Can you briefly summarise what you do in your business as a leadership specialist?

I support leaders and organisations to co-create psychologically safe, inclusive, high-performing organisations.

I do this through coaching, development, research and consulting.

“I am eager to support the understanding that inclusive leadership is good for everyone, especially businesses in Ireland.” Can you explain why you feel that businesses don’t understand inclusivity?

To date in Ireland inclusivity has been discussed as a political and moral agenda and very little hard links to organisational success. Additionally, there is a lot of adopting generic attempts at inclusion and not really assessing the appropriateness or the need of the efforts and even less so in measuring their success.

What strategies and training do you provide for businesses?

While I offer training I do so in a facilitative and developmental process, which means that we work together to address the needs of teams, and organisations through the use of inclusion. So inclusive work is about supporting the day-to-day success of business-as-usual activities rather than an exercise in being told something and remembering something.

The process is about equipping organsiations with skills and tools to ensure their workplace supports people to thrive while also ensuring great work gets done.

Some of the specific workshops and development processes include -

THE 13 INCLUSIVE LEADERSHIP PRINCIPLES

"The 13 Inclusive Leadership Practices and Principles" emerges from the understanding that while models and frameworks for inclusive leadership are plentiful, their real-world application often falls short, becoming mere tick-box exercises. Recognising this, these principles and practices focus on what truly matters in the workplace: appropriate communication, behaviour and the manner of task completion.

CULTIVATING A LEARNING ENVIRONMENT FOR PSYCHOLOGICAL SAFETY AND IMPROVED PERFORMANCE

Inclusive leadership flourishes in an environment where learning is valued, and failure is seen as a growth opportunity. Emphasising humility and the continuous learning journey, this approach encourages leaders to foster a culture of openness, acknowledging their vulnerabilities and promoting a mindset where mistakes are leveraged for collective learning and development.

NAVIGATING ORGANISATIONAL COMPLEXITY

Inclusive leadership involves engaging deeply with the complexities of diversity and inclusion, moving beyond superficial box-ticking to genuinely embedding inclusivity within organisational culture. This perspective champions a nuanced understanding and application of inclusive practices, ensuring they are tailored to each organisation's unique challenges and contexts, fostering a fairness and equity culture.

GIVING EFFECTIVE FEEDBACK WITHOUT FURTHERING BIAS OR DISCRIMINATING

This session aims to equip managers and leaders with the skills to deliver constructive feedback while avoiding reinforcing stereotypes, biases, or discriminatory practices. Participants will learn strategies for recognising their biases and ensuring they do not influence feedback processes.

INCLUSIVE LEADERSHIP DEVELOPMENT

This program is designed for leaders at all levels. It focuses on building skills to lead diverse teams effectively, create inclusive environments, and leverage diversity for organisational success.

INCLUSIVE COMMUNICATION SKILLS WORKSHOP

This workshop focuses on communication practices that promote inclusivity, respect, and understanding across diverse teams, enhancing teamwork and collaboration.

INTERSECTIONAL INCLUSION WORKSHOP: BEYOND SINGULAR LABELS

This workshop delves into the complexities of intersectionality, addressing diverse identities and needs within the workplace. By transcending simplistic categorizations, we explore a comprehensive approach to inclusion, ensuring a nuanced understanding and application of diversity practices that respect and acknowledge the multifaceted nature of individual identities.

EQUITY AND INCLUSION POLICY DEVELOPMENT

Designed for HR professionals and leaders, this training provides tools and knowledge to develop, implement, and monitor effective diversity, equity, and inclusion policies and weave inclusion throughout other policies for optimal integration and effectiveness.

CONFLICT RESOLUTION

This training offers strategies for resolving conflicts in a way that respects diversity and promotes inclusion. It focuses on compassion, understanding, legislation and effective communication techniques.

INCLUSIVE GROUP AND TEAM DYNAMICS

This training focuses on the foundations of assembling and nurturing diverse teams, emphasising strategies for recruitment, selection, and team development that prioritise inclusivity.

INCLUSION-DRIVEN LEADERSHIP FOR SENIOR EXECUTIVES

This training, tailored for top-level management, emphasises the role of senior leaders in setting the tone for an inclusive culture and driving organisational performance.

PSYCHOLOGICAL SAFETY IN TEAMS

This training focuses on creating environments where all employees feel safe expressing their ideas and concerns. It explores the concept of psychological safety and its importance for innovation and inclusivity.

INCLUSIVE WORKPLACES, AND THE BEHAVIOURS TO AVOID

This session covers building and maintaining a respectful workplace, addressing harassment and bullying, and creating a culture of respect and dignity for all. (The training requires specific policies from the organisation.

GLOBAL DIVERSITY AND INCLUSION

This training covers the complexities of managing a globally diverse workforce, including strategies for cultural adaptation and global team management for international organisations.

WORKPLACE EFFECTIVENESS AND IDENTITY

This workshop delves into how identity impacts people's perceptions and its implications for workplace dynamics. It explores how social identities influence behaviour, perception, and inclusion. The aim is to improve people's understanding of how identity impacts us all and how to work around these biases.

INCLUSIVE DECISION-MAKING PROCESSES

This training focuses on incorporating diverse perspectives into decision-making processes, ensuring that all voices are heard and considered, thereby improving the quality and inclusiveness of decisions.