This fall, we have a fabulous lineup of workshops designed to meet the needs of leaders and practitioners as we navigate the complexities of 2021.
Culturally Competent Communication
Effective communication is built on one’s willingness, desire, and ability to share information with another individual. Culturally competent communication goes one step further by offering a form of empathetic, unbiased, and respectful communication when interacting with an individual who may be different from oneself. This program is designed for anyone who seeks to understand how cultural beliefs inform behavior and how to show sensitivity to those beliefs through communication. Learn more.
Entrepreneurial Leadership Capacity
This workshop captures the skills and mindsets of high performing entrepreneurs and presents them in an easily digestible method and playbook. It is designed for (1) an early stage aspiring entrepreneur desiring to develop their entrepreneurial mindsets and skills in order to move their project/startup forward and (2) an intrapreneur leader desiring to develop their entrepreneurial mindsets and skills to innovate in their current role within organizations. Learn more.
Courageous Leadership in Action: No One Said It Would Be Easy
This dynamic workshop is designed for individuals who are interested in exploring aspects of courageous leadership in the face of adversity. The 2-day in person or 4-module virtual workshop explores courageous leadership through the Diversity, Equity & Inclusion (DEI) lens. The workshop is designed to be inclusive and encompass new and mid-level managers, leaders, coaches, consultants, and facilitators. Learn more.
From CDO to COO: The Business of DEI
The work of Diversity, Equity, and Inclusion (DEI) is more than a mindset or focus on people – it is core to how a business operates. However, nearly all corporate DEI positions reside within Human Resources, executing activities and delivering goals geared towards attracting, growing, and retaining diverse talent. To drive systemic change as well as disrupt and reinvent systems to eliminate oppression and bias, organizations need to embed the mental models and best practices of DEI into their business operations. This program is designed to provide foundational business and DEI knowledge to participants who will then use this knowledge to co-create strategies for integrating DEI into the core business operations of an organization. Learn more.
Body Intelligence: Leadership’s Untapped Resource
The body is the most direct and fastest route to change. The vast majority of our behavior is generated on autopilot because it happens outside of our consciousness. Body Intelligence in Leadership is designed for individuals who are looking to develop their natural inner resources to navigate the complexities of today’s world. Based in neuroscience, biology, and physiology, this 6-module highly experiential program explores models and theories related to the intelligence of the body. Learn more.
Building Inclusive Workplaces through the Lens of Women’s Leadership
While the entire landscape of work is getting an overhaul, how are leaders going to adapt to attract and retain diverse talent? What new tactics are being used to drive diverse and productive teams? How do we create belonging and connection for everyone in virtual, hybrid and in-person workspaces using an intersectional lens? Building Inclusive Workplaces through the Lens of Women’s Leadership will explore these questions and use peer learning to uncover how companies and organizations can tap into the values and potential of all workers and leverage opportunities that help them show up at work as their full self – which research has proven fuels creativity and innovation. Learn more.
LENS: Creating a New Normal on Race, One Conversation at a Time
No matter where you are on the spectrum of unconscious bias and race awareness, in America you are swimming in it 24/7. Anchored in facts about our U.S. history that most of us never learned in school, this 2-day intensive workshop is an experiential, personal exploration of race and its impact on our perspectives that is guaranteed to give you an experience of diversity, not just a discussion about it. Targeted for leaders and professionals who are wrestling with how to embody genuine inclusion in order to respond authentically to the cultural shifts after 2020’s racial protests, this approach, tested over 5 years, unlocks a depth of connection and learning unprecedented in mixed race company. Learn more.
Learn more about all the programs offered in Georgetown’s Institute for Transformational Leadership.
This post was shared by Maria van Hekken – faculty in Georgetown’s Executive Certificate in Leadership Coaching.
What would it take for you to live life in full flourish?
If you flowed in the wind like flowers do?
If you naturally tilted your gaze unabashedly toward the light?
If you blossomed right where you’re planted now,
Grew luxuriantly for all to see,
Achieved success as you define it,
And created seeds of change as only you know how?
What if you reached your full height (and power),
If others looked to you for advice or inspiration,
If you planted seeds as far and wide as the breezes will carry?
Yes, you can flourish.
You can dare to thrive.
It’s all right to blossom in this season
To show what you’re made of
To love who you are and the life you’ve cultivated.
Look at the clever flourishes of the sky-blue clematis,
The soft yellow flowers of tomatoes-to-be,
The feathery fronds of the grasses everywhere –
They don’t worry what others might think.
They carry on, doing what they were meant to do.
Who among us looks at a flower and asks, why are you allowed to be so amazing?
To be so happy?
To be so admired?
Now, this summer,
This time in your life,
Live your life fully,
Share your beauty with the world,
Go forth and flourish, as you are meant to.
Read more from Maria van Hekken on her Positive Thinking for Leadership Success blog here.
This month, Georgetown University’s Health and Wellness Coaching Program earned the distinction of accreditation with the International Coach Federation (ICF) in addition to the program certification by the National Board for Health and Wellness Coaching (NBHWC).
