Bill Staikos

Leading #DEI transformation (DEI-> Belonging) is backed up by the board from leaders and ex-leaders in consulting, finance, aerospace, etc. It is very similar to another movement of #ESG->#sustainability happened last year. #issp, International Society of Sustainability Professionals (ISSP) Here is the list of companies that backed away from DEI initiatives like #Walmart. #Ford, #Boeing, #JohnDeere, #HarleyDavidson, #BlackDecker, #Caterpillar, and #TractorSupply Those boards must have approved the movement as well. It is going to cascade down to other Fortune 500, middle-, and small-sized companies because of most boardmemebers working for other companies or boards. The conversation must be happening in the boardroom. More announcements are just a matter of time. #Walmart Board approved:

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I am thrilled to share my recent contribution to an insightful article for #Chief: "DEI Without the E: Why Some Companies Are Abandoning Equity and What It Means for Women Leaders." As a staunch advocate for diversity, equity, and inclusion, I firmly believe that equity is a cornerstone of creating a truly inclusive workplace. The article dives deep into the troubling trend of some organizations sidelining equity and underscores the critical impact this has, especially on women leaders. In my experience, equity is not just a buzzword; it is a necessity. It ensures that every individual, regardless of their background, has equal access to opportunities, resources, and support to thrive. Deprioritizing #equity undermines the progress we have made towards a fair and just workplace. Moreover, we must not forget about Belonging, Justice, or Accessibility. These elements are critical and equally important in our pursuit of a truly inclusive environment. Belonging ensures everyone feels accepted, justice addresses systemic inequities, and accessibility guarantees that all individuals can fully participate. 🔗 Check out the full article here: https://lnkd.in/eXjMhkFS Let's continue to champion DEIBJA in its entirety—because without equity, belonging, justice, and accessibility, we cannot achieve true #inclusion. Thank you to Chief and Cristina Cala for giving me a platform to share my perspective. SHRM, Do Better. #ShameOnSHRM #DEIBJA #Diversity #Equity #Inclusion #Belonging #Justice #Accessibility #WomenLeaders #Leadership #HR #PeopleStrategy

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Today on #DisruptiveCEONation with @allisonsummerschicago #PatrickHardy #DisasterPatrick Here are highlights of our conversation: - His journey from a single letter launching his career in emergency response, to founding his company, to stepping out as Disaster Patrick taking the culture of preparedness to the masses. - He explains the chronology of an incident and what you need to know about command, communicate, and carry out. - He uses the example of the chaotic aftermath of the false missile alert in Hawaii highlighted to demonstrate the cracks in a top down approach to disaster preparedness and the importance of empowering individuals at all levels to understand the proper emergency response plans. - He shares how he is now taking on ‘disaster challenges’ where he is receiving challenges to go into scenarios with little knowledge and design and carry out an emergency response plan. Such as evacuating 300 cats from a cat sanctuary in a timed situation. - He explains how launching emergency response scenarios is something every business leader should do to educate teams and eliminating dependencies on there must be ‘a boss around to tell us what to do’ thinking. This is crucial for business resilience and disaster prevention. Listen Now: https://loom.ly/8WGHA_8

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Insight from our friend Jeff Sonnenfeld on why most business people prefer Kamala. Most important, Jeff reports, "as one prominent GOP-supporting business leader told me, “business leaders prefer to invest where there is the rule of law, not the law of rulers.”" Busting the myth that business people prefer Trump, he cites widespread fear that anti-trust and legislation will be used to punish enemies. And that companies prefer prosperous consumers that can buy stuff. So why is the venture and private equity world so vocal in their support for Trump. First, this is loud but minority opinion, but second, chaos drives down asset values, whereupon certain PE companies can buy them cheap. Thanks Jeff.

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Small business leaders have a lot on their plates, and little time to think about the future. Discover the four key steps that can help them support growth and prepare for what’s next in this post from Robert Half’s Steve Saah. https://bit.ly/3MRlVHw

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Today on #ParentingWithImpact with #impactparents Elaine Taylor-Klaus and Diane Dempster, founders of ImpactParents, are certified coaches with their own lived experience raising children with complex challenges such as ADHD, anxiety, depression, learning disabilities, gender identity issues, and more. Stop the Roller Coaster, I want to get off! In today's fast-paced world, resilience and flexibility are crucial for survival. With constant changes happening around us, being able to adapt and bounce back from challenges is key to thriving in this environment. Understanding complex children is also essential for their well-being and development. Each child is unique, with their own set of needs and characteristics. By taking the time to truly understand and connect with them, we can support their growth and help them navigate the complexities of the world. Listen to this Parenting With Impact episode with Elaine and Diane about stress, anxiety and difficult situations. Listen Now: https://bit.ly/PWIPodcast

