART” objectives; these are Specific, Measurable, Achievable, Relevant, and Time-based. For the “unrealistic goals,” either break them down into smaller goals that are more achievable, delegate them, put them on hold, or even decide not to pursue them at this time. 

Close the gap

It can be discouraging to think of the gap that exists between who we are now and who are capable of being. We need to reflect on what we can do – in little steps – to get closer to our ideal self. This could involve investing time in new skill development, taking a course, and surrounding ourselves with supporters. 

This is an opportunity for growth, and it allows us to challenge ourselves and steadily lessen the gap between our current state and our potential. In order to achieve this, we need to continue to be intentional about increasing our energy, striving for fulfillment at work, and surrounding ourselves with meaningful connections and self-love.

As we embark on a new year, let’s focus our attention, time, and efforts on what we can control; keep moving forward; and see opportunity in every challenge. Our habits will continue to test us, but if we concentrate on energy, work, and love; set small, achievable goals; and take measured steps to close the gap between our current self and our potential, then we will be prepared to accomplish great things and excel in 2021 and beyond.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

VIRTUAL TEAM HOLIDAY PARTY ACTIVITIES: PART 1

As this year comes to a close, we must remember to recognize our employees and the hard work they have contributed. This appreciation is essential for remote teams to promote employee engagement and motivation. The yearly holiday party is the perfect occasion to celebrate our employees. By hosting a virtual office get together, we can keep our employees safe while also commending team members on their achievements. Here are a few virtual holiday party ideas perfect for employee recognition: 

Home Office Decorating Competition 

In the weeks leading up to the holidays, encourage your employees to decorate their home offices. To take this activity one step further, supply team members with themes such as “Candy Cane Stripes,” “Cosy for the Holidays,” or “Christmas Lights.” Ask members to send in pictures of their decorated set-ups and hold a vote for the best in each class as well as the overall winner. You can even turn this competition into an advent calendar by sharing pictures on a business social media account or company-wide email list. In the days leading up to the holidays, post each team member’s decorated home office and a thoughtful appreciation message. This event will motivate your teams with encouraging words and give each employee a chance to be in the spotlight. 

Virtual Gingerbread Wars

This activity involves cookie decorating kits, creativity, and icing skills! Coordinate with a local bakery or send individual cookie kits to employees before the holiday party. With all team members equipped with their icing bags and blank cookie canvases, hold a variety of decorating challenges. Ask employees to decorate self-portrait cookies or even make gingerbread men that look like coworkers or the boss! This activity is a sweet, lighthearted event that all members are sure to enjoy.  

Christmas Time in the City 

Many virtual teams are spread around large cities, states, or even countries. Through this activity, take advantage of your team’s geographic diversity and highlight different holiday traditions. Encourage team members to provide pictures of one or two city-specific activities that they usually attend. Team leaders can create a slideshow displaying each location and ask their peers to describe their favorite events during the holiday party. This event is a great way to illuminate your team’s diversity and recognize employees from unique cultures and backgrounds. 

Funny End of the Year Awards 

This light-hearted event recognizes dedicated employees while also incorporating holiday cheer and fun memories. Team leaders can put together a list of exceptional employees and come up with creative awards. A few I have found include the Duct Tape Award for employees who always fix difficult situations or the Mission Impossible Award for team members who always get the job done, even when it seems impossible. For more examples, check out this TalentLyft article. Mail the chosen employees a small gift box with a funny certificate and little treats like hot chocolate mix, a mug, or gift cards for online subscriptions. This activity is a great way to celebrate your hardest workers and show your teams that we appreciate them. 

To keep our remote teams going strong into 2021, we must recognize all of their hard work! By incorporating these activities into our yearly celebrations, we can combine the fun of the holidays with the joys of being rewarded for our commitment to the organization. These engaging events will motivate, encourage, and uplift our employees to finish off the year strong and return even more dedication in the future. 

Click below to read part 2



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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

Virtual Team Holiday Party Activities: Part 2

Read Part One of this series by clicking HERE.

