The importance of courage in being an inclusive leader

Very often when I am providing clients training in being effective diversity council or employee resource groups leaders, I include the Deloitte model of the 6 attributes of being an inclusive leader. The six are: Commitment, Courage, Cognizance, Curiosity, Cultural Intelligence and Cooperation. One of the six that leaders often find most challenging is courage. In a recent training with a client, 8 of the 14 participants, over half, shared that they found courage the most challenging of the six attributes. In fact, for two other recent clients, courage was either the most or second most challenging

A guest blog I published in 2018, written by Dr. Cecilia Orellana-Rojas, the National Diversity Council’s Senior VP of Strategy and Research, highlighted the importance of courage in diversity leadership. In “Leaders Must Exercise Courage to Lead Inclusively,” Cecilia provided several examples of courageous corporate leadership around pressing diversity issues in our country.

I have now developed a short training module on being a courageous inclusive leader. Some main points from this session:

What is courageous leadership? Courage is a powerful word – its Latin origin is “cor,” meaning heart. Courage is the mental or moral strength to venture, persevere, and withstand danger, fear or difficulty. A leader is someone who has commanding authority or influence and can motivate a group of people to act toward achieving a common goal.

So putting the two together: a great courageous leader is someone who has influence and can effectively motivate a group to act towards achieving a common goal because they have the mental and moral strength and will persevere and withstand danger despite their fears and the difficulty of the challenge. (source: “What’s Courage Have to Do With Leadership” – THRIVE by Dagmar Meachem.

One element of courage is being brave and breaking new ground

Two elements of Courage. From the Deloitte inclusive leadership model, two elements of inclusive courage include:
• Humility – being aware of your own personal strengths and weaknesses. That includes seeking the contributions of others – not going it alone.
• Bravery – being an agent for change and the positive impact diversity and inclusion can have. And that includes challenging organizational attitudes and practices that promote homogeneity.

Eight ways to develop courageous leadership. You should read the article from Socoal yourself to see all eight and to do your own self-assessment, but they include having the courage to seek feedback, having the courage to innovate, being able to admit mistakes, letting go of “precious practices” and being able to engage in “difficult conversations.”

Please do be in touch if I can provide a workshop on this great topic for your organization!

My 2022 Diversity, Equity and Inclusion Trainings and Offerings

Doing what I love most on my 64th birthday – teaching a DiversityFIRST certification best practices session in Chicago (2019) prior to attending my 40th MBA class reunion.

This blog has lots of links to explore!

As we head into 2022, I thought it might be good to summarize in one of my blogs my growing portfolio of diversity consulting and training offerings.

Like the previous two years, I will continue to serve as the National Diversity Council’s Vice President of Training, where I facilitate several of their educational and certification offerings as well as serve as a consultant on staff; and I will also offer my services through my own consultancy, Total Engagement Consulting by Kimer.

Please contact me at any time to line me up to work with you in 2022, or with any questions about my National Diversity Council offerings.

My work with the National Diversity Council in 2022 will include:

• Continuing to serve on the faculty of the National Diversity Council’s intensive 5-day  DiversityFIRST™Certification Program, which prepares professionals to create and implement highly successful diversity and inclusion strategies. I will facilitate best practices in inclusive recruiting, diversity councils, employee resources groups and diversity awareness / training. The NDC plans to offer 14 virtual and 2 in-person sessions throughout 2022. You can view all the dates using this link and scrolling down.

• Facilitating our ERG Academy three times in 2022: February 15, May 17 and September 27. The sessions are ideal both for organizations that want to start ERGs and for those who have them and want to make them more effective. The target audience includes ERG leaders, HR teams supporting ERGs, ERG executive sponsors, and ERG members who want to help them grow. We also offer private ERG Academies if you want to engage all your leaders in your own customized session. Check out the ERG Academy page for information and to register using the schedule tab.

• Facilitating two of our half-day DiversityFIRST™ Virtual Suite offerings: “LGBTQ in the Workplace and Marketplace – Strategy and Execution” on May 11th, and “Inclusive Recruiting, the How and the Why” on August 17th. Link to the entire 2022 Suite description page … scroll down by date.

• In addition, continuing to consult with NDC clients on overall diversity strategy, customized DEI training, forming and growing employee resource groups, forming and training diversity councils, and more!

And my own Total Engagement Diversity Services include:

• Wholistic diversity consulting services including engaging your senior leadership, doing a diversity-focused employee survey, building a diversity strategy and DEI strategy and plan execution.

I frequently do workshops on the leading edge topic of gender identity and expression, and use of pronouns

• Customized DEI training that can be delivered in person or via zoom. Training and speaking topics include Introduction to DEI, Unconscious Bias, Diversity in Language and Communications, Inclusive Leadership and more.

• Leading-edge topics in the LGBTQ+ diversity realm including supporting gender transitioning employees in the workplace, supporting non-binary employees and use of pronouns.

• Customized training for your HR teams and managers around mitigating organizational unconscious bias and inclusive recruiting.

Please do get in touch … I look forward to enthusiastically working with you in 2022!