I recently conducted a workshop at GE’s Corporate Headquarters in Fairfield, CT as part of GE’s 3rd Annual Hispanic Leadership Day.  NSHMBA (National Society of Hispanic MBAs), ALFPA (Association of Latino Professionals in Finance and Accounting), and SHPE (Society of Hispanic Professional Engineers) teamed up for an evening of personal development hosted by General Electric’s Hispanic Forum.

Following welcome remarks and a panel discussion, I conducted an Emotional Intelligence (EI) & Diversity workshop.  It was a wonderful experience being able to introduce and engage both young and experienced professionals on the value of Emotional Intelligence & Diversity in our current and future workplace landscape.

“Among highly educated women who take time off from their careers to raise their children, women with M.B.A.’s suffer the largest percentage “mommy penalty,” while those with medical degrees suffer the lowest proportionate loss, with female Ph.D.’s and lawyers falling somewhere in between.”

Read the full article at The New York Times, HERE.

Interesting article, I recently became aware of the great child care center at Yale University.  Have you seen anything similar at the larger companies for the MBA crowd?

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Talent management and “creating an environment where that talent can grow and thrive in” is a priority for most companies.  It crosses all industries, strengthens the leadership pool, and is a means to support growth, and measure progress.  But where are some of the gender and diversity initiatives leading to so far in this new drive?

“…research conducted in 2010 shows that we are still not hitting the 30% mark (women in leadership positions) needed to make a difference. Many firms have stated diversity and gender parity as a goal (let’s call that diversity 1.0) but have not understood what it takes to manage the whole notion of assimilation throughout the processes of the organization. Then they wonder why the needle isn’t moving.”

Read this full article on The Glass Hammer, HERE.

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The often difficult Return on Investment (ROI) question for Talent Management is being tackled by the likes of Google, Moody’s, and others.

“Financial analysts and executives have finally begun to make the connection between excellent talent management practices and profitability. More and more of the financial powers that be are considering making talent-management-effectiveness assessments mandatory. When the interest rate your organization gets on a major line of credit is influenced by your talent management effectiveness, you can bet the degree of scrutiny from both internal and external leaders will change the game.”

Read the full article on ERE.net, HERE.

How do you think HR and the Diversity functions can turn this into a positive for their organizations?

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It’s a New Year and a great time to refocus on what we will achieve in the year to come.  Start by evaluating what you will no longer do.  This recent BusinessWeek article provided some clear and easy to follow ways to stop wasting time and energy on the “non-essential”.

The difference between successful people and very successful people is that very successful people say “no” to almost everything.—Warren Buffet

I’m often reminded of the saying that we are not “human doings”…  we are human beings.  How are you refocusing for the year ahead?  Are you eliminating the “non-essentials”?

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