Center For Human Capital Innovation

The Center for Human Capital Innovation is dedicated to improving organizational performance through improved people management. 

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Strategic Management Consulting Firms in Washington DC: Helping Businesses Make Decisions

In today’s dynamic business environment, making informed and strategic decisions is vital for any organization's success. Washington DC, the epicenter of political and economic activity in the United States, is home to numerous strategic management consulting firms that specialize in guiding businesses through complex challenges. These firms provide invaluable expertise in areas such as organizational strategy, market analysis, operations optimization, and digital transformation.

This article delves into the role of strategic management consulting firms in Washington DC, the services they offer, and the benefits of partnering with them.

Why Strategic Management Consulting Matters

Strategic management consulting focuses on improving a company’s long-term performance by identifying opportunities, addressing challenges, and enhancing operational efficiency. Businesses, regardless of their size or industry, face obstacles that require objective analysis and creative solutions.

The unique advantage of consulting firms lies in their ability to provide an external perspective. By analyzing market trends, consumer behavior, and internal processes, consultants deliver actionable insights that help organizations achieve sustainable growth.

Washington DC: A Hub for Strategic Management Consulting

Washington DC serves as a vibrant hub for business innovation and policy-making. The city’s proximity to government agencies, nonprofits, and multinational corporations creates a thriving ecosystem for strategic management consulting firms. These firms cater to a diverse clientele, including:

Government agencies: Offering support with policy implementation, budget optimization, and program management.

Nonprofits: Helping organizations maximize their social impact through operational efficiency and strategic partnerships.

Private companies: Enabling businesses to remain competitive by implementing robust growth strategies and operational improvements.

Strategic consulting firms in Washington DC are well-positioned to address the needs of this unique and varied landscape.

Services Offered by Strategic Management Consulting Firms

The range of services offered by strategic consulting firms in Washington DC is extensive. Some of the most common include:

1. Business Strategy Development

Consultants work with companies to define their vision, mission, and strategic goals. By conducting SWOT analyses (Strengths, Weaknesses, Opportunities, Threats), firms help businesses align their resources and capabilities with market opportunities.

2. Market Research and Competitive Analysis

Strategic management consulting firms provide in-depth market research to identify emerging trends, customer preferences, and competitor activities. This information allows businesses to stay ahead of industry shifts.

3. Digital Transformation

In the digital age, adapting to new technologies is critical for success. Consulting firms help businesses implement innovative technologies, improve customer experiences, and streamline operations using digital tools.

4. Organizational Design and Change Management

Businesses often struggle with restructuring or adapting to market changes. Consulting firms guide companies through organizational redesigns and help manage transitions effectively to minimize disruptions.

5. Financial Planning and Risk Management

Effective financial planning ensures that businesses allocate resources wisely. Consulting firms in Washington DC assist in budgeting, forecasting, and managing risks associated with investments or new initiatives.

6. Leadership Development and Talent Management

Attracting and retaining top talent is essential for any organization. Consulting firms offer leadership training programs, talent acquisition strategies, and employee engagement solutions to create high-performing teams.

Top Consulting Firms in Washington DC

Several prominent strategic management consulting firms operate in Washington DC, each bringing unique expertise to the table. While there are numerous firms to choose from, here are some of the most reputable:

1. McKinsey & Company

One of the world’s leading management consulting firms, McKinsey & Company, has a strong presence in Washington DC. Known for their data-driven insights and innovative approaches, McKinsey serves clients across various industries.

2. Boston Consulting Group (BCG)

BCG specializes in strategy consulting and works with organizations to tackle complex challenges in areas like digital transformation, sustainability, and growth strategy.

3. Bain & Company

With a focus on delivering measurable results, Bain & Company provides tailored solutions to help businesses achieve their goals. Their services include corporate strategy, M&A advisory, and operational improvement.

4. Center for Human Capital Innovation

CHCI is dedicated to improving organizational performance through improved people management.

5. Deloitte Consulting

Deloitte Consulting is renowned for its comprehensive approach to business challenges. Their services range from strategy and operations to digital technology and human capital consulting.

How Strategic Management Consulting Firms Help Businesses Make Decisions

Strategic management consulting firms act as partners to businesses, helping them navigate challenges and make data-driven decisions. Here’s how they accomplish this:

1. Providing Expertise

Consulting firms bring specialized knowledge and experience that businesses may lack internally. Their consultants are skilled in analyzing data, identifying patterns, and offering practical solutions.

2. Facilitating Objective Decision-Making

Often, internal biases can hinder effective decision-making. Consultants provide a neutral perspective, ensuring that decisions are made based on facts rather than assumptions.

3. Accelerating Innovation

By staying updated on industry trends and technologies, consulting firms help businesses adopt innovative practices that enhance competitiveness.

4. Addressing Resource Gaps

Whether a business needs additional manpower, expertise, or technology, consulting firms can fill these gaps and provide the necessary support.

5. Delivering Measurable Results

Consulting firms set clear objectives and KPIs (Key Performance Indicators) to track the success of their strategies. This ensures accountability and tangible outcomes.

The Benefits of Partnering with a Consulting Firm

Collaborating with a strategic management consulting firm can bring numerous benefits to businesses, such as:

Improved Efficiency: Streamlined operations and optimized workflows reduce costs and enhance productivity.

Informed Decision-Making: Access to data-driven insights and expert recommendations empowers organizations to make smarter choices.

Competitive Advantage: Businesses gain an edge by staying ahead of market trends and adopting best practices.

Scalability: Consulting firms help companies scale operations and expand into new markets with confidence.

Risk Mitigation: Proactive risk management strategies minimize the impact of uncertainties.

How to Choose the Right Consulting Firm in Washington DC

Selecting the right consulting firm is a critical decision that can significantly impact a business’s success. Here are some factors to consider:

Industry Expertise: Choose a firm with experience in your specific industry.

Reputation: Look for firms with positive client testimonials and case studies.

Customization: Ensure that the firm offers tailored solutions rather than generic strategies.

Communication: Strong communication and collaboration are essential for a successful partnership.

Cost: Evaluate the firm’s pricing structure to ensure it aligns with your budget.

Conclusion

Strategic management consulting firms in Washington DC play a vital role in helping businesses navigate challenges, seize opportunities, and achieve sustainable growth. By offering expertise, objective insights, and innovative solutions, these firms empower organizations to make informed decisions that drive success.

Whether you are a government agency, nonprofit, or private company, partnering with a consulting firm can unlock new possibilities and position your business for long-term success. If you’re considering working with a strategic management consulting firm in Washington DC, take the time to research and select a partner that aligns with your goals and values.

With the right guidance, your business can thrive in an ever-changing world.

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Navigating “The Great Stay” for Employers and Job Seekers

The “Great Stay,” or the “Big Stay,” where employees choose to remain in their current roles rather than seek new opportunities, signals a significant shift in workforce dynamics. Recent data from the Bureau of Labor Statistics highlights this trend, reporting a drop in voluntary job quits to their lowest levels in three years.

Economic uncertainties, high inflation, interest rates, and geopolitical turmoil have led workers, especially Baby Boomers and Gen Z, to prioritize stability over risks associated with job-hopping. Concurrently, organizations have adjusted hiring practices, favoring part-time and contract roles while scaling back flexible work opportunities. These changes further discourage employees from leaving their current positions, even when they feel unfulfilled. Learn more about changing workforce dynamics.

But Isn’t Retention a Good Thing?

While low turnover and longevity can indicate organizational health, excessive retention can pose risks, such as increased labor costs and reduced employee engagement. Retention without innovation and motivation can create a passive, static workforce. Discover strategies to improve workplace engagement.

Although the labor market remains strong overall, younger workers, particularly those aged 20-24, face steep employment declines. The Great Stay slows hiring and promotions, disproportionately affecting early-career professionals. Understand the long-term effects of early-career setbacks.

What Can Employers and Job Seekers Do?

Employers: Retention Is the New Recruitment

To prevent the Great Stay from devolving into stagnation, employers should focus on employee growth, internal mobility, and engagement.

Invest in Employee Development: Provide continuous learning opportunities and upskilling programs. Employees are more motivated when they see growth potential. Explore employee development strategies.

Create Transparent Career Paths: Outline progression opportunities clearly. Use tools like AI for career planning. Learn how AI is transforming career development.

Foster Inclusion and Feedback: Build a culture of open communication and actionable feedback. Read tips for fostering workplace inclusion.

Encourage Cross-Departmental Projects: Facilitate collaboration across teams to reduce monotony and spur innovation. Find ways to enhance cross-team collaboration.

Job Seekers: Get Creative and Stay the Course

For those seeking new roles, creativity and persistence are essential.

Leverage Your Network: Use platforms like LinkedIn to connect with industry peers. Check out LinkedIn networking tips.

Pursue Freelance or Part-Time Work: Gain experience and build your portfolio. Discover the benefits of freelance work.

Focus on Skill Diversification: Identify in-demand skills and pursue relevant certifications. Browse trending certifications.

Be Open to Remote Work: Consider roles outside your geographical area. Explore remote job search strategies.

First-Time Job Seekers: Starting During the Great Stay

Breaking into the job market during stagnation requires strategic effort.

Maximize Internship Opportunities: Use internships to gain experience and build connections. Learn how to excel in internships.

