Craving Latino rock music this morning, I came across AltLatino via NPR. The website is an incredible resource for Latino music – but it’s also much more.
I spent a couple hours this morning listening to a few podcasts and listening to a different wave of Latino music. I was fascinated by the cross-cultural aspects of the music. Many musical themes (immigration for example) touch across national borders. In fact, a good majority of fans of these groups span from Japan to Africa – some would suggest that many of their U.S. concerts have a mixture of audiences not just Latinos.
It was an eye-opening morning. Music as a cultural bridge builder exploring common experiences. Explore their site when you have a couple hours to listen to some alternative and thought provoking music. Below is a video by Manu Chao called Clandestino - the song’s about immigration but resonates across many national borders and people. Enjoy.
Over the last few days, I’ve spent some time reading through tweets coming out of the Multicultural Marketing & Diversity Conference (#ANAmarketers). There were a lot of great comments on Latinos and other cultural groups regarding marketing, hiring, retention, leadership, and other topics. Here’s a sampling:
…hispanics are a top priority to fuel future growth …. employee affinity & several informal interest groups 4 employees aimed 2 foster a culture of high inclusivity….
… just because you have visual diversity, doesn’t mean u r utilizing it to its fullest potential if you are not tapping into it…. to know hispanic marketing you have to know marketing….. our workforce is diverse and 15% of its officers are diverse ……
And while I think this information is critical to know and understand – I’d like to add a comment: “So what?”
So what that Latinos are the fastest growing demographic in the United States; so what that more Latinos are entering college; so what that the Latino workforce is increasingly entering the professional workforce; so what that Latinos’ purchasing power will be close to a trillion dollars by 2011; so what that nearly 80% of Latinos engage in some type of social media; so what that businesses say Latino consumers will influence fashion and beauty trends. So what.
Most organizations still overlook this data and this business opportunity- some by choice and many simply because “they don’t get it.”
I read through a report today that stated: “demographics are not destiny.” I’ve heard this phrase before, but maybe it was the overload of data in my head – that made me reflect on what this idiom really means.
The future of Latinos in the workforce, as consumers, as entrepreneurs, as educators, and as leaders cannot be determined by demographic changes alone. It’s too simple a reason. I’d suggest that Latinos’ future – our future – will be created by choices we make individually and collectively. We are only limited by our desire to achieve it.
Sorry for the lack of posts these last few days. Actually will be even busier the next 10 days or so working on different projects and taking a much anticipated R/R with the family.
I did want to let you know I’ll be part of Intern Bridge’s Diversity Recruiting Best Practices Online Conference on Tuesday. I’m looking forward to discussing a variety of topics related to college recruiting, particularly as it relates to Latino college students.
I came across this interesting contribution from Diversity Inc. online entitled “Ten Things Never to Say to Latino Executives.” It should really apply to ALL Latinos in the workplace – not just executives. An interesting premise given that I’ve dealt with much of this issue my whole career.
People rarely assume I’m Latino. My ethnicity is often assumed to be Italian or German – but never Latino. It’s routinely opened up a world that’s not often seen in the workplace – one that exists for a moment in the after-hour elevator rides, bathrooms, or parking lots.
The “comments” are always fleeting – like a book that’s opened and shut before anyone can read it. It’s often a message that’s understood between two people knowing they’re of like minds.
For me, it’s a double-edged sword. It gives me a rare opportunity to witness the true essence of person with a dark core. And perhaps, on some occasions, it also gives me a chance to try and change their views.
Another guest contribution from my good friend Edwin Martinez, PHR. Enjoy!
Everyone has dreams and aspirations for their lives. Believing in those dreams is what fuels many people to take action towards making them come true. Unfortunately, some people go through their entire lifetime as “victims of the circumstance” while they wait to see what happens. According to Answers.com, this phrase refers to someone whose bad luck was not of his own making; born at the wrong place at the wrong time; got out of bed on the wrong side; or crossed the road at the wrong moment. This mentality consequently impedes some people from achieving success and prosperity or realizing any of their dreams.
