Apple with clock
January 2009 Vol 3, Issue 1

Apple with clock

New Year . . . .
              New Opportunities
2009What great opportunities a new year may bring! As you think about the type of future you want for yourself, your team, and your organization, think about what you need to do or change to get there. Yes, there are many challenges to face individually and collectively, but I am convinced, if you remain focused on where you are headed, insist on making big and bold choices and commit (or renew your commitment) to being inclusive, I believe you will get there.
This year, let's challenge each other to be our best and to rise above our fears and excuses. Let's be determined to make the kinds of change we really want and need.
Successfully yours,
Dr. B
Shake Things Up!
color piano keysA new year brings with it the promise of new yet different opportunities. We only need to listen to the news media tell us over and over and over again how horrible the nation's economy is at this time. It is not a helpful exercise to focus on whose fault it is or to lay blame . . . not at this point. What we need to do as a nation is focus on how we can make different choices to get us into another space. A new year is an opportunity to SHAKE THINGS UP and be different . . . even better!

Good intentions are not enough! As leaders, employees, and stakeholders in our organizations, we have to be purposeful, big and bold in the choices we make to differentiate our products and services.


What will distinguish one company from another? According to some researchers, taking advantage of organizational diversity is a real differentiator in difficult economic times (DiversityInc, 2009). As you think about what to do going forward, you must ask the tough questions:  

  • Could the lack of ethnic and gender diversity be contributing to your seeming inability to move ahead?
  • Could a lack of inclusiveness among team members contribute to your being stuck in "group think" mentality? 
  • What are your differentiators? What will make you more competitive in todays' market?
  • How and who will you manage your inclusion strategy?
  • What do you need to do to develop the skill set to appropriately deal with differences?
  • Can you honestly say your organization is culturally competent?

Other questions you may want to ask yourself and others are:

  • Are your teams aware of how they may create the conditions around them that will facilitate creating the future they really need and want?
  • Are your leaders adept in their ability to be transformational in how they influence the type of change that will help your products and services stand above the competition?
  • Do you encourage wisdom in decision making and problem solving?
  • Is your commitment more to helping your organization move forward and remain a viable competitor in your industry or do your behaviors and actions suggest you are more committed to maintaining the status quo?


Give some thought to how you would respond to these questions. If you realize you cannot answer them in the affirmative, give me a call to discuss how I may help you reach your goals. You may also email me at

In This Issue
Shaking things up
The wisdom of King Solomon
10 Ways to Ruin Inclusion
Quick Links
Join our Mailing List!
The Wisdom of King Solomon 
Wisdom symbolWhen discussing wisdom, who does not recall the story of King Solomon and the 2 women fighting over a baby? Whenever I hear the word wisdom, I tend to think of King Solomon, who instructed the baby be cut in half in order to help him make the best choice as to who was the real mother. Many defined this action as "wisdom". There are many definitions of wisdom however, I define wisdom as an ability to use one's accumulated knowledge, experience, intuition, common sensibility, and judgment. So my question to you is: Are you wise in the choices you make? How do you know since wisdom cannot be quantified? Read on . . .

As we consider making decisions to solve problems, we must be as least as wise as King Solomon was believed to be and as strategic as humanly possible. Doing enough to get by is not going to cut it - not if you want to succeed. Muddling through or giving up on real goals just to say you did something is also not an option. Being wise strategically requires leaders to be disciplined, forward thinking and responsible in how they make choices for their organization.  

As you consider implementing a big and bold strategy for your organization or team, keep this in mind:
  • What conditions do you need to create around you that will lead to the future you want?
  • Does your big and bold strategy align with your vision, mission and values?
  • Are your actions transparent?
  • How will you hold yourself and others accountable for results?
  • Do you and your teams have the skill set needed to make the big and bold strategy a reality?
  • What does a strategy of big - bold and better results look like once implemented?
  • How will you know you have reached your big - bold - better goals? What will be different?
In a time of real challenges, making your organization and team stand out is a real issue that requires real solutions. Be wise. 

Top 10 ways to destroy inclusion
Are you deciding if Apple with clockan inclusive culture could be a part of your 2009 organizational strategy? Consider this . . . Creating this type of culture may not be as easy as you think and before you decide you are not part of the problem . . . read what I think are the top 10 ways to destroy inclusion.

1. Don't be stratetic or purposeful 

2. Be self-absorbed 

3. Be skeptical of others with different perspectives and views


    Read more ...

dollar sign  I realize dollars are at a premium and everyone is being very careful about where and how dollars are spent. It has been my experience when the economy becomes stressed, one of the first things to go is education and development. I personally think this is a drastic mistake. It is during these times employees need these resources to cope and to learn new skills to manage so much change and still remain effective in their jobs. In most cases to develop these skills requires training, coaching, or some form of development. That said, I am more than happy to speak with you about an organizational economic stimulus plan designed just for you. This opportunity is for those organizations needing a series of training and development options and who are not currently under a preferred rate. I am here to help you reach your goals.
Other news: I have designed and piloted an Inclusion Assessment which I will put on my website in a few weeks for your use and review. I will apprise you when it is ready.
Don't forget to download your copy of the Fruits of Inclusion™ Crossword Puzzle (no charge).
Join me in having a GREAT 2009! Remember to forward this email to a friend or colleague.

Dr. Linda Burrs
Step Up To Success!