“Inclusive Leadership is Good Leadership These Days” (Jim Turley, former CEO of Ernst and Young)

Cultural issues are the subject of extensive media coverage these days. As such, current or future leaders must be able to understand what is really meant by “Culture” – along with Diversity, Inclusion, and Equity – and then be able to integrate these important concepts into their professional philosophy, vision, and actions. This would result in true Cultural Leadership in which each leader can serve as a role model to create and sustain a fully diverse, inclusive, and equitable workplace and community as a whole.

This new monthly series in Cultural Leadership (CLS) aims to help current and future leaders:

  • Define Culture in a broader and deeper way
  • Explore the intersections of their and others’ multiple identities
  • Differentiate between when differences are cultural and when they are personal
  • Create and sustain a culture of equity and inclusivity in organizations and the communities they serve
  • Leverage diversity, equity, and inclusion to build inclusive and highly performing teams
  • Build compassion, empathy, and resilience for everyone
  • Understand and address stereotypes, prejudice, bias, discrimination, and oppression head on
  • Develop a concrete action plan and make firm commitments to help realize their cultural vision, mission, and goals

Each of the four day-long sessions are designed and led by local consultants Jeremy Solomons and Sara Villanueva – and will feature specially invited guest speakers, who are experts in specific areas to engage participants in guided dialogues and be available for informal follow-up conversations.

Tuition: All four sessions will cost $500 total per participant (or $150 for each individual session)

Session Descriptions

We will answer six big cultural leadership questions in each month’s session:

Session 1 – Defining Culture (April 5) – click here to register 

  1. What is Culture and what is Cultural Leadership?
  2. Why are they important for community and other leaders?
  3. What are the challenges that cultural leaders face?
  4. How do leaders identify themselves as cultural beings?
  5. Who are “the others” in cultural terms and what are leaders’ responsibility to them?
  6. How do leaders know when differences are cultural and when they are personal?

Session 2 – Leading Large Cultures (May 24) – click here to register 

  1. What does the rest of the world bring to our Greater Austin culture and community?
  2. What are the broader cultures of Greater Austin?
  3. How do they relate to government, nonprofits, health, education, and religion?
  4. How do leaders create and sustain a healthy multicultural community here in Greater Austin?
  5. How do we define organizational culture? What are the unwritten rules?
  6. How do leaders create and sustain healthy multicultural organizations here in Greater Austin?

Session 3 – Leading Small Cultures (June 21) – click here to register

  1. What are the benefits and challenges of multicultural projects and diverse teams?
  2. How is the specific impact of distance and time zones on such projects and teams?
  3. Why do so many of these projects and teams fail or underperform?
  4. What are the best practices of highly performing diverse teams and how do they relate to our teams?
  5. How do leaders communicate effectively within diverse teams?
  6. How do leaders anticipate and, if necessary, resolve conflict within diverse teams?

Session 4 – Bridging Cultures (July 12) click here to register

  1. How do leaders connect and build bridges to and engage with all cultural communities, organizations, groups and individuals in Greater Austin?
  2. How do leaders address stereotypes, prejudice, bias, discrimination and oppression head on?
  3. How do leaders ensure meaningful and sustainable cultural change?
  4. What does each person need to continue, stop or start doing now to be a more effective cultural leader?
  5. How will each cultural leader monitor progress and measure and report success?
  6. How will cultural leaders remain connected and support each other in their respective and collective journeys?