Build a Personal Brand: Showcase accomplishments online and engage in industry discussions. Tips for building a professional brand.

Target Growth Industries: Focus on emerging sectors with lower competition. Find growth industries in 2024.

Seek Mentorship: Find mentors who understand today’s job market. Explore mentorship resources.

Differentiating Yourself in a Competitive Job Market

Visibility is key in a crowded field. Here’s how to stand out:

Tailor Resumes and Cover Letters: Customize your application for each role. Resume tailoring tips.

Showcase Adaptability: Share examples of thriving amidst challenges during interviews. Interview preparation resources.

Enhance Visibility: Write articles or participate in panels to establish credibility. Boost professional visibility online.

Highlight Continuous Learning: Update your resume with recent achievements. Keep your resume up-to-date.

Conclusion

The Great Stay challenges employers and job seekers to think creatively and act decisively. By embracing development, diversification, and a strong digital presence, individuals and organizations can navigate this period of stagnation and emerge stronger.

What’s been your experience during the Great Stay? Share your thoughts in the comments, send us an email, or follow us on LinkedIn.

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Employee Presence: Showing Up with Impact in the Workplace

As work environments evolve, so does the concept of “employee presence.” Presence extends beyond titles or hierarchical structures. It’s the ability to influence, inspire, and engage others, whether you’re pitching an idea, leading a small team, or mentoring interns. From seasoned executives to entry-level employees, everyone can develop a presence that encourages influence and connection. The question is, what does employee presence look like? Read on to learn how to authentically communicate and make your presence known within your organization.

The Characteristics of Presence

According to Sylvia Ann Hewitt in her book Executive Presence, leadership presence, also known as employee presence, is characterized by gravitas (67%), communication (28%), and appearance (5%).

While often associated with senior employees, it’s crucial to recognize that anyone can exhibit leadership qualities and contribute positively to their organization. Let’s take a more in-depth look at these characteristics:

Projecting Confidence with Gravitas

Gravitas, often described as the combination of confidence, authenticity, and emotional intelligence, is essential for making a lasting impression, and it is considered the principal attribute of a strong presence. Here are actionable ways to cultivate gravitas:

Self-Reflection: Take time to understand your strengths, weaknesses, and personal values. Self-awareness enhances your ability to communicate authentically with others.

Active Listening: Engage fully in conversations, demonstrating genuine interest in others’ perspectives. Listen to understand, not just to respond. This serves to build rapport, and it also reinforces your presence.

Set Boundaries: Be clear about your priorities and communicate them effectively. This helps establish respect for your time and focused attention on key matters.

Effective Communication

Communication, the second key to employee presence, is sharing information to build understanding.  Here are some techniques to enhance your communication skills:

Avoid Self-Deprecation: This may seem counter-intuitive; however, while humor can ease tension, self-deprecating remarks can undermine your authority and credibility. Instead, focus on showcasing your strengths and achievements.

Use Humor Wisely: Humor can be a powerful tool for building connections. It should never come at the expense of others, though. Always aim to uplift and foster camaraderie within your team.

Non-Verbal Cues: Pay attention to your body language. Standing tall, making eye contact, and using open gestures convey confidence and engagement. These non-verbal signals can greatly influence how your message is received.

Showing Up Authentically

While many think that appearance, the third component of presence, is only about how someone looks physically, it actually includes appearing genuine and sincere to establish trust. Many individuals struggle with authenticity. Common challenges include social anxiety, fear of public speaking, and self-doubt. Here’s how to address these issues:

Social Anxiety: Practice exposure therapy by gradually placing yourself in social situations that make you uncomfortable. Start with smaller gatherings and build your way to larger settings.

Conquer Stage Fright: Preparation is key. Practice your presentation multiple times, and use techniques like deep breathing or visualization to calm nerves before public speaking events.

Self-Advocacy: Recognize that your contributions are valuable. Start by stating your ideas clearly and assertively, advocating for the changes you want to see.

How Employers Can Help:

As an employer, you are in the position to build presence within your team members. Here are strategies to support your employees in enhancing their presence:

Implement executive coaching programs that focus on leadership development and communication skills.

Create safe spaces for sharing ideas by establishing regular forums for employees to contribute their thoughts, ideas, and concerns.

Promote a culture of continuous learning. Share, and consider financing, educational opportunities such as workshops, seminars, or online courses focusing on communication skills and emotional intelligence.

Regularly recognize and celebrate employee contributions to motivate active engagement.

Facilitate networking opportunities internally and externally to encourage team members to broaden their connections and build their presence beyond the company.

Employee Presence in Remote Settings

What if you aren’t in person? How does an employee have presence when they are behind a computer screen? Maintaining a strong presence in remote and hybrid workplaces can be challenging. Pay attention to your on-camera presence during video calls. Maintain eye contact by looking directly at the camera, sit up straight, and use hand gestures to emphasize points. Develop clear and concise written communication skills for emails and instant messaging. Use emojis and GIFs judiciously to convey tone and personality. When working with colleagues from different departments, tailor your message to the audience for which it’s intended. For example, use more technical language with IT colleagues and focus on business impact when speaking with executives.

Measuring the Impact of Employee Presence

While employee presence can seem intangible, there are ways to measure its impact on organizational success:

Employee Engagement Surveys: Include questions about leadership presence and its effects on team morale and productivity.

360-Degree Feedback: Gather input from peers, subordinates, and supervisors to assess an individual’s presence and influence.

Performance Metrics: Track improvements in key performance indicators (KPIs) that may be influenced by enhanced employee presence, such as project completion rates or client satisfaction scores.

Employee presence is not solely an individual trait; it’s a collective organizational asset and should be invested in as such. When employees at all levels demonstrate strong presence, it creates a ripple effect that enhances communication, collaboration, and overall performance. Remember, presence is not about perfection or constant visibility. It’s about bringing your authentic self to work, engaging meaningfully with others, and contributing your unique value to the organization. The ability to show up with impact – whether in person or virtually – will always be a critical factor in personal and professional success.

How has your presence impacted your career? Was there something you were able to accomplish because of how you presented or communicated it?

Leave a comment below, send us an email, or follow us on LinkedIn.

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A Young Professional’s Guide to Workplace Influence

Starting a new job can be exciting, and perhaps a little intimidating, especially if you’re fresh out of school or younger than most of your colleagues. The workplace can feel like a jungle sometimes, and older generations don’t always jump at the chance to embrace fresh perspectives. Despite that, it’s still possible to be a force for positive change, even as a new hire. This isn’t about pushing your way to the top; it’s about building relationships and subtly influencing how things work, for the better.

So, let’s move past the abstract and get right into some practical strategies. Some may fit your situation, and some may not. Take what you can use, and leave the rest.

1. Building Your Reputation

First impressions matter. Demonstrate you’re serious, capable, and worth listening to.

Do Your Research: Before you bring something forward, research the organization. Understand its history, culture, what makes it tick, and what challenges it’s facing. You can’t just do this by memorizing the annual report. It’s easy enough to learn the written rules and policies; gaining an appreciation for the unwritten “way things are done” takes time, patience, and guidance. Take time to listen so that you know the context and can contribute meaningful insights rather than just throwing out random suggestions.

Find a Mentor: Mentorship is invaluable, especially in the early days of a job or career. A good rule of thumb is to seek out someone whose work style you admire or who has expertise in an area you’d like to develop. Asking them for a simple coffee chat can be a great starting point.

Deliver Results: Actions speak louder than words. Focus on early successes. Even small wins reflect competence and commitment. This builds trust and gets you noticed. When you consistently meet deadlines and produce high-quality work, people will start to take you seriously.

2. Suggesting Improvements With Thoughtful Advocacy

You probably have some great ideas, like new technologies or streamlined processes. However, not everyone is going to embrace your vision right away.

Understand the Existing System: Take the time to understand why things are done the way they are. This shows respect for the organization and prevents you from unintentionally stepping on toes. Try to see things from the perspective of those who have been doing it for years. Learn the history. It’s possible that what seems obvious to you has been tried before and didn’t work. This doesn’t mean a good idea should never be tried again; exploring why it failed previously can provide guidance on how to improve it.

Frame it: Present new ideas as enhancements, not replacements. Focus on how they can improve existing workflows rather than suggesting a complete overhaul. Highlight the benefits to the team or the organization, not just the features. One method is to suggest pilot programs to test new ideas on a smaller scale before a full-scale rollout. This minimizes risk and shows that you’re not just pushing for radical changes without considering the potential impacts.

Show, Don’t Tell: Use data to back up your proposal. Research and case studies are powerful tools. If you can prove that your idea has been successful in similar contexts, it’s much more convincing than just giving an opinion. Embrace evidence-based arguments right away and make it a habit. This approach will gain respect quickly.

3. Bridging the Gap with Resistant Colleagues

Some people are resistant to change. This is common if they have been doing things a certain way for a long time.

Empathy is Vital: Building consensus requires putting yourself in someone else’s shoes and understanding how they feel. In other words, empathy. Appreciate their concerns. Acknowledge their experience and validate their feelings, especially if you are asking people to step outside of their comfort zone. Active listening is a valuable tool here. Paraphrase their thoughts back to them to show that you understand them (“So what I’m hearing you say is…”). People are more receptive to change when they feel heard and understood.

