Diversity Training
1. The Challenge
A North American-based Human Resources solution provider wanted to offer
their managers training on Managing Diversity, as part of their broader
diversity strategy. The training was aimed to provide the managers with
tools to manage a diverse workforce, and to ensure that the company
was an inclusive and barrier-free workplace.
Our Solution
Graybridge Malkam designed a pre-session communiqué to be distributed
with a questionnaire to potential participants to:
- Seek input for content development;
- Communicate the objectives of the training, and
- Enhance registration and attendance.
The responses were then integrated into training entitled “Building
an Inclusive and Respectful Workplace”. The training was delivered
in Toronto, Montreal and Vancouver. Each session was customized to meet
the unique needs of the geographic location and the particular participants.
Results
The training provided the participants with tools to reevaluate their
management style and build a more inclusive workplace.
2. The Challenge
The wealth management business of a top financial institution realized
the importance and significance of valuing diversity for its business
success. They wished to increase its staff’s awareness and ability
regarding working with different cultures.
Our Solution
Graybridge Malkam customized and designed management and pre-management
training on “Learning to Value Diversity”. After the successful
delivery of an executive diversity pilot session, full-day training
for managers and half-day training for pre-managers was rolled out.
To date Graybridge Malkam has successfully trained approximately 700
managers and 1900 pre-managers across Canada.
Results
The training helped this organization to create a work culture where
diversity is valued. It enabled its employees to recognize, respect
and reconcile differences personally and professionally. The training
also helped them reach a more diversified customer base.
3. The Challenge
A large financial institution received a high number of diversity related
complaints from both employees and customers. In addition, its Employment
System Review (ESR) revealed under-representation of persons with disabilities,
as well as visible minorities at the management and executive levels.
Our Solution
Focusing on the deficient areas identified in this institution’s
ESR, Graybridge Malkam partnered with their human resources personnel
in developing the training materials, and then integrated the following
materials from their organization into the training:
- “Real life” business examples for case study discussions;
- Their diversity related vision statement, strategies, policies,
statistics and business cases.
One package of “Learning to Value Diversity” training was
designed for each of the two original target audiences:
- Half-day training with Executives and Senior Managers to build
their diversity competence and knowledge;
- Full-day training with HR practitioners to increase their abilities
in the recruitment, retention and promotion of employees from the designated
groups.
To date nearly 500 senior leaders and 500 HR practitioners have been
trained across Canada.
This financial institution decided to offer the training to other managers.
To accommodate the managers’ specific needs, Graybridge Malkam
adapted the full-day training session into shorter full-day sessions
and half-day sessions. Materials were also customized to be more relevant
for each business line. More than 2,000 managers have attended one of
the 106 sessions that have been delivered nation-wide.
Results
The training has helped participants better understand the concept of
valuing diversity, to commit to reinforcing diversity at work, and to
create a vision of fostering an inclusive work environment. The training
also provided the human resources personnel with a competitive edge
to recruit, retain and promote diverse staff, especially persons with
disabilities and visible minorities.
4. The Challenge
Some Senior Executives of a major financial institution felt the need
to enhance their knowledge and expertise in the diversity field as required
by their day-to-day work.
Our Solution
Graybridge Malkam designed and facilitated individual and small-group
coaching sessions on “Dialogue on Diversity” and “Learning
to Value Diversity – the Journey” for Senior Executives.
In collaboration with the participants, topics of particular interest
were identified and explored. An extensive reading list was developed
and provided to the participants to enable them to continue learning.
Results
The coaching increased the Senior Executives’ awareness and knowledge
of the subject matter, and facilitated their abilities in integrating
diversity in their management.
5. The Challenge
One section of a financial institution expressed an interest and requirement
for diversity training with a focus on cultural specifics. Their Senior
Managers needed the skills to deal with people from various cultural
and ethnic backgrounds.
Our Solution
Graybridge Malkam developed and delivered half-day sessions on “Managing
Cultural Diversity” for Managers. The framework of the training
was designed in the form of an interactive and experiential forum for
the participants to explore their role vis-à-vis Diversity and
to discuss strategies for growing and managing a diverse workplace and
marketplace.
Results
The training increased the participants’ knowledge of cultural
differences, as well as enhanced their competence in leading a diverse
workforce and responding to an increasingly diverse marketplace.