With this holiday’s coming up, teams are excited to celebrate the end of this challenging year and indulge in fun festivities. Even though your organization may be working remotely, there’s no need to cancel the annual party! Boost team morale and employee engagement by hosting a virtual party instead. In this two-part blog, I share some of my favorite themed activities, perfect for an end of the year virtual celebration. Here are some  team-building events for your upcoming virtual parties:

Holiday Team Building Games

Put a holiday-twist on some classic team building games to increase team morale and communication. A few great examples include Christmas Movie Trivia, Silent Night Charades, or Winter Pictionary. For these games, make slight alterations to incorporate holiday-themed questions, prompts, and images. One of my favorite virtual holiday games is Blind Christmas Tree Ripping. Supply employees with green construction paper or encourage them to find leftover gift wrap around the house. Instruct the team to close their eyes and try their best to carefully tear a Christmas tree shape from the paper. It’s harder than you may think! To build teamwork skills, you can pair up employees in breakout rooms and ask one employee to close their eyes and do the ripping while the other team member can see and guide their peers through the process. At the end of the activity, have all employees show off their attempts for humorous team bonding. 

Kindness Quest

For organizations with a strong focus on community service and giving back, this is the perfect holiday event. The Kindness Quest has two main parts: an online trivia challenge and a Google Maps scavenger hunt. By designating employees into teams, you can foster communication and collaboration during the office party. For an extra challenge, randomize groups and encourage members from different departments to work together. 

For the online trivia challenge, direct team members to sites like Freekibble or Freerice. These websites donate kibble to dog shelters or rice to foodbanks based on user participation. Set the timer for 10 - 20 minutes and allow team members to answer as many questions as possible. At the end of time, employees can share their scores, and the top-scoring player can go home with a small prize. 

In addition to the trivia challenge, team leaders may put together a community service scavenger hunt for their peers. Starting at the organization’s location, use Google Maps to look around the town for local animal shelters, food banks, and other community service centers. Make a creative and mysterious list of street view directions that will lead employees to these buildings. For example, directions could state: “Start at our office building. Walk north until you see the red striped mailbox. Turn left and take ten steps until you come to the brown building. What have you found?” This activity helps familiarize employees with local community service organizations that may be just a few minutes away from the office. 

Winter Themed Escape Rooms

With the rise of lockdowns, many escape room companies have transitioned their business to the virtual sphere. With a short Google search, you can find plenty of companies hosting virtual escape rooms for our holiday parties. These remote escape rooms are often led by a host, creating an integrative and engaging team-building experience. As the holidays approach, look for local and national organizations that may even provide discounts to larger office groups. Through these events, we can challenge our problem-solving skills and continue to build upon teamwork within the company. 

Hopefully, these events will add some laughs and fun to our virtual holiday parties. With a focus on team building, we continue to foster connection and communication within our remote offices. These attributes are essential for virtual teams to remain engaged in work and feel a sense of belonging to the organization. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

7 Tips for Effectively Engaging a Virtual Audience

Deliver a dynamic presentation that keeps your audience tuned in and wanting more.

Presentations, speaking engagements, and panels are great opportunities for business professionals to elevate their career, network with new audiences, and demonstrate their leadership skills. The COVID-19 pandemic has moved many of these events online, making it more difficult to connect with people and capture their attention. 

To help you face these challenges, here are seven tips on how to effectively engage with a virtual audience for a dynamic presentation that successfully demonstrates your skills and talents:  

1. Send out a survey before the event 

Virtual presentations provide an opportunity to be more intentional with our messages and key points. By surveying attendees before the event, we are able to learn more about our audience and gain a greater understanding of the specific topics they would like us to cover. This allows us to customize our key points and deliver a powerful presentation tailored to the audience’s needs. 

2. Prepare your virtual stage 

Our stage has moved from an auditorium or conference room to our home, and we must become our own AV team. It is important to make sure the internet connection is strong and reliable, the lighting is soft and bright, and the audio is clear. When I am hosting a virtual event, I connect directly to my router instead of relying on a wireless connection and use lighting accessories to make sure my space is well-lit. Natural light is also a great option if you do not have the extra equipment; just make sure your lighting is in front of you, not behind you. 

