Equity lives in the process. Organizations committed to equity are, in addition to training, equipping employees with structured tools, like an Equity Lens, for identifying and mitigating bias in workplace processes. This course describes what an Equity Lens is, how to develop and use them in the context of two popular bias-filled processes–hiring and policy. Participants will receive templates for developing your own Equity Lens, and examples of Equity Lenses used by other organizations. 

Feedback is one of the most requested forms of communication.  People want to know how their effort is being perceived by others. Managers typically understand that they are responsible for providing feedback, but often do not realize that they are not giving enough of it, focusing too heavily on critique rather than affirmation, or not delivering feedback in a way that leads to learning and growth.

This course introduces a powerful framework for measuring individual achievement, and articulating meaningful stretch goals. Attainment of meaningful goals is essential for promotion, growth and personal satisfaction. Measurement of past performance, however, requires a slight shift in approach and a tool that can be put into practice immediately, personally, or with your team. 

We often know the right answer; sometimes we just need a little help discovering it. This course describes a powerful communication technique that encourages thoughtful understanding of an issue, encourages exploration of various options, and results in a solid course of action that can be supported by others. Participants will learn how to use analytical framework to help you work through complex problems, and apply the same technique as you support colleagues or your team. You will take from this course a straightforward practice that can be immediately applied to increase transparency, buy-in and effective implementation of important decisions.

What is power and why do I need to understand how it is present in my relationships? How can I use my power to empower others? What power dynamics exist in the workplace? How do I engage and encourage speaking truth to power in ways that lead to constructive outcomes? Every day, whether we know it or not, we are part of an integral network of power dynamics that requires conscious awareness, navigation, and sometimes shaking up. This course covers the role of power dynamics in the workplace and equips participants with techniques for communicating effectively across power relationships. 

This course takes a practical approach to motivation, assuming that all humans are motivated but the drivers of individual motivation vary person to person, potentially change over time, and may be culturally influenced. Importantly, participants in this course focus on their own motivators, and are equipped with techniques for better understanding the motivational needs of their team. 

Lack of trust is one of the most frequently referenced issues when troubles surface. Trust, however, is not easily created, nor are its attributes the same from person to person. Perhaps most difficult is rebuilding trust when it has been lost, among colleagues, as a result of organizational changes, or with customers. This course explores the elements of trust, and provides practical techniques for building it, maintaining it, and repairing it when it’s been lost.

“I don’t need an ally, I need an advocate,” is a commonly expressed sentiment by many employees from underrepresented groups. They are asking for others to be active supporters, and in the contexts that matter most. Actively being an ally and advocate is something important to grasp intellectually, but like so many things related to creating an inclusive workplace environment, even more important is to know how to put it into practice. The focus of this course is on advocacy and inquiry--two foundational practices of engagement and empowerment.

One’s ability to demonstrate and communicate EDI commitment requires a meaningful and measurable pathway. Once established, one can examine habitual ways of doing things, learn about areas for growth, receive guidance about necessary mindset and behavioral adjustments and continuously practice skills. This course introduces you to a research-based method of clearly articulating developmental goals that lead to demonstrable progress in a variety of professional relationships and settings. 

Onboarding is a crucial step in nurturing an inclusive workplace. It’s also a critical ingredient in employee engagement.  Like other steps taken to increase inclusion, acting with intention ensures that organizational values and desired outcomes are centered as new employees are welcomed. This course equips participants to create a customized inclusive onboarding experience in your own organization.

This course is for those who are being called upon to communicate with certainty, clarity and confidence in a landscape that is rapidly changing. Participants will understand what and how to communicate at various stages of a change process, and how to design and share messages that convey authenticity and encourage trust. Communicate techniques and templates will be provided for immediate use. 

In this workshop, participants learn to recognize their own racial and ethnic identities and then learn strategies for sitting with the discomfort of talking about race in the workplace. Participants learn about individual, interpersonal, institutional, and systemic racism, and become motivated to examine their biases, leverage their privilege, and create equitable communities. This is a 50-minute asynchronous workshop.

Understanding and Combating Imposter Syndrome

Topics include learning to identify what Imposter Syndrome is and where it originates from, highlighting the risk factors of worsening imposter syndrome, exploring the ways to undo internalized imposter syndrome, and naming strategies for teams to support one another.