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10 Creative Tips to Increase Your Focus

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10 Creative Tips to Increase Your Focus

Over the years, I have had many people from different backgrounds reach out to me with the same question: “How can I increase my focus?” The commonality of this request speaks a thousand words, as it means the ability to focus is something we all struggle honing. And in our bustling society, there’s no question as to why!

The commonality of this question also means there are a thousand answers I am sure we are all tired of hearing—create a to-do list, organize your day chronologically, and so on and so forth. Not that these tips aren’t helpful, but when they’re the majority of advice that’s offered, they can only take us so far. As a result, I have put together this list of 10 creative tips anyone can use to increase their focus. Let’s jump right in, shall we?

1. Identify and work with your natural rhythms.

Many of us self-describe as an “early bird” or a “night owl,” but there is truth to those phrases. Different people find themselves to be more alert at different times of day. We have to identify when we find ourselves most attentive and block out those hours for our most important tasks, such as items that require a lot of creativity or ones that demand intense concentration. We can save less productive times for “busy” tasks, such as checking and answering emails. Let’s prioritize based on our natural rhythms!

Research by author and scientist Jennifer Ackerman demonstrates that our brains are most alert 2.5 to 4 hours after we wake up. Try blocking out some time about 2 hours after you wake up, whether you’re an early riser or a late one, and see how productive you can be!

2. Do one small thing to build momentum.

It’s easy to get overwhelmed by the dozens of tasks—all of varying importance—that we each have on our plates. Rather than increasing our stress by trying to approach our assignments as a whole from the get-go, it’s helpful to start with one very small and very simple task. It’s like eating a meal: we can only take one bite at a time. And this task should be related to the bigger plans at hand, such as working on a single slide of a PowerPoint, not checking our email. Putting that one small piece into the larger puzzle often helps us find the spark to push forward and accomplish more.

3. Practice positive self-talk.

“Talk to myself?” you might be saying. “What kind of ridiculous advice is that?!” Good advice, if we let it be. Again, we oftentimes find ourselves overwhelmed when facing numerous tasks or facing one massive project. And that’s okay! Stress and anxiety are normal human emotions. But we can’t get caught up in our fear of making mistakes, otherwise we’ll never make any forward progress. Positive self-talk can help balance these fears and worries. We should tell ourselves, “I can do this. I can do this well.” Or maybe we need to remind ourselves, “I have accomplished more difficult things than this in the past. I’ve got this!” By reinforcing our own abilities, we’re better able to sit down and get started.

4. Boost alertness with the color yellow.

Numerous studies have shown that the color yellow increases our concentration and alertness. Now, this fact may seem odd at first glance, but there’s a simple explanation: yellow is the color we most associate with happiness! (Most smiley faces I’ve seen have certainly been yellow.) To fully utilize this tip, we should all consider bringing some yellow into our workspace! It doesn’t have to be drastic; putting a yellow poster on the wall, writing in a yellow notebook, or even using a yellow highlighter are easy means by which we can brighten our surroundings and hone our concentration just a little bit more.

5. Let sunshine in.

Many of us find ourselves sitting inside, be it in our homes or our offices, either with the blinds closed or in a room without windows whatsoever. Maybe you’re reading this very blog in an artificially-lit room right now! Regardless, the truth is that we could all use some more sunlight to help boost our alertness. So, open those shades! Take a walk outside during a break! There’s a beautiful, bright world waiting.

6. Listen to techno or video game music.

Many of us have likely been given the advice to listen to music while we work, seeing as music stimulates the brain, but there’s a second part of that wisdom often cut short: the type of music we listen to while working can help hone our concentration, too! Techno music is a popular choice for many seeking to improve productivity because the fast tempo increases our ability to focus, but an ingenious alternative for those of us who may need music that’s slightly less electric is video game music. Why video games in particular? Because the soundtracks of video games are composed to minimize distractions with the intent of keeping players focused on the scene or level at hand. (Yes, that’s the reason we sometimes start up a game, blink onc, and suddenly five hours have passed. The music purposefully tugs us in!)