The web cameras built into our computers work well for virtual presentations; however, if you prefer using an external camera or more than one computer screen, make sure the screen with audience comments is close enough to your camera so you can maintain consistent eye contact instead of appearing to continually shift your gaze.

It is also important to test the audio in advance to determine whether an external microphone is needed. Setting up in a small, quiet room with soft surfaces can help to prevent an echo and unwanted background noise.

3. Create a space with minimal distractions

In addition to preparing for the technical components, we must also make sure the area is clean and organized. We can create a space that supports our brand by including some relevant items in the background, like framed degrees, books pertaining to your field, or even simple wall art. Whatever you choose, make sure to keep it simple. 

We should also plan to minimize potential interruptions and prevent pets, children, or family members from moving around the room. However, sometimes things do not go to plan, so if there is an unexpected event, do not dwell on it for too long; make a joke and keep moving forward!

4. Generate conversation and use shorter slides

According to a study by Microsoft, people have an attention span of only eight seconds. Other research shows that an audience’s first lapse in attention during a presentation happens within the first 30 seconds. Trying to connect virtually with an audience creates even greater challenges because people have more distractions and are more easily able to multitask while leaving you on in the background. Dialogue is key to creating an inclusive and engaging environment that keeps everyone involved. 

As presenters, we must ask and answer questions to intentionally draw in focus. Taking a poll and requesting that attendees leave answers in the comments is a great way to make sure people feel included in the conversation. We should also make sure our slides are concise; the focus should be on generating discussion instead of sharing lots of bullet points.

5. Use storytelling and humor

In my keynote presentations, I share my message through personal stories to connect with the audience and capture their interest. Telling stories and using humor allows us to both entertain and engage; we are able to draw people in and hold their attention. Appeal to your audience through adventure, emotion, and personal experience to make a memorable impression. 

6. Be mindful of your body language

As presenters, our body language helps to convey our messages and share our ideas. When we speak on stage, we are able to move around, gesture to the audience, and use props to engage the crowd. Virtually, we are limited to a certain area, but we can still create energy through our voice and gestures. We should position our camera at eye level and make sure to look directly into the camera when speaking to capture attention and to create a connection with those tuning in. 

As business professionals, we want to engage our audience and create excitement as we share our message.To do this, we must vary the cadence of our voice, bring energy to the presentation and match it appropriately to our topic. We should stand to allow ourselves to move freely instead of being rooted in one space. This will encourage us to use natural hand gestures and movements as we present. Studies show that standing helps us to focus better and for longer periods of time. When we stand, we are able to grab everyone’s attention, and we hold more authority. Even though a virtual audience is only seeing us from the chest up, the free movement and tall posture we demonstrate when standing allows us to gain this authority. 

When I present to a virtual audience, I stand 1 – 1.5 feet away from the camera, so I can be seen from the chest up. As a general rule, you want your head to take up roughly one-third of the screen with your shoulders and upper body also showing. This will give us enough room to move around, use hand gestures in frame and remain close enough to read the comments on the computer screen. 

A standing desk or laptop stand will enable us to raise your computer to eye level. When using an external camera, use a tripod for some added height. If you prefer not to invest in the extra equipment, a stack of books can help do the trick.   

7. Practice, review, and improve 

Virtual events are new to many of us, and it can take time to get accustomed to speaking to a screen. This will be the “new normal” for a while, so we can use this as an opportunity to work on our craft. We can practice by recording test videos before we present and by recording our live presentations to review later. Reviewing this footage is helpful for identifying areas of improvement moving forward.

While we face new challenges, virtual presentations are a unique opportunity to connect with our audience directly from our home to theirs. We can use our space to create an inclusive environment for learning, encourage engagement through storytelling and body language, and demonstrate our powerful leadership skills through impactful presentations. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

How Questioning and Challenging Current Business Practices Helps In Achieving DEI

There is no question about the importance of diversity, equity and inclusion (DEI) and its role in building a welcoming and secure work environment for all. Having an active commitment to DEI is appealing to prospective employees and clients alike, and proactively pursuing DEI initiatives helps to show an intentional focus on making a change. 

