Watch the Recording

There was a moment during our recent Future of Work conversation that stayed with me long after the webinar ended.

We asked attendees a simple question:

“What qualities come to mind that make us uniquely human and distinct from AI?”

The chat lit up almost immediately.

Empathy. Curiosity. Connection. Judgment. Creativity. Compassion. Ethics. Presence.

And underneath those responses was something deeper: Not fear. Not resistance. But longing.

A longing to hold onto the parts of ourselves that make work meaningful.

Because while the public conversation around AI often centers on speed, scale, productivity, and disruption, the emotional undercurrent in workplaces right now sounds very different.

People are quietly asking:

Will there still be room for humanity here?

That’s why this conversation mattered.

During the webinar, Stephanie Wagner and Dr. Joanna Hong from Humin reminded us that the future of work is not ultimately a technology conversation.

It is a leadership conversation.

One of the most powerful reframes from the session was this:

“Soft skills are now differentiators.”

Not because technical capability no longer matters. But because as automation expands, deeply human capacities become more valuable — not less.

Empathy. Awareness. Ethical judgment. Relationship repair. Mentorship. Owning outcomes.

These are not “nice-to-have” workplace traits anymore. They are strategic capabilities.

And perhaps even more importantly, they are the things AI cannot authentically replicate.

One attendee shared that what resonated most was:

“The framing of what is important for humans to keep and hold close in the age of AI.”

Another reflected on the relief of realizing:

“We all have similar concerns.”

That comment stayed with me.

Because beneath every organizational AI strategy right now is a very human tension:

How do we embrace innovation without losing ourselves in the process?

How do we create workplaces where efficiency does not replace discernment? Where convenience does not erode connection? Where automation does not quietly weaken our capacity for reflection, ethical thinking, or difficult conversations?

One slide from the session captured this beautifully:

What Must Stay in Human Hands

• Difficult feedback

• Mentoring

• Relationship repair

• Moral judgment

• Owning the outcome

That list felt less like a framework and more like a warning.

Not because AI is inherently harmful. But because organizations can unintentionally automate away the very moments that build trust, accountability, resilience, and belonging.

The future of work will not be shaped only by what AI can do. It will be shaped by what leaders choose to protect.

And that requires intentionality.

The Humin framework challenged participants to:

1. Make space for human judgment

2. Protect the moments AI makes too easy to skip

3. Train the capacities AI can’t replicate

That third point may be the most important leadership mandate of the next decade.

Not just AI literacy. Human literacy.

The ability to navigate ambiguity. To lead with discernment. To hold complexity. To build trust. To regulate emotion. To create psychological safety. To make ethical decisions when there is no obvious answer.

These capacities are becoming central infrastructure for healthy organizations.

One attendee offered thoughtful feedback that also deserves attention:

They noted that many “future of work” conversations still lean toward conventional organizational assumptions and encouraged broader exploration through systems thinking, organizational design, culture, and alternative workplace models.

I appreciated that perspective because it highlights something important:

The future of work is not a fixed destination. It is an evolving design challenge.

And if we are serious about building more human-centered workplaces, we cannot simply layer AI onto outdated systems and call it transformation.

We have to rethink the systems themselves.

The webinar ended with a question that I think every leader should sit with right now:

“What kind of leader, colleague, and organization do you want to be?”

Because the question is no longer whether AI becomes part of our world. It already is.

The real question is whether we are leading that integration intentionally… or being led by it.

And maybe the future of work is not ultimately about protecting humans from AI.

Maybe it is about protecting humans from becoming less human.

If you missed the session, I highly encourage watching the recording and reflecting on the discussion with your own teams. The conversation was practical, honest, thoughtful, and deeply timely.

Always human in the lead.
Always grounded in practice.

Cheering you on,
~Liza

This week’s Future of Work session with Lisa Bodell was one of those moments. Not because we talked about AI. But because we stopped talking about AI the way everyone else is.

The Real Question Isn’t About Automation

We’ve spent the last few years asking:

• What can AI do?

• What should we automate?

• How fast can we move?

Useful questions. But incomplete, because they focus on execution, and execution is rapidly becoming the least constrained part of the system.

The more important question is this:

What happens when execution is no longer the bottleneck?

Or more directly to this webinar:

Who are we required to become when AI does more of the doing?

AI Doesn’t Remove Leadership. It Relocates It.

One idea kept surfacing for me throughout the conversation:

AI doesn’t eliminate leadership. It makes it visible.

Your leadership is being revealed - whether you’re ready or not.

• When output is instant…

• When analysis is abundant…

• When execution is no longer the constraint…

The pressure moves upstream from doing the work to deciding what work is worth doing at all. And!!! That’s where many leaders are about to feel exposed, because what’s left isn’t task management. It’s:

• Prioritization under abundance

• Decision-making under uncertainty

• Clarity when information is infinite

• Accountability when outputs are co-created

AI can support these. It doesn’t absolve you of them. If anything, it sharpens the consequences.

AI won’t eliminate bad leadership. It will scale it. #ForbesCouncil

Faster Broken Work Is Still Broken

Another ongoing thread that still needs more attention:

We’re not overwhelmed because we lack tools. We’re overwhelmed because of the work of work - the layers of unnecessary complexity, outdated processes, and invisible friction that have built up over time.

AI can remove some of that, but most organizations won’t redesign the system. They’ll accelerate it. Which means we risk doing the same misaligned, low-value work, just faster, and at greater scale.

And that’s not transformation. That’s amplification.

The Misread on “Human-Centered”

Lisa said something that stopped me in my tracks:

“Right now, we are using massive amounts of energy for AI to process stuff… and in the future… one of the biggest costs to companies is energy. And so people are going to really start to… decide what AI shouldn’t do… because we’re using massive amounts of energy for AI to do something that the human brain could do much more cheaply… and quickly sometimes.” ~Lisa Bodell

That point matters more than we’re giving it credit for. AI is not always the better option. In some cases, it’s more expensive - and less efficient - than human thinking.

Which challenges a bigger assumption I keep hearing: That being “human-centered” somehow lowers the bar. Slower. Softer. Less rigorous.

I don’t buy that. In my experience, the highest-performing teams aren’t doing more.
They’re actually doing less more intentionally.

• Unnecessary work is removed.

• Priorities are clear.

• People aren’t waiting to be told what to do - they own decisions and move.

That’s not soft. It’s disciplined. And when you layer AI into that kind of environment - intentionally, not just everywhere - you don’t slow down. You remove friction that shouldn’t have been there in the first place.

Lisa said this PERFECTLY:

“Work was designed for the industrial age… it created a lot of information and processes that were good for machines. And humans became machines. We became cogs. And now… AI is taking the work off our plate that we shouldn’t have been doing in the first place.” ~Lisa Bodell

What a mic drop moment! I’ve seen first hand how much time gets lost in rework, second-guessing, and unclear ownership. AI doesn’t fix that by default, but in the right system, it exposes it and helps you clear it.

And when that drag is gone, what shows up isn’t just more capacity. It’s better decisions. This is where ‘human-centered’ leadership actually lives.

AI Is Exposing the Leaders Who Can’t Decide What Matters

AI is already increasing the gap between good leadership and bad leadership. Lisa touched on this brilliantly!

Leaders who can’t articulate:

• what matters

• what doesn’t

• and why,

will become bottlenecks in a system that no longer needs them for execution.

And organizations that don’t rethink how decisions get made will not fall behind because they missed AI. They’ll fall behind because they automated without redesigning.

What I’m Sitting With After This Webinar

I didn’t leave this session thinking about tools. I logged off thinking about my own leadership responsibility.

We are not being asked to compete with AI. We are being asked to lead in a system where execution is cheaper, speed is higher, and ambiguity is amplified.

And that changes the standard.

It means we can’t hide behind so called ‘activity’ and ‘task completions’.
We have to be sharper in what we prioritize, clearer in how we decide, and more intentional about where we add value.

Because when the doing gets easier… the thinking gets exposed!

If You Missed It

This is a session worth going back to.

Not to capture more information. But to interrogate how you’re operating.

👉 Watch the recording here: https://www.opensesame.com/event/the-future-of-work-leading-thinking-and-deciding-when-ai-does-the-doing

One Question to Take With You

If execution is no longer the constraint - what decisions are you uniquely accountable for… and are you actually equipped to make them? (be honest with yourself!)

That’s where the real shift is happening.

Always human in the lead. Always grounded in practice.
Cheering you on,
~Liza

If you’re driving 90 miles per hour and your wheels aren’t aligned, you don’t feel the danger at first. The engine hums. The speed feels efficient. You’re covering ground faster than ever.

Until the steering starts to shake.

That’s where we are with AI and that’s the real story about the Future of Work.

The Wrong Question

Everyone keeps asking: “Are we behind on AI?”
Wrong question. The better question is:

Are we stabilizing as fast as we’re accelerating?

Because AI is no longer a novelty. It’s infrastructure.

Donald H. Taylor opened our recent session with Paige Bergman by describing this year’s survey as the most significant in thirteen years, not for what changed dramatically, but for what stopped behaving predictably.

That isn’t a trend shift. It’s structural instability that forces leadership to either mature… or fracture.

The Signal Beneath the Rankings

Yes, AI topped the survey again. But the more interesting rise was “Showing Value.”

That tells me something. When a profession shifts its attention from innovation to validation, it means pressure has entered the room.

• Budget pressure.

• Credibility pressure.

• Identity pressure.

Watch the Replay

Paige Bergman, OpenSesame’s Director of Curation, grounded this tension in operational reality. As she noted during our session, acceleration is visible, but alignment is invisible work. Organizations are moving fast on tools, but far slower on the governance, expectations, and capability systems that make those tools sustainable.

In the chat, other leaders across industries echoed the same sentiment:

“We’re moving fast, but we don’t feel steady.”

