Hahn Cultural Consulting的动态

Don't miss next Tuesday's Signature Seminar on Embracing Generational Diversity, featuring Chris DeSantis, author of "Why I Find You Irritating: Navigating Generational Friction at Work" in conversation with Manar Morales. Learn how to embrace and engage a new generation of young workers! Join us for expert insights on different generational perspectives, how to clarify the distinctions between actual and perceptual differences, and when it makes sense to talk about these differences, and when it doesn’t. Please register now. https://loom.ly/ESRnIPo #generationaldiversity

Again me reflecting deeply ?? on the "Corporate Bonnes Manières Guide"—those invisible guidelines that tell us what to say, how to act, and what topics are deemed appropriate to discuss on platforms like LinkedIn that I paid the subscription for! I was thinking these rules are disconnected from the real challenges and needs that we face every day in our work lives? Or am I the only one deviating from those invisible rules and daring to write it on a wall ? I shared a post that didn’t quite resonate the way I hoped, and it made me question why? perhaps people didn’t engage because they’ve simply don't have time. Or maybe it’s because we’ve created environments where the topics we’re "allowed" to discuss don’t really touch on what matters most to us as human beings. We openly discuss critical issues like inclusion, racism, and sexual harassment—topics that absolutely deserve our attention. But why is it that we can’t seem to discuss the daily, basic challenges that impact our work lives just as profoundly? Why can’t we create workplaces where people wake up excited to go to work, where they look forward to seeing their colleagues and leaders, and where a simple "good morning" with a smile isn’t the exception but the norm? We’re told to avoid talking about these things, to keep the conversation "professional" in other terms Shallow. Some feel they have to say one thing to please the boss while thinking something entirely different. Others engage in behind-the-scenes complaining rather than open, constructive dialogue. Why? Because we’ve created cultures where it’s safer to stay silent and seek your own benefits than to speak up and seek real positive and collective change. The leadership style I envision—and am determined to cultivate—rejects these old norms. My naive vision is of a leadership that is open and grounded in the realities of what workers, cause I the end this is what we all are. Creating environments where we can discuss everything, without fear or pretense. A workplace where no need to put on a fa?ade, with respectful whole selves brought to the table, a safe to speak minds place. A mature place of professional adults discussing anything constructively, valued and respected. Where backstabbing and judgment are replaced by collaboration and innovation... A necessity if we want our teams to care deeply about their work and to feel truly fulfilled in what they do. So, my last post didn't get the engagement I was hoping for, cause it was a call to those who still care... Scary! It’s time to lead with authenticity, to break free from the constraints of traditional management, while sticking to basic human values. Creating workplaces where everyone is empowered to deliver, innovate, and thrive in a culture of openness, respect, and mutual support. This my leadership style and this is my brand (fortunately or unfortunately) I want to lead like a Mercedes, authentic, naturally trustable, genuinely cared for, with class ?? #LeadWithClass

This semester, I had the opportunity to take Diverse Voices, a course offered through the UF Public Relations Department. This course provided a deep dive into how public relations professionals can support and foster more diverse, equitable and inclusive work environments. A key highlight for me was a group project where my team analyzed Netflix’s extensive DEI efforts, which showcased the importance of intentional and transparent strategies to drive DEI. Throughout the course, we read from “Diverse Voices: Profiles in Leadership” edited by Shelley and Barry Spector. A profile that resonated with me was Judith Harrison, senior vice president of Diversity & Inclusion at Weber Shandwick. She highlighted that unconscious bias plays a key role in limiting equal access to job opportunities and career advancement. Her emphasis on education and modeling explicit inclusive behaviors underscored the importance of fostering inclusivity at every level of an organization. As I reflect on this course, I am inspired to carry these lessons into my career. For those looking to learn more, I highly recommend this article: https://lnkd.in/d8Rw78mU, which provides practical strategies for addressing and responding to bias in ways that foster long-term change. I’m grateful for the opportunity to take this course and would like to thank Professor Robyn Hankerson-Printemps for creating a space to engage in these critical conversations. #DiverseVoices