When possible in one’s workplace, it also helps to wear headphones while listening to music. Doing so helps us create our own spaces and further tune out potential distractions.

7. Chew gum.

Chewing gum has been demonstrated to boost cognitive abilities. Chewing gum for about 15 to 20 minutes before we start working can help us focus and better prepare us to think through whatever difficult tasks are at hand. (This boost is only temporary, however, so there’s no need to keep chomping down on one piece for hours at a time.)

8. Work in chunks.

As I mentioned earlier, humans have a habit of unintentionally overwhelming ourselves when we try to think about our projects in the big picture, or as their end goal. This habit can lead to self-sabotage, where we’re limiting our potential before we even begin! A great way to address this issue is to work in chunks. Starting with a small piece, as in tip #2, is fantastic, but it’s also great to continue dividing work into manageable steps. We need to think about big tasks in smaller segments, where we take breaks between each item we accomplish. By doing so, we prevent ourselves from getting caught up in the stress of facing one giant task and thus foster increased focus and productivity.

9. Plan breaks.

On the subject of taking breaks between items: breaks are a must for maintaining and increasing focus! Moreover, none of us are equipped to work nonstop for hours at a time; breaks are thus essential for keeping us productive and keeping us healthy. A common recommendation is to work for 45 minutes and then take a 15 minute break, although ratios do vary from person to person.

Knowing breaks are necessary and remembering to actually take them are two different things, however. A neat trick to keep track of when we should be working and when our break begins is to program a playlist of a specific length! For example, we might make a 45-minute playlist of different video game tracks, to recall tip #6, and thus when that playlist stops, we know it’s time to take a 15-minute break. Simple and effective!

10. Use Internet-blocking apps.

This tip falls under what we might call the category of “minimizing distractions.” Many of us have issues with discipline while online, where we find ourselves constantly checking our email or switching between different social medias. Internet-blocking apps help keep us in check! Inbox Pause temporarily stops incoming emails from arriving in our inboxes, while the free browser extension LeechBlock can block specific websites for certain durations of time.

I hope these tips serve us all well on our individual journeys to increase our focus in the midst of a very busy, very distracting society. Happy concentrating!


Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

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8 Tips to Become a Super Mentor

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8 Tips to Become a Super Mentor

Do you want to return the Millennials and Gen Zers in your team? Then mentor them and provide professional development opportunities. Researchers found that 87% of millennials report professional development as being important to them in a job, and 76% of Gen Z see learning as key to their advancement. But they can’t be expected to make it on their own. As such, here are 8 tips for what you can do as a mentor to ensure both you and your mentee are getting the most out of the relationship:

1. Time: commit and invest.

Being offered a role as a mentor can be flattering. It can also be nerve-wracking. Sometimes, we might be too embarrassed or too pressured to refuse. But the fact of the matter is that being a mentor requires time. As such, you should only become a mentor if you have time that you can commit to your mentee. And while it is great—and even encouraged!—to be a mentor to more than one person, don’t bite off more than you can chew. Make sure you are investing your time in a few or even only one mentee, that way you are allowing a stronger relationship to develop.

2. Become a trusted advisor.

To be an effective mentor, your mentee must trust you. If they don’t, they will not come to you with questions, they may be hesitant to take and implement your feedback, etc. Establish that there is confidentiality between yourself and your mentee, that you will not be recounting everything they tell you to others.* In doing so, you create an enviroment of security, where your mentee will be encouraged to communicate with you to the fullest extent.

*There are exceptions to this confidentiality. If a situation is serious, such as if you fear for your mentee’s safety, it is crucial you communicate with the appropriate people.

