diversity

🛑 Ep 10 Diversity and Inclusion after show with Irma and Cesar

🛑 Ep 10 Diversity and Inclusion after show with Irma and Cesar

0:00

Which on it kind of like comes difficult? It comes a comes naturally.

Yeah. Yeah.

0:10

Okay. Yeah.

0:13

That little like 30 or 10 second pause

0:20

this year. Just

0:22

Irma Cesar thank you for being on Silicon Valley successes as a lot of fun. And we learned a lot of great information. But you know, what do you wish you had time to say on this show that we just didn't have time to cover.

0:36

Irma, would you like to go first?

0:38

Sure. So

speaking of cultural intelligence, and talking about what makes you successful, as a leader, it's important to know your audience, it's important to know who are your clients, and with that, you can understand them better, and you'll can empathize with them. And not only that, but also just think on their shows, right? Like, what do they want? What What can I offer that they will like, and that will be very, very useful for your business.

1:16

Sure. No, yeah, I was thinking of a quote. And it was like, your, your network determines your net worth. So we've heard about this. And since you're talking about audience, and this is your network, you know, part of the work that I'm doing is to help build that network, you know, so you can, who is it that you're going to work with, because you can't work with everyone? So, you know, at the end, you asked about one piece of parting thought and I said, focusing well, focusing on serving those people that that you can work with, I think is is going to be key and of course you're going to find them first in order to find them you have to understand what is it that you're going to offer them and who is it that's going to resonate with you with your with the work that you're doing with

🛑Ep 10 4/4 Diversity and Inclusion in a Startup, Incorporating new practices in the Team

0:00

And Irma, can you tell us a little bit about when you have a new client? What kind of the onboarding processes, what does that look like, when you're first meeting them, and the steps you take?

0:10

Sure. So, you know, if we talk about small business, for instance,

sometimes usually the leadership or someone from the CEO, or someone from operations comes to, to me, and, and with this

request of, I want to have more diverse, you know, for members, for instance, or I want to have more diverse network to reach more clients. And so first of all, is just to assess where they are, what they need, and what they want. And that's done through exams, or

data analysis is a lot of a lot of analyzing what they're doing, and how they're how they're working, you know, if we talk about recruiting, go directly to their employees with, you know, I know that it doesn't apply when you have three employees, but if you have, you know, more than 10 or 20 years, you start talking about, okay, where do we reach where our future employees, and then it's just start thinking about it, or how do you promote people and again, thinking about that employees, but then if you want to think about your board members, and if you want to say, you know, have a very diversified group that will help you, then you need to start working on where to reach those people to like, where to find them, and how to integrate them, and then how to make them work effectively. Because if they have with very different backgrounds, if you don't work with them

in a in a, you know, in a cohesive way, it can backfire. You

1:54

really so by adding more diversity, there's been instances that you've seen where it actually backed fired, and there was less communication, less ideas being exchanged. Exactly what happens in a situation like that, then

2:07

what you need to know for her, and

2:13

it's, it's true, I mean, it's, um, when you start thinking about diversity, you need to have quarterly intelligence, that's why they call it so it's called to communicate effectively how to work effectively, regardless where where you're coming from, or what is your background, or whether you like, or not, like just being more impartial and focus on on the work on the results and that everybody wants the same thing, despite what are you coming from?

2:41

Is there a way for an individual to kind of train themselves to become more aware of the situation around them? Is that part of I mean, I'm guessing that would be part of sales training, as well as marketing is kind of read by language and know that this scenario, would you How would you coach somewhere in that either? Yeah,

3:02

I think that it start for self awareness. And then from there, everything is possible, but you need to be aware of where you are, who you are, and then and then what you want, and how you present to everybody to the rest of the world, right. And as a leader, or someone that is just, you know, leading a group company, you need to think even farther away, you know, not only about yourself, and what you present and what you, you know, show to your company, but also what do you want from your employees? And how do you need them?

