Imagine walking into a store where everything feels like it was made just for you. That's the dream for many organizations today as they aim to offer personalized products to their customers.

In a world where the news is full of stories about climate change and social inequality, there's a new kind of hero emerging in the business world. These aren't your typical suit-and-tie executives focused solely on the bottom line; they're "Green Leaders," champions of a movement that values the planet and its people as much as profits. This blog takes a closer look at who these leaders are, what drives them, and how they're reshaping the future of business.

In today's competitive business landscape, the importance of customer experience (CX) cannot be overstated. It's the linchpin that holds the promise of brand loyalty, customer satisfaction, and sustained business growth.

In the ever-changing landscape of modern careers, achieving a healthy work-life balance has become more crucial than ever. This elusive symmetry is not just about managing time; it's about managing energy, priorities, and, most importantly, managing self.

In the corporate wilderness, there’s a rare breed of creature that stands out not for its savage roar or terrifying spreadsheet skills, but for its big heart. This is the generous leader. We aren’t talking about a person that gives you extra money in your check or doesn’t make you respond to emails on weekends. This leader creates an environment where people feel heard, valued, and motivated.

…Is it worth your time?

Does your work life sound like this… on the phone while you are heading into the office? Running from your bedroom to another room to jump on a Zoom meeting? Powering through back-to-back meetings? Putting out fires on urgent issues almost every day? Responding to emails from the time you wake up until the time you go to bed?

Recently, I conducted a leadership development training and posed a question to the audience. The question evoked some subtle but audible “oooohs and ahhhhs” from the participants. It was clear these leaders were wrestling with this phenomenon in the workplace, whether it was them or others. The question was:

Belonging within the framework of diversity, equity, and inclusion (DEI) is a relatively new idea. It wasn’t until recently that we saw the “B” attached to DEI. However, belonging is not a new idea when it comes to what we need as human beings.

I remember as a kid playing sports with other kids in the neighborhood. One of our favorite sports to play was stick ball (baseball with a stick instead of a bat). To pick teams, usually the oldest two kids would be the captains.

Leaders who are equity-driven want to ensure that everyone receives what they need to be successful. What is needed for success is typically different from one individual to the next.

Why is it necessary to talk about diversity in leadership? For starters, research has shown us that having a diverse leadership team increases the bottom line in your organization.

Another February has circled its way on our calendars. The month-long celebrations, awareness, and promotions have ramped back up as we give honor to Black History Month.

You may be mission-focused and doing your best to uphold justice within the decision-making and processes of your workplace.

It’s a casual comment, an innocent catch phrase, or an ignorant stereotype. Microaggressions in the workplace are too common and cause serious damage to the health of organizations.

Organizations that desire effective diversity, equity, inclusion, and belonging must be aware of the ways bias can threaten their pursuits of a healthy workplace.

The word “multigenerational” is often one of those words we like in theory, but when it comes down to it, we expect more of the challenges than the benefits in our organizations.

Through all my years of studying, teaching, and implementing Diversity, Equity, and Inclusion, I have come to find consistent responses from the leadership teams I work with.

Diversity, Equity, and Inclusion. More and more, organizations are seeing the importance of focusing organizational effort toward these priorities. But many are finding the actions they’ve implemented are not moving the ball down the court when it comes to team impact.

Cross-Cultural Dynamics was built on the foundational belief that people simply need to love one another.

There is great power within the words we use–for better or worse. Whether it’s intentional or not, your organization is setting a tone and a culture through the vocabulary you use.