DEI Intelligence™ Training

Diversity, Equity, and Inclusion is a Leadership Imperative.

We have revolutionized training offering the next generation of learning for Executives, Leaders, and Practitioners accountable to championing DEI’s vision and responsible for leading people.

A tremendous gap exists detrimental to DEI’s progress: an incomplete roadmap from incomplete education.
We help executives accurately and inspirationally lead DEI to its Peak by building intelligence across its principles.
We help leaders increase their inclusivity quotient by integrating diversity into every management skillset.

Building Your DEI Intelligence™

 Diversity, Equity, & Inclusion has failed because strategies are Incomplete, Incongruent, and Ineffective. Lead the Award-Winning Roadmap to achieve a diverse, equitable, and inclusive organization.

The Foundation

Learn the DEI Intelligence framework and continuously strengthen your iLQ™ (inclusive leadership quotient).

Leading Self

Increase your Comfort, Competence, Confidence, Congruence, and Credibility as an Advocate for DEI.

Leading Others

Demonstrate inclusion in any setting and situation by understanding and applying the 4 DEI Sentiments.

Leading Change

Lead progress and results through the Next Generation DEI Stategic Roadmap: 4 stages of Change.

What is DEI Intelligence?

DEI lntelligence™ refers to a leader’s awareness, comprehension, and proficiency in the separate, yet intersecting domains exemplifying Diversity, Equity, and Inclusion that embodies a leaders inclusivity quotient iLQ™. The model is deconstructed into the Individual, Interpersonal and Institutional frameworks.

Our training and tools, at the forefront of transformative change, are equipping executives with the acumen to facilitate meaningful change and lead with inclusive excellence evolving alongside the global business landscape. Whether you are an expert or novice, the current state of DEI compels every leadership team to exponentially strengthen their iLQ™.

Leadership Excellence is not achievable in today’s world without evaluating every skill, value, and attribute with Diversity layered in.

As an example, leaders see themselves as highly Emotional Intelligent, Collaborative, and Trustworthy. Being Analytical, Strategic, and Visionary and knowing how to Motivate, Engage, and Inspire the masses are all leadership 101 attributes.

Let’s layer DIVERSITY on top of these skills:

  • How Emotionally Intelligent are you with diverse groups?
  • How Collaborative are your skills across the spectrum of diverse groups?
  • How Trustworthy are you across the vast array of diverse groups?

Let’s layer INCLUSION on top of these capabilities:

  • How Capable are you at Motivating diverse groups?
  • How Competent are you at Engaging diverse groups?
  • How Inspiring are you across all diverse groups?

Finally, let’s layer Diversity, Equity, and Inclusion on:

  • Are your proficient with each D-E-I variable as an Analyzer?
  • Are you proficient with each D-E-I avenue for Strategic Thinking or Strategic Roadmaps?
  • Can you communicate a Vision or Position that does not have an Implicit homogeneous message with believability across all groups?

DEI Intelligence must be weighted with the same significance emotional intelligence has a requisite criteria for leadership positions if employee well-being, employee engagement, and performance is a business priority. They are not mutually exclusive, they are contigent and co-dependent necessities.

The Foundation

The Foundation

Build your DEI lntelligence™ and increase your leadership inclusivity quotient iLQ™.

Build your DEI lntelligence™ and increase your leadership inclusivity quotient iLQ™.

Research Based

Built from evidence based research of contemporized breakthrough practices

Cognitive Science

A cognitive science approach moderning Individual, Interpersonal and Institutional levels of change

Complex to Simple

Meticulously engineered, converting complexity into 3 simplified models that relayer concepts

Human Centered

Human centered design matching the skill level of any individual and team with direct application

Experential Learning Journey

Our methodology dives into the substantive work and inspires your infinite growth

Begin Anywhere

Begin with any framework as a stand alone or whole series; there is no wrong entry point.

 Diversity, Equity, & Inclusion has failed because strategies are Incomplete, Incongruent, and Ineffective. Lead the Award-Winning Roadmap to achieve a diverse, equitable, and inclusive organization.

