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Get the right diagnosis before treating HR woes

It's happened again. You attempted to address an organizational problem by bringing in the experts. However, the workshop was an abysmal failure.

Noting that you were having a difficult time recruiting and retaining women and people of color, you decided to do something about it. You hired diversity experts to conduct a diversity workshop. But it was a disaster.

Your staffers were rude and provocative. Even your star performers appeared disinterested. A few took a snooze. You were frustrated and embarrassed. Still worse, afterwards, they lamented that they had "plenty of work to do and didn't need a workshop that was a complete waste of time."

More disconcerting, they complained that they were tired of being used just so you could "put a check in the right box." The latter accusation made you angry and hurt your feelings because that was hardly your intent. Get the right diagnosis before treating HR woes (Continued on the Washington Business Journal website.)

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  • ©   Copyright © 2006 Lynn Friedman, Ph.D. All rights reserved.

    This material is copyrighted. This blog is offered as a community service. You may transmit them free-of-charge. Feel free to forward these columns to anyone who you think might be interested, so long as not a single word is changed, added or deleted, inlcuding contact information. However, I ask that you adhere to copyright laws by providing, along with any column, all attached copyright information. It is a violation of copyright law to copy this column for commercial use and/or financial gain, to cut-and-paste this column or to use it without appropriate citation. I'll be glad to send these columns to anyone else who sends me email asking to be added to the dlist. While I invite you to link to this site, you may NOT reprint the material on a web site without my express written permission. Reprint permission will be freely granted, upon request, to student newspapers, universities and other non-profit educational organizations. Beyond this, advance written permission must be obtained prior to reprinting any of this material in modified or altered form. Thank you for your consideration.

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    Copyright Lynn Friedman, Ph.D. (2005)