6. Background
Diversity was a priority for a healthcare product provider which operates
in more than 100 countries around the world. Several initiatives were
implemented in the past years to create and promote a positive and inclusive
workplace within the company.
The Challenge
The company carried out a diversity awareness raising program in the
United States, and wanted to expand the program to its staff in Canada.
The company decided to offer half-day training sessions in Canada to
raise awareness of diversity and inclusion from a business perspective.
Our Solution
Graybridge Malkam was contracted to implement the project. Sessions
on “Diversity and Inclusion: A Business Imperative” with
Canadian specifics were designed and delivered at different locations
in either English or French. In order to use the session time well and
to enhance the impact of the training, pre-session work was assigned
to participants. This included requiring them to recall an incident
where a controversy occurred. Then later in the sessions, the participants
were asked to discuss how (based on what they had learned in the session),
the incident might have been handled differently. After the successful
delivery of the pilot session, training materials were revised, in-line
with the participant’s feedback, to make it more relevant to their
day-to-day work.
Results
The training provided the participants with the business case of diversity,
and take-away tools that will help them reflect on their thoughts and
actions relating to diversity and inclusion. The participants indicated
that the training had an impact and would be beneficial for their business
practices.
7. The Challenge
A pharmaceutical company wanted to increase gender diversity in senior
management. The Executive Committee wanted to identify any systemic
barriers for women in obtaining senior management positions.
Our Solution
Graybridge Malkam designed and delivered a session to the Executive
Committee members on “Gender Inclusion – Why is it so Difficult”.
The training covered the reality of women in corporate Canada, the barriers
women face when moving to the top of their careers, the true meaning
of leadership commitment in this regard, and good practices for the
retention and promotion of women.
Results
This initiative helped the Executive Committee members to build their
awareness on the importance of an inclusive workplace through to the
retention and advancement of women. The Executive team addressed the
barriers that were identified.
8. The Challenge
A professional service firm wanted to provide an inclusive workplace
for all employees regardless of their backgrounds, and to attract the
top talent reflecting the communities they would like to serve in the
future.
Our Solution
Graybridge Malkam designed and delivered half-day sessions across Canada
on “Diversity and Inclusion: A Strategic Advantage” for
Partners and Associate Partners/Senior Principals of the firm. Training
materials were tailored to suit the regional needs of each group. Initially
the participants were cynical about the session, but Graybridge Malkam
facilitators managed to engage the participants in lively discussions
over diversity and its impact on the firm. The facilitators also engaged
the participants in activities designed to enhance awareness and change
attitudes towards diversity, as well as to provide applicable tools
for handling diversity issues at work.
Results
The training succeeded in achieving recognition of diversity issues
and buy-in on the subject as a business imperative. Furthermore, it
equipped the participants with information and tools that can be used
to promote inclusiveness at work.
9. The Challenge
A diversified technology company serves customers and communities world-wide
with innovative products and services. The company wanted to offer diversity
training to its Canadian employees to make the company a better place
to work. This in turn would motivate employees and thus increase productivity.
Our Solution
Graybridge Malkam designed and delivered 94 sessions on “Valuing
Diversity” for approximately 2,000 employees working at various
locations throughout the country. The sessions were consistent in the
sense that general materials customized to the company’s context
were used universally, but they varied from location to location with
regional specifics and issues. Graybridge Malkam decided to use co-facilitators
to enhance training impact. The facilitators tailored their delivery
in-line with the characteristics of the audience, i.e. managers or employees,
manufacturing or non-manufacturing staff. Graybridge Malkam demonstrated
flexibility in accommodating the schedules of shift workers. For example,
300 shift workers were trained by five facilitators providing 11 half-day
sessions over two days.
Results
The training helped the company to build a supportive environment where
diversity is valued. The majority of the employees indicated that this
training has not only increased their understanding of the company’s
commitment and policies about diversity, but also has impacted on their
personal beliefs.
New sessions are still being offered to ensure all employees, including
new recruits, receive the training.
10. The Challenge
In order to support its diversity goal and overall mandate, a major
broadcaster in Canada wanted to offer diversity training to its management.
Our Solution
Graybridge Malkam designed and delivered full-day sessions on “Diversity
Leadership” for the broadcaster’s Senior Managers, Directors,
Executive Producers and Plant Managers. Approximately 450 participants
attended one of the 25 sessions offered across Canada. Two lead facilitators
were selected for the program to ensure flexible scheduling, fast-paced
roll-out, and bilingual capacity.
