Nowadays everything is reactionary with little or no perspective, it's all engagement driven. The concept of race, originally devised to foster division, impedes the unity of individuals based on common interests. When discussing ethnic communities, reference is made to groups distinguished by their national heritage or unique cultural norms. This encompasses diverse groups such as the Irish, Japanese, and Americans, as well as Jews, whose identity is often defined by cultural customs rather than solely their country of origin.
Intention vs. action
I've always been drawn to communication, driven by a desire to convey messages, and my exploration of human behaviour began with observations of those closest to me. I often wonder why people find it challenging to change their behaviour. Is it due to entrenched habits? I believe it's not solely the behaviour itself that dictates its practicality, but rather the energy that fuels it. For example, consider someone who consistently procrastinates on tasks. It's not merely the action of procrastination that matters, but the underlying energy driving this behaviour, such as fear of failure or a lack of motivation.
““We judge ourselves by our intentions, but other people by their actions.””
This is a great book
"Thinking, Fast and Slow" by Daniel Kahneman is a renowned book that explores the two systems of thinking that govern our cognition:
System 1:
This is the fast, automatic, and intuitive mode of thinking. It operates effortlessly and quickly, drawing on heuristics and patterns to make snap judgments and decisions.
System 2:
This is the slower, more deliberate, and analytical mode of thinking. It involves conscious reasoning, logic, and effortful mental processes.
I think Kahneman's work has had a profound impact on our understanding of decision-making, cognitive biases, and human behaviour.
The year of the dragon
Do you dare to be different?
People tell you all sorts of things with good intentions, but they are basing what they are saying only on their own experience which is based on the past. When venturing into new territory, there is no contextual familiarity so that’s scary and unfavourable in these uncertain times. I think that in reality some of the most exciting things you can experience are the things that have not come before.
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“Be yourself; everyone else is already taken.””
Diversity questions
I think that leaders create culture, and culture drives behaviour, and behaviour produces results.
Why is our diversity training failing?
What can we do to really drive organisational change?
How do we learn and truly embed change into our organisation?
When we learn about diversity, what are we learning?
How will we create a psychological safe space in our organisation?
If any of the above questions are reflective of what is happening in your organisation, please contact me here, or via e-mail to arrange a meeting.
““If you are free, you need to free somebody else. If you have power, then your job is to empower.””
DEI maturity audit
Are you aware of which phase your organisation currently occupies?
Phase one involves simple awareness and compliance. In phase two, organisations recognise the business benefits of DEI and take action beyond HR and compliance. Moving into phase three, leaders integrate DEI into business processes, measure progress, and hold each other accountable for results. Finally, in phase four, DEI becomes ingrained in the culture, essentially taken for granted as "the way we do business here."
Contact me here, or via e-mail to arrange a DEI maturity audit meeting.
Culture is always moving
Being a curious and authentic person comes with challenges. I have the ability to understand the different beliefs, values, and customs that someone has based on that person's origins. I think it’s impossible to talk about anything from the past based on how we live today. Culture is always moving, therefore, it’s difficult to pass judgement on life was like in another time or region. What we perceive as civilised in one part of the world may be viewed as barbaric in another, and vice versa. This doesn’t make it wrong, it’s just a reflection of their respective cultures and viewpoints. It’s crucial to recognise that neither side is inherently right or wrong – these are simply two different ways of life, as everyone is just trying to solve their challenges in the best way possible.
What's happening in your workplace?
Nowadays, the buzz words on everyone’s lips are “cultural diversity.” The term cultural diversity encourages an environment of inclusion, with representatives from a range of various backgrounds that come together to work as a team. When talking about cultural diversity in the workplace, it is the inclusion of employees from different backgrounds, different races, ethnicity, age, ability, language, nationality, socioeconomic status, gender, religion, or sexual orientation. How is the cultural diversity landscape in your organisation? Contact me here, or via e-mail to arrange a discovery meeting.
Think outside the box
I think embracing diverse perspectives is incredibly impactful for three key reasons:
It allows us to weave a richer and more expansive narrative that resonates with everyone, fostering a sense of belonging and shared purpose.
Rather than pigeonholing individuals into narrow categories based on social or demographic factors, acknowledging their intersectional complexity paints a more accurate and vibrant picture of who we truly are.
Prioritising cognitive diversity not only acknowledges the importance of visible demographic equality as a marker of progress but also underscores its role in driving a genuine evolution toward diverse and innovative ways of thinking.
““We can’t solve problems by using the same kind of thinking we used when we created them.””
If this sounds interesting and you would like to hear more, please contact me here, or via e-mail to arrange a meeting.
How people think?
In today´s world, most organisations are becoming increasingly global in their operations, attracting talent with diverse backgrounds, skills, and competencies from around the world. To build a seamless and well-functioning team, cultural intelligence is needed to facilitate communication and collaboration. Our mission is to be the preferred consultancy supporting companies bridge cultural differences between and within markets. Would your organisation like to have a better relationship with your business partners or clients from another national or cultural backgrounds? Contact me here, or via e-mail to arrange a meeting.