Accomplishing this means we must dig deeper and evaluate the effectiveness of current DEI programs and policies. Importantly, we must be open to questioning why there may be barriers to achieving certain goals and how we can be part of the solution. 

Evaluate why DEI challenges are present

In working with and coaching executive teams, I have noticed a trend when it comes to DEI – many leaders support diversity and want to promote inclusion and equity throughout their organization; however, few are willing to take the actions needed to drive real change. 

When discussing DEI, I often hear “We want to hire and promote diverse candidates, but there are no qualified individuals.” When I hear statements like this, I can tell the conversation has reached a roadblock, and to many, this justifies that they should move on from problems that do not have easy solutions. However, achieving DEI requires us to shift our perspective and dig deeper to identify the root of the problem, instead of taking issues at face value. We must question why we are facing certain challenges to uncover insights we may not have previously considered. 

For example, when it comes to recruitment, we can begin by asking: “WHY is my organization unable to find qualified candidates from diverse backgrounds?” We must also strive to achieve DEI at all levels, so when it comes to advancement, we should ask “WHY are the diverse employees in our organization seemingly unqualified for promotions?” 

Ask how we can achieve real change

After asking “why”, we need to ask “how.” HOW can DEI challenges be addressed so we do not have to face the same barriers in the future? HOW can we take ownership and implement effective solutions?   

These solutions should be approached with a long-term plan – not reactive short-sighted initiatives. We need to take ownership and encourage new ways of thinking to introduce solutions that have not been used in the past. 

Asking “how” requires creative problem solving and building more intentional and focused DEI plans. For example, companies might partner with universities to promote diversity in recruiting, launch an internal talent pipeline to support diverse advancement opportunities, or create an Employee Led Resource Group to lead DEI efforts within the organization.

Once you have thought about “why” and “how,” it is important to implement metrics for tracking diversity across the company and to assess whether DEI efforts have been successful. To make meaningful strides in DEI, organizations must question current practices, commit to being part of the solution and invest in and continually track a long-term strategy that involves real transformation from recruitment to leadership. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

A Tip For Planning Your Week

It seems that many avoid Monday mornings. That abrupt change in pace from the weekend back into the rigorous work week. Shifting your focus from personal to work time can be difficult, so here is one fundamental change that can make those Monday mornings a whole lot easier: organizing your week on Sunday afternoon. 

Sunday afternoon is a great time to start the transition from your weekend into your work slowly. Schedule an hour in your day to organize your personal and work life and optimize the week ahead. Set aside enough time to go through the previous week’s to-do list and highlight those unfinished items or tasks you need to return to. Look through your notes and block time in your weekly calendar for important meetings. Identify key focus points for your next week and remind yourself of your monthly and yearly goals. Be intentional with this time and start your week off organized. 

Keep in mind that this doesn’t necessarily have to be on a Sunday afternoon. Maybe Saturday is better for you, or Friday an hour before you get off work. Whichever time slot you find, I encourage you to devote at least an hour to your coming week. Treat this as an essential event that you must complete before the week begins to ensure you start on the right foot. With this effort, you can start your Monday mornings happy knowing that your scheduling, planning, and organization is handled!

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

How to Lead An Employee Resource Group

Being the leader of an Employee Resource Group (ERG) can be immensely fulfilling, somewhat daunting, and everywhere in between. Between balancing your regular work schedule and taking on tasks for your ERG, you may be at a loss for time and energy. Here is some guidance to help define your key responsibilities as an ERG leader and ideas to help you accomplish these goals:

Create an Annual Calendar of Events

At the start of each year, get together with your leadership team and executive sponsor to plan a rough outline of events. Think about how many meetings you would like to host each quarter and what content you could share with your members and allies. Some possible events open to everyone could be holding group discussions, leading panels, and hosting guest speakers. For member-specific options, think about a skills development workshop, community volunteering, or a networking event. By holding a variety of engaging and informative meetings, you will be sure to draw in a crowd of active participants, increasing your ERG’s success. 

Communicate, Communicate, Communicate!