Results
The training helped the participants define the concept of diversity,
build competence for demonstrating leadership for the diversity strategy,
and commitment to integrate concrete actions towards promoting inclusion
at work.
11. The Challenge
The company wanted to leverage the opportunities brought to their attention
by its Employee Resource Groups (ERGs) by offering training aimed at
supporting the ERGs.
Our Solution
Graybridge Malkam designed and delivered a half-day session on “Enhancing
the Effectiveness of your Employee Resource Group” to the ERG
leaders and Executive Champions. The session was designed to:
- provide a general overview on ERGs;
- explore the roles of the leaders and Executive Champions;
- provide good practices of other companies in the field of ERGs;
- discuss current challenges and possible solutions;
- identify strategies and tactics that can be undertaken to enhance
the existing ERGs;
- discuss next steps for ERGs to excel for both group members
and the business.
Results
The training reinforced the leaders and Champions’ commitment
to running the ERGs in order to support both the group members and the
business. Participants appreciated the knowledge on ERGs and the practical
“how-tos” learned in the session.
Cross-Cultural Training
1. Background
A leading simulator manufacturer and training provider was expanding
around the world. As part of its operations, this organization established
joint ventures to develop its software and provide training. There were
locations in 17 countries and many teams had been created to work jointly
on research and development projects.
1. a) The Challenge
The client established a joint venture in Zhuhai, China and sent staff
from their Canadian office to run the operation. To assist the Canadian
expatriates in their new role, the client wanted to provide them with
cultural training on China.
Our Solution
Graybridge Malkam developed a training course designed to help the participants
adapt to their environment more quickly. Once on-site, the facilitator
reviewed the organization’s operations from a strategic and business
perspective, within the context of carrying out operations in China
as a key component of a Chinese-Canadian joint venture. This analysis
resulted in a variety of activities taking place during the five days
of the on-site visit, including:
- In depth conversations with both Canadian and Chinese management
personnel concerning the dynamics of doing business in China.
- Discussions concerning the practical and cultural dilemmas associated
with the operation in China.
- Participation as an observer in a business activity.
- Exchange of professional materials (questionnaires and written
handouts in English and Chinese) related to the business and in particular
to human factors and discussion of the cultural implications on the
use of such materials.
- Meetings with Chinese managers and directors to gather information
from their cultural perspective concerning current strengths and weaknesses
of the program; the organizational structure as currently configured;
and suggestions for improvement.
- Informal conversations with Chinese team leaders and technical
personnel.
Results
The facilitator prepared a report with his observations and recommendations
on how to leverage the cultural diversity of the group. As a result,
the operation was better able to meet its objectives.
1. b) The Challenge
As part of its expansion plans, this existing client continued to send
personnel to China. The organization realized that it needed to prepare
their staff for the new environment. Therefore, the client requested
additional work to conduct pre-departure training.
Our Solution
Graybridge Malkam designed and delivered multiple one-on-one pre-departure
coaching sessions such as “Pathways to China” and “Developing
Cross-Cultural Competence for Global Assignments”. This training
helped the participants prepare for their assignment and provided them
with strategies to deal with culture shock, work with different cultures
and how to conduct business in China.
Results
Personnel were better able to adapt to their environment. Participants
sited that the training had a positive impact on their ability to operate
effectively in China.
2. The Challenge
An American manager experienced challenges in managing a diverse team
in Kuala Lumpur, Malaysia.
Our Solution
Graybridge Malkam designed and delivered the following training:
- One-on-one coaching for the manager on how to deal with the
cultural differences;
- Full-day training for the team on international business culture.
Results
This training provided the manager with very useful tools, to effectively
recruit, train and manage a multicultural team in Malaysia. It also
positively affected his daily interactions with his team. The Malaysian
team believed that the training made it easier to interact and led to
less cultural misinterpretation.
3. The Challenge
The client opened new operations in Bangalore, India, requiring its
team in Montreal to collaborate closely with their new colleagues in
India. The Canadian and Indian teams began to experience difficulties
in meeting their deadlines.