That’s acceleration without stabilization.

Progress and Pressure at the Same Time

One of the most insightful tensions in the survey was this:

L&D is embedding AI into daily workflows.

And simultaneously:

• Struggling to demonstrate impact

• Facing tighter budgets

• Wrestling with role clarity

• Experiencing increased scrutiny

That’s not failure. That’s transition. But transition is chaotic.

Donald guided to George Land, in Grow or Die, described transformation as a period where old norms collapse before new ones stabilize. It feels disorienting because the old rules don’t apply, and the new ones haven’t yet solidified.

The Alignment Problem

Here’s what concerns me most.

• We are redesigning workflows.

• We are embedding automation.

• We are expanding expectations.

Paige made a point that stayed with me: stabilization is leadership work. Technology teams can deploy infrastructure quickly. But aligning managers, clarifying accountability, and building capability across functions requires intention. That gap, between deployment and alignment, is where strain begins.

And we are not aligning at the same speed.

Not governance.
Not culture.
Not leadership capability.

At high velocity, misalignment isn’t innovation. It’s risk.

Peter Drucker once wrote, “The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic.”

Many organizations are adopting tomorrow’s technology while still operating inside yesterday’s models. That tension, between innovation and infrastructure, is the real readiness gap. It isn’t about whether the tools work. It’s about whether the organization does. It’s about human readiness, leadership maturity, governance clarity, and cultural alignment. When technology advances faster than operating models evolve, the gap isn’t technical, it’s structural.

Let me be clear: the survey is not a doomsday report. It’s a transition report. And transitions are where the future gets shaped. If we stabilize while we accelerate, we build trust, clarify identity, align governance, and design work intentionally. But if we accelerate without stabilization, we exhaust people, blur accountability, amplify pressure, and erode trust, not because AI is dangerous, but because misalignment is.

If You Lead Right Now, Stabilize Like This

Before you accelerate, stabilize.

• Stabilize identity: What does L&D actually own in this new operating model?
• Stabilize governance: Who decides what AI does, and who is accountable when it fails?
• Stabilize capability: What skills truly matter in a Human + AI workplace?
• Stabilize culture: How do we protect judgment, trust, and human agency?
• Stabilize expectations: What does “doing more” actually mean — and at what cost?

Then accelerate. In that order, because speed without alignment is noise, and alignment without action is stagnation.

The organizations that win this era will not simply adopt faster. They will stabilize smarter.

Acceleration without stabilization is not strategy. It’s drift. And in 2026, drift is not an option.

Onward and upward. 🚀
~ Liza

Her name is Catherine. She’s 47, a senior leader, respected and sharp, the person everyone turns to when things get complicated.

Lately, though, something feels different. She forgets a word mid-sentence in a meeting. She rereads emails three times before hitting send. She wakes up at 3:12 a.m. almost every night and can’t fall back asleep.

She tells herself she’s slipping. That she needs to focus. That she just needs to push harder. Her performance reviews are still strong. Her team still trusts her.

But inside? She’s questioning everything.

No one at work knows what’s happening, not because she’s hiding something, but because she doesn’t yet have language for it.

Now zoom out. Claire isn’t an outlier. She’s one of millions.

February is often about progress - performance goals, Q1 momentum, execution. But progress without inclusion isn’t progress at all.

For our second Future of Work session of the year, we tackled something workplaces have avoided for far too long. Not because it isn’t important, but because it’s been uncomfortable:

Menopause at work.

If we are serious about the future of work, we must be serious about the full human lifecycle at work.

Why This Conversation, Why Now

Over 90% of women experience perimenopause and menopause. Many do so at the peak of their careers. And yet most workplaces still lack:

• Clear policies

• Structured support

• Manager training

• Practical accommodations

The result?

• Brilliant women quietly struggling.

• High performers questioning themselves.

• Leaders leaving roles unnecessarily.

This isn’t just a health issue. It’s a leadership issue. A retention issue. A compliance issue. A culture issue. A Future of Work Issue.

The future of work cannot be built on silence.

Watch the Replay

🎙 A Conversation Grounded in Evidence, Not Assumptions

I had the privilege of co-hosting this conversation alongside:

• Amanda Sessions, Enterprise Curator of Compliance, OpenSesame

• Nick Henderson-Mayo, Head of Compliance, VinciWorks

• Naomi Grossman, Compliance Manager, VinciWorks

• Erienne Koanui, People Operations Generalist, OpenSesame

What made this session powerful wasn’t shock value. It was clarity. We explored what perimenopause actually looks like:

• Brain fog

• Anxiety

• Fatigue

• Sleep disruption

Symptoms that are often misinterpreted as disengagement, underperformance, or burnout. We discussed how many women don’t initially recognize what they’re experiencing, and how managers often miss early signs entirely. And we addressed the practical question leaders ask: What can we actually do?

🔍 Key Insights from the Session

1️⃣ This Is About Retention, Not Just Awareness

One of the most striking realities discussed:

Many women leave roles unnecessarily.

Not because they lack capability.
Not because they lack ambition.
But because the workplace lacks adjustment.

Sometimes the solution isn’t complex.

It’s flexibility.
Temperature control.
Meeting structure.
Psychological safety.
Manager awareness.

Low-cost.
Sometimes no-cost.

But high-impact.

2️⃣ Policy Without Culture Doesn’t Work

Nick and Naomi shared insight into the evolving legal and regulatory landscape — particularly in the UK, where menopause action plans are gaining traction.

But compliance alone isn’t enough.

You can write a policy.
You can add a clause.
You can update a handbook.

But if women don’t feel safe speaking up, the policy stays on paper.

Culture determines whether policy becomes practice.

3️⃣ The Manager Multiplier Effect

One of the most powerful themes:

Managers don’t need to be medical experts.

They need to be human.

When managers are trained to:

• Recognize patterns

• Listen without judgment

• Adjust without embarrassment

• Respond without minimizing

Everything changes.

This is not about “special treatment.”
It’s about equitable treatment.

The future of work demands leaders who understand that life stages impact performance — and that support fuels excellence.

4️⃣ Silence Is Expensive

Perhaps the most relatable moment of the session was this realization:

How many women have internalized symptoms as personal failure?

How many have thought:
“Why can’t I keep up like I used to?”
“Why am I forgetting things?”
“Why am I so exhausted?”

When biology is mistaken for incompetence, confidence erodes.

And when confidence erodes, talent walks out the door.

Organizations cannot afford silence — not ethically, not strategically.

🌱 What Positive Change Actually Looks Like

This session wasn’t about creating complexity.

It was about evidence-based action:

• Implementing low- or no-cost adjustments

• Building a structured Menopause Action Plan

• Understanding global regulatory movement

• Reducing litigation risk

• Creating environments where women feel safe to speak

This is how we evidence positive change.

Not through statements.
Through systems.

🔗 Continue the Conversation

• 🎥 Watch the on-demand replay

• 📚 Explore menopause and workplace culture learning resources

• 📊 Take the Future of Work Readiness Survey

✨ Final Reflection

The future of work is not just about AI. Not just about automation. Not just about productivity. It’s about designing systems that reflect real human lives. Menopause is not a niche issue. It is a workforce reality.

And if we want organizations that retain talent, build trust, and lead with intelligence, we must normalize conversations that were once whispered. Technology may define the next era of work. But courage will define the culture.

Thank you for being part of this community, and for helping us build workplaces where every stage of life is respected, supported, and valued.

But January is also a month of reflection. Of remembrance. Of recommitment to how we show up for one another.

That context mattered deeply for our first Future of Work webinar of the year.

Coming just after Martin Luther King Jr. Day, alongside global observances honoring accessibility, religious diversity, remembrance, and human dignity, this session invited us to slow down and ask a different question:

As work accelerates - who are we becoming, together?

Why This Session, Why Now

We’re living through one of the most significant shifts in human history.

Not just a technology shift - but a work shift, a culture shift, and a human shift.

Yes, generative AI will be remembered as a turning point. But history tells us something important:
Every major era isn’t defined only by its tools - it’s defined by how humans adapt, collaborate, and make meaning within change.

That’s the heart of the Future of Work.

Technology may accelerate work.
But culture determines how we work together - human to human, human to AI, and increasingly, AI to AI.

This session marked the official launch of our Future of Work Webinar Series, and we began where all meaningful work begins: with people.

🎭 Bridging Worlds: Storytelling as Cultural Insight

Watch the Recording On-Demand

This session featured a live, behind-the-scenes deep dive into Bridging Worlds, a story-driven learning experience that explores how culture, communication styles, and perspective quietly shape collaboration at work.

Rather than teaching culture as theory, Bridging Worlds lets people experience it.

Different cultures.
Same workplace.
Very real tension.

Through everyday moments - meetings, feedback, silence, misalignment - the series surfaces the unspoken rules that shape trust, decision-making, and belonging on global teams.

🎤 Meet the Creators Behind the Work

We were honored to be joined by the creative minds who brought Bridging Worlds to life:

• Courtney Hearon-Zamastil, Senior eLearning Development Specialist, OpenSesame

• Vince Capuano, Writer, Director & Editor, DLR Studio

• Jannah Welcome, Speaker, Wellness Coach, Actor

• Marvin Applegate, Actor & Intercultural Practitioner

Together, they offered rare insight into how learning design, direction, and performance intersect to create moments that feel uncomfortably familiar — in the best way.

🔍 Key Insights from the Session

1️⃣ Culture Shows Up in the Small Moments

Most workplace tension doesn’t come from dramatic conflict.
It comes from small, repeated misalignments - assumptions about time, communication, hierarchy, or feedback that quietly erode trust.

The brilliance of Bridging Worlds is that it doesn’t lecture people about culture.
It lets them recognize themselves in the story.

