Training Offerings

All sessions listed are full day workshops that take place on March 18-21*. There will be a limited number of participants per classes. The cost per workshop is $799*. You can register here.


5 Essential Leadership Skills

Attain as much knowledge about the five essential leadership skills so you have the ability and fortitude to leverage these skills in a manner that you can overcome the obstacles along the way and fulfill your full potential iny our career and leadership endeavors.

  • Be Good at What you Do, but Never Satisfied - “gets you in the door and respected”
  • Add Value and Look Ahead - “gets you at the table”
  • Build a Strong, Adaptable Team – “get the “A” Team”
  • Build Alliances, Personal and Strategic – “have each other’s back”
  • Determination, Perseverance and Resilience - “Do not give up on your mission.”

Develop actionable skills to change the trajectory of your career, especially since we invest so much in this journey of our careers and the outcome has an enormous impact on our lives.

Take responsibility for taking the next step. . . one step at a time!!

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Allyship First™

As businesses take stances in support of social movements, like Black Lives Matter, they effectively position themselves as allies. Allies make the commitment and effort to recognize their privilege and work in solidarity with oppressed groups to enact change in the struggle for justice. This workshop focuses on allyship, a term that identifies the set of practices that are undertaken in order to be an ally. Thoughtful and committed allyship can positively impact organizations in a number of ways, not only creating an environment that invites greater diversity and inclusion and employee engagement but also fostering positive images that can increase brand loyalty and achieve broader corporate social responsibility goals. Given the multitude of ways in which potential marginalization persists, and the varied contexts in which exclusion can take place, we can all practice allyship, and consider the role that improved allyship might play within our organizations as well as in wider society. Upon completion of this workshop, participants will be able to:

  • Understand allyship as a general practice while also being able to identify specific forms of allyship in the workplace;
  • Articulate the business case for allyship;
  • Recognize opportunities for allyship at the levels of individual, interpersonal, and organizational policy and practice;
  • Adapt language and communication practices to foster meaningful allyship;
  • Critically assess allyship needs and goals to develop an action plan that results in meaningful change.

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Belonging First™ & Psychological Safety

When we have a sense of Belonging in our workplaces, we’re motivated, engaged, and productive. We form lasting, positive, significant interpersonal relationships at work and in our social circles. Yet many organizations find it difficult to cultivate an environment where work team members feel as though they belong. In this training, we will discover, identify, understand, and execute thought processes and behaviors that foster a culture of Belonging in our organizations.

  • Define and practically apply the concept of Belonging
  • Explore the impact of our identities on our sense of Belonging
  • Develop competencies to create Psychological Safety on the journey to Belonging
  • Customize and craft personal and professional Belonging practices

Sessions

Belonging 101 – Introduction to Belonging (1 hr)
Belonging is a complex term that has different meanings for different people. The interconnectedness of its social, emotional, and physical concepts can be difficult to identify. Yet, we know that shared emotions connect people to objects and places, and shared sentiments bring people together and foster greater satisfaction and well-being. This session introduces participants to belongingness and how belongingness serves as a long-term outcome that promotes and sustains inclusion.

In-Group/Out-Group Identities (1 hr)
In-group favoritism and out-group ostracization have profound effects on Belongingness. While each of us has intersectional identities, our identity narratives reflect who we believe we are and who we desire to be. These narratives also connect us to or separate us from others who do not align with our identities. There are emotional investments in belonging and being attached to particular places, spaces, objects, and social commonalities, and the identity we attribute to or desire for these. This session introduces participants to in-group/out-group identities and how to leverage these identities to foster Belongingness.

Psychological Safety (1.5 hr)
Belonging and the need to belong or be connected with others is recognized as a fundamental human need, drive, and desire akin to food and water. In the workplace, we see that one of the critical factors in Belonging is psychological safety. When people feel that they can participate, learn, and grow in an organization, they become psychologically safe, which leads to a strong feeling of Belongingness. This session introduces participants to the concept of psychological safety in the workplace and how it promotes Belongingness.

Creating a Culture of Belongingness (1.5 hr)
The power to create belonging rests with each of us. Those with social and political influence can employ that influence to create belonging for the less influential. Those who are less influential can use agency and cultivate belonging for themselves and their peers. This session introduces participants to the best practices for promoting Belongingness in the workplace.