3. Be intentional in mentoring individuals from underrepresented groups.

Heartbreaking as it may be, there have been times when mentors turned up their noses at mentees from minority groups. This behavior cannot continue. By being intentional in fostering diversity, you not only aid in improving diversity initiatives, but also create an opportunity for growth for both yourself as a mentor and for your organization as a whole. There is always room for improvement, and intentionally mentoring individuals from underrepresented groups will aid both them and yourself. Simply put, it is a win-win!

4. Guide your mentee by asking questions.

Don’t simply tell your mentee “what to do” in any given situation. You want to coach them to reach their own conclusions, as this will make them stronger learners and better workers. An excellent resource is the GROW model, which is a straightforward method for goal setting and problem solving. To apply to a mentor-mentee relationship:

G is Goal, or what the mentee seeks to accomplish. R is Reality, where the mentee is at that point in time. O is both Obstacles, the barriers the mentee is facing, and Options, how the mentee can overcome the obstacles. Lastly, W is Way Forward, or transforming the aforementioned options into realistic, possible steps to ultimately achieve the goal.

5. Get to know your mentee.

While this tip may sound obvious, it is nonetheless crucial. Not only should you as a mentor learn your mentee’s goals and aspirations, you should also familiarize yourself with their fears and insecurities. Why? Because knowing their fears allows you to challenge them. Not callously, but in a way that will help your mentee set their goals even higher and expand their potential.

6. Hold your mentee accountable.

This tip ties back to Tip #1. Truly investing time in your mentee means ensuring they are taking productive action(s). While it may be easy to slip into a routine where your mentee attends a session and that is the end of that, it is crucial your mentee is achieving their goals. To ensure this occurs, provide them with honest, constructive feedback, that way they are aware of changes they need to make or new directions they should head in. You should also set clear expectations for them; by doing so, no one is slowed down by confusing instructions.

7. Be beyond a mentor.

Even after your mentee is no longer officially your “mentee,” there is still action you can take to help them. Namely, becoming a sponsor. If you have been an effective mentor and your mentee has demonstrated strong progress, it is only natural that you would want to open doors and make new opportunities available for them in the future. For example, recommending them for a specific position you know they would thrive in.

8. Be curious (learn from your mentee).

The relationship between mentor and mentee is a two-way street. While there is much you will teach your mentee, and there is just as much you can learn from them, too. By doing so, you not only become a better mentor, but you will likely find yourself more open to new perspectives in general.

These tips will empower you on your journey to become a super mentor and to cultivating your relationship with your mentee(s).

Happy mentoring!


Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

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7 Tips For Mentees to Maximize Your Mentoring Experience

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7 Tips For Mentees to Maximize Your Mentoring Experience

When it comes to gaining your footing in a new organization, there is little more exciting or more helpful than receiving a mentor to guide you through the process. However, the transition isn’t always smooth. When I was first working with IBM, I was told early on that I should look for mentors. As such, I was ecstatic when I managed to organize a meeting with the Chief Procurement Officer. When the meeting started, we introduced ourselves, exchanged pleasantries, and he asked me what questions I had for him.

I had no idea what to say.

Plain and simple, I wasn’t prepared! Our meeting was only three to four minutes when an hour had been set aside. This was a negative interaction in twofold, as it was a missed opportunity for me to learn and moreover poorly impacted the CPO’s perception of me. This is a situation no mentee should have to experience. To avoid such disasters, here are 7 tips for what you can do as a mentee to get the most out of your relationship with your mentor:

1. Always be prepared.

While your mentor is your guiding light, they cannot be expected to have all knowledge at hand all of the time! Have questions ready in advance to kickstart communication and ensure you’re getting the most out of your conversations. In that same vein, be organized for your coaching sessions beforehand—maximize what you can learn in the time you have.

2. Make sure you click.

If you are not comfortable with your mentor, then you will never be able to truly learn from their experiences or fully understand their advice. The relationship between mentor and mentee needs to be one where communication occurs clearly and constantly. As such, it should be a safe space for conversation.

