The Impact Of DEI On Corporate Culture With LEARFIELD’s Ian Moses

Summary

• - You had a moment in your career when you decided to go down the DEI route, which could still lead to an executive leadership opportunity, but you're doing work that has a purpose to it and that you're passionate about.
• - If you didn't' go into DEI and you stayed instead in the tech space, would you end up being a CIO or would you have figured out how to veer into this type of work?
• - You've done some coaching and an underlying theme about you is that you care about people. With the football coaching you do now, is that scratching a football itch or is that just another version of your leadership development work?
• - What are your methods for assessing an organization from a DEI perspective?
• - What are your specific methods?
• - I wonder about the people in the organization who aren't overachievers and high-performers but who have potential and can sometimes be overlooked - how do you engage and activate them?
• - What were the circumstances of LEARFIELD bringing you into this position?
• - You're constantly evaluating how the company is doing and evaluating yourself within the strategy and I imagine the company is also evaluating you and the strategy. Tell me about that span of evaluating the work you do.
• - It sounds like a lot of the evaluation is qualitative but I imagine there's a quantitative aspect to it.
• - How does the "talent acquisition" aspect of your role show up outside of your work life?
• - Is balance necessary?