Jennifer Brown Consulting’s Post

What an incredible evening! I was thrilled to attend the Inclusion@Work program, where we delved into key DEI topics like leadership accountability, strategic simplicity, and the crucial role of psychological safety. Key Themes: Leadership Accountability: We explored how leaders can embed DEI into their business strategies by setting clear goals, allocating resources, and integrating these objectives into performance metrics. Simplicity in DEI: The idea of "Rebuilding the Building Blocks" really resonated with me. Focusing on "The One Thing" can significantly advance DEI efforts, especially when resources are limited. Psychological Safety: We discussed the importance of creating environments where employees feel valued and heard, highlighting the role of active listening and conflict management in fostering inclusion. Notable Quotes: "Your PEOPLE have the answers!" 🌟 "Strategy + Systems + Culture = Sustainable Success" 🚀 "The main thing is to keep the main thing as the main thing" 🎯 Takeaways: Leadership buy-in is crucial—DEI must be championed from the top. Simplifying DEI strategies can lead to a significant impact. Psychological safety is foundational—every voice should be heard and valued. Feeling inspired, I’m excited to apply these insights to my career journey and contribute to creating more inclusive workplaces. A big thank you to the organizers, Zech Dahms, MBA, George Rogers and to the amazing speakers who shared their expertise: Angela R. Howard, Santonio Isom, Ellen Bailey, David Bator, Sarika L., Camille H. Tate, MBA, PHR, SHRM-CP, Gretchen C. Bellamy, Kristina Karcic-Ehret, Meisha Ratliff, SHRM-CP, Charlotte Jones Let’s continue leading the way to a more inclusive and equitable workplace! https://lnkd.in/d-T5P3ax

"Diversity is being invited to the party; inclusion is being asked to dance." - Verna Myers. DEI is about creating spaces where everyone feels valued and included. A recent survey by The Executive Leadership Council highlights the critical role of CEO leadership in the success of diversity, equity, and inclusion (DEI) initiatives. Despite increased pushback and legal challenges, Black executives emphasize the need to sustain and improve DEI efforts, with 73% of respondents crediting their CEOs for driving effective DEI strategies. The report also reveals that companies with robust DEI programs enjoy higher job satisfaction, stronger corporate reputations, and better alignment with business goals. To learn more about how effective DEI leadership can enhance business performance and foster a more engaged workforce, read the full article. Read the full article for more insights: https://buff.ly/4ceiAgr 🌍 Welcome to Rodgers Global Leadership Consortium (RGLC)! 🌍 At RGLC, we partner with leaders at all stages across industries like tech, nonprofit, government, and pharmaceutical. Our mission is to create equitable and profitable work environments through customized programs, coaching, and workshops. We also offer services such as career development, salary negotiation, and leadership development. Stay tuned for insights and strategies to achieve success. Discover how we can equip you to soar: https://buff.ly/3zCls8J 💡 Special Offer: Receive a free coaching session to enrich your professional and personal life. Use this link to book your session: https://buff.ly/4bKMND4 #MentalHealth #Telehealth #EmployeeWellbeing #Leadership #HR #WorkplaceWellness #LeadershipDevelopment #CareerGrowth #RGLC #RodgersGlobalLeadershipConsortium

I’ve been noticing some themes in the organizational culture change & DEI consulting engagements my firm has been supporting. Leaders are describing difficulties leading inside complex organizations that often lack the systems and structures to build the aspirational workplaces their DEI efforts were established to create. Research from Forbes to MIT Sloan to even the US Surgeon back this up, affirming what I’m seeing and hearing which is: ➡️ Leaders need to be more aware of their own emotional triggers and activators and how to self-regulate so that their people experience psychological and psychosomatic safety in their presence. ➡️ Leaders currently feel ill-equipped to manage conflict. Yet, they are put in positions to do just this until their organizations build proper processes. ➡️ Leaders want to enhance their emotional intelligence skills, including self-awareness, self-management. ➡️ Leaders need to be clear about their own leadership style & relationship to (and with) power. ➡️ Leaders need to redefine how they approach accountability, shifting from a punitive approach to one centered on shared expectations. ➡️ Leaders need to be more aware of diversity, equity, and inclusion best practices, even if they aren’t the DEI lead for their organization. ➡️ Leaders need to understand their workplace ecosystem to understand how change can be lead and sustained. So, where can leaders like you get this support that looks like a combination of Training + Opportunity to Practice + Real-Time Coaching and Feedback + Resources/Tools + External Peer Support? I designed The DEI Dinner Party, a membership-based learning and coaching program, so that our leaders could have a one-stop shop to build or refine these skills. Sound like the right fit for you? You can learn more or enroll at www.deidinnerparty. com