As an ERG leader, one of your main jobs will be to communicate with fellow leaders, members, allies, and other individuals within your organization. Most importantly, take the time to develop a stable line of communication between you and your executive sponsor. This individual will help guide your ERG through challenges and ensure that your group has access to the necessary resources to host events. Additionally, you must market your ERG to potential members and allies in your organization. Consider sending out monthly emails with content about upcoming events, featured members, or networking opportunities. By spreading the news about your ERG, you can strengthen your membership base and increase attendance and engagement. 

Focus on Professional Development

Many members come to ERG groups for a sense of community and the opportunity to build professional skills. Ensure that you are devoting time and resources to member events focused on skill development and networking. Even better, plan a few member-only meetings on training that your group may lack in. For example, a Women’s ERG may lead a workshop about how to be professional and confident while combatting this damaging, sexist stereotype. 

You may create a few subcommittees to help share the workload of running the ERG. Through this process, you can select influential members for smaller leadership roles within your organization. By providing career development opportunities and ensuring a route for leadership experiences, you create a positive change in your member’s professional lives and help them reach their long-term goals!

With these three essential tasks, you can effectively lead the ERG without feeling overwhelmed or bogged down by responsibilities. As an ERG leader, you must understand your role is imperative to ensure your group’s success, but don’t forget to take pride in your accomplishments and delate work to interested members. With the support of your organization, members, and allies, you will be ready to further the DEI mission of your company and establish a strong ERG for future employees. 

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 Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Why Your Company Needs Employee Resource Groups

Many organizations are beginning to address their Diversity, Inclusion, and Equity (DEI) policies. From funding professional development programs for minority staff to ensuring equality in the hiring and promotional process. A great way to implement a long-lasting shift towards inclusivity is by chartering Employee Resource Groups (ERGs). ERGs are voluntary, employee-led groups which increase inclusion and encourage a sense of belonging within organizations. There’s a reason 90% of Fortune 500 companies have ERGs. These groups are the perfect way to attract diverse talent, ensure the career development of your employees, and encourage progressive conversations in the workplace. 

A traditional ERG is composed of an executive sponsor, leadership team, membership base, and allies. Members of the organization are individuals who belong to the ERG’s selected group. For example, a female employee would be considered a member of the Women’s ERG. In addition to members, allies should be encouraged to join ERGs and attend open events. An ally would be an individual who is a dedicated supporter of the selected group. For example, a male employee would be considered an ally for the Women’s ERG. Both allies and members will play an important role in advancing the organization’s initiatives and attending group events. 

There are countless benefits to chartering ERGs for your organization:

1. These groups create a safe place for members to meet, discuss shared hardships, and attend specific events focused on their professional or personal development. Many teams hold meetings teaching members how to confront uncomfortable stereotypes in the workplace.

2. ERGs form a place where members and allies can come together to discuss difficult subjects like unconscious bias and work together to form company-specific solutions to discrimination. These conversations will highlight the disadvantages that your minority team members face and increase awareness. All in all, an ERG is the perfect initiative to boost your DEI plans and ensure that your employees feel included, safe, and engaged. 

3. ERGs foster the perfect environment for networking and building relationships between different groups. Bringing together similar individuals in an ERG will allow employees to form and strengthen communities within your workplace and create a tighter knit organization. In addition to this, allies will be encouraged to learn more about the groups they support from actual members through events like TED Talk viewings, speaker presentations, or group panels.

I highly recommend starting one of these ERGs in your workplace to further your DEI initiatives, increase employee inclusion, and foster a spirit of belonging. 

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 Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Interesting Time Management Statistics

Do you struggle with time management in the office? Whether it's the constant temptation of social media or a loquacious coworker, creating an uninterrupted and focused work time can be difficult.

Here are some astonishing facts about time management, showing that you are not alone: 

• The average office worker receives 121 mails every day.

• On average, people check email and instant messages every 6 minutes. (RescueTime)

• 40% of office workers never get more than 30 minutes of straight focused time in a workday. (RescueTime)

• On average, office workers get 1 interruption every 8 minutes, or approximately 7 an hour, or 50-60 per day.

