Shanah Tovah: The Tradition of a New Beginning

Sunset of September 25th, 2012 will mark Yom Kippur, the beginning of the holiest and most solemn day of the year for the Jewish population.  This “Day of Atonement”, carries essential themes of atonement and repentance. Often spending most of the day in synagogue services, Jews traditionally observe this holy day with a 25-hour period of fasting and intensive prayer. Yom Kippur completes the annual period known in Judaism as the High Holy Days, which began with Rosh Hashanah at sunset this past Sunday, September 16th, 2012.

Rosh Hashanah, which literally translates to, "head of the year", is the Jewish New Year. It is the first of autumns High Holy Days, also known asthe "Days of Awe".  Rosh Hashanah is celebrated on the first two days of Tishrei, the seventh month ofthe Hebrew calendar.It is described in the Torah as “Yom Teru'ah”, a day of sounding the shofar, which is traditionally made of a ram’s horn. Rosh Hashanah customs include sounding the shofar and eating symbolic foods such as apples dipped in honey.

Yom Kippur is the tenth day of the month of Tishrei. According to Jewish tradition, G-d inscribes each person's fate for the coming year into the Bookof Life on Rosh Hashanah, and waits until Yom Kippur to "seal" theverdict. During the Days of Awe, the Jewish community tries to amend his or her behaviour and seek forgiveness for wrongs done against G-d (bein adam leMakom) and against other human beings (bein adam lechavero). The evening and day ofYom Kippur are set aside for public and private petitions, and confessions of guilt (Vidui). At the end of Yom Kippur, one considers oneself absolved by G-d.

The Yom Kippur prayer service includes several unique aspects. One is the actual number of prayer services. Unlike a regular day, which has three prayer services, or a Shabbat or Yom Tov, which have four prayer services, Yom Kippurhas five prayer services: Ma'ariv, the evening prayer; Shacharit, the morning prayer; Mussaf, the additional prayer; Mincha, the afternoon prayer; and Ne'ilah, the closing prayer. The prayer services also include a public confession of sins (Vidui) and a unique prayer dedicated to the special Yom Kippur avodah (service) of the Kohen Gadol in the Holy Temple in Jerusalem.

As Yom Kippur is a complete Sabbath; no work can be performed on that day. Additionally, Jews refrain from eating and drinking (even water) on Yom Kippur. It is a complete, 25-hour fast beginning before sunset on the evening before Yom Kippur and ending after nightfall on the day of Yom Kippur. The Talmud also specifies additional restrictions that are less well-known: washing and bathing, anointing one's body (with cosmetics, deodorants, etc.), wearing leather shoes (Orthodox Jews routinely wear canvas sneakers under their dressclothes on Yom Kippur), and engaging in sexual relations are all prohibited onYom Kippur.

As always, any of these restrictions can be lifted where a threat to life or health is involved. In fact, children under the age of nine and women in childbirth (from the time labour begins until three days after birth) are not permitted to fast, even if they want to. Older children and women from the third to the seventh day after childbirth are permitted to fast, but are permitted to break the fast if they feel the need to do so. People with other illnesses should consult a physician and a rabbi for advice.

It is customary to wear white on Yom Kippur, which symbolizes purity and callsto mind the promise that one’s sins should be wiped away.  Some that follow the Jewish faith also believe that humans are compared to angels on this day. It is customary to not wear gold jewellery as gold serves as a reminder of sins associated with the golden calf, a story passed down among the Jewish community.

While the day of Yom Kippur is the most solemn of the year, an undertone of joy suffuses it. It’s a joy that revels in the spirituality of the day, which expresses the confidence that G-d will accept repentance, forgive sins, and seal a verdict for a year of life, health and happiness. The closing Neilah service climaxes in the resounding cries of "Hear OIsrael... G-d is one."   There is then an eruption of song and dance, followed by a single blast of the shofar. The service is capped with the traditional proclamation: “Next year in Jerusalem." which is then followed by a festive after-fast meal, turning the evening after Yom Kippur into its own festival.

Shanah Tovah (“a good year”) to all of Global Learning’s Jewish family, friends, neighbors and colleagues!

“Peace, peace to the far and to the near! “  - Isaiah 57.19

Where Are You Leading Us?

As a society, we have developed the practice of choosing leaders to maintain what we hope will be high-quality efficiency in our workplaces and our communities. The goal of any leader should not only be to always maintain productivity, but to also continuously strive to seek it.  