We are social animals
I watched this short video of Jeff Bezos talking about high-performing organisations and their need to have a culture that supports truth telling.
It’s probably the best 4 minutes you will see today - enjoy.
““Truths often don’t want to be heard. Important truths can be uncomfortable, awkward, exhausting, challenging. They can make people defensive, even if that’s not the intent. But any high-performing organisation—whether it’s a sports team, a business, a political organisation, or activist group—has to have mechanisms and a culture that supports truth telling.””
Reflecting on our results
The subconscious mind is where all the intellectual information is stored and if you know how to do better than you are doing, why aren’t you doing it? It’s because of our subconscious programming. I think our paradigm controls our behaviours. Just check your results and then look at your behaviour patterns, and then you will realise that you have been programmed to do it this way.
““Confidence is just displayed ability.” ”
Three Kings Day
Here are some tips for Epiphany:
• Be a better friend
• Be honest with yourself
• Be more helpful
• Be optimistic
• Be present with loved ones
• Forgive first
• Judge less
• Laugh loudly
• Listen to the unsaid
• Love
• Mental health is health
• Show gratitude
• Start sooner
• Take care of yourself
The social pressure
You never regret your extravagances regardless of whether it's treating yourself to something special or taking a leap into the unknown, those moments often add spice to life. The global sales of fashion and beauty products accounts for over US$3 trillion annually, surpassing worldwide spending on education, and it’s notable that much of this spending is competitive. While most women feel compelled to stay on trend, men often have the option to opt out of the fashion game. The societal pressure for women to participate in fashion is considerably higher, and it’s the same with cosmetics. Many women will not go out without make-up on because they say that they feel bad. It's not merely about what these products offer; it's a form of self-medication, addressing the emotional impact of adhering to these norms.
New rules may apply
““The opposite of every great idea is another great idea.” ”
Engineers often perceive a singular optimal solution, deeming everything else incorrect - an approach rooted in the preciseness of engineering and mathematics. In psychology, the contrast lies in the idea that a viable alternative can exist alongside a good idea. Many people believe that the optimal stance is in between the two extremes. I think that when faced with contradiction, one can either embrace both extremes and resolve it creatively with a third idea that solves the problem overall. The average is generally not as good as it looks, it always seems logical, but it really isn’t that great.
The time is now
Environmental, Social, and Governance (ESG), represents a set of criteria used to evaluate how companies operate and impact the world beyond just making money. Where the "E" focuses on a company's environmental efforts, for example, its carbon footprint, energy use, or waste management. The "S" assesses its social aspects, for example, how it treats employees, engages with communities, and handles diversity and human rights. And lastly, "G" looks at governance, examining factors such as the company's leadership, ethics, transparency, and how it's governed and managed. ESG serves as a framework for investors and stakeholders to gauge a company's commitment to sustainability, ethical practices, and long-term viability beyond financial returns.
Are you interested in integrating DEI into your “S”?
I think companies who prioritise Diversity, Equity, and Inclusion initiatives are addressing social aspects by creating fairer and more inclusive workplaces, ensuring equal opportunities for employees regardless of their background, ethnicity, gender, or other identities. By integrating DEI into their ESG strategies, companies not only promote a more equitable society but also enhance their long-term sustainability. In my experience, I have found that these efforts lead to better decision-making, stronger employee engagement, and improved relationships with customers. Contact me via e-mail to arrange a confidential discovery meeting about your company’s performance and reputation.
Think before acting
Cultural intelligence (CQ) is an essential capability for inclusive leaders and in building successful relationships. Those who learn how to connect and become connectors will prosper in a connected economy.
““Cultural intelligence: an outsider’s seemingly natural ability to interpret someone’s unfamiliar and ambiguous gestures the way that person’s compatriots would.””
What are the 4 components of cultural intelligence?
The framework for cultural intelligence consists of four parts: knowledge, strategic thinking, motivation, and behaviours.
CQ Drive: The motivation to learn about new cultures.
CQ Knowledge: Understanding how cultures influence what people say and do.
CQ Strategy: Having a plan to respond to cultural differences.
CQ Action: Behaving in culturally sensitive ways, including handling any difficulties that arise.
The elephant in the room
Last week, the Danish Institute of Human Rights published their report highlighting the shocking state of affairs in Denmark regarding racial discrimination, and this has been well documented in the Danish media. It appears that there are many Danes and organisations who don’t want to ask the question, as they don’t want to face the facts because they know that they are going to have to do something. Conversations about race, class and gender in the workplace aren't easy and I think it’s essential to ensure people are seen and heard. Leaders usually listen with the prime objective to make things better and solve problems, sometimes all their team members want is to be heard. Contact me via e-mail to book a speech, workshop or coaching sessions.
