Training & Development

“Changing Hearts and Minds” are Not Changing Behaviors and Decisions

Development means building new muscles, the more we condition the more capable we become. When we stop working out, we lose our strength and conditioning. The same is true for DEI. We must consider Longitudinal learning as a business priority for anyone responsible for leading people.

5 Development Stages

Change does not happen overnight. Learning is a progressive and iterative process. We develop a comprehensive learning plan that moves people from “thinking to feeling to behaving, and into being” that will translate towards inclusive and equitable decisions.

4 Participant Segments

Typically, four types of participants are in attendance yet “packaged” training is designed for one segment only. Our learning approach factors the four different audience expectations, knowledge, and skills.

Unconscious Bias

Learn the five unconscious biases that are preventing the progress for DEI, an entirely different approach to unpacking and dismantling bias.

This course is for leaders who are advocating change and progress.

Biases and human mind – pictured as word Biases inside a head to

Situational Allyship

Each person holds one of these roles at any point in time when a situation occurs. To be an ally, necessitates the ability to recognize bias, identify the role at that given time, know who holds the power, to then know the best way to respond.

Acting with “good intentions” in any one of these roles may unintentionally create more harm than help. Learn how to feel and experience being empowered in moments that matter to you and those around you.

Customized

Each organization and leadership team is at a different stage with their DEI learning, skills, and knowledge.

We do not replicate any training to deliver beyond the team it was designed for.

Your challenges, objectives, and business goals are aligned that delivers a far greater substantive, relatable, and sustainable learning experience and outcome.