When political leaders utilize social platforms that seek to remove rights from law-abiding  individuals, I must question: how is this efficient or productive? 

Last Tuesday, the province of Quebec elected Pauline Marois of the Parti Quebecois as the first female premier in its history. My “fellow Canadian female leadership” hat is tipped to her for such an achievement. However, Ms. Marois’ position on diversity has certainly given me pause for concern, as she has wandered into my professional arena.

Marois balanced her victory on a platform that sought - and could potentially succeed in - removing all religious references and attire from all provincial institutions. This would include turbans, head scarves, and even yarmulkes. Excluded from the list of religious symbols: the crucifix, as one hangs at the National Assembly and has been deemed of historical significance.

I’m a big fan of empathy and the act of envisioning the experience of others. 

Imagine this, if you will:

It’s your first day of work with the province of Quebec,where you will answer phone calls from the public at the Attorney General’s office. Upon your arrival, you are greeted by a young man clothed with a turban. He treats you with respect and does everything he can to make sure you feel comfortable on your first day. He even makes it his job to introduce you to the rest of the team. Not once does he ever say anything religious, let alone regarding his own faith. 

Does this man’s turban or actions in any way, shape or form:

• prohibit you from doing your job?
• prohibit you from freely expressing yourself?
• place you in any danger?

The answer is no.

Why would a leader such as Pauline Marois seek to oppress personal identities for political gain? 

What is the point?

The only point to invoke such laws is to make those who are uncomfortable with difference feel more comfortable.  

This is unproductive and inefficient.

Our global history is fraught with examples, teaching us that oppression will only lead us, at best, to short-lived functionality.  There will always be a break in the system caused by the mental strain of resentment. These cracks inevitably carry with them a firestorm of financial loss and extreme emotional damage.

We cannot, however, sit back and only shake our fists at the leaders we have elected to follow. 

As constituents of any society we must look at these situations with deep understanding. The more people choose to align themselves with any leader, the louder that leader’s voice becomes.  

What does this mean? If you choose to follow, promote, vote for a leader who is actively seeking to deny equal rights to any law-abiding individual, you are choosing to promote oppression. 

This is your right. But what will this do for the future of your community? What lesson will younger generations learn from such actions?

Say you were invited to three parties on the same evening. Each party has a very specific set of criteria required to attend it.

With your physical, mental and fiscal well being in mind, which party would you choose?

The party where:

• You are welcome as you are, but all that is expected of you is that you abide by the law.  
• You are welcome, but only if you alter yourself to be similar to everyone else and, if you don’t, it’s against the law.
• You are not welcome at all. Just being you is against the law.

I firmly stand for you and your right as an individual to follow whichever leader - and attend whichever party - you feel makes the most sense to your life’s journey.  But you must always recognize the proven dangers when following a leader that seeks to oppress law-abiding citizens.

Leadership on the grounds of oppression will inevitably result in an outcome that contains fear, tension, and distress.

I ask again: how is promoting the oppression of law-abiding constituents’ efficient leadership? 

The answer is and will always be: it’s not.

“He that would make his own liberty secure, must guard even his enemy from oppression; for if he violates this duty, he establishes a precedent that will reach to himself.” -Thomas Paine

Respectfully Different

My house is generally THE house when it comes to my children and their friends. Ample room for sleep-overs, a stocked fridge, and one very present cool mom, who is just cool enough to not mind having around, but still firm enough to be on top of any youthful shenanigans. 

One of the beautiful summer evenings we had this year, I found myself sitting in my backyard, reading a book - a rarity in my ever-filled timeline. All of the sudden, as if my house had been turned into a bowling alley, I heard the thumping of twenty-year-olds charging in my direction, clearly on a mission.

“Mom! Hey Mom!? Where are you?” Out the backdoor pops my daughter and one of her college friends, visiting for the weekend. I adore my children’s friends: I’m fortunate that they each have found themselves entangled with a group of awesome, intelligent, thoughtful people, with vision, drive and - what I love most - manners.

Turns out they had a situation they wanted to run by me and get my “professional diversity opinion”, as they put it.