Our Solution
After a Needs Analysis, Graybridge Malkam concluded that the lack of
productivity was due to misunderstanding and miscommunication grounded
in cultural norms. To address this issue, Graybridge Malkam designed
and delivered a training session on “Building Intercultural Competence
in a Global Organization” for the staff in Montreal, and a training
session on “Working with Your North American Partner” for
the staff in Bangalore, India.
Results
The training helped the participants better understand the perspectives
of their team members. As a result of the training, the employees changed
the way they communicated, managed projects and set up deadlines with
an eye to mutual understanding ensuring projects ran more smoothly.
4. The Challenge
Most of this client’s customer service was provided by an in-house
Montreal technical team. The client wanted to ensure its staff’s
success in working with their Chinese clients by providing them with
cultural effectiveness training. They wanted to ensure culturally appropriate
customer service.
Our Solution
Graybridge Malkam was contracted to conduct a needs analysis and design
and deliver a two-day cultural awareness session on “Doing Business
in China”. This session was for the employees who were increasingly
interacting with Chinese clients.
Results
The participants said the training gave them the tools to provide their
Chinese clients with superior service.
5. The Challenge
This worldwide leading software developer needed to have culturally
competent employees to work with their diverse counterparts and clients.
The company needed to address cross-cultural training to ensure its
success on a global scale.
Our Solution
Graybridge Malkam responded quickly with a well-designed training package
on “Working with Your Global Partner”, for the company’s
employees in Canada, the United States, the United Kingdom, Japan, Taiwan
and mainland China. Each training session was customized to the countries
and/or cultures identified as most relevant for the group, as well as
the specific needs of the audience in the region in which it would be
delivered. Graybridge Malkam also provided facilitators from their pool
of multi-national resources to deliver the sessions. These are highly
educated and qualified individuals who have practical business knowledge,
familiarity with the global workplace, and experience in working with
employees at all levels. The fact that they are living and working in
the particular countries maximizes the budgeted resources spent on the
training itself.
Results
The pilot sessions in Canada and Taiwan were well received that the
company plans to offer the program to the remaining sites in the United
States, the United Kingdom, Japan, mainland China, and Germany.
6. The Challenge
A District Sales Manager was relocated to Canada from Switzerland by
the company. He expressed a need to increase his intercultural awareness
and capacity to adapt his management style to the values and norms that
are often implicit within the Canadian workplace.
Our Solution
Graybridge Malkam developed and conducted a one-on-one coaching session
on “Integration into the Canadian Workplace” for the Sales
Manager.
A questionnaire on international relocation experience was completed
by the Manager, and an initial consultation was conducted by the coach
before the session. From these needs assessments, the Manager’s
main workplace issues were explored and specific topics were identified
for coaching. As a result, information was provided on working in a
Canadian business context, including communication skills, the conflict
resolution process, and leadership styles when managing Canadian teams.
Results
The training helped the Sales Manager improve his management skills
in leading his Canadian teams.
Employment Equity
1. The Challenge
A major pharmaceutical manufacturer governed by the Employment Equity
legislation under the Federal Contractors Program needed to conduct
a workforce analysis within a short timeline. The analysis formed the
basis for the client’s Employment Systems Review (ESR) and Employment
Equity Plan (EEP).
Our Solution
Graybridge Malkam performed the workforce analysis to identify any gaps
in representation of the company’s four designated workforce groups.
Workforce data was collected through a self-identification survey conducted
internally by the client. GM built their analysis on the findings of
this survey. The workforce analysis included:
- User-friendly spreadsheets reflecting representation and concentration
of designated groups, which could easily be updated by the client in
future years.
- A narrative analysis that described where the under-representation
was substantial enough to warrant a review in the ESR and the systems
to be addressed.
- Recommendations for short term hiring goals to be considered
when its EEP is formulated.
Results
The analysis sets a solid foundation for the client to carry on to track
and update their EE data, as well as to proceed onto the next stages,
i.e. Employment Systems Review and Employment Equity Plan.
2. The Challenge
In order to comply with the Employment Equity Act, a large financial
institution needed to have the following:
- a Workforce Analysis,
- an Employment System’s Review (ESR), and,
- an Employment Equity Plan (EEP).
Our Solution
For this project, Graybridge Malkam reviewed, updated and revised the
partial workforce analysis conducted by this organization.
With a focus based on the findings from the workforce analysis, Graybridge
Malkam followed an eight-step approach to conduct the ESR:
- Formal training: Provided a training session on conducting an ESR
for the institution’s personnel involved in the process.
