Posts Tagged ‘diversity of thought’

The Power of Open Decision Framework and Diversity of Thought

Allison McMurray, Senior Director, Global Talent Center of Excellence at Red Hat presented the Open Decision Framework of Decision Making and Project Management at our February 2017 TSRM meeting

As a SHRM (Society of Human Resource Management) member of two local chapters (Raleigh-Wake and Triangle SHRM in the Raleigh – Durham, NC area) I attend as many of these chapters meetings as I can. And when there is a fascinating and useful presentation, especially if it intersects with my consulting areas of diversity and career development, I will write a short blog about it.

On February 16, 2017, I attended such a session at that month’s TSHRM meeting, titled “Open Sesame! The Power of Open-Source Decisions.” Allison McMurray, Senior Director, Global Talent Center of Excellence at Red Hat presented the Open Decision Framework of Decision Making and Project Management.

A few years ago, I heard Red Hat CEO and President Jim Whitehurst speaking at a session on Corporate Social Responsibility, and he offered Red Hat’s commitment to “open sourcing” as a prime example that aligns with community efforts to provide free access to important information and applications. Link to my blog about that session. Allison McMurray at the TSHRM session followed up with the Open Decision Framework as a proven process within Red Hat that is now documented and available for anyone to use. Link to Open Decision Framework on GitHub.

The Key Elements of Open Decision Framework include:

Open Exchange. This includes leading with transparency, publishing work as it proceeds, setting expectations up front, and managing those expectations along the way.

Participation. It is crucial to engage customers and stakeholders early and often. Effective participation includes making it safe to voice concerns, and being specific about what feedback you are looking for.

Releasing Early and Often. This means as the project progresses, publishing progress openly. That includes showing how feedback was used in shaping the project direction, and being open about ongoing expectations around requirements and constraints.

Meritocracy. The best idea wins no matter where and who it came from. This truly encourages everyone to contribute.

Community. That a team can truly accomplish more together

I believe it is very easy to see that using this framework for managing any project would increase its probability of success.

The Open Decision Framework strongly supports one of the emerging sub-fields of diversity and inclusion, Diversity of Thought. Companies are now looking beyond diversity of appearance and to diversity in ways of thinking. When companies open themselves to diverse approaches to business problems and developing solutions, often a blended solution which includes different ideas results in a much stronger answer. When an enterprise is comprised of leaders who all think exactly alike, there is a huge potential for missing entire market segments and innovative products and offerings. Embracing diversity of thought includes listening to others and keeping an open mind to creativity and innovation.

This “Open Decision Framework” is an excellent execution of Diversity of Thought, and I encourage all my blog readers to get more information about it and look at building a cultural shift to project management at your enterprise.

My Three Hot Human Resources Areas for 2017!

With the tremendous focus on transgender employees in the workplace, I have added transgender woman and outstanding consultant and trainer Elaine Martin to my team.

With the tremendous focus on transgender employees in the workplace, I have added transgender woman and outstanding consultant and trainer Elaine Martin to my team.

Of course I do need to write a self-serving blog now and then, touting how my areas of expertise are going to be super hot in 2017. Actually, I do believe in what I am writing. Here are some of the areas where I do have a deep expertise which I believe are going to be major areas within HR in 2017, and I hope my clients old and new will not hesitate to contact me to discuss how I can assist them in these areas.

AREA 1: Transgender employees in the workplace. With many more well known transgender people visible in the world (Laverne Cox, Chas Bono, Caitlyn Jenner, Janet Mock…), with government contract regulations needing to include transgender protections, and with more companies covering gender transition medical costs, more people are now fine about transitioning in the workplace. Does your company have the right policies in place to support transgender employees? And do you have a plan to educate coworkers and company leaders when one of your employees goes through transition? Do take my 12-question Transgender Diversity Organizational Self-assessment.

Blog author Stan Kimer on the phone presenting a power point presentation on his innovative career mapping offering over the phone to a prospective client.

Blog author Stan Kimer on the phone presenting a power point presentation on his innovative career mapping offering over the phone to a prospective client.

AREA 2: Talent / Career Development. I keep hearing in workshop after workshop that one of the top challenges for HR is recruiting and retaining top talent. Replacing and onboarding a departing employee is very expensive, with costs between 75% and 150% of annual salary. One major reason people leave is because they feel their company is not doing enough to help them develop their skills and talent. I offer an innovative yet proven career mapping methodology that has received rave reviews from my clients that use it. It can easily be clipped on to whatever learning activities you currently have and costs only a few dollars per employee. Link to read an outside article about my process from Ziprecruiter and Take my 11-question Skills and Career Development Organizational Self-assessment.

AREA 3: General Diversity and Inclusion Strategy and Execution. Even though my deep expertise is in LGBT (Lesbian, Gay, Bisexual, Transgender) diversity (see AREA 1 above,) I am conversant in all areas of diversity and keep on top of the ever changing diversity landscape. Key diversity topics now include Global Multicultural Competence, Generational Diversity, Diversity of Thought and more. And to begin 2017, I have a new alliance partner, Kannetic, with an application platform developed with an expert panel of nearly 100 diversity experts (including myself), which provides insight into the impactfulness and effort required to implement various concrete diversity and inclusion actions. No charge one hour demonstration and mini planning sessions will be available to my clients over the next month – contact me to schedule yours! First listing under business affiliations / partnerships.

Knowledgeable consultants with deep expertise in an area and /or with innovative processes and tools can truly help catapult you to HR success in 2017. As a consultant, my goal is to make you as an HR leader shine! So please contact me soon for a no-charge initial consultation to discuss your needs and my offerings in any of these areas: stan@totalengagementconsulting.com or call 919-787-7315.

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