Here’s a bit of background information, that I already knew going into this conversation:

The young man with my daughter, we’ll call him Sam, in the last several years, boldly, proudly and happily came out of the closet as a gay man. Sam’s family has been incredible with the news. You hear so many stories of loved ones turning their backs on their LGBT family member; to be able to witness the exact opposite is nothing short of heartwarming. Sam’s entire family even accompanied him to this year’s Montreal Pride this past weekend. The Facebook pictures from that day alone clearly display just how much this family proudly loves this young man for all that he is.

Sam soon found out, unfortunately, that he couldn’t assume to find that same love from everyone in his life - even though he certainly deserves to.

The following situation led him to seek my advice.

Sam and his best friend “Frank” have known one another since grade 4. When Frank was new to town, Sam invited him to bicycle through the neighborhood. They were inseparable from that day until the day they each left for different colleges on opposite sides of Canada. Have no fear: like Sam’s family, Frank welcomed his coming out with open arms.

Frank’s father, on the other hand, felt differently. You may ask why Sam would care what his friend Frank’s dad thinks, but as the boys were inseparable for so many years, Sam grew to become an extension of Frank’s family, as Frank did of Sam’s. 

Frank’s father had coached the boy’s little league team, driven them to the movies on countless Friday nights, and always remembered that Sam doesn’t eat red meat, so there was always chicken prepared just for him at any family BBQ. Frank’s father always made Sam feel welcome and safe.

After seeing a Facebook notification that he was now in a relationship with another man, Frank’s father decided to “un-friend” Sam, both literally and figuratively. Also out of what he felt was respect, he sent Sam the following note:

“Sam,

Congratulations on seeking out who you feel you should be and your new relationship. Due to the changes in your life and my very specific and personal beliefs, I must ask you to not return to my home. I’ll always be grateful for the times you spent with my son and family. I wish you no ill-will and a happy life. But I cannot allow you in my home if you continue to live the lifestyle you have chosen. I can only hope you understand the depth of your choices.

All my best,

(Frank’s Dad)”

Nothing like polite discrimination.

Sam was crushed. This was the first backlash of any sort he had experienced in regards to his coming out. Coming out while he was in college was a wonderful experience for him because he was surrounded with welcoming people and safe spaces. His coming out had been such a positive experience that to receive this note from someone he cared for deeply, sincerely rattled him.

That being said, he has a smart enough head on his shoulders to know that there is nothing wrong with him and that his sexuality is by no means a lifestyle choice. He sees that these issues lie with Frank’s father and not with him.    

The reason Sam and my daughter approached me that night was to ask me my opinion on whether or not Sam should reach back to Frank’s father, or just let him go.

I could see in Sam’s eyes that there was (and still is) so much wrapped up in his emotions: everything from a feeling of betrayal to his new-found pride on being a part of the LGBT community. 

What jumps out at me in this instance is the fact that Frank’s father very clearly stated what he wanted; and that while hurtful, he seemed to be trying to be as polite and respectful as possible under the circumstances.

I am certainly not saying that it makes his discriminatory views acceptable. 

What this man did is nothing short of crummy. How anyone could turn away from a child that you watched grow, your own or not, is beyond me. But as long as he is not actively trying to oppress Sam from his legal rights, Frank’s father has every right to his closed-minded and sure-to-be-lonely opinion.

What did Sam hope to gain by reaching out to Frank’s dad? He felt that it was important for Frank’s dad to know that he felt his views were discriminatory and harmful.

I made mention that it seems Frank’s dad already knew those things, and that he actually attempted to spare what feelings he could.

Not wanting to ever discourage anyone from speaking up for themselves, I told Sam that I supported him reaching out to Frank’s dad. My recommendation was for him to write a note back. That night, the three of us drafted a response from Sam. Actually Sam and my daughter drafted it, I just read it over and helped punch it up before they pressed the send button.

In the end, Sam let Frank’s father know that he was hurt and disappointed. That he hoped at some point in time he will reconsider his views and that his door is always open to discuss the situation. Sam also let him know that he will respect his wishes.

I chose to share this story because I found the concept of having such an intense exchange done respectfully as a lesson of sorts.

Diversity can certainly stir a variety of emotions. Taking the time to focus on how we respectfully communicate those different emotions is where true social change happens.

“To be one, to be united is a great thing. But to respect the right to be different is maybe even greater." -   Bono

Being Accountweetable

I know, I know; “Accountweetable” is a bit cutesy. However the art of being “accountweetable” may not be as silly as it sounds.

