Connecticut Women's Council’s Post

Thrilled that our Diligent Elevate session: 10 practices to build the best boards was sold out and standing room only. This reflects leaders' desire to learn about strategies to build a great board culture. Jim Myers and I shared practices from the Stanford VMware Women's Leadership Innovation Lab Board Culture Playbook (https://lnkd.in/g32JAQ8g) and the NACD (National Association of Corporate Directors) Blue Ribbon Report. Thanks for capturing these insights in this post (https://lnkd.in/g_-A3JAQ): ✔ Establish inclusive norms for board practices and behaviors. Define your board norms to bring clarity to formal and informal practices and behaviors that directors aim to follow - akin to a board’s governance model - to make your board work more effectively, mitigate risks, and capture the contributions of all directors. Be intentional with ongoing practices. ✔ Be intentional with meeting facilitation. Set the tone and lay a solid foundation for how the board is to engage. Facilitate so that everyone joins in and encourage different perspective. Intentional meeting practices will allow you to capture the value of different ideas and perspectives especially in time of board turnover, welcoming first-time board members and increasing diversity. ✔ Intentionally build capacity to help the board be more effective in harnessing differences to generate value. Foster a culture that allows for learning, mistakes and candid discussions without undue judgment or harm to relationships. By engaging in challenging conversations, you can learn more about what works on the board and create spaces where people can more fully contribute to the work. With these practical steps, boards can leverage the power of their talent to address the most pressing and complex issues. Great panel moderation by Jason Greeves-Booth https://lnkd.in/ghVKWE6C. Thanks to brilliant project management by Bria Hall, M.A. and marketing support by Rob Kiser. Grateful to Elizabeth Cheong and Leigha Weinberg from California Partners Project for connecting me with Diligent. A great team can accomplish great things!

Celebrating Culture Pioneers: Insights, Inspiration, and Leadership at the 2024 Forum I’m thrilled to be part of this year’s Culture Pioneers Leadership Forum – it’s shaping up to be an incredible day of learning, inspiration, and celebration! Not only will I be speaking, but I’ve had the privilege of being a judge for the Leadership Award and will present it to one very deserving winner. This event goes beyond just recognising great leaders; it’s about showcasing those who are truly disrupting the status quo and transforming workplace culture. I’ve seen firsthand the innovative approaches that are helping organisations foster inclusivity, belonging, and stronger teams – and I can’t wait to celebrate these trailblazers. The agenda for the day is packed with value. The Disrupt Talks will feature powerful 5-minute bursts of insight from industry experts, and there’s plenty of time for networking with like-minded professionals. We’ll hear from a keynote speaker on how to lead progressive change in workplace culture – something I know will resonate with everyone attending. The highlight for me? Presenting the Culture Pioneers Leadership Award during the evening’s celebration. I’ve been so inspired by the leaders I’ve met through this process, and I’m excited to share their stories with all of you. Oh and of course delivering a Disrupt London talk! If you’re passionate about organisational culture and want to connect with others who are driving change, this is the place to be. Make sure you grab your tickets and join us for an unforgettable day of insights, inspiration, and celebration. https://lnkd.in/dHadX9ab See you there! What’s your biggest challenge in creating a culture of belonging? #Leadership #CultureChange #CulturePioneers #InclusiveLeadership #OrganisationalCulture Agenda Snapshot: 1:30 PM: Doors Open 2:15 PM: Disrupt Talks (Part 1) 2:55 PM: Networking Break 3:30 PM: Disrupt Talks (Part 2) 5:00 PM: Keynote 6:00 PM: Awards Presentation & Celebration 7:00 PM: Cocktails & Networking