Collaborate, Don’t Dictate: Start a conversation, not a lecture. Ask for their input and actively listen to their feedback. Involving them in the process will make them feel like partners instead of passive recipients of your brilliant ideas. Look for areas of agreement and overlap. Build relationships with colleagues who are open to change and use their support to influence others. Having people on your side boosts your credibility and demonstrates that you’re a team player.

Show, Don’t Tell (Again!): Share success stories from other organizations that have adopted similar changes. Real-world examples are far more persuasive than abstract arguments. You might be most persuasive when speaking about your generation’s preferences and attitudes, and then use data (surveys, polls, etc.) to validate your case. For example, if you have a product idea that you believe will appeal to younger generations, use your unique perspective and then reinforce it by showing where it has already been successful.

4. Communicating Technological Change Clearly

Technology can be intimidating for some. Make sure your communication is accessible to everyone, and assume that everyone is starting from a beginner level when it comes to their knowledge base.

Plain Language: Avoid jargon. Use clear, simple language that anyone can understand, regardless of their technical expertise. You may need to explain more about what things do than simply listing tools or software in your plans.

Show, Don’t Tell (One More Time!): Use visuals, diagrams, or demonstrations. A picture is worth a thousand words, especially when explaining complex technical concepts. Sometimes your audience may not understand until they see it in action. Lead training sessions to help people feel comfortable with new tools and processes. Hands-on training is the best way to alleviate fears and build confidence.

Gather Feedback: Create channels for feedback. Ask for suggestions and address any concerns promptly and openly. This shows that you value their input, prioritize transparency in the process, and are committed to making the transition smooth.

5. Meaningful Change vs. Change for Change’s Sake

Not all change is good change. Make sure your suggestions are worthwhile.

Clear Goals: Ensure that any proposed change serves the organization’s goals. This creates a shared understanding of why the change is necessary and makes it easier to get buy-in.

Analyze the Impact: How will the change improve efficiency or performance? What problems will it solve? Clearly articulating the benefits makes your case much stronger.

Reflect and Refine: After implementing a change, assess its effectiveness. What worked? What didn’t? Use feedback to improve your future proposals. Remember that the change is secondary to the mission of the organization, so the priority is ensuring that the change serves the correct purpose.

6. Navigating and Building Relationships Across Generations

Building relationships across generations is crucial. Celebrate the unique contributions of each generation to create a sense of teamwork and mutual respect. And, most importantly, be adaptable.

Flexibility: Communication styles differ both between generations as well as within them. Some people prefer face-to-face conversations; others prefer email or instant messaging. To connect with your audience, find out how they would rather communicate, and make sure to use those channels to reach them.

Communicate to Be Heard: Communication styles vary across generations. Take note of how someone from another generation may communicate or interpret your communication compared to a peer. Be mindful of body language, tone, and formality. For example, younger generations may feel that a period at the end of a text is angry or passive aggressive, but older generations tend to consider it proper grammar.

Value Diverse Perspectives: Create an environment where people feel comfortable sharing their opinions. This fosters mutual respect and understanding. Everyone has something valuable to teach you. Approach conversations with curiosity and a willingness to learn. Don’t think that you have to have all the answers, and, at the same time, have the confidence to know that you have something to offer to others.

An example:

Imagine a young employee at a tech company who notices a lack of diversity in hiring. They take the initiative to research best practices, present data on how diversity positively impacts performance, and organize workshops to raise awareness. Additionally, they use research from respected organizations to show the importance of diversity, equity, and inclusion (DEI) to Generation Z. Through persistence and well-formed, well-researched arguments, they gain the support of decision-makers and implement changes that significantly increase diversity within the company. This shows how a single person’s initiative can create widespread positive change.

Continuous Self-Improvement

Finally, influencing your workplace is an ongoing process. While you advocate to improve your organization, commit to continuous learning and improvement for yourself as well. Regularly ask for feedback from colleagues and supervisors. This helps you identify areas for improvement and refine your approach. Attend workshops, webinars, or courses to enhance your skills and knowledge. Join industry organizations to discover opportunities and get access to trainings, and ask your coworkers for recommendations on email lists and set up news alerts to stay up to date. Also, seek out local networking groups, such as industry-specific organizations, young professional associations, or even your local chamber of commerce.

Gaining influence at work and becoming a changemaker is a journey, not a sprint. It takes patience, strategic thinking, respect, effective communication, and a genuine commitment to building strong relationships. One important thing you can do now is to share tips like these and find other ways to connect with your peer colleagues. Don’t only focus on appealing to the top brass; the bonds that you build now can be crucial to your success in the future. Your enthusiasm and dedication can be a powerful force for positive change in your organization.

When have you successfully implemented a change within your organization? Or, have you struggled to get your colleagues on board with your ideas?

Leave a comment below, send us an email, or follow us on LinkedIn.

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Second Chance Hiring: Unleashing a World of Untapped Potential

Defined as the practice of providing employment to individuals who have previously been incarcerated or have criminal records, Second Chance Hiring has emerged as a strategic and compassionate solution to bridge the gap between past mistakes and future opportunities. It is rooted in the belief that everyone deserves a chance to contribute meaningfully to society and the economy. This approach offers a lifeline to those looking to rebuild their lives and presents businesses with a unique opportunity to tap into an often-overlooked pool of dedicated, motivated talent.

As we delve deeper into the essence and impact of Second Chance Hiring, it becomes clear that this initiative is more than simply giving people a second chance—it’s about creating a more inclusive, productive, and equitable job market for all.

The Statistical Landscape: A Glimpse into the Untapped Potential

When analyzing the modern job market, the numbers reveal a compelling story of disparity, challenge, and significant untapped potential.

The Workforce Gap: With 11.5 million job openings in the U.S. and only around 6 million unemployed workers, the math doesn’t add up. Second Chance Hiring can help bridge this gap in the labor market​ (US Chamber of Commerce)​.

The Impact of a Criminal Record: Nearly 77 million Americans are living with a criminal record, which can be a substantial barrier to gainful employment. This isn’t just a loss for the individuals; it’s a missed opportunity for businesses and the economy​ (US Chamber of Commerce)​.

Second Chance Hiring is not merely an act of charity; it’s a sound economic strategy. By employing individuals with criminal records, sometimes also known as returning citizens, companies can tap into a loyal and enthusiastic workforce, contributing to reduced recidivism and enhanced economic productivity.

Prominent companies across the nation are already demonstrating the practical impact and value of this approach.

Leading the Charge: Corporate America’s Embrace of Second Chance Hiring

Companies such as Walmart, Starbucks, and Home Depot are at the forefront of this movement. According to the Second Chance Business Coalition, 85% of HR leaders and 81% of business leaders say that individuals with criminal records perform the same as or better than employees without criminal records​.

Among the trailblazers of this cause, JPMorgan Chase is an ideal case study that highlights the outcomes that result from a commitment to Second Chance Hiring practices.

Case Study: JPMorgan Chase’s Commitment to Second Chance Hiring

JPMorgan Chase, a global leader in financial services, has positioned itself as a pioneer of Second Chance Hiring. Recognizing an untapped potential, the company has made significant strides in integrating individuals with criminal records into their workforce.

The shift began with an acknowledgment of the barriers faced by those with criminal records—a realization that led to a comprehensive reassessment of the bank’s hiring policies. JPMorgan Chase established a clear objective: to lower employment barriers and create more opportunities for those who have served their time.

With returning citizens comprising nearly 10% of its new hires over a recent three-year period, JPMorgan Chase demonstrates that Second Chance Hiring is not just feasible but beneficial​ (U.S. Chamber of Commerce)​.

Overcoming Challenges

The initiative was not without its challenges. Concerns about regulatory compliance, workplace safety, and public perception had to be carefully navigated. However, through comprehensive policy reforms, community partnerships, and rigorous assessment processes, JPMorgan Chase established a robust framework for Second Chance Hiring.

The Impact

Second-chance employees at JPMorgan Chase have shown remarkable levels of loyalty, dedication, and productivity with lower turnover, translating into substantial cost savings and enhanced team dynamics.

Buoyed by the success of its policies, JPMorgan Chase has expanded its Second Chance Hiring programs and is now taking a leading role in advocating for broader legislative reforms. The company supports Clean Slate legislation, which will simplify the process for eligible returning citizens to have their records expunged, expanding the talent pool.

A Ripple Effect

JPMorgan Chase’s commitment to Second Chance Hiring has had a ripple effect, inspiring other companies to reconsider their hiring policies. As a founding member of the Second Chance Business Coalition, they share best practices, tools, and strategies to help other businesses implement similar programs.

This example demonstrates how businesses can drive social change while simultaneously enhancing their operational success. It stands as a testament to the belief that everyone deserves a second chance, and it underscores the importance of strategic vision, policy innovation, and a commitment to inclusivity.

The success stories of companies like JPMorgan Chase provide valuable insights into how Second Chance Hiring can be effectively implemented. Here are some best practices that can help other businesses follow suit.

Making It Work: Best Practices for Second Chance Hiring

For businesses considering this approach, some practical steps to ensure success:

Expand Recruitment Strategies: Connect with local reentry service providers and utilize job boards dedicated to individuals with criminal records.

Foster a Supportive Work Environment: Create an inclusive culture that supports the reintegration of individuals into the workforce, including mentorship programs, training, and clear pathways for career advancement.