I define being “accountweetable” as “being accountable for your social media postings; not only for the things you say, but also to whom you say them."

More and more, we see our community leaders – be they thought, organizational or political leaders – joining the ranks of those utilizing social media outlets such as Twitter to amplify their visions of a better world.

With this new form and ever-emergent leadership practice, even the highest profile leaders may not see that their presence in such social spaces extends their leadership responsibilities – in ways they may not be prepared for.

One of our team members here at Global Learning is an avid tweeter on their own time, and uses the space not to build a brand, but to actually be social.

Recently, they experienced an interesting occurrence that solidified my understanding of the importance in remaining accountable – or accountweetable – if you are a public leader engaging in social media.

To spare the long details of a short story:

While walking their dog, our self-tweeting staffer came across a community safety concern. Without thinking twice, they tweeted their local representative about the issue, thinking it to be a conveniently casual way to let the representative and their office know what was happening within their district. This representative is also quite active on Twitter and they had actually exchanged positive tweets with our staff member regarding another subject in the past. Through a social media platform, the representative is clearly listening and responding when they feel appropriate.

Our team member didn’t fully expect a response. While not the most proactive act of leadership from the representative, a lack of response in this situation could easily be overlooked.

Here’s where this situation goes awry and is blatant proof that there are more people listening than you think.

Instead of getting a response from the representative, our team member was shockingly inundated with discriminatory tweets from a group of local cyber-bully tweeters, who apparently disagree with our staffer’s safety concerns. In each of these discriminatory messages, the representative’s handle - @<insertnamehere> - was also included.

Our staffer chose not to respond, as many of us in the social media arena have learned never to engage with bullies. But sadly the vile minutiae continued throughout the day and into the evening, with a sporadic classless quip or two thrown in during the middle of the night.

Upon checking their email in the morning, not only was there no response from the representative, but they had also been ‘unfollowed’ by the representative.

Coming into work and filling us all in, our staffer expressed an existent malaise regarding the situation. For some reason they were having a hard time letting go of the fact that the representative never reached out and “unfollowed” them.

Although not quite sure as to what the representative might say, they felt as though they had just been bullied in a schoolyard while the teacher just stood there and then walked away.

So I ask: Does this social media behaviour represent accountable leadership?

Our staffer is a tax-paying, community-driven, social changer with a pleasant disposition. They represent any number of team members in a wide variety of situations. They are the exact type of person that any leader would want on their side and helping to promote their leadership goals. Yet here they are left feeling abandoned to some extent.

Knowing this person well, I can safely say, they will not be sitting at home at night, crying because they have been “unfollowed” by a local politician. Which isn’t to say that they’re actually aren’t people out there who would have a more emotional reaction to such a situation. In fact, it’s the existence of these people and their use of social media for connectivity that we must consider most when engaging in social media as a leader.

 
 Bottom line: If you are going to put yourself out there, stamp yourself with the word “leader”, and offer an open line of communication, then you must think thoroughly. And you must be “accountweetable”.

If you are going to be there, then be there.

 “Responsibility's like a string we can only see the middle of.  Both ends are out of sight.” ~William McFee, Casuals of the Sea, 1916

Simple Trust

A few weeks back I was with a friend while we waited for her husband to finish up work. As we were standing outside the office building we suddenly heard,

“Hi there! “

In turning around, a gentleman I would guess to be in his late forties, early fifties confidently and warmly approached us. His pleasant and familiar disposition first led me to believe he was one of her husband’s co-workers; instead, she introduced him to me as her husband’s boss.

After a few rounds of “Isn’t this weather amazing?”, he asked my friend some questions that I was impressed with:

1. How is your dog, Pickles?
2. Is Tommy excited to graduate?
3. How is your mother feeling?

She gladly offered up answers to each of his questions. (Pickles needs steps to get on the bed, Tommy is excited but nervous and mom is finally doing much better)

Then with a “it was really nice to see you” and an “it was pleasure meeting you” directed to me, he was on his way. Before he dashed off, he turned back and offered “if there is anything I can do to help make things easier for you – in regards to your mother – just let me know.”

Now, were his questions simple? Absolutely.  Does the fact that he literally went out of his way to engage us mean that he is ready to lead us all to world peace? Hey, you never know…

But what his very simple, but impactful questions do represent is the conscious extension of trust and comfort. 

They represent him as a leader who is making an effort to care; he not only listens, he retains.

