While the world has experienced an unprecedented period of economic growth<\/a> for the past fifty years (positive annual GDP growth in 54 of 55 years since 1961), the global economic growth rate in terms of GDP and measured in decades is 31% lower today than it was in the 60\u2019s. Also, it is important to note that the world GDP per capita has also declined 37% since the highs of 1960s.<\/p>\n The challenge for business leaders in today\u2019s slower\/slowing growth period is to find ways to reverse the trend and to shift and propel their organization into growth mode. The growth engine can be stimulated and energized, not with real capital, but with a greater LEADERSHIP focus on human capital. This can be achieved by: (1) looking internally, assessing and formally embracing an \u201cengaging\u201d and a more inclusive workforce as well as social\/community engagement \u2014 embracing and practicing \u201cdoing good while doing well,\u201d and (<\/i>2) recognizing and responding to the VUCA World.<\/p>\n <\/p>\n Inclusiveness and Diversity: Improving Corporate Performance, Drive Growth, and Enhance Employee Engagement<\/b><\/p>\n <\/p>\n For years compelling research has verified and validated what has been known for some time \u2014 that diversity and inclusiveness<\/a> achieves more positive and sustainable results: \u201ceffective decision making, innovation, and economic growth by promoting deeper information processing and complex thinking\u201c. Further, as more and more leaders understand and embrace the \u201ccontributing-belonging\u201d<\/a> cycle (\u201cthe more people feel they belong, the more they will contribute\u201d), the easier their path will be to real and sustainable growth and well-being.<\/p>\n A significant milestone to formally address inclusion and diversity occurred earlier in 2017 when 150 CEOs<\/a> \u00a0from leading global companies across the US signed a commitment and pledged to \u201ctake action to cultivate a workplace where diverse perspectives and experiences are welcomed and respected, where employees feel encouraged to discuss diversity and inclusion\u2026\u201d This movement, and now an organization known as CEO Action for Diversity & Inclusion, <\/i>will be sponsoring a summit this fall where they will assess: \u201cinitial progress, understand fundamental gaps, and determine the next phase of this work.\u201d It is likely that CEOs and from other areas of the world will see this as a call to action.<\/p>\n <\/p>\n Leading in Today\u2019s VUCA World \u2014 On Becoming a SuperAccelerator Company<\/b><\/p>\n <\/p>\n A major challenge for business leaders today is effectively navigating in the VUCA World<\/a> and the need to alter one\u2019s management worldview\/practice and to change from the historic \u201cprobable outcomes\u201d approach to \u201cwhat is possible\u201d.<\/p>\n Learning to migrate from \u201cThe Probable\u201d to \u201cThe Possible\u201d will require formal commitment and action to leadership re-tooling. Some astute business leaders have already figured this out and have recognized that in order to effectively navigate in this new environment they will have to address this head-on with their senior leadership teams and to then integrate and SHIFT their company culture. Leaders today are still likely in those early stages of \u201cVUCA Survive”<\/i> and with the right focus and engagement they can migrate to \u201cVUCA <\/i>Thrive<\/i>\u201d<\/i>.<\/p>\n