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It is our ability to create safe environments and facilitate honest conversations that informs our approach to organisational development. Through careful listening and asking incisive questions, we allow our clients the time and space to explore exactly what it is they are trying to solve for and therefore what the best solution(s) may be.

Reunião de analistas
  • Appreciate and be convinced of the benefits of delegating and be introduced to a delegation process to support their practice.

  • Explore the risks associated with delegating and become clearer about what they can delegate and what they must retain.

  • Be better equipped to make more informed decisions about who to delegate to, taking account of issues of bias, pre-judgements, stereotypes etc.

  • Be provided with insights and practical tools to help them to embed delegation as one of the powerful tools in their managerial tool-kit.

  • Have created a list of those things they can/should delegate.

How Inclusive Leaders Delegate Effectively

reunião de negócios
  • Understand the link between a culture of inclusion and the ability to have mutually beneficial ‘high-stakes’ conversations.

  • Understand why we find crucial conversations difficult and have heightened awareness of what is ‘going on’ for both you and the other person during ‘high-stakes’ conversations.

  • Have identified their current approach to crucial conversations and explored additional approaches that they could add to their repertoire.

  • Have been provided with a tool-kit for communication that they can apply immediately back in the work-place.

Inclusive Leadership: Crucial Conversations

reunião de negócios
  • Understand the key components of an inclusive team and the pivotal role the manager has in creating the culture in which inclusive teams can emerge and be successful.

  • Understand the importance of establishing identity, purpose, values and beliefs for inclusive teams.

  • Leave with tips, tricks and techniques on how to make your team more effective.

How Inclusive Leaders Build Inclusive Teams

Reunião da equipa
  • Understand the 4 pillars of Emotional Intelligence

  • Understand the significance and impact of Emotional Intelligence

  • Have a greater empathy with and recognition of the emotional needs of others and understand how that impacts performance

  • Increase their level of personal resilience

  • Be able to apply and share what they have learned through the tools, tips and techniques they learn

Developing EQ

Reunião de equipe de brainstorm
  • Be able to describe the benefit of taking the TCfIL coaching approach and how it can help in creating a more inclusive environment.

  • Understand what coaching is and is not and how (through taking a coaching approach) they can create an inclusive environment in which everyone can contribute more effectively to the productivity of the team.

  • Be introduced to a coaching model that they can use alongside their other people management functions of tasking, delegating, reviewing etc.

  • Have had the opportunity to practice their skills as a manager/coach and discussed their strengths and areas for development.

How Inclusive Leaders Coach

Discussão em grupo
  • Have a clear understanding of what feedback is and isn’t and explore what might stop them from giving feedback.

  • Begin to see giving (and receiving) feedback as a powerful, positive way of supporting and developing their team.

  • Explore how bias, pre-judgements, stereotypes etc. can affect feedback.

  • Add an easy to use feedback tool to their bank of tools and models that will enable them to give quality feedback.

How Inclusive Leaders Give Quality Feedback

Discussão equipa
  • Understand how people perceive change.

  • Understand the difference between change and change management Have a working knowledge of the Kübler-Ross.

  • Change Curve Enhanced coaching skills to support staff through change.

  • Have a toolkit for managing change.

How Inclusive Leaders Manage Change

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  • Understand the science of why some people are more resilient than others Understand why some people resist change.

  • Have a toolkit to support staff to develop resilience.

How Inclusive Leaders Build Resilience

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  • Understand how to prepare and structure the conversation.

  • Be better able to talk about strengths and areas for feedback.

  • Know how to handle difficult topics and be able to position the direct report for the upcoming year.

How Inclusive Leaders Have Year- End Conversations

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  • Understand that well set goals inspire and are capable of, not only getting people going but keeping people going.

  • Understand that one of the primary reasons that we don’t keep our resolutions is that we lack the resolve that comes with believing in something.

  • Understand that goals are good but how and why that goal is set is crucial because a goal properly set is a goal halfway achieved.

How Inclusive Leaders Set Goals

Em uma reunião
  • Understand and learn what good facilitators need to be, have and do.

  • Have genuine insight into the habits and best practices of facilitators Reflect on facilitator moments.

How Inclusive Leaders Facilitate Meetings

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  • Understand it’s impossible not to communicate.

  • Learn that in communication everything counts.

  • Understand the need for congruence between the meaning, message and messenger.