These actions tell us that he has, to some degree, a personal understanding of inclusion, and that he is able to think outside of himself.

What is most admirable is that my friend’s husband is a relatively new hire to the company, and that she had actually only met his boss twice before, and rather briefly.      

I strongly encourage you to follow his example.   

Create your own personal, fundamental inclusion philosophies.    

Take the time to incorporate the concepts of diversity and inclusion in your personal everyday experiences. When we make ourselves sincerely available to one another, it creates a welcoming atmosphere. Any sharp leader will tell you that a welcoming atmosphere is the doorway to team innovation.    

Each and every day, inside and outside of the workplace, I encourage you to examine your own interactions. Are you going out of your way to make someone feel welcome? Are you really listening when you are casually conversing?   

When a leader makes it clear that they are present and accountable to their team and their team’s work-life, it reflects positively on the leader as a person as well as on the organization that chose them to lead. 

Bottom Line: When we as people feel we are truly heard, our trust is usually gained and solidified. As leaders, we can demonstrate our true leadership abilities by helping the people around us to feel included and valued.    

Diversity and inclusion initiatives don’t always have to be strategic in nature, they just have to be sincere. 

“For it is mutual trust, even more than mutual interest, that holds human associations together.” -   H. L. Mencken

-     

Global Learning is Proud to Announce the Launch of Our Latest Mobile App, Diversity Now

100% free to the public, Diversity Now ^TM is an automatic and manual aggregation tool which curates high-quality, digital content from thought-leaders dedicated to diversity, human resources, and leadership. The app is currently available on the App Store and Google Play, with a version for BlackBerry’s App World scheduled for release in the coming month.

“With sharing capabilities built directly into the app, Diversity Now ^TM is a fantastic tool for social media professionals and practitioners constantly on the hunt for "just-in-time" diversity content“ says Michael Mastroddi, VP Social Media for Global Learning. In less than one year, Global Learning gained over 6,500 ‘natural’ followers, fans, and friends across our diverse social media accounts. By ‘natural’, I mean actual legitimate social media accounts; all spam followers are removed, and we don’t stand by the practice of purchasing followers.”

This fast-growing following was gained through Global Learning’s daily dedication to seeking out and amplifying the latest thought-leading current events, blogs, videos, podcasts, studies, and press releases – all dedicated to global diversity, human resources, and leadership. Global Learning averages an approximate minimum of 2,500 re-tweets, shares and +1’s of their social media content every 90 days.

“It became clear to us over this last year,” says Mastroddi, “that there is an active, intelligent audience continuously seeking this content.”

Wanting to bring the same curation they offer via social media to a wider audience, Global Learning set out to find a mobile app specifically dedicated to gathering diversity content from multiple sources. There were ample amounts of apps promoting singular voices; however, no such app existed that gathered all of this content into one place, and that was purely dedicated to diversity, human resources, and leadership.

Out of over 600,000+ apps currently available to mobile device users, Diversity Now ^TM is the only app on the market that is dedicated solely to the aggregation of diversity, human resources, and leadership content from multiple high-quality sources, and curates them in one place. 

Diversity Now ^TM features the content from such thought leading organizations as the Human Rights Campaign, SHRM WeKnowNext, the Maytree Foundation, the American Civil Liberties Union, Difference at Work, the Glass Hammer, and many more.

“While the information being provided is insightful and incredibly useful, what is truly astounding are the personalized connections that we have made through social media,” says CEO and Founder of Global Learning, Elaine Newman. “I believe to understand diversity is to understand the “power of possibilities”. We wanted to create this app not only as a tool to connect users with this great information, but also as a way to connect them with the brilliant change-agents creating this information. The more people and places we can direct our users to, the more possibilities there will be in creating actual change. I work with brands every day that are spending thousands of dollars on diversity initiatives that are receiving minimal recognition and impact with their customers.”

“We see Diversity Now ^TM as the perfect opportunity to help broaden the diversity brand message of thought-leader or thought-leading organizations. Change doesn’t work in a vacuum; you have to tell people what you are doing. Diversity Now ^TM has the capability to do so, and do so instantly.”

If you are interested in having your organization listed as an official sponsor or endorser of Diversity Now ^TM, please contact Elaine Newman for more information.