Leverage Tax Incentives: The Work Opportunity Tax Credit provides a compelling financial incentive to companies willing to embrace Second Chance Hiring, offering a tax credit of up to 40% of the first year’s wages for qualified returning citizens.

As we’ve seen through statistics, corporate success stories, and practical strategies, Second Chance Hiring is a call to action for businesses everywhere.

A Call to Action

Second Chance Hiring is more than a policy or a program; it’s a testament to the belief in second chances and the untapped potential within each individual. By embracing this approach, companies contribute to a more equitable society while gaining access to a pool of dedicated, loyal, and diverse talent. The statistics are clear: this isn’t just the right thing to do; it’s the smart thing to do. Let’s unlock this potential together and pave the way for a more inclusive, productive, and compassionate workforce.

What are the potential challenges and rewards your organization could face by implementing Second Chance Hiring practices? Can you share any success stories or positive experiences from your organization or network?

Leave a comment below, send us an email, or follow us on LinkedIn.

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Innovating Team Building: Crafting Success in Today's Workplace

In the contemporary workplace, the traditional team-building approach is transforming. Innovative strategies are reshaping how teams collaborate, communicate, and achieve success. At Center for Human Capital Innovation, we recognize the critical importance of fostering effective teamwork in driving organizational success.

Embracing Innovation in Team Building

Innovation lies at the heart of modern team building efforts. Rather than relying solely on conventional methods, organizations are exploring creative approaches to foster collaboration and synergy among team members.

Leveraging Technology

Technology has revolutionized how teams interact and collaborate, transcending geographical boundaries and time zones. Virtual collaboration tools, project management software, and communication platforms enable seamless communication and coordination among team members, regardless of their physical location.

Encouraging Diversity and Inclusion

Diversity and inclusion are not only ethical imperatives but also catalysts for innovation and creativity within teams. By fostering a diverse and inclusive work environment, organizations can harness the unique perspectives and talents of each team member, driving innovation and problem-solving.

Cultivating a Culture of Collaboration

Effective teamwork requires more than just assembling a group of individuals—it requires cultivating a culture of collaboration where every team member feels valued, heard, and empowered to contribute their best.

Establishing Clear Goals and Expectations

Clear communication of goals and expectations is essential for aligning team efforts and driving collective success. By establishing clear objectives and defining roles and responsibilities, teams can work together towards a common purpose with clarity and focus.

Promoting Psychological Safety

Psychological safety is the foundation of effective teamwork, allowing team members to express their ideas, take risks, and learn from failures without fear of judgment or reprisal. Leaders play a critical role in fostering a culture of psychological safety by encouraging open communication, constructive feedback, and vulnerability.

Embracing Agile Team Structures

In the fast-paced, ever-changing business landscape, agility is paramount. Agile team structures enable organizations to adapt quickly to changing circumstances, seize opportunities, and overcome challenges with speed and flexibility.

Cross-Functional Collaboration

Cross-functional teams bring together individuals with diverse skill sets and expertise to tackle complex problems and drive innovation. By breaking down silos and fostering collaboration across departments and disciplines, organizations can leverage the collective intelligence of their teams to achieve breakthrough results.

Iterative Processes

Iterative processes, such as agile and scrum methodologies, enable teams to iterate and refine their work incrementally, responding to feedback and adapting to evolving requirements. By embracing iterative approaches, teams can deliver value to customers more rapidly and effectively.

Conclusion: Building Bridges to Success

In conclusion, innovative team building is essential for success in today's dynamic workplace. By embracing innovation, cultivating a culture of collaboration, and adopting agile team structures, organizations can build bridges to success and achieve their goals in an ever-changing business landscape. At Center for Human Capital Innovation, we are committed to partnering with organizations to develop innovative team-building strategies that drive results and propel them toward success.

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39 million working women in the U.S. face menopause as a hidden challenge in the workforce

I kept having fevers. I couldn’t sleep. I was feeling totally unfocused. I thought it was just an extension of my restless shark-like tenancies, but after days of unrelenting symptoms, I decided I should see a doctor. Here’s how our conversation went:

“It’s menopause.”

“What? That’s not possible. I’m too young.”

“Yes, it is. There are many reasons why it can happen at an earlier age than normal.”

“How in the world do women work like this? I’m in a fog and can’t focus.”

“Your symptoms are light.”

“You’re joking, right? It’s going to get worse? Women work every day feeling like this?”

I left the doctor’s office astounded, confused and angry. If many in our workforce are dealing with these symptoms on a daily basis, why aren’t there lobbyists hired? Associations created? Women revolting in the street? Leaders talking about this regularly?

I Was Warned Not to Write This

As I decided to write about this, I was warned by two professional, well-educated colleagues not to do so. They said:

“If you write about this, people will know how old you are and never hire you again.”

And

“If you write about this, you’ll just reinforce the stereotype that women are weepy and unreliable. Just leave it alone.”

Leave it alone? I have daily hot flashes, which means instead of using my EQ to listen to the person in front of me, all I can think about is finding the closest air conditioner. If these symptoms are considered light, how are millions of other women dealing with their (not so light) symptoms at work? And what about the leaders who have to manage people with these symptoms?

Let’s look at the facts about menopause in the workplace.

The Facts About Menopause in the Workplace

Most women officially reach menopause between the ages of 44 and 56, and symptoms can last between two and ten years. It’s possible for symptoms to start as early as 35 years of age, before officially reaching menopause.

An estimated 1.3 million U.S. women reach menopause every year.

Approximately 39 million women in the US workforce are experiencing or will soon experience symptoms of perimenopause or menopause.

Menopause costs approximately $1.8 billion in lost work productivity annually

According to the Labor Bureau of Statistics (LBS), menopause-age women account for almost 30% of the U.S. labor force.

Menopausal Symptoms at Work

So what goes on when a woman is having menopausal symptoms? I mentioned the hot flashes (which I thought were fevers) and insomnia I was experiencing. Women also experience headaches, loss of energy, anxiety attacks, brain fog, aches and pains, and dry skin and eyes. This translates to 45% of the women workforce potentially being at work without enough sleep, sweating to death at their desks with intermittent headaches, no energy and an achy body. I think that fact is worthy of addressing.

Why is No One Talking About Menopause, Affecting a Significant Portion of the Workforce?

Yet menopause remains a taboo topic in many workplaces. Despite approximately 1.3 million women in the U.S. entering menopause each year and 20% of the workforce being in some phase of the menopause transition, conversations around it are still rare. Many women don’t want to admit they are going through menopause, and men often avoid discussing “women’s health issues.” It’s discussed so infrequently that most are unaware of the workplace impacts until they are directly affected or know someone who is. Why is this critical topic, affecting millions, still not widely discussed? Topics like breast cancer, pregnancy, and obesity are openly talked about, yet menopause remains shrouded in silence.

In fact, that’s exactly how women feel about discussing menopause in the workplace: silenced. Hush hush. Don’t say it out loud. Don’t make a big deal. Yet, how can we not talk about this when BOHRF reports that almost 20% of women surveyed believe menopause has had a negative impact on their managers and colleagues’ perceptions of their competence?

Research by the University of Nottingham found many women didn’t want to disclose this issue to their manager, particularly if the manager was younger than them, male or both. Of the women who had taken time off of work due to menopausal symptoms, only half of them disclosed the real reason for their absence. Some women even considered working part time to deal with symptoms but feared this would negatively impact their career. The research also showed that over half of the women studied reported that they were not able to negotiate flexible work hours or practices when dealing with symptoms. All of these realities contribute to the lack of confidence some women feel as even just the lack of sleep affects them cognitively and physically. One women says:

“It certainly affects my confidence from the point of view of speaking at meetings because I am not as fluent…that concerns me. I don’t want to, you know, suddenly not have the word that I need so I am perhaps sort of withdrawing a little bit”

So we have part of a workforce that is less productive and effective, yet we all tiptoe around the topic. Why aren’t there more resources going toward this issue from a productivity standpoint alone?

Two words: Sexism and Ageism

We have to remember that most organizational systems were built by and for men. They were rarely built with women in mind, let alone women with menopausal symptoms. So there is an inherent sexism and bias built into organizations that disadvantage part of the workforce throughout all phases of their careers.

If the tech world feels that 30 is old, no wonder no one wants to mention menopausal symptoms. In this case, using a hot flash as a reason for forgetting something is tantamount to workplace suicide.

It’s a No-Win Situation

And if you were brave enough to mention the hot flash, you might face the gender stereotypes of women weeping in the halls and being unreliable. So it’s a no-win situation.

And even if you have a leader who is educated about menopause, she or he may end up fighting misinformation and lack of support to find a solution. So what’s a leader supposed to do?

Here are some ideas for creating a menopause friendly workplace, which will benefit both those experiencing menopause (i.e. 20% of the workforce) and the organizations that employ them.

7 Tips For Leaders to Create a Menopause-Friendly Workplace

EDUCATE MANAGEMENT This is a no-brainer that often goes overlooked. While managers are trained in subjects like conflict management and finances, they’re not usually trained in dealing with menopause. They should know the symptoms and challenges women face during menopause so they can approach the situation knowledgeably and with compassion. For example, managers who have been educated about menopause might let an employee take control of the thermostat instead of thinking their employee is nit-picky when mentioning the temperature all the time. They may proactively ventilate the office and make sure cold water is available. Also, they’d then be able to recognize behavior related to menopause symptoms that might otherwise hint at lack of engagement.

