Tony Effik’s Post

How do we change the C-suite? The saying goes that "If You Can't Measure It, You Can't Improve It", but what are we measuring when we aim to change the C-suite? Simply measuring the numbers at the C-Suite level is predictably depressing. We instead need to measure the Total Pipeline of Talent (TPoT). Who is in the market? Who is in our pipeline? How diverse is our pipeline? Who is missing? At what velocity are different groups moving through the pipeline to the C-Suite? What explanations do we have for the velocity of different groups? And finally what strategies do we deploy in reaction to these explanations? This is a business process engineering problem, so let's treat it that way. #BlackandBrilliant

Gayle Hanson

Masters in Contracts Management, American Graduate University. Lean Six Sigma Green Belt.

3y

We need to also look at the federal government. As long as there is not diversity in the government sector it will be challenging to have more diversity in corporate America. There is

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Dr Carole Stovall

Management Psychologist, Executive Coach and High Impact Consultant for Executives, Teams, and Organizations.

3y

The measures Do Not Need to be Difficult!! When I coach my executives and we discuss this issue, it is a matter of perspective. Is it complicated to find the right person for the right job?? Everyone says it is. BUT, the issue is really different than how people view this issue. When looking for fit, regardless of the person, yes, you always need to look for abilities and skills. But this is only half of the solution for new hires, at ALL levels. Companies also need to look at the person's motivation and value they bring - perspective, viewpoint, and knowledge of the market and customers! Trying to sell a product to a Latin or Black consumer REQUIRES someone with the perspective and understanding of that community! To not hire someone from the community is a kind of marketing suicide for a company. So, this CAN be measured!! The same is true of the C-suite. Companies NEED a variety of viewpoints from successful people with different understandings related to customers and their needs. Customers should ALWAYS DRIVE the process of who makes decisions and advances ideas, marketing, and strategy!! Not hard!

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Danielle Duran Baron, MA, MBA, FASAE, CAE (she/her)

On a mission to change organizations through storytelling, open communication, empathy and inclusion.

3y

In many times, leaders will need to move from mentorship to sponsorship if they are serious about bringing diversity to the C-suite.

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And once you can measure it make those HR metrics a part of executive compensation bonuses. The financial metrics are already deeply embedded in those bonus programs, so HR metrics should be included too.

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Carolyn McGhee

Independent Business Owner at CaRelax

3y

The problem is deeper than race although that is the most recognizable form. Need to train employees on how to deal with a wide variety of difference including disability. They have no clue how to handle themselves when a customer with a disability of any kind: blindness, wheelchair user, cognitive, etc comes into their business. On the other side, employers won’t hire people with disabilities because they only see the disability not the hard working individual. The attitude of “we don’t serve your kind” regardless of who it’s directed at needs to stop.

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Katherine DuGarm

Business Analysis | Business Process Redesign

3y

Total Pipeline of Talent sounds like a good measure.

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Gary Pfeifer

Vice President of Southeast Operations at ARKA EXPRESS INC.

3y

Telling people what to do and who to hire solely on race is absolutely ridiculous. Most professionals hire character then credentials. This is the 21st century it’s time to act like adults. A lot of intelligent people look for ways to endeavor their own businesses instead just looking for a job. Creating a job is always better than finding a job. Leave the politics and bias out of business and I am certain everyone with an agenda will prosper.

Robert Fetrow

Owner at HSF Consulting LLC

3y

Sounds like a horrible method to view your workforce. The focus should always on the talent you have and how to improve it. To focus on diversity is to pretend taking the focus away from the talent base and training that talent base cost your organization nothing. Of course there is a cost and in a competitive environment a Corp cannot truly afford such

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Dr. Patricia Suggs

Leadership Development for High Achieving Women | Conflict Reconciliation Expert | What's Next Strategist/Transformer | Professional Speaker | Booming Lives/Thriving Women 55+ expert

3y

Change is so needed in the C-Suites today. My goal is to help women, no matter their ethnicity, to get the visibility, promotions and raises they deserve to gain the life they desire. women, especially black women have been held back too long. One of the ways to change that is to have women prepared for it, but also, have businesses prepare by making their cultures more women-inclusive.

John Chapman 😎🇺🇸

Podcaster, life-time learner. A thing either is, or it is not.

3y

Meritocracy should be the ONLY concern.

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