By identifying feelings and naming them that is emotional literacy. We don’t have control over other people. The only thing that is within our control is how we react to our thoughts and emotions. That is emotional management.


Executive Coaching

Before we can fully understand what executive coaching, we need to define coaching. Coaching is the process or working one-on-one with a professional that can help guide, support, and assist employees on achieving a goal, developing a skill, increasing abilities to further their career, address a weakness, or work on developing competencies for promotion. A coach is not meant to give you advice or tell you how to do something, they are there to help you figure out what you need and ask questions and reflect back to you the recommendations that would be most advantageous for you. 

Executive coaching focuses on developing the leadership competencies needed for leaders to advance. It is going beyond basic management training and focusing on the more complex skills to strategize, influence, and lead. Here are some competencies you might work on when working with me: executive presence, understanding strategy, story telling, influence, cross functional communication, or organizational and time management skills. 

Diversity Training

My diversity training is my safe place where you can share what I have learned and be open and honest about the struggles of being you in the workplace. mom.The diversity Training is mixed with stories, activities, data, facts, experience, and insights from experts in all different fields. I want to be resource hub for you to feel connected, heard, valued, and safe. The following list is sample programs that we have conducted and created to build more inclusion, equity, and diversity in the workplace. 

Collaborative Conversations Session: In this session, we open the training with difficult topics and situations that leaders will explore and discuss solutions or strategies to best address prejudice, injustices, harassment, sexism, ageism, and racism. The scenarios will be presented, and the leaders will work in small groups to come up with creative solutions that are applicable to their organizations. Groups will share back to collaborate and share new strategies.

Inquisitive Mind Session: In this session, we work on the power of questioning and building connections through an inquisitive mindset. We learn how to ask open-ended inquisitive questions and how to use transition statements to defuse conflict or miscommunications. The session goes over a variety of techniques and sample questions. The leaders will be presented with a series of questions or comments and they will need to reframe them to be inquisitive and open-minded.

Developing Inclusion and Acceptance Session: In this session, we work on defining what inclusion and acceptance mean to leaders. We explore what triggers or resistance might come from practicing inclusion and acceptance. We run through a simulation that divides groups and talks about how expectations and leadership are critical to fuel inclusion and acceptance in the workplace.

Bridging the Gap to Sustain Equity: In this session, we work on defining what equity means to leaders. We explore the espoused versus lived culture and see the gaps or missed opportunities for equity. We then create an equity map and plan for change through small action steps and checkpoints.

Creating Diverse Leaders Session: In this session, we work on growth mindset and explore how using our leadership strengths can leverage our strategies to be more diverse in our thinking, communication, delegating, and leading our teams. We run through a mind-mapping session and explore all aspects of the leadership style to include diverse habits that are build of the leader’s strengths.

Understanding our Blind Spots Session: In this session, we work on exploring feedback, self- awareness, and social awareness. We work with the Johari Window model and start exploring what areas we are not familiar to us. The goal of the session is to shrink our blind spots and widen our self-awareness.

Developing Acceptance and Peace Session: In this session, we work on learning acceptance and peace activities and strategies. We go over positive affirmations, gratitude, and promoting kindness. We work on building empathy and understanding through visualization exercises.

Coaching back to Human Session: In this session, we work on peeling back the layers of society, community, family, and individual mindset. We explore how to get back to leading with no judgment or bias from a better understanding of the humanistic coaching model approach.

Discrimination Hot Seat Session: In this session, we work on putting Peagram Consulting Facilitator in the hot seat. Leaders present difficult scenarios or situations and the Facilitator plays out options or solutions. The leaders get to vote on each strategy to see if it would work or fail in their teams.

Pride, Power, and Prejudice Session: In this session, we work on overcoming power plays, pride, and prejudice. We work on understanding how our egos can hurt our team and undermine the work leaders have been doing to promote inclusion, equity, and diversity. We run through a simulation and talk about managing ego during uncertainty, failure, and challenges.

Reversing Resistance and Addressing Uncertainty: In this session, we work on overcoming resistance and building unity. We work on identifying the resistance with teams, leaders, and stakeholders. We come up with an action plan to tackle each aspect of resistance and discuss how to do this during uncertain times.

Creative Solution for IDEAS Session: In this session, we build of Inclusion, Diversity, Equity, Acceptance, and Support (IDEAS) strategies and techniques. This session reviews all the key concepts from the other sessions and creates a road map for implementing these strategies and techniques into the leader’s team.

Each session we explore tone, body language, emotional literacy, communication styles, and emotional management.

Speaking Engagement

The speaking engagements are interactive and customized to the audience. I work on developing stories that add value and new insight, I bring in content and activities to get your audience engaged, and I have strategies to get people motivated and empowered. My goal is to provide a message that has a deeper meaning to your organization, group, or school. I work on fostering connections during Keynotes by using my energy and passion. Below are some themes I did at past keynote engagements:

  • Emotional Intelligence
  • Inclusion and Equity
  • Leading Post-Covid
  • Creating a Culture of Inclusion
  • Building a Safe Workplace
  • Time Management
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