• Researchers found that productivity dropped as much as 40% when subjects tried to do two or more things at once. (University of Michigan)

• Refocusing your efforts after just one interruption can take up to 23 minutes. (University of California Irvine)

• 21% of the device time during working hours is spent on entertainment, news, and social media. (RescueTime). Top sites: Youtube, Facebook, Reddit, Twitter, Amazon.

These facts highlight just how it can be difficult it is to manage our time in the workplace properly. However, there are proven ways to increase your productivity. Let these facts guide you to remain determined and focused throughout your workday!

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Diversity and Inclusion Employee Survey

Interested in increasing diversity and inclusion within your organization, but unsure where to start? A great beginning point is an organization-wide survey in order to gain feedbackf. By gathering and analyzing this information, your team can understand the current status of your organization and create a clear path towards improving D&I. Below is an example of a diversity and inclusion survey that can be easily altered to fit your team!

Important Terms to Understand: 

Diversity - similarities and differences of people in our workforce, our clients and the community in which we serve; includes characteristics that may be visible such as race, gender and age and less obvious characteristics like personality style, ethnicity, ability, education, religion, sexual orientation, and family situations that make us similar to and different from one another.

Equity - seeks to ensure fair treatment, equality of opportunity, and fairness in access to information and resources for all. This is only possible in an environment built on respect and dignity.

Inclusion - builds a culture of belonging by actively inviting the contribution and participation of all people.

Attitudes Towards Diversity and Inclusion Questions

The organization shows a clear commitment to diversity, inclusion, and equity.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

The organization creates an environment for free and open expression of ideas, opinions, and beliefs.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

The upper-level management team shows a clear commitment to diversity, inclusion, and equity.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

My manager shows a clear commitment to diversity, inclusion, and equity.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

Employees of all cultures and backgrounds feel valued and respected in this organization.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

I feel included and respected. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

Belonging Questions

I feel that I belong in this organization. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

I feel free to be myself at this organization. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

The organization and my team value my contributions. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

I am recognized for my accomplishments at this organization. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

I feel included in communications about important information.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

When I speak up at work, my opinion is valued.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

Recruitment and Advancement Questions

The organization recruits and hires employees from diverse backgrounds.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

The organization is fair in its hiring and promotion practices. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

Advancement and professional development opportunities are fairly given to all staff. 

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

Discrimination and Harassment Questions

I know where and how to report concerns about discrimination and/or harassment.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

The organization takes appropriate action in response to incidents of discrimination and/or harassment.

• Strongly Agree    

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

I strongly encourage you to utilize these questions as the backbone for your diversity and inclusion survey. Feel free to add extra segments or tweak the existing questions to better suit your organization’s needs. Hopefully, this tool will help you on your journey to creating a more inclusive workplace culture, ensuring that your organization harnesses the true benefits of diversity.

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LEARN MORE

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Three Keys to Formulating Your DEI Strategy

It feels as if overnight, the focus on Diversity, Equity, and Inclusion (DEI) has shifted from being a “nice to have” to an essential part of an organization’s reputation and brand. While it is positive that there is a significant newfound focus on this area, some are rushing to be part of this emerging wave without a clear plan. Below are three key elements to include while developing a DEI strategy in order to ensure that your focus is intentional and effective. 

1.     Understand Your Organization’s Current State: 

Before you enact a DEI strategy, you should have a clear understanding of your starting point by identifying employee diversity across the organization. Start by compiling and analyzing the percentages of minority employees at the entry, management, and executive levels. Even if you feel your company has good diversity, a common issue many notice is that most of that diversity is at the bottom of the chain compared to senior levels. It is important to continue periodically tracking progress as it enables your executive team to understand the organization’s current state, highlight gaps, develop targets.

While numbers are telling, an important method for understanding how DEI is perceived at your organization is to gather employees’ thoughts of the overall organization, their leadership team, and supervisor’s commitment to DEI through surveys and focus groups. Listening to your employees is crucial for getting a pulse on their experiences and for learning from your team about the DEI initiatives that they value.  

