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Often, cultural incompetence is born out of subconscious beliefs that influence behavior.  Those beliefs and behaviors impact each of the targeted areas delineated below. The experiences embedded in the trainings will facilitate critical thinking and reflection causing  new ideas, answers and innovations to emerge helping the organization in efforts to  reach purpose.

 

 

Cultural Competency Training

 

OBJECTIVE

PARTICIPANTS WILL INCREASE THEIR UNDERSTANDING OF DIVERSITY, BIAS AND EQUITY BY DEVELOPING A WORKING OPERATIONAL DEFINITION OF EACH WHICH THEY WILL APPLY TO THEMSELVES AND THEIR PRACTICES TO CREATE EFFECTIVE AND EQUITABLE RELATIONSHIPS AND INTERACTIONS ACROSS DIVERSE GROUPS.

 

THE PROCESS TO ACHIEVE OBJECTIVE IS FOR PARTICIPANTS TO:

  • CAPTURE INFORMATION,

  • EXTEND UNDERSTANDING THROUGH EXPERIENCES AND REFLECTION,

  • APPLY NEW LEARNING FROM EXPERIENCES AND REFLECTION TO LIFE AND PRACTICE,

  • REPEAT CONSISTENT APPLICATION OF NEW LEARNING,

  • COLLABORATE REGARDING CHALLENGES

  • SHARE ACCOMPLISHMENTS WITH OTHERS.

 

MODULES:

  • UNDERSTAND SELF (UNDERSTAND THE INFLUENCE OF SOCIALIZATION AND UNCOVERING HIDDEN NORMS, BELIEFS, VALUES & BIAS

  • UNDERSTAND ACTIONS (SEEING CONNECTIONS TO BELIEFS, VALUES AND ASSUMPTION AND BEHAVIOR)

  • UNDERSTAND & EMBRACE THE NEED FOR CHANGE (REFLECTION TO SELF ASSESS & EVALUATE BEAHIOR OBJECTIVELY IN LIGHT OF DECLARED BELIEFS AND VALUES; FACE THE DISCOMFORT OF THE CONFLICT BETWEEN THE TWO AND DEVELOP RESOLUTIONS)

  • DEVELOP CHANGE STRATEGY WITH MONITORING AND ACCOUNTABILITY (FOR PERSONAL LIFE AND PROFESSIONAL PRACTICE)

 

Strategic Planning Facilitation

OBJECTIVE

ORGANIZATIONAL TEAMS (REPRESENTATIVE OF A CROSS-SECTION OF THE ORGANIZATION) WILL CLARIFY THEIR VALUES, VISION, AND MISSION AS THE FOUNDATION FOR DEVELOPMENT OF THEIR STRATEGIC PLAN.  THE DEVELOPED PLAN WILL BE A ROAD MAP TO SHORT- AND LONG-TERM GOAL ATTAINMENT. IT WILL INCLUDE AN IMPLEMENTATION PATH WITH ACTION STEPS AND ASSESSMENTS TO MONITOR PROGRESS.  ATTENTION WILL ALSO BE GIVEN TO PROACTIVE PROCESSES FOR OPPORTUNITIES AND CHALLENGES DURING IMPLEMENTATION.

 

THE PROCESS TO ACHIEVE THE OBJECTIVE IS FOR ORGANIZATIONS/TEAMS TO:

  • IDENTIFY VALUES

  • ASSESS ALIGNMENT OF VALUES TO VISION AND MISSION

  • ADJUST AND EDIT VISION AND MISSION AS NEEDED

  • IDENTIFY CURRENT AND DESIRED STATE

  • IDENTIFY GOALS AND OBJECTIVES TO REACH DESIRED STATED

  • IDENTIFY OBSTACLES AND NEEDS TO REACH DESIRED STATE

  • COMPLETE PROBLEM-SOLVING PROCESS

  • ADJUST GOALS AND OBJECTIVES

  • APPLY REALISTIC TIMELINE

  • DEVELOP ASSESSMENT AND EVALUATIVE MILESTONES

  • CREATE COMMUNICATION PLAN FOR DISTRIBUTION OF PLAN

MODULES

  • VALUES, VISION, AND MISSION

  • BEGIN WITH THE END IN MIND

  • PROBLEM-SOLVING

  • COMPILE FINAL DRAFT OF STRATEGIC PLAN

 

Team Building

OBJECTIVE

TEAM MEMBERS WILL CLARIFY AND OPERNATIONALIZE THE PURPOSE OF THEIR TEAM AND THE LEVEL OF THEIR ACCOMPLISHMENTS WHEN THEY ARE WORKING TOGETHER EFFECTIVELY.  EACH MEMBER WILL IDENIFY THEIR ESSENTIAL DUTIES AND HOW, WHEN THEY ARE FUNCTIONING OPTIMALLY, IT IMPACTS THE GROWTH AND EFFECTIVENESS OF THE ENTIRE TEAM.  OBSTACLES AND CHALLENGES TO TEAM DEVELOPMENT WILL BE ADDRESSED ALONG WITH CONFLICT RESOLUTION STRATEGIES THAT SUPPORT OPEN AND RESPECTFUL COMMUNICATION AND RELATIONSHIPS RESULTING IN INCREASED TEAM PRODUCTIVITY AND SATISFACTION.