“Oh - I’ve been in that meeting.”

That moment of recognition is where learning sticks.

2️⃣ Same Meeting. Same Words. Different Realities.

One of the most powerful techniques in the series is dual perspective — seeing the same moment through different cultural lenses.

In the session, we explored:

• Naomi’s experience, shaped by her communication style and expectations

• Lukas’s experience, shaped by a different set of norms and assumptions

Neither character is wrong.
Both are well-intentioned.
And that’s exactly the point.

Conflict isn’t always about intent.
It’s about interpretation.

3️⃣ Ambiguity Is the Teacher

From a directing standpoint, Vince shared how intentional restraint was used to invite empathy rather than judgment.

There are no villains.
No clean resolutions.
No “right answer” handed to the learner.

Instead, viewers are asked to sit in the gray - just like real leadership moments at work.

That discomfort is intentional.
Reflection comes after we slow down.

4️⃣ The Two Finns Moment (Yes — That One)

One of the most talked-about moments was the visual of two Finns — a subtle, cinematic representation of the internal conversations we all have before we speak.

It captured something deeply human:
The pause.
The self-editing.
The cultural calculation.

Those inner moments shape our work far more than we realize.

🌱 One Small Shift That Changes Everything

We closed with a simple but powerful reflection:

If we all did one thing differently at work tomorrow because of this series, what should it be?

The answers weren’t about policies or platforms.
They were about listening more carefully, pausing longer, and leading with curiosity instead of certainty.

🔗 Keep Exploring the Future of Work

• Access The Bridging World Courses: https://www.opensesame.com/lists/detail/2861609?fromSearch=true

• 📊 Future of Work Readiness Survey: https://www.surveymonkey.com/r/futureofworknow

• 📚 January MicroLearning List: https://www.opensesame.com/lists/detail/1769713?fromSearch=true

• 💬 Access the Future of Work Resources: https://linktr.ee/futureofworknow

✨ Final Reflection

The future of work isn’t something happening to us.

It’s something we are actively shaping - through culture, through leadership, and through the choices we make in everyday moments.

This session reminded us that:

• Culture is not a “soft topic”

• Human-centered leadership is not optional

• And the most advanced workplaces of the future will still depend on something very old-fashioned:

How we treat one another.

Thank you for being part of this community - and for helping us build what comes next, together.

The Future of Work Community

The future isn’t something we wait for, it’s something we build together. Welcome to the Future of Work Community, your hub for exploring breakthrough ideas in culture, innovation, and modern leadership. #FutureOfWork #OptimizeCulture #TalentDevelopment

By PowerUp With Liza

There are moments in our work lives when something cracks open - a sentence, a story, a shared laugh - and suddenly, we see ourselves and our workplaces with a little more truth, a little more compassion, and a little more possibility.

This month’s webinar with Dr. Frank Gonzalez was one of those moments.
It wasn’t just a session. It felt like the kind of hour that stays with you the way Brené Brown’s call to courage stays, or the way The Happiness Advantage makes you reconsider your morning routines. It was equal parts therapy, truth-telling, comedy hour, leadership development, and collective “Aha.”

I kept thinking of that Maya Angelou line:

“People may forget what you said, but they will never forget how you made them feel.”

And today?
We felt seen.
We felt connected.
We felt awakened to our influence, and reminded that culture isn’t a department. It’s a daily practice.

Watch the Replay Here..>>

A Community That Came Alive — in Emojis, Songs, and Soul Truths

One of my favorite moments happened right at the start, when the chat erupted in emojis representing our personalities: ⚡❤️ 🤪 🦄 😸 🤩 🤓 ✨ 🏅.
When Dr. Frank asked, “If your personality at work today were a song title?” the responses were pure poetry:

• Don’t Stop Believing

• Who Runs the World

• Stayin’ Alive

• You Need To Calm Down (a little Taylor Swift never hurt anybody)

• Feeling Good

• Unstoppable

From there, the vulnerability deepened in real time. People shared traits they’re proud of and traits they’re still negotiating with. We named our worries. We named our culture leaks. We named the behaviors that annoy us more than they probably should (yes, the “Can I ask you something?” people…we love you but please say hello first 😆).

And through it all, Dr. Frank held the room with warmth, humor, depth, and clarity.

Dr. Frank’s Superpower: Turning Personality Into Culture

Dr. Frank brought a perspective so refreshing that multiple people typed, “My cup is full” and “This is group therapy!” - because that’s exactly how it felt. His formula struck a chord:

Personality + Values + Behaviors = Culture

When he said it, the chat froze - not with silence, but with reverence.
It was the moment.
The truth we all know but rarely articulate so plainly.

He reminded us that:

• Worry shows up in our work (yep… that hit).

• Over-organization becomes avoidance.

• Calmness increases influence.

• Our cultural impact is either intentional or accidental - nothing in between.

He walked us through cinematic moments (yes, including Office Space hypnosis 😆) to illustrate that fear suppresses influence, but authenticity supercharges it.

This wasn’t a webinar. It was a personal leadership intervention.

Why This Conversation Belongs in the Future of Work

Today’s session affirmed exactly why we rebranded this series and community.
Not because “Future of Work” is trendy. Not because AI and automation dominate headlines.

But because the real future of work—the one worth building—happens in moments like these:

• When people say, “I feel seen.”

• When leaders realize culture leaks from behaviors, not posters.

• When someone admits, “My face speaks before my mouth moves 🤣,” and nobody laughs at them - we laugh with them.

• When employees recognize that influence isn’t positional. It’s relational.

The Future of Work isn’t about technology alone.
It’s about humanness meeting possibility.
It’s about conversations that spark behavior change.
It’s about community learning in real time and choosing to be better - on purpose.

Today was proof that our community is the future of work.
And the rebrand didn’t create that - it simply named it.

🙏 To Dr. Frank: Thank You for Being a Cultural Catalyst

Dr. Frankie G, your gift is rare!
You teach people without making them feel taught.
You peel back layers without cutting.
You remind us that personality isn’t a box - it’s a lens, a language, and a leadership strategy.

Your presence was magnetic, grounding, and liberating.

On behalf of everyone who left the session feeling braver, clearer, softer, or sharper:
Thank you.

💛 To Our Community: You Are the Heart of This Work

Every emoji.
Every song title.
Every confession.
Every burst of laughter.
Every moment of “YES, SAME!” in the chat.

You turned a webinar into a movement.

This community is becoming something beautiful, an evolving space where courage is contagious, wisdom is collective, and learning is joyful.

As someone in chat said…

“Speak what you seek, until you see what you said.”

And I see it.
I see a future of work built by people like you—open-hearted, curious, collaborative, unafraid to grow.

🔗 If you missed the session or want to revisit it:

Recording is posted here by our wonderful marketing team at OpenSesame:
https://www.opensesame.com/event/workplace-personality-leveraging-your-influence/

And subscribe to stay connected with our ongoing community at:

The Future of Work Community

The future isn’t something we wait for, it’s something we build together. Welcome to the Future of Work Community, your hub for exploring breakthrough ideas in culture, innovation, and modern leadership. #FutureOfWork #OptimizeCulture #TalentDevelopment

By PowerUp With Liza

Thank you for filling your spaces with unapologetic energy, honesty, and brilliance.
The Future of Work is brighter because of you!

Our session drilled deep into one of the hardest but most essential skills for leaders today: How to navigate dialogue when things get uncomfortable.

And let’s just say—we went there.💥

I was joined by two brilliant minds from Ibis Consulting Group, Shilpa Pherwani and Rahul Kay, who led us through a powerful, interactive session that blended research-backed strategy with raw human experience.

Couldn’t join live? No worries. Watch the replay, and read on for top takeaways, unforgettable quotes, and that 🔥 “aha!” moment we’re all still thinking about.

🚀 Three Strategies for Strengthening Dialogue

📊 As highlighted in the slide below, here’s the trifecta for building authentic communication:

1️⃣ Build a High-Trust Culture

• Transparency isn’t just a value—it’s a behavior.

• Consistent 1:1s give people space to be seen.

• Values aren’t just words on the wall—they need to be operationalized.

💬 Leticia Wilson asked: “Tell me more about ‘operationalized values’”
💡 Angela Shultis shared: “We built four internal culture pillars with clear intent + impact definitions—it transformed how we engage.”

2️⃣ Practice Effective Inquiry

• Feedback is fuel—but only when it’s grounded in listening.

• Paraphrasing shows respect.

• Active listening isn’t passive—it’s your secret superpower.

🗣️ Leticia Wilson: “She is listening to respond, not listening to understand.”
🧠 Alyssa Small: “She’s listening to defend and deflect.”

3️⃣ Explore Conflict with Curiosity

• Validate feelings—before jumping to solutions.

• Use “I” statements.

• Address one issue at a time.

🎭 Through a powerful interactive scenario, we watched a conversation unfold between two colleagues—James and Paula—and reflected on what works, what doesn’t, and what courage looks like.

🧨 Most quoted attendee reaction:

“I didn’t have the convenience of shutting down.” – James
“Leadership skills of Paula? Glad she recognizes her need to be more open!!” – Annie Wimbish
“Gaslighting needs to stop.” – Dena Kleinrock

✨ Top Audience Reactions

💬 Beth Carroll: “If someone tells you their lived experience, LISTEN.”
💬 Leticia Wilson: “Brave spaces > safe spaces.”
💬 Lisa Harris: “TRAUMA must be addressed in business. Listening shows care.”
💬 Angela Shultis: “Trying to have a nuanced conversation and getting shut down—so real.”
💬 Alyssa Small: “Intersectionality is often overlooked—and we’re tired of being dismissed.”

🎯 Five Power Takeaways

1️⃣ Psychological Safety Begins With You
If people don’t feel safe to speak, dialogue is doomed before it starts.