Leadership that prioritize their company's interests over personal gain, and act morally, fostering trust, drive long-term success, and enhance the company's reputation. From Gallup, companies with highly engaged employees fostered by ethical leadership, experience a 21% increase in profitability and a 17% increase in productivity. (Source: Gallup, "State of the Global Workplace"). Selfless leadership promotes better decision-making and ensures resilience in times of crisis, creating a foundation for sustainable business success. From a study by Edelman, 67% of employees expect their CEOs to address societal issues, indicating that leadership integrity directly impacts employee trust. Takeaways for leadership- Acting in the company's best interest fosters trust among employees, customers, and investors. By prioritizing strategies that ensure sustainable growth, rather than seeking immediate personal gain, companies perform at a higher level. Data from Harvard Business Review shows that companies focused on long-term strategies have 47% higher revenue growth. Ethical leadership and a focus on broader goals and moral actions can significantly improve the company's public image. Research by Weber Shandwick reveals that 44% of a company’s market value can be attributed to its CEO’s reputation. Theseus Advisory uses design thinking to help you build self-mastery, high-performance teams and advance organizational effectiveness. Helping leaders build trust, respect and positive-sum cultures. Visit us at theseusadvisory.com #executiveleadership #executivecoaching #leadershipdevelopment #practiceconsulting 

🚀 Just wrapped up an incredible Inclusion@Work program, and wow—what a transformative experience! Here are some key themes, powerful quotes, and actionable takeaways I wrote down today. If you joined, what were some of yours!? Key Themes: Leadership Accountability: We dove deep into how leaders can set clear DEI goals, allocate resources effectively, and integrate these objectives into performance metrics. It’s all about making DEI a core part of the business strategy. Simplicity in DEI: The idea of "Rebuilding the Building Blocks" really resonated. Simplifying strategies and focusing on "The One Thing" can propel DEI efforts forward, especially when resources are tight. Psychological Safety: Creating environments where employees feel valued and heard is non-negotiable. Active listening and conflict management are critical to fostering a culture of inclusion. Notable Quotes: "Your PEOPLE have the answers!" 🌟 A reminder that listening to our teams is key to driving effective DEI. "Strategy + Systems + Culture = Sustainable Success" 🚀 An integrated approach is essential for long-term impact. "The main thing is to keep the main thing as the main thing" 🎯 Stay focused on core DEI objectives. Takeaways: Leadership buy-in is crucial for success—DEI must be championed from the top. Simplifying DEI strategies can lead to significant impact without overwhelming resources. Psychological safety is foundational—every voice must be heard and valued. Feeling inspired and ready to apply these insights to drive real change in my organization. Let's continue to lead the way to a more inclusive and equitable workplace! There was so much there but not enough space for a linkedin post. Shoutout to our amazing speakers and experts who shared their time and perspective with our community at achieve Engagement Angela R. Howard - Santonio Isom - Ellen Bailey - David Bator - Sarika L. - Camille H. Tate, MBA, PHR, SHRM-CP - Gretchen C. Bellamy - Kristina Karcic-Ehret - Meisha Ratliff, SHRM-CP - Charlotte Jones, SPHR, MBA and my co-host, George Rogers.

If employees have expressed what they need from their leaders, what happens next? When we first started working with leaders to help understand and improve their culture’s strength, one of the things they loved the most was the data we call Leadership Development Needs - this is when employees identify what they need from their leaders. Over the years, a few leaders would see this data for their organization and remark, "At least now I know and don’t need to guess." Then we asked how their guessing fared...in most instances, they said it was incorrect. The result? Money, time and focus were put into areas that did not address the real need or actual challenge, https://lnkd.in/gTFEs6da

If employees have expressed what they need from their leaders, what happens next? When we first started working with leaders to help understand and improve their culture’s strength, one of the things they loved the most was the data we call Leadership Development Needs. This is when employees identify what they need from their leaders. Over the years, a few leaders would see this data for their organization and remark, ‘At least now I know and don’t need to guess.’ Then we asked how their guessing fared. In most instances, they said it was incorrect. The result? Money, time and focus were put into areas that did not address the real need or actual challenge, https://lnkd.in/gcMeRkEu

