Inclusive leaders promote growth at all levels
Inclusive leaders pursue personal growth
Your commitment to continuous learning is vital to becoming a more inclusive and effective leader. Using the latest social science research, we work together to increase your knowledge and skills so that you can better manage your thoughts, feelings and behaviors to create an inclusive work climate. During the process, you will improve self- and situational-awareness, critical thinking, and problem solving so that you can transcend myriad biases that undermine performance.
Inclusive leaders cultivate all talent
Inclusive leaders empower everyone to fully contribute, thrive and drive results. That's a win-win! To achieve this, you'll acquire skills to amplify strengths, see the whole person, and correct misperceptions and inequitable processes. These relationship dynamics create the conditions for fruitful collaboration.
Inclusive leaders accelerate positive social change!
Equipped with data, strategy, skill, and courage to disrupt the status quo, you'll master techniques to create a more profitable and socially responsible learning organization that serves the common good.
BUT research shows that many DE&I efforts stall due to reliance upon trendy, ineffective methods. Often, well intended leaders feel good because they've taken some action, but those methods don't produce desired results. Consequently, people, organizations, and society continue to suffer -- inequality, exclusion, and unethical behavior create instability that threatens growth.
We use social science, not sentiment, to promote inclusive growth.
Topics for customized learning...
Coaching and learning solutions are customized to meet your needs. As we pursue a systems approach, learning will include ALL types of difference (e.g., race, gender, occupation, region etc.) and some combination of organizational, relationship, and individual factors below. From these lists, it becomes clear why addressing individual factors alone does not work.
***Dr. Myers offers DE&I solutions with a traditional business focus or a faith-based approach, depending upon your organizations mission and culture (e.g., Catholic hospitals, religious congregations, colleges etc.).
I enjoyed this class so much. It is so different from other leadership courses that I have taken. This is a path to our soul, learning how to be a better leader to build a better world.
Chi Yuen Chan (Adrian)
Global MBA Candidate - University of Michigan
Beyond Unconscious Bias & Cultural Competence Training
If you want to transform yourself, your team, your organization, and/or society, Dr. Valerie Myers provides evidence-based tools to help you. Using the latest research, we transcend the limits of unconscious bias & cultural competence training 1, 2, 3 to develop skills and drive systemic change. To do that, we combine history, psychology, and skill-building exercises to influence the continuum of factors that produce a positive impact on DE&I.
History: Although 1619 was a pivotal year in the global saga of oppression, inequality and capitalism, broader history + social science offer us powerful lessons for progress.
Psychology: DE&I requires more than "difficult conversations"; it requires psychological insights. We apply psychology research to overcome resistance, sustain desired behaviors, and reform systems.
Skill-Building: Among several skills that inclusive leaders need, Positive Regard4 is perhaps the most vital.
What is Positive Regard?4
It's more than being respectful or "nice". Research shows that Positive Regard is a robust skill that improves relationships and outcomes by 27-36% because it:
Increases self-awareness and overcome biases.
Fosters engagement, problem solving, and flourishing in others.
Creates space for social learning so that diversity can add value.
Drives inclusive policies that support systemic change.
Positive Regard: A Catalyst for Inclusive Growth
1. Dobbin & Kalev (2016). Why Diversity Programs Fail. Harvard Business Review, July-August, 52-60.
2.. Lai, Skinner, Cooley et al (2016). Reducing Implicit Racial Preferences: II. Intervention Effectiveness Across Time. Journal of Experimental Psychology, 145(8): 1001–1016.
3. Chamorro-Premuzic, Tomas. (2020). Implicit Bias Training Doesn't Work: Instead of changing how employees think, change company policies. January 2020. https://www.bloomberg.com/opinion/articles/2020-01-04/implicit-bias-training-isn-t-improving-corporate-diversity
4. Bozarth. J.D. & Wilkins, P. (2001). Unconditional Positive Regard: Evolution, Theory & Practice. Volume 3 Unconditional Positive Regard. Rogers' Therapeutic Conditions.
Dr. Myers works with leaders and organizations to identify barriers to diversity, equity and inclusion. She uses data and diagnostic to target areas for systemic changes. Collaboratively, leaders and teams develop skills to create an inclusive climate and achieve strategic goals. Dr. Valerie L. Myers' expertise in Diversity, Equity & Inclusion (DEI) is informed by 25 years of academic, business, and consulting experience.
At the University of Michigan, Myers teaches MBA and graduate courses, and has conducted research in the healthcare industry, where DE&I can be a matter of life and death. She's also guest lectured in various executive education programs.
Through her consulting, Myers works with leaders and organizations across industries to identify barriers and enablers to DE&I, increase knowledge, and develop skills to create a positive work climate. Myers has coached executives through diversity crises, educated governing boards, developed strategic plans, advised global firms, developed profitable niche market products, and has managed diverse teams.
Clients benefit from Dr. Myers' continuous monitoring of the latest social science research, which she uses to insure that materials are are rigorous and relevant.
Educating Leaders from...
1-on-1 Coaching | Executive Education | Keynote Speaking | Retreats | Board Development
Organizational Diagnostics | Change Management | Crisis Management | Strategic Change