a sample of Workshops offered
Building Intentional Connections
People with a strong network are more engaged, better collaborators, innovators, more likely to ask for help in closing a business deal, and landing a job or new role. Having a strong network of relationships helps employees increase their ability to reach out, influence, understand what may be going on behind the scenes, find sounding boards for ideas, and get help in situations when the existing processes may not help them get things done.
It is clear that having a strong network is a critical element to career success, job satisfaction, and retention. Yet, we know that many people do not spend time nor build intentional networks, and this impacts their ability to be successful in their roles, feel connected to the organization, and to achieve career growth.
This workshop explores the importance of networks and gives each participant an opportunity to document their network, evaluate it – rating the relationships in it, and develop a plan to enhance it. Included is an opportunity for participants to form new and meaningful relationships and build their network with intention toward achieving career goals.
- "Building Meaningful Connections is an engaging, interactive workshop which provided new insight into how to assess and evaluate your current network and build a powerful new network based on where you want to take your career. My big ‘ah-ha’ was that my network should reflect what I want my next position to be!”
- "I just wanted to quickly tell you how valuable I thought yesterday’s program was. I have lately felt stuck in my position, although I truly love my job. The tips and tools I learned yesterday made me reconnect with what is best about my professional self, and to return my confidence in what I bring to our community. I’m sure that I speak for most women here when I say thank you, and this type of support is EXACTLY what we need to succeed and contribute to our company.”
- “This workshop definitely took “Networking” to a new level as I feel that I really learned how to leverage my network and use it to my advantage”.
Leading a Culture of Inclusion in Today's Environment
High-performing organizations that are concerned with long term prosperity and growth recognize that the aim of diversity is not just meeting compliance targets but tapping into the diverse perspectives and approaches each individual employee brings to the workplace.
When freely expressed differences are valued, and all employees have the support they need to take risks, learn, and develop their careers, inclusion becomes a source of strength and employees can help customers solve their toughest problems.
Our interactive leadership program includes facilitated exercises and dialogues as well as self-reflection along with “What to Do Next Week” action planning.
Program components:
- "That session was one of the most valuable programs I’ve had the opportunity to attend in terms of insightful and practical steps to identifying how our minds work, and what I myself can do to create a more inclusive culture and build a stronger company.”
- " I greatly appreciated that there was insight for my colleagues and me without blame in this session and we came up with clear solutions to implement so that we create a more inclusive culture and be better leaders - leveraging all the talent on our teams."
Creating A Culture of Inclusion
When freely expressed differences are valued in the workplace and all employees have the support they need to take risks, learn, and develop their careers, inclusion becomes a source of strength and employees contribute to solving the toughest organizational problems.
The term “equity” is added to diversity and inclusion because equity describes the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.
Moving beyond traditional diversity programs to focus on equity and inclusion requires that companies help leaders adopt a myriad of required skills: embracing new ideas, conducting courageous conversations, becoming more comfortable with disruption, understanding privilege and valuing differences.
This virtual workshop is focused on building, valuing, and rewarding inclusive leadership within this era of uncertainty. It combines facilitated exercises and dialogues with self-reflection and “What to Do on Monday” action planning. Objectives include:
Inclusive Hiring
Organizations with a commitment to diversity, equity, inclusion and belonging as a focus area of their strategic plan, understand the critical importance of inclusive hiring. This requires examining hiring practices to identify areas where your company may be unintentionally discouraging candidates of different background and races and eliminating/countering bias in the interviewing and selection process.
Our interactive Inclusive Hiring virtual program includes facilitated exercises and dialogues as well as self-refection along with follow up actin planning. Program components include:
From #MeToo to #NeverHere
In this era of heightened awareness around sexual harassment in the workplace, how can you; know if you are stepping into a toxic work environment, increase protection and inclusive leadership where you work and most importantly develop the skills to stop inappropriate behavior? What strategies will you employ to develop allies who will support women create a more inclusive work environment?
