Richard Galbraith’s Post

Stakeholder management is frequently under-valued and often receives inadequate attention as it gets ticked off the the "to do" list. While recognized as" important" by most practitioners, it actually is a strategic decision about where to invest the most time in building relationships that influence the outcome. A game changer. While each stakeholder segment and constituency needs attention they are not all equal- and a segmented approach is a practical reality. The same is true within each constituency of a segment. Stakeholder Management begins with prioritization and is not about quantity but rather quality. The Pareto Principle applies both globally and locally within each constituency and it's the vital few that stakeholders that have the dominant influence. With a pragmatic mindset and by doing considered analysis the effort becomes realistic and then hinges off the ability to build relationships based on trust. Stakeholder Management is also a team sport because no one can be everything to everyone. The way to overcome this is to focus on the critical few, build trust and enlist them so that they can use their influence to craft and shape dialogue within the various segments and constituencies, leaving none behind.

"We aren’t perfect. But we are committed to taking our best step forward. All I can ask is that others do the same. I hope you’ll join me." As PAN prepares to observe Juneteenth, our CEO Philip A. Nardone, Jr. highlights the importance of actively supporting DEI efforts, emphasizing that recognizing Juneteenth goes beyond a historical event; it's about understanding its ongoing impact on our society and workplace. At PAN, we continue to take proactive steps to ensure our DEI commitment is unwavering and fosters a richer, more inclusive environment for everyone. Read more from our CEO here ➡️ https://bit.ly/3VMsRe9

Cultivating a culture of transparency, one where colleagues trust each other and its leaders, can go a long way towards establishing our organisations as fair and inclusive https://ow.ly/EeF950Qs1S3

Great article by my friend and colleague Angela Cooper. She bottom-lines the why for more DEI not less. It is practical, pragmatic, and timely. Thanks Angela for sharing your insights!

Secret Society Alert! Top Performers and Achievers of the World Unite! I introduce the concept of this secret club this with some snark of course channeling the great Groucho Marx: "I don't want to belong to any club that would accept me as one of its members." But it seems a new a secret society is forming. Right now. I had nearly a dozen interactions this week with people who volunteered as members based on reading my writings (I can't make this up -- and some are very, very senior). So how do you join this club of elite achievers who believe in true capital rather than the book of that other Marx character, Das Kapital? And how will people like me identify you as a potential member? It's simple: by your actions. Such as: - Treating and evaluating every colleague the same (and using data whenever possible to ground decisions that, if necessary, can stand up to scrutiny in the public domain) - Never meeting anyone where they want to be met. Rather, only meeting them where the business (and your needs as a manager, colleague, investor or partner) demand it - Always surrounding yourself with the very best people. This requires expecting excellence, treating everyone equally and rubbishing "equity" or "equal outcomes" into the dustbin for good - Advocating for viewpoint diversity and tolerance. Great example: someone today in one of my companies mentioned during a meeting how this individual was working on using gender neutral language in meetings. Another person chimed in and said the same. Then I chimed in and said: "in the spirit of being a market-driven company, it's perfectly OK in this business to not use gender neutral language as to use it. Decide for yourself!" I look forward to welcoming you to a growing secret society if you dare to be the highest achiever possible. #merit #capitalism #procurement #supplychain #data

Is DEI Becoming a "Dirty Word" in the Meetings Industry? As DEI departments face widespread downsizing and political tension, experts argue that building an inclusive company culture matters more than having a dedicated DEI department. Read more from our conversation with Dr. Brandi M. B. (Millennial Ventures Group) and Bea Boccalandro: https://hubs.li/Q02QNrf30

Award entries - is there an art to it? With just over a week to go until entries close for the Resolution Awards 2024, we've got 5 top tips to help make your entry or nomination stand out. 👀 Read the criteria for the category you are entering. Look at the keywords and make sure you're using them in your entry. 🎯 Be specific! Draw on real examples, and show how this meets the award criteria. 💚 The Resolution Awards are values driven. Have you shown how the Code is front and centre in the nominee's approach? ✍️ Write simply and clearly. Judges have a lot of entries to review, and won't want to read between the lines or navigate lengthy prose. 📝 Make the most of the opportunity to include supportive evidence. This could be testimonials from clients and peers. Articles you've written or appeared in that show your commitment and passion. But keep it simple, judges won't be able to read huge volumes, pick the most effective examples. It's not 🚀 science, but investing some time and thought can make all the difference. Now, you're ready to enter! https://buff.ly/3WV2ynd The deadline is Sunday 2 June. Best of luck!

By creating an environment where everyone’s opinions are valued and respected, you can build a sense of trust and mutual respect that will help your team work together more effectively. Read more 👉 https://lttr.ai/AW76s

I’ve had a great first month at Opus 2. Still so much to learn, but some initial observations and reminders: Great cultures are created and reinforced in every corner of an organization. We seem to have a special culture here. I’ve been struck by how many places our culture is cultivated – and how there’s no central location, person, or style/approach that defines our culture. Shoutouts to a few colleagues who have stood out in my early days as culture creators and champions, each doing so in a different way: Barney Robinson, Kim Bookout, Harriet Fyfe, Susana Branum, Yosef Mahmood, Taryn Auchecorne, Smriti Sinha. I can’t wait to keep building relationships across this company and watching our culture flourish. Alignment is critical between Sales, Marketing, Client Success, & Operations. Obviously. But what the last month has reinforced is how these functions need something to align around. It can be anything – common goals, motivating rally cries, or desired shared experiences. But ‘alignment’ doesn’t happen just because you have smart, hard-working, and kind people who want to get along and like working together. Nothing trumps product/market fit. In contrast to all the new companies/products popping up daily around the GenAI buzz, our solutions have been developed over the last 2 decades, and all center around a very real & challenging set of problems associated with Litigation & Arbitration processes. With deep understanding around the problems facing our clients, and empathy for the impact of those problems, we have confidence that our solution has relevance for every law firm and arbitration institution around the world. “Discovery” then becomes about understanding contextual factors and critical nuances, as opposed to exploring whether there’s a high-level fit. On to Month #2...can't wait!

🌐 Embracing DEIB: Reflecting on the Insights from the summary of "How to be a Diversity and Inclusion Ambassador" by Celeste R. Warren. 🌈 Recently delving into the summary of "How to be a Diversity and Inclusion Ambassador," recommended by my colleague Sarah Ali, a particular passage struck a chord with me: “DEI ambassadors should develop the ability to steer difficult conversations toward healthy exchanges over destructive conflict. They should exhibit honesty and unwavering integrity while encouraging the same in others. It takes courage and fortitude to speak up when another person says something inappropriate, but DEI ambassadors must do so consistently.” Undoubtedly, standing up for a cause or against overt aggression aligns with our natural inclinations, fueled by passion and conviction. However, what about the subtler, yet equally impactful, realm of microaggressions? Addressing these nuances can be challenging, especially in professional settings where the notions of professionalism and boundaries are deeply ingrained. Let's open a dialogue about this! I've found myself contemplating the complexities of pointing out microaggressions, recognizing the delicate balance between fostering a positive environment and addressing subtle biases. It's an ongoing journey of learning and growth. I invite you to share your thoughts and experiences on navigating these nuances. Do you find it easier or more challenging to address microaggressions? Drop me a message if you'd like to engage in an exchange of ideas. Together, let's strive to enhance our skills and reshape mindsets to become more effective and compassionate DEI ambassadors. 🤝💬 #DiversityandInclusion #DEIAmbassador #OpenDialogue #ContinuousLearning