3. Be truly open to feedback.

Oftentimes we tell ourselves that we are open to feedback, but the second that feedback starts to sting, we close ourselves off. Real, helpful feedback may hurt, and that’s okay! The “hurt” means the feedback is genuine and demonstrates your mentor truly wants to see you grow and improve.

4. Take action with feedback.

It is crucial to be open to feedback, yes, but taking action with that feedback is just as important. Listen to your mentor’s constructive criticism, absorb it, then implement it into your work. Remember, they want to help you grow. Only by taking action will you see yourself progress!

5. Seek multiple mentors.

As aforementioned, it is unrealistic and rather unfair to expect one person to have all the answers at all times. Thus, to ensure you are getting the most out of your mentorship experience, don’t be afraid to seek multiple mentors, even if some of them are outside of the organization you’re part of! One person may help you with your communication skills, another individual may mentor you in the technical abilities you need to have, and so on and so forth.

6. Learn from each other.

The relationship between mentor and mentee is a two-way street, where a sort of equivalent exchange takes place. You and your mentor give knowledge to and receive knowledge from one another in equal parts, which is another reason healthy and comfortable communication is so crucial. While there is much you will learn from your mentor, they should be learning from you, too!

7. Stay in touch afterwards.

If you have managed to succeed in all the previous tips, then this final one should come with ease! If you and your mentor are comfortable together, communicate well, and actively learn from each other, it is only natural that you should want this relationship to continue even after they are no longer “officially” your mentor. Why? Because your mentor is an important part of your network! Not only can they continue to answer questions you may have in the future, but they may even become your sponsor, where they can open doors for you or make connections you may have struggled to acquire on your own.

This list is a starting point as you begin cultivating your relationship with your mentor(s). 

Happy learning!


Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

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4 Tips To Boost Morale During Uncertain Times

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4 Tips To Boost Morale During Uncertain Times

When the future seems uncertain, it is important to first and foremost be genuine and empathetic. As a leader, these qualities are critical for building a connected and engaged team. With these characteristics in mind, there are several ways we can boost morale and inspire, motivate, and engage the team during turbulent times.

  1. Building trust and promoting honesty are the foundations of a strong team. Showing the team we are committed to them and communicating directly and clearly are great ways to foster these relationships. When the team feels prioritized, they will feel motivated. On the other hand, manipulating the team or making misleading promises is the quickest way to lose trust and respect as a leader.

  2. When we talk about what it means to be empathetic and how we can put the team first, we can start by taking a step back and recognizing that everyone we work with is human. We all have worries, fears, and difficulties in our personal lives. Make sure to check in regularly and spend one-on-one time with each employee to better understand their situation. When we speak with our employees, we can work with them to find potential solutions and, when possible, create more flexibility with their situation. Showing this type of commitment is a great way to connect and motivate the team.

  3. Motivation is a great way to empower individuals, but boosting morale also means empowering the entire team. We can do this by building a sense of togetherness and inspiring collaboration. Show employees how their role contributes to the bigger picture and reinforce that the team excels when we all work together. Instilling this sense of togetherness will engage the team and encourage them to take ownership of their individual roles.

  4. With everything we do, we should inspire hope in our team by having conversations about the future. While it is important to recognize that times may be tough, we need to then guide the team to focus on future opportunities to help everyone see beyond today’s challenges and keep the bigger picture in mind. Sharing potential new opportunities and remaining positive will help to motivate and inspire.

What about you? What are you doing to boost morale within your team during these uncertain times?


Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

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My Funniest Mistake

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My Funniest Mistake

After I came to the United States, I settled into my new community in San Diego and began my first full-time job in October. I can still remember what it was like to walk into that building for the first time. Everything seemed so fancy from the wood paneled walls to the expensive furniture. Everyone stood tall in their suits and walked around with a purpose, and I was thrilled to be a part of this company. As I sat at my desk, full of nervous excitement to start my first week, I received an email from one of the company’s executives; he was in charge of all San Diego locations. The email was an invite to all employees for an office Halloween costume party. I was so excited because I had never celebrated Halloween before, and I had always wanted to dress up as a genie! So, I ran to the store that evening and picked out this awesome pair of purple baggy pants, a matching shirt with gold buttons down the front, and a tall genie hat with fabric flowing from the top. I then bought the perfect pair of gold flat shoes to match. The morning of the party, I had the opening shift, so I woke up early, got dressed in my costume, and headed out to start the day. I couldn’t wait to see what everyone else was wearing!

 

After opening up the office, I began my day of work and waited in anticipation for my colleagues to slowly arrive. When the first man walked in, he was wearing jeans, a cowboy hat, and cowboy boots and had a fake plastic gun strapped to his waist. Shortly after, another coworker walked in wearing jeans, a button down, cowboy hat, and a bolo tie. I thought the coincidence was funny and assumed this was just a popular costume in the U.S. Next, a woman walked in wearing a jean skirt, a cowgirl hat, and cowgirl boots. Then, right behind her, in walks the executive who sent the email invite. Can you guess what he was wearing? Jeans, leather vest, cowboy boots, and a cowboy hat. As more people arrived, I realized that everyone was dressed similarly and that I was receiving odd looks. I quickly pulled up the email and read it again, and everything looked right to me – the date, time, and all of the details. Well, all of the details but one. I read a line again that I didn’t think was very important before: “Wild Wild West theme.” 

 

As a new immigrant to the U.S., I was not aware of the cultural reference, so I assumed the theme meant we should dress as something wild. I thought, “What would be wild for me?” To me, dressing up as a genie seemed pretty wild. At the time, I was mortified, and I actually left work early and didn’t stay for the party. Now, I can’t help but laugh to myself each Halloween when I remember this firsthand experience of culture shock. 

 

While this mistake might seem like a small embarrassing moment, for me it was actually a great lesson. It taught me the importance of clear communication and how it is critical for ensuring everyone is aligned. It also taught me that it is ok to ask questions when we don’t understand something. In fact, it’s something I strongly encourage because speaking up can help us to avoid certain mistakes. But, most of all, I realized that it’s normal to make mistakes and that it’s important to learn from them and laugh at ourselves.


Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

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Finding Happiness :)

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Finding Happiness :)

We are constantly engaged in the mode of “Go, go, go!” While there is no one-and-done solution to our jam-packed days in busy society, we can elevate the amounts of four “happiness chemicals” in our brain to increase joy and balance in our lives.

1. Dopamine: The Reward Chemical

Dopamine is a hormone related to how we experience pleasure. It impacts our ability to think, to focus, even to find things interesting! Dopamine also affects certain functions of the body, from mental motivation to physical movement. As such, it’s an important chemical for us to remain on top of. But what can we do to achieve that?

Complete a task.

Get out your to-do list! If you don’t have one, make one, then get to work and start ticking off items. The sense of fulfillment you experience after accomplishing a task is essentially production of dopamine. And these tasks don’t have to be laborious: they can be as simple as wiping down the counters or taking your dog out.

Eat.

Yes, it’s that easy. Dopamine is related to pleasure, so go eat something you like! To achieve a two-for-one, you can even cook/bake whatever food you intend to eat. By doing so, you’ll boost your dopamine in both enjoying your meal and by having completed the task of preparing it. :)

Self-care.

Self-care is about the prioritization of your mental and physical well-being, which means self-care looks different for everyone. Consider taking a hot bath, writing a poem, or watching an inspirational TedTalk. Anything goes, so long as it makes you happy.

2. Oxytocin: The Love Hormone

Oxytocin is a hormone related to our behavior as well as social interaction. It is connected to how we experience trust, anxiety, and stress; it is also the chemical responsible for creating the bond between mother and infant. So, how can we increase our levels of this hormone?

