Flexible learning options for individuals and teams

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 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. Said another way, an experience that fosters a curious state of mind.

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.  

Session Experience:

1. Puts leaders, with and without title at the center of the learning experience. 
2. Engages critical leadership skills to enhance awareness of self, as well as the impact of personal growth in career development and creating an inclusive culture.
3. Education includes: defining culture, framing the organization's "why" (why the organization is engaged in an inclusive culture change effort), illustrating the progression of organizational change, understanding the difference between origins and accelerators of bias, and interactive skill building work.

Target Audience:

• Key employees, managers and organizational leaders important to growing cultures that support an ever-more diverse workforce
• Organizations who want to increase innovation and productivity
• Organizations who see inclusive cultures as critical to attracting, retaining, and engaging top talent
• Individuals and organizations who desire to improve communications and minimize conflict

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 

 https://forumworkplaceinclusion.org/articles/p31/     https://forumworkplaceinclusion.org/p60/

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