How is Greatheart different from other consulting companies also doing training in D&I?

There are many fine firms in the D&I marketplace: women’s organizations engaging men as allies, training firms focusing on race and gender and bias, and consulting companies targeting inclusive processes.

Here’s what differentiates Greatheart: we develop inclusive leaders for collaborative and competitive advantage.

Like no other company, Greatheart engages leaders from normative cultures (e.g. white men) in relationships of trust and accountability with colleagues across every dimension of human difference. Our ‘5 Stages for Inclusive Leadership’ model is unique, and woven into every solution.

We grow measured influence with leaders, so robust metrics drive revenue growth, contain cost, fuel innovation, raise representation numbers, and build brand. Greatheart’s ability to develop leaders through integrated consulting, training, content, and thought leadership is one-of-a-kind.

What is an inclusive leader?

An Inclusive Leader leverages human differences as a source for:

  1. Strengthening his or her influence with colleagues
  2. Building a diverse and high-performing team
  3. Improving systems and culture through inclusion
  4. Growing the business for customers and global reach

What is an Ally?

As an Ally, you are a colleague who listens to understand, co-creates opportunity, and builds a personal brand for accountability and trust. We are not Allies simply because we aspire to be, or because we say we are. We are Allies only when specific co-workers are willing to say to us and others: “Here’s an example of how you are collaborating with me, supporting me, making and keeping promises, and receiving from me in a two-way relationship….” When it comes to gender, Greatheart teaches that “A man is an Ally when a woman says he is.” When it comes to race and gender, we believe that “A white person is an ally when a colleague who is not white says he or she is.”

Why focus on white men? Don’t they already have enough opportunity?

The opportunity white men have yet to seize is to become truly inclusive leaders, in relationships of trust and accountability with colleagues who are not white and/or male. To the degree that white men continue to disproportionately occupy positions across levels of leadership, it is powerful to engage and equip them as influence partners. Read about our White Men's Leadership Study to learn more. 

If we, as a company, are already committed to D&I, what advantage does working with Greatheart provide?

You should consider working with Greatheart if you face these any of four challenges:

  1. Your company is struggling to achieve gender and racial parity across all levels of leadership
  2. Your customers, clients, investors, and suppliers expect to see D&I at the heart of your brand
  3. Diversity and inclusion is not fully integrated into the way you innovate and expand globally
  4. Your top 200 executives are not yet internally rated as Relative Experts in inclusive leadership

Simply put, Greatheart grows these capabilities in leaders and in the organization. When everyone is in, the company wins.

What leaders do you focus on?

Greatheart works with leaders across all levels, and typically begins with senior leaders to develop a point of view around inclusive leadership.

Greatheart offers a lot of different solutions. Where do you recommend we begin?

Start with Listening Sessions, because listening is the heart of inclusion. Many global companies are expanding the impact of D&I by organizing Listening Sessions with men in leadership, and then leaders across genders. This approach may also extend to listening by racial group. We pilot a disciplined listening process to establish the 'voice of men' in the organization, which has never been assessed, and then we scale listening and engagement from there. 

How do we manage risk when we communicate about engaging majority people?

Stakeholders across every dimension of difference need to understand the purpose and process behind engaging majority people. To truly include everyone in inclusion will be disruptive in the sense that the work creates unexpected energy and advantage. Every Greatheart solution includes a careful approach to internal communications to encourage participation and to limit resistance.