Get Ahead with Ready-Aim-Aspire

 People with a strong network are more engaged, better collaborators, innovators, more likely to ask for help in closing a business deal, and landing a job or new role. Having a strong network of relationships helps employees increase their ability to reach out, influence, understand what may be going on behind the scenes, find sounding boards for ideas, and get help in situations when the existing processes may not help them get things done.
It is clear that having a strong network is a critical element to career success, job satisfaction, and retention. Yet, we know that many people do not spend time nor build intentional networks, and this impacts their ability to be successful in their roles, feel connected to the organization, and to achieve career growth.
This workshop explores the importance of networks and gives each participant an opportunity to document their network, evaluate it – rating the relationships in it, and develop a plan to enhance it.  Included is an opportunity for participants to form new and meaningful  relationships and build their network with intention toward achieving career goals.
 - "Building Meaningful Connections is an engaging, interactive workshop which provided new insight into how to assess and evaluate your current network and build a powerful new network based on where you want to take your career. My big ‘ah-ha’ was that my network should reflect what I want my next position to be!”
 - "I just wanted to quickly tell you how valuable I thought yesterday’s program was. I have lately felt stuck in my position, although I truly love my job.  The tips and tools I learned yesterday made me reconnect with what is best about my professional self, and to return my confidence in what I bring to our community. I’m sure that I speak for most women here when I say thank you, and this type of support is EXACTLY what we need to succeed and contribute to our company.”
 - “This workshop definitely took “Networking” to a new level as I feel that I really learned how to leverage my network and use it to my advantage”.

Leading a Culture of Inclusion in Today's Environment
High-performing organizations that are concerned with long term prosperity and growth recognize that the aim of diversity is not just meeting compliance targets but tapping into the diverse perspectives and approaches each individual employee brings to the workplace.
When freely expressed differences are valued, and all employees have the support they need to take risks, learn, and develop their careers, inclusion becomes a source of strength and employees can help customers solve their toughest problems.
Our interactive leadership program includes facilitated exercises and dialogues as well as self-reflection along with “What to Do Next Week” action planning.
Program components:

1. Understand why inclusion is a business imperative and the cost of downplaying differences at work.
2. Discovery of the impact of individual and group bias through demonstrations of perceptual and cognitive illustrations.  Review the impact of bias on group dynamics and decision-making as well as strategies to put in place to counter them.
3. In the Action and Accountability portion of the program, leaders look at behaviors that impact organizational/team culture, and commit to individual and group actions to create an inclusive culture.

The combination of these elements is designed to help leaders shift their mindsets and behaviors. The Inclusive Leadership Program serves to broaden thinking and behavior change reflected in conversation from one about problematic issues and people to one about solutions and commitments to an ongoing culture where everyone can thrive.
- "That session was one of the most valuable programs I’ve had the opportunity to attend in terms of insightful and practical steps to identifying how our minds work, and what I myself can do to create a more inclusive culture and build a stronger company.”
- " I greatly appreciated that there was insight for my colleagues and me without blame in this session and we came up with clear solutions to implement so that we create a more inclusive culture and be better leaders  - leveraging all the talent on our teams."

Creating A Culture of Inclusion

When freely expressed differences are valued in the workplace and all employees have the support they need to take risks, learn, and develop their careers, inclusion becomes a source of strength and employees contribute to solving the toughest organizational problems.
The term “equity” is added to inclusion because equity describes the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.
Moving beyond traditional diversity programs to focus on inclusion requires that companies help leaders adopt a myriad of required skills: embracing new ideas, conducting courageous conversations, becoming more comfortable with disruption, understanding privilege and valuing differences.
This virtual workshop is focused on building, valuing, and rewarding inclusive leadership within this era of uncertainty. It combines facilitated exercises and dialogues with self-reflection and “What to Do on Monday” action planning.  Objectives include:

1. The Importance of Inclusion and Culture
2. Individual, group and cultural bias
3. Your role in creating an inclusive culture
4. Commitments
   

Conversations about inclusion move from a focus on problematic issues or challenges to creating shared solutions and commitments. This program supports a healthy and inclusive organizational culture and positions your organization to consciously handle the unknown challenges of our current climate.

Inclusive Hiring
Organizations with a commitment to inclusion and belonging as a focus area of their strategic plan, understand the critical importance of inclusive hiring.  This requires examining hiring practices to identify areas where your company may be unintentionally discouraging candidates of different background and races and eliminating/countering bias in the interviewing and selection process.
Our interactive Inclusive Hiring virtual program includes facilitated exercises and dialogues as well as self-refection along with follow up actin planning. Program components include:

1. Key elements of an inclusive hiring process and why it is important to your company's success.
2. Discovery of the impact of individual conscious and unconscious bias through demonstrations of perceptual and cognitive illustrations. Review of the impact of common biases that specifically impact the hiring process.
3. Effective interviewing and questioning techniques that maximize inclusive hiring.
4. In the Action and Accountability portion of the workshop, participants commit to individual and group actions to create/strengthen inclusive cultures.

These components combine to change behaviors and mindsets. The Inclusive Hiring program supports companies in recruiting and hiring the best qualified diverse talent helping to create and inclusive culture where everyone can thrive.

Oracle, Cadence, HP, SAP, Cisco, Intuit, Intel, Plantronics, AMD, VMWare, Xilinx, Maxim, American Express, Wilbur Ellis, Kaiser Permanente, Deloitte, DLA Piper, Informatica, Fenwick and West, Boston Scientific, New Relic, Impossible Foods, Grocery Outlet, and many more.

DEC Dallas Conference, Center for Talent and Innovation, Conference Board, Working Women, Out and Equal, Diversity Best Practices, Linkage, Watermark Lead On, Professional Business Women of California, Diversity Conference of California, NACME, Executive Leadership Council, HACER, Anita Borg, Catalyst, NALC, Women in Tech, and many more.