“Progress belongs to the Askers; the smarter the question, the lesser the guessing.”― Aniekee Tochukwu Ezekiel
Asking smart and tough questions until we get answers― that work is what we do. We know that diversity, inclusion, leadership, unconscious bias, cognitive differences, multiple intelligences, emotional intelligence, and other such human dynamics are complex and constantly changing. We apply the Nextions Next Question–Next Connection–Next Action model to design interdisciplinary studies to break down the complexities so that we can help you think smarter and lead better in your workplace.
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If diversity of backgrounds and perspectives gives us the ability to get inspiration and ideas from cultures and traditions different from our own, what, if any, is our responsibility to recognize and honor the sources for our inspiration and ideas?
The research on how our brains work —how we think—has been amassing at a tremendous rate over the last two decades, and we have learned and continue to learn that a lot of what we think we are thinking is actually not thinking.
In 2011, St. Mary Medical Center of Northwest Indiana advertised its weight-loss and bariatric surgery services through a series of billboards that boldly stated: Obesity is a disease. Not a decision. The hospital expected to spark a debate on obesity, but it was not prepared for the outrage and anger that the billboards provoked.
In a Washington Post online piece in August, a columnist wrote: “You can understand if President Obama would rather talk about the fight against Islamic State militants in Iraq, where he has scored some victories, than talk about the unholy mess in Ferguson, Mo.”
Women have been talking for decades about the realities of consistently being interrupted by men when they speak in the workplace; however, the focus on men interrupting women at work has recently intensified to a point where new vocabulary is deliberately sarcastic, not to disrespect or demean, but to highlight the frustration that the interruptive behavior continues to engender.
With no reason to change, change remains an empty word. Late last year, I was making a presentation at a leadership conference about the most recent research on diversity and inclusion when one of the conference attendees raised his hand and asked me to just tell him “how to get this done.” In a frustrated tone, he told me that he didn’t want to hear about research or case studies, he just wanted a quick summary of how he could make his organization more diverse and inclusive.
As we celebrate the life and legacy of Dr. King, the world often turns to the iconic and inspiring words of Dr. Kinds “I Have A Dream” speech. Yes, this historical speech delivered to hundreds of thousands of people at the March on Washington on August 28, 1963, was a game-changing call to action for a nation in crisis. For me, the lesser-known speech that he delivered to a small crowd at Western Michigan University just a few months later on December 16, 1963, holds the words that most profoundly impact how leaders need to think and lead today.
Is history the same thing as tradition? Is tradition always derived from history? These questions, while somewhat philosophical in nature, raise important questions about how we gather, connect and celebrate holidays in today’s workplaces.
The compensation gap between equity partners and nonequity partners at the nation’s largest law firms is growing, according to a new survey research by legal search consultant Major, Lindsey & Africa.
There is no doubt that adjectives are seen by many as having merely supporting roles in language constructions where nouns are the lead players. However, when it comes to active inclusion, changing particular nouns into adjectives can allow for a change in the way that those nouns, as nouns, just cannot do. This is especially true when we deal with the -ists in our vocabulary when discussing differences.
Strength lies in differences, not in similarities.
Our ability to reach unity in diversity will be the beauty and the test of our civilisation.
Controversial' as we all know, is often a euphemism for 'interesting and intelligent.
Wide differences of opinion in matters of religious, political, and social belief must exist if conscience and intellect alike are not to be stunted, if there is to be room for healthy growth.
Diversity and independence are important because the best collective decisions are the product of disagreement and contest, not consensus or compromise.