Exceeding Your Expectations
Learning Strategy Planning
We examine your current learning strategy and performance gaps. Through analysis and partnering with you we clarify client/organizational needs and opportunities to evolve or address performance gaps/needs.
Provide innovative learner-centric design solutions that address client needs while aligning to operational budgets
Inclusion, Antiracism, Diversity, Allyship
Facilitating ID&E workshops is an art and a science. Our facilitators are seeped in the subject matter, the art of facilitation and are learner centered every step of the way.
Virtual and In-Person
With years of experience, our staff has the capabilities and expertise to help your people grow. At Learning Path, LLC, we combine our experience and insights to help your people build skills, and in turn, help your company stay competitive and grow. We’re proud to help you implement learning virtually or in person.
Learning Path, LLC: Global Solutions
Values, Inclusion, Allyship, Diversity
Creating Cultures of Belonging
Strategic Planning Session
We meet you where you are. Building inclusive cultures begins with trust. The competencies of inclusive leadership are also the competencies of successful leaders. We partner with you to determine your goals, organizational readiness, systems, and a strategy aligned with the operational budget.
Talking about race, supremacy, sexism, sexual preference, gender identity, politics, being differently abled in organizations constructed for ableism is not easy. We are professionals at facilitating these conversations. Bringing together different perspectives, and leaving with greater understanding and empathy is our goal and our experience facilitating these conversations.
Inclusion, Diversity, Managing Bias and Allyship Curriculum
Creating Cultures of Belonging
Practicing inclusion means practicing the
behaviors that communicates "You Belong Here."
Now more than ever we live, work, play and learn with people who look, think, and have different beliefs than we do. Diversity is increasing with every generation and our ability to embrace and communicate effectively, across differences, is a skill, and can be learned. People leaders are on the front line. Yes, inclusion is everyone’s responsibility, but people leaders carry a greater weight. Research shows an employee’s direct supervisor, is the greatest contributor to an employee’s sense of belonging or exclusion.
Creating Cultures of Belonging
The Creating Cultures of Belonging curriculum is a series of five 3.5 hour workshops delivered in a brain (and body) friendly framework. The courses are spaced every three weeks for maximum practice and integration between classes. Participants will experience research and neuroscience grounded content, learner centric practices, and adult learning methods to engage individually, in paired groups, and small groups, both in and between workshops
Experience Innerleadership as an anchor to do the work of inclusion
Practice building empathy muscle
Learn and practice reflective listening
Assess dimensions of diversity and the impact and influence in ones personal and professional lives
Explore bias and the brain
Practice recognizing and interrupting bias or exclusion
Broaden perspective through self-directed education
Learn to champion inclusion through Allyship
Please attend with a willingness to be stretched, to sit with discomfort, to be vulnerable and authentic. With openness to mindfulness, empathy, curiosity, practice and sharing experiences you will leave this process further along the continuum to becoming an inclusive leader. Better equipped to infuse inclusive behaviors throughout your organization and foster a feeling and culture of belonging. The secret sauce of organizational capability.
The work of inclusion begins with you. Hence, Creating Cultures of Belonging (CCOB) begin with Innerleadership. Defined as the ability to observe your thoughts and act with agency, supported by your values and an inner knowing that you will be alright no matter what.
This course is designed to empower you and help equip you to deal with inner resistance, stress, and the anxiety practicing inclusion, managing bias and learning to be an anti-racist are prone to evoke. Resilience begins within. The design is collaborative, experiential, and skill based. It includes researched based assessments, practice, feedback and individual and group reflection. The learner-centric workshops engage the group before, during, and after the course.
Learning organizations exist when people engage in continuous learning. We all have a comfort zone, panic zone and a learning zone, which is located between the extremes of comfort and panic. Innerleadership equips participants with tools and strategies to stay in their learning zone.
•Describe Innerleadership and its three Superpowers
•List the skills necessary to practice inclusion
•Identify your cultural context
•Practice using one simple question to practice curiosity and increase self-awareness
•Use mindfulness practices to pause and reflect
•Describe how to use your values as a bridge to understanding across differences
•Use the three superpowers of self-awareness, mindfulness and your values as a foundation to practice inclusion
Diversity & Authenticity, The Power of Differences
Leverage the Power of Differences
Diversity & Authenticity, The Power of Difference, defines a broad definition of diversity; inclusive of everyone. The course helps participants identify diversity and authenticity as their superpower, and the superpower of others.
Diversity & Authenticity, The Power of Differences examines diversity, privilege, and diversity dimensions that impact inclusion, access, power, and belonging.
Providing experiential learning methods to identify the value of diversity, and check privilege to support inclusion.
Define diversity and why valuing diversity matters
Describe what authenticity is an isn’t
Share what is authentically you
Identify and address barriers to valuing diversity and authenticity
Practice reflective listening as a way to build trust and value diversity
Recognize how education impacts our worldview
Assess the diversity in our lives and the impact
Create an action plan to increase your exposure and understanding of different ways of being in the world
Bias, both conscious and unconscious impacts behavior and decision making. Managing Bias focuses on practicing strategies to recognize and address bias. It does not seek to convince participants that they are bias instead, experientially participants experience their own bias. Learning to manage biases that create exclusion is a skill one can learn, if willing to examine ones own unconscious biases, and make more of the unconscious conscious. Inclusive organizations, where people feel included and united around the achievement of shared business goals are simply more profitable. When people feel valued they add value.
Define bias and implicit bias
Experience your brain’s propensity for bias
Recognize the subtle messages of implicit bias
Practice surfacing bias
Identify ways to practice self-compassion and manage the guilt, shame and grief that surfaces while making unconscious bias conscious
Explore some ways implicit bias shows up in the workplace
Practice 5 strategies to interrupt bias
Create an action plan to increase your ability to recognize and address bias
Practice behaviors that communicate you belong and are valued
This workshop provides opportunities for people leaders to consider their own and their direct reports’ experiences feeling included or not. Introduces the C.U.P. conversational model to build the trust needed to create a culture of belonging. Gives participants practice building the skills of empathy, compassion, and
courage. Provides reflection and small group discussion time to identify ways to lean into other’s experiences
Connect with the feeling of exclusion
Develop your Inclusion Spidey-Sense
Identify your role as an inclusive leader
Use a framework for inclusion to notice where your people are at
Identify who needs support and why
Practice having conversations to address situations and interactions that aren’t inclusive
Reflect and and take action