Designed and Presented By Dr. Cal LeMon, Executive Enrichment, Inc.

Minnesota Pupil Transportation Association

Training Conference

How many of you are seated next to a really

“different” person?

To get a copy of Cal’s presentation today go

to:

www.execenrichment.com

Choose “Free Resources”

Choose “Slide Presentations”

Choose “MAPT 2010”

Describe a situation,

anywhere in your life or work, when

you had a clear message “you are

different from me/us.”

This scorpion wanted to cross a river, so he asked the frog to carry him.

“No,” said the frog, “no, thank you. If I let you on my back you may sting me, and the sting of the scorpion is death.”

“Now, where,” asked the scorpion, “is the logic of that?” (for scorpions always try to be logical). “If I sting you, you will die and I will drown.”

So the frog was convinced and allowed the scorpion on his back. But just in the middle of the river he felt a terrible pain and realized that, after all, the scorpion had stung him.

“Logic!” cried the dying frog as he started under, bearing the scorpion down with him. “There is no logic in this!”

“I know,” said the scorpion, “but I can’t help it—it’s my character.”

Ethnic, Gender,

Religious

Diversity

What is your ethnic heritage?

If the entire world population was shrunk into a village of 100

people and keep all the existing ratios the same, it would like this:57 Asians

21 Europeans

14 from the Western Hemisphere (north and south)

8 Africans

52 would be female48 would be male

70 would be non-white 30 would be white

70 would be non-Christian30 would be Christian

99 would be heterosexual1 would be homosexual

Each year, India’s college and universities produce

about 350,000 engineering graduates—Daniel Pink

One out of ten jobs in the U.S. computer,

software and information

technology industry will move overseas in

the next two years.

At least 3.3 million white-collar jobs

and $136 billion in wages will shift from the U.S. to

low-cost countries like India, China

and Russia by 2015.-- Forrester Research

The buying power of African-

Americans, Hispanic and

Asian Americans was 756 billion

dollars last year.

Business owned by women are one of the most rapidly

expanding parts of the U.S. economy.

Last year, 7.7 million companies in the U.S. were

owned by women – an increase of 40%

since 1999.

Behavioral Style

Diversity

When I walk out of a pupiltransportation

meeting, my colleagues

may say ‘He/she

certainly is______________.’

SEnergetic

EnterprisingEnthusiasticStimulating

QuickCreativeAware

EBy the book

AdministrativeEfficient

OrganizedBottom-line

orientedImpatient about detailsMakes quick decisions

LArbitratorAdaptiveFlexible

CompromisingFair

LoyalCooperative

FDoes well in a

routineData seeker

Supports logic/structure

DependableControlled

SteadyConservative

Since my lastreport, this employeehas reached rockbottom and has started to dig.

Since my lastreport, this employeehas reached rockbottom and has started to dig.

I would notallow thisemployeeto breed.

I would notallow thisemployeeto breed.

When he opens his mouth, it

seems that it is

only to change feet.

When he opens his mouth, it

seems that it is

only to change feet.

This employeeis deprivinga villagesomewhereof an idiot.

This employeeis deprivinga villagesomewhereof an idiot.

1. A colleaguetapes up a photo of

a scantily-clad woman.

a. Tape up a similar photo ofa man.

b. Talk to the colleague’s boss.

c. Talk to thecolleague.

“That photo makes

me uncomfortable. I’d appreciate it if you’d take it down.” Don’t escalate

the situation unnecessarily, or return one offense

with another.

2. The grapevinesays a new job openingis reserved for “certain

types of people” only—and you’re not one of them.

a. Ask your boss if you should apply.

b. Don’t apply, but grumble about

reverse discrimination.c. Apply immediately.

Make sure yourboss can support your

application. If the position is reserved to make sure the organization includes different points of view, a good boss will tell you so –

and will remember your concerns.

3. A jobapplicant arrives in a

wheelchair at an interviewfor a job that involves quickly

moving around your transportation offices.a. Explain your concerns about how the disability would affect

performance.b. Ignore the wheelchair in the interview, but don’t seriously

consider the candidate.c. Ask how the candidatewould handle the job’s

requirements.

Focus onabilities, not disabilities.

Letting your concerns pre-empt a candidate’s qualifications could

constitute discrimination under the Americans with

Disabilities Act.

A poll of 1,195 working Americans by

the Unum Life Insurance Company

reveals that 71 percent of them would be “very”

comfortable working with someone who

has a physical disability.

4. A co-workerrushes past your

desk at lunch time, doesa double-take, turns, and

asks where the best Chinese food is nearby – even though you’re

Japanese-American.

a. Say, “What makes you think I know?”

b. Say, “I’m Japanese-American, myself, but Hunan Dragon is great if

you like it very spicy.”

c. Say, “I have no idea.”

When othersmake racial assumptions

about you without meaning to offend, take the

opportunity to offer a polite enlightened

response.

Financial Diversity

How the Mighty Fall by

Jim Collins

How the Mighty Fall by

Jim Collins

Hubris Born of Success

Undisciplined Pursuit of More

Denial of Risk and Peril

Grasping for Salvation

Capitulation to Irrelevance or Death

59% of the entire village’s wealth would be in the hands of only 6 people and all 6 would be from

the United States80 would live in substandard

housing70 would be unable to read

50 would suffer from malnutrition

1 would be near death

1 would be near birth

1 would have a college education

1 would own a computer

The Diversity

Skills

“Behaviorchange

happensmostly by

speaking to people’s

feelings.”

-- John Kotter

“Behaviorchange

happensmostly by

speaking to people’s

feelings.”

-- John Kotter

“Strength from Diversity” Questions

1. What are we in danger of losing if we collaborate?

2. How can we avoid loss if we collaborate?

3. What do we stand to gain if we collaborate?

“Strength from Diversity” Questions

4. Who/what is our commonconcern/competitor?

5. What do we need to say and do in order to find

our strength in our diversity?

Are there unspoken diversity issues for you when you stand in front

of your staff?

1. Internally view each employee as a distinct

individual.

How to Lead in a Diverse Pupil Transportation

Workplace

2. Specially catch yourself in the process of “casting”

people into groups/attitudes/competencies

. 3. Accept everyone will

experience some discomfort.

4. Insist on using equal performance standards.

5. Provide constant feedback (positive and negative).

6. On a one-on-one basis, confront stereotypical behavior

and language. 7. Watch organizational “imprinting” and eliminate if you

find it. 8. You are the person who will determine if diversity is a success

or failure.

When you have a conflict between people/groups in your pupil transportation workplace, ask this question,“How wouldthis situationhave beenresolvedwhenyou were a child?”

Systems do not

produce quality;

people do.

Victimization is a product of an environment;

becoming a victim is a choice.

A truly happy person is one who can enjoy the scenery

on a detour.

If you would like to keep hearing from Cal

through a free, monthly on-line

journal of his creative ideas for your career development, please leave your business card or write your e-

mail address on a piece of paper and leave on the back

table.

To get a copy of Cal’s presentation today go

to:

www.execenrichment.com

Choose “Free Resources”

Choose “Slide Presentations”

Choose “MAPT 2010”