Individual Framework: Learning and Leading Self Strengthening the 5C’s

Blending psychology, performance, and proficiency principles, each ‘C’ has a formula that reinforces continuous growth and bolsters your iLQ™:

  • The Comfort formula reduces Defensiveness, accesses Vulnerability, and increases Familiarity
  • The Confidence formula reduces Arrogance, accesses Humility, and increases Practice
  • The Competence formula reduces Impatience, accesses Curiosity, and increases Analysis
  • The Congruence formula reduces Avoidance, accesses Energy, and increases Efficacy
  • The Credibility formula reduces Control, accesses Sincerity, and increases Transparency

Executive Teams develops each C in progressive stages learn through a series of DEI topics and strengthen their inclusive leadership quotient.

We empower and challenge teams at the precise moments and at the right times where insights organically unfold and multiply that are relevant to the demands experienced in leadership. Greater alignment to DEI is accelerated and fortifies deeper alliance within the leadership team.

EXPAND COMFORT 

ELEVATE CONFIDENCE

STRENGTHEN COMPETENCE

IMPROVE CONGRUENCE

CULTIVATE CREDIBILITY

 Diversity, Equity, & Inclusion has failed because strategies are Incomplete, Incongruent, and Ineffective. Lead the Award-Winning Roadmap to achieve a diverse, equitable, and inclusive organization.

Interpersonal Framework: Learning and Leading Others Through 4 Sentiments Towards DEI

4 DEI SENTIMENTS are akin to DISC and its value,

Developed from ten years of research, we explain why and how DEI is disengaging 80-90% of an entire workforce. A dramatic upsurge in engagement is attained by learning how to raise equal attention to all four voices through the 4 DEI Sentiments within the same activity and in your DEI strategy.

  • Learn the perceptions, attitudes, and priorities constructed from each sentiment’s lived workplace experiences and with DEI
  • Recognize the key variables in any situation and how to objectively analyze dilemmas inclusively through the four lens
  • Acquire skills to communicate as a DEI advocate in any setting and on any topic: written, verbal, presentation, meetings, memos, large group and small group
  • Understand ‘isms, bias, belonging and any DEI learning topic through these four lens
  • Discover the value each sentiment brings to training, the different challenges each bring to DEI, and what each need from DEI in order to grow
  • Learn how to optimize the quality, inclusion, and belonging across your DEI strategy that should become the new standard of planning, analyzing, implementing, and evaluating the value and impact of every DEI effort

Applying the Faulted, Inspired, Subdued, or Failed characteristics must become a requisite practice to raise the bar for every DEI related task. They are integral to elevating the 5C’s across any DEI topic imaginable.

LEARN THE VALUE EACH BRING

LEARN THE BARRIERS EACH CAUSE

LEARN HOW EACH IS IMPACTED

LEARN BIAS THROUGH EACH LENS


INSTITUTIONAL fRAMEWORK: leading change through 4 stages

Organizations are only implementing approximately 10% of the whole roadmap required to actually achieve diversity, equity, and inclusion. Strategies employed are incomplete and missing continuity, explaining why progression is prevented. Learning the accurate and complete passage to orchestrate organizational change is fundamental to DEI Intelligence.

This is a must attend series for every C Suite deciding DEI’s fate to receive the tactical playbook bringing a new accountability to championing a diverse, equitable, and inclusive workplace.

  • Understand the layers and stages of change required in every annual DEI strategic plan currently missing in every organization
  • Learn the 5 micro steps in recruitment where bias resides and the key to diversifying that are unaddressed in current best practices literature
  • Discover how Equity is misunderstood specifically in human resources and talent processes and if ignored, increases exposure of risk in negligent decisions
  • Discuss the most resisted and rejected solutions that must be implemented before DEI can be achieved
  • Unpack the $9B industry spend and where redirection is required to produce measurable ROI

Augment your existing strategy with the Next Generation DEI Strategic Roadmap. Discover how the current roadmap is reducing your credibility across 3 of the 4 DEI Sentiments. By request, this series includes assessing and customizing your ascension roadmap.

Ready to Build your Inclusive Leadership Quotient?

Contact us for a complimentary consultation on where to begin.