Services

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.

Instructional Design

Provide innovative learner-centric design solutions that address client needs while aligning to operational budgets

Master Facilitation

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.

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.

Courageous Conversations

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.

Creating Cultures of Belonging

Curriculum

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

Participants will:

• 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.

Innerleadership

Curriculum Pre-requisite

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.

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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.

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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.

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Learning Goals

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•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.

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Learning Goals:

• 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

Managing Bias

Course Goals

​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.

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• 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

Practicing Inclusion

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

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Learning Goals:

• 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