APPOINT AN IN-OFFICE ADVOCATE (OR A FEW) Appoint a person (or a few) to act as advocates for women in the workplace going through menopause. This person would know about all of the special absence allowances, related wellness programs, and flex policies. They would also speak to leadership or management on behalf of women if needed/requested. This advocate could come from any department at any level, only dependent on their specific personality fit and interest in the role.

IMPLEMENT MENOPAUSAL SUPPORT AND INFORMATION INTO A WELLNESS HOTLINE Some organizations have wellness support programs for their employees, which include a contact number for a resource of coaches, dieticians, and other advisors. Employees can call this number for support in health-related manners such as losing weight, quitting smoking, or getting more physically fit. By adding menopausal support to your wellness support program, women can then get support and information by phone when experiencing menopausal symptoms to better learn how to manage symptoms from a health perspective, and cope with work while not feeling 100%. Information on all flexible work and sick day policies would also be available with this service.

EXPAND BENEFIT PROGRAMS TO INCLUDE ALTERNATIVE THERAPIES Many women are looking to alternative therapies for managing menopausal symptoms such as acupuncture, Chinese medicine, bio-identical hormone replacement, and various other practices used by integrative health practitioners. Though women often see significant improvements, paying out of pocket for integrative health treatments can be cost prohibitive. Including these options as part of a benefits package would enable women to seek treatments that they are comfortable with and that help them feel better.

INCLUDE MENOPAUSE ACTIVITIES OR SPEAKERS IN WELLNESS WEEKS When an organization hosts a “wellness week”, it brings in yoga instructors, massage therapists, nutritionists, chefs specializing in healthy meals, and more. Why not add a component to the wellness week that deals with menopause? Some possibilities are a yoga instructor who can offer poses and breathing exercises particularly for women in this group, a dietician to recommend the best diet to help with symptoms, or a funny speaker to “break the ice” on the topic while educating the team.

ADD FLEXIBILITY TO SICK DAY POLICIE Add sick day policies that cater to menopause-related sickness or absence. Women should experience no disadvantage if they need time off during this time.

ALLOW FLEXIBLE SCHEDULES WHEN NEEDED - If a woman is experiencing menopausal symptoms and is finding it difficult to sleep, it can be challenging for her to get to work on time. Therefore, it is essential to provide some flexibility in the work schedule to accommodate women who are struggling with such symptoms. In addition, if a woman feels unwell at work and needs to go home for a while and return later, a flexible work schedule can enable her to complete her tasks when she's feeling better. Allowing women to work from home when necessary can also be helpful, as it enables them to manage their symptoms from the comfort of their homes.

I have just finished writing an article about menopause. However, I'm now worried about facing discrimination as a result of discussing this topic. I hope that won't be the case. What I do hope is that employers will recognize the challenges women face in the workplace when experiencing menopausal symptoms and take steps to address them. Leaders have a real opportunity to make a positive impact on women's health in the U.S. By following these tips, employers can turn this no-win situation into a win-win.

What has been your experience with menopause in the workplace? If you have experienced it, did you feel like you were being perceived as an underperforming employee? If you have managed someone who experienced menopause, what tips can you give us? I would love to hear your thoughts.

Leave a comment below, send us an email, or follow us on LinkedIn.

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Building Bridges: How Innovative Team Building Shapes Success in the Modern Workplace

As the modern workplace evolves with rapid technological changes, diverse team dynamics, and the growing trend of remote work, the emphasis on innovative team building has never been more crucial. This requires reevaluating traditional approaches to team building, pushing organizations to seek out strategies that not only foster teamwork but also align with the complex realities of today’s work environment.

This blog explores how strategic, continuous team building efforts have become integral to achieving organizational success in an ever-changing landscape.

How Team Building Shapes Success in the Modern Workplace

The importance of building effective teams is reflected in substantial research and statistical evidence that underscores both the challenges and results of fostering cohesive and productive teams.

The Shift Towards Remote Work: A significant number of employees believe that team building activities can improve the remote work experience, with preferences ranging from more face-to-face team events to virtual social gatherings. This is critical as over 80% of employers and employees believe that fostering a community at work is essential.

Virtual Team Building’s Rising Popularity: The advent of COVID-19 has led to a staggering 2500% increase in companies investing in virtual team building. This reflects the adaptability to the pandemic as well as the potential of virtual team building to maintain and even enhance team cohesion in a remote work environment.

Employee Engagement and Company Culture: A fully engaged workforce can generate twice the revenue, emphasizing the direct impact of team cohesion on organizational performance. Furthermore, nearly 75% of employees view teamwork and collaboration as crucial, yet a gap remains in how communication skills are nurtured and evaluated within companies.

The Impact on Productivity: Employee isolation, which has become more prevalent due to remote work, can reduce productivity by up to 21%. Conversely, social interactions and informal communication among team members are shown to significantly improve communication patterns and overall team performance.

Long-term Benefits of Team Building: Building strong, personal connections within the workplace can lead to higher levels of employee engagement, with women who have a best friend at work being twice as likely to be fully engaged. Moreover, camaraderie and a sense of belonging can promote group loyalty and dedication to work, translating into tangible benefits for the organization, such as decreased turnover rates and increased productivity.

Case Study: Microsoft’s “End-Hunger Games” Team Building Event

Microsoft embarked on a unique journey to strengthen team bonds while also making a positive impact on the community. They orchestrated a charitable team building event known as the “End-Hunger Games.” This initiative was designed to encourage employee engagement, foster teamwork, and contribute to a social cause. It involved employees breaking into small groups to tackle various challenges with the goal of collecting non-perishable food items to donate to the local food bank.

Objectives:

Enhance team cohesion and collaboration.

Contribute positively to the local community by addressing hunger.

Demonstrate commitment to corporate social responsibility.

Activities:

Participants were divided into small groups to engage in activities such as relay races and target practice.

Points were earned in the form of non-perishable food items.

The teams participated in a creative contest where they used their collected items to construct the most impressive structure possible.

Results:

Employee Engagement: The engaging and philanthropic nature of the event significantly boosted morale and team spirit among participants.

Enhanced Collaboration: The team-based challenges fostered a sense of unity and cooperation, encouraging employees to work together towards a common goal.

Recognition of Efforts: The event received positive feedback from participants, highlighting the enjoyment and satisfaction derived from contributing to a worthy cause.

Community Impact: The event culminated in the donation of a truckload of food to the local food bank, directly benefiting the community and those in need.

The “End-Hunger Games” at Microsoft brilliantly showcases the multifaceted benefits of integrating team building with social responsibility. It demonstrates that team building combined with a broader purpose can significantly enhance team cohesion and employee engagement while simultaneously making a meaningful impact on the community.

Best Ways to Do Team Building: Insights and Examples

As we discuss the critical role team building plays in modern workplaces, it’s important to delve into the best ways to achieve effective team building. Drawing from the latest research along with successful examples, we can identify strategies that enhance team cohesion, employee engagement, and overall organizational success.

1. Integrating Purpose with Fun: Successful team building seamlessly blends purposeful objectives with engaging activities. This approach ensures participation is not only enjoyable but meaningful, fostering a stronger connection to the team’s goals and the organization’s mission.

Charitable Initiatives: Taking inspiration from Microsoft’s “End-Hunger Games”, incorporating community service into team building can strengthen team bonds while making a positive societal impact.

Skill-Based Volunteering: Encourages team members to use their professional skills to benefit non-profits or community projects, enhancing team spirit and providing personal fulfillment.

2. Promoting Continuous Learning: A focus on continuous learning within team-building efforts supports skill development and adapts to changing workplace dynamics, fostering a culture of growth and innovation.

Cross-Functional Workshops: Facilitate knowledge sharing across departments to enhance understanding and collaboration.

Leadership Development Programs: Invest in future leaders through targeted training that also benefits the team and organization.

3. Creating Psychological Safety: Google’s Project Aristotle highlighted psychological safety as foundational to team effectiveness. Establishing an environment where team members feel safe to express ideas and concerns is crucial.

Open Forums and Team Retreats: Regularly scheduling meetings or offsite retreats dedicated to open communication can significantly improve trust and cooperation within teams.

4. Leveraging Technology for Remote Teams: In response to the rise of remote work, virtual team-building activities have become essential in maintaining team cohesion and engagement.

Virtual Escape Rooms and Online Social Hours: Activities like these keep remote teams connected and engaged, replicating the camaraderie of in-person interactions.

5. Customizing to Team Needs: Understanding and addressing the unique needs of your team ensures that team-building activities are relevant and impactful.

Personality Workshops and Project Post-Mortems: Tailored activities can improve interpersonal relations and collective learning from past projects.

By implementing these strategies, organizations can create a more cohesive, engaged, and effective team. This holistic approach to team building, focusing on purpose, learning, safety, technology, and customization, aligns with modern workplace dynamics and the evolving nature of work. Through thoughtful and innovative team-building efforts, companies can unlock the full potential of their teams, fostering environments where innovation and success thrive.

Through the exploration of innovative team-building practices, including Microsoft’s impactful “End-Hunger Games,” the transformative power of aligning team-building activities with both organizational objectives and social responsibility is quite apparent. The key takeaway is that effective team building in the modern workplace extends beyond traditional activities to encompass continuous learning, psychological safety, and a deep sense of purpose. By adopting these strategies, organizations can cultivate an environment where teams are not only more cohesive and productive but also more connected to the wider community and corporate missions.

