IN FROM THE OUTSIDE
Arnold Donald is the relatively new CEO of Carnival, a leading travel and pleasure cruise company. In his effort to infuse new creativity throughout the organization, he capitalized on diversity principles. He understood how important it is to bring in fresh blood. Therefore he worked hard to bring in new-hires from other industries and simultaneously he worked to promote internal promising candidates from various backgrounds. His efforts so far have been successful.
Mark Conroy, an industry consultant, observed Carnival’s recent positive growth and expansion. His assessment links to a successful diversity strategy (Christopher Palmeri “Carnival Rocks the Boat” Bloomberg Businessweek , 11/16/15–11/22/15, pp. 22–23.):
“ ‘Mr. Donald has kind of shaken up the place. . . . You had people who grew up in the business, and they’re always doing the same thing. People from the outside look at things differently.’ ” (p. 23)
Sometimes organizational leadership is hesitant to bring in someone “different.” Maybe they are worried about rocking the boat. Maybe they are worried about what new ideas might arise. Maybe they are worried that the future will not match their vision.
Sometimes, the best move a company can make is to bring in someone “different.” Rocking the boat with new ideas might be exactly what is needed to produce a future that blows everyone’s vision out of the water.
