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.

In this workshop, learners are taught a cross-cultural functional framework that follows a cognitive to action model of application as learners are engaging with unfamiliar cultures. Skillsets taught include listening, perspective-taking, and inquiry.

The pandemic presented the world with the opportunity to transform the workplace. This session helps teams to develop key practices around decision making, information sharing, and use of digital tools so that teams can leverage the most effective work approach for the team and team members.

This session does a deep dive on how to facilitate team meetings that are inclusive, integrate the best ideas across the team, and effective – for both in-person and virtual meetings. This session helps any meeting leader acquire the skills to move team meetings from ”lecture at” to collaborate with, ensuring that all team members can contribute meaningfully and proactively.

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.

This training contextualizes feedback and provides managers with the skills they need to foster effective psychological safety, reduce bias in the feedback process and share feedback so that it emphasizes behavior change. The goal is to further empower managers to leverage feedback to foster trust and performance. This can be presented as a stand-alone training or can be presented as part of a multi-series Inclusive Leadership program.

All employees need to learn to give and receive feedback in way that fosters growth and learning. This session helps participants to overcome their initial hesitancy around feedback, training the fundamental building blocks to hear feedback in a way that helps change behavior and to give feedback to peers and upwards to supervisors.

This session has two main objectives: definition & impact of microaggressions, and strategies for avoidance and addressing them when encountered. Using research and case studies, this session offers real-world examples and recommended skills to apply immediately to negative micro-messages.