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Creating A "Diversity First™" Culture

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Culturally Competent Leaders

Cultural differences have always been integral to American society and represent a dynamic mixture of races, ethnicities, lived experiences, practices and beliefs. In this workshop you will understand, breathe, and thoroughly appreciate how important culture is and how much it influences our lives, relationships, and those we serve.

  • Understand the definitions of culture and related concepts
  • Reflect on how one’s individual worldview affects relationships and encounters
  • Become familiar with models of intercultural sensitivity
  • Recognize the sociolinguistic factors related to culture and wellbeing
  • Become familiar with the differing health and socioeconomic status for culturally and linguistically diverse groups
  • Understand the many faces of discrimination and how they influence our lives and workplaces – e.g. racial/ethnic, age, gender, religious, national origin, sexual orientation, disability and more
  • To learn strategies for ensuring diversity, equity, inclusion, accessibility and belonging

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DEI Assessment

The DEI assessment process starts with obtaining data both qualitative and quantitative, on key DEI measurements. Assessment is the key first step to any successful DEI plan. It will allow your organization to identify areas of opportunity for improvements. This session will provide you with the necessary steps for your organization's DEI Assessment.

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DEI Certificate

The entire world continues to become more diverse, and that includes employees, customers and clients across the profit, non-profit and government sectors. In today’s climate, all professionals need to understand the basics of diversity, equity and inclusion. DEI is about much more than simple compliance; to succeed in today’s world in any aspect of business or services, enterprises must leverage diversity for strategic advantage and have DEI integrated into all aspects of their operations.

  • The basic definitions of diversity, equity and inclusion; including the evolution of the diversity field and theories of diversity.
  • A deep dive into the many dimensions of diversity.
  • The compelling business case of diversity, equity and inclusion, including how to calculate a financial business case.
  • Why and how DEI must be part of any organization’s core strategy.
  • An introduction on the various organizational processes that DEI can impact.
  • An introduction on how to build DEI into your organizational culture.

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DEI Starter Kit

With so many important terms, concepts, and strategies, it can be overwhelming to jump into the DEI sphere. This course is intended to provide the base tools to get started on your DEI journey. It will train participants on how to create a DEI strategy through a culture-change lens, how to address key topics, such as unconscious bias and inclusive language, as well as how to measure DEI efforts using internal and external benchmarking tools. We will cover key terms, strategies, and tools needed to understand how to create a solid foundation for undertaking any DEI initiative.

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DEI Strategy & Planning

The DEI Strategy and Planning for Leaders workshop conjoins the intersections of core concepts and tools from the disciplines of Change/Transformation, Leader Accountability, Measurement/Accountability, and Action Learning from the Applied Behavioral Sciences.

The intended purpose of this experiential workshop is to help DEI practitioners gain a deeper understanding of the various levels of system they must attend to when creating robust and sustainable DEI system wide change.

Participants will gain insights from the latest research and action learning techniques. Some of the core activities will include experiential exercises such as group coaching, case study small group work, and action planning in your own organization as you move forward.

  • DEI Change/Transformation Models and Best Practices
  • Measurement/Accountability Best Practices and Models
  • Key Leader Engagement and Accountability
  • Group Coaching + Open Q&A Opportunities
  • Small Group Case Study Discussion (for applied learning and insights)
  • Action Planning (for future reference in your organization)

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Emerging Leaders

The C-suite has never been closer and within reach. Labor statistics indicate within less than a decade the majority of executive leadership positions will be vacant as senior leaders retire or exit the workforce, creating new and exciting leadership opportunities for emerging leaders. The question is, as an emerging leader, will you be prepared for these opportunities when they arise? More importantly, will you have the requisite skills and savvy to successfully make the transition to executive levels of leadership? This certificate is designed to help prepare you, as an emerging leader, for a successful career in leadership positions. This session will prepare you to:

  • Understand effective approaches to leading in different organization contexts
  • Understand and leverage your leadership design in challenging leadership situations
  • Read organizational culture and create an organizational culture that values diversity, equity and inclusion
  • Successfully navigate organizational culture and transcend negative, organizational politics
  • Identify and develop your leadership values for decision-making and judgment—one of the most critical competencies for executive level leadership