Tired of owning inclusion alone? I’ve created 3 free webinars where you’ll discover how to shift accountability across your leadership team and create a culture where everyone thrives: 📍 Thursday 3rd October - 11am 📍 Tuesday 15th October - 3pm 📍 Tuesday 29th October - 9am The “Create an inclusive culture: lead with equity for lasting impact” webinar will help you: - Shift to an Equity Mindset: Learn actionable strategies to foster fairness in your organisation, leading to improved performance and long-term resilience, even during uncertain times. - Build High-Performing Diverse Teams: Attract and retain top talent by embedding equity into your culture, fostering innovation and adaptation in a competitive market. - Mitigate Decision-Making Bias: Equip your leadership team with tools to eliminate costly biases, ensuring smarter decisions that improve business outcomes. - Create Psychological Safety: Foster trust and open communication among teams to drive collaboration and engagement, reducing turnover and maintaining morale in times of economic pressure. - Challenge the Status Quo: Understand the influence of privilege and power dynamics to create a more inclusive environment, improving employee satisfaction and reducing turnover—key to thriving during budget constraints. Reserve your space here: https://lnkd.in/eZn386Ny #Inclusion #Equity

🚀 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 Lamont - 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.

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 Lamont, 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

We have entered a new season, the year 2025. To us 2025 is a year to pause and reflect on our strategic milestones. We consolidate our actions, impact, and influence since 2018. What's on the horizon? What is calling for our collective attention? As Centre for Organization Leadership and Development (COLD) and the Organization Leadership and Development Network (OLDN) we intensify our efforts to make the imprimatur of Organization Development (OD) more visible globally. To do so, we continue researching, innovating, and collaborating with a focus on elevating humanity and bringing presence to human systems. Our work revolves around supporting individuals, works groups, organizations, and communities to embrace whole system change and transformation. Specifically, we are taking the following bold steps in 2025: ➡️ Revamping our professional membership scheme ➡️ Strengthening our certification program ➡️ Intensifying and broadening the female leadership development initiatives ➡️ Refocusing our conferencing model to amplify human-centered and planetary practices ➡️ Collaborating with national, regional, and international practitioners and organizations eyeing transformational change and development ➡️ Researching on the intersectionality of OD practices across different cultural contexts Our practitioner-centered signature programs are: ➡️ Certified Organization Leadership and Development Consultant (COLDC) ➡️ Female Leadership Development Program ➡️ Innovation and Design Thinking - Strategic Foresight & Futures Intelligence ➡️ Strategy Development & Implementation ➡️ Corporate Governance Practices ➡️ Practical Entrepreneurship Development Program Research Area: Reflections on Indigenous Paradigms/Wisdom #OrgDev #OrganizationDevelopment #Facilitation #FemaleLeadership

Introducing the Empowering Boards for Inclusion and Effective Governance Did you know that organizations with diverse leadership are 21% more likely to outperform their peers on profitability? Or that inclusive boards foster innovation, improve decision-making, and strengthen organizational resilience? I’m thrilled to launch Empowering Board for Inclusion and Effective Governance, a program designed to help boards embed equity, diversity, and inclusion (EDI) at the heart of their decision-making processes. Why? Because creating lasting change starts at the top—specifically the boardroom table. How This Program Elevates Boards: ✅ Inclusive Decision-Making: Frameworks to embed EDI principles into every discussion. ✅ Leadership Growth: Cultivate skills to champion inclusion authentically and effectively. ✅ Strategic Alignment: Align inclusive practices with your organization’s governance goals to drive sustainable impact. Why It Matters: Boards set the tone for organizational culture and accountability. By integrating inclusive practices at the highest levels, we build a foundation for belonging, innovation, and success that permeates every layer of the organization. Let’s Start the Conversation. If your board is ready to lead with purpose and inclusion, visit www.erindavisco.ca or drop me a message. Together, we can shape the future of governance and create workplaces where everyone thrives. Change starts at the top—let’s create it, one conversation at a time. #InclusiveLeadership #GovernanceMatters #DiversityInLeadership #Belonging #InclusionForward