2️⃣ Assume Good Intent—but Don’t Avoid Accountability
Good intent does not excuse impact. Hold both in the room.

3️⃣ Dialogue ≠ Debate
It’s not about “winning.” It’s about understanding.

4️⃣ Leaders Need More Than Positional Power
They need emotional courage, cultural humility, and a willingness to learn in real time.

5️⃣ Dialogue is the Practice Ground for Equity
You can’t operationalize inclusion without practicing it—in every conversation.

📚 Resources & Links

📍 Workplace Culture Progress Index + Free Toolkit
https://bit.ly/optimizeculturesurvey

📍 Download Your Ibis Consulting Group Toolkit
https://www.ibisconsultinggroup.com/toolkitaccessform

📍 July Microlearning List
https://www.opensesame.com/lists/detail/2248308?fromSearch=true

📍 Join the Club for Replays + Future Sessions
https://linktr.ee/optimizeculture

🌟 Final Thoughts

This wasn’t just another DEI webinar.

It was a transformational learning moment for everyone in the room—from seasoned leaders to rising professionals. We reflected. We cringed. We learned. And most importantly—we saw the power of dialogue to shift even the most uncomfortable dynamics when done with heart, humility, and strategy.

• Let’s keep creating brave spaces, not just safe ones.

• Let’s keep speaking truth to power.

• Let’s keep optimizing workplace culture—one conversation at a time. 💙

📅 Coming Up Next

🌱 Tools for Well-Being in an Unpredictable World
📆 August 21, 2025 | 9 AM PT / 12 PM ET
💻 Register now: https://www.opensesame.com/event/tools-for-well-being-in-an-unpredictable-world/

• Juneteenth (freedom + resilience)

• Pride Month (authenticity + allyship)

• Immigrant & Caribbean-American Heritage Months (roots + contributions)

• Men’s Health & PTSD Awareness Months (well-being + healing)

Right in the middle of all that 🔥, storytelling architect John Chen, CSP joined me for a turbo-charged session on turning family memories into magnetic narratives.

Couldn’t join live? No FOMO needed. Watch the recording here and read on for a front-row, chat emojis, mic-drop quotes, and actionable steps included.

🚀 Event Snapshots

• 🎉 Most-used emoji: 🏳️‍🌈 (Pride Power was loud and proud!)

• 🗣️ Top chat cheer: “This is so good! I’d love a copy of the playbook!” – LaCheka Phillips

• 📚 Most-requested resource: John Chen’s Storytelling Playbook – coming to inboxes soon!

• 🛎️ First volunteer to jump in live: Barbara Booth – always bringing the courage!

• 😱 Most surprising moment: Realizing “Paper Son” wasn’t a typo — it’s a powerful piece of U.S. history

• 🎤 Breakout storytelling MVPs: Alyssa, Sunshine, Sharon, Dana — absolute legends

• 📍 Where folks joined from: Detroit, Atlanta, OKC, and one participant during tornado sirens 😳

• 💬 Most quoted attendee reaction: “I didn’t realize I was telling my story until I did it… and now I want to keep going.”

• 🎬 Biggest “We need this!” moment: Discovering the movie Six Triple Eight during the Juneteenth tribute

✨ Five Power Takeaways

1️⃣ Stories = Superpowers

“In a world that moves fast and filters even faster, your unfiltered story is your anchor.” – Liza

2️⃣ Pick ONE moment
Depth beats résumé-style timelines. Zoom in on the scene that shaped you.

3️⃣ John’s 3-Beat Blueprint
Setup → Spark → Shift. Hook ‘em, light the fuse, land the lesson.

4️⃣ Research without DNA kits
Library archives, oral interviews, Storyworth prompts—start where the data is.

5️⃣ Practice privately, then shine
Tell it to the mirror; clarity + confidence grow before you ever hit “record.”

💬 Chats That Sparked Joy

• Alyssa Small: “Neuro ✨sparkly✨”

• Sunshine Clemons: “Paper SON—not SUN! Brilliant!”

• Brittani Hissom: “Realized my monthly event is a platform for sharing our genuine family stories.”

• John Chen: “Improv is the best and most authentic.”

🔗 Links, Raw & Ready

• Workplace Culture Progress Index Survey + Toolkit
  https://bit.ly/optimizeculturesurvey

• Optimize Culture Club & resources hub
  https://linktr.ee/optimizeculture

• Celebrate June with Microlearning list
  https://www.opensesame.com/lists/detail/2248281?fromSearch=true

• ICON Learning Series featuring John Chen
  https://www.opensesame.com/lists/detail/2099783?fromSearch=true

• Connect with John on LinkedIn
  https://linkedin.com/in/ceojohnchen

📅 Coming Up Next

Effective Dialogue to Engage Employees – July 16, 2025 (9 am PT / 12 pm ET)
Feat. Shilpa Pherwani & Rahul Kay from Ibis Consulting Group + our own Liza.
Save your seat: https://www.opensesame.com/event/effective-dialogue-to-engage-employees/

🌟 Final Thoughts

Every Juneteenth we honor freedom; every Pride we honor living out loud; every immigrant story we honor courage. Your family narrative belongs in that same spotlight. Follow the playbook, hit record, and let the world—or even just your own heart—hear it.

Until next time, keep those stories flowing and your culture powered up. 🚀

Sign up for the next one

🌸 Mental Health Awareness Month, 🌺 Asian American and Pacific Islander Heritage Month, and a moment for many of us to reflect on how we’re showing up in our lives and at work. It’s also a time when the pace of life feels like it’s speeding up. The end-of-year energy is real—and it’s hitting our workplaces hard.

That’s why our May session couldn’t have come at a better time. We tackled what it means to truly thrive in today’s constant change - when the world feels chaotic, teams feel disconnected, and resilience feels like a buzzword.

In this fire-filled webinar, I was joined by Maureen “Mo” Berkner Boyt, Founder & CEO of The Moxie Exchange, to explore how we can build resilience and authentic human connection in the workplace, without toxic positivity, without fake productivity hacks, and without pretending everything’s fine.

Couldn’t make it live? No worries. Here’s your guide to what we uncovered and how you can apply it. You can also catch the recording here..»

Event Key Takeaways

1️⃣ The Change Saturation Point is Real

📈 There’s been a 183% increase in the rate of change since 2019 and it’s not slowing down.
🔻 73% of employees feel like their organizations are at or beyond their capacity to absorb any more change.

This isn’t about laziness or lack of grit. It’s about overload. As Mo reminded us:

“People don’t resist change. They resist feeling alone in it.”

2️⃣ The Change Emotion Cycle = The New Map

Change isn’t a straight line. It’s a cycle that mirrors the stages of grief:

• Shock 😲

• Denial 🙅

• Frustration 😤

• Exploration 🤔

• Acceptance 😌

• Commitment 💪

If we don’t acknowledge this rollercoaster, we can’t support people through it. Mo gave us tools to name the loss, hold space for emotion, and then move forward with compassion.

3️⃣ The 5 Reasons People Resist Change

Mo broke down the five key reasons change gets blocked, and what to do about it:

1. Loss of control – Offer choice.

2. Fear of the unknown – Over Communicate what is known.

3. Distrust in leadership – Be transparent and human.

4. Change fatigue – Acknowledge the past honestly.

5. Lack of capability – Provide skill-building, not just updates.

4️⃣ Connection Is a Survival Skill

We loved this reframe:
Connection isn’t a soft skill. It’s a survival skill.
In times of rapid change, people don’t want perfect answers. They want to feel seen, heard, and supported.

Mo shared 3 ways to boost connection on your team:
✅ Check-in culture – One-word check-ins change everything.
✅ Curiosity > Criticism – Ask “What else might be true?”
✅ Celebrate micro-moments – Catch people doing something right. 🎉

📸 Locus of Control Slide: A Crowd Favorite

One of the most loved visuals of the session was this powerful reminder:

Focus on what you can control: Your mindset, your boundaries, your energy.
Let go of what you can’t: The past, others’ opinions, the outcome.

💬 As Barbara said in the chat:

“At first glance I read the first line as ‘Out of my MIND’... I guess that says something about where my mindset is!” 😅

🔥 Memorable Chat Moments

💡 “Pause on Purpose.” – Leticia Wilson
💡 “Helping people have the skills AI can’t replace.” – Alyssa Small
💡 “Change is external. Transformation is internal.” – Talesha Calhoun
💡 “Connection is not a soft skill, it’s a survival skill.” – Lisa Ong
💡 “I’m so tired of hearing ‘Change is the only constant.’ I’d rather our constant be respect.” – Alyssa Small

🛠️ Tools & Resources Shared

🔗 Workplace Culture Progress Index & Toolkit: bit.ly/optimizeculturesurvey
🔗 Microlearning for May: OpenSesame List
🔗 Access the Course List: Change & Connection Skills
🔗 Join the Club: Optimize Workplace Culture Community

🌟 Final Thoughts

The truth is: we’re all living through an emotional marathon.
But we don’t have to do it alone.

This session reminded us that the key to surviving change isn’t about doing more, it’s about connecting better. Human-first leadership isn’t soft. It’s strategic.

Change can be messy. But with the right skills, and the right people - it can also be meaningful.

Sign up for the next one

From Autism Awareness Month to Equal Pay Day, Arab and Scottish American Heritage, Earth Month, and more—this month reminded us why workplace culture is about showing up for one another in meaningful ways.

And wow—did we show up.

🎤 This Month’s Live Session: “Workplaces That Work: Empowering Autistic Talent to Thrive”

In one of our most heartfelt and powerful sessions to date, we had the honor of welcoming LaTonya Davis, award-winning speaker, autism parent, and the powerhouse behind LaTonya Davis Consulting.

