Building capacity: Navigating organizational opportunities as if they were a subway system

8th Annual NW Diversity Learning Series (2006)

Session Six: November 8, 2006:
Recovering from taking a wrong exit: Turning negative feedback (failure), or loss of face into a positive, capacity-building outcome.

The sixth session of the Series focused on setbacks, failure, negative feedback or loss of face in the workplace, and what employees can do to get back on a capacity-building track: regain their self-esteem and the respect and confidence of co-workers, bosses, identity group members, family or community.

Below is an overview of what inclusion and development mean in a workplace environment.

PROGRAM OVERVIEW

Definition of inclusion

Inclusion is a state of being valued, respected and supported. It is based on a corporate culture, management practices, and interpersonal relationships that support the full utilization of a diverse work force at all levels and in all functions and geographies of an organization.

Definition of development

Professional development is the expansion of skills and capabilities in at least three important areas:

• intellectual
• political/influential
• social

Development is the process of engaging in continuous learning that contributes to the continuous improvement in your professional life.

Development is always a function of having the confidence to apply effective effort.

Four principles of development

1. Development is important—to the well being of the individual and the long-term productivity of the organization.
2. Development is based on a technique. It is a lifelong pursuit—it is a learnable, teachable process based on effective effort.
3. There are formidable obstacles to development for everyone; many are particularly salient for people of color.
• Some are external/interpersonal or institutional
• Some are internal/psychological
4. Honestly confronted and openly acknowledged, the obstacles can be handled.

The process of development can be managed. What is required is knowledge, commitment, and courage.

Michael Hyter, President and CEO of Novations Group, Boston, MA, was the presenter for the November 8, 2006 session of the Northwest Diversity Learning Series in Seattle, Washington on the topic of turning negative feedback (failure), or loss of face into a positive, capacity-building outcome.

The 2006 NW Diversity Learning Series (now in its 9th year) focused on the theme, Building Capacity: Navigating organizational opportunities as if they were a subway system.

Using the metaphor of a subway system, each of the six-bi-monthly morning seminars explored some of the ways that access to organizational opportunities and career development are hidden and therefore more difficult for women and people of color, as well as people who speak English as a second language, to utilize. The purpose of this Series was for everyone to become more aware of organizational culture and how it impacts building people's capacity, and for everyone, managers and employees, to become better at navigating these cultural obstacles along career paths.

For more information about the NW Diversity Learning Series, please visit the Series section of our website.

2006 Series Sponsors:

Gold Sponsors:

Silver Sponsor:

Bronze Sponsor:

Supporting Sponsors: