Custom High-Impact Learning and Development for a New Chief Diversity Officer (CDO) or Diversity Leader

Situation:
The corporate diversity team of a major insurance company had experienced significant turnover with part of the staff being new to the diversity field. The CDO and diversity director needed the team to become internal diversity and inclusion (D&I) experts and to further develop as a team. This was essential to their mission of continuing the company's strong history of successful D&I work.

Solution:
A 1.5 day CDO Accelerator® diversity and inclusion (D&I) coaching and development program was designed. Group and individual intercultural effectiveness was assessed using the Intercultural Development Inventory (IDI). These IDI results were used to provide professional coaching and development regarding knowledge of self and custom learning about D&I subject matter. The program also addressed essential roles, accountabilities, infrastructure, and Business-Aligned® D&I consulting techniques.

Outcome:
The entire team acquired needed expertise quickly and efficiently. The team also deepened its working relationships and developed new approaches to working together. Further results pending.

Situation:
The newly-hired Director of Diversity at a prominent media organization requested assistance in further developing personal cross-cultural effectiveness and in developing a diversity strategy focused on some of the organization's key business objectives.

Solution:
A 1.5 day CDO Accelerator® D&I coaching and development program was designed consistent with typical CDO Accelerator® custom D&I learning content. The CDO Accelerator D&I program included assessment and development using the Intercultural Development Inventory. This was combined with a flexible block of coaching hours that were used as needed through the planning work.

Outcome:
The Director of Diversity acquired needed expertise quickly and efficiently. This was achieved with the Director of Diversity still having the primary D&I presence and visibility in the organization to build credibility in the new role. Further results pending.

Situation:
An operational leader was asked to become the AVP of diversity and bring business focus to a financial services firm's D&I initiative. Already possessing strong knowledge of the company's operations and culture, the leader was new to and needed to learn about the field of organization and workforce diversity and inclusion.

Solution:
A CDO Accelerator® custom D&I development program was designed with an innovative blend of coaching and corporate work. The Intercultural Development Inventory was combined with extensive background material to provide a strong basis in diversity, inclusion, and cultural difference. The AVP of Diversity participated in training about Business-Aligned® diversity and inclusion planning that was developed for and delivered to the corporate diversity council. The AVP also made use of a flexible block of coaching hours as needed.

Outcome:
The AVP of Diversity acquired the development and expertise quickly and efficiently. The training that jump-started the corporate diversity council was also leveraged to provide valuable learning for the new AVP of Diversity.

Situation:
An executive with a major telecommunications firm had deep experience in Equal Employment Opportunity (EEO) compliance and some earlier experience delivering diversity training. Having been asked to accept responsibility for the corporation's corporate diversity work, the executive needed appropriate background information and coaching in developing diversity initiatives, action plans, scorecards, employee network group plans, and CEO/executive briefings.

Solution:
A custom coaching program was designed that included "spot briefings" on specific topics as needed. The coaching program enabled the new diversity leader to gain insight and development as needed while still being the corporation's primary D&I representative internally and externally.

Outcome:
The new diversity leader came up to speed quickly and developed strong credibility with the company's executive team. This helped continue moving the company's diversity initiative forward even during a turbulent time for the company.

See more about how MDB Group can design a custom CDO Accelerator® D&I program to meet your specific D&I learning and developmental needs.