I am thrilled to share the valuable insights we gleaned from our dialogue with Dr. Sheryl Walter as part of KPMG Ignition’s work creating data-driven design thinking experiences for our clients focused on team effectiveness. Sheri is an esteemed professor of Business and Leadership at Indiana University. Sheri's professional journey from industry to academia provides a unique lens for thinking through team dynamics and innovative leadership. 👩🏫   During our discussion, Sheri touched on several key elements that underpin team effectiveness.   Top 3 takeaways from our chat with Sheri:   1️⃣ Healthy conflict: Diversity of backgrounds and ideas is crucial for high performing teams – but it also makes teamwork more difficult because diverse teams can bring conflicting ideas. The best teams have a culture where healthy, idea-related conflict is encouraged 🎯 2️⃣ Growth Mindset: Sheri noted the importance of resilience and learning from failures. Great leaders and teams innovate by taking risks, which means pushing themselves into potentially uncomfortable territory where failure is a potential outcome. If they do fail, they don’t ruminate, but rather, reflect on and learn from what went wrong so that they can bounce back better. 🏞️ 3️⃣ Interpersonal Relationships: Technological changes have evolved team dynamics and made managing hybrid teams even more complex. Whether teams are virtual, hybrid or in person, Sheri suggests a proactive and intentional approach to interpersonal relationship development and addressing comfort levels during virtual interactions. 🌐 In closing, says Sheri: “"The idea of innovating and doing things a new way comes with the idea of being a high performing team and doing things better than before."   We extend our deepest gratitude to Sheri Walter for sharing her wisdom and insights. Her contributions will undeniably enrich our perspective on team effectiveness strategies.   Stay tuned for more updates! 🎉 Eva Sall Corbin Kiser Elisa Holland Rebecca Haverson   #IndianaUniversity #KPMG #Ignition #Leadership #HighPerformingTeams #HybridTeams #TeamEffectiveness #Strategy #Reflection #Culture 

Applying equity-centered practice isn't just about espousing lofty ideals—it's about enacting meaningful change in our day-to-day leadership activities and decision-making processes. Four examples of practical strategies and techniques that will empower us to cultivate inclusive environments, foster collaboration, and drive positive outcomes are: 1 - promoting inclusive decision making 2 - fostering transparent communication 3 - addressing bias and discrimination 4 - investing in employee development By applying these equity-centered practices in our leadership roles, we can create environments where everyone feels valued, respected, and empowered to contribute their best. Let's commit to concrete actions that advance equity, justice, and inclusion in our organizations and beyond. Learn more about tools that help leaders shift from ideas about equity and inclusion to actual decision-making competencies that build a culture of equity, inclusion, and belonging at our Leading with Equity webinar on Monday, May 13th at 2pm ET. Register now: EquityCenteredCoaching.com Image description: Applying Equity-Centered Practice. Enacting meaningful change in our day-to-day leadership activities through: Blue gear with scales of justice: promoting inclusive decision-making, Yellow gear with speech bubbles: fostering transparent communication, Pink gear with magnifying glass: addressing bias and discrimination, and Purple gear with graduation cap: investing in employee development. #Coaching #Leadership #DEI

The truth bomb about workplace trust ⬇️ The reality is, building trust in the workplace is crucial for team success. Even with the best strategies, without trust, your efforts may fall flat. But with persistence and the right approach, you can create a cohesive, high-performing team. Here are the key strategies to build trust in your team: 🧠 Involve Your Team - Engage everyone in decision-making processes. When employees feel their voices are heard, trust grows. 🧠 Promote Transparency - Share information openly and honestly. Transparency fosters a culture of trust and respect. 🧠 Ensure Accountability - Hold yourself and your team accountable. Consistent actions build reliability and trust. 🧠 Open Communication - Encourage a culture of open and honest communication. This helps to address issues promptly and maintain trust. Implement these strategies consistently, and you'll see a transformation in your team's dynamics and overall success. These insights and more are part of what we offer at CorEthos. 👉🏼 By subscribing to our newsletter, you'll gain access to exclusive strategies and tips to elevate your leadership and build a culture of trust in your organization. ‼️ If you're committed to transforming your leadership style and creating a thriving, trust-based work environment, join the CorEthos community. ✅ Leadership Development ✅ Team Building ✅ Organizational Culture ✅ Transparent Communication ✅ Accountability Practices Discover how these strategies can drive your business forward. 🔗 Subscribe to our Newsletter - https://lnkd.in/eQSwbyFB - for more insights and strategies to build a trusted and successful team. Ready to transform your leadership style? Let’s build a culture of trust together! 🙌 #Leadership #TrustInWorkplace #TeamBuilding #WorkCulture #EmployeeEngagement #Corethos #LeadershipSkills #WorkplaceTrust #BusinessSuccess