- Review of additional data: Reviewed data other than the workforce
analysis to further narrow down the focus of the ESR.
- Fact-finding interviews with key HR personnel: Interviewed key HR
personnel with a structured questionnaire to identify relevant issues
to be further explored in interviews with employees and managers in
other departments.
- Review of the corporate culture survey: Reviewed the institution’s
corporate culture survey to make sure the staff’s perception of
the working climate met the CHRC’s (Canadian Human Rights Commission’s)
expectation.
- Staff interviews: Conducted interviews with employees and managers
belonging to EE Occupational Groups (EEOGs) where the under-representation
existed to obtain the staff’s views on the reasons for the under-representation,
and on whether the institution’s working climate was conducive
to EE.
- Document review: Reviewed policies and procedures to identify potential
systemic barriers to the employment of the EEOGs in focus.
- Staffing file reviews: Reviewed selected staffing files to document
staffing processes and to assess staffing practices regarding the EEOGs
in focus.
- Documentation of findings and recommendations: Drafted, revised and
submitted a final report to present findings and provide recommendations.
When the ESR was completed, Graybridge Malkam developed a comprehensive
EE Plan in a format recommended by the CHRC, which included:
- Measures to be taken by the institution for the elimination
of employment barriers identified in the ESR;
- Short-term numerical hiring and promotion goals; and
- Long-term representation goals.
Graybridge Malkam envisioned the on-going maintenance of EE required
by the EE Act. User-friendly templates and coaching were provided to
the institution’s EE staff, so that they were able to keep these
two files current while implementing the EE plan. To ensure that they
can update their employment goals in the future, an additional methodology
paper was also developed, documenting the rationale for the goals established
in the EE plan.
Results
The Workforce Analysis, Employment System Review and Employment Equity
Plan, which complied with the EE Act requirements, helped this institution
pass the audit. Graybridge Malkam’s long-term vision and future-oriented
approach enabled them to continue carrying out EE duties on their own.
3. The Challenge
One of the Federal Government department’s priorities was to ensure
accountability for implementing Diversity and Employment Equity (EE)
within the organization in accordance with the Employment Equity Act.
Additionally they pursued a representative and inclusive workplace since
such a workplace is in the organization’s best interest. It was
therefore the client’s priority to increase its managers and supervisors
awareness of the changes in human resource policies and procedures as
well as the need for changes in values, attitudes and culture within
the organization.
Our Solutions
Graybridge Malkam had worked extensively with this organization on EE
and diversity initiatives including the design and delivery of multiple
sessions on “Managing Diversity: from Compliance to Commitment”
and “Selection with an Objective Eye” in both English and
French. Building on this experience, Graybridge Malkam developed, moderated
and facilitated two consecutive one-day EE Workshops for approximately
80 managers and supervisors of the department. The goals and topics
of the workshops included:
- Day One: Enable managers and supervisors with limited or no
EE knowledge or experience, to develop a proactive approach towards
managing diversity in their everyday work-life.
- Day Two: Develop participants’ EE knowledge and skills
and to inform them abut the latest changes affecting EE in the workplace,
including new policies and funded initiatives.
Results
The participants indicated that the event encouraged continuous learning
beyond the workshops and enhanced their ability to effectively manage
a diverse workforce over the long term. The program was such a big success
that the department contracted Graybridge Malkam the following year
to deliver the two one-day facilitated EE workshops to approximately
100 managers and supervisors across Canada.
Research and Tools
1. The Challenge
A leading national telecommunications company in Canada wanted to take
their diversity effort to the next stage where the company could move
from compliance to commitment. To move into an industry-leading position
on diversity and inclusiveness, the company decided to conduct in-depth
research on diversity best practices with a focus on Canadian organizations.
The research would endeavor to help define a compelling vision and strategic
plan for diversity within the firm.
Our Solution
Guided throughout the project by the principles of collaborative partnership,
Graybridge Malkam conducted the research, based primarily upon secondary
sources. Graybridge Malkam developed a final report based on the findings,
presented the content and implications to the client and provided recommendations
for next steps.
Results
The report provided the client knowledge, information and guidance to
proceed further on its way to building a diverse and inclusive workplace,
and consequently to be more successful in the marketplace.
2. The Challenge
The company wanted to have a diversity calendar posted on its website
to keep diversity alive at work and provide a useful tool for the employees.
