Building Leadership and Developing Diversity

This is a living document and is updated from time to time.

Today through several administrative efforts most industry organizations are able to work with more federal funding programs designed to positively impact training new hires for trade careers. These include the implementation of well organized government funded “earn and learn” training programs in each state.

As a Sophomore in high school, I took my first step in my career as a trade apprentice in a correspondence course communicating proof of accomplishments by mail in the 70’s. I was signed as the very first Apprentice on the roster, in the entire United States, being offered for the first time through the American Culinary Federation correspondence course. I was sponsored by Robert H. Nelson, CEC, CCE, AAC and mentored by Chef Larry Farhat at the Spring Lake Country Club and Mr. Jim Singerling, CCM, HAAC, HBOT.

It was the same year that Chef Ferdinand E. Metz, CMC, W GMC, AAC, HOF, Dr. L.J. Minor, Chef Louis I. Szathmary and Lt. Gen. John D. McLaughlin were successful working with the Department of Labor in elevating the status of Chef from the “Services” to the “Professional” category.

As it is within these important points our work needs to continue.

  1. There is a need to inspire others by proof of success.
  2. People need to learn to market themselves.
  3. People need to learn and advance their skills and ideas.
  4. Encourage ownership.
  5. Develop mentor leadership in our industry.
  6. Create jobs for all minorities.

One of the great challenges facing organizations is getting all employees, from the CEO to the hourly workers, to realize that to become the best, they have to embrace diversity.

Diversity is about empowering people. It makes an organization effective by capitalizing on all of the strengths of each employee. It is not EEO or Affirmative Action. These are laws and policies. While on the other hand, diversity is understanding, valuing, and using the differences in every person.

Diversity is not only black and white, female and male, gay and straight, Jewish and Christian, young and old, etc.; but the diversity of every individual, slow learner and fast learner, introvert and extrovert, controlling type and people type, scholar and sports-person, liberal and conservative, etc. – Clark, D.R.

As organizations invest more in communication platforms and eLearning we are able to link minority professionals with Mentors that can enhance the education outcome and provide career opportunities for advancement.

The mission to modernize the mentoring tools can provide a working learner with both an environment where they can acquire both academic studies & practical experience. Creating connections that will lead to support systems and new ways of conceiving the way we learn, and the way we work, and how we integrate those things.

Open technology particularly Web 2.0 can contribute to leveling the playing field and increase the organizations professional services for mobile mentoring to a more diverse professional workforce. This can assist those who are looking for direction, advice and leadership while they are still in High School – or dropping out because they have no direction.

The acquisition of succession planning tools can contribute to making sure any industry has well trained professionals who lead other students and perhaps want to become educators replicating best practices.

WORLD CLASS CONTENT

The certification programs of today have world class content. As does the recent NRAEF Food and Beverage Service Competency Model shown on the Department of Labor Competency Model Clearinghouse website. Search the Clearinghouse for your industry competency models.

A BETTER WAY TO MANAGE KNOWLEDGE TRANSFER

Organizations that work together can provide membership with collaborative transparent communication tools to automate the competency certification, accreditation and assessing process. The benefits can increase the member’s participation and success with coaching students with a mobile application with real-time steps, performance path plans and teaching real life skills. Most importantly replicating what works in those communities that need the most help.

Before 2010 everyone communicated within their own Information Silo’s – Today because of Cloud Computing we are able to share information, and build platforms that allow everyone to participate.

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expert path panel

Most organizations have standards and career development content & best practices, although may not have or can afford the technology to manage them. Industry communications can be augmented to enhance the Apprenticeship programs in America when working with private social networks and within support teams, work-groups, and partnerships.

Ways to create and market our professional portfolios as a mechanism to communicate within these groups. 

Ways to enhance the communications between organizations with ad-hoc work requirements that are managed by support teams to assist us in time of need.

The purpose is to mentor those who are transitioning from high school to industry jobs, and from life changing experiences to better conditions – to prospective employers, and throughout our careers. 

It starts with working with Today’s Students – Tomorrow’s Leaders!

Collaborating with a well diverse workforce leading each industry: Social Media like Facebook (Groups), LinkedIn (Education, Groups, and Professional Mentors, WordPress (ePortfolio web pages), and others offer many public social software services that everyone can participate in. Unfortunately many free services do not play well together. The need is to professionally develop willing learners with proven teaching models that can utilize these types of services within one platform. This will provide willing learners with growth plans utilizing the Competency Model Clearinghouse through the teachings of expert path panels – becoming certified professionals.

Taking my first step in my career as a trade apprentice in a correspondence course communicating proof of accomplishments by mail in the 70’s, is where I get my passion to serve and assist other working learners today with advanced communication technology” – Michael Rutherford

To learn more visit the [8] portfolios below:

  1. WORKFORCE DEVELOPMENT
  2. MODERN MENTORING
  3. PRIVATE SOCIAL NETWORKS
  4. LEADERSHIP AND DEVELOPING DIVERSITY
  5. EDUCATION
  6. CONTENTS
  7. HOW IT WORKS
  8. HOW TO MAKE AN IMPACT

For more up-to-date Articles & Activity visit LinkedIn

Michael J Rutherford

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