5 Essential Leadership Skills

Back to Top


Allyship

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.

Back to Top


Anti-Racism

Antiracism research and practice has existed for several decades; however, it has only recently garnered national attention as demands for antiracism and racial justice have gained national momentum. The term antiracism often evokes negative reactions because it suggests a binary of either being a racist or antiracist. Antiracism is the active process of identifying, addressing, or eliminating policies, practices, procedures, systems, structures, traditions, and norms that advance or maintain oppressive barriers for historically minoritized and marginalized individuals and communities. Often confused with racial justice, antiracism is the process that results in racial justice outcomes. Understanding the process of inputs, outputs, and outcomes or antiracism is critical to advancing and maintaining equity for all. The certificate program will engage participants in:

  • Understanding the complex concept of antiracism and various forms of antiracism
  • Aligning, while differentiating, antiracism work with traditional diversity, equity, and inclusion initiatives
  • Communicating antiracism initiatives to secure buy-in and maintain momentum
  • Recognizing initiatives that place the burden on the individual rather than the institution (unconscious bias versus systemic bias)
  • The business case for antiracism
  • Understanding how antiracism benefits all members of the workforce and society

Back to Top


Belongingness

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.

Back to Top


Culturally Competent Leaders

Back to Top


DEI

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.

Back to Top


DEI Assessment

Back to Top


DEI Bootcamp I

As diversity, equity, inclusion, belonging, and justice become larger topics of discussion within organizations and industries, those who are newer to the journey sometimes feel behind and overwhelmed for where to start. This course focuses on serving as a boot camp to get organization's started in the DEI field.

Back to Top


DEI Bootcamp II

As diversity, equity, inclusion, belonging, and justice become larger topics of discussion within organizations and industries, those who are newer to the journey sometimes feel behind and overwhelmed for where to start. This course focuses on serving as a boot camp to get organization's started in the DEI field.

Back to Top


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.

Back to Top


DEI Recruiting

Back to Top


DEI Starter Kit

Diversity. Inclusion. Belonging. Implicit Bias. Ethnocentricism. With so many important terms and meanings, 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.

Back to Top


DEI Strategy & Planning

An organization as only as good as the plan you have for it. Similarly, DEI initiatives are only as good as your strategy. This course will discuss the importance of and how to implement an effective DEI strategy.

Back to Top


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

Back to Top


Executive Leadership Development

Back to Top


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

Back to Top


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.

Back to Top


Intersectionality

Back to Top


Leadership 101

Back to Top


Leading People & Teams

Back to Top


Leading with EQ

Back to Top


Micro-Aggression

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.

Back to Top


Racial Justice

Back to Top


Servant Leadership

The paradox of Servant Leadership is embracing the concept of service through leadership. It emphasizes that leaders be attentive to the concerns of their followers, care for them, and nurture them. A Servant Leader puts their followers first and helps them to develop their full potential. More so, the Servant Leader exemplifies ethical behavior, shifting control to those who are being led. This counterintuitive leadership practice confounds some but has been proven to enhance worker productivity, organizational growth, and societal impact. Through this course, you will learn how to develop your inner Servant Leader and create a healthy and thriving workforce.

Objectives

  • Explain the concept of Servant Leadership
  • List the characteristics of Servant Leaders
  • Discuss the benefits and drawbacks of Servant Leadership
  • Learn how to authentically develop a Servant Leadership approach

Sessions/Descriptions
 

  • Introduction to Servant Leadership – Define and explore the concept of Servant Leadership
  • Ten Qualities of Servant Leaders – Discover the characteristics that comprise effective Servant Leadership
  • A Model of Servant Leadership – Explore the conditions, context, and culture in which Servant Leadership can thrive
  • The Advantages & Disadvantages of Servant Leadership – Distinguish between the strengths and weaknesses of practicing Servant Leadership in your organization
  • Servant Leadership: A Case Study – Practically apply the concepts of Servant Leadership to real-world scenarios
  • Service through Leadership – Craft your blueprint for developing a Servant Leadership approach

Back to Top