For Health & Wellness Coaching graduates, the ICF accreditation opens up additional pathways for professional credentialing as an Associate Certified Coach (ACC) or a Professional Certified Coach (PCC) by using the ACSTH application pathway. Having both accreditations further distinguishes the Georgetown Health & Wellness Coaching program at the top tier of offerings. Graduates are now set up to more easily pursue the professional path that best suits their passion, their strengths, and their clientele’s requests of validation from the NBHWC and/or the ICF.
The eight-month highly experiential health & wellness coach training program is based on the principles of adult learning, transformational learning theory, and Jesuit Education Philosophy. With an emphasis on self and personal transformation, the program leads students to explore the full range of human experience including the mind, body, spirit and emotion as a pathway to behavior change for sustainable health and wellbeing. Students train to become health & wellness coaches in a supportive learning community of faculty, practitioners, coaches, mentors and fellow classmates.
Housed in the Institute for Transformational Leadership, the Health & Wellness Coaching program is part of a rich history of coach training dating back to 1999 with over 2000 coaches graduated. After the program is over, graduates are able to tap into an active alumni community across the Institute fueled by leaders, both health & wellness and leadership coaches, organizational development and diversity, equity & inclusion consultants, and facilitators.
This article was originally shared on the Georgetown University School of Continuing Studies News & Events page.
Maria Kelts is the Head of Enterprise Diversity, Inclusion & Belonging, at Capital One Financial, but she doesn’t rely on diversity training to make workplaces more equitable and welcoming.
“Diversity training is not a stand-alone solution, and many challenge its effectiveness in organizations,” Kelts says. “I would also focus on creating fair, equitable, and transparent people processes that are sustainable” and encompass the entire employee lifecycle, from the time they are recruited till when they say good-bye.
Because, as she explains, if people “leave your organization with a pervasive feeling of inclusion,” they will promote it as a great place to work or be a long-term customer.
An Increasing Demand
This distinction—between relatively narrow diversity training and a more holistic approach—also applies to Kelts’ other position as an instructor in the Executive Certificate in Diversity, Equity, & Inclusion program at Georgetown University. Led by academics and experienced practitioners, the certificate emphasizes the best practices and latest academic research in cultural competency and diversity, equity, and inclusion (DEI).
“The course is experiential in nature and is built on the foundation of understanding oneself through the identities one holds and acknowledging oneself as a change agent,” Kelts says. “Knowing how you walk through the world allows you to more effectively analyze, diagnose, and address DEI issues in the workplace and beyond.”
Many practitioners in her field “are absolutely exhausted right now,” Kelts says. Certainly, the pandemic’s outsized impact on underrepresented groups and a heightened focus on racial justice have compelled corporations to initiate, or reinvest in, programs to address inequities. But this investment is also part of a broader trend of corporate commitment to DEI. The demand for qualified practitioners has grown dramatically, with LinkedIn data showing a 71 percent increase in worldwide DEI positions over the past five years.
Universities have also responded.
“We’re at capacity every quarter,” Kelts says of Georgetown’s DEI certificate program, which includes six intensive courses that must be completed within six months. “The demand has enabled us to be selective with those who apply. It is highly competitive.” Admissions officers “are looking for individuals who are open to learning through non-traditional methods and embracing a cohort experience.”
A Well-Documented Advantage
The business case for diversity has been demonstrated repeatedly in recent years: Simply put, diverse, inclusive, and equitable companies are more profitable. According to MarketWatch: “Diverse companies are 70 percent more likely to capture new markets than organizations that do not actively recruit and support talent from under-represented groups.”
This statistic makes particular sense when considering the kind of out-of-the-box thinking that is required for innovation: Is this more likely to come from a group with similar backgrounds, mindsets, and experiences, or a group with more diverse ones? The answer is self-evident. In addition, forward-thinking companies are more focused on addressing inclusivity, fairness, and social responsibility—and in attracting talented prospects who prioritize these values when choosing a job.
“Diversity is an absolute reality,” Kelts says. “One cannot argue with the changing composition of the United States. In addition to being inclusive of differences, and providing your employees with role clarity, a belief that they are being fairly invested in and rewarded is essential in enhancing a feeling of belonging that leads to greater engagement and outcomes.”
A Quest for Self-Knowledge
Georgetown’s program generally attracts three kinds of students, Kelts says. They include: people who have been tasked by their organizations to implement a DEI program; those already in the field who want to learn new skills; and others who are “generally interested in DEI as a field of study.”
Early in the program, students engage in a personal inquiry designed to increase their self-knowledge. “It’s very important that you develop a level of awareness around self—how you experience the world and how that peppers and flavors your interactions with others—and really have clarity on that piece first,” Kelts says. “And then you can dive into, for example, understanding how to address systemic inequities in systems at the individual, organizational, and societal levels.”
Kelts says the benefits of this kind of experience go beyond one’s working life.
“Not everybody who completes the certificate program is going to work in a DEI position, nor should they,” Kelts says. “One of our students shared that this program provided them with tools to transform every space they enter. The cohort experience is a unique opportunity to build a network of support as one moves forward with their DEI journey. We know our sphere of influence extends beyond our workplace, including our friends, family, and community.”
Learn more about Georgetown’s Diversity, Equity & Inclusion program here.