Our keynote, panel, and workshop (KPW) offerings are designed to activate, inspire, and equip leaders across all aspects of identity by introducing them to concepts, skills, and behaviors that they can incorporate to lead more inclusively within their teams and across their organizations.
The Rise in Reciprocity
In this #MeToo era, as many women are voicing their truths, they want more from their male colleagues, even while expecting less from them. Reciprocity is the mutual exchange of value in a high-performing relationship.
Many men are defensive, apathetic or afraid, assuming that they must lose for women to win, looking to validate existing biases and perhaps disengaging just when their female colleagues need them to lean-in. Differences across gender devolve into old fights and result in the persistent loss of opportunity for women and their organizations.
The Rise in Reciprocity KPWs offer organizations an opportunity to challenge the dominant and incorrect narrative that exists in society and persists in our workplaces, that men and women are fundamentally different. While it’s true that in some ways, all humans are different, greater differences exist within gender than across gender. Leveraging these differences can lead to greater innovation, encourage healthy team cohesion, increase productivity, attract and retain the most qualified talent and develop new markets by meeting client needs in new and unique ways.
By using gender as a springboard, this KPW leads to courageous conversations across difference. Reciprocity, the mutual exchange of value in a high-performing relationship, is critical to the success of organizations who are looking to compete and differentiate themselves by investing in meaningful culture change. The Rise in Reciprocity touches lightly on the deeper work that we explore in our Reciprocal Mentoring Lab.
The rise in reciprocity will help:
Establish relationships based in trust and accountability across gender
Challenge the narrative of fear that exists among some male leaders
Deconstruct the win-lose mentality that hinders the advancement of the best performers
Advance more women into senior leadership through sponsorship
Leaders who are people of color weary of being the “race-teachers”, and they tire of the disadvantages that come with being ‘‘different” – it is time for all leaders to be accountable for their own learning across difference.
Leaders from normative cultures are generally not confident when it comes to learning and talking about race with their colleagues and customers of color. This results in a lack of trust that damages the productivity and retention of key talent, putting organizational success and customer relationships at risk. Racial-savvy turns a challenge into an opportunity and equips leaders to leverage differences as they build a more inclusive culture.
This leadership development investment prepares corporate executives, senior leaders, and emerging executives to communicate effectively when race and ethnicity are relevant in workplace and marketplace decisions and operations—breaking through the silence and the mutual lack of confidence and trust that often exists. Racially-Savvy Leadership positions inclusion conscious companies to retain talent and leverage the potential of their full workforce.
Racially-savvy leadership will help:
Create safe space to have new & courageous conversations
Focus on the real challenges that colleagues of color face every day
Effectively sort through what things are (and aren’t) about race & ethnicity
Generate hope and confidence that race & ethnicity can be talked about with both respect & candor
Open the doors to move toward systemic organizational change
Equipping Men as Inclusive Leaders
Inclusion has integrity only when everyone is included and many male leaders are looking to support diversity & inclusion work, but in the past have not felt invited to participate.
While the reasons for this reality are complex, no strategy for growing talent or connecting with customers—including diversity and inclusion—can succeed without the active participation of those in positions of power. Male leaders, especially white men, must partner in the conversation so that they may be a part of solving the systemic issues that exist. The build from diversity to inclusion happens when all leaders are held accountable and play their part.
Leaders from normative cultures, white guys in particular, are looking to deepen their awareness and build their skills as inclusive leaders. As cultures shift and become more inclusive, career success for men will depend on them collaborating effectively, developing their point of view, and competing fairly with all of their colleagues. In engaging and equipping men as inclusive leaders, we learn to improve our performance together—discovering unexpected and measurable results.
Equipping men as inclusive leaders will help:
Activate male leaders on a journey towards ally-ship
Develop an understanding of the business case/competitive advantage of leading high-performing & diverse teams
Address the trappings of toxic masculinity that can persist in organizations
Shift the conversation from one of win-lose to one that balances competition & collaboration