2.    Create a Leadership Talent Pipeline:

Frequently executives express the difficulty in finding well-qualified, diverse candidates for leadership roles. To alleviate this issue, I advise developing a leadership talent pipeline that plans the development and promotion of highly talented and diverse employees over ten years.  Over a planning session, identify employees with future leadership potential and ensure they are diverse candidates. Then, document a talent development plan for each that includes targeted training, coaching, job rotations, performance reviews and potential promotion schedules in two-year increments for the next ten years. After this initial planning, periodically review and amend this pipeline throughout the years as candidates progress. 

3.     Encourage Discussions and Learning Related DEI Topics:

In order to harness the full advantages of diversity, you must build a culture of inclusion and belonging within your team. One method is to establish internal Employee Networks.  These are employee-led groups that center around individuals who share characteristics such as gender, ethnicity, interest, or other defining criteria. These networks seek to increase inclusion by planning activities that promote DEI discussions. Additionally, they also provide mentorship, encourage skill development, and create a sense of community for their members and allies. For these groups to be effective, it is essential for the executive team to show their support, provide funding, truly listen to these networks, and include the employee networks as part of the organization’s DEI strategy. 

            With a genuine and intentional focus on DEI, not only do organizations create a healthier work culture, but they will have positive impacts on their employees’ personally by encouraging them to value the differences in others and have an inclusive mindset. This will result in a ripple effect that creates a healthier community.

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Learn more about Dima Ghawi’s DEI Strategy and Training.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Motivating Your Virtual Team

An essential part of being an effective manager is motivating your teams. After a difficult quarter or a hard week, nothing is better than recognizing those team members who went above and beyond to ensure the success of your group and the company. When making the switch to working virtually many leaders may find this hard to incorporate into their new remote management styles. In this blog, I will share with you ideas of motivating virtual teams. 

Recognizing individual team members and their successes is just as important for virtual teams as it is for groups who meet in a physical office space. I once heard a story of a remote manager who wanted to thank one of his employees who had worked overtime for a week in order to meet stressful corporate deadlines. The manager thought back to previous conversations with this employee and remembered him mentioning his favorite pizza place within the neighborhood. In order to show his appreciation, this manager called up the restaurant and paid for a full dinner to be delivered to the employee and his family. Through acts like these, we can show our gratitude to hard-working employees and motivate our teams to work diligently.

You can further motivate your teams by reminding them that you are invested in their professional growth. For virtual teams, frequently share links to training opportunities or possible promotions that may interest your employees. Showcase the recent affinity groups or opportunities for advancement that your corporation may be involved with. Have one-on-one meetings with team members to discuss their future career goals and put together plans for how to achieve this with the resources of your company. By continuing to support your employees’ professional growth, you highlight your investment in them and their importance to the organization as a whole. This motivational strategy results in higher engagement and output from employees even when working from home. 

In addition to this, motivate your employees with virtual team building activities. Many organizations are now hosting coffee meetings or happy hours on certain days of the week. By switching just one meeting to a themed gathering or fun event, you can motivate your employees to tune into professional discussions and engage them with your future messages. These alterations may be just what your team needs in order to make it through a difficult work week.  

By being intentional in motivating your employees and finding creative ways to do so, you can encourage your virtual team members to feel connected and motivated.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Three Tips For Connecting With Your Remote Team

One of the major challenges of leading a remote team is creating a sense of connection between team members, managers, and the corporate strategy. While a physical office space allows for casual conversations and group breaks, virtual organizations require a little extra work to establish a sense of communication and integration. By being intentional, you can unite your team even if they work thousands of miles apart by enhancing these three essential connections. Here are three connections pointes that are essential for any team:

Connecting the Manager to Individual Team Members

When working virtually, it can be easy to let connections to your team members slip over time. I recommend setting up weekly one-on-one meetings with each of your employees in order to catch up with your employees and understand their personal and professional situations. Use this time to discuss their progress with current projects and track their current workload. if you are having a difficult time keeping up with all of your employees as well as their various projects and needs, then try implementing a project tracking sheet. I recommend having each team member complete it on a weekly bases and share it with you. This can help you and your team members stay informed about the status of various projects and hold team members accountable. Additionally, this sheet will help you to to move towards a more results-oriented management style. By remaining intentional with your connection to individual team members, you can stay informed about current projects, hold employees accountable, and effectively manage your remote team.

