TRAINING

Our research suggests that only 31% of employees are trained in inclusion and only 21% of senior leaders are trained on how to manage diverse populations.

Inclusive behaviors can be taught; just like with other leadership/soft skills, it is a matter of identifying and developing specific skillets.

WHAT WE DO

Orange Grove integrates cognitive-behavioral research into skill development to ensure participants practice applying newly learned skills.

  • Theory put into practice – we teach skills to build inclusion – because lectures alone don’t work.
  • Using the latest in adult-learning for both virtual and in-person training, use highly interactive and engaging approaches to increase learning retention

Value

Inclusive leadership skills are good leadership skills.

Development efforts directly impact employee engagement and growth.
All employees deserve the opportunity to bring their full selves to work – and their commitment and output are demonstrably greater when they are allowed to express their full selves.

“I learned a great deal in a very short amount of time, which is a testament to their command of the subject matter and ability to present it in a clear and highly engaging way.”

Inclusion Taxonomy

Our inclusion training is based on our taxonomy which focuses on developing a skill set along a continuum with Diversity on one end and Synthesis on the other.

Inclusion

Training & Development: Who

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Leaders
Focused skill development of leaders to increase inclusion competencies.

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Women
Support women as they advance to higher levels in their careers with focused leadership skills
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All Staff
Develop the fundamental inclusion skills across the organization

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ERGs
Expand ERG strength to create groups which help drive the business forward

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Associations
Leverage the strength of the network to provide focused skill development

Training & Development: How

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Leaders

3 to 6-month development programs for full integration of skills; combination of synchronous (virtual or in-person) & asynchronous content, accountability partners, inter-session practice

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Synchronous

Live, facilitated (virtual or in-person) session for direct interaction with learners. Small or large cohorts.

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Asynchronous

Budget-friendly, self-paced through an engaging portal for targeted skill set acquisition.

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LMS

Large-license option for consistent messaging across an organization

Training by Topic

Whether offered as stand-alone training or through a multi-session program, our training is designed to teach real-world skills that can be applied immediately for increased inclusion.

Within a variety of format and training methods, we deliver impactful training on relevant topics.

OGC Training

Inclusive leadership is grounded in understanding the ways in which unconscious narratives are built into our society, systems, and individual responses. We provide a background in systemic racism by providing vocabulary and perspective on the various dimensions of racism, through a combination of personal narrative and examples of power dynamics.

Key to building inclusion is using allyship across the organization. We define what Allyship is (and how it differs from mentorship and sponsorship), why it’s important and what research demonstrates. Most importantly we share four specific steps to take to become an ally across demographic groups.

Managing conflict and having candid conversation is often layered with fear and awkwardness. This training outlines specific communication skills to honor all perspectives in a conflict situation.  By anticipating reactions in the moment and preparing for the resistance, leaders are prepared to successfully manage the inevitable conflict that occurs on teams. We train leaders to create a safe environment, manage optimal levels of conflict and resolve it before it becomes personal.

A deep dive into the behavioral psychology of decision making, detailing how the brain makes assumptions and how that can result in poor decision-making. We teach leaders how to slow down their thinking and reframe the narrative to ensure decisions are strategic & based on rational analysis. 

Focuses on the magic that effective leaders create – developing skills in facilitation and inclusive decision making that brings together the team’s various experiences and perspectives to create something larger than the component parts.

In this workshop, participants move beyond the superficial “fake it ‘til you make it” advice and dig more deeply into understanding themselves and the foundation for building value. Participants learn how to frame their accomplishments in ways that showcase the value they bring to the business and build their skills in thinking more strategically.

A major barrier to leadership development is an inability to recruit sufficient support in the process. Managers can spend too much time “in the weeds” doing everything themselves in all areas of life, which prevents them from making more strategic contributions.  They also tend to disable colleagues and the people who work for them by shouldering the responsibility and the experience. 

Research shows that some leaders are their worst enemies when it comes to promotions because they feel they “must” be perfect before taking a new role or job. Seeking perfection in everything they do blocks creativity and growth. Too often these leaders hyper- focus on perfecting every tactical move and detail and then lose sight of what is truly important. Although perfection is perceived as a noble goal, it typically does not help in overall strategic leadership.

Organizations are challenged to develop leaders who can think strategically and solve systemic problems. Yet, some leaders are deficient in this area, tending more often to be the “doers” rather than the strategy gurus. How can mid-level managers and leaders develop this capability? This workshop offers a new model that helps to shape strategic leaders using five perspective shifts that move individuals into a more strategic mindset, understand their value, and increase their impact. 

Work-life integration remains elusive to many leaders. Employers are often unsure how to support work-life balance for employees, resulting in a loss of talent unwilling to sacrifice their personal lives. Our paradigm-shifting research provides for a third way that integrates work and life, helping leaders remain engaged in their careers while maximizing a robust life.  

This session builds on skills taught in Difficult Conversations. It will continue to foster skills through case-studies and role playing focused on inclusive communication that leverage perspective-taking and deep listening. 

Participants will review the pillars of effective customer relations (skilled communication, authenticity, honesty, connection) while reflecting on how to best create an inclusive customer experience. The session will be highly interactive, using scenarios that enable participants to reflect and practice the art of inclusive customer relations. 

Hiding big parts of who you are is a common response to external bias and unwanted stereotypes.  The problem is, this makes you feel disconnected from the group and constantly on guard.  It also impacts your ability to lead with your strengths.  This session helps uncover some of the assumptions behind this behavior and provides methods for leading with strengths and expressing more authenticity at work.

In this module, participants think about their leadership vision and how they can develop an authentic presence that supports their career goals. Participants move beyond the superficial “fake it ‘til you make it” advice and dig more deeply into understanding themselves and understanding the building blocks of confidence. Participants develop their communication skills to present and persuade with confidence and learn to align their presence with their style. 

Studies show that women are more successful when it comes to negotiating on behalf of someone else. But when it comes to negotiating for themselves, or even drawing simple boundaries, it’s a different story.  While that may appear desirable to employers in the short term, it contributes to gender inequity in workload, pay, promotion, and power.  It hinders diversity and hampers innovation.  Effective negotiation is a skill that helps everyone.

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