3:37

Yeah, not everybody's comfortable doing that, right? So, I mentioned earlier about the multi cultural piece when we were chatting about that English is not necessarily the first language of a lot of people, right? I think some 45% of Silicon Valley founders are immigrants, right? Really, I don't know names. And it's a pretty high stat, but not everybody's comfortable in presenting, if you can, you have to be here. You have to present the clients, you have to sell yourself off you have right you have to pitch to audiences and panels are you going to do that? So that's part of the work that that I do. And I'm sure there's other aspects of that with helping folks with slang Your English is not their first language

4:14

and vice versa. And then when Americans go to other places, other countries still, they need to be aware of that. The other countries, they need to be aware hot light, like the essential part of the other culture, like, you know, what is what is expected? What is mass and mass, no, call you with people and work so you can work effectively. That's one thing myself, I've had a lot of experience with meeting Americans here and take them to China, are they in America? They go, I had a Japanese friend growing up or something. So I understand all of Asia, like, Oh, God. Now

4:51

don't get too close to me during any means,

4:54

right? Oh, you raise a good point. Because even just the word Asian American, I mean, but it really doesn't exist because I'm part Filipino. But when you talk about Asian American, there's like 20 different groups comprise Asian American.

5:09

Oh, and by the way, I'm half Japanese. Yeah,

5:11

there you go. So, yeah, there was a survey done of like, 190 countries, and only 10% of them were indigenous. So what does that mean? That means 90% of the world is multicultural. Wow.

5:22

Yeah. So tell me, how did you guys decide to take this path for your careers? What led you in this direction to be this coach be this advice?

5:34

Well, you got too excited

5:37

what he was saying. Just made me think about it. And it's, um, it's, it's through all my, my previous experience, basically, I'm also multi quarter or half Japanese half Mexican. And I have been working in Europe and in the US and Mexico. So, you know, working with, with many quarters, it stays something with you and I, I have been a minority in many places, you know, minority of gender minority of race either. When I was living in Mexico, I was a minority invited because I was covered. Yeah, and then minority of my educational background, because I'm an engineer. So it's, you know, I'm

6:20

going to hear

6:23

so. So when I when, you know, throughout my experiences, I noticed that I didn't have the same opportunities I noticed as everybody else, or the same voice or the same frequency nation as everybody else. It's not that I wanted, you know, special thing. It's just like, let's be, you know, impartial and be equal and fair for everybody. So, it led me to start noticing these patterns. And eventually, you know, there is a whole bunch of people studying and working on this, luckily, on diversity and inclusion. And it got me very excited because it got me to that my core and, and how I can help because I have been there. So,

leaders and organizations need need these tools. And because everybody has the same intention, right, the good intention, but sometimes we're not aware. So, I want to be the tool that enabler for for making people succeed. succeed.

7:24

Cesar, did you have a similar experience?

7:27

Yeah. So, you know, similar, yeah, like to be the catalyst for somebody else in terms of helping them to raise their awareness, because that's, you mentioned that earlier, that's really where it starts, right? So there are some tools out there, like the jewelry window that we look at,

7:40

what's the window,

7:42

oh, it's basically in from two scientists, that they, they share the name Joe and Harry and they put the jar window and it's basically helps you identify, you know, your blind spots,

that again, it's kind of tough to identify a blind spot if you're not aware of it. So it's all about raising awareness from there, and then and then really just, you know, working with folks to see, you know, what's going on with them, you know, where are there, you know, limitations in terms of the cultural intelligence. So, they call that the CQ, the cultural intelligence, how can you How can you raise that with your communication, when you're communicating with employees or with customers? It's a really have to factor in a lot, there's a lot of things that you have to take into consideration and be aware of your assumptions. Because, you know, what happens when you assume that

8:31

Exactly, so,

8:35

we

8:36

did on that. So,

8:39

yeah, so, it's, and I've been guilty of that myself, right. And so, you know, going going into another country, and even though I have experienced from different countries, and I've worked in different countries, and then training and coaching around different parts of the world, I'll still make mistakes, because I assumed that Oh, there's just like, back in San Fran. And people do it this way. Okay. For some little things, even a slight The, the respect for timing, its contribution, you know, different people, different cultures view different things with respect to time. With respect to relationships,

9:18

how many? What percentage? I'm just throwing this out there of deals or opportunities do you think businesses Miss because they don't understand the culture that they're trying to work with? Super question is a super question.

9:33

I don't, I don't think that there is a right answer there. But there is a lot of miss opportunities. And you see everyday, you know, even even in not, you know, not even saying in organizations and, you know, enjoy the day interactions because you are some one thing and, and it's really not, you may be miss a good friend, or maybe it's a good food or movie or something. So, it applies to everything.