Sadly, some people prefer to negate their dreams based on negative circumstances and use them as an excuse to live in mediocrity. Some simply sit and wait for doors to open without ever knocking on them or just expect miracles to happen without ever making any effort. As free agents in this world, we have the ability to manifest our desires far beyond our own expectations if we first identify what it is that we really want. Unfortunately, most people do not even identify with their callings, gifts, or talents that can serve as the catapult to achieve what they want out of life. Read more…
I wanted to share some final thoughts regarding last week’s CHL Leadership Summit. Overall, I think everyone in attendance was provided with thought provoking dialogue and information.
There were many ideas and thoughts I took away from our meeting. Here are my thoughts at the 30,000 foot level not so much focused on the dialogue, but what our discussions mean for organizations functioning in a multicultural environment.
First, organizations are becoming more complex through internal and external partnerships with strategic groups. One perfect example of internal complexity was illustrated by our discussion regarding employee resource groups (ERGs), particularly culture-based ones. Their existence is changing. In some instances, ERGs are trying to meet contradictory objectives simultaneously.
I attempted to come up with a term that would capture the multicultural ideas coming out of our discussions: “Glocalization.” This is the idea that many U.S. organizations have become microcosms of the global economy. Additionally, organizations are challenged to incorporate and manage a host of diverse cultures into 20th century management structures. A difficult objective. Organizations must loosen their traditional leadership and management moors toward ones that address different workforce values and beliefs.
Third, common purpose, communication, and adaptation are essential organizational elements from a multicultural context. These elements will be needed to grasp and function in a complex multicultural environment. As these elements are incorporated into structures, organizations will eventually change their culture and environment (“the tipping point”) to increase multicultural representation at the higher leadership levels.
Finally, organizations must look to the long-term when addressing multicultural leadership issues. It will require organizations to develop new employee engagement models; to find opportunities to celebrate and leverage diverse cultural values generated by a diverse workforce; and to assure leaders and managers are committed to this change.
Despite having a doctorate in management, there’s still so much I need to learn about business. Today I learned this lesson the hard way – and unfortunately it cost me, big time. The details aren’t important. What is important is this.
Who is your confidant? Who is your go to person when it hits the fan? Fortunately for me, someone that I respect very much put things in perspective for me. And although I’m still licking my wounds a bit this evening, it’s great to know I have an ally, a mentor, - a friend who can provide that support when I need it.
These are the “intangibles of growing a business”, and they’re a valuable asset to have in your business and especially your life.
LATISM (Latinos in Social Media) sponsored a great discussion via Twitter on Hispanic Leadership. I adjusted my “Live Blogging” feature via CoverItLive to cut down on the repetitive tweets and focus on the key themes as the discussion progresses. I’ve also added my thoughts and observations. Enjoy!
I grew up in the 1980’s listening to a lot of New Wave music – I was even a part-time DJ, great job! A favorite group of mine at the time was Missing Persons – a classic New Wave group. One of the band’s songs streamed on my laptop today as I was working, ”Words” – I’m sure you’ve heard it.
It’s funny how a song can stop you in your tracks and get you thinking about what’s going on. The lyrics of Words got me thinking about the numerous issues and problems we all face today. Many are incredibly complex and need answers, quickly. However, it seems today we communicate in sound bites and rhetoric rather than sincere, honest, and respectful discussions. It seems at times everyone is talking but no one is willing to listen. I find this bit of lyrics, and frankly the rest of the song, appropriate for today’s environment:
Something has to happen to change the direction
What little filters through is giving you the wrong impression
It’s a sorry state I say to myself
At a time when many sit stupefied and traumatized by the rhetoric around them, let’s not forget that words can provide powerful answers to those who listen and to those who speak.
Craving Latino rock music this morning, I came across AltLatino via NPR. The website is an incredible resource for Latino music – but it’s also much more.
