DIVERSITY = COMPETITIVE ADVANTAGE!

But only if you can leverage it for optimum results.

Your workforce and your customers are becoming more diverse every day... All of those differences offer the potential for enormous competitive advantage - high performance, innovation, loyalty, and productivity - and they can also bring painfully thorny problems, from lost productivity to legal issues to cross-functional, cross-cultural, cross-generational conflicts to runaway turnover.

How can you get the best --and avoid the worst!?

Let Sanchez Tennis and Assoc. show you how to match diversity and inclusion efforts to custom-fit the readiness of your organization and your executives, to achieve the progress you yearn for and optimum payback for your investment of time, influence, energy, and dollars.

 

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"The best I’ve experienced in my 25 years as a leader in technology"

"I’ve worked with Kit and Anita and their organization over the past 20 years. Their expertise in diversity and inclusion, employee engagement, mediation, leadership coaching and change management is the best that I’ve experienced in my 25 years as a leader in technology. Their ability to quickly understand the needs of our complex, ever changing business and then to guide either an individual,large team or whole system through any of these areas has been a joy to be part of, and the positive business impacts have been repeatedly exceptional. I highly recommend Kit and Anita, and I look forward to working with them again."

Mary Peery,
Senior Vice President (retired),
Ink Printer Group,
Hewlett Packard Co.

 

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The key to effectively choosing interventions
for leveraging differences revealed.

Get the tool that pinpoints where and how to start in your organization.

Download THE DIAGNOSTIC TOOL that identifies what your organization most needs, and can best use... right now.

The cost of replacing employees is climbing. The sheer expense of recruiting, training and getting a top professional up to speed is enormous – a tremendous investment that can be lost if diversity issues cause that person to leave. For example Telecommunications call centers estimate it costs them $35,000 to recruit, train and skill up entry-level employees.

What are your best employees worth? Are they leaving because they feel unrecognized, unsupported, or subject to bias? Recent research shows that 21% of high potentials are looking for another job, and employee surveys tell us that many people of color and women are discounted, ignored, and excluded by coworkers. They are ready to leave and would not recommend their organization to others as a good place to work.

Even in a recession, competition for critical talent is fierce.

Top talent is constantly being recruited away, especially if they are high potential women, people of color, subject matter experts, or have proven ability to work with diverse teams. The battle to attract and retain essential employees is getting more and more intense, especially as the economy begins to heat up and many seasoned leaders are considering retirement. When your organization fails to include, recognize, value and develop your best people, they begin to look elsewhere for a sense of purpose and career satisfaction. The workforce projections are alarming --Are you ready for as much as 50% turnover in the next few years??? Can your organization function with those kinds of losses of knowledge, expertise, and capacity?

To succeed in this new environment, every organization will come to rely on the vitally powerful skills of expertly managing and leveraging differences - to build a high performance, high satisfaction culture, one that attracts, develops and keeps an excellent workforce.. Is your organization rising to this challenge? Are you confident that you have the plan to get there?

There is a process that can speed you on your way toward the managerial competency and organizational readiness for this new and challenging environment.

The Strategic Matrix for Diversity & Inclusion Initiatives™ is Free.

With it, you can assess the fit between...

• your organization's attitudes toward differences,
• pressures inside and outside your organization,
• specific diversity and inclusion initiatives, and...
• your executive, leadership team's priority and support and optimize the returns you
  get from your investment of time, energy, expertise, dollars and personal reputation.

For more than 30 years, Fortune 100 companies, top government agencies and global non-profits have relied on the expertise of Dr. Anita Sanchez and Dr. Kit Tennis and their expert team to guide them in creating successful, diverse and inclusive teams and organizations.

These recognized consulting leaders have helped organizations around the globe drive exemplary business results through leveraging diversity and inclusion to ignite high performance leadership, employee engagement, and executive team development.

They design and direct positive change interventions, increasing effectiveness of teams working across differences in gender, race, ethnicity, culture, sexual orientation, personality types, and religious diversity, facilitating peace & development efforts between people from countries at war, resolving HQ – offshore miscommunication and facilitating merger/acquisition cultural integration.