10:00

Yeah, so when the mode of communication Sorry, I also also the mode of communication as well. So, right valuable, you're talking some with somebody in person by phone by email, it's the email that gets you in trouble, especially because of that lack of the body language and the things in front of the communication goals, right. So if you're a leader of a startup if you're working on that

10:20

it's another thing to think about an interesting

10:23

so I want to highlight what you said about that spot, the blind spot

10:28

so real quick and then we start wrapping up but go on,

10:31

well, then the blind spot and also how your brain works with quick responses like with your first you know, intention and response and then you know, like once you digest you can really understand and then come up with better solutions so it's better to take a few minutes before responding sometimes.

10:50

Great. Caesar How can people get in touch with you

10:53

will resonate is the business and so the website is resume. now.org.

10:58

Interesting. Irma

11:00

said this the bridge that come it's my business and you can learn more about what we do and and how we can help help.

11:09

Okay, so visit the website Zee Bridge, the bridge to contact exactly or my email your mom at the sea bridge. com. That's great. And I want to thank everyone for tuning in to this week's episode of Silicon Valley successes our guests next week. You'll be very impressed. There'll be a surprise for you. But with that being said, Caesar Irma. What is one thing you'd like to to give advice or wish someone had given you told you a year ago or two years ago or when you started?

11:41

Wow, focus,

11:45

believe in you. And the percent aren't

11:48

great. That's great advice. Thank you guys for coming on the show today. Thank you and I look forward and for everyone at home. Stay tuned for the after show as well. You catch that on our YouTube channel.

12:00

Thank you. From all of us at Silicon Valley successes. We hope you found the information presented today useful in your path to success. For further information on accessing the resources in Silicon Valley. You may visit us on the web at Silicon Valley successes. com on Facebook and YouTube. Thank you. And remember we want to help you in your journey to become the next success.

🛑Diversity and Inclusion in a Startup, Taking on a new client Ep 10 3/4

0:00

And before before the show, Cesar we had a chance to talk you'd mentioned that you have a sales accelerator program with marketing. Could you talk a little bit about that, and the diversity and what people can get out of that program?

0:14

Sure. It's the, it's called the accelerate program. You know, so I know, we chatted about some of the work I'm doing, helping, you know, minorities and, and or minority business owners, I should say, and multicultural business owners and so on. Because that's my, that's what I am. I want to focus on that. So the accelerate program really helps folks accelerate their sales. Because when you're a startup, in a small business, you're wearing multiple hats, and therefore you're not focusing. And when you don't focus, you know, what happens, and it's all over the map. And so the program essentially helps folks to go from, you know, connecting, finding and connecting with their ideal target clients, which there's a number of services that do that, you know, that you've, you've heard about, I'm sure a lot of people receive information from lead setting and appointment setting services. Okay, so that's part of Part A, Part B is looking good now that you have this ideal target clients to identify them, even connected with them predominantly through LinkedIn is the work that that I'm doing interest what do you do with it now? So then why also helpful in terms of the presentations and looking at the sales process and tools that are people are using to maximize their closing ratios and the deal flow, but

1:24

can you go back said closing ratios key, talk a little bit about that terminology, just case no one knows.

1:30

Sure. So our closing ratio is just purely the fact that you know, out of how many people you've been able to present to how many of those actually turned into a particular deal or turn into a client, a long term client, and there can be many reasons why. So the idea is to raise that up into increase that and there's many sides of how to do that. So that's part of the accelerate program, we're helping a company with that aspect of it, plus some other social media works, it just, you know, posting videos relevant to the company and that sort of thing. So that's why it's an accelerator program.

2:02

So the videos that are posted the the sales training, is it tailored for different ethnic groups, or because I'm guessing a social media post here in the US probably wouldn't have the same effect as the social media posts in China,

2:17

correct? Absolutely. Right. So it's, it's geared here, mostly in the US because most people are here, they're trying to tap into the market here. And what's interesting is that in the US, it's people are very accepting of risk. So it's a very high risk tolerant society, right? So and so people are willing to try things, they're more prone to adopt

different types of tools. And so this is what people come here but still, your messaging is done here, right? And so you're targeting ideal clients based on industries based on profiles. These are different things that we look at when we're we're working on a day to day basis, trying to outreach to are to do outreach to particular client groups interested

🛑Diversity and Inclusion in a Startup, When should you pay attention Ep 10 1/4

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Welcome to Silicon Valley successes, we interview experts and entrepreneurs to give the world access to the knowledge and experience that is here in Silicon Valley. Our mission is to create opportunities for those who seek them and help you to become the next Silicon Valley success.

