As the dramatic shift to a highly diverse and expressive workforce continues, leaders know they must create the culture that embraces an understanding, acceptance of differences as well as similarities. They know the cultural and racial backgrounds and experiences of diverse employees and clients can enrich the organization, making it more innovative and competitive.

Enhancing your ability to recognize micro-affirmations and micro-aggressions enables you to work more effectively with all team members while appreciating the diversity of thought they bring to the organization. The added benefit is the skills learned can be used professionally and personally thus reducing stress and enhancing positive interactions.

This interactive, non-judgmental, and fun program provides an opportunity for you to discover your own level of knowledge and understanding of people different from you, and then apply the principles of inclusion to build relationships. By exploring the biases that inform some behaviors and impede productivity, you will be better equipped to turn barriers into bridges and focus on inclusive actions when you return to their organization.

Takeaways:

As a result of attending this session, you will be able to:

• Improve your awareness of the impact of biases
• Limit the influence of hidden biases on decisions
• You will be able to apply the 4-Part Compass to expand your cultural competence

[Turning Barriers to Bridges is the prerequisite to this virtual or in-person presentation; 2 hr. minimum]

Inclusive cultures encourage authentic conversations whether in the context of mentoring, performance evaluation, or day to day interactions. In today’s siloed society, having candid dialogue is more challenging than ever.

There are barriers, booby traps, and blocked roadways on our journey toward achieving a culturally competent work environment. People say and do things in the workplace without malice of intent, but nonetheless, some of these actions create a less than inclusive workplace.

The biggest barrier to having an open dialogue when these challenging situations occur is fear. The main reason people do not speak up when they experience micro-aggressive behaviors is that they do not know how to do so, especially if they must interact with the colleague on a regular basis.

Lenora’s four-step process called S.T.O.P. is easy to use and produces long lasting results. It works because there is no blame or shame in the process. Her Actions for Allies dialogue technique enriches the learning and listening process.

Join her in this highly interactive skill-based session to learn techniques that can be used at work, home, and even with children.

Takeaways:

• Identify common micro-aggressions that impact relationships
• Apply the 4-step S.T.O.P. feedback process to disrupt micro-aggressions
• Determine when to use  S.T.O.P. as an observer or when you are the offender
• Actions for Allies dialogue process

Are you ready to go beyond multicultural awareness? Are you ready to create a respectful, engaging environment that utilizes its diversity of talent to gain a competitive advantage? If so, this program is for you. By participating in this session, you will be able to:

1. Define a practical framework for creating a safe space for constructive conversations with individuals, and teams related to race, gender, social issues and other sensitive topics.
2. Examine approaches that strengthen your ability to be an ally, an advocate to expand the sense of belonging for all team members.
3. Experience TTEC’s Humanify BOTS (an AI technology).

This presentation is skill-based and is designed for people who have completed the Turning Barriers to Bridges by Disrupting Bias workshop or other DEI awareness session.

Join Lenora for this virtual or in-person session. You will leave with actionable tactics and strategies that drive success with sensitive conversations.