It’s difficult to know how others see us. The gap between how you’re perceived and how you want to be perceived can have a hefty impact on your career and your leadership. However, it is possible to change how others see you.

During this session, participants will learn how to:

1) Create a leadership vision for yourself, including the way you’d like others to describe what it’s like to work with you

2) Identify how your interactions may be misinterpreted and determine strategies to solicit feedback

3) Recognize potential obstacles that could derail you from showing up as you intend

4) Create an action plan to enhance perceptions

Much has been written about the “invisible work”-- a term coined by sociologist Arlene Kaplan Daniels to describe work that goes unpaid, unacknowledged, and thus, unregulated– that women are expected to take on. This leaves women with an increased risk of burnout and chronic stress, according to Women in the Workplace 2021 report by management consultancy McKinsey & Company. Invisible work is not a new concept, but because it’s invisible, it often goes unnoticed. It happens around us in ways we may not be conscious of.

According to the Equimundo National Research Study on male Allyship, 77% of Executive-level men think they are active allies or public advocates for women, but only 43% of women agree.

In this talk, the audience will learn:

1) How to increase awareness of the disparity of women’s experience at work.

2) How to acknowledge and overcome what you may be overlooking (we all do!)

3) How to take action to support change.

For the first time, four and even five generations are working together in and across teams. As people work and live longer, organizations should expect to continue to have multiple generations at work.

In this session, participants will learn:

1) Why it’s important to expand your understanding and appreciation of different generations to create a more inclusive and productive workplace

2) Each generation’s distinctive set of values and outlooks, shaped by significant socio-political, economic, and technological advances

3) Generational perspectives on work life, how work impacts identity, and expectations for work/life balance

4) How to most effectively collaborate as a multi-generational team member

Managing and motivating high performers starts by identifying them, then implementing tactics to energize them, and finally influencing broader team culture to retain and create more of them.

In this session, participants will learn:

1) Repeatable and data-driven method for identifying high performers as they relate to driving key business results

2) Tactics across coaching, overcoming challenges, rewards, and communication to motivate performance

3) Ways to influence culture/mindset shifts within your team to both retain and create more high performers

Did you know that 65% of startups fail due to team issues and 81% of working professionals say their team is not operating anywhere near its full potential? If you’ve ever heard, “We can’t seem to make a decision,” “No one will step up” and “We can’t seem to have a good, healthy debate,” you are not alone.

In this interactive and engaging talk for leaders, managers and team members alike, Kathryn will share the research-based indicators of a high-performing, functional team and the six conditions that need to be met to get there.

In this session, participants will learn:

1) How to assess your team’s effectiveness

2) How to determine what needs improvement

3) How to problem-solve the critical factors that are preventing your team’s success

Gain an actionable blueprint for how to increase your team's intercultural competence with the following FOUR WAYS to become a more inclusive group in our increasingly polarized world.

In this session, participants will learn:

1) How to define the meaning and importance of intercultural competence as the skill that creates inclusion

2) Gain an understanding of the group's intercultural competency score*

3) Determine the group’s strengths, developmental opportunities, and leadership implications

4) Agree and commit to learning activities to improve intercultural competence

*Requires participants to complete a 15-20 minute Intercultural Development Assessment prior to the group session

Gain a holistic, personality-based understanding of the team’s strengths, weaknesses, and culture to understand how members’ personalities and motivators may support or hinder team effectiveness in light of the team’s character, business, context, and goals.

In this session, participants will learn:

1) Identify and understand three internal dynamics: strengths and weaknesses, potential fracture lines, and cultural and shared values*

2) How to influence decision-making and shape team culture given the team’s personality composition

3) Explore ways to be better leaders and contributors

*Requires participants to complete a 30-45 minute Hogan Personality Assessment prior to the group session.

Leverage the group’s 4 categories of individual cognitive and emotional thinking preferences to foster greater individual and team effectiveness.

In this session, participants will learn:

1) Role that thinking preferences play in individual and team performance

2) Determine the various dimensions of team effectiveness

3) Identify areas for improving performance

4) Align on opportunities to enhance relationships and communication

Play has been scientifically proven to be as critical to our health as nutrition and rest. It also makes us smarter and more joyful. So why can play feel so counterintuitive for most adults?

Learn about the science of play and why some researchers believe it might be our most significant ‘work.’ This conversation is for all professionals interested in optimizing their brain’s performance to enhance critical leadership skills including innovation, focus, problem-solving, empathy, human connection, emotional regulation, and well-being.

In this session, participants will learn:

1) Why play is a critical factor in determining your overall success and happiness

2) An introduction to the neurobiology of play and how it improves cognitive function to expand your leadership potential

3) How to determine your ‘personal play identity’ and integrate the core principles of impactful play into your daily life

4) Strategies to harness the power of play in the workplace to encourage collaboration, innovation, and well-being