What innovative team-building activities has your organization implemented, and what impact have they had on team cohesion and productivity? In what ways has continuous learning contributed to your team’s development, and how do you incorporate it into team-building activities?

Leave a comment below, send us an email, or follow us on LinkedIn.

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Enhancing Organizational Communication: Communication Coaching Program for Eight Weeks

Effective communication plays a crucial role in the success of organizations in today's fast-paced business world. By enrolling in an eight-week communication coaching program, organizations can reap various advantages in improving their overall communication skills. CHCI's communications coaching program provides a team of experienced professionals in the communication field, who will work directly with your team.

The program is split into two sections: Public Speaking and Writing, each lasting for eight weeks. These tracks offer the following tools and components:

Personalized Coaching and Feedback: The integration of bi-weekly small group sessions with coaches provides personalized coaching and feedback from experienced communication experts. This direct interaction allows individuals to address their specific communication difficulties and receive customized advice. The one-on-one attention promotes the development of skills and boosts confidence in communication abilities.

Improved Learning through Individual Tasks: Individual assignments play a crucial role in the communication coaching program. These tasks offer opportunities for participants to practice and apply the concepts introduced during coaching sessions. By working on individual assignments, individuals refine their communication skills and gain a deeper understanding of the principles taught. The practical application of knowledge facilitates a more comprehensive learning experience.

Empowering Support from Peers: Peer support is a valuable component of the eight-week communication coaching program. By engaging in group activities and discussions, participants learn from each other's experiences and perspectives. Peer interactions create a collaborative environment where individuals receive constructive feedback, share insights, and develop a camaraderie. This support system boosts motivation, encourages growth, and provides a safe space for experimentation and improvement.

Tools and Techniques for Public Speaking: Public speaking is a crucial skill in the world of business. The communication coaching program equips participants with practical tools and techniques to enhance their public speaking abilities. Through structured exercises and feedback from coaches and peers, individuals refine their speech delivery, improve their body language, and learn effective audience engagement techniques. These skills empower participants to communicate confidently and persuasively in various professional settings.

Mastering Effective Writing: Effective writing is essential for clear and impactful communication. The communication coaching program offers tools and tips to help participants strengthen their writing skills. By focusing on grammar, sentence structure, tone, and clarity, participants learn how to craft compelling written communication. Through individual assignments and feedback, they refine their writing style and effectively convey their ideas.

CHCI's eight-week communication coaching program provides substantial advantages for organizations aiming to enhance their communication skills. The program's focus on synchronous bi-weekly small group coach interactions, individual assignments, peer support, and providing tools and tips for public speaking and writing results in a comprehensive and immersive learning experience. Engaging in this program enables individuals to improve their communication proficiency, thereby fostering enhanced collaboration, productivity, and success within the organization.

Get Started

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CHCI Leadership Development Program

CHCI’s Leadership Development Program (LDP) is a comprehensive, 12-month leadership journey, meticulously designed to cultivate high-performing leaders capable of driving impactful change across all levels of an organization. The program follows a unique, tiered approach, focusing on the development of the individual, the team, and the organization.

The LDP is underpinned by a commitment to real-world impact and transformation, equipping participants with the requisite skills and confidence to excel in their leadership roles.

Download Leadership Development Program Client Case Study

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Harnessing Hofstede’s Cultural Dimensions Model for Organizational Success

As the world becomes increasingly interconnected, organizations engage with a diverse array of cultures. This expansion, while offering immense opportunities, also presents unique challenges, particularly in understanding and navigating cultural differences. These differences, if not managed effectively, can become roadblocks to international success. Hofstede’s Cultural Dimensions Model serves as a critical tool for organizations to successfully operate in the global arena. By harnessing the power of Hofstede’s model, organizations can gain a strategic edge, successfully traversing the complex cultural landscapes of the global business environment

Decoding Hofstede’s Cultural Dimensions Model

To begin, let’s delve into the theoretical underpinnings of Hofstede’s Cultural Dimensions Model. Developed by renowned Dutch social psychologist Geert Hofstede, this model provides a comprehensive framework for understanding cultural differences, identifying six dimensions that describe a culture:

Power Distance Index (PDI): This dimension measures the degree to which less powerful members of organizations and institutions accept and expect power to be distributed .

Individualism vs. Collectivism (IDV): This dimension explores the extent to which individuals in a society are integrated into groups.

Masculinity vs. Femininity (MAS): This dimension examines the distribution of roles between genders in a society.

Uncertainty Avoidance Index (UAI): This dimension expresses the level of discomfort members of a society feel with uncertainty and ambiguity.

Long-Term Orientation vs. Short-Term Normative Orientation (LTO): This dimension describes how societies balance maintaining links with their past while dealing with the challenges of the present and future.

Indulgence vs. Restraint (IVR): This dimension is related to the extent to which societies allow gratification of basic human drives related to enjoying life and having fun.

The Significance of Hofstede’s Model for Organizations

Hofstede’s Model provides a systematic framework for understanding and comparing cultural norms and values, equipping organizations with the knowledge to comprehend the cultural contexts in which they operate. This understanding is crucial in developing strategies that are culturally sensitive and effective, thereby avoiding misunderstandings, conflicts, and failures that can arise from cultural differences.

Now that you understand the model, how do you use it? Let’s explore best practices for applying the model:

Training and Development: To design culturally appropriate training programs, start by conducting cultural assessments to understand the dominant cultural dimensions within your organization. Tailor the content and delivery methods to align with the cultural values and preferences of employees. For example, if your organization has a high Power Distance Index (PDI), incorporate hierarchical structures and authority figures in training materials.

Leadership and Coaching: Adapting leadership styles to the cultural context is essential for effective leadership. Leaders should invest time in understanding the cultural dimensions of their team members and adapt their communication and decision-making processes accordingly. For instance, leaders operating in cultures with high Uncertainty Avoidance Index (UAI) should provide clear guidelines and structured approaches to minimize uncertainty.

Employee Engagement: To develop engagement strategies that resonate with the cultural values of employees, foster an inclusive and participatory culture. Encourage open communication, active listening, and recognition of diverse perspectives. Adapt recognition and rewards programs to acknowledge cultural preferences. For example, in collectivist cultures (high on the Individualism vs. Collectivism dimension), consider team-based incentives rather than individual rewards.

Diversity and Inclusion: Build a culture that celebrates and embraces diversity. Establish diverse hiring practices, ensuring representation from various cultural backgrounds. Encourage cross-cultural collaboration and create platforms for employees to share their cultural experiences and perspectives.

Hofstede’s Cultural Dimensions Model is not just a theoretical construct; it’s a practical tool that can be leveraged by organizations to navigate the complex cultural landscapes of the global business environment. By understanding and effectively applying this model, organizations can foster a more inclusive work environment, design culturally sensitive strategies, and achieve greater success in their international ventures.

How is your organization currently addressing cultural differences? Could Hofstede’s Model provide new insights and strategies to enhance your organization’s cross-cultural competence and effectiveness? Leave a comment below, send us an email, or connect with us on Twitter.

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Leadership And The Lost Art Of Listening

I heard Richard Branson on the Diane Rehm show, and he spoke about something extremely important for successful leadership: listening. I find Branson’s comments on listening to be spot-on:

“I think not enough business leaders know the art of listening. They love to hear their own voices. And I was fortunate to learn from a young age that other people — by listening to other people, you learn an awful lot more than by listening to yourself.” — Richard Branson

From my experience, listening is a lost art. This holds true particularly for leaders and entrepreneurs.

Why don’t leaders listen? Though Branson jokes that they love to hear their own voices, there are two main reasons. For one, we are never taught how to carefully listen. And secondly, society sets leaders and entrepreneurs up to be expected to have all the answers.

In this clip from my interview with Cornell University, I talk about the three levels of listening, and how leaders can develop relationships and trust if they are able to use all three. I also talk about how important it is for leaders to ask questions. Asking and listening go hand in hand.

Do you find that you are good at fully listening to others? Is listening to a challenge for you? I’d love to hear your ideas about why listening may be difficult for leaders. Also, if you have experience working on your listening skills, let us know what steps you have taken.

Read the full transcript of Richard Branson’s interview on the Diane Rehm here.

Leave a comment below, send me an email, or find me on Twitter.

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Why I’m A Hypocrite And My Challenge With Mental Energy

I’m a hypocrite. There, I said it.

Leadership, both personal and professional, is an energy game. But it takes more than physical energy for peak performance. Leaders need abundant physical, mental, emotional, and spiritual energy to manage their stress and perform their best. And just like professional athletes, leaders need to train properly, regularly and on purpose to achieve the results they’re after. I help leaders do just that in Lunch & Learns, half-day workshops and even 8-week online courses.

So here I was—teaching leaders how to balance their energy—yet grinding my teeth at night. Waking up in the middle of the night with my heart racing, thinking about work and then getting up at 3am to answer emails. Snapping at my team for no reason, putting undue pressure on them.

I’m Good at Talking the Talk, But I Haven’t Been Walking the Walk

I was not walking the walk and practicing my own teachings. It was time to step back and assess what was going on. I was totally out of whack! So I did an energy assessment of myself, just like I would for a client.

