Leadership buy-in is one of the most critical elements of any successful DE&I project or initiative. Leadership buy-in must be more than a one-time occurrence, and it must be highly visible and consistent. It is important for the HR director to dig further into why and how the first project check-in by the COO occurred a full six months after its launch. By establishing timelines with clear deadlines for goals and objectives, the COO can remain present with the project to guide and support both the division leaders and the focus group members. The future goals of the focus groups (C) are important to consider when planning the next action steps, but without digging into the root causes of the project's initial challenges, progress and positive change will be limited.

When an individual is in the "red zone," an effective technique is to guess an employee's feelings and/or needs that aren't being met. This can help them articulate his/her feelings while focusing on the facts. Advice in any form to an individual in this state is usually not well received.
Once he/she has calmed down, you might ask if you can give them some advice.

Organizing a social meet-up for remote employees to connect with one another would encourage strong working relationships and a kind of support group where they can share remote working experiences and tips. Posting photos would probably make remote workers feel even more left out of the fun. Also, if given the choice, remote workers would probably prefer not to attend the company party if it meant paying for travel and lodging. The dial-in and webcam would not be a bad idea but, again, may make the remote workers feel more left out.

The CHRO displays the relationship management competency by building rapport with external contacts that can help create a talent pipeline for the company. Working directly with colleges and their career services centers will improve hiring efforts in the long term.

Once the injured employee is helped and stabilized, the first call should be to human resources (HR) before taking any witness statements or writing up a summary of events. It could be dangerous to fix the cause of the injury, so again, it is best for supervisors to consult with HR before handling anything themselves.