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For over 30 years, I have worked as a consultant, assisting Corporate America in developing more diverse and inclusive organizational cultures. My clients recognize that investing in this challenging endeavor empowers their workforce, fosters innovation, boosts productivity, and satisfies customers’ needs. Satisfied customers, in turn, drive business growth, and increase shareholders’ value.  Consequently, when pitching a culture change project, we emphasize the return on investment (ROI) to secure our client’s commitment. Beyond the business benefits, my work has also played a crucial role in helping individuals become their best selves by following their north star and aligning with their core values.  By embracing their true potential as human beings, they can achieve any life goal.   

By now most organizations have been familiar with the term DEI (Diversity Equity and Inclusion).  Many have likely implemented educational and training initiatives to foster diversity and inclusion. However, it is important to look beyond superficial programs and assess whether meaningful progress has been made. To evaluate diversity, we must ask if leadership positions reflect the diversity of their customer base. To assess equality, we need to determine if their employees truly have equal opportunities for advancement. And to gauge inclusion, we must consider if the diverse workforce feels fully engaged, valued, and seen. If the answer to any of these questions is no, then the organization has not obtained a return on its investment. Leaders bear the responsibility for these subpar outcomes. In today’s interconnected world, leaders are constantly under scrutiny. Employees observe their behaviors more closely than listening to their words. When leaders’ actions contradict their professed commitment to DEI, they risk being seen as hypocritical and losing the trust of the workforce. In such cases, the time and money invested in DEI training will be wasted. As a leader, it is crucial to lead by example and ensure consistency between your words and actions. if you are genuinely committed to this work, you must address these critical questions: 

1. How often do you recognize when your behaviors do not align with your DEI principles?

2. How open are you to examining your biases, filters, worldviews, as well as the impact of your actions?

3. How willing are you to demonstrate humility and initiate personal change when confronted?

4. How skilled are you at valuing diversity and fostering inclusion?

5. How prepared are you to hold other leaders accountable for their incongruent behaviors? 

 My role is to assist you in becoming a true servant leader within your organization and in a diverse world by reconnecting with your humanity. I offer individual and group coaching and advanced DEI workshops to help you gain deep insights and authentic leadership skills and tools.  As a guide and traveling companion on this personal journey, I will walk alongside you, supporting your growth and transformation.