Make no mistake – whether you are in school or the workforce -- women are talking. Women who have been pressured for sexual favors to make a deal, get a position or grade, been treated inappropriately or subjected to “locker room talk” or worse at work or in a University setting will litigate, holding not only the leaders accountable, but now spreading the word about their experiences on social media.
Women are sharing their stories, supporting each other in reducing the isolation, shame and self-recrimination as well as questioning their own any responsibility when they were in actuality victimized. While these conversations are therapeutic and long overdue for some, they must be coupled with a proactive approach to stopping sexual harassment if we want to move from Me Too to Never Me. Data shows that roughly 71 percent of women still don’t report sexual harassment out of fear of retaliation, and even fewer bystanders report harassment that they've witnessed. And we have the power to change the story!
Join us to learn and discuss this important hot topic. You will learn:
- “I was skeptical that I would actually learn anything. However, everything that Marilyn talked about far exceeded my expectations, and I found golden nuggets that strengthened my leadership substantially. People have since noticed the difference and have commented on it.”
People with a strong network are more engaged, better collaborators, innovators, more likely to ask for help in closing a business deal, and landing a job or new role. Having a strong network of relationships helps employees increase their ability to reach out, influence, understand what may be going on behind the scenes, find sounding boards for ideas, and get help in situations when the existing processes may not help them get things done.
It is clear that having a strong network is a critical element to career success, job satisfaction, and retention. Yet, we know that many people do not spend time nor build intentional networks, and this impacts their ability to be successful in their roles, feel connected to the organization, and to achieve career growth.
This workshop explores the importance of networks and gives each participant an opportunity to document their network, evaluate it – rating the relationships in it, and develop a plan to enhance it. Included is an opportunity for participants to form new and meaningful relationships and build their network with intention toward achieving career goals.
- "Building Meaningful Connections is an engaging, interactive workshop which provided new insight into how to assess and evaluate your current network and build a powerful new network based on where you want to take your career. My big ‘ah-ha’ was that my network should reflect what I want my next position to be!”
- "I just wanted to quickly tell you how valuable I thought yesterday’s program was. I have lately felt stuck in my position, although I truly love my job. The tips and tools I learned yesterday made me reconnect with what is best about my professional self, and to return my confidence in what I bring to our community. I’m sure that I speak for most women here when I say thank you, and this type of support is EXACTLY what we need to succeed and contribute to our company.”
- “This workshop definitely took “Networking” to a new level as I feel that I really learned how to leverage my network and use it to my advantage”.
Leading a Culture of Inclusion in Today's Environment
High-performing organizations that are concerned with long term prosperity and growth recognize that the aim of diversity is not just meeting compliance targets but tapping into the diverse perspectives and approaches each individual employee brings to the workplace.
When freely expressed differences are valued, and all employees have the support they need to take risks, learn, and develop their careers, inclusion becomes a source of strength and employees can help customers solve their toughest problems.
Our interactive leadership program includes facilitated exercises and dialogues as well as self-reflection along with “What to Do Next Week” action planning.
Program components:
- Understand why diversity and inclusion is a business imperative and the cost of downplaying differences at work.
- Discovery of the impact of individual conscious and unconscious bias through demonstrations of perceptual and cognitive illustrations. Review the impact of bias on group dynamics and decision-making as well as strategies to put in place to counter them.
- In the Action and Accountability portion of the program, leaders look at behaviors that impact organizational/team culture, and commit to individual and group actions to create an inclusive culture.
- "That session was one of the most valuable programs I’ve had the opportunity to attend in terms of insightful and practical steps to identifying how our minds work, and what I myself can do to create a more inclusive culture and build a stronger company.”
- " I greatly appreciated that there was insight for my colleagues and me without blame in this session and we came up with clear solutions to implement so that we create a more inclusive culture and be better leaders - leveraging all the talent on our teams."
Creating A Culture of Inclusion
When freely expressed differences are valued in the workplace and all employees have the support they need to take risks, learn, and develop their careers, inclusion becomes a source of strength and employees contribute to solving the toughest organizational problems.
