We just don’t know how to get to a place we haven’t specifically-named and strategically-targeted. The trajectory phase is all about establishing some goals for this work, informed by the principal stakeholders and buoyed by current best-practices. This phase will be a combination of listening, debriefing, and strategy sessions, so that I and your primary leadership team are in alignment about what the work is, how we want to see it happen, and why its success matters.
We only ever rise to the height of our best understanding, and so the launch phase is all about broadening and deepening our knowledge of the vocabulary, ideas, and strategies around building a truly inclusive culture. We’ll spend time unpacking the baggage that always comes with conversations centered in perception and personal experience, and we’ll cast compelling vision for something more. I always focus on creating a no-blame, no-shame learning environment, where each person is invited into a better version of themself and the organization.
All kinds of bumps, potholes, and detours can happen on a journey, and this one is no exception. In fact, we plan for it. Almost everything about diversity, inclusion, and equity – and the culture it all sits in – is a quickly-evolving conversation that affects stakeholders in a variety of disparate ways, and you’ll want coaches at each level who can engage in critical, reflective conversations on-the-spot and in real-time. The guiding phase is all about preparing those SpaceCreators with the tools they need to guide their teams toward greater inclusion and better culture, every day.
This is about listening to all our stakeholder voices, and ensuring that the work we do is both responsive to where we are and aspirational toward what we can become.
We just don’t know how to get to a place we haven’t specifically-named and strategically-targeted. The trajectory phase is all about establishing some goals for this work, informed by the principal stakeholders and buoyed by current best-practices. This phase will be a combination of listening, debriefing, and strategy sessions, so that I and your primary leadership team are in alignment about what the work is, how we want to see it happen, and why its success matters.
This is about learning who we are, what we want, and about figuring out how to leverage the very best of ourselves toward our and our organization’s mission and vision.
We only ever rise to the height of our best understanding, and so the launch phase is all about broadening and deepening our knowledge of the vocabulary, ideas, and strategies around building a truly inclusive culture. We’ll spend time unpacking the baggage that always comes with conversations centered in perception and personal experience, and we’ll cast compelling vision for something more. I always focus on creating a no-blame, no-shame learning environment, where each person is invited into a better version of themself and the organization.
This is about leading from where we are toward where we could be, positioning key voices in strategic places, utilizing growth-centered conversations that invite people into better.
All kinds of bumps, potholes, and detours can happen on a journey, and this one is no exception. In fact, we plan for it. Almost everything about diversity, inclusion, and equity – and the culture it all sits in – is a quickly-evolving conversation that affects stakeholders in a variety of disparate ways, and you’ll want coaches at each level who can engage in critical, reflective conversations on-the-spot and in real-time. The guiding phase is all about preparing those SpaceCreators with the tools they need to guide their teams toward greater inclusion and better culture, every day.
