Most of us can think of leaders who were not inclusive, but identifying role models for inclusive leadership presents a challenge. As requested by participants in their discussion last May, Larry Naylor and Kate Neville are returning to present a series of three workshops to further define what inclusive leadership really looks like. The workshops will include several interactive modalities to engage everyone in an experience that will deepen their understanding from a variety of perspectives.
WORKSHOP THREE – Handling Microaggressions in the Workplace Productively
Organizations operate within political and cultural systems they don’t control, and bring together people from a wide range of backgrounds and viewpoints to become colleagues. The only thing these individuals may have in common is the need to work together in order to make a living. In this context, it seems unrealistic to expect that everyone in a workplace will communicate clearly with one another without need for clarification and for attention to how information is conveyed.
A common framework and shared understanding of language is readily acknowledged to be a necessity when working internationally but turns out to be critical to productivity when working within the U.S. as well. Particularly given the bubbles Americans have come to live in with people similar to ourselves, the lack of proximity gets in the way of knowing one another and building relationships across differences.
High-performing leaders, teams, and organizations are driven by results. Anyone within those organizations knows that good intentions are nice to have but certainly never substitute for results. The impact is what counts. In the same way, a person can be right about something, but still not accomplish their ultimate objective. There is a distinction between the two that requires an awareness and the ability to see things from another perspective.
Microaggressions is a misnomer in that the impact can be substantial, and the intent is assumed to be aggressive. They can instead provide an opportunity to learn from one another, share perspectives, and deepen awareness on all sides. This workshop will explore how leaders can anticipate microaggressions and put protocols in place to resolve conflicts when they occur.
Participants must register by 5:00PM on October 26th to receive details on joining the discussion. The Zoom link will be sent out 24 hours before the event.
Please note that no refunds will be issued.
Co-Founder Inclusive Leadership Strategies (ILS)
Larry Naylor served as an officer in the U.S. Army, participated in three combat tours and is a Bronze Star Medal recipient. After working at the U.S. Department of State with Secretary Powell and Secretary Rice, he shifted to the private sector, supervising and facilitating leadership development for a multibillion-dollar global technology company for over a decade.
Larry currently provides transformative leadership development programs, facilitates training initiatives, and consults across a range of management and leadership topics for U.S. and international corporations, federal, state and local government entities, and select non-profit organizations. He has executive certificates from Georgetown University in Leadership Coaching, Strategic Diversity and Inclusion Management and Facilitation.
Co-Founder Inclusive Leadership Strategies (ILS)
For over a decade, Kate Neville has coached leaders and high-performing professionals in global professional services firms, national associations, and prominent non-profit organizations to build skills and accomplish goals as they advance into more senior positions. She frequently facilitates candid conversations among colleagues and teams and presents on topics related to diversity and inclusive leadership.
A graduate of Princeton University and Harvard Law, Kate started her career at Simpson Thacher in New York before working in management consulting. Kate serves as a speaker and coach as part of Diversity Lab’s Move the Needle (MTN) initiative, co-chairs the Diversity Committee of the Women’s Bar Association of DC, and works as a Mentor Coach for the Coach Diversity Institute (CDI). She is certified as a leadership and diversity coach, facilitator, and change management practitioner and, a former New Yorker and Texan, lives in Washington, DC.
Madelyn Sierra is an executive coach and leadership development consultant. She helps clients identify how their skills and behaviors support or hinder their business’ strategic objectives. She coaches them to develop high-performing teams, lead others effectively, manage career transitions and widen their network and sphere of influence. Her clients include executives in companies ranging from start-ups to global corporations in technology, media, financial services, pharmaceuticals, consumer goods, health care, manufacturing and non-profit.
Madelyn is a Harvard MBA. She lives in Manhattan.
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