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“People should not consider so much what they are to do, as what they are.”
-- Meister Eckhart--
The Business Case for Diversity
How to Leverage the Benefits and Meet the Challenges
Explore Diversity in 4 Key Areas
The EPIC Edge

The Business Case for Diversity

In today’s world, having a commitment to a diverse workforce is not only the right thing to do, it is also a strategic business imperative. It is important to promote diversity in the workplace in order to match your company’s customer base. People do business with people they know, like, and trust. It is a natural human tendency for people to feel more comfortable if a business matches its customer base to some extent. For this reason, embracing diversity or inclusion is a competitive advantage in the global marketplace.

We define diversity as the characteristics that make one individual unique and special from another. In fact, diversity can be any dimension that can be used to differentiate individuals and groups of people from one another. This includes dimensions other than race and gender such as personality or behavioral style and communication style assessed with DiSC, the Discovering Diversity Profile and other people-whispering tools.

Helping people to capitalize on differences is more important than ever before. A dramatic shift to a highly diverse workforce continues such that organizations know they must help all employees to understand, accept, and capitalize on differences. For the first time, there are four or five (depending upon whose research you subscribe to) generations currently in the workforce. The internet has changed the face of commerce forever and the trend towards globalization and increasing complexity will continue.

Successful leaders understand that having individuals with diverse cultural backgrounds and experiences enrich the organization making it potentially more innovative and globally competitive. Intuitively, we have all had the experience that multiple perspectives enrich the environment and lead to greater creativity, leadership effectiveness, increased shareholder value, and greater customer satisfaction. In short, encouraging diversity in all of its aspects creates better internal relationships as well as external customer or client relationships.


How to Leverage the Benefits and Meet the Challenges

Realizing the benefits of diversity means meeting diversity challenges through self-awareness, understanding, communication, and willingness. Properly managed, it can be a source of richness to an organization. If left unmanaged, it can result in negative treatment which creates powerful emotions in individuals and tensions between groups resulting in an energy drain and lost productivity.
Negative treatment can be the result of judgments about someone’s intelligence, or negative emotional reactions to differences. It can take the form of any unconstructive interaction or behavior directed towards an individual, ranging from condescension or indifference to outright hostility and aggression. This negative treatment affects performance, motivation, behavior, and even intelligence.
I can assist you and your team(s) to take responsibility to break down your own tendencies to judge people and to react based upon the basis of differences. As an expert in human behavior, the mind, and how people can manage their thoughts, feelings, and behaviors, I can help you to surface unconscious stereotypes, to get to know one another and to learn to appreciate one another’s strengths. The power of positive expectations is another arena in which I can offer support.


Likewise, the Discovering Diversity Profile helps employees learn how they respond to workforce diversity and where they need to develop increased understanding. It is the foundation upon which effective communication, acceptance and teamwork can be built. The assessment provides a safe, confident way for employees to explore the complex issues surrounding diversity in four key areas:
  • Knowledge – Stereotypes and information are assessed as employees explore what they actually know about differences and where that knowledge comes from.
  • Understanding – Awareness and Empathy are measured as employees discover how willing they are to put themselves in a position to feel what others are feeling.
  • Acceptance – Receptiveness and Respect are examined as employees discover how patient and respectful they are of diverse behaviors and backgrounds.
  • Behavior – Self-Awareness and Interpersonal Skills are measured as insight into how employees act out their attitudes to others.


The Discovering Diversity Profile helps individuals in an organization:
  • Discover their personal comfort level with people who are different from themselves
  • Understand the impact of their behavior on others
  • Limit the influence of stereotypes
  • Reduce conflict
  • Embrace diversity as a source of organizational strength



The personalized narrative feedback in the Discovering Diversity Profile Individual Report paves the way for a more meaningful learning experience. Each section contains feedback about those items that need attention, several suggestions for improvement, and an expanded action plan. The report can be easily organized into segments for more effective group facilitation and coaching applications.


The Group Report provides a snapshot of the group in four key areas of diversity development. Facilitators and trainers use it to quickly zero in on the needs of the participants, the group, and the organization. All of the information is anonymous, so the report can be used as a facilitation tool while safeguarding the confidentiality of the participants.