LaTonya brought truth, vulnerability, strategy, and storytelling to the (virtual) stage—alongside our incredible co-host Missy Norbury-LeDoux, eLearning Development Specialist at OpenSesame and leader of our Neurodiversity ERG.

If you missed it, don’t worry. We’ve got the highlights, reflections, and links below so you can jump in and carry the conversation forward.

📺Watch the Recording

Workplaces That Work Webinar Slide Deck

7.41MB ∙ PDF file

Download

Download

🔑 Key Takeaways

1️⃣ Autism at Work Is Not a Trend—It’s a Talent Strategy
Neurodivergent professionals bring critical strengths: detail orientation, innovation, honest feedback, deep focus. LaTonya reminded us: Autism doesn’t limit success—it changes the pathway to it.

2️⃣ Move Beyond Awareness—Take Action
From creating more inclusive interview processes to offering quiet spaces, we learned that inclusion is not complicated, it’s just intentional.

3️⃣ Stories Build Bridges
Hearing LaTonya’s personal journey—navigating leadership, parenting, and advocacy—was a masterclass in courage and purpose. And seeing Missy reflect on building neurodiversity community from within reminded us how powerful internal champions can be.

💙 Loved This Framework! The A.U.T.I.S.M. Guide to Inclusive Workplaces

One of the standout moments for me was this powerful framework for autistic talent in workplaces - a clear, actionable approach to building workplace cultures that empower autistic professionals to thrive. LaTonya turned it into a great acronym to help us remember it (you know I love a good acronym 😄).

✳️ A.U.T.I.S.M. Framework for Inclusive Workplaces:

• A – Audit the Talent Cycle
  Look closely at every stage—from recruiting to promotion—and ask: Who’s thriving? Who’s being left out?

• U – Understand and Unlearn Racism and Bias
  Many autistic professionals face compounded bias. Inclusion work must be intersectional.

• T – Tailor Support
  One-size-fits-all doesn’t work. Personalize accommodations and communication styles to meet actual needs.

• I – Include Autistic Voices
  Nothing about us without us. Create space for autistic employees to shape strategy and speak for themselves.

• S – Supportive Policies, Practices, and Systems
  From job descriptions to performance reviews—build infrastructure that expects neurodiversity and works with it.

• M – Manage Mindsets
  Shift from “fitting in” to “belonging.” Train managers to lead with empathy and to value different thinking styles.

This framework is more than a checklist—it’s a call to reimagine how we define talent, intelligence, and inclusion. And it starts with intention.

💬 Memorable Quotes and Audience Chat Moments

🎤 LaTonya Davis

🔹 “I don’t want to just be included—I want to belong. And that means systems have to shift.”
🔹 “Being an autism mom means I lead with love first, always. But in the workplace, we need to lead with structure that loves too.”
🔹 “We talk about accommodation like it’s special—but it’s just good design.”
🔹 “You don’t need to lower the bar—you need to open the door wider.”

🎙️ Missy Norbury-LeDoux

🔹 “Neurodiversity isn’t a buzzword—it’s people. It’s lived experience. It’s us.”
🔹 “I started the Neurodiversity ERG to create a safe space for people whose brains don’t fit the ‘normal’ mold—and that space changed everything.”
🔹 “Inclusion is the invitation. Belonging is when someone takes off their coat and stays awhile.”
🔹 “Sometimes the most inclusive thing you can do is ask, ‘What would help you feel supported right now?’”

💡 “Yes. I have high-functioning autism and I feel like I’ve been unfairly passed over.” – Laura Thomas
💡 “I contracted for 2 years and didn’t get hired because someone ‘interviewed better.’” – Laura Thomas
💡 “Our All Abilities BRG lead implemented closed captions for all enterprise broadcasts.” – Chereese Seifuddin
💡 “We rebranded DEI to Engagement, Culture, and Inclusion.” – Mustafa Thompson
💡 “Feedback to grow. Coaching to glow.” – Beth Carroll

These were just a few of the real stories, reflections, and resources shared—thank you to everyone who spoke up. You made this more than a webinar. You made it a movement.

📎 Resources Shared

• Neurodivergent Inclusion Toolkit for In-Person Events - View Toolkit

• Workplace Culture Progress Index & Free Toolkit - bit.ly/optimizeculturesurvey

• April Holidays & Observances Microlearning List - Explore Learning Path

• Connect to Upcoming Sessions + Replays - linktr.ee/optimizeculture

🌟 Final Thoughts

This month reminded me of something I often say,

We’re not supposed to be here to fix people.
We’re here in this space to fix systems.

This session gave us so many reasons to look deeper, listen harder, and lead better. And I’m so grateful to all of you for showing up to do the work - whether it was learning, sharing, or just holding space for one another.

Let’s keep optimizing. Let’s keep showing up. And let’s keep making workplace culture… work.

See you next month! 💙

Sign Up For The Next Session

March isn’t just another month—it’s a time for reflection, learning, and action. As we celebrate Women’s History Month and recognize Developmental Disabilities Awareness Month, we’re reminded of the importance of inclusive workplaces where everyone—across all backgrounds, experiences, and generations—can thrive.

One of the biggest inclusion challenges today? Generational tension. With five generations working side by side, the workplace is evolving faster than ever. But here’s the real question: Are we bridging the gap—or widening it?

That’s exactly what we tackled in this insightful and action-packed webinar, featuring Dr. Katherine Jeffery, an expert in generational dynamics, alongside Liza Wisner, Enterprise Curator at OpenSesame.

If you missed it, don’t worry—we’ve got you covered! Below are the biggest takeaways, most memorable moments, and all the resources shared, so you can jump in and start making a difference in your workplace today.

Key Takeaways

Generational differences in the workplace can either cause tension or fuel teamwork—it all depends on how we approach them. Dr. Katherine Jeffery shared powerful insights into understanding and leveraging generational diversity to create more effective teams.

1️⃣ The Generational Shift is Here—Are You Ready?

• We now have 5 generations working together—each with different communication styles, leadership expectations, and workplace values.

• The workplace isn’t “business as usual” anymore. It’s evolving rapidly, and adapting to these shifts is critical for success.

2️⃣ Where Generational Differences Create the Most Friction

• Communication styles: Some prefer emails, others thrive on instant messaging, and some still like a good old-fashioned phone call. 📧📱📞

• Work-life balance expectations: Boomers and Gen X might see staying late as dedication, while Millennials and Gen Z prioritize flexibility.

• Technology preferences: Digital-first vs. traditional approaches to work tools can create friction if not addressed.

3️⃣ How to Bridge the Gap & Build Teamwork

• Listen before you assume. Stereotypes (like "Gen Z is lazy" or "Boomers hate change") create barriers. Understanding each other’s experiences helps build respect.

• Mix up collaboration styles. A hybrid of structured meetings and casual check-ins can help all generations stay engaged.

• Encourage knowledge-sharing. Reverse mentoring—where younger employees teach tech skills while experienced employees share leadership insights—is a game-changer.

📺Watch the Recording

💬 Memorable Quotes from Dr. Jeffery

🔹 “The number-one strategy is to communicate, communicate, communicate. If you’re not doing that, you’re leaving a tension gap.”
🔹 “Generational tension isn’t about who’s right or wrong—it’s about understanding perspectives.”
🔹 “The workplace isn’t one-size-fits-all anymore. The more we embrace that, the more successful we’ll be.”

📌 Step-by-Step Guide: How to Move from Tension to Teamwork

✅ Step 1: Identify the Gaps – Where is miscommunication happening in your team? Is it meetings? Email? Work expectations?
✅ Step 2: Shift Mindsets – Recognize that different isn’t wrong—it’s just different. Drop the stereotypes and stay curious.
✅ Step 3: Create Connection Points – Host cross-generational mentorship programs, informal learning sessions, or roundtable discussions.
✅ Step 4: Build Flexibility – Encourage a balance of different communication and collaboration styles so all generations feel included.
✅ Step 5: Measure & Adjust – Keep an open feedback loop. Ask employees what’s working and what’s not. Keep evolving!

📎 Links Shared

🔗 Workplace CultureProgress Index & Free Toolkit: https://bit.ly/optimizeculturesurvey
🔗 Celebrate March with Microlearning: https://www.opensesame.com/lists/detail/1769867?fromSearch=true
🔗 Explore The GenShift Courses: https://www.opensesame.com/lists/detail/2638913
🔗 Future Sessions & Resources: https://linktr.ee/optimizeculture

🗣️ Standout Chat Moments

💡 "YES!!!!!! We have to stop the stereotyping. We need to get to know people as individuals, not lump them into a generational term." – Shari Collins
💡 "Bias is human nature." – Liza Wisner
💡 "I created a section in my team meetings where my Gen Z colleague shares ‘what the streets are sayin’—I learn something new every week!" – Chandra Guinn

👥 Connect with the Community

Want to keep the conversation going? Connect with fellow attendees on LinkedIn:

1. Frank Gonzalez – https://www.linkedin.com/in/frankgonzaleziv/

2. Shari Collins – https://www.linkedin.com/in/sharimcollins/

3. Kenyetta Lewis – https://www.linkedin.com/in/kenyetta-lewis-m-ed-cptm-shrbp-06395742/

4. Dwight Fallin – https://www.linkedin.com/in/dwight-fallin-collaboration-growth/

5. Lorri Goldmann – https://www.linkedin.com/in/lorrioliver/

6. Joel Lesko – https://www.linkedin.com/in/joellesko

7. Damita Brown – https://www.linkedin.com/in/damitarbrown

8. Kerrin Malatesta – https://www.linkedin.com/in/kerrin-malatesta-67504213/

9. Angela Anderson – https://www.linkedin.com/in/angelamanderson/

10. Jennifer Curry – https://www.linkedin.com/in/jenniferlcurry1/

11. Katie Daniels – https://www.linkedin.com/in/katie-daniels-12283266/

12. Krisshunn Youngblood – https://www.linkedin.com/in/kriss3

13. Chandra Guinn – https://www.linkedin.com/in/chandra-guinn-7915186/

14. George Salayannis – https://www.linkedin.com/in/george-salayannis-94bb882a

15. Jerome Peterson – https://www.linkedin.com/in/0jeromepeterson0

🌟 Final Thoughts

This webinar was a powerful reminder that generational differences aren’t obstacles—they’re opportunities. By fostering open conversations and meeting each generation where they are, we create stronger, more inclusive workplaces.

