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26/03/2024 By David Rigby

What has Diana Ross’ 80th Birthday got to do with DEIB?

What has Diana Ross’ 80th Birthday got to do with DEIB?

Diana Ross was 80 years old on 26th March. Lets see how she has overcome the disadvantages of being in so many underprivileged groups and some of the consequences. ,

I first saw Diana Ross perform with the Supremes in the from row of the theatre in my home town of Wigan, UK in 1965 as part of the ‘Motown Ghost Tour’ so-called because nobody went. I last time I saw Diana Ross perform in I guess 1993 somewhere in a stadium near Boston. In 2022, at the age of 78 she performed Glastonbury Festival at least 10 sell out concerts in the UK, and had a top ten album of new songs. Not bad for a 78 year old.

What’s this got to do with the DEIB (Diversity, Equity, Inclusion, Belonging)? ,

I will be talking about this at SIETAR Event March 27 Unlocking Innovation and Creativity in Teams using DEIB Strategies (Diversity, Equity, Inclusion Belonging) . Register here :https://lnkd.in/dZqPyZsT Listen to SCT’s David Rigby and others (see below)

Being Black

Being Black: Diana Ross, as part of the Supremes and Motown, was the embodiment of ‘The sound of young America’ In particular this was ‘black’ music ‘sanitised’ to capture the American white audience. Largely by ‘code switching’ to play the white preferences – they broke records at traditional white cabaret shows, by copying the white acts including pop and Great American Song Book standards., were the first black artists to really dominate the Ed Sullivan show in the USA and still had to cope with racial segregation when performing ‘down south’ in USA. As the Supremes they also had 12 number one hits in USA.

Diana Ross 2024

Being Female

Supremes1967 Florence Ballard, Mary Wilson, Diana Ross


Being Female: Her Father had to sign the Motown Contract. The Supremes had to be chaperoned. They were taught grooming, poise and social graces by Motown’s charm school teacher Maxine Powell. How to get out of a car, how to get off a bar stool, what to do when you met the Queen of England. Of course they met the Queen of England when they performed at the Royal Variety show in 1968. So the training was useful. Being female also meant being told what to do. Berry Gordy did a good job of telling her what to do. She says his belief in her gave her courage to do many things, to leave the Supremes, become an actress. In fact, it wasn’t until 1980 that she finally grew up when she left recording company Motown to RCA with one of the most lucrative contracts for a female, and executive producer in everything.

Being Old

Being Old: Most pop singers have a shelf of 3 years , she is into her 60th year of being a star. She has worked hard for it – the voice is still largely intact. But the major success is the work she has put in, in maintaining her looks, still skinny, she was worrying skinny after the birth of her first two children. To see her as the new poster girl for Saint Laurent at 80 is a great achievement for anyone at any age.


talking about this at SIETAR 27 March 2024

The author with Supremes’ Mary Wilson,


Being Interracially Married

Being Interracially Married: She married twice – both to white men. and didn’t marry the father of her first child, Berry Gordy. Common knowledge now but shocking at the time.

Being a LGBT Icon

Even in her most unpopular moments Diana Ross has been worships by the LGBT+ community. Her Iconic looks have been copied and parodied by drag queens around the world. And her hit song “I’m coming out” is a very popular gay anthem, deliberately planned or otherwise.

Being Included

Diana is included in the international world of the rich and famous. Not the least because she is internationally rich and famous. But she had to learn how to do it. The Motown finishing school was a good start. Being in the eye of the press for so long means she always has to look her best in public.. She notably failed when she got jailed for drunken driving in Arizona in 2012 and was admitted to a rehab facility for drug and alcohol abuse, in 2002.

Belonging

Belonging. Being international meant not being local. Being including in white society meant not belong in black society. She was far more successful outside USA, particularly in UK and Japan. Hasn’t had a hit in USA for years. ‘Proper’ black singers, like Aretha Franklin, Beyonce, Rihanna have loud voices and sing soul and gospel. She doesn’t. Ella Fitzgerald paved the way, she could scat sing but didn’t do it too often so as not to frighten the horses. Diana Ross is just not included when black folk talk about good singers. I wonder if she is concerned.

So, Happy Birthday Diana Ross. Congratulations on the determination in overcoming the many barriers which could have stopped you moving from The Brewster Projects in black Detroit to the superstar you still are and still loved by millions of fans which I am just one.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd

Filed Under: Being Confident, Emotional Intelligence, hospitality, leadership, Mindset, New year's resolutions, Personal Development, Wellbeing Tagged With: Communication, DIEB, diversity, feeling, inclusion, Interculturality, intuitive, performing, profiling, Smart Coaching & Training, thinking

24/03/2024 By David Rigby

SIETAR: Unlocking Innovation and Creativity using DEIB

SIETAR: Unlocking Innovation and Creativity using DEIB

Register here:https://lnkd.in/dZqPyZsT for SIETAR Event March 27 Unlocking Innovation and Creativity in Teams using DEIB Strategies (Diversity, Equity, Inclusion Belonging) . Listen to SCT’s David Rigby and others

Unlocking Innovation and Creativity in Teams using DEIB Strategies

Join us on March 27th, from 18:00 to 19:15 CET, for an exploration of “Unlocking Innovation and Creativity in Teams Using DEIB Strategies” as part of SIETAR Europa’s ongoing Diversity, Equity, Inclusion, and Belonging (DEIB) Learning Series. This strategic DEIB training initiative is designed to foster active and actionable approaches to DEIB within the workplace, cultivating a more inclusive and innovative environment.


