A leader has privilege just by their status in a company. This is likely one of many privileges that a leaders may have- especially if they are of the majority group. It is not until we recognize and understand our privileges that we can then use them to create opportunities and open doors for others. This is the start to ultimately dismantling systemic privileges that get in the way of an inclusive culture.

Yes, You Have Bias. There I said it. We all do. In this interactive session, we dig into what bias is and how to manage it. Only when we begin to see bias in ourselves and others can we begin to mitigate it’s impact on achieving our goals towards and inclusive culture.

Being an inclusive leader is not about knowing everything about every group that one can know. It’s not only not possible, but the attempt to do so only perpetuates bias and stereotypes. The fundamental skill of an inclusive leader is knowing how learn about differences in others, from navigating the range of emotions to coming to terms that we can never truly “know” a persons experience. We can have empathy and understanding, though, and from there build stronger relationships.

Why bother having an inclusive culture? This is the first question we ask of all of our clients. Actually, the first question is: Do you have the culture you need to take you into the future? It isn’t until we have answers to these questions that we can move forward. There is a lot that goes into these answers that need deeper exploration and understanding to prevent taking actions that are perceived as performative, or worse, do harm to already marginalized groups.

Time Management has been a leadership topic for as long as there has been time to manage. But what if we’ve got it all wrong? What if we shifted our efforts to managing energy not time? Time is finite, we only have so much of it, but energy can be plentiful and more importantly, managed.

In this session, balancing inspiration and action, we break down the fundamentals of managing energy so that participants can walk away with a new optimism towards managing their life.

For many women, phrases such as “you’re indispensable” or “it would take three people to do all that you do” feel like compliments; especially when we’re working so hard. Unfortunately, If others have that perception of you, it could be the one thing keeping you from achieving your goals.

This session challenges the beliefs many of us women carry, so that we can begin to make intentional choices that get us closer to living our dreams.

We know we need to delegate, but it doesn’t always work. You’ve tried, but find it’s easier and faster to do whatever it is you were going to delegate. Does this sound familiar? Delegation is not as simple as assigning someone a task, there is foundational work that needs to be done before even considering assigning work to someone else.

In this session, learn the 4 Steps to creating that solid foundation for delegating for work and life.

Having been a firefighter, I have learned about the importance of fire in maintaining the health of forests. Many believe the forest fires of today, could have been prevented had the forests been able to burn according to what had been a natural cycle.

This session creates an analogy between forest management and life change and provides a strategy for navigating significant change in work and life. As hard as it is to go through, it can be more manageable when we can find it’s value.

Many times, we can’t discern when we’re positively flexing into a situation or negatively twisting to fit in. Though simple to recognize, it’s harder to change and the consequences can be significant. Breaking down how we show up in spaces, we begin to look at the impact of how we show up in order to better choose both the spaces we enter and how to stay true ourselves.

In this session, we’ll differentiate between Flexing and Twisting, identify why we do either and the impacts of each choice, and begin planning for being more intentional about how and where we show up.