0:22

The topic of today's show is one that's been constantly in the news and it's one that if a company faces and is able to overcome, it's been proven that they have advantages over their competition. The topic we're going to be talking about today is diversity and inclusion in the workplace. My name is Sean Flynn. I've lived and worked in Silicon Valley for quite some time working with Angel groups, incubators, accelerators, startups at all levels. So with that, I'd like to introduce our guests season. Irma Cesar, could you please give a brief introduction of who you are and what you're doing? Sure. So I'm Cesar Viana Teague, founder of resonate in San Francisco. And I typically work with multicultural business owners, small business owners who are challenged with finding clients and then figuring out how to present the client so they can secure funding or they can secure more projects with them. Interested in Irma. You please introduce yourself. Yes,

1:18

yes, thank you for having us. I'm very excited to discuss diversity and inclusion. My name is Dr. Matt and I'm the founder of super rich and we do diversity and inclusion at its core.

I'm originally from Mexico, but I have been living in the US for 12 years. And most recently in the in the Bay Area for three years where I've been working with companies, startups, mainly and social entrepreneurs to build their culture and and to develop and integrate their initiatives related to diversity and inclusion

1:58

interested so going to start off I guess the big question is why is diversity and inclusion important Cesar?

2:08

Well, I think since I'm focused on multicultural I am a multicultural person rampart, Asian part American part

Venezuelan and so I think the having those different perspectives is, is key. So when you have diversity, I think that you're going to be able to get different feedback from people, different perspectives, that's going to add value. And research has shown that there are statistics out there that shows that it proves that having different perspectives and different coming from different environments, different cultural makeup is going to add value to any conversation and community.

2:50

So a company a startup, when should they start thinking about this, when they're, you know, a team of two people, five people, 20 people wait till they raised their a round B round, when when should this actually kind of influence their thought process?

3:07

Well, it can start as early as you want. As soon as soon as they have ready for more creative creativity and innovation, they can start thinking about the gathering diverse thoughts and perspective that will help them with their business as sister said, it's very important to, to create these or enable this space where you can gather the information and, and when we talk about diversity, it could be diversity of thoughts in any in any way. So, you know, racially if we talk about multicultural, but also gender also, you know, where you were raised? What, what you studied, or where you work, everything matters in terms of when you bring to the table for your business.

3:58

Okay, then question was that I just have four or five person team and we all met each other in college, university, we just graduated, we're all engineers, we decided to build a product, Is there much diversity there? And

where should where should they try to outreach to to get more input more outside views to that group? Any ideas on that?

4:24

But I can all right. Yes, absolutely. I mean, as, as I said, and the diversity of thoughts come from anywhere. So if you start with your friends, you know, thinking about something, just expand your horizons, look out there, what it's missing, where are you getting your product or your service? What What do you need to know like, say, if you are based in the US and you are trying to reach you know, the Indian population,

4:56

his followers of this show,

4:58

I really just wanted to that out there. So, you know, it will be great if you know about the quarter and it will be great if you if someone from your team is either from there even better, or if you know about what they like how they think and how you could reach them better?

5:17

And would that just be reading a book on on that country or a history book or how much knowledge what I need for that area to consider myself Well, well,

5:30

well knowledgeable that well, culture group

5:33

as as almost everything it comes with experience. And that's from the books I mean, the book can teach you the maybe a little bit about the language a little bit about what they do what they like, but it's really interacting with each other. When we learn the most, you know, I've been seeing a lot of

value added to a company when it it really expand their their perspective with with different cultures and people and their culture samples with very successful companies. Like for instance, you know, if we talk about CEOs, the CEO of Google, Sundar Pichai, he is from India or if we talk about Elon Musk on several companies he's from South Africa or the the the former CEO of PepsiCo. She's a woman she's Her name is ingenuity. And she's from India as well. So you can see how their perspective have enabled that company and you guys cascades down. What about early stage companies, early stage startups? Do you find that maybe there's less minorities that are starting startups and Silicon Valley or they have challenges when they're here verse? How is that ecosystem