The DEIB Learning Series aims to deepen our understanding and integration of DEIB contributions within the intercultural workspace, aligning with our commitment to creating a safe, supportive, and respectful environment for all members of our community. In our dedication to advancing knowledge and addressing DEIB challenges, we are pleased to present guest speakers who will share their expertise:

  • David Rigby: Executive Business Coach & Consultant, Managing Director of Smart Coaching Training
  • Patricia Malidor-Coleman: Author, Speaker, Certified Life & Career Transition Coach, Founder of Globaliscious R retreats
  • Edwin Hoffman PhD: Lecturer, Trainer, developer of the TOPOI -model and together with Arjan Verdooren the author of Diversity Competence. “Cultures don’t meet, people do”
  • Magdalena Szumna: Founder of indigo, Diversity Competence & Intercultural Trainer
  • The session will be moderated by Papa Balla Ndong, DEIB AI Strategist.


These experts will provide actionable strategies to drive change and promote a more inclusive and equitable world.
During this session, we will delve into important questions such as:

  • What does DEIB look like in the workplace, especially concerning AI such as ChatGPT?
  • What are the common barriers to DEIB?
  • What does the TOPOI model entail?
  • And more…

This is a unique opportunity to reflect on psychological safety, wellness, Spiral Dynamics vertical development, soft skills, leadership, and DEIB.

Please register via the Link below Register here:https://lnkd.in/dZqPyZsT

We look forward to your participation and collaboration!

hashtag#SIETAR hashtag#CULTURE hashtag#LEADERSHIP

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd

Filed Under: Being Confident, Emotional Intelligence, hospitality, leadership, Mindset, New year's resolutions, Personal Development, Wellbeing Tagged With: Communication, DIEB, diversity, feeling, inclusion, Interculturality, intuitive, performing, profiling, Smart Coaching & Training, thinking

19/03/2024 By David Rigby

Cognitive Interculturality for TM

Cognitive Interculturality for TM

Cognitive Interculturality is the most important skill for Diversity

“We are going to look at Why Cognitive Interculturality is the most important skill for Diversity But first – what is it ?”

This topic was recently presented by David Rigby at Toastmasters Madrid – watch it here

Cognitive Interculturality Toastmasters Madrid March 2024

Have you ever wondered why you can talk to some people more easily than others? This because some people think the same way as you , others think differently .
All people sit somewhere on the line between introvert and extrovert. Some people work with their emotions others are much more logical . Every one is a combination of all but some are more prevalent.

Cognitive Profiling

In Smart Coaching & Training we use Cognitive Profiling tool C-me which describes people by assigning colours Red Green Blue And Yellow.
• Reds are extrovert and logical – they don’t do detail or feelings.
• Blues are introverts and logical – they like rules and details – emotions not allowed
• Greens are introverts and emotional – they want to make sure every one is ok
• Yellows are extrovert and emotional – brilliant at networking terrible at finishing tasks .


Cognitively Diverse teams are Teams with all four colours are able to take advantage of all the ways of thinking. Cognitive Interculturality is being able know yourself and be able to communicate with all the others.

C-me Cognitive Profiling showing types and Communication Preferences

C-me Cognitive Profiling showing types and Communication Preferences

Most people think Diversity about differences you can see – race/ethnicity, sex/gender, age and perhaps sexuality and neurodiversity. These are the ones which get the most publicity and are measured. But there are many other types of diversity – religion, class, education, country of origin, country of birth/residence, nationality, wealth, which part of the country, accent/

Stereotypes

There are stereotypes.  Spanish people are like this – turn up late etc, are emotional  and outgoing.   Dutch are not emotional and direct and on time. That means they behave according to particular colours.  Hofstede has  analysed countries according to 5 criteria.   But the reality is most people in a country do not behave according to the international perception of their culture.

Cognitive Interculturality – one more thing to consider

The most successful teams are the ones where the members think differently- that is cognitively diverse,  And where the individuals are expert at communicating with each other – and that’s Cognitive Interculturality. It’s one more very important thing to think about on top of the usual intercultural topics. Read more here .