My Physical, Emotional, Mental and Spiritual Energy Level Assessment

• Physical: I eat well and exercise regularly. My recent check-up showed that I had the physical energy of someone a decade younger.

• Emotional: My EQ is fairly high. When I’m not stressed, I can manage difficult situations and people with empathy and patience.

• Spiritual: I know my values and refer to them regularly.

• Mental: I have the attention span of a flea; I can’t focus on anything for more than a few minutes, and my brain is on constant overdrive. No surprise that this is my weakest area. In fact, my husband calls me a shark, because I literally can’t sit down for more than an hour without jumping up to do something.

I Have the Attention Span of a Flea

Hmmm.. this is going to be a challenge. Ask me to run a marathon and I’ll train daily for it. Tell me to go gluten-free and I’m on a baking frenzy. Offer me the chance to work with emotional teams and I can’t wait. Tell me something ‘can’t be done’ and I will find a solution or at least a work-around. Yet, invite me to sit and read a book? I read the first chapter and then the last chapter (no joke) to save time. Buy me a cuppa? I’ll start getting antsy after 30 minutes. So working on my mental energy to improve my focus is going to be hard.

Very hard.

My Shark-Like Behavior Was Impacting My Family and Team

Yet I had to do it. Not only was my shark-like behavior impacting my sleep, it was also impacting my team and family. In addition, I felt like a total hypocrite. It’s like Ellen Page saying she had to come out while filming Freeheld; I can’t teach energy management and not practice it myself.

So where to begin on this journey?

I Started With My Limiting Beliefs

First, I had to look at my limiting beliefs, or the things I thought were true that held me back from changing my behaviors. In general, our society is addicted to activity, and rewards constant busyness. We applaud the person who pulled the all-nighter; we recognize the person who stayed late to get the job done. Yet there is no such fanfare for the person who leaves at 5pm; in fact, those people are ridiculed in certain organizational cultures as weak or not team players. In addition, it’s frowned upon to take all your vacation time or take any downtime at all.

This perception is problematic for many reasons but one of those reasons is factual. The University of California put out some interesting research on the upsides of downtime. The research says:

“You can’t think without space. If you’re always doing something, there’s no way to get anything new into your mind; there’s no way to reach new conclusions.”

Why? Because unstructured time stimulates the ‘default mode network’ part of the brain, where creativity and problem solving happen. When we perform any task at all, no matter how small, our brain switches to the ‘executive network control’, which is related to deductive reasoning. So it’s when we sit back and let our minds wander, that the creative ‘default mode’ kicks in.

Even Though I Fully Knew the Benefits of Downtime, I Was at Super-Shark Speed

My limiting belief was that ‘downtime is for wimps’. The research proved me wrong. My mind was buying into the idea but my body was resisting. Even though I fully knew the benefits of downtime, I was at super-shark speed, racing around the house to get things done.

What would I tell a client in my position? I’d tell them they needed to practice downtime.

I’m a kinesthetic learner, which means I need to touch something to learn it well. So I had to find a role model to physically, literally show me what down time looks like. I had no idea how to ‘do’ downtime.

Thankfully, I didn’t have to look too far: my husband. He cherishes his downtime; I don’t mean just an hour here or there. He is fully committed to detox Sundays, where he just kicks back and reads the newspaper…the old fashioned thing made from trees. He totally unplugs and sometimes won’t even get in a car.

I Started My Practice Small, Slowly Building Mental Muscle

So I started small. I sat down for 15 minutes to read a magazine. Then I got up to plan my work for the week. Then I sat down for 20 minutes to close my eyes on the couch. Then I jumped up, feeling guilty that I hadn’t wrapped the holiday gifts. Then I allowed myself to watch a TV show, once all the ‘work had been done’. Little by little, week after week, I taught myself to chill. Stare out a window. Pet our cats. Listen to music. Snuggle in bed with our daughter. Sit on a plane without compulsively checking email. It was torture. I wanted to jump out of my skin. I wanted to do something, anything, please give me a task! Yet, I knew that I was slowly building a muscle, just like going to the gym.

I Taught Myself to Chill

And the impact was clear, both at home and work. At home, I was more patient and easier to be around. I stopped grinding my teeth and actually slept through the whole night. At work, I started enjoying writing again. It was no longer a chore. The ideas flowed out of me and actually became my most popular leadership posts, such as this one on surfing and this one on EQ. And my best product ideas and client ideas came from daydreaming out the window.

The best part? I no longer feel like a hypocrite. I’m a leader who inspires other leaders to manage their energy, all of it, for peak performance.

Do you think you need more practice managing your physical, emotional, mental, or spiritual energy? I’d love to hear what challenges you have and how you face those challenges.

Leave a comment below, send me an email, or find me on Twitter.

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Using Growth Mindset for Career Success

In today’s rapidly advancing world, continual learning is a given. In the future, people are less likely to be hired for what they “know” and more likely to be hired for their ability to learn what they “don’t know”.

Why is continual learning important to you? According to a survey conducted by Evolution:

• 96% people see a positive impact of continual learning on job performance

• 78% people see continual learning as a factor in promotions and career advancement

• 87% people say continual learning correlates with increases in compensation and salary

So how do you create a habit of continual learning? One way is to apply Growth Mindset, which is finding yourself in a new situation and not knowing what to do – but then figuring it out.

What is Growth Mindset?

Growth Mindset a set of beliefs that shape how you make sense of the world and yourself. It influences how you think, feel, and behave in any given situation. People with growth mindset see failure as an opportunity to grow. They see challenges as a path toward growth and let their effort and attitude determine their abilities. They are inspired by the success of their team members and take feedback as a constructive way of improvement.

Source: Fixed v. Growth Mindset. “Mindset” by CarolDweck | Medium |

Beliefs and Behaviors of Growth Mindset Leaders

Leaders with growth mindset put growth first and unite the business goals around it. They back the risktakers, knowing there is a possibility of failure. The focus is toward action rather than perfection. These leaders infuse those around them with a purpose.

What sets a leader with purpose apart from one without purpose? There are three core elements for experiencing purpose: positive impact on others, personal development, and delivery of work through strong relationships. A purpose-driven leader fosters these experiences for her team and has a mission for her work. This mission is something that every team member knows because it’s communicated repeatedly by the leader.

Working with a growth mindset involves delegating work and having confidence in the people around you. Delegation goes beyond just handing off the job. It includes setting performance expectations, accountability, and providing feedback.

Breaking the Fixed Mindset

The most important factor when building a growth mindset is seeing the value in your journey. When the focus is just fixed on the end result, you miss out on all the things you could be learning during the journey.

If you’re not able to perform a certain task or activity, remember that you just haven’t become an expert in it yet. By using the power of “yet”, you can overcome many obstacles. Mistakes are one of the best ways to learn, so, instead of running away from challenges, take them head-on.

Tips to Build a Growth Mindset

Here are three tips to build a growth mindset:

• Counter stressful situations: Much of the anxiety we experience is due to the uncertainty caused by things outside our control. The best way to combat that is to focus on the things we can control – like our effort, our attitude, and how we treat people.

• Adapt to change: Sometimes the wave of change is headed your way full force whether you’re ready or not. You can either let the wave crash against you, knock you down and pull you under, or you can face the same direction the wave is headed and catch a ride to shore. Make the decision to ride the wave and accept the change.

• Keep a watch on non-verbal emotional cues: Often people express one thing verbally, but their body is telling a completely different story. So, focus on the non-verbals while communicating with others.

Have you worked with a colleague or leader who has a Growth Mindset? How did it effect you and the organization?

Leave a comment below, send me an email, or find me on Twitter.

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Leadership in the Zone – How to Fully Engage Emotionally

The fully engaged leader can harness and expand his or her physical, emotional, mental and spiritual energy. Last week, we talked about the importance of physical energy for the fully engaged leader.

This week, expert Tom Ward, founder, and principal of Next Level will discuss emotional energy—what it is, why it is important and how to expand it.

How to Fully Engage Emotionally

Guest post by Tom Ward

One of the greatest lessons I’ve learned in life is that lasting happiness has humble origins. For me, it starts with gratitude. Yes, gratitude. For the people in my life – my family, friends, colleagues, and acquaintances – and the abundance I’ve been afforded.

Before I attended the Corporate Athlete® course at the Human Performance Institute, I had the good fortune to meet Shawn Achor and read his book, The Happiness Advantage. In the book, which is rooted in the emergent discipline of positive psychology, Shawn discusses how the set a goal–work hard–achieve the goal–be happy formula for happiness simply doesn’t work.

Paraphrasing Shawn, “after achieving a goal, the goal posts simply get pushed farther away making continued happiness harder to achieve and maintain.” The key to happiness, he says, is to re-write the happiness formula as follows, be happy–set a goal–work hard–achieve the goal. Research shows that Shawn’s approach not only yields greater and lasting happiness but also yields greater achievements and, more importantly, stronger relationships.

So how do we re-write our happiness formulas? For me, as I’ve said, it starts with gratitude. For you, it may start elsewhere. Before recommending some strategies, you might use to help you re-write your formula, it’s instructive to review some emotional energy fundamentals.

Emotions Matrix

Every emotion we experience has a purpose. Some emotions, to be sure, are not the most pleasant or productive. Nonetheless, all of them serve some function. For me, understanding the nature of emotional energy provides useful guidance for how to better manage it.