6:54

was? I would say that, you know, it's a good question. I think that just a backup for second, I don't think you start a company by saying, okay, I want to create a multicultural or diverse company, yes, doesn't quite work that way. Right. Essentially, you're looking at expertise. And the folks on your team may come from different countries that would provide and bring to the table the expertise you need, whether they're from the Philippines where they are great in the call centers, whether you're from India, right, with a technology that they have in the advanced skills that they have, which is why there's a lot of folks who come here. But the bottom line is, everybody comes here to Silicon Valley, because of the fact that this is where the money is that right, they come here. And so some of the work that I'm doing and my work, for example, currently, I'm working at a startup and based in San Francisco that's in a co working space called galvanized not well known.

7:44

We talked about a little bit about the startup that you're you're sure,

7:47

yeah, so it's in the CO working space based there. And because your question was spot on, I think within galvanize of five for building, you have Google launch, you have IBM, they have a school on the third floor, that's, you know, that I think they just bought hacker one. And so there's just I mean, I'm hearing every day Norwegian, German, Russian, Indian, I mean, I'm hearing all kinds of languages and the teams within the building and the synergies are great. And I think there's something to be said there for that. Now, the company that I'm helping specifically it's called meeting pulse. And what is meeting Polsky meaningful was actually founded here at a hackathon four years ago, which is amazing. So they, they founded the company at a hackathon over a weekend. And they received like, you know, a week later, $50,000 in funding, because they want one of the prizes, but it was really great. And so the founders originally from Russia, and grew up in the East Coast, I think, came when he was 11 and grow up and then and so what they're doing is they're doing a platform and some tools for audience engagement audience meaning internally for employees and externally at events. And so you use your mobile phone, you can use an iPad, and and so this is what they're doing to expand and essentially increase communication and collaboration between the teams. Okay. And one of the aspects that they just released is this translation feature. And so if you're right, you're the CEO of the company, or you're the leader of a team, and you typically most teams are working virtually now. Yeah, no secret there

is the the communication barriers are increase. It's a lot harder. Yeah, right, to get this collaboration, because of the time zones and the languages. So now, if you're leading a team, and you want to have a team meeting, and somebody isn't quite comfortable in the English language, well, you're probably not going to speak up as much as anybody else may dominated, right. So the particular application which a lot of startups are using is that people can send in their questions in their language and it translates it immediately into English so that the person who's moderating the questions can see this and respond

🛑Diversity and Inclusion in a Startup, Language or Culture, which is the biggest Challenge Ep 10 2/4

0:00

How big of Do you think language plays a part in, in, in the diversity of Okay, let me let me step back, actually, what do you think's more important, the language or the culture barriers to overcome that

0:16

comes together? I think that it's a, it goes in pair. As Cesar said, The language is a big factor, especially in the workplace, but so is the quarter so as, as a leader so thoughtfully there, you need to think about alternatives to to make it easier or more equitable for everybody in one of these applications that he's

detailing it's it's a big example of how organizations can be more useful or more resourceful for everybody.

0:55

So there wasn't that language barrier. How many more resources do you think history would be able to access, I would guess it'd be easier to outsource to overseas teams, it'd be easier to hire people globally, as that was mentioned, have team meetings, get your product into new markets, it sounds like your product would have many applications. It says,

1:15

Yeah, it has, it has a lot of applications. And of course, part of it is also if you are going to come to Silicon Valley and you're going to try to raise money here, typically, that needs to be done in English. And so part of the work is also polishing up the presentations and, you know, the pitch decks and doing that sort of thing, which there are a lot of people who are very good at creating that the content, yeah,

1:38

the delivery is another matter. So, you have to be you have to be able to do both, right? It's worse if you're working on that. Are there any cultures that you'd say might have more difficulty speaking out and presenting to investors or

1:54

speaking up in a in a meeting or how does that work exactly, if there is someone that more shy or more reserved cultural background

2:04

but they are research on that topic and some some researchers or people segment segment that the countries you know, kind of like in general, one country could be more introverted and in general, another country can be more extroverted or they embrace for instance, trees or they embraced sometimes,

you know, innovation and some others are followers, but other researchers have found that that is not really key, that termination for a startup or for someone to succeed, you know, if you kind of generalize the country because, you know, everybody's different and everybody has different perspectives and in opportunities, honestly.