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd

Filed Under: Being Confident, Emotional Intelligence, hospitality, leadership, Mindset, New year's resolutions, Personal Development, Wellbeing Tagged With: Communication, DIEB, diversity, feeling, inclusion, Interculturality, intuitive, performing, profiling, Smart Coaching & Training, thinking

31/07/2023 By David Rigby

Wake up and smell the coffee

Wake up and smell the coffee

by David Rigby

Introduction for Diversity Success WEBINAR Thursday 14 September 2023

Dorleta Gonzalez will interview SCT MD David Rigby to discuss diversity success in a webinar on Thursday 14th September – Book your place via Eventbrite here

“Wake up and smell the coffee” is a favourite expression of my favourite estate agent. This message therefore is aimed at the 50% who work with feelings over facts, or who are emotional rather than logical. Logically this message has no effect on those 50% of the population unimpressed by the call to emotion.

Then he is assuming that everyone loves the smell of coffee which they don’t. So, he is alienating more people than he is impressing with his message. It’s the same with selling cars – imagine xxx does not impress 50% of the potential buyers. On the other hand , of those logical ones, 50% don’t do detailed facts either. So bombarding people with detailed facts may impress just 25% of your target customers.

If all your team thinks the same as you, then the likelihood is you will target the 25% of your potential market. Your team might tick all the boxes regarding race, sex, age, sexuality, religion etc but if you all think the same way you are missing out on maybe 75% of sales.

It is a recognised fact that diverse teams get better results, but only if the team is properly diverse and the individuals properly belong. A board full of the male pale and stale and the token woman only deals with ‘women’s issues’ is not a diverse board. If the male, pale and stale think differently then they may be a more diverse board than if it’s made up of a people which are “technically” diverse. And the same goes for your teams.

Recruiting a team or board which is cognitively diverse is the best chance of success. How would you know? By using profiling tools to assess your current team and the kind of persons you would want to complete your team or board. We recommend using colour profiling assessments and team wheels. For more information look at this page

Diversity and Success WEBINAR 14 September 2023

Join our Smart Coaching & Training’s MD David Rigby on 14 September 17.30- 18.15 CEST (16.30 to 1815 BST)(19.30 to 20.15 GST) being interviewed by Dorleta Gonzalez about how using colour profiling and team wheels to develop a team or Board which is truly diverse – that is cognitively diverse. Book your place via eventbrite link here.

Read about Diversity here and about Profiing here

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2023 Smart Coaching & Training Ltd

Filed Under: coaching, Mentoring, People Development, Personal Development Tagged With: clowninng, diversity, feeling, humour, innerclown, intuitive, keeping tradition, laughter, logical, performing, profiling, psychological safety, Smart Coaching & Training, thinking

05/03/2021 By David Rigby

Acknowledging your Mortality

Acknowledging your Mortality

Making it easier for others


I don’t know about you but I have become increasingly aware of my mortality particularly in recent months.  Having survived the first lockdowns I am being much more affected by this round. In the first round I knew people who knew people who had had COVID or died of it. This time I actually know and work with people who have had it and also who have died of it. They were in full health one week, and dead two weeks later. So, I got round to thinking what would happen if it happened to me.

If you get ill and When you die

I thought I ought to put a note on my fridge about who to contact in case in emergency. Then I didn’t know who to put. So I thought I better get my act together – and find a representative to represent me, look after me and undertake my wishes.

If you are ill (this can include: suddenly hospitalised, chronically ill, no longer able to make decisions due to dementia etc) you will need to appoint someone to be your chosen representative with power of attorney for when you are incapacitated. They need the authority to access to your computer, bank, house. hospital, enact your living will and inform people. And make sure people know who it is. In each country the rules are different.

Lifesize Monopoly – Mall of the Emirates, Dubai by David Rigby

When you die (this can result from terminal illness, dropping dead or sudden death from, for example, a car accident) you will need an executor. The power of attorney ceases when you die. You will need the executor to bury you, enact your will, close your bank accounts, pass on your business, delete you social media. Your executor therefore needs to be told about your death, and others need to know who your executor is.

Choosing the right person

You need someone to have power of attorney, and you need someone to be executor. You will also need a way of having substitutes in case they are not able to act on your behalf. I already have one executor die – and he was 20 years younger than me. You will need their agreement and permission. People need to know who it is.

Hidden Snags

If, like me, you are not living in the country you were born, have no relatives, the country’s language is not yours and the law is in that language, and you haven’t been there that long, then you need to get everything in place as the defaults are unpalatable. You will need a ‘Last will and testament’. If you have assets in more than one country or reside in more than one country you will need more than one Will.

And finally – if you are a person with the power of attorney or executor make sure your papers are in order. I had power of attorney/executor for my father and I could not prove who I was at his bank as my passport had expired.

Altea Cementerio – Photo by David Rigby

Generally, when you die it is clear. When you are ill it is not so clear. Someone has to have the authority to decide. People think they are immortal, and would rather not think about it. And then suddenly…

Note: I am not an expert in this. But having set this up I reserve the right to be self righteous. Ask and I will give you more detail, however you should get professional advice.

Written by David Rigby, © 2021 Smart Coaching & Training Ltd

Filed Under: C-me Colour Profiling, Communication, Emotional Intelligence, Mentoring, Mindset, News, Personal Development, Wellbeing Tagged With: coaching, diversity, female, Foreign, globality, hidden demons, inclusion, intercultual, LGBT, profiling

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