 More about the Global Learning Group of Companies

Founded in 1996 and led by CEO Elaine Newman, the Global Learning Group of Companies offers strategic consulting and training solutions to employers striving for success in today’s diverse business environment. They are known internationally for their widely used, innovative e-Learning tool, Diversity Moments ^TM.

Working with public and private organizations, Global Learning identifies, assesses, and resolves organizational issues, specifically in the areas of diversity, equity, and inclusion.

Global Learning has built a strong reputation from knowing how to partner and collaborate with organizations, helping them achieve individualized success.

Contact: Elaine Newman, CEO

Phone: (416) 488-0175 Email: enewman@egloballearning.com Twitter: @eGlobalLearning

www.egloballearning.com

 

First Contact

While Global Learning will be first in line to lend a helping hand gaining equal rights for our intergalactic neighbors when that time comes, I'd like to focus on a different sort of "first contact" till that happens.

Understanding the power of first impressions is paramount in any number of crucial situations, from the first-time meeting with your soon to be in-laws to being on either side of a job interview process. With whom and how we choose to represent ourselves from first engagement can make or break a career or business before it's even off the ground.

Now, I have heard the argument (and actually agree) that “what others think of us is none of our business.” Here is a spot on article we recently aggregated and posted saying as much:

“What You Think of Me Is None of My Business” by Georgia Feiste

This is so true and relevant to our own personal mental health goals.

However, when it comes to business and creating your own organizational culture, I'd like to suggest the concept of caring what others think within a first contact situation is not about the individual; it's about properly representing a unified vision of organizational success that you as a business leader have created for your diverse staff.

In recent weeks I have encountered a spectrum of examples that have really resonated with me. If you have read my other blogs, you have caught on by now that I love my "real-time" examples:

• I recently accompanied a friend to the hospital in an emergency situation. There are times when a person can simply smell the trouble in the air: a pervasive waft of confusion that coincides with a pulse of anxiety. I made my way to what seemed to be a check-in point. There was a gentleman there behind the glass partition who I'd guess was in his late-forties to mid-fifties. Before I could get the words "Hi, how are you today?" out, I was abruptly interrupted with:

"The forms are over there, fill it out, put it in the box and we'll call you.”

I responded "O.k. Great, thanks!" and proceeded to the forms. I hadn't made it two feet when I hear the gentleman utter to a nurse standing with him:

"I wish people would just read the sign.That's why it's there; so you don't bother me."

It was one of those moments as an HR professional that I had to choose to either engage or walk away. For the sake of my friend’s well-being, I chose to not respond and continued on my path to the forms. I chuckled to myself as I thought "Thank goodness I have my own pen.” 

Have no fear I wrote a lovely note to the Director of HR of the hospital. I might also add that the rest of the hospital staff was stellar and my friend is feeling much better. This gentleman is the wrong choice of staff for first contact. 

• Straight from the files: Years ago my advice was sought in a case where an office IT trainer was found to be using racist humour in his training. The company realized there was a problem when they started using this trainer for introductory training of new hires. They saw a spike in the number of people that didn't return after the first day had increased by almost 25%. Had the company invested the time in creating a clear outline for the trainer and not just assumed that their choice would do a good job, they would have saved countless hours and resources seeking new employees.    

•  My favourite example: I recently found myself in a pool store. No, I do not own a pool. The moment I walked in, I was greeted by a young woman, who very calmly approached and asked if I needed help finding anything. I was there with a given mission, so I told her what I needed. She directed me to exactly what I needed and then proceeded to describe to me the differences between the choices I had, without once trying to influence my decision. I ordered what I needed, she quickly instructed a fellow worker to package up my order. By the time I was done paying, I was thanked with a smile and then told to go out to my car where an attendant would be waiting with my order to help place it in my vehicle.  Now That Was Service!  What I absolutely adored about the entire experience was that every visible staff member was young. Now I don't know anything about their other staff as this isn't a store I frequently visit. So I hope the rest of their staff is multi-generational. But it was so refreshing to see a young, friendly group with a strong work ethic. I sincerely believed they cared.

Your staff should consist of individuals with a variety of personal histories that provide knowledge stemming from cultural, education and social backgrounds. It's imperative to have a team that is diverse, however it's up to you as a leader to unify their goal under your guidance.

Everything starts with a beginning and “a first impression”. Choose how you are represented and who is representing you, with pride and care.

“Coming together is a beginning; keeping together is progress; working together is success. “

~ Henry Ford