Hope you are doing well. Put some meaning behind everything that you do. Settle on what Dei growth looks like for you. Build in movements, measurements or metrics that allow you to quantify and qualify what that growth is. Don't adopt others efforts because you see them working.
Afternoon, Cadre community doctor E. Hope you are doing well. Happy Monday. I am going to continue in my doctor e consultant conversationist dei person format with some do's and don'ts. Put some meaning behind everything that you do.
Settle on what Dei growth looks like for you. Build in movements, measurements or metrics that allow you to quantify and qualify what that growth is. Don't adopt others efforts because you see them working.
Afternoon, Cadre community doctor E. Here. Hope you are doing well. Happy Monday. I am a couple of hours start to the week, but I hope you all are doing well and I am going to continue in my doctor e consultant conversationist dei person format with some do's and don'ts, Dei do's and don'ts that I began with last week. If you joined me last week, you should recall that I gave you one do and one don't. The first do was to commit resources to any Dei effort that you might be undertaking. Small, big, somewhere in between.
And the don't was don't be performative. Put some meaning behind everything that you do. And not just to have in action for the sake of having an action, but for that action to be meaningful, for that activity to be meaningful to your organization, your team, even yourself, if it's an individual growth opportunity. So today I'm going to touch on two more do's and two more don'ts. The first do is to settle on what Dei growth looks like for you. This can be very tricky, and yet again, it can be very simple.
Recognizing where you are, what you want to do, what you may even need as an individual or as an organization. There could be awareness building, there could be capacity building, there could be a cultural competency component, there could be just raising some level of interaction or engagement with you. Settle on what DEi growth looks like for you, your organization, your team, your. And then the second do is then to make that meaningful. Build in movements, measurements or metrics that allow you to quantify and qualify what that growth is.
How you know you're achieving it, how you know you're trending toward it. Build in metrics, movements, measurement. It is cultural competence. How are you measuring? What things are you doing that can track your level of cultural competence? Is there an assessment, is there a tool that you can use if it holding yourself, your teams accountable for their level of engagement with each other and with outside groups or community orgs or whatever that may be. So those are my two don'ts. My two do's. I'm sorry, my two don'ts.
Very simple. Don't adopt others efforts because you see them working. That organization, that individual, that team, that group could be vastly different than you have the awareness and the integrity within you to recognize where you are and maybe there is a component or an aspect or a facet as you go, you can be somewhere doing something. So those are my two do's. Those are my two don'ts. I'll see you next week and we'll hit you with.
