Nurturing Cultures of Belonging
The challenge remains for so many places of how to be a multinational, multicultural, multireligious, multigenerational organizations, where people bring their life experiences and values in service of organizational mission.
Despite well-meaning efforts at best, and performative mandates at worst, to improve representation of women, people of color and other groups, many organizations fear that they lack the internal resources and capabilities to facilitate the conditions needed to create environments where all voices are heard, and individuals feel they belong. This fear leads to missed opportunities to have difficult, developmental conversations and to recognize and develop the full spectrum and range of the leadership talent needed to thrive in complexity.
Start enabling the conditions for individual and organizational cultural change. Breathe new energy into the workplace – where everyone feels seen, valued, and empowered to contribute and lead authentically in ways that benefit the organization.
Working at the intersection of adult development and Justice, Equity, Inclusion and Belonging (JEDIB), we empower leaders to deepen their understanding of others through the core lens of sensemaking. This foundational mapping creates the enabling conditions to navigate and untangle the complex web of associations, differences, assumptions, and biases that shape human behavior.
Evoke more authentic power within your organization
Our approach is human-centered.
It addresses the flow of connection, interpersonal dimensions, and structural enablers of belonging, focusing on sustainable transformation rather than transactional quick fixes.
Open conversation is the first step in our approach to cultivating inclusion and nurturing belonging.
We meet as often as necessary, learning about each other, what matters most to your people and organization, where you and your leaders are on your belonging journey, and what direction you want to travel in.
Then we get a sense of your organization’s individual and collective capacity to see, embrace, maximize, and transform differences and similarities. We use the Intercultural Development Inventory (IDI), Growth Edge Interviews (GEI), coupled with developmental coaching, in our work.
IDI Assessment and Coaching
- Take the Intercultural Development Inventory (IDI), a 20-minute survey, to benchmark your organization’s current state.
- Participate in individual and group coaching sessions to equip your leaders with actionable insights for fostering greater inclusivity and belonging.
Find the limits of your current thinking and push (gently) against those limits to break through your current limitations to create whole new capacities.
From there, we can support your leaders to implement the changes sustainably, with a combination of:
- Cultural transformation programs
A year-long or multi-year engagement that embeds JEDIB principles into every level of your organization in an invitational way that includes the business case for more full participation, creating the enabling conditions for lasting change. - Leading Inclusively Labs
A learning lab to creatively and with courage explore your own biases and learn to engage better with others from different cultures and social identities.
- Leadership development
Structured internal organizational work to help leaders navigate power dynamics, recognize and address their own biases, and support them in their efforts to create work environments where all voices are heard and valued. We can also support leaders in understanding themselves and others at the level of their sensemaking, rather than through the lens of assumptions or stories created.
Each engagement is designed to align with your organization’s unique challenges, ensuring relevance, practicality, and measurable progress.
Why it matters
Building a JEDIB-based culture creates tangible benefits:
- For individuals: Leadership awareness, greater psychological safety, belonging, and opportunities for growth.
- For teams: Realize the developmental potential for a more diverse range of leaders. Enhanced collaboration, innovation, and trust.
For organizations: Increased engagement, improved retention, and a reputation as a leader in equity and inclusion.
Questions to consider:
- How do your current initiatives address the root causes of exclusion and inequity?
- Does your leadership team reflect the diversity of your workforce, customers, and the vision and values of your organization?
- Are you building systems that empower marginalized voices to contribute and lead?
We meet you wherever you are and journey with
you in shaping a genuinely inclusive culture.
Tailored to your needs
IDI coaching and assessment takes one to two months.
Growth Edge Interviews take one hour, with an additional one hour feedback session.
From there we can co-create a year long or multi-year program tailored to your leadership challenges, organizational goals, and culture’s needs.
Build a culture of belonging.
Support the flourishing of your leaders. Ready to take the next step?
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