Our Solution
Graybridge Malkam conducted research and developed a diversity calendar
with key dates relating to diversity, including cultural festivals,
religious holidays, and days and events devoted to women and people
with disabilities. Origins and brief introductions for these dates were
provided. Since it was impossible to have a comprehensive list, Graybridge
Malkam managed to select and ensure the calendar was both diversified
and inclusive.
Results
The calendar was welcomed by the company and Graybridge Malkam was awarded
the project for three years in a row. The calendar promotes discussion
on diversity and provides a quick reference when the company schedules
important meetings and events.
3. The Challenge
North American and European employers are facing challenges in attracting
and retaining a diverse pool of top talent due to a growing skills shortage
and a dramatic changing demographic landscape in their countries. A
world-leading provider of executive capital solutions wanted to respond
to their clients’ changing human capital needs and requirements
around the world by providing them with tools to help them win the war
on talent.
Our Solution
As an important component of this client’s state-of-the-art services’,
Graybridge Malkam created two toolkits that helped their clients attract
and retain diverse senior level executives, with a focus on women and
visible minorities (people of colour). The information focused on five
target countries: the United Kingdom, France, Germany, the United States
and Canada. This included the following two International Toolkits:
- “Providing Leadership in the Search for Diversity Executives”
– This toolkit provided tips and tools for organizations looking
to successfully and effectively recruit and select top talent from diverse
pools of candidates.
- “Retaining Diverse Talent: Lessons from the Field”
– This toolkit provided guidance and advice in creating the environments
necessary to win and keep the hearts and minds of diverse and talented
executives.
In order to ensure successful and timely completion of the toolkits,
Graybridge Malkam worked very closely with the client through all stages
of implementation on this project to:
- Clearly define requirements;
- Identify expectations; and
- Obtain feedback.
Graybridge Malkam also conducted solid secondary and primary research
across the globe:
- Through a variety of means (on-line searches, literature searches,
etc.), carried out secondary research to examine best practices on the
recruitment, retention and engagement of key groups currently in the
public domain.
- Identified, connected and interviewed executives in best practice
organizations in Europe and North America to garner their views and
advice on strategies and approaches to attracting, retaining and engaging
diverse talent at the top.
- Interviewed five of the client’s employees, one from each
target country, on country-specific practices and employment standards.
Graybridge Malkam compiled and analyzed the data collected and wrote
and edited the toolkits.
Results
Graybridge Malkam developed two toolkits that were practical and relevant
to the clients in the target countries.
Respect in the Workplace
1. The Challenge
After a few incidents came to light; the company felt that they needed
to address issues with its employees regarding respect at work. They
not only wanted sessions to address the situation but also a program
that they could eventually take over and facilitate.
Our Solution
Graybridge Malkam designed and delivered over 100 half-day sessions
on “A Policy is Not Enough: Promoting a Respectful Workplace”
for nearly 2,000 employees across Canada. The program was designed to
provide a comfortable environment for participants to learn the concepts
of inappropriate behaviour and harassment, as well as models of appropriate
behaviours which can then be implemented in the workplace. The program
went beyond communicating the legal aspects; to supporting the implementation
of the company’s harassment policy; and to helping create a respectful
culture within the company. The facilitators for this project accommodated
the shift workers’ schedules and delivered 11 sessions in a two-day
period.
Results
The training provided information on the rights, roles and responsibilities
of individual employees and on the processes set up to deal with harassment
within the company. Participants expressed their appreciation of the
training since it contributed to the modification of the behaviour of
managers/supervisors and colleagues by fostering an environment where
employees would feel respected and valued. Train-the-Trainer sessions
were also provided to key Human Resources Personnel.
2. The Challenge
The company recognized the need for a key employee to increase his awareness
of harassment in the workplace. They contacted Graybridge Malkam to
provide respectful workplace coaching.
Our Solution
Graybridge Malkam conducted a session on respect in the workplace for
the individual. The session focused on the business case for fostering
a respectful workplace, the managers’ responsibilities and behaviour
changes that were necessary in achieving such a workplace. An exercise
to identify discrimination/harassment by category and prohibited grounds
was incorporated into the session.
Results
The individual found the coaching to be worthwhile since it provided
extremely relevant and valuable information. He appreciated the importance
of his responsibilities in creating a respectful work environment.