Why DEI is a Workplace Issue We Can’t Ignore I look much younger than I am—despite being in my forties—and as a Black woman, I’ve often been underestimated in professional settings. I’ve been assumed to be the secretary, the junior, the cleaner, “the help”. In one particularly striking incident, during a meeting at a previous job (I posted on linkedin about it at the time) a new external consultant turned to my boss and asked if I could leave the room so they could discuss critical details of a project. What he didn’t know—and didn’t bother to find out—was that I was the expert in the room, the person most qualified to contribute to that very discussion. This wasn’t an isolated event. I’ve been dismissed, underestimated, and even insulted for failing at roles others wrongly assigned to me in their biased minds—roles that weren’t mine in the first place. This isn’t just about me, but I wanted to paint a reflection of how unconscious bias operates in our workplaces. It’s real and is something we’re all responsible for addressing. Now, as some companies roll back Diversity, Equity, and Inclusion (DEI) programs, it’s hard not to feel like progress is slipping away, but I say “Better the Devil you know”! Let them show thier true colours. Here’s the reality: while programs and policies provide a framework, they’re not enough on their own. Real change happens through individual actions. Bias doesn’t vanish with or without DEI initiatives—it’s something we must actively unlearn, challenge, and counter in our daily interactions. So, how can we take personal responsibility? ? Examine your biases: Are you giving everyone equal trust and respect, or are your assumptions clouding your judgment? ? Speak up: When you see bias, address it—even if it’s uncomfortable. Silence perpetuates the problem. ? Be an accomplice: Go beyond passive support. Use your position, influence, and voice to actively challenge bias and advocate for equity. Progress doesn’t require a title or a mandate. It requires all of us to commit to fairness in how we lead, collaborate, and make decisions every single day. Bottom line - Hold yourself to a higher standard. That is all! #DEI #diversityandinclusion #DEIA #diversity

As conversations about race grow louder, they will resonate throughout your workplace—impacting employees, colleagues, and leaders alike. Are you truly prepared to confront these challenges as they unfold? When microaggressions manifest, and the subtleties of race, racism, and belonging bubble to the surface, will you be ready to engage? Your team invests the majority of their waking hours in your organization; how will you respond when their lived experiences seep into their productivity and engagement? The time has come to ask: Are you equipped to navigate these essential dialogues when they can no longer be ignored? We can help. Visit corviangroup.com.

Embracing Diverse Perspectives: Building Bridges to Understanding In a world as interconnected as ours, embracing diverse perspectives isn’t just a social ideal—it’s a necessity. At Clear Journey, we believe that societal progress begins with understanding, accepting, and valuing the experiences of others, even when they differ from our own. Every individual carries a unique story, shaped by their environment, experiences, and beliefs. These stories may diverge in impact or outcome, but each holds equal importance. True understanding comes when we: ?? 1. Accept People for Who They Are We all have distinct paths and challenges. When we recognize and accept people as they are, we open the door to meaningful connection and growth. ??? 2. Give Space for Different Perspectives Everyone’s viewpoint adds value to the collective whole. Making space for others to express their truth enriches our understanding and creates a more inclusive society. ?? 3. Appreciate the Value of Every Individual Every person contributes something essential to the tapestry of our world. By valuing their perspective, even when it challenges our own, we foster unity and mutual respect. At Clear Journey, we’re committed to helping individuals and communities navigate life with compassion, understanding, and purpose. Creating space for diverse perspectives isn’t just about coexistence—it’s about building a society where everyone feels seen, heard, and valued. Let’s take intentional steps toward a future built on acceptance and collaboration. Together, we can learn from one another and create a world where every voice matters. Visit clearjourney.org to discover how we can walk this path together. #SocialIssues #Perspective #Acceptance #Diversity #ClearJourney