Sign up for the next one

If you missed our latest thought leadership webinar or just want to relive the magic, you’re in the right place. We had an incredible conversation with Sean Dubberke, Principal & VP of Learning at RW3 CultureWizard, diving deep into the power of a global mindset.

Why does this matter? Because today’s workforce is diverse, spread across borders, and filled with cultural nuances that can either be a barrier or a bridge to success. This session helped us unpack how to cultivate agility, trust, and cultural intelligence in the global business landscape.

Ready to take this conversation further? Let’s get into it.👇🏽

🎥 Watch the Recording

🎬 Missed the live session? No worries! We’ve got you covered!

Download the Event Slides

2.05MB ∙ PDF file

Download

Download

✨ Key Takeaways

1. Global Mindset = Competitive Advantage: If you’re not actively building cross-cultural skills, you’re leaving innovation and business opportunities on the table.

2. Perspective Taking is Everything: Seeing the world through someone else’s eyes builds trust, reduces bias, and enhances collaboration.

3. Flex Your Style: We all have a natural way of working, but learning to adjust communication, leadership, and collaboration styles based on cultural context is a superpower.

4. Curiosity Over Judgment: Instead of making assumptions, lean into curiosity—ask questions, listen deeply, and be open to learning.

5. Trust is Built Differently Around the World: In some cultures, trust is earned through relationships, while in others, it’s based on expertise. Understanding this can make or break global collaborations.

💡 Pro Tip: Start with small intentional shifts. Learn a greeting in another language, acknowledge different cultural norms in meetings, and seek out diverse perspectives in decision-making.

🗣️ Memorable Quotes

✨ “A global mindset isn’t just a skill. It’s a strategic advantage in today’s business world.” - Sean Dubberke

✨ “The Titanic sank not because it didn’t see the iceberg, but because they couldn’t change course.” – Donata Sapkute

✨ “Flexing your style doesn’t mean losing your identity. It means expanding your capacity to connect.” - Sean Dubberke

✨ “Curiosity is the antidote to bias. The more we ask, the more we understand.” - Sean Dubberke

✨ “Instead of pretending to know a culture, ASK.” – Shradha Dhar

✨ “Perspective-taking isn’t about agreeing. It’s about seeing the world through someone else’s lens.” - Sean Dubberke

✨ “The world is one.” – Edwin Tsvere

✨ “Learn to embrace ambiguity.” – Charlotte Ford

These gems that were shared are worth writing on a sticky note and keeping in your workspace!

📌 Step-by-Step: How to Develop a Global Mindset

If you’re ready to take action, here’s a simple 5-step framework to start cultivating a global mindset today:

1️⃣ Self-Reflection – Assess your own biases and cultural assumptions. Where do you fall on the fixed vs. growth mindset spectrum when it comes to cross-cultural interactions?

2️⃣ Learn & Observe – Dive into resources like The Culture Map by Erin Meyer (recommended during the webinar!). Pay attention to how different cultures communicate, build trust, and make decisions.

3️⃣ Flex Your Style – Identify whether your natural approach is direct vs. indirect, hierarchical vs. collaborative, and practice adapting based on context.

4️⃣ Engage in Dialogue – Instead of assuming, ask questions. Be a lifelong learner, and challenge yourself to understand perspectives that differ from your own.

5️⃣ Take Small, Daily Actions – Start meetings with personal check-ins, acknowledge cultural holidays, or even switch up your default communication style based on who’s in the space.

This isn’t a one-and-done process. It’s a continuous journey!

🔗 Links & Resources Shared

📍 RW3 CultureWizard Global Mindset Courses – Explore here

📍 The Culture Map Book & Course – Check it out

📍 Optimize Workplace Culture Club – Join the meetings

📍 Progress Index + Free Toolkit – Take the assessment

📍 2025 Holidays & Observances Calendar – Download here

📍 Get More Resources here – See what’s next

Keep the Conversation Going

🌎 The world is interconnected, and success belongs to those who embrace diverse perspectives, cultures, and ways of thinking. 🔥 Until next time, keep optimizing workplace culture and embracing global perspectives!

If you’ve ever felt a twinge of awkwardness during a difficult conversation or wondered how to transform conflict into collaboration, this last webinar we hosted was for you.

Recently, we hosted an eye-opening session on Tools for Effective Conversation and Conflict in a World of Difference, and let me tell you, it was packed with insights, laughs, and a few “a-ha” moments. Whether you’re a professional navigating workplace dynamics or just someone trying to keep the peace at family dinner, there’s something here for everyone. Let’s dive in!

Watch the Recording:

What We Learned: The Essentials of Effective Conversations

Conflict is inevitable, but it doesn’t have to be destructive. Here are the building blocks for turning tension into an opportunity for growth:

Self-Empathy is Key

• Before engaging with others, take a moment to check in with yourself. As someone wisely mentioned, “You can’t pour from an empty cup.”

Recognize Conflict Hooks

• The concept of "Conflict Hooks" was a fascinating new term for me, introduced by Dr. Tammy Lenski - built on the work of Dr. Stella Ting-Toomey, a renowned professor of Human Communication Studies at California State University, Fullerton. Dr. Ting-Toomey identified six core identities - competence, autonomy, fellowship, status, reliability, and integrity - as essential to our sense of self. When these identities are threatened, they can spark emotional reactions that often lead to conflict. Dr. Lenski took this idea further, coining the term "conflict hooks" to describe these triggers.

• Recognizing and understanding these hooks, we gain the tools to navigate and resolve conflicts more effectively, turning emotional roadblocks into opportunities for meaningful dialogue.The speakers discussed three primary “hooks” we should learn and remember, that can derail conversations:

  • Competence - you’re hooked when you perceive that someone is questioning your intelligence or skills.

  • Inclusion - you’re hooked when someone appears to be excluding you in some way (from a group, an event, a committee, etc.) or implies you’re not a good companion.

  • Autonomy - you’re hooked when someone appears to be trying to control you, imposing on you, or threatening your self-reliance.

  • Status - you’re hooked when you perceive that someone is threatening or dissing your tangible or intangible assets, including power, position, economic worth, and attractiveness.

  • Reliability - you’re hooked when someone is questioning your trustworthiness or dependability.

  • Integrity - you’re hooked when someone appears to be questioning your moral values or integrity.

  • Identity - you’re hooked because you see the issue as so deeply intertwined with your identity, that even discussing elements of the topic or policy, create the sensation that your very person is being dehumanized.

The Power of Naming

• By naming the issue at hand - whether it's a conflict hook or an emotional trigger - you create clarity and reduce misunderstandings. One attendee called this approach “a critical 2025 skill to learn,” and I couldn’t agree more.

• Whether it’s a conflict hook, an emotional trigger, or the level of controversy in a conversation, simply naming the issue brings clarity and focus. It’s like shining a flashlight in a dark room - you can’t fix what you can’t see. Identifying the root cause of tension gives you immediately reduce misunderstandings and create space for constructive dialogue.

• The Conversation Controversy Scale, introduced by Kenji Yoshino and David Glasgow, ties beautifully into this concept. It encourages us to assess where a conversation topic lies - whether it’s a light-hearted discussion about tastes or a deeply sensitive issue like identity. Naming the “weight” of the topic upfront allows us to adjust our tone and approach, paving the way for respectful and impactful conversations.

As someone who thrives on connection and collaboration, this practice is like unlocking a superpower for communication. Imagine being able to say, “This is a values-based conversation,” or “I’m feeling hooked on autonomy,” and watching the dynamic shift instantly. It’s not just a tool for conversations—it’s a life hack for building bridges in a world full of differences.

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Tools For Effective Conversation And Conflict In A World Of Difference Slide Deck

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Memorable Quotes

Here are some gems that stuck with me:

• “The loneliness epidemic is real - not feeling included or a sense of belonging hits hard.”

• “When emotions take the wheel, conversations go off-road. Name the terrain to find your way back to clarity.”

• “Not all conflict is bad - some of it is just unpracticed courage waiting to happen.”

• “We don’t solve conflict by avoiding it; we solve it by stepping into it with curiosity.”

• “The questions we avoid are often the ones that hold the most power to transform relationships.”

• “Your conflict hooks are not flaws; they are signals pointing you toward what matters most.”

• “Respect isn’t about agreement; it’s about being willing to sit with someone else’s truth.”

• “Difficult conversations don’t break relationships - they reveal their strength.”

• “Start with competence, move toward inclusion, and honor autonomy - this is how we untangle the knots of conflict.”
  

A Step-by-Step Guide to Better Conversations

1. Identify Your Hook: Are you reacting to a challenge to your competence, inclusion, or autonomy?

2. Pause and Reflect: Take a beat before responding. As we discussed, avoiding “outpaced reactions” can prevent unnecessary escalation.

3. Name the Issue: Articulate what’s happening clearly and calmly.

4. Empathize: Show understanding for the other person’s perspective.

5. Collaborate on Solutions: Frame the conflict as a shared problem to solve together.

Resources and Links

We shared several valuable tools during the session. Here’s your one-stop shop:

• 📈 DEI Progress Index: Find out where you stand and get a free toolkit.