Socialize.

You know that friend you haven’t hung out with in a while? Yes, them! Go shoot them a text—it’s time to reconnect. While your capacity for social interaction may vary depending on if you’re introverted or extroverted, you still need to get out there. Take a walk in the park, visit a museum, meet at a coffee shop: go somewhere you can strike up a conversation.

Physical touch.

While this has become more difficult during times of COVID, it is still important we engage in physical interaction with others. Hug your sibling, kiss your significant other, go pet your animal! It will all boost your oxytocin, increasing your connection with that individual.

Help others.

This option is great for increasing levels of oxytocin, as “helping others” covers a wide range of assistance. Carry someone’s groceries. Watch your neighbor’s cat while they’re away. Proofread your friend’s resume. There is no one right answer. As long as you feel a sense of accomplishment after lending a hand, you’re on the right track.

3. Endorphin: The Pain-Killer

Endorphins are chemicals that reduce our perception of pain. They trigger positive feelings in the body, even acting as a sedative to help lessen stress and boost self-esteem. Sounds like something we can all use more of!

Exercise.

Yes, I know, this suggestion sounds unpleasant to some. But exercise is one of the easiest ways to produce endorphins, which boost your mood and increase confidence in yourself! And ‘exercise’ does not mean running yourself into the dirt. Take a jog, if that’s what you like, but exercise can also mean playing golf, dancing in your bedroom, or doing yoga—whatever you find joy in.

Engage in media.

Have you been putting off that new movie for “the right time” to enjoy it? Congrats, today is the day! Watching a movie, listening to music, and simply partaking in different forms of media—particularly those you enjoy—are surefire ways to boost your endorphins.

Laughter.

“Laughter is the best medicine” may be a cliche, but it’s not without truth. Laughter increases the amount of oxygen you intake, stimulating your body and producing a rush of endorphins. So go read a joke book, watch that new comedy special, or even just call up the funniest friend you know!

4. Serotonin: The Mood Stabilizer

Serotonin is a hormone that helps reduce depression and regulate anxiety. It works to keep our mood stable, also helping us sleep and even heal, as it plays a role in blood clotting. Like the previously discussed chemicals, there are ways we can go about ensuring our brain is producing enough of this hormone.

Go outdoors.

Specifically, go outdoors on a beautiful day. Sit in the sunshine. Walk through a garden. Experiencing sunshine is a common part of treatment for seasonal depression, thus emphasizing the importance of simply stepping outside for a while to help boost our serotonin.

Mindfulness/Meditation.

Find a quiet space, and for a few minutes, allow yourself to relax. Focus on what’s around you; not your upcoming interview, not your big project due. Push aside everyday worries. By doing so, you will increase your serotonin and find yourself better prepared to face those stressors later on. Unsure where to start? Here are free mindfulness apps you can investigate.

Reminisce.

Research suggests that dwelling on happy memories allows our brain to produce more serotonin. When you find yourself making a happy memory, take a moment to think about the details so they will be easier to recover later on. When “later on” comes, sit in the enjoyment of your recollection rather than rush to your next objective. Your mind and body will thank you for it.

Engaging in these activities are easy, accessible ways we can increase the amounts of the “happiness chemicals” in our brain.

Go on—give them a try!


Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

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5 Tips for Diversifying Board of Directors

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5 Tips for Diversifying Board of Directors

In today’s climate, it is common to hear the phrase “we need to diversify,” particularly at upper corporate levels. Namely: the board of directors. But despite the increased citation of this desire, diversity within boards of directors is not yet commonplace. According to a fall 2020 analysis of the 3,000 largest publicly traded U.S. companies conducted by the Institutional Shareholder Services’ ESG division:

“[J]ust 12.5% of board directors were from underrepresented ethnic and racial groups, up from 10% in 2015. The report also found that only 4% of directors were Black (up from 3% in 2015), while female directors held 21% of board seats (up from 13% in 2015).”

