To learn more about enhancing and leveraging the power of diversity organically through Transformational Conversations please call me at 805-453-2810 or email me at ursula@ursulalamberti.com. 

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• The Power of Diversity

• The Hurdle

• The Key

• Where to Begin

THE KEY

Transformational conversations between diverse individuals in an organization is the key to overcoming prejudice, embracing differences and creating the desire for diversity that translates into action. 

Research has shown that when we have a heart-to-heart conversation we activate our ‘mirror neurons’ which are situated in the prefrontal cortex of the brain. This increases our levels of oxytocin, the “caring, feel good” hormone, and so deepen our bonding, empathy and connection with others.  A greater level of trust and bonding is established and our relationship with another person is transformed. Hence “Transformational Conversations”.  It is from this place of true connection that we can harness the wisdom of diversity and transform our organizations. 

To create the environment where there is enough safety and trust in the room to allow for a transformational conversation to take place usually requires skilled, experienced facilitators.

THE HURDLE

It seems to me that when we, in particular whites, or if you prefer Caucasians, broach the subject of racial differences we flounder.  We allow our desire to be politically correct, not offend, or our fear of conflict, to get in the way of truly connecting with those that are different from us. In our desire to be ‘respectful’ we limit our ability to share openly and honestly and so deny ourselves the opportunity to develop the deep understanding, acceptance and trust that is needed for diversity to flourish. 

As an Executive Coach and Communication Facilitator I notice we rarely take the time to have honest, caring, thought provoking conversations at work about our differences. 

THE POWER OF DIVERSITY

I believe most successful US organizations truly want and embrace all forms of diversity.  They recognize the power of a diversity and are ready and willing to spend resources to empower a diverse workplace.  Furthermore, studies show that those organizations that have strong diversity management programs show a positive impact on corporate performance and shareholder value, and this is in turn directly linked to competitive advantage. (for example see 2004 study, - The Bottom Line: Connecting Corporate Performance and Gender Diversity, Catalyst Inc., January 2004.)

WHERE TO BEGIN

Business Leaders, Executives and Management need to take a proactive role in driving these conversations and building a culture that empowers our differences. The essence of diversity is belied when all efforts to embrace it is left to diverse people to spearhead. It is not enough for well-meaning whites/Caucasians to provide behind the scenes support. Without them standing side by side with diverse people we will continue to see the lack luster results from current efforts to create, embrace and leverage the power of diversity within organizations. 

These conversations take place within a workshop format where they are co-facilitated by a person of color and a white person.   The facilitators provide exercises designed to create a trusting safe environment and lead by example encouraging participants to listen to others and to share their perceptions, concerns and beliefs in a deeply mutually respectful way. Done consciously with clear intent, purpose and most important, skill, these conversations have the power to transform an organization.  

As a white South African who worked with issues of diversity in South Africa before the fall of Apartheid I am deeply committed to using my skills and experience to bringing Transformational Conversations to organizations. 

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Without these conversations we deny ourselves the opportunity to fully understand and appreciate our differences. Without this understanding and appreciation organizations miss the opportunity to capitalize on their diversity. Transformational Conversations are conversations where we genuinely listen to each other with a willingness to collaborate, speak with candor, share and explore our different perceptions, share our curiosity and ask questions we genuinely don’t have answers to. Without this level of conversation our ability to form deep trusting relationships is compromised as is our ability to address the needs and challenges of diverse people within the organization. Thus ultimately compromising the organizations ability to fully serve its existing and potential new customers.

While organizations may want and even embrace diversity, most diversity management programs fall short. Even when they do a great job of recruiting diverse people who are highly skilled, enthusiastic and capable, they face a much bigger challenge and that is in integrating diverse people in such a way that their differences are fully embraced and leveraged, The differences that people of color, race, sexual orientation, culture and/or religion bring to the organization are somehow down played or blurred in an inauthentic way that belies the synergistic beauty, creativity, productivity and strength of what they can and should contribute to the organization. 

So why is it that very few organizations have been able to manifest a diverse workplace where they fully tap into the power and creativity that diversity brings?  Not for want of trying, organizations just don’t know how to overcome the hurdles that prevent healthy diversity. 

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