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Learning | Development | Education | Training

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Collaboration.  Leadership.  Partnership

 

The “Be Attitudes" of Inclusion©
 
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When we think of the famous Beatitudes of the bible...we think of some unattainable spiritual concept.  If we think about how we should "be" today, we can stop conforming to the world around us and think about how we can transform the world around us.  That's when we will fully understand the Sermon on the Mount.  

In our "Be" Attitudes of Inclusion, we work with you or your team to "be" transformed into inclusive leaders.  How?

By teaching you to:

"Be Aware"

Be Available"

Be Accepting
 

That's the "Be" Attitude of Inclusion and Leadership. 

C-Suite Coaching & Leadership Development

 

The benefits of executive coaching don’t just fall in the realm of a leaders’ professional development.

 

And leadership coaching that focuses on both an executive leaders internal and external behavioral skills not only help benefit the organization, but also benefit the communities in which the organization resides, their personal growth and professional development.  

At the WEBB Advisory Group, our Leading Greatly© C-Suite Executive Coaching and Leadership Development training is based upon the theories of Applied Behavior Analysis which seek to change and sustain behavior to Lead Greatly©

Our Leading Greatly© Programs are individualized and custom designed for the executive leader.  We start with a customized behavioral self-assessment taken online. 

Leadership skills taught through the WEBB Advisory Group Leading Greatly© training program are skills that are transferrable and can be utilized to help you Lead Greatly© in any environment you find yourself.

Our C-Suite Coaching focuses on six key areas of leadership.

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Affirming – Influencing People In today's work environment, we're working across relationship boundaries all the time. This includes internal and external stakeholders, our supervisors, and our peers. Learning to manage our own behavior in those relationships with people who we may have no direct line reporting, requires that we utilize the skill of influence. a.What does influence mean for you and how can you use it? b. What does influencing look like – remember this is about behavior. c.When is influence more important to you in your role/team/personal life? d.What is working through your use of influence? e.Who models influence well at your workplace?

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Communication All behavior is communication. And that communication takes place across a variety of mediums - phone, face-to-face, email, video/streaming, instant messaging, chat rooms and apps. What is your behavior communicating? 1.What do you think your body language communicates? 2.What are the strengths you bring to communication? 3.Affect refers to the feelings that humans have. Our affect is used to qualify and describe moods. Affect is typically judged by emotional responses such as facial expressions, vocal expressions (such as tone of voice or laughing), energy levels, eye contact, and body movements. How does your affect factor into your communication with others? 4.What are the strengths you bring to communication? 5.What is your communication blind spot? 6.What difficult conversations need to happen?

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Trust - Trust is both a cause and an effect of company culture. The trust we have in each other informs how we operate, and the way we operate encourages trust. Trust is earned through behavior. Trust also enables people to have greater influence on others—which is important not just for leaders but for workers at all levels. Trust is built based around the following. In your own words how can you demonstrate through your behavior each of these trust building skills: 1.Clarity 2.Compassion 3.Character 4.Competency 5.Commitment 6.Connection 7.Contribution 8.Consistency

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Conflict Management - This is one area that many leaders struggle with, and conflict can grow as things are not addressed or they are ignored. This leads to a decline in trust. 1.What is your approach to conflict? 2.What do you get triggered by? 3.What is the best approach to conflict? 4.As you consider conflict and its resolution, what's important about the relationship? What outcome are you looking for.

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Across Differences/Holding Difficult Conversations - The ability to work across differences is a foundational focus in the world of work. And providing feedback is a key focus for employees today. Learning to have difficult conversations is another area that can help leaders Lead Greatly©. From "Radical Candor" to "Crucial Conversations" and "Fierce Conversations", there are several different models we use to help leaders Lead Greatly©. 1.When you think about the people you work with, what's important to them? 2.What are the differences between performance conversations, feedback and difficult conversations? What are the positive and constructive points of each? 3.What is your skill level with these types of conversations? What are your strengths? Which areas need attention? What could you do to develop yourself further in these areas? 4.When considering a particular conversation, what message do you need to communicate? What is going to be best understood? 5.What follow-up is required? When?

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Transformational Leadership - The transformational leadership style inspires workers to embrace change by fostering a company culture of accountability, ownership, and workplace autonomy. 1.What are the characteristics of transformational leadership? 2.Name a transformational leader you admire. 3.What do you think Idealized influence is? 4.How can Intellectual stimulation help a transformational leader? 5.Discuss ways you can use inspirational motivation in the workplace 6.How can you acknowledge individual contributions?