Following the murder of George Floyd in May 2020, there were increases in the number of women and racial minorities appointed to Fortune 500 boards, but the majority of directors are still white men. How can this issue of homogeneity be adjusted? Fortunately, there are five crucial steps boards of directors can take to ensure diversity in their ranks:

1. Analyze the Demographics

In order to improve diversity within a board of directors, the board must know where their organization stands. First, look at the racial, ethnic, gender, etc. demographics of the board. Second, look at these same demographics within the community as a whole. What groups are disproportionately represented? Underrepresented? How drastic is this difference? Once a gap in diversity is identified, work can begin on deciphering why this gap exists, and from there a board can begin searching for solutions to resolve it.

2. Offer Training

This step is essential to understand how beneficial diversity is to an organization. By offering diversity training, individuals will better understand why diversity is so crucial in the first place. On a similar note, unconscious bias training is also important, as it helps combat internalized prejudices all individuals have, be they aware of them or not. How? Because “[u]nconscious bias can shape all aspects of the hiring and recruiting process, from the way openings at your organization are posted to the experience employees or board members have once they’re selected.” While no individual can ever be free of bias, making people aware of their biases will allow for implementation of genuine diversity in these upper levels.

3. Expand Your Candidate Pool

When appointing boards of directors, many organizations appoint retired executives. However, appointing active executives is also beneficial, as they are more aware of current situations evolving around them (e.g. in a market, with COVID-19, etc.). Similarly, when appointing new members to a board of directors, an organization should broaden their horizons beyond accepting referrals from current members, as people tend to have connections with individuals similar to them. Consequently, a board is unlikely to see an increase in true diversity with applicants garnered through such narrow recommendations. Expanding the pool of candidates is a simple yet effective way of diversifying a board.

4. Avoid Tokenism

As aforementioned, some boards are interested in diversity only for appearances’ sake. Diversity and unconscious bias training are key ways to address this issue, but another important tactic is ensuring new voices make up at least 30% of the total in a group. By doing so, a board not only avoids tokenism in appearance, but also in practice, as these new members will feel less isolated and therefore will likely be more encouraged to speak their minds. As stated earlier, increased diversity leads to increased innovation, meaning hearing these new ideas more often than not ends up being helpful.

5. Measure Progress

The final step is simple and perhaps the most important: “To stay focused on your objectives and goals, monitor your progress semi-annually.” Yes, it is that straightforward. Diversity is not a simple checklist but a practice. Are the demographics improving and representing the community that the organization serves? Are individuals from diverse groups being appropriately represented? Are their ideas being heard and implemented? Are these individuals staying on? Are they reporting any issues? Keeping track of progress is thus the ultimate step to truly diversifying a board of directors.

While the task of diversifying boards of directors may seem daunting, it is a necessary one, and only through active change can it be accomplished.


Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

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Beyond the Language of "Equal Opportunity Employer"

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Beyond the Language of "Equal Opportunity Employer"

“We are an equal opportunity employer.”

Companies are required to include this statement or a similar phrase in their job descriptions, a supposed attempt to demonstrate their commitment to diversity and inclusion in the workplace. But how inclusive is this short phrase? Does this generic line truly encourage individuals of underrepresented groups to apply to the job at hand? Does it guarantee a woman’s application will be judged with the same expectations as a man’s, that Black individuals will not be held to harsher standards than white individuals, that the transgender community can expect the same treatment as cisgender people? Most of the time, no. This standard language is exactly that: standard, if not the bare minimum. As such, this standard must be changed.

While there is more to ensuring diverse, inclusive workplace environments than modification of language in job descriptions alone, these smaller steps are just as crucial to the big picture as larger ones. By going above and beyond the standard statement and providing additional, detailed information about inclusivity in the hiring process, companies make important progress in generating inclusion all around. Consider the two examples below:

Deloitte:

“Our diverse, equitable, and inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our client most complex challenges. This makes Deloitte one of the most rewarding places to work. Learn more about our inclusive culture.”

