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When We Say Business . . . We Have Your Business In Mind!

State-wide, nationally and internationally, our blogs are about organizational leadership, international commerce, workforce development, interpersonal dynamics and/or that goads growth, profitability and sustainability. We are able to provide these quality services to every company -- even a tidbit at a time!

Corporate Strategists Corporation (CSC) encourages these hallmarks through various insights, tipping points and shared thoughts. We hope you will enjoy these, share your thoughts, and definitely, give us a few of your tipping point as well!  

Our Blog

An ongoing series of informational entries

Leadership By Example:  A Different Approach

October 10, 2019

Insights On . . .  

Leadership By Example  (LBE)

Diversity, Inclusion, Harassment, Discourtesies . . . Unawareness?   Whether directly or indirectly inflicted, workplace violations are costly -- morally, ethically, financially, economically, community-wide . . . Whether in the for-profit or not-for-profit companies . . . And, the coat-tail effect remains.

As often as we are reminded to include in our budgets training programs for all staff members, it is likewise as often that we cease to do this. I have many, many, many friends and associates who are often encouraged to attend training seminars and workshops, some of ours and others as well. These recommendations are usually based on what they have shared about the temperament or climate of their workplace.

Frequently, the answers are the same: They won't attend because their supervisors will not authorize the "expense" or they, themselves are too busy leading or doing their jobs. We hope to bring this to a halt or promote insight that will goad a change in attitudes of the human resources management and leadership.  The saddening finality:  Mistakes can be quite costly, or evenly, devastating.  

There are those beliefs that everyone in the company deserves to be properly trained, and there is that other belief that every supervisor should be reminded that they are a pivotal component of the human resources management. But, then again, the human resources leadership might not realize their own primarily responsibility is the proper education of all persons in the company.

Think beyond the norm . . . Budget the time to elevate the knowledge base of your staff, and keep in mind that diversity is a workplace-wide matter . . . for everyone!

The Challenges of Negligent Training

September 30,  2019

How To Evaluate The Quality of 

Training To Fit The Need

Negligent training is costly.  At CSC we take a serious look at what we offer and can guarantee in our training programs.

If one were to ask many HR executives what is their primarily core responsibility of the position, most will not give the correct answer. They cannot because they themselves, are unclear on that subject. Definitions and terminology are well known; the application of terminology to the process is where many fall short. Beyond the definition of the title subject matter, there are so many unanswered questions . . . And, there are many.

Our seminars pose questions and provide answers to leaders in the most pragmatic, realistic and specific manner, going beyond parameters of definitions. Yes, we review the definitions briefly, but concentrate on the applications, placing emphasis on what can often lead to the various forms of harassment and unsettling environments, and what alternatives leadership may consider.  Our seminars and workshops are specialized and have substance that can be applied to workplace or environment immediately.  We offer experiential training programs;  we guarantee that upon adjournment, the participants will have gained thoroughly from the goals of the training.  

For example, we use definitions and also apply them to gain quality, substantive understanding of origin and application.  At CSC training programs, we discuss what constitutes a quality-driven diversity and inclusion program; and, how unfair annual performance evaluations can be hurtful and inadvertently contribute to resignations of some of the most skilled employees.  Role playing is only the tip of the ice-berg.  We discuss the underlining of the contributors.

Insights on finding the best ways to assist in building your organizational capacity is a continuous process and is constantly changing. We would like to make recommendations, taking every possible angle to transform the workplace, is just one of the major tipping points in building quality workforces and leaders.   We hope you will give us an opportunity to work with you.

Just a thought!

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