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Thriving with a Resilient Mindset in a world of multidimensional hyper changes, -Resiliency helps us to thrive amidst the constant flux of change, professionally, personally, and whatever we see on the news or social media. If there is anything that recent geopolitical, business & social upheavals have taught me it is that demonstrating this trait is requisite to turning challenges into opportunities and setbacks into stepping stones. Many of us observed difficult changes within our companies & this was hard for all involved: employees, managers, colleagues, and their families. But what will help us get through to the other side is staying committed to what we can control and how we show up. Without question, having this is a must-have during times of constant change or uncertainty. In a world rocked by uncontrollable events and turmoil, staying resilient is critical. Without this mind-muscle, it can be hard to keep going and/or stay strong for those that need strength. Certainly having a resilient mindset is not a product of happenstance; in my personal experience, it can be nurtured by adversity coupled with a conscious decision to embrace change. This recognition helps us not just to stay strong but to soar above whatever chaos may be happening below.  This does not mean that being resilient is having a passive mindset. Rather, it can be a “personal assistant” for the mind that helps us to focus on what we can control rather than what we cannot. I think we can say with confidence that those who embrace innovation with open (albeit cautious) arms, view learning as a lifelong companion, and gracefully adapt to evolving technologies are better able to stay ahead in an era defined by constant, rapid change. This is not easy but I truly believe that resiliency can be an unwavering force that can help shift adversity into a strength that can ultimately become a stepping stone to personal and professional triumph. At its core, resilient leadership is the ability to adapt to new circumstances or limitations. While this sounds straightforward, it takes intention and practice to master. A resilient leader is one who can: Recover from setbacks Stay optimistic and mission oriented Respond instead of simply reacting Make decisions with imperfect or incomplete knowledge Science tells us that stressful situations can cause the human brain to become overwhelmed. In this frenzied state, we stop being able to take in new information and resort to habits or past experiences. During times of transition or organizational change, leaders often make the mistake of taking the path of least resistance. Alternatively, they might become paralyzed by the fear of failure and choose to not react at all. In a crisis /challenge, draw on your personal experience to inform decision-making. https://lnkd.in/gRqaUEMZ

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Women are driving tech transformation, leading innovation, and enhancing diversity. This article highlights their crucial role and the ongoing push for gender equity in leadership. Discover how women are shaping the future of technology. #womenintech #techleadership #diversity #innovation #genderequity #focusgts

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Michael Norton of Harvard Business School joined me on the Thinkers and Ideas podcast to discuss his new book, The Ritual Effect. We had a broad ranging discussion on the function and value of #rituals, the differences between rituals and #habits, how they are deployed individually and collectively in business, the extent to which rituals can be deliberate designed and the emergence of new rituals relating to #remote work. BCG Henderson Institute| Boston Consulting Group (BCG)| Simon & Schuster https://lnkd.in/ecGYac5C

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CNBC explores challenges currently facing U.S. tech workers, including mass layoffs, widespread cuts in company budgets, and threats of deportation for H-1B visa holders. "The layoffs to the start of 2024 signal a dramatic shift in the tech industry," said Jeff Shulman, professor at the University of Washington's Foster School of Business. The number of tech sector layoffs in 2024 has been outpacing the number of terminations in 2023. So far, about 42,324 tech employees were let go in 2024, according to Layoffs.fyi, which tracks layoffs in the tech industry. While layoffs have put stress on the workforce, a booming artificial intelligence market is giving the industry a renewed sense of optimism. Generative AI startup deals announced or finalized in the first quarter of this year totaled more than $12 billion compared to about $4.5 billion invested in the space last year, according to PitchBook. #techworkers #layoffs #budgetcuts #techindustry #booming #aimarket #generativeai

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The very like-minded Elena Verna shares her perspective on another form of flexible work for executives different from #Fractional Work: Interim Engagements. I liken Interim to casually dating a role and, if there's chemistry, maybe entering into a permanent relationship, or as Elena says, Trying before Buying, with Optionality on both sides of the relationship. #InterimExecutive #FutureOfWork

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ICYMI: An overwhelming majority of C-Suite leaders are still investing in DEI initiatives. That’s the great news from last week's Chief's New Era of Leadership Report. Our new data reflects executives’ continued commitment to DEI, despite headlines suggesting otherwise. Check out the full report to learn what we heard from senior leaders across industries:

