A full day workshop exploring the four components of authenticity. Discuss the role role of awareness, vulnerability, accountability and positive mindset and their impacts on leadership and presence. Use case studies to examine leadership models and define your value proposition. Incorporate drivers of engagement to ensure there is modeling for inclusive climates.

A full day workshop exploring the four behavioral styles and how they impact our personal brand. Discuss the role of authenticity, vulnerability and accountability in developing skills and demonstrating value. Explore communication forms, motivators and the drivers of engagement. Connect core values to organization goals. Use ORSC™ tools to build team cohesion.

A one-day workshop exploring how the various behavioral styles show up in the organization. Assess current state communication and the impact on team effectiveness. Learn to speak in “other” communication styles and improve cohesion, productivity and engagement. Create team norms that drive inclusivity, retention and innovation.

Using the 4 components of Authenticity, create your path to leadership that cultivates inclusion and belonging. Build a work environment that attracts and retains diversity through high achievement and engagement. Become a confident self-advocate able to embraces your needs, values and goals.

If you are leading or want to create a diverse, high performing team, you may need to expand your skills. Inspiring multicultural teams requires innovation, cultural awareness and most importantly high EQ. Check out my 5 Tips tips on how to build a skills portfolio vital to building cohesive, diverse and innovative teams.

Want to talk Diversity? Let’s try a disruptive approach for corporate inclusion. Instead of trying to solve diversity for women and people of color as if we were one collective, let’s give each underrepresented group the focus they deserve. When CEOs gets truly serious about an initiative, they fund it and then put their best minds on the task. So, let’s talk about “Why DEI Programs Fail.”

Being and staying Authentic isn’t always easy in corporate structures. The push to mirror majority groups and cover up our real selves can be overwhelming. Daring to be visible and vulnerable comes with practice and self-compassion. Letting go of false humility allows us to contribute our true value. Listen to my journey transitioning from self-awareness to self-embrace on “The Leadership Mind.”

My story is one of Resilience; bouncing back when my first boss put my promotion proposal at the bottom of the stack, right in front of me; never giving up when my team member was given the role that I’d been “acting in” for the past 6 months. Mine is a story of challenges and successes, supported by mentors, coaches, advocates and sponsors. Hear all about it on “Two Peas in a Pod.”

Start your new role being truly authentic. Merge your individual goals with the company mission. Identify advocates and sponsors early. Fast track advancement by maximizing your impact and showcasing your skills. It all begins with great Onboarding. Watch my Women in Technology presentation on How to Design Your Own Onboarding Plan.

Being and staying Authentic isn’t always easy in corporate structures. The push to mirror majority groups and cover up our real selves can be overwhelming. Daring to be visible and vulnerable comes with practice and self-compassion. Letting go of false humility allows us to contribute our true value. Listen to my journey transitioning from self-awareness to self-embrace on “The Leadership Mind.”

My story is one of Resilience; bouncing back when my first boss put my promotion proposal at the bottom of the stack, right in front of me; never giving up when my team member was given the role that I’d been “acting in” for the past 6 months. Mine is a story of challenges and successes, supported by mentors, coaches, advocates and sponsors. Hear all about it on “Two Peas in a Pod.”

Want to talk Diversity? Let’s try a disruptive approach for corporate inclusion. Instead of trying to solve diversity for women and people of color as if we were one collective, let’s give each underrepresented group the focus they deserve. When CEOs gets truly serious about an initiative, they fund it and then put their best minds on the task. So, let’s talk about “Why DEI Programs Fail.”

Start your new role being truly authentic. Merge your individual goals with the company mission. Identify advocates and sponsors early. Fast track advancement by maximizing your impact and showcasing your skills. It all begins with great Onboarding. Watch my Women in Technology presentation on How to Design Your Own Onboarding Plan.

If you are leading or want to create a diverse, high performing team, you may need to expand your skills. Inspiring multicultural teams requires innovation, Cultural Awareness and most importantly high EQ. I’m uniquely positioned in this space because I’ve done it. Here are some tips on how to build a portfolio of leadership skills vital to building cohesive, diverse and innovative teams.