How Inclusive Leaders Communicate Effectively

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  • Be reminded that the risks of failing to manage inclusion and the potential for micro- exclusions are increased considerably in the case of the remote worker.

  • Reflect on the primacy of treatment and be introduced to practical tools to help bridge the distance between themselves and their remote team members.

  • Be introduced to a variety of inclusive communications tools, including: Vowel Meetings; Options to Actions; Issues; Hurdles & Actions and Top Tips for Managing Remote Teams.

How Inclusive Leaders Manage Remote Teams

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  • Better understand what managers have to be, have and can do to enable those who work for them to improve their ability to generate ideas.

  • Provide managers with brainstorming and problem solving tools that will enhance the performance of their teams.

  • Experience three of Edward deBono’s creative thinking tools: Six Thinking Hats; the Concept Fan and Random Word.

  • Explore a number of other practical tools for dealing with procrastination, problem solving and achieving goals.

  • Understand that environment is key when seeking to facilitate generative thinking.

How Inclusive Leaders Generate Thinking

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  • Understand what makes difficult conversations difficult.

  • Understand what causes conflict and how it escalates through its five stages.

  • Know how to confront the need for change in others.

  • Discover how to mediate conflict amongst co-workers.

  • Realise the power of active listening.

  • Be able to apply and share what they have learned through the tools, tips and techniques they learn.

How Inclusive Leaders Resolve Conflict

  • Recognise that conditions are as, if not more important than pay.

  • Know the steps of career development including: Self-assessment; Career awareness; Goal setting; Skills development and Performance management

How inclusive Leaders Develop Their People

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  • Understand how inclusion connects with and impacts on day-to-day relationships and performance.

  • Have begun to identify sustainable ways of getting more out of more of their people, more of the time.

  • Have had the opportunity to review and confirm their learning throughout the session and to identify personal actions to better manage inclusion.

  • Be provided with insights and practical tools to ensure that they are better able to contribute to the effectiveness of their team and increase their understanding of what they need in- order to be an effective team member.

Why Inclusion Matters

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  • Understand/be reinforced in their understanding that inclusion is about performance and be better equipped to actively facilitate the inclusion of all their people all the time and thereby achieve better and more sustainable results.

  • Appreciate what constitutes ‘negative treatment’ and the impact this can have on people, often without the ‘perpetrator’ even being aware of their actions or omissions.

  • Better understand that their team is diverse (even if their team consists entirely of middle aged, middle class, white male Christians) and what this means when it comes to facilitating their performance, learning and personal growth and development.

  • Be introduced to tools that they can use in their day-to-day work that will enable them to get more out of more of their people more of the time.

Inclusion: What’s In It For Me?

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  • Be brilliant on purpose by understanding fundamental drivers which are: vision, mission, purpose, beliefs and values.

  • Recognise how to link personal contribution to departmental objectives, organisational corporate objectives in the context of the organisational vision.

Vision, Mission & Values

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  • Understand what it means & why it matters.

  • Understand the link between Inclusion & Integrity - How to be included and be who you are Understand what it means to be a person of influence.

  • Understand we are all role models. The question is what type of role model am I?

Managing your own inclusion

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  • Understand why we have to see difference.

  • Understand the journey from exclusion to inclusion.

  • Understand the difference between assimilation into dominant culture, pluralising the corporate identity and the preferred state of fitting together.

  • Understand how to tell our stories, live our truths as personal effectiveness enablers Understand how to move beyond being ally.

Communities Round Table

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  • Understand the four key components to attaining cross cultural fluency (cultural intelligence CQ): CQ drive, CQ knowledge, CQ strategy and CQ action.

Developing Cross Cultural Fluency

Encontro de negócios casual
  • Listen and to and discuss Cancel the Sunshine.

  • Participants will understand: It is okay to talk about mental health at work and understand the support available from your employer.

Inclusion, Health and Wellbeing in the Workplace

  • Understand how to develop job specifications and person specifications to fit the current recruitment needs of the business.

  • Understand how to minimise bias in recruitment, selection and development processes Understand the difference between hygiene factors and motivational factors for staff.

How inclusive Leaders Recruit, Retain & Develop Talent

Colegas trabalhando juntos
  • Understand the relationship between teamwork and inclusion
    To appreciate the importance of, and how to create a common purpose.

  • Understand how to build trust and make the connection between feeling included as being valued, motivated, engaged and trusted.

Promoting Teamwork & Inclusion