At Benton + Bradford Consulting, understanding what is required to be a successful leader is an essential aspect of the work we do with our clients. Our managing partner Richard A. Smith, a Black entrepreneur, executive coach and HR consultant,
Like many Americans, I watched the socially distanced Inauguration 2021 festivities with interest. But unlike many Americans, I observed this day unfold through my professional lens, watching for lessons in leadership. Regardless of whether your candidate is now in office, executives
As we’ve seen through multiple studies and in many articles, diversity training alone isn’t enough. What happens outside ofa training module, a workshop or a dialogue about diversity, inclusion and equity? What are managers imparting to their team members about
Is tension always bad? We tend to think so. But healthy tension can be productive, allowing for conflict and its resolution, challenges and their solutions. Diversity creates healthy tension when it’s managed and supported appropriately allowing for ideas to be shared
Every employee has, at some point, sat through a lecture sponsored by his, her or their company. Usually, a speaker of note is engaged to bring awareness to how diversity can help the company achieve its goals and look like
The diversity dialogue has changed. Historically underrepresented groups have spoken up about lack of support, or worse, in corporate settings for decades. Was anyone listening as closely as they are now? The recent murders of George Floyd, Breanna Taylor, Ahmaud Arbery and
Malcolm Gladwell tells Anderson Cooper that his best-selling book “Blink” taught him to “never use your instincts.” As Gladwell explains to Cooper, instincts or snap decisions encouraged him to stay out of his assistant hiring process: “You hire the person
I am a self-confessed golf addict and I am in the market for a new driver. Recently, I visited a local Titleist golf retailer for a “driver fitting” and was greatly disappointed by the experience. Sometimes I let these situations
As a business seeks to expand its brand and increase shareholder value, the development and execution of a new or updated organizational strategy comes into sharp focus for many of its senior leadership. Countless man-hours are devoted to an analysis
A recent Harvard Business Review article cited that, “within the first 18 months there is a 50% chance the executive will leave the organization. This failure comes with enormous costs, not only in disruption to the organization but financially, too.