Being curious is being eager to know or learn. Thus, being curious is the bridge between what you know, what you know you don't know, and what you don't know you don't know. It is an intentional state of learning and desire to expand your lens--it is at the core of inclusive and human-centric leadership.
Our curious clients are on a journey to develop inclusive cultures. They embrace our upskilling approach for supervisors, managers, senior leadership, as well as leaders without title.
They gravitate to our combination of skills and tools designed to help increase participants' capacity for developing and engaging individuals who are similar and vastly dissimilar to themselves--an approach that supports the need for, "a new type of leader that is now in demand--a person that enables safe self-expression at work, addresses the “life”-related needs of their employees and is able to manage tailored flexible workflows." (Gartner’s Top 5 Priorities for HR Leaders in 2023)
Often, we see an approach that is primarily focused on understanding bias—both conscious and unconscious. We concur that self-awareness around one’s biases is critically important. We also believe it is limiting to focus only on labels and the primary dimensions of diversity e.g. race, gender, age, sexual orientation and identity, and ability. We take a more dynamic approach to explore, understand and value all the many ways in which we are different and similar.
Engaging our principal learning tool, the Inclusion Matrix (IM), we combine widely embraced leadership skills to create unique client solutions:
· Capacity to learn: Intelligence (IQ), Emotional Intelligence (EQ), Cultural Intelligence (CQ)
· Trust building: Intellectual Humility (IH) and Vulnerability (V)
The IM can be partnered with other critical leadership elements e.g., behavioral styles/communication, ethics, coaching, performance management, and more.
Participants leave with a higher level of consciousness as to how they show up in their organizations, the impact it has on themselves and others, and a better understanding as to how they can effect change within their organizations.
Tailored Session Designs:
- Two-hour, half, full-day, and series options
- Synchronous virtual and in-person
- Interactive activities -- participants can personalize, internalize and reflect on each skill
- Customized to your industry and organization size
Contact us at info@employeeexp for a complimentary Inclusion Matrix User Guide to help kick off your inclusive leadership development journey.
"This was the first session I've ever been to in which the facilitator did not do all the talking, and we were able to learn from each other as well." -- Session Participant
"This was one of the best days I've had in two years." -- Healthcare CEO post session
" Just finished listening to this! Great insights and I think including vulnerability as the final skill is brilliant! Thank you for sharing. #leadershipmatters #inclusiveleadership " -- Client responding to Forum Podcast
All too often our organizational leaders act like an Ostrich by either putting their head in the sand or trying to avoid difficult situations. While this may be the case, blame and shame are not successful tools to help educate and develop our leaders in these times of an increasingly diversifying work culture.
We present the OstrichWheel™ educational platform in multiple session formats to engage your leaders and their teams through fun, interactive and sometimes challenging scenarios to help them get their head out of the sand and eyes on inclusive and innovative team production.
- 1.5 hours – This format is best designed for “lite” learning – interactive opportunity to introduce ideas and concepts
- Perfect for staff meetings, team gatherings, team-building events.
· Increase awareness of how you “show up” and explore how that may or may not support an inclusive culture
· Develop skills through experiential activities that can be used to create an inclusive workplace:
· Introduction to our Inclusion Matrix, The Ostrich Wheel’s personal change model using: head, heart and hand, our 8 x 9 Box Communication Model, and/or DiSC
· Defining and constructing positive conversations – how to stop “walking on eggshells” and how to build the skills needed to manage personal bias accelerators
Some basic skill development to help individual participants in the organization’s journey to creating an inclusive culture e.g., “I’Min” Statements.
(Suggested: 10 to 30 participants)
- Interactive sessions using a combination of presentation, video and interactive activities
- Introduction and ability to practice foundational skills for understanding the need for change, each participant’s place in driving change and the skills needed to sustain inclusive cultures.
- Four-hour session includes in-depth interactive exercises to develop specific inclusive leadership skills
· Current Diversity, Equity and Inclusion landscape
· Introduction to understanding bias accelerators
Understanding personal ownership in making change: How to stop walking on eggshells, Head, Heart, Hand model to behavior change, I’Min statements, Mattering techniques, and more
Many of our clients prefer a customized approach that includes: content, delivery format and frequency, and sometimes the engagement of additional consulting partners. Contact us to explore creating an educational program that addresses your specific needs.
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Today’s workplaces need human-centric leadership—rooted in authenticity, empathy and adaptivity. Yet, according to Gartner’s research, only one in four leaders is human-centric. (Note: EmployeeEXP Curious Leadership is human-centric)