• 🗺️ Land Acknowledgements: Learn how to honor Native lands.

• 🌐 OpenSesame Learning Path: Tools to Navigate Conflict and Difference.

• 🎉 Download The 2025 Holidays and Observances Calendar: Plan for inclusivity with our holiday and observance guide.

Let’s embrace the beauty of our differences, tackle tough conversations with grace, and keep learning together. Because when we’re #BetterTogether, we’re unstoppable.

Greg Gale, founder of Insight Out Consulting, joined us to share his deep insights on building trust, strengthening relationships, and recovering from missteps with confidence. With over 25 years of experience consulting and leading organizations, including as VP and Director of DEI at Liberty Mutual Insurance, Greg is a seasoned strategist, trainer, and coach who has dedicated his career to empowering leaders to embrace inclusion and lead with impact.

We kicked off the session with a warm and lively welcome from Emma Cole, our fantastic OpenSesame Curation intern (huge thanks for your support, Emma!). The conversation quickly turned festive as we shared holiday traditions - Christmas, Kwanzaa, Diwali, and more. The chat was alive with stories, reflections, and ideas on how to create truly inclusive spaces during this season of celebration.

In this session, Greg drew from his extensive experience and actionable insights to guide us on fostering authentic connections, embracing inclusion, and navigating today’s diverse world. Through his engaging and thoughtful delivery, he left us inspired and better equipped to lead inclusively.

Memorable Quotes

• "Treat me in a way that works for ME."

• "The messenger matters."

• "Exhaust your privilege. Use your power to create change, no matter where you are."

• "Even the darkest night will end, and the sun will rise."

• "Start with empathy - building bridges begins with listening and understanding."

Watch the Recording

Key Takeaways

1. DEI is for Everyone: As one participant said, "Everyone is a DEI person in my opinion." It’s about recognizing our shared humanity and leveraging our unique perspectives to build bridges.

2. Representation Matters: Diverse voices bring authenticity and credibility to DEI work. Allies play a crucial role in expanding impact, especially in spaces where inclusion might face resistance.

3. Allyship = Action: Exhaust your privilege. Use your power and influence, whether big or small, to challenge inequities and amplify others.

4. Equity Over Equality: Treating everyone the "same" isn't the goal. Meeting people where they are ensures fair outcomes tailored to individual needs.

5. Mistakes Are Learning Opportunities: As one attendee put it, "Mistakes are inevitable because we’re human. They’re actually learning opportunities."

Links & Resources Shared

• 🌐 DEI Progress Survey + Toolkit

• 🗺️ Honoring Native Lands

• 🎥 TED Talk on Inclusive Design

• 📚 The Inclusive Leader in You – Greg Gale’s SunShower Learning Series

• 📈 December Holidays and Observances Learning List

This session was a true masterclass in inclusive leadership, offering tools to build relationships, repair trust, and create meaningful change. If you missed the session, check out Greg’s courses in the OpenSesame catalog, developed in collaboration with SunShower Learning:

• Relationships Across Differences Make THE Difference

• You Can Recover From a Misstep: Here’s How

As Greg reminded us, leadership is not about perfection but about progress and authenticity. Let’s continue the journey together. 💛

Stay curious and connected,
~Liza

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Memorable Quotes

• "Transformation requires changing behavior for long-term benefits. If organizations are doing real transformative work, system shifts will occur."

• "Be the change you wish to see in the world."

• "Micro-behaviors matter too!"

Watch the Recording

Key Takeaways

1. Cross-Functional Collaboration: The importance of making cross-functional committees meaningful rather than performative. A strong suggestion was to actively involve and empower people doing the work to shape strategies.

2. Embedding DEI in Organizational Culture: Tying DEIA initiatives to mission and vision ensures their sustainability, regardless of external pressures.

3. Behavioral Transformation Over Change: Highlighted the difference between transformation (long-term behavioral change) and initiative-driven change.

4. Redistribution of Decision-Making: Encouraged building trust through shared decision-making for organizational and cultural autonomy.

5. Purpose, Process, and Payoff: This framework resonated with many attendees, emphasizing actionable and measurable outcomes at individual, business, and leadership levels.

6. The Emotional Impact of DEI Work: Acknowledged the toll the current political and cultural climate takes on practitioners and marginalized groups.

7. Learning as a Catalyst: Fostering a culture of ongoing learning was noted as a cornerstone for organizational success.

Links & Resources Shared

• TED Talk: The Modern Native American Story Watch here

• Land Acknowledgement Guide: Honoring Native Land

• DEI Progress Survey: Take the Survey and access a free toolkit.

• Upcoming Events: Join DEI Club Meeting tomorrow at 11:00 CST.

Speaker Resources for changing HR systems/people practices

• 6 Best Practices for Creating an Inclusive and Equitable Interview Process - Recruiting - Harvard Business School

• How can HR policies be made more equitable?

• Racial Equity at Work - Management Leadership for Tomorrow (HBP is part of this certification and we went from below bronze level to silver level in one year)

Books referenced:

• Amazon.com: Unleashed: The Unapologetic Leader's Guide to Empowering Everyone Around You (Audible Audio Edition): Frances Frei, Eliza Foss, Anne Morriss, Recorded Books: Books

• Amazon.com: The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations eBook : Livingston, Robert: Kindle Store (Dr. Livingston has a great story early in the book about influencing a group of white male employees in rural Virginia)

• Amazon.com: Be a Great Boss: The Hill Collection (4 Items) eBook : Hill, Linda A., Lineback, Kent, Brandeau, Greg, Truelove, Emily: Kindle Store

• Amazon.com: The Unspoken Rules: Secrets to Starting Your Career Off Right (Audible Audio Edition): Gorick Ng, Kyle Tait, Gildan Media: Audible Books & Originals

November 2024 DEI Webinar Chat File

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Following the north star of creating an inclusive culture can fall to the wayside, or become hard to maintain during times of extreme uncertainty and difficulty. Join us for a refreshing set of ideas as we dive into new approaches for how to keep DEI a priority, drive cross-functional commitment, and stay true to our commitment to creating an inclusive world during nebulous times. Morgan Mercer will present novel frameworks for approaching DEI in the new world, ideas for how to shift an organization's approach towards presenting and teaching DEI, and how to drive both alignment and outcomes in the most effective and efficient way possible when bandwidth, capacity, and morale can be a challenge. We will also explore how to navigate polarizing beliefs in a charged climate, and how to overcome these hurdles to create cross-functional alignment at all levels (from executives to employees) around the importance of inclusion.

Learn how to:

• Adopt a skills-based approach to DEI

• Keep DEI as a priority in an uncertain future

• Create continued buy-in and alignment from company leaders and employees

• Stay true to DEI objectives during uncertain and difficult times

• Create cross-functional commitment

• Learn new ways to frame DEI

• Identify key shifts in approach for presenting and teaching DEI

Morgan Mercer, CEO of Vantage Point

Morgan Mercer is a globally recognized thought leader and innovator in technology. Morgan has been featured in 160+ media outlets, including NPR, Fox News, The Economist, Vogue (2x), CNN (4x), Forbes (6x), WIRED, FastCompany, Inc., and more for her unique perspective and approach around solving the world's most pressing issues like gender equity, anti-sexual harassment, and creating inclusive workplaces. Morgan has spoken at 40+ conferences including Fortune, ASU GSV (3x), Inc., HR Tech, CA HR and more. Morgan's work has won her recognition and awards by WEF, UN Women, and numerous other organizations.

About Vantage Point

Vantage Point is the leading provider in immersive (VR-based) training and is used by the top Fortune 500s, Global Law Firms, Startups, Globally Recognized Brands. Our offerings are designed to be digested modularly and are adaptive to an employee’s baseline knowledge to take them to the next level of comprehension. We teach communal responsibility through life-like and realistic scenarios that play out based on an employee’s choices. Our interactive experiences follow a branching story structure (pick-and-choose your own storyline), with on-the-spot feedback at the end of every experience. Our courses create behavior change, develop empathy, identify new behaviors and ideas learner’s can apply to their workplace environment, and teach critical thinking about complex interpersonal situations. Vantage Point is a female and black-founder-led company. Welcome to the future of workforce learning.

ACCESS THE SESSION HERE

Welcome to the 4th Annual DEI December Summit, a transformative event, hosted by OpenSesame, designed to empower Human Resources, DEI professionals and workplace executives with the tools, insights, and strategies needed to create resilient, inclusive, safe, and kind workplaces. Join us for this three-hour event as we dive into the powerful intersections of neuroplasticity, psychological safety, and leadership in the realm of Diversity, Equity, and Inclusion. This year, we've designed a comprehensive program that caters to individuals at every level of your organization. Whether you're an individual contributor, a team member, or a leader, there's a session crafted just for you.

Session 1: Unlock the Power of Resilience and Neuroplasticity (For You)

Discover the powerful connection between resilience, neuroplasticity, and Diversity, Equity, and Inclusion (DEI). Explore tools for happier relationships, resilient joy, better digestion, and a stronger immune system. Learn about breathing techniques, and embrace playfulness, curiosity, and courage. Join us on this journey toward a more resilient, inclusive, and fulfilling life!

Session 2: Igniting a Culture of Psychological Safety in the Workplace (For Your Teams)

We will explore the significance of psychological safety and how it’s an essential element of any top-performing team. Additional topics include the intersection between DEI, compliance-based training, and the use of virtual reality technology to help enable today’s workforce to live more connected, creative, and contributing lives.

Session 3: Being a Kind Leader (For Your Leadership)

Dr. Robin will introduce her new series, Being a Kind Leader, that includes 3 courses - 6 Soft S.K.I.L.L.S., Developing Trust, and Living your Values. In this session, Dr. Robin will be joined by Joel Lesko, founder of SunShower Learning, to help you learn what you can do to be kind, to get the work done, and to manage relationship boundaries and conflict. Dr. Robin has synthesized the research, drawn on her personal experience, and developed courses that include behavioral hacks you can use to gain a lot of benefit in exchange for a comparatively small effort.