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🌟 Navigating Complex Cross-Functional Transformations 🌟 Leading complex cross-functional transformations can be a tough, especially when there's doubt among the team. Drawing inspiration from Casey Stengel, the legendary baseball manager who guided his teams to seven World Series titles, we can appreciate his insight: "The secret of managing is to keep the guys who hate you away from the guys who are undecided." His wisdom highlights the need to manage dissent and foster alignment within diverse teams. Reflecting on my personal journey, I've found that overcoming all forms of resistance and achieving transformational success is absolutely possible with the right approach. As leaders, our role is to navigate these complexities with a strategic vision and execution, ensuring everyone is on the same page and working towards shared goals. To build a "home team advantage," it's crucial to assemble a team with the right skills to ensure transformation success. The skills required aren't just sitting in a waiting room for the next transformation to come along. They need to be actively developed and leveraged for maximum impact. Through my own experience, I’ve discovered several key strategies that have helped me successfully lead cross-functional transformations: 👉 Tips for Leading Complex Cross-Functional Transformations: 🎯 Engage Key Stakeholders: Understand the concerns of all functional leaders and team members. I always make it a point to listen actively and address their worries, critically make sure you are seen to be listening. 🎯 Communicate the Vision: Clearly outline the benefits and goals of the transformation to build belief and commitment. In my experience, transparent communication has been vital in aligning everyone. 🎯 Align Objectives: Make sure every team and function knows how their efforts contribute to the overall strategic goals. This alignment has been a cornerstone of my success. 🎯 Build Trust Through Transparency: Share progress openly and tackle challenges head-on to build credibility. Being transparent about both successes and setbacks has fostered trust within my teams. 🎯 Embrace Pivots: Understand that a pivot is not an admission of failure but a strategic move to adapt and thrive. Flexibility and the willingness to adjust direction can often lead to even greater success. 🎯 Celebrate Milestones: Recognise and celebrate small wins to keep the momentum and motivation going. I’ve found that celebrating achievements, no matter how small, boosts morale and encourages continued effort. Turning doubt into belief demands a mix of strategic insight and empathetic leadership. Let's rise to the challenge and lead our teams to unlock their full potential, driving extraordinary success through cross-functional collaboration. #Leadership #CrossFunctionalTransformation #StrategicVision #TeamAlignment #Inspiration #CaseyStengel #SkillDevelopment

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🎙️ Weekend #podcast highlight: "I remember being belown away by the magnitude of influence that corporate governance practices had on all of our lives and this disconnect with the common knowledge about it. I wanted to dig deeper into that topic." -- Cassidy Donohue, Product Manager at Troop, on how she got into corporate governance, shared on a recent episode of the Women Governance Trailblazers podcast hosted by Courtney Schuster Kamlet and Liz Dunshee. "It's interesting to see how much of the industry has been formed and conformed to the main proxy advisor's way of working. "Ensuring you pass the sniff test on the biggest firm's governance policies I really don't think is going to be enough when we look into the future. You're going to need to speak to that specific proposal's concerns and just really engage with these people's considerations than avoid it altogether. "You can also look at it like these proxy statements are going to be so much more readable now and we'll really get down to the core of what both sides are saying way faster, and maybe that will lead to more people reading [the proxy statements]." On where corporate governance and asset stewardship are heading: "I think there are two waves coming. The first I have pretty strong conviction of and the second I think the jury is still out. "The first is this concept of customization...people really want their values reflected across their whole financial portfolio and that means the governance side of the house as well. This is evident at every level of the proxy voting value chain...I think we're going to continue to see that trend pick up of hyper-specificity where you can even choose what vote policy you want on your 401k. "The second kind of wave that the jury is still out on is this concept of data stewardship. Where we think about most assets are held in large portfolios, so optimizing for one company shouldn't come at the cost of another, because ultimately that's going to result in a net negative across your portfolio. For example, if we take NVIDIA. NVIDIA is paving the way in the field of #AI so when we vote on NVIDIA we want to weight all of the other companies that it's affecting rather than just focuing on NVIDIA itself. The counterargument is that if you focus on a singlular company then it should all cancel each other out when you look at those vote decisions. I think the next few years will really tell if the theory is going to play out, in which case it could really amplify the idea of stakeholder governance and also turn proxy advisory into a revenue-generating center if we're able to prove that returns increase through active voting and active ownership, rather than the cost center it's viewed as today." Check out the full episode here: https://lnkd.in/g-PPazw3

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These are spot on. We encounter the first two often when helping leaders focus their communication to employees in times of change. Complexity doesn’t mean smarter or more interesting. It often just confuses employees further at a critical moment in the life of an organization.

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As you can see, there are many distinctions between R|L and other executive coaching firms. But one distinction that particularly stands out to me? Uncompromising quality. 👇 https://bit.ly/49tJejm #executivecoaching #createuncommonresults

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