The term “equity” is added to diversity and inclusion because equity describes the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.
Moving beyond traditional diversity programs to focus on equity and inclusion requires that companies help leaders adopt a myriad of required skills: embracing new ideas, conducting courageous conversations, becoming more comfortable with disruption, understanding privilege and valuing differences.
This virtual workshop is focused on building, valuing, and rewarding inclusive leadership within this era of uncertainty. It combines facilitated exercises and dialogues with self-reflection and “What to Do on Monday” action planning. Objectives include:
- The Importance of DE&I
- Unconscious, conscious, individual, group and cultural bias
- Understanding and eliminating systemic racism
- Your role in creating an inclusive culture
- Commitments
Inclusive Hiring
Organizations with a commitment to diversity, equity, inclusion and belonging as a focus area of their strategic plan, understand the critical importance of inclusive hiring. This requires examining hiring practices to identify areas where your company may be unintentionally discouraging candidates of different background and races and eliminating/countering bias in the interviewing and selection process.
Our interactive Inclusive Hiring virtual program includes facilitated exercises and dialogues as well as self-refection along with follow up actin planning. Program components include:
- Key elements of an inclusive hiring process and why it is important to your company's success.
- Discovery of the impact of individual conscious and unconscious bias through demonstrations of perceptual and cognitive illustrations. Review of the impact of common biases that specifically impact the hiring process.
- Effective interviewing and questioning techniques that maximize inclusive hiring.
- In the Action and Accountability portion of the workshop, participants commit to individual and group actions to create/strengthen inclusive cultures.
From #MeToo to #NeverHere
In this era of heightened awareness around sexual harassment in the workplace, how can you; know if you are stepping into a toxic work environment, increase protection and inclusive leadership where you work and most importantly develop the skills to stop inappropriate behavior? What strategies will you employ to develop allies who will support women create a more inclusive work environment?
Make no mistake – whether you are in school or the workforce -- women are talking. Women who have been pressured for sexual favors to make a deal, get a position or grade, been treated inappropriately or subjected to “locker room talk” or worse at work or in a University setting will litigate, holding not only the leaders accountable, but now spreading the word about their experiences on social media.
Women are sharing their stories, supporting each other in reducing the isolation, shame and self-recrimination as well as questioning their own any responsibility when they were in actuality victimized. While these conversations are therapeutic and long overdue for some, they must be coupled with a proactive approach to stopping sexual harassment if we want to move from Me Too to Never Me. Data shows that roughly 71 percent of women still don’t report sexual harassment out of fear of retaliation, and even fewer bystanders report harassment that they've witnessed. And we have the power to change the story!
Join us to learn and discuss this important hot topic. You will learn:
- Assessing the culture when interviewing
- Hiring inclusive leaders
- Power dynamics
- Speaking up when bad behavior happens to you or another person
- Documentation and reporting
- Being an Ally
- Enlisting men as allies
- Become a leader and model the behaviors you want to promote
- “I was skeptical that I would actually learn anything. However, everything that Marilyn talked about far exceeded my expectations, and I found golden nuggets that strengthened my leadership substantially. People have since noticed the difference and have commented on it.”
Companies where Marilyn has delivered workshops include:
Oracle, Cadence, HP, SAP, Cisco, Intuit, Intel, Plantronics, AMD, VMWare, Xilinx, Maxim, American Express, Wilbur Ellis, Kaiser Permanente, Deloitte, DLA Piper, Informatica, Fenwick and West, Boston Scientific, New Relic, Impossible Foods, Grocery Outlet, and many more.
Conferences where marilyn has spoken/delivered Keynotes on the above topics include:
DEC Dallas Conference, Center for Talent and Innovation, Conference Board, Working Women, Out and Equal, Diversity Best Practices, Linkage, Watermark Lead On, Professional Business Women of California, Diversity Conference of California, NACME, Executive Leadership Council, HACER, Anita Borg, Catalyst, NALC, Women in Tech, and many more.