Diversity Matters is saddened by the great loss of Yolanda King
At Diversity Matters™ we are deeply saddened by the passing of Yolanda King. Ms. King, eldest daughter of Dr. Martin Luther King and Coretta Scott King died on Tuesday from what appears to have been a heart problem.Given our commitment to giving voice to the power of inclusion, we were honored to have Ms. King as our first guest on this season of Diversity Matters. On the show, Yolanda King said that “the best sermons are the ones that are lived.” Yolanda King dedicated her life to achieving “The Dream” by encouraging personal growth and positive social change through her work as an actor, speaker, producer and a model of possibility. We were graced by the opportunity to spend a brief amount of time with her and experience how she lived fully in her message of civil rights and social justice.
As an actress, activist and agent of social change, Yolanda King gave voice to her commitment to Educate, Empower and Entertain. She founded Higher Ground productions to inspire individuals to passionately create peace in their own lives thereby encouraging the same within their families, communities and across the globe. Yolanda King will be sorely missed.
Our deepest condolences go to the King Family and everyone at Higher Ground Productions.
Richard Friend
Co-Founder & Co-Host
1 Comments:
I’d like to begin by giving my deepest condolences to the King family. I was fortunate enough to listen to Yolanda King through the online radio show "Diversity Matters" about 4 months ago and found her to be very inspiring and motivating just as I was starting to delve into issues of diversity at the workplace.
On a separate note, I would like to remark on how useful I found last broadcasting where some practitioners spoke about their careers since I recently started a graduate degree in Organizational Psychology. As a member of some minority groups, I have begun to value the importance of promoting diversity in the workplace and how one might possibly go about in assisting leaders to understand the concept of Inclusion. I felt stimulated by the conversation and found myself wondering how practitioners might deal with some issues.
For example, having a background in clinical psychology, I often felt disappointed with my performance as a counselor because I felt that I had not been able to assist the client to observe some important aspect of their psyche. Very often, once the defenses are let down and we can observe what is keeping us from growing, the very act of realizing this is enough to helps us change our behavior, thus improving the quality of our lives.
I suppose that in similar ways organizations can benefit tremendously by being provided with the insight and instruments to know what is not working and how that can be changed. I look forward to learning the many ways this can come about; however, I do wonder to what extent this plays into the career of an organizational development consultant and what may be the personal experience of the practitioner in this respect.
I imagine that as promoters of improvement of human relationships, this may very well continue to play an important role in organizations and it may be the very reason why we feel so stimulated by the challenge. So, learning to incorporate this aspect into our mindset would be of extreme value.
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