The following matrix is from the Corporate Athlete® Course and it portrays emotional energy. On the Y-axis is the quantity of energy – low to high. And, on the X-axis, is the quality of energy – negative to positive.

When we’re in the low-negative quadrant, we need to be mindful of disengagement and burn out. Being in this quadrant is sometimes necessary, yet staying here can be harmful.

High-negative energy often results in emotional hijacking and fight or flight behaviors. Staying in this quadrant too long can be toxic.

I like to think of low-positive energy as beach time, while high-positive energy is the energy of the extraordinary. When we think of applying the principal of oscillation (discussed in the last post), it’s ideal to think of oscillating between high-positive and low-positive emotional energy.

© Human Performance Institute Division of Wellness & Prevention, Inc.

Three Strategies to Foster a More Positive Mindset

Armed with knowledge of the fundamentals of emotional energy, what are some strategies we can employ to foster a more positive, happiness-inclined mindset?

1. Journaling

My favorite strategy is gratitude journaling, as it serves to ground my thinking in the here and now, the positive, and the abundance of my life. Here’s what I do. I grab my journal and find a quiet room, often my home office. Then I write two or three sentences about three people or experiences for which I am truly grateful. I do this three times each week, trying not to repeat any entry. I share my entries with my significant other on a routine basis, and she shares hers with me. The sharing part is key for me because the two of us get to know each other more fully and our relationship deepens through our sharing.

2. Mindfulness

If journaling isn’t your thing, I have friends who find mindfulness meditation helpful. Others use deep breathing as a means for calming the body and reorienting the mind. I find exercise of any kind keeps me in a positive frame of mind.

3. Acts of Kindness

Another exceptionally effective strategy is performing conscious acts of kindness. While random acts of kindness (e.g., opening the door for a stranger) are useful too, consciously, and purposefully performing acts of kindness is a particularly effective strategy for promoting positivity and wellbeing. Some examples might include calling your fifth-grade teacher and thanking her for the patience she modelled during your formative years; writing a former colleague and thanking him for teaching you how to be a better team member; or helping a neighbor paint the trim on her house. There are countless opportunities.

Lasting happiness and positive emotional energy begin with the awareness of what it takes to get there. The right formula is essential. So is having an effective strategy and executing it repeatedly.

Stay tuned for next week when we will dive into the next level of the pursuit of fully engaged leadership: the expansion of mental energy.

In the meantime, is emotional energy something you actively cultivate? Have you experimented with the strategies outlined above? We’d love to hear about your experience.

Leave a comment below, send me an email, or find me on Twitter.

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Engaging Employees Through Sustainability

So you want to start an employee engagement program? BBMG recently released a white paper that addresses sustainability as an organizational core value, which not only helps the planet but also increases employee engagement. Their rationale is that having this type of transcendent vision gives employees purpose and empowerment, if executed correctly.

BBMG’s data links sustainability to the rising Millennial generation (born between 1980-2000), including:

86% of Millennials would consider leaving an employer whose social responsibility values no longer reflected their own.

79% of Millennials would likely accept a job at an eco-friendly company over a conventional one.

About 55% of men and women under 30 believe it’s very or extremely important to work for a company that is socially and environmentally responsible.

BBMG provides some guidance on how to create a sustainability strategy that engages employees at all levels and generations. After partnering with Wal-Mart to create a global platform for an employee sustainability program, they were able to share the content with other organizations and individuals around the world. There are too many tips to list here, so I highly suggest reading their white paper to learn more.

Some of the interesting and most important phases of setting up a sustainability program were:

1. Make the strategy actionable and flexible

When working with Wal-Mart, BBMG created 12 broad categories of actions that employees could choose from. Though some employees may be extremely proactive, others may be unsure where to start, so give concrete actions that employees can engage in.

Flexibility comes by creating different phases that are slowly rolled out during the program. If your organization is geographically dispersed, let each branch define how they interpret those phases.

2. Make it rewarding

BBMG suggests creating friendly competitions and quirky rewards.

3. Internal communications are key

Create brown-bag lunch series, employee webinars, or breakfast panels.

Place communication material in areas where employees gather; the lunchroom, restrooms and elevators are popular spots.

4. Celebrate success

This could be the most important part of the program. How are you measuring success? Do you have a baseline? Success stories, small and large, are what spur engagement and motivation. How can you share these stories most effectively and also encourage employees to share their own? Facebook, intranets, email newsletters, company blogs and social media outlets are some ideas.

What do you think? Is sustainability a good way to engage employees of all generations, including Millennials?

Leave a comment below, send me an email, or find me on Twitter.

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Leadership in the Zone – How to Fully Engage Mentally

Being a fully engaged leader takes focus on the physical, emotional, mental, and spiritual aspects of our lives. As you saw in my last posts, I do well with the physical aspects. However, I’d give myself a B on the mental aspect; I can be easily distracted at times, especially when procrastinating on a project. When this happens, I have to consciously slow myself down to focus on the task at hand.

Mental energy is the energy of laser focus. It’s hallmark quality in humans is the capacity to be fully present. Not just physically present, but cognitively present as well. The Corporate Athlete® course by the Human Performance Institute teaches that full engagement requires complete presence, investing our full and best energy, right here, right now. The good news is that this ability can be acquired.

I’ve invited expert Tom Ward, founder, and principal of NextLevel, to help me explain the importance of mental energy and how to improve it.

Does Multitasking Work?

Have you ever tried carrying on a meaningful conversation with your significant other, child, or best friend while watching TV? Were either of you distracted by the TV? Did either of you become annoyed by the other’s distraction by the TV? In this situation, what are you saying to the other person when you become distracted by the TV? That the TV program is more important than the conversation and/or the person you are conversing with?

One cardinal rule regarding multitasking is: don’t multitask when people, safety, or important matters are at hand. Relationships and outcomes both improve when we focus our attention on one thing at a time. Yet, as we all know, multitasking isn’t always detrimental. For example, folding laundry while watching TV seems just fine. The key is to train ourselves to know when it’s not okay.

How to Become More Focused

What are some effective techniques for cultivating greater presence and focus?

High on the list are meditation, journaling, visualization, and yoga. If you’ve never tried meditating, you might be surprised by its coincident ease and difficulty.

Using Meditation to Become More Focused

Let’s start with meditation. Here is what Tom Ward has to say about using meditation to become more focused:

Try the following. In a quiet room, sit comfortably in a straight-backed chair. Close by, set a kitchen or smartphone timer for three minutes. With your feet on the floor and hands in your lap, start the timer and gently close your eyes. Bring your attention to your breath. Observe your breath as you inhale and exhale. Don’t attempt to manage your breathing; simply observe it. When your attention wanders from concentrating on your breathing (and it will), simply acknowledge that it has wandered and gently return your attention to it once again. When the timer goes off, open your eyes, and answer these questions:

·        What did it feel like to meditate?

·        Was it easy or difficult?

·        How many times did your attention wander from your breath?

·        Was it easy to return your attention to your breath?

I’ve been meditating off and on for many years, and sometimes I find that my concentration just wanders more than normal. And, it’s not always easy for me to return my attention to the ebb and flow of my normal breathing. Darned monkey mind!

As challenging as meditation can be at times, I find it particularly helpful in calming my mind and body. I’m more focused, sleep better and feel more alert when I wake. Another bonus I’ve discovered is that my workouts tend to be better when I’ve meditated earlier in the day.

Using Journaling to Become More Focused

Journaling can also help you stay focused because it helps you release the chatter from your brain. While journaling can mean writing for 20 minutes at a time on a regular basis, that may be too much for busy leaders who are learning this skill. Here are some ideas to clear your mind if journaling is new for you:

·        When you feel your mind getting full, grab paper and pen or pencil and just write down everything on your mind (research indicates writing with a pen/pencil tends to make the thoughts written more “real” by engaging multiple areas of the brain simultaneously). This brain dump then helps clear your mind so you can focus on the task at hand. Once the task is complete, then go back and sort the brain dump into your priority lists for the next week.

·        If words are not your preferred choice of expression, doodle or draw pictures on paper or a tablet instead. This is known as a visual brain dump. If you find yourself enjoying this, then get some markers, sharpies, and other colorful tools to help you clear your brain regularly.

·        If you’re a hands-on person, Tubers and Zots and Legos are fun ways to clear your head while physically engaging your hands. It is also a great way to engage others in the office kitchen or community room. People love to pick these things up and mindlessly play with them as a way to give their brain a break!

·        Are you a musical person? Then use musical apps or tools to clear your mind.

Go ahead and try any and all of these tools at your own pace. The goal is not to become overwhelmed with focus exercises; that will only lead to more distraction, and an even longer to-do list. Instead, find the best tool for clearing your mind, and practice it regularly to build your skills at staying present and focused.

Remember, the key to being fully engaged mentally is learning to manage your mental energy. Doing one thing at a time is a great start. Cultivating a skill to calm the mind on a regular basis will help you engage your full leadership.

Next week, we will discuss managing spiritual energy, which is fed by our physical, emotional, and mental energy sources. Your spiritual energy will give you the force you need to live and lead the life you want.

In the meantime, have you had success with meditation, journaling, or yoga? Is there an activity you can point to that has made a drastic improvement in your ability to remain focused?

Image from Tony Bustos, The Arizona Republic

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