Diversity of Views and Approaches Delivers Results – A Figure Skating Coaching Example

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Both my coaches presenting me their wonderful gift – my own US Figure Skating jacket at a recent competition.

Many of you know that I am a diversity, equity and inclusion consultant and trainer, and also an avid figure skating fan and competitive adult figure skater myself. Over the years I have written several blogs connecting my work with my love for skating and the ties between diversity and figure skating.

In a recent discussion with one of my coaches, she remarked that she is very pleased that I have two primary coaches instead of just one, and that when I travel the country, I try to arrange a lesson or two with a coach at that location.

In terms of having two coaches, they each focus on different aspects of my skating. I started my skating journey with Paula McKinley eight years ago, and she led me through basic skills including ice dance, and she also loves to choreograph new programs. Then four years ago I began working with Robin Harger-Harger, who also loves choreography, improving my jumping and spinning technique, and working with props for showcase events.

With my first coach Paula McKinley following one of my first competitions

My two coaches are excellent with collaborating with each other; they talk every other week or so to compare notes on what they are currently working with me on. They also often see things going on with the programs that the other may miss, and because of these two sets of eyes and expertise, my skating is stronger.

Then when I travel or attend skating camps, I can work with a variety of other coaches. Robin recent remarked that “sometimes different coaches can express or explain things in different ways and you can learn something from each one.” That is so true. I find that as I work with various coaches, I pick up a new tip or technique that further helps my skating.

My Coach Robin Harger-Quigley with two of her US Adult Nationals medalists – Rebecca Martin and myself!


And this lesson from figure skating ports to the corporate and organizational world. Diverse teams with people with different life experiences, different lenses and different ways of thinking working together can arrive at better products, services and solutions to problems. Instead of being frightened of or threatened by the increasing diversity in our country and our workplaces, we should embrace it as it leads to the best results.

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Check out my dynamic 11-minute on-stage story of my adult figure skating journey at Durham, NC’s “The Monti” Storytelling event.

Check out my figure skating page for my upcoming competition schedule, links to videos, additional blogs and more!

Podcast: How to Spot Good and Bad Leadership and What it Means

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This month, my one hour lively and provocative interview with the hosts of the podcast series “Let’s Break Up – Toxic Workplace Stories” went live. Hosts Gina and Nicola are fun candid hosts who have now published about two dozen episodes of captivating interviews with various people discussing all aspects of toxic workplaces … mine is episode 22. Do examine and subscribe to this series (link.)

Bad bosses and toxic workplaces can have a huge negative impact of organizational effectiveness, employee productivity, employee attrition and at the end of the day, the bottom line. I cannot understand with HR leaders and senior leaders tolerate bad bosses and often do very little to address this. See my 2015 blog, “Why Do We Tolerate Bad Bosses?”

Far to many people leave a job to get away from that “boss from hell.”

In my “Toxic Workplace” session, “How to Spot Good and Bad Leadership and What it Means,” I share candidly about some of the horrific “bosses from hell” I experienced at IBM, some really poor senior leadership, and also about some of my great bosses.

In their summary, Gina and Nicola generously describe me as “an expert in personal growth, business efficiency, and employee development.” They wrote “with a focus on toxic workplaces, this episode delves deep into the crucial topic of spotting good and bad leadership within organizations. Stan’s background included serving as the Director of Global Sales Operations at IBM, where he played a pivotal role in building the company’s highly successful Global Sales Operations unit. Stan spearheaded the consolidation of thousands of employees across various divisions and geographic units, resulting in substantial cost reductions and improved service levels. However, Stan’s expertise extends beyond operations and efficiency; he is also recognized for his exceptional skills in employee development, LGBT diversity management, and organizational effectiveness.

“Join us as Stan shares his invaluable insights on identifying the characteristics of effective leadership and its positive impact on employee engagement and business success. With his passion for empowering individuals and teams, Stan firmly believes that providing the right tools to employees can drive their career growth and ultimately contribute to the overall success of the organization.

“Throughout the episode, Stan engages in a thought-provoking discussion about the telltale signs of both good and bad leadership, drawing from his extensive experience and deep understanding of organizational dynamics. From fostering employee morale and career mapping to maximizing the potential of diverse workforces, Stan’s expertise shines through his practical advice and engaging anecdotes.”

I thank Gina and Nicola for engaging me in this discussion and providing this gracious wording about this episode and my expertise. Do take a listen to episode 22 – “How to Spot Good and Bad Leadership and What it Means.”