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Executive Leadership Development

Most executives learn leadership on the job, which means they can acquire toxic and outdated modes of leading that no longer work in today’s complex and diverse environments. So, we developed the Executive Leadership Development Certificate to equip leaders with the most current information and methods to help them be effective. Designed to give you a leadership edge, this program covers a range of in-depth topics from leading with emotional intelligence to navigating organizational politics. Participants in the Executive Leadership Development Certificate will:

  • Learn a range of leadership models to adopt a personal leadership design
  • Understand and apply values-based leadership in critical decision-making and judgement
  • Design an organizational culture of diversity and inclusion
  • Understanding and overcoming the unwritten rules that govern politics
  • Understand the principles of leading with emotional intelligence
  • Learn the use of power and influence while developing savvy and executive presence

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Implicit Bias

During this engaging and interactive session, participants will learn that Unconscious Biases, also known as Implicit Biases, are stereotypes about certain groups of people that are usually formed and driven by external influences, personal experiences, and upbringing. Everyone holds unconscious beliefs or biases and depending on the nature of the bias; it can have a positive or negative impact on the groups that the beliefs are held toward.

Because of the negative impact, unconscious biases can have in the workplace; it is important for staff/team members to be able to identify how unconscious biases may manifest in the workplace and how to prevent them from negatively affecting the organization. This session will heighten participants awareness equipping them with proven strategies to disrupt unconscious bias. The session will focus on an overview of diversity and inclusion, mitigating unconscious bias, microaggressions, and how to have a crucial conversation about biases.

Workshop Activities include, but not limited to:

  • Video previews followed by group discussion
  • Real-world case studies and awareness exercises for partner and/or group discussion
  • Live Polling using Smartphones
  • Action Planning

Program Benefits:

  • Understand what unconscious bias means and how it may influence our decisions.
  • Understand that being implicitly biased does not necessarily mean we act in explicitly biased ways.
  • Learn to recognize some behaviors that may suggest bias or differential treatment.
  • Learn some techniques that help manage perceptions and improve interactions.

Topics Covered:

  • Overview of Diversity &Inclusion
  • Understanding and Managing Your Unconscious Bias
  • Microaggressions
  • Action-Planning

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Inclusive Leadership

The demographics of the USA continue to rapidly change, and in two decades we will be a “Majority Minority” country. In addition, the internet economy enables organizations to have employees, suppliers and customers anywhere in the world. As the employee base, management teams, and even executive leadership becomes more diverse, the most successful leaders will need to practice inclusive leadership. Today more than ever, we need business leaders who assert their commitment to diversity and inclusion in the workplace and the community. This session will include:

  • The business case for inclusive leadership – why is it critical in today’s rapidly changing world.
  • The growing areas of diversity that leaders need to understand – gender and gender identity, race, generational, cultural, sexual orientation, people with disabilities, cognitive and more
  • A deep look at the characteristics of an inclusive leader.
  • How inclusive leaders be allies and mentors to diverse communities.

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Leading People & Teams

Leading People & Teams provides the foundations for understanding the behavior of individuals and teams in organizations. This training takes an application-oriented approach to managing and leading individuals and groups in the workplace. Using relevant exercises, case analyses, and engaging discussion, attendees will increase their understanding of drivers of individual behavior, processes underlying motivation, rewards, and how to measure performance. Attendees will also learn the fundamentals of group dynamics, learn how to lead and participate in groups, manage conflict and negotiate more effectively.

Sessions include:

  • Foundational Aspects of Human Behavior
  • Workplace Motivation and Reward
  • Measuring Performance and Providing Effective Feedback
  • Negotiation and Crisis Management
  • Leading Effective Hybrid & Multicultural Teams

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Micro Aggressions in the Workplace

As overt acts of racism are continually popping up on headlines and going viral, it is important to remember that not all acts of prejudice are as loud and obvious. Every day, in the work environment, at home, and even with strangers on the street, people endure the trauma of micro-aggressions which over time take their toll. This course will discuss micro-aggressions: what are they, how do they affect those who suffer through them, how can we identify them, how can we unlearn these thoughts and behaviors to avoid being perpetrators of micro-aggressions., and finally how can we undo the damage when we see, experience, or unconsciously speak a micro-aggression.

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