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The social and political climate today is in dire need of honest conversations about diversity, inclusion, and belonging. These conversations can be difficult, yet they encapsulate everything that is leadership— trust, authenticity, calculated risk, honesty, and even foresight. So, how can you begin the conversations that will continue to advance staff, and the overall organization, in their cultural competency and leadership skills? This session will help you:
- Understand the variety of cultures (not just race) that include, but are not limited to sex, gender identity, gender expression, sexual orientation, age, military status, and socioeconomic status.
- Apply training, coaching, and management tools to ask questions respectfully (to learn more), enter situations humbly (to be open), accept feedback (to have constant growth), and give feedback (to help others grow & learn, this includes the expression of hurt/offense in a respectful way), and begin the sometimes difficult conversations in your various places of work or study.
- Evaluate your perceptions (self-awareness) of your privileges and challenges, as well as the covert messages presenting in training, management, or company practices.
- Create an initial training in your organization to begin the leadership and cultural competency conversation.