Group Training

Our Most Popular Training Courses

Working With Indigenous Communities
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Effective communication and consultation is critical to working with American Indians and Alaska Native tribal governments. To facilitate greater understanding of tribal culture the WEBB Advisory Group offers several training courses that highlight and honor nation-to-nation, corporate relations, and community and civic engagement in our relationships with our tribal partners that respect the sovereignty of those great nations. 

Discovering Social Identities

Social identity refers to the aspects of someone that are formed in relation to the society they belong to.  We each have multiple social identities.  It's our most prevalent social identifies which help us to identify with certain collective thinking or social environments because they empower us.

 

This is not about personality traits it's about the interests that make up your identity and sense of self, feelings of belonging or social identities that describe the socially constructed groups that are present in specific environments within human societies (such as race/gender/religion, sexual

orientation, etc.)  Click here to get our Social Identities Wheel

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Why My Why?
Living As Transgender

Did you know...

That Transgender people are more likely to   

  • Be fired or denied a job.

  • Face harassment and bullying at school

  • Become homeless or live in extreme poverty.

  • Be evicted or denied housing or access to a shelter.

  • Be denied access to critical medical care

  • Be incarcerated or targeted by law enforcement.

  • Face abuse and violence

 Why My Why?  I'm a trans ally...are you?

The transgender movement is part of a long tradition of social justice movements of people working together to claim their civil rights and better opportunities in this country. The WEBB Advisory Group believes that progress towards transgender equality requires a social justice approach that fights all forms of discrimination.

Allyship:  Moving Beyond Wooing the Good

Policies alone cannot shift workplace culture. It’s critical that employees become part of the cause. That’s where allyship comes in. And, research shows allies don’t just influence one person at a time.  But this isn't about wooing or wishing it to happen.  This is about using language, and behaviors that promote other voices, and increase belonging in the workplace. 

Redefining Cultural Competency:

Learning Cultural Sensitivity

Can we ever really become culturally competent?  Can we ever in our limited environmental understanding "walk in the shoes" of someone from another culture?  At the WEBB Advisory Group, we don't believe so.  HOWEVER, what we can become is culturally sensitive.  Our signature course helps you lead with compassion and empathy and gain a deeper understanding of the differences that define us.  

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Systemic Inequality: 

The History of Exclusion and Segregation in Housing.

 

Homeownership and high-quality affordable rental housing are critical tools for wealth building and financial well-being in the United States.  For centuries, structural racism in the U.S. housing system has contributed to stark and persistent racial disparities in wealth and financial well-being, especially between Black and white households. In fact, these differences are so entrenched that if current trends continue, it could take more than 200 years for the average Black family to accumulate the same amount of wealth as its white counterparts.

This training traces the history of housing discrimination and explores ways to reduce bias and discrimination in housing for people of color.  

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Understanding My Personal Biases:

Identifying, Acknowledging and Accepting Biases 

 

Our biases are strong, preconceived notions of someone or something, based on information we have, or perceive to have.  We all have biases.  They are subjective ways of thinking that originate from in individuals own perception or points of view.  In this interactive session you will learn the many different types of bias that people experience…the trick is to discern your own biases and the way you perceive others. 

Racism and White Privilege
What is White Privilege?  How did it come about.  Having white privilege and recognizing it is not racist. But white privilege exists because of historic, enduring racism and biases. Therefore, defining white privilege also requires finding working definitions of racism and bias.   In this training we will learn to understand how white privilege operates and is maintained within systems of inequity. 

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Our Most Popular Training

Women & Diversity:

Beyond Gender, LGBTQ+, Religion, and Race

Presented By

The WEBB Advisory Group

A female colleague said to me the other day… “I don’t know what’s happening…I’m feeling invisible.  My male colleagues talk over me in meetings or interrupt me when I’m talking.  I’m not sure we are getting anywhere with diversity and inclusion.”

Diversity fatigue is in the air.  Let’s discuss how the objectives of diversity, equity, and inclusion have become distorted and are losing focus on achieving diversity of thought and maximizing the contributions of women regardless of gender, sexual orientation, religion, or race in the workplace.   

Join the WEBB Advisory Group for a discussion on Women & Diversity:  Beyond Gender, LGBTQ+, Religion, and Race.

How To Have Difficult Conversations?

Start with Empathy & Respect

At The WEBB Advisory Group, WE Imagine a World Where Each Individual Can Soar, Where Our Common Humanity and Not Our Differences Is What Helps Shape Policy, Drives Education, And Creates Environments of Inclusion and Belonging for Everyone.  Learn how to have difficult conversations that matter. 