 

THE PROCESS TO ACHIEVE THE OBJECTIVE IS FOR ORGANIZATIONS/TEAMS TO:

  • IDENTIFY COMPONENTS OF AN EFFECTIVE TEAM

  • ANONYMOUS ASSESSMENT OF TEAM EFFECTIVENESS

  • DISCUSSION OF HISTORICAL VIEW OF TEAM

  • IDENTIFY ESSENTIAL CONTRIBUTIONS OF EACH PART OF TEAM

  • IDENTIFY CURRENT AND DESIRED STATE

  • IDENTIFY AND CATEGORIZE OBSTACLES TO ACHIEVE DESIRED STATE

    • RELATIONAL

    • TRUST

    • COMPETITION

    • KNOWLEDGE

    • ENVIRONMENT/CULTURE

  • DEVELOP AND EXPERIENCE STRATEGIES TO ELIMINATE/REDUCE OBSTACLES

  • DEVELOP PROACTIVE PLANS TO COMBAT RETURNING TO FORMER STATE

 

COMPONENTS

  • WHAT IS A TEAM?

  • MIRROR, MIRROR, ON THE WALL

  • THE CHANGE PROCESS

 

Reach Purpose Workshop

OBJECTIVE

THROUGH INTERACTIVE EXPERIENCES THE FOUNDATION WILL BE FORMED THAT WILL SUPPORT THE DETERMINATION AND INTENTIONALITY NEEDED TO ACHIEVE PUPOSE. 

PARTICIPANTS WILL DEVELOP A PURPOSE ATTAINMENT PLAN WHICH IS A CONCRETE VISUAL OF NEXT STEPS TO RELEASE THEIR FULL POTENTIAL TO REACH PUPOSE. 

 

THE PROCESS TO ACHIEVE OBJECTIVE IS FOR PARTICIPANTS TO:

  • PROCESS WHAT PURPOSE IS AND WHY IT IS SO IMPORTANT

  • EXTEND UNDERSTANDING OF PURPOSE THROUGH FUN AND ENERGETIC EXPERIENCES AND REFLECTION

  • CLARIFY VALUES

  • ASSESS ALIGNMENT OF VALUES WITH PAST AND CURRENT DECISIONS AND ACTIONS

  • IDENTIFY TALENTS/SKILLS

  • IDENTIFY CONNECTION BETWEEN VALUES AND TALENTS/SKILLS

  • DEVELOP LIFE PURPOSE STATEMENT

  • IDENTIFY OBSTACLES AND RESOURCES TO SUPPORT PURPOSE ATTAINMENT

  • DEVELOP PURPOSE ATTAINMENT PLAN WITH IDENTIFIED RESOURCES AND ACCOUNTABILITY PARTNERS TO SUPPORT SUSTAINED IMPLEMENTATION

  • JUST DO IT!

 

Keynote Speaking

OBJECTIVE

TO SET THE TONE FOR THE EVENT THROUGH ENERGETIC MOTIVATION WHICH STEEPS THE PARTICIPANTS IN ANTICIPATION OF NEW LEARNING AND EXPERIENCES THAT WILL HAVE MAJOR IMPACT ON THEIR LIVES AND/OR PROFESSION BEYOND THE TIMEFRAME OF THE EVENT.

 

THE PROCESS TO ACHIEVE OBJECTIVE:

  • RECEIVE A THOROUGH BRIEFING OF THE EVENT AND ITS PURPOSE

  • AUDIENCE DEMOGRAPHICS

  • DESIGN/ADAPT KEYNOTE ADDRESS TO ENSURE ALIGNMENT

  • RESPECTING/ACKNOWLEDGING THE AUDIENCE AND THEIR EXPERIENCES

  • INCLUDE INTERACTIVE PROCESSES

  • EMPHASIZE THE NEED FOR INTENTIONALITY

  • PROVIDE INSPIRATION AND A SENSE OF POSSIBILITY THAT LASTS BEYOND THE EVENT