“What we do for our clients, we strive to do for our own people: make an impact that matters. We are regularly recognized as a top employer across a range of categories, including inclusion, well-being, innovation, leadership, and places to start your career. To learn more, check out our latest accolades.”

“From entry-level employees to senior leaders, we believe there’s always room to learn. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career. Learn more about our commitment to developing our people.”

Mastercard:

“We cultivate a culture of inclusion for all employees that respects their individual strengths, views, and experiences. We believe that our differences enable us to be a better team – one that makes better decisions, drives innovation and delivers better business results.”

A crucial element present in both of these statements can be summarized as “the why.” Not only do these organizations emphasize that they are equal opportunity employers, they provide explanations into why equal opportunity and diverse employment is essential for their workplace. When a company can articulate the reasons behind their desire for diversity, it is a sign they truly value different perspectives. If an organization is able to recognize and lay out the benefits they gain from a diverse and inclusive workplace, then it is safe to conclude the environments they foster are inclusive not just in language, but in practice, too.


Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

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The Customer is NOT Always Right

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The Customer is NOT Always Right

Many organizations tout the mantra “the customer is always right.” And while they pursue diversity and inclusion initiatives amongst their employees, they are not always able to enforce that same level of respect from their customers. At hospitals, bigoted patients might see an overweight nurse and request that they be seen by a “thinner” nurse. Other patients have turned their noses up at a Black nurse, demanding that they wanted a white nurse instead. Such hateful rhetoric is not limited to the healthcare sector. At a bank, a customer encountered a Black teller and insisted they would rather wait for a white teller to assist them. Another customer even went so far as to refer to their Black teller as the n-slur. It is evident in these scenarios and too many others like it that the customer is not always right. The question, then, is how companies can create respectful, inclusive environments where their employees feel safe without the fear of losing business. Moreover, how can they create environments where their customers treat employees with the respect everyone deserves to receive.

An important solution is in the language. Instead of being complacent with the notion that “the customer is always right,” organizations can and should articulate specific statements that assert their expectations for customer behavior towards employees. The following companies have mastered the appropriate language, emphasizing that they will not tolerate harassment of employees from their clients:

An airline:

“Your safety and comfort – and that of our team members – are our top priority. We expect our team members to care for our customers with respect. We also expect our customers to interact with our team members and other customers with respect. If you act in a violent or inappropriate manner, you will not be able to continue your journey with us.”

Women’s Hospital in Baton Rouge:

“Women’s Hospital has zero-tolerance for threatening or aggressive behavior. Disruptive visitors will be asked to leave.

Staff is supported in pressing charges for aggressive behavior they encounter while caring for patients.

Incidents may result in removal and possible prosecution.”

Cardiovascular Institute of the South:

“CIS fosters a safe, kind and secure environment for our patients, visitors and team members. We hold ourselves to these standards of behavior, and we kindly ask for your courtesy and respect in doing the same.

We ask that you:

  • Show courtesy and respect

  • Be appropriate in language, tone and interactions

  • Abide by public health rules

  • Be an active participants in your plan of care

Please refrain from:

  • Discriminatory language

  • Rude, threatening or demeaning language or tone

  • Profanity

  • Verbal harassment”

These statements have important qualities in common.

  1. Emphasize the need for mutual respect between customers and employees.

  2. Specify that aggressive and hateful behavior will not be tolerated from workers or customers.

  3. State outright that there will be consequences for individuals who do not meet these expectations, from as simple as a customer being asked to leave to as drastic as legal prosecution.

The specificity of the languages leaves no room for misinterpretation. By setting firm guidelines, these organizations are being intentional in generate environments of true inclusion, where respect is fostered with every interaction on all levels.


Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.


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