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EYES WIDE OPEN
It’s an old saw
that there are no problems, only opportunities. But
maybe the new saw is that anywhere you think you’ll
find opportunity there may be problems lurking. Take
that golf hole you just played in Texas. The one
that looked just like one you love at Pebble Beach.
That hole was the subject of a lawsuit for trademark
infringement.
Or take the
office space you just leased in that spiffy “green”
building downtown. The one with expensive
condominiums upstairs and a dozen great restaurants
downstairs. As the smells waft up from the
restaurants and the green roof turns brown, anger
simmers and lawsuits brew.
Or take that
position on the board of a Fortune 500
company you just accepted. The one with the
brilliant CEO, the hot new products—and a handsome
paycheck. Rumor has it the feds are about to sweep
in—and you’re the target.
How could these
problems have been avoided? Patton Boggs partner
Debbie Ryan notes that today’s real estate
transactions are more nuanced than ever, so
generalists beware. “Thinking ahead is key,” says
Patton Boggs partner
DeMaurice Smith. Even in areas “where there are
things you can’t control,” he says, “there are many
you can, and you want to manage those as effectively
as possible.” Even golf course owners “need to
become more protective,” says Patton Boggs partner
Talcott Franklin. “In an era of prolific
change,” concludes Patton Boggs partner
Michael Simmons, “a host of issues” arise. If
you’ve planned ahead, you’ll see them coming.
Mike Winkleman
Editor
Qatar takes on Dubai. Golf holes as intellectual
property. Mexico shifts into high gear. Predictions
of upcoming Congressional hearings.
...Read more
Kevin Kuykendall examines the rush toward ethanol.
Jude Kearney explores project finance in Africa.
Entrepreneur Carl Ceresoli looks for oil under the
Arctic.
...Read more
Wal-Mart’s head of International Corporate Affairs
talks to Capital Thinking about the
importance of really understanding the countries
into which your company is expanding.
...Read more |
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DIVERSITY
CONSIDERATIONS IN THE WORKPLACE |
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BY SALLY GARR
& DOUGLAS MISHKIN |
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1 |
Diversity
extends to your vendors and suppliers, your
contractors, and your relationship to your
community. |
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2 |
Your policy
should make clear what is expected of your
employees. |
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3 |
Your policy
should address conduct, not beliefs. |
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4 |
Your policy
should encourage employees to bring
questions to HR or to designated diversity
officials. |
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5 |
Diversity is
also about age, national origin, religion,
disability, color, sexual orientation,
family status and more. |
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6 |
Diversity
policies require training. |
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7 |
Responsibility
for carrying out the policy should be
measured in performance appraisals. |
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8 |
The difference
between promoting diversity and misusing
stereotypes is the difference between saying
“I know what Ramadan is and why it might be
important to our Muslim employees” and “All
Muslims believe _____.” |
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9 |
Success in
diversity requires commitment from the
highest level of corporate leadership. |
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10 |
It cannot be
said too often: Success in diversity
requires commitment from the highest level
of corporate leadership. |
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REAL
ESTATE: How To Keep The Roof From Falling In