For Sanchez and Tennis, their Ph.D.s were just the start of their learning curve in the constantly changing world of diversity. In this environment that shifts and evolves almost daily, they advise Fortune 100 CEO’s, boards of directors, presidents, HR departments large and small, all kinds of employee resource groups & networks across dozens of industries.

Through thousands of interventions, they have developed powerful insights and techniques for seeing into the workings of organizations and what to recommend to clients to capture the potential for innovation and creativity, highly performing teams, competitive talent management, and industry leadership through leveraging diversity and inclusion.

Why give this matrix away?

It’s simple, really. We are committed to helping you (executives, managers and HR professionals) create the successfully diverse and inclusive cultures that are essential to attaining your goals and objectives. We know we can’t begin to work with all of the people and places who would like us to assist them. So, we share our knowledge and insights at conferences around the world; we coach leaders, diversity and HR professionals; we write public blogs and posts on the “how-to’s” of diversity, inclusion organization development and social change. We want leaders to know what kinds of diversity and inclusion interventions are apt to be most appropriate to their situation, so that they can focus their efforts where they can get the best returns.

WHAT WE ARE OFFERING: The secret to this optimum match of efforts, organization and executives is contained in the Strategic Matrix for Diversity Initiatives™, which is available to you, for free today. With it, you can choose diversity and inclusion initiatives that will net you progressively greater results by matching them to the stage of your organization’s development and what your executive team wants and will support.

If you want to know how to target your diversity and inclusion efforts for optimum outcomes, this matrix will give you the insights into all the essential components of organizational readiness, leadership expectations, and types of implementation strategies that you need to choose diversity and inclusion approaches that are ideal for your organization. You will have a tool at your fingertips to help you sharpen your focus from literally hundreds of intervention options to just those key initiatives that have the highest potential to rapidly advance your plans for diversity and inclusion.

 

 

 

 

 

 

"Understanding and blending cultures help us to achieve business success"

Anita has a great, special way of connecting with people and bringing out their richness and talent. Our work with Anita began with the integration of an acquisition and starting a new leadership to work more effectively together during a challenging market environment. Anita coaching helped our team to find our hidden talents and then apply them to the key tasks we had to deliver. In short, she made us a better and more successful team.

Craig Binetti
President
DuPont Nutrition & Health
and DuPont Applied BioSciences

 

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Anita Sanchez and Kit Tennis went the extra mile to help us co-create a powerfully positive strategy for leveraging our diversity and inclusion for competitive advantage.

Our business had just been acquired by Xerox, and in a time of tumultuous change inside and outside the corporation, Anita and Kit masterfully engaged the leadership team, employee groups, and people throughout our business units to implement a comprehensive diversity and inclusion assessment and strategic plan. I learned a great deal from Anita and Kit as we crafted a uniquely compelling business case, elegantly effective action steps and communication plan. Their work propelled us to a whole new level of competencies for working with diversity as a competitive advantage in the intensely competitive office printer industry. I highly recommend them.

Mr. Bill Graves
Talent Acquisition
and Diversity Manager
XEROX

 

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One thing stands out for Sanchez and Tennis in every organization they work with - the challenge of intervening at the right level and with the right intensity to optimize payback on diversity and inclusion efforts.

Over the years, they’ve seen organizations whose well-intended diversity events, trainings, programs and systems fizzled out while others’ efforts produced extraordinary short-term and long-term positive results.

What is the difference? More than anything else, the difference between superstar outcomes and dead-ends has been the organization’s readiness.

Sanchez and Tennis have discovered that there is a logical developmental progression that establishes which kinds of efforts will work best in particular organizational settings. This progression plots the organization’s readiness for different levels of diversity and inclusion efforts against executive priorities and commitment to action.

That is the secret - knowing what the organization is ready for, matched to what your executives want to see and are ready to support. Having that match can make the difference between beautifully leveraged efforts and disappointing underperformance.