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The WEBB Advisory Group Inclusion, Diversity, Equity, Access and Belonging Training

 

A Great IDEA (Inclusion, Diversity, Equity, and Access)

 

Because we believe that equity, diversity, inclusion, and social Justice transform narratives in business, community, education, public policy, and communities, we commit to providing you with tools for honest reflection and structural change.  – But what does that mean, and what is your role in helping to reach this goal? 

 

Our 4-step educational process has 2-modules per course to help move you towards a real understanding of behavior change and is a commitment to your growth by giving you the tools to move out of your comfort zone, making this a strategy for your everyday life. 

Part 1

Defining and Clarifying your role in Inclusion, Diversity, Equity, Access.

Module 1 - I Spy with My Little Eye (e-learning/virtual/in-person) How do you see the world around you?  In part 1 of this series, you will learn to discern how you really see the world around you and discover the tools you need to become culturally competent to achieve a true understanding of what diversity, equity and inclusion can look like – when we look inside ourselves first.

 

Module 2 - Reflection and Introspection (virtual / in-person) Learning to listen intently to your heart can help lead to and understanding the development of racial identity in America which is the key to understanding racial justice in America.  Learn to listen to your heart and learn to have conversations about race in America

Part 2

Understanding My Personal Biases

Module 1 – Identifying, Acknowledging and Accepting Biases (virtual / in-person) Our biases are strong, preconceived notions of someone or something, based on information we have, or perceive to have.  We all have biases.  They are subjective ways of thinking that originate from in individuals own perception or points of view.  In this session you will learn the many different types of bias that people experience…the trick is to discern your own biases and the way you perceive others. 

 

Module 2 – Are You Color Blind? (virtual / in-person) Quite honestly when you say, “I don’t see color,” what you are really saying is you do not see me or any BIPOC.  True allies acknowledge differences, ask questions to better understand.  You cannot fight for anything unless you know what you are fighting for.  Let us talk about race – and what scares you the most.

Part 3

Out of My Comfort Zone – Now What?

Module 1 – The 7 Traits of a Real Inclusive Leader (in-person only) You know you became a leader because you are good at making the right decisions.  Basically, you are good at getting the job done through your people.  And that includes diversity, equity, and inclusion.  The problem is however that effective leadership takes the responsibility for this critical issue and doesn’t delegate it to become frozen in the middle where managers lack the decision-making authority to become a sustainable model of effective leadership.  Learn the seven-character traits of inclusive leadership to create a high performing organization.

 

Module 2 – Do This afraid…Using Fear and Mistakes to Overcome (in-person only) In this module you will learn about the mistakes you will encounter.  The failures and how many of your own staff may walk away.  Let’s get uncomfortable to get comfortable.  Fear or Facing Everything and Rising to welcome and use the skills you have gained in implementing and building an inclusive and sustainable environment.  It’s now or never and we will give you the tools to make it now.

Group Training Education Sessions

Our Group Training and Education Series is about providing the skills, training and resources that your people need, so that they can work in harmony. But to be truly effective, it needs to be a continual process, embedded into your team and organization's culture.

Leadership Equity Conversations

 

This is a senior leadership only conversation. We give you the tools to engage in equity conversations about healthcare, education, employment, wages , policing and current events.   We help you set the pace, set clear expectations, acknowledge the discomfort and challenges, incorporate all voices (including the dissenting voices) in your team meetings.  

Lunch & Learn 

Our Lunch and Learn events are perfect for executive leaders, women's  groups or organizations, small business or teams who want to discuss diversity, equity and inclusion in "safe space" environments.  Join a kitchen table conversation today.  These can be held onsite or virtually.  What you will learn:1.  How to be an ally2.  DEI Terminology3.  Racial / Social Justice next steps4.  Creating a personal DEI mission / vision. These are made for groups of no more than 10.  

Cultural Competency for Teams

This targeted team building course includes inclusion, equity and cultural sensitivity to understand disparity and bias (including gender bias and sexual orientation) and is targeted to help you shape policy based on the needs of the cultures served, understanding cultural communication, code switching, cultural styles and removing the barriers that divide.  In this training we focus your team building on: 1. Unconscious Bias 2. Problem solving and decision making 3. Strategic thinking skills 4. Communication 5. Creativity 6. Trust & Influence

Employment First

Be an employer who receives talented people with disabilities.  How?  We can help you design an Employment First winning strategy to create meaningful employment, fair wages and career advancement for those with disabilties.   This course is based upon results of the organizational environmental scan. Let us help you understand the ADA and other disaiblity compliance issues for a winning and inclusive environment.

“Ignorance of our diversity is fear. Embracing our differences is inclusion. Allowing others to be their otherness is equity.” - Yolanda

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