What would happen if we let our unconscious biases influence our decisions? ?? Firstly, a big thank you to the incredible Tapestry team in Southeast Asia for joining this workshop on unconscious bias in the workplace! ?? Your engagement, openness, and commitment to these important conversations are key to creating more inclusive environments. ???? In our sessions, we explored the concept of unconscious bias—automatic judgments and stereotypes that can shape our decisions without us even realizing it. We learned that: - Biases are natural, but they can create barriers to fairness and inclusivity if left unchecked. - Self-awareness is the first step to overcoming bias. By pausing to reflect before making decisions, we can challenge assumptions that may be based on stereotypes rather than facts. - Diverse perspectives matter. By welcoming different voices and experiences, we can foster creativity, collaboration, and stronger results. - We also practiced using tools like B.U.G.S. and A.C.E., practical methods for recognising and addressing bias in our daily interactions. Together, we’re moving toward a more equitable workplace where everyone can thrive. Let’s continue this journey, always questioning how we can be more intentional, inclusive, and fair in all our decisions. ??? Thank you once again for your participation! Let’s keep pushing boundaries and breaking biases, one thoughtful action at a time. Follow us Intellectibus to learn more! #UnconsciousBias #InclusiveWorkplace #BreakTheBias #DiversityAndInclusion

Is Cancel Culture Damaging Healthy Debates? In an age where voices are amplified through digital platforms, cancel culture has emerged as a double-edged sword. On one hand, it empowers marginalized groups, holding individuals and organizations accountable for harmful actions. On the other, it sometimes stifles dialogue, creating an environment where fear of being "canceled" can overshadow the willingness to engage in open, honest discussions. Healthy debates thrive on differing perspectives, where people can challenge ideas without the fear of personal attacks or irreversible consequences. But with cancel culture, the line between accountability and silencing dissent can blur. Are we losing the art of constructive conversation in our pursuit of social justice? For businesses, leaders, and individuals, this question is more relevant than ever. How do we foster an environment where accountability doesn’t come at the cost of meaningful dialogue? How do we encourage people to admit mistakes, learn, and grow without fear of public backlash that could derail their careers or reputations? Let’s explore this together: Is cancel culture making us better or hindering our ability to build a more understanding and inclusive society? Your thoughts? ?? #CancelCulture #Accountability #HealthyDebates #Leadership #Inclusion

What would happen if we let our unconscious biases influence our decisions? ?? Firstly, a big thank you to the incredible Tapestry team in Southeast Asia for joining this workshop on unconscious bias in the workplace! ?? Your engagement, openness, and commitment to these important conversations are key to creating more inclusive environments. In our sessions, we explored the concept of unconscious bias—automatic judgments and stereotypes that can shape our decisions without us even realising it. We learned that: - Biases are natural, but they can create barriers to fairness and inclusivity if left unchecked. - Self-awareness is the first step to overcoming bias. By pausing to reflect before making decisions, we can challenge assumptions that may be based on stereotypes rather than facts. - Diverse perspectives matter. By welcoming different voices and experiences, we can foster creativity, collaboration, and stronger results. - We also practiced using tools like B.U.G.S. and A.C.E., practical methods for recognising and addressing bias in our daily interactions. Together, we’re moving toward a more equitable workplace where everyone can thrive. Let’s continue this journey, always questioning how we can be more intentional, inclusive, and fair in all our decisions. ??? Thank you once again for your participation! Let’s keep pushing boundaries and breaking biases, one thoughtful action at a time. ???? Follow Intellectibus to learn more! #UnconsciousBias #InclusiveWorkplace #BreakTheBias #DiversityAndInclusion

On our professional journey, many of us deal with “death by a thousand cuts.” That's Microaggressions. These come in the form of subtle slights and invalidations that we experience frequently. They might seem harmless on the surface, but they can inflict substantial damage over time. According to psychiatrist Dr. Warren Ng, these slights could seem as innocuous as asking “Where are you really from?” or commenting “You speak English so well.” These seemingly innocent questions, however, reinforce harmful stereotypes. The cumulative effect of these small—often overlooked—slights can be damaging and debilitating over time. They can affect the psyche of the individual, but also their career growth, leadership opportunities, and their overall workplace experience. So, what can we do about it? The first step is always acknowledging the issue. Seeing these microaggressions for what they are and standing up against them. Creating a culture of inclusivity and respect where everyone, irrespective of their colour, race, or nationality, feels valued and heard. At ELEVATE The Business, we are offering workshops on dealing with microaggression in the office. If you want to find out more, click the link below: https://lnkd.in/gz85HTua