Inclusive Leadership Training
Available As:
In-house training
- Face-to-face (flexible structure <15 people)
- Live virtual (flexible structure <15 people)
- Conferences and events (<500 people)
- Webinar (1hr introduction <1000 people)
- With or without actors
- Fully customisable
Authentic Inclusive Leadership Training – 2 Days
As the workplace becomes increasingly diverse in this hyper connected and virtual world, the significance of Authentic Inclusive Leadership has never been more important.
With a focus on culture, relationships, and decision-making at each level of the organisation, this course empowers leaders to develop a productive, harmonious, and committed workforce.
This two-day programme is available as a one-off programme, or as part of a comprehensive modular approach. Our inclusive leadership courses explore the power of authenticity in creating space for diversity and inclusion. We introduce tools to develop self-awareness and reflective practice and build the confidence of leaders to become visible and authentic role models.
Course Content
Defining inclusion and authenticity – challenging questions
The course begins by considering our personal experiences as leaders of being inclusive to everyone we work with. We then explore what happens when we exclude some groups of people within the workforce, and the impact this might have on outcomes and performance. We explore what our vision for an inclusive culture looks like, whether our vision is aligned, and the leadership behaviours needed to get there.
We ask ourselves how authenticity shows up for each of us at work and what benefits there are to being authentic leaders, both for ourselves and for the people around us. We examine the benefits of authentic leaders to the organisations we work with.
Traits of inclusive leaders
Through group discussion, we explore the traits of inclusive leaders. What are the behaviours and attitudes of leaders who are truly inclusive and who create space for others to bring their whole self to work?
We explore our frame of reference as leaders, the perspectives we relate with, and how we can open our world view to broaden our understanding of different groups of people and what they might contribute to successful performance.
Self-awareness – tools to develop awareness and reflective practice
Through reflective group activities, we explore the steps we can take and strategies to uncover and mitigate the impact of structural inequities and bias on decision-making and working relationships.
We explore how to practice mindfulness as a way of maintaining awareness during the times when we may act without conscious thought. When we get it wrong, we consider the importance of being open and demonstrating humility when receiving feedback.
Role modelling and creating space for authenticity
Allyship behaviours are critical for people to feel safe to be completely authentic. This part of the session considers what allyship behaviours look like for leaders, how leaders can role model those behaviours, the links between allyship and authenticity, and practical ways to identify and encourage allies in the workplace.
Humility and openness – an activity to explore how open we are as leaders
This part of the session is designed to get people out of their comfort zones and feeling comfortable with being uncomfortable.
Putting leaders on both sides of the conversation (and with the option to use actors on live virtual versions of this course), we practice challenging and being challenged in context-relevant scenarios. We provide tools and language to help challenge without confrontation and develop leaders’ self-awareness of their reaction triggers.
The lines between professionalism, meaningful connections, and being real at work
Leaders being real at work is a powerful way to create psychologically safe spaces. The COVID-19 pandemic has proven that humanising leaders helps build positive environments in which the workforce can be themselves and as a result improve their performance.
We consider how leaders can be real at work to build meaningful connection, and how to set boundaries for workplace friendships.
My action plan
As we approach the end of this session, we take a forward-looking view: what changes do I intend to make in how I am more inclusive and recognise the diversity amongst my team? What will I do to be more authentic? How will I encourage those around me to be more authentic and play to their strengths?
Let's get started..
Contact us with your availability for a call and we will send you a proposal, programme outline and quotation for your learning and development project.
Use Actors in Your Training
Through clever script writing, goose-bump inducing delivery and professional facilitation we can bring so much to life. We stimulate emotion, penetrate the long-term memory and create lasting change.
When we use live drama, we are able to have the actors play out the scenario and then be hot seated for the audience to ask them questions whilst they remain in character. Hot seating works so well because actors work with a pre-rehearsed backstory, so they are able to respond in character. They progressively reveal unexpected elements of their story that will not have previously been told. It can bust assumptions that the audience might have made based on the scenario (situation) but not fully understanding the impact at first sight.
Using actors in this programme enables us to bring to:
- See a typical situation from a different perspective
- Give attendees a chance to challenge the actors whilst they are still in character
- Demonstrate that things aren’t always what they seem at first glance
- Provide delegates with an opportunity to test out alternative ways of approaching different situations
- Create an experience which stays in the long-term memory
Case Study
Kuwait Fund for Arab Economic Development
Upskilling engineering, architectural and bio-medical graduates“I want to take the chance to thank you again for this wonderful course, it’s been my absolute pleasure and honour to be trained by you. I honestly learned a lot during this week, I hope we will keep in touch.”
READ CASE STUDY