hbow would you respond to this post? The performance review process would endorse a development plan designed specifically to handle the problem of derogatory statements. The reasoning behind the proposed incentive would provide for undertaking of specific actions, such as diversity training and communication coaching, which should occur over the following year. Accountability Measures Regular check-ins and milestone assessments would enable constant monitoring of the progress on tackling the identified problem. The appropriate administrator would determine the measures to impress upon the CEO the seriousness of acknowledging their role as a major representative of an organization. Consequently, adjustments to quarterly performance reviews and development plans would require additional examination to align the review process with the competencies laid out in the CEO job description, with specific emphasis on visionary leadership, ethical reasoning, and diversity management