By attending these sessions, you'll gain valuable knowledge and skills to drive positive change in your workplace. As a bonus, participants will earn their 2024 DEI Certificate of Excellence, recognizing their commitment to fostering resilient, inclusive, and kind environments.

Learning Objectives:

• Understand the interplay between resilience, neuroplasticity, and DEI, fostering personal growth and equitable environments.

• Igniting a Culture of Psychological Safety in the Workplace as a cornerstone of high-performing teams, leveraging DEI principles and technology.

• Embrace inclusive leadership and kind practices through the "Being a Kind Leader" series, focusing on soft skills, trust-building, and values-driven decisions.

About the Speakers

Indy Rishi Singh: Indy Rishi Singh is a wellbeing engineer. He leads corporate wellness workshops and retreats with Fortune 500 companies, provides burnout & resilience retreats+workshops for healthcare workers, law enforcement and activist organizations, mindfulness workshops with students in schools and universities, and is an active volunteer locally and globally.

Jennifer Lastra: Combine the advancements in virtual reality technology, an entrepreneurial spirit, plus a passion for saving lives; you get Jennifer Lastra. A U.S. Navy Veteran and Co-Founder of 360immersive. When not working to develop a championship team, Jennifer can be found serving on advisory boards with the University of Idaho, the National Safety Council Work to Zero Program, Idaho Veterans Chamber of Commerce, and as a contributing partner of the Campbell Institute. 

Dr. Robin Denise Johnson: Robin Denise Johnson, Ph.D. earned her doctorate in Organizational Behavior at Harvard with an award-winning dissertation on diversity, work-life balance and empowerment. She integrates her research-education with her professional experience in her multicultural leadership development programs. She is an educator, author and coach — working with people managers and leaders in major corporations, non-profits, and academia. Prior to graduate school she worked overseas in international finance with Chase, McDonald’s Corporation, and Lloyds Merchant Bank. 

Joel Lesko: Joel Lesko is a documentary filmmaker who has focused his camera on DEI to create videos and courses to help organizations create inclusive, respectful workplaces. As the founder of SunShower Learning he has created a library of eLearning courses that address what gets in the way of creating a culture of inclusion and teaching strategies for creating effective organizations where talented people of all kinds can feel like they belong.

RECORDING

With ChatGPT, it seems like we’ve finally solved the “get more done, faster, and with less resources” conundrum once and for all. And yet, you may have heard any number of cautionary tales about generative AI. You may be wondering how to make the most of this powerful tool. Or you may be wondering how to catch up (and did you get left behind? No, you didn’t). If any of this rings true for your experience, then this session is for you.

Jess Jackson & Megan Torrance will cover the basics – what in practical terms generative AI actually is, and how you can use it as an assistant, a thought partner, a brainstorming muse, or even as part of a learning experience itself. They’ll share examples of how they have used – and you can, too! -- ChatGPT and other generative AI tools as part of the communications and learning design, as a media creation tool, and data analytics engine.

Throughout the session, they’ll focus on how to make your use of generative AI  smart, safe, inclusive & equitable, keeping you, your organization, and your reputation safe. For Megan & Jess, smart use includes leveraging AI for tasks it’s actually good for (and avoiding ones it’s not). Inclusivity includes understanding where inherent bias can creep in and how to counteract it. Safe use includes simple data protections that every one of us is responsible for maintaining. And equitable use starts with an appreciation for the intellectual property and the labor market issues underlying today’s AI industry.

In this webinar you will:

• Learn what generative AI is and its core functionalities, enabling them to grasp its potential applications.

• Become equipped with the knowledge and examples necessary to utilize generative AI effectively in your role

• Gain insights on how to use generative AI in a smart, safe, inclusive, and equitable manner, including the ability to identify suitable tasks for AI, address bias concerns, implement data protection measures, and appreciate the ethical and labor-related aspects of the AI industry

About the Speakers: 

Jessica Jackson - Racial Equity Strategist

Jessica Jackson is a Racial Equity Strategist and expert in diversity education. With over 15 years of experience, she's a sought-after speaker and writer. Jess is the author of CREW, a training program that addresses workplace equity using research-backed practices. Her skills in strategy, data, and program development, combined with her dynamic training style, have made a lasting impact in education organizations. She's been recognized on platforms like Mic, TedX, and Michigan Advance. Jess has a Sociology degree from the University of Michigan and an M.ED and MBA. She calls Detroit, MI home.

Megan Torrance - Chief Energy Officer

Megan Torrance is the Chief Energy Officer and founder of TorranceLearning. She helps organizations improve learning performance by connecting it to design, development, data, and strategy. With over 25 years of experience in learning design, Megan has worked with big names like UnitedHealth Group, Dow Chemical, and Kellogg's. TorranceLearning projects have won numerous awards, and Megan is a well-known speaker and author in the industry. She created LLAMA, an Agile project management approach for instructional design, and runs the xAPI Learning Cohort, a free, vendor-neutral opportunity to learn about the Experience API. Megan holds a degree in communication from Cornell University and an MBA. She lives and works near Ann Arbor, Michigan.

About Eleventure:

Let's face it – a lot of elearning out there is downright boring. The truth is, everyone wants the skills they need to do their jobs well. That's where Eleventure® comes in. It's critical, on-the-job skills people need. It's fast. It's fresh. It's action based. And it's designed and developed by the award-winning team at TorranceLearning. Eleventure takes a learner-centered microlearning approach, addressing critical topics that your learners need now – from courses on Covid-19, Resocialization after Covid-19, and Virtual Selling … to Creating Racial Equity in the Workplace (CREW) courses that dive beyond the surface level to have a true value for learners and their organizations. In addition, the courses on reducing workplace anxiety, workplace communication and conflict management, and coaching are time-tested popular offerings.

RECORDING

Is engagement in your meetings still the #1 problem? Do you want to make your NEXT meeting better? Do you want to make it better with NO additional technology?

Then you want to attend "More Amazing, Uplifting Inclusion in Your Next Meeting", the fastest way to more inclusion. Using techniques from the #1 Amazon Hot New Release, Engaging Virtual Meetings, John shows you the key secrets to having your attendees say, “I have more energy (rather than less) after 60 minutes meeting with you!”.

Your host is the author of the #1 Amazon Hot New Book Release, Engaging Virtual Meetings. He’s been meeting virtually for over 36 years. He has produced over 4,000 virtual meetings including an EIGHT language meeting and the only 100% LIVE virtual conference in the training industry. He’s the new content creator for OpenSesame's training programs.

In this webinar you will learn:

• The 8-step method for uplifting inclusion

• How to use the 8-step method immediately

• How author Elizabeth Gilbert captivated 650 attendees where they felt like they were having a 1:1 conversation

About the Speaker:

John Chen

Meet John Chen, the author of Engaging Virtual Meetings – he’s been virtually meeting for over 35 years. He can juggle 24 screens of information at a time. He has planned the only 100% LIVE virtual conference in the training industry for 1,200 people. He’s produced a eight-language virtual webinar. He is a recognized thought leader on engaging virtual meetings. He is the Wiley and Sons author of “Engaging Virtual Meetings” and “50 Digital Team Building Games”, top selling business books. His work has earned him multiple awards and his more than 250,000 clients across the United States and in countries including Spain, France and Taiwan have experienced breakthrough results. When you meet him, you will encounter a dynamic, energetic and effective facilitator who makes friends with everyone. He will help you and your team become the top 1% at what you do. He’s the 25-year CEO of Engaging Virtual Meetings.

RECORDING

Employee Resource Groups (ERGs) can indeed serve as more than just a company's Diversity, Equity, and Inclusion (DEI) ticket. When effectively leveraged, ERGs can play a pivotal role in fostering employee career development and growth, as well as contributing to the overall success of the organization.

In this webinar you will learn:

• Leveraging ERGs to improve equity and drive personal and professional growth

• Transforming your ERG from a club to a catalyst of organizational impact

• Connecting employees to each other and the mission for increased engagement and retention

About the Speakers

Introducing a power-packed panel of influential thought leaders, each bearing a diverse tapestry of backgrounds, experience, and expertise in varying company sizes and Employee Resource Group (ERG) involvement. This carefully curated group of speakers promises to ignite a dynamic and captivating discussion. 

Sandya Sundaram

Sandya Sundaram is a trailblazer in executive leadership and the Executive Sponsor for the Women's ERG at o9. With her illustrious background and VP of Client Management role, she brings a wealth of insights to the table. 

Maiya Winston

Maiya Winston is the Global Diversity, Equity, and Inclusion Leader at o9 Solutions, a Dallas-based supply chain technology company. She is also a coach, consultant and mentor. With over 15 years of corporate experience, she has seen firsthand the difference that working with purpose and passion can make on the lives and careers of employees.

Aly Wood

Aly Wood, the Global Manager of Diversity and Inclusion for Informatica is an expert in integrating ERGs seamlessly into broader diversity and inclusion strategies using data and I/O Psychology. As a career coach and mentor, she focuses on how employee development fuels sustainable organizational success. 

Together, these luminaries will present their distinct perspectives on the challenges and successes of implementing ERGs in various organizational settings. They will shed light on the profound impact ERGs have on diversity and inclusion initiatives, exploring untapped potentials and strategies for their full utilization. They will be joined by session facilitator, Erienne Poole, a highly accomplished Operational and Administrative leader at OpenSesame, with a successful track record in the fitness and technology industries. Combining her business acumen with a creative theater background, she excels in devising innovative solutions for challenges and consistently achieves outstanding results using KPIs.