🌿 Insights from the Leadership Series 2024: Supplier Diversity Programs Panel! 🌟 An enlightening discussion on 'Overcoming Barriers to Supplier Diversity' unfolded during the session. Esteemed panelists shared invaluable insights on the initiation and facilitation of opportunities for diverse business owners within supplier diversity programs. Featuring: Stephanie Fontaine, Regional Director for Canada & US, WEConnect International Darrell Schuurman, CEO, CGLCC Cassandra Dorrington, President & CEO, CAMSC Moderator: Melanie Britto, Head of Talent Development, CDW Key Takeaways: 🚀 Starting Points: Panelists emphasized the importance of taking action without delay, highlighting that the journey towards supplier diversity can begin at any point. They stressed that it's a marathon, not a sprint, and success builds upon success. 🌍 Social Responsibility: Supplier diversity initiatives contribute to social responsibility by promoting economic inclusion and supporting marginalized communities, aligning with broader organizational goals. 💼 Leadership Commitment: Leadership understanding and support are crucial for the success of supplier diversity programs. Aligning supplier diversity efforts with key performance indicators (KPIs) and organizational objectives can foster commitment from leadership. ✨ Collaboration and Engagement: Panelists highlighted the significance of collaboration between organizations, councils, and diverse suppliers to foster a supportive ecosystem for supplier diversity. They emphasized the importance of creating a collaborative, rather than competitive, environment. 🔄 Continual Improvement: The panel stressed the need for continual commitment to supplier diversity, as well as constant improvement in practices and processes. Overcoming resistance to change is essential in fostering a culture of inclusion and diversity within organizations. Overall, the session underscored the transformative impact of supplier diversity programs in fostering innovation, competition, and social responsibility within organizations and communities. SCMAO SCMABC #SupplierDiversity #Innovation #SocialResponsibility #DiversityandInclusion #LeadershipSeries #SupplyChainExcellence #Collaboration #BusinessAdvantages

Values help define an organization's identity and purpose while serving as a guiding light for its work. An organization that lives up to its values earns the trust of its clients and its employees, and trust is the foundation of success. However, living up to one's values doesn't happen just because they're listed on a website, and a mismatch between claimed values and actual behaviors diminishes trust and worsens results. In order to avoid this dissonance, organizations must be intentional about the practice of their values. First 5 FUNdamentals is one organization that takes living up to their values seriously as they strive to improve outcomes during the critical first five years of children's lives. To help further this commitment, I recently joined them to facilitate a values-based decision making workshop for their management team. Together, we applied a values framework to complex scenarios that reflected the realities of their work and discussed how they could make decisions that honored those values and propelled their mission forward. At the end of our time together, all of the managers made a commitment to consciously practice values-based decision making and chose a values partner for reciprocal support during those leadership moments that matter. I know the commitment of these amazing leaders will greatly benefit their teams as well as the children and families their organization supports.

IT IS NATIONAL COMPASSIONATE LEADERSHIP WEEK! Our lives are unpredictable because of constant disruption in our daily routines. As we shuffle our family life with our professional life, we often feel overwhelmed and uncertain. As adults, we look towards other adults as a source of inspiration and reassurance. Oftentimes, we turn to our colleagues for leadership and guidance. Management and other organization leaders everywhere are more than just employers, they are becoming a source of compassion for their employees. Companies today are faced with the decision to become more active in employee lives. In fact, employees, consumers, and stakeholders are demanding that companies take care of their people, their communities, and the world around them, too. Old expectations of working for the bottom line no longer exist as a company goal. In fact, successful companies today work towards a double bottom line, a balance between strengthening the business and the employees that work there. Company culture today consists of a new kind of employee. Studies show that people entering the workforce are too young, too diverse, too disengaged, too tired of not being heard and respected. Companies that include compassion in their leadership achieve success quickly because performance is always at a peak. Look into The TramutoPorter Foundation at Tramuto Foundation that believe in hearing human needs as well as The Compassionate Leadership Movement at Compassion | Donato Tramuto who are making the world a better place. #NationalCompassionateLeadershipWeek There are many things a company can do for their employees to show more compassion. Opening communication is a perfect way to learn about company values, expectations, and goals. Most importantly, it's a great opportunity to give and receive praise and acknowledgement. Forming important bonds within a company helps leaders identify whether an employee is having problems outside of work. In return, knowing those problems is an opportunity to show compassion and offer extra support. In what ways have you been shown compassion at your workplace? Tell us in the comments below!