Connecting Team Members to Corporate Strategy

As we transition to working from home, our days can be consumed by task after task, creating a mundane routine of simply getting the work done. Many employees feel disconnected from the bigger picture of understanding the overall corporate strategy. This will make them lose meaning in their work and feel lonely and distant. To change this, keep the team updated on the organization’s key messages and spread this with your team at the start of department meetings or through motivational emails. Inform your employees about key changes in policy, so they feel integrated and included. Be intentional about communicating the upper-level strategy and decisions which may affect their careers. By making the effort to gather and share this information, you create a sense of belonging and purpose within your organization and empower employees by sharing how their specific task will contribute to the company’s success. 

Connecting Team Members With Each Other 

Without a shared break room or watercooler area, it may be difficult to stimulate casual communication between team members. However, this connection is integral to strengthening your team and creating a more cohesive workforce. The simplest recommendation is to set up “virtual watercooler time” at the start of departmental meetings. Once you have your team gathered in your video chat or conference call, set aside five to ten minutes to allow your employees to catch up with each other’s lives and current projects. Small activities like these can bring your team together even if they do not share a physical office space. Furthermore, encourage communication between team members by creating “accountability partners.” With this exercise, employees will select a peer to meet with throughout the week in order to discuss projects, provide support, and track the progress of work together. Utilizing these techniques will help you bring your team together and grow group bonds. 

Through these activities, you and your employees will remain connected and productive when working from home. By remaining intentional and taking the time to reach out to your employees, you will strengthen team bonds and increase trust and productivity within your remote organization. With these three essential connections, you can lead your virtual team to success.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.

Tips for Managers New to Managing Virtual Teams

With virtual teams on the rise, it is more and more important that we familiarize ourselves with the effective techniques of managing a remote organization. This may be a daunting task to those new to the skills and technology needed to motivate, engage, and lead virtual teams, but with the proper training anyone can create a sense of unity, productivity, and support through remote platforms. In this blog, I will share my top three pieces of advice for managers who are new to leading virtual teams. 

Adapt to New Technology

I started working virtually in 2004, then, I led global teams using only a laptop and my telephone. Nowadays, we have a multitude of technological softwares and virtual platforms where managers can connect with their teams, see them virtually, and communicate with them real-time. Ensure that your department has the tools and resources needed to successfully collaborate with both employees and managers to create a cohesive remote environment for all team members. For the employees that are struggling to adapt, spend time with them and provide video tutorials.

Schedule Frequent and Purposeful Meetings

As we move into the virtual workspace, don’t forget that you have to lead your entire team through this transition as well! I would recommend scheduling a department meeting where you and your team can discuss the process of shifting to a virtual team and actively listen to their questions and challenges regarding this change. Be open to concerns and have helpful information handy for frequent technology issues. Additionally, use this initial transition meeting to set clear expectations for your remote team. Be clear about the organization’s standards and your needs as a manager. Follow this meeting up with weekly or bi-monthly department meetings in order to ensure that your team is continuing to succeed and thrive even when working remotely. 

Communication

Communication is essential for any team, whether in the office or working from hundreds of miles apart. Ensure that you and your team are on the same page by establishing strong lines of contact with each of your employees, corporate, as well as your mentors or other individuals in your professional life. When sharing information, try not to overload your team with emails or long, meticulous messages; these can be hard to read and process. Instead, stay engaged through a variety of platforms like video chats, phone calls, and even instant messages, and learn which of these techniques works best with each of your employees. Some of my team members even prefer texts! By improving your virtual communication skills you will strengthen your ties to your remote team and increase connection throughout your organization. 

Managing teams can be a challenging task on its own without the added complexity of virtual interfaces. These tips will help those of you transitioning into a remote workforce and improve the connection of your organization through added communication, useful meetings, and integral technology. They will help you unify and lead your remote team and ensure productivity, accountability, and engagement from your employees. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. Reach her at DimaGhawi.com and BreakingVases.com.