Duration: Two Day
Target Audiences: Senior Executives, Human Resource Professionals
The “Agents of Change” curriculum is a blueprint for to transforming your organization, especially in the areas of equity and inclusion. The workshop is a highly experiential workshop with powerful inquiry into the fundamental issues that have long been of interest and concern to us as diverse human beings. Using the techniques of personal inquiry, participants will reveal, dismantle, and transform barriers to diversity and culture change and dramatically shift their perspectives on equity and inclusion.
This is a 2-day workshop targeted at people who are formally or informally accountable for implementing diversity and equity efforts in their company (i.e., diversity practitioners, leaders, steering committee members, task force members, human resource people, etc.), or, who are either self or organizationally defined as change agents. Participants can be new to their roles or people who have been in their roles for some time and are looking for new ways of working. The workshop can range in size from 20-50 people.
Overview of Change
Diversity Champions are typically employees who want to make a difference. They want to contribute to organizational change as well as grow personally and professionally from the experience.
The “Agents of Change” curriculum has provided an effective blueprint for individuals and groups to move forward. The workshop is designed for people who are truly committed to transforming their organization, especially in the areas of equity and inclusion. The program is rooted in the fundamental principle that real change originates within individuals who are willing to re-adjust their own perspectives in order to make a difference in the workplace and the world.
The workshop is not a modular explanation of why an organization should embrace diversity but rather a highly experiential workshop with powerful inquiry into the fundamental issues that have long been of interest and concern to us as diverse human beings. Using the techniques of personal inquiry, participants will reveal, dismantle, and transform barriers to diversity and culture change and dramatically shift their perspectives on equity and inclusion.
Key Learning Objectives
To examine assumptions that have gone unquestioned and unchallenged, which consciously or unconsciously drive your behaviours and rob you of your personal power and choice to effect change.
To establish strategies to confront prejudice and discrimination in the workplace.
To increase latitude to deal with issues of inequity in the workplace.
To identify and practice communication strategies to increase your effectiveness as an agent of change in relating to people both in and out of the workplace.
To take ownership for your role and power in being an agent of change, moving your organization towards its goals of equity and inclusion.
When organizational change agents feel “stuck”, disempowered, or disenfranchised, their capacity to produce peak performance results decreases. This is not a desirable reality. The business case for this workshop is linked to tapping into the power and productivity that people can bring to an organization when they believe in their ability to positively impact their environment.
The business objective:
To fully engage individuals who have both formal and informal responsibilities for diversity and inclusion efforts in their organization.
To guide individuals in developing strategies to overcome the barriers that are impacting their effectiveness by exploring where they may be stuck or losing energy and power.
For participants to leave the workshop with a re-vitalized sense of their ability to implement plans that will positively impact their reality and the reality of their organization.
During the Agents of Change Workshop individuals are challenged to “become less comfortable with the too comfortable and more comfortable with the uncomfortable.” This represents a significant paradigm shift for most people and therefore can show up in the workshop as a form of resistance. People will be challenged to look inward and be willing to give up what they know in order to discover new strategies and solutions.
Sometimes the audience will experience some challenges with the non-linear learning methodology used in this workshop because for many people it is unfamiliar. The challenges experienced through the participants’ resistance and discomfort is actually part and parcel of the learning process. Through careful and sensitive facilitation of the “resistant moments”, people slowly begin the critical shift towards looking at themselves as the source for solutions versus pointing to external factors.
At the start of this workshop the facilitator makes a significant effort to create understanding for what it means to be a learning community. This emphasis helps establish a climate where the resistance and discomfort can be embraced as a positive force for learning.
The approach is experiential and highly interactive. The aim is to create and maintain an open, non-threatening learning community in which participants are encouraged to use their own experiences, as well as to experiment and take risks in order to maximize their learning.
Personal interaction through large and small group (dyads and triads) discussions designed to foster openness and shared learning.
Specific tie-in of the participant’s own workplace reality.
An approach called “What?, So What?, Now What?”