What We Do

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

  • Theory put into practice — we teach skills to build inclusion — because lectures 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.

Our Approach

  • In an environment of psychological safety, we cultivate open mindsets for learning. We remove the personal threat and negative emotions that can come from blame for past biased decisions, since most people are not even aware of their bias. Our “reframe” methodology teaches participants to slow down their thinking to account for bias. They can then build a new personal narrative that supports better decision making.
  • Without offering employees skill development, practice, and real opportunities to change their behaviors, research has demonstrated that unconscious bias training alone can be ineffective, and in some cases counter-productive. Our content is designed with this in mind — allowing the time, space, and accountability to move from awareness into action.

 

Training & Development: Who

Leaders
Focused skill development of leaders to increase inclusion competencies. 
Women
Support women as they advance to higher levels in their careers with focused leadership skills. 
All Staff
Develop the fundamental inclusion skills across the organization.
Associations
Leverage the strength of the network to provide focused skill development
ERGs
Expand ERG strength to create groups which help drive the business forward

Training & Development: How

Programs
3 to 6-month development programs for full integration of sills; combination off synchronous (virtual or in-person) & asynchronous content, accountability partners, inter-session practice.
Synchronous
Live, facilitated (virtual or in-person) session for direct interaction with learners. Small or large cohorts. 
Asynchronous

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

LMS
Large-license option for consistent messaging across an organization

Training & Development: Why

A focus on inclusion creates an atmosphere which allows a diverse workforce to thrive.

Engagement
Employees who feel able to bring their whole selves to work are 42% less likely to plan on leaving for another position within a year (Sherbin & Rashid). 
Innovation
Innovation comes from diversity -- not homogeneity (Hewlett, et al.)
Performance
The 20 most diverse companies in a WSJ study had an average annual stock return of 10% over five years, versus 4.2% for the 20 least-diverse companies (WSJ).

Inclusive Leadership Taxonomy

Inclusive Leadership Programs offer multiple synchronous sessions to build participants to help them harness the power of diversity into synergy.

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.

Anti-Racism in Action
Inclusive leadership is grounds 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. 
Allyship
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. 
Difficult Conversations
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.
Quantify Your Value
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. 
Unconscious Bias: The Reframe
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. 
Delegation & Support
A major barrier to leadership development in an ability 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. 
Creating Synergy
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. 
Moving from Perfection to Action
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. 
Strategic Shifts Essential for Leadership
Organizations are challenged to develop leaders who can think strategically and solve systemic problems. Yet, some leaders are deficient in this area, trending more often to be the "doors" 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. 
Inclusive Customer Relations
Participants will review the pillars of effective customers relations (skilled communication, authenticity, honest, 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. 
Work-Life Integration
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. 
Leading with Authenticity
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. 
Executive Presence and Building Confidence
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. 
Negotiating for Influence
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.
Diverse Hiring
Many companies have identified the need to source and hire diverse talent but they lack the knowledge to expand their talent pool. Our hands-on approach allow learning to assess their data and identify hidden filters. We then provide the tools to pilot change.