Monthly Archives

October 2019

Inclusion Virtual Coach App

Lead Inclusively to Join the Ranks of Microsoft for Startups

By | Company News, Diverity & Inclusion, High Tech | No Comments

San Diego diversity and inclusion startup, app developer, and consulting firm Lead Inclusively Inc. has joined the ranks of Microsoft for Startups. Microsoft’s global startup program is designed to help startups quickly build and market their solutions. Lead Inclusively, Inc. founded by CEO Denise Hummel is one of a handful of women-owned startups to be accepted, out of thousands of applicants. The program provides world-class resources to top-ranked ventures.

Based on Hummel’s decades of diversity and inclusion enterprise consulting, Lead Inclusively developed and launched its new Inclusion Virtual Coach® app which leverages machine learning, principles of neuroscience, AI and real-time nudge messaging to deliver next-gen, just in time, leadership training that enables real behavior change in the workplace.

“The Inclusion Virtual Coach desktop and mobile app is designed to produce new behaviors aligned with best practices from candidate screening and job interviewing to performance management and meetings,” said Hummel. “It’s such an honor to have our technology and expertise in enterprise diversity and inclusion validated in this manner.”

On accepting Lead Inclusively into Microsoft for Startups, Managing Director, Shaloo Garg had this to offer:

“At Microsoft for Startups, we’re focused on fostering diversity within startup ecosystems around the world. Startups like Lead Inclusively represent a step toward greater diversity and representation, and we’re excited to contribute support.”

The groundbreaking Inclusion Virtual Coach® app is an extension to Lead Inclusively’s already robust array of traditional diversity and inclusion consulting services. Through Microsoft for Startups, the company can access support from one of the world’s leaders in AI development to continue to enhance the app’s functionality as it learns how best to support and coach each user.

Inclusion Virtual Coach App TrainingLeadership Training Nudge Messaging

“I am so excited by the work Lead Inclusively is doing in the San Diego business community and throughout the nation. It is no surprise to me that the tech sector has caught on to their success and potential,” said Alex Balazs, Chief Architect at Intuit and a member of the Lead Inclusively Advisory Board.

Lead Inclusively’s Virtual Coach app seeks to fill a market need of $520 billion in losses resulting from employee disengagement and regrettable attrition.

Founder, Denise Hummel began her career as an employment discrimination attorney before becoming a diversity and inclusion consultant to some of the largest organizations in the world. She developed a successful methodology for teaching inclusion in the workplace but saw that while leaders found the material interesting, they struggled to make sustainable behavior changes. Hummel and her team researched the neuroscience of behavior change and leveraged technology through the Inclusion Virtual Coach app to seamlessly and permanently help leaders to embed inclusion in their teams.

For formal press inquiries regarding the Lead Inclusively or the Inclusion Virtual Coach App. Go to the formal press release or reach out directly to info@leadincluively.com.

 


Lead Inclusively Inc logo

About Lead Inclusively Inc.

Lead Inclusively is the world leader in diversity and inclusion, offering consulting services as well as scalable technology to support and sustain enterprise clients that are transforming to an inclusive culture. The Inclusion Virtual Coach® App utilizes nudge messaging and AI to deliver state of the art microlearning, in real-time, focused on the leader’s leadership behavior, to foster inclusion, better teams, and improved performance. Learn more at https://www.leadinclusively.com.

To learn more about Lead Inclusively, the Virtual Coach® App and its new partnership with Microsoft for Startups, please call Matt at 760-696-0179 or email at info@leadinclusively.com

About Microsoft for Startups

Microsoft for Startups takes a unique approach to connect qualified startups with new customers and channel partners. Microsoft has over 40,000 sales representatives and hundreds of thousands of partners whose goal is to drive the adoption of Microsoft cloud solutions into companies of all sizes and industries worldwide.

How Men and Women can Impact Gender Parity in the Workplace

By | Diverity & Inclusion, Gender Inclusion, Gender Parity, Human Resources, Inclusive Leadership | No Comments

As many of you may know, Mckinsey recently released its 2019 “Women in the Workplace” report. In what is widely considered the primary barometer for the state of gender equity in the workforce, the report highlights a continuation of many trends. Of them, the most notable is the continued stagnation of women in leadership positions starting at the manager level which in turn impacts workplace gender parity as a whole.

Despite making up almost 60% of bachelor’s degrees, and 50% of entry-level hires, women continue to be left behind when they reach the Manager level and beyond. While the presence of women in senior leadership has risen, the continued lack of progress in this area continues to be the single most important factor that continues to hinder workplace gender parity.

McKinsey Women in the Workplace

All this despite increased awareness, effort and even public outcry (e.g. the #Metoo movement) all calling for more progress. What needs to change is workplace culture. By building a culture of trust and collaboration we can slowly enable Men AND Women alike to build more equitable workplaces and slowly eradicate gender inequality. Here’s how:

Career Planning for Longterm Success – How it Affects Gender Parity

In a recent conversation with Dr. Marshall Goldsmith, discussed the fact that women are more likely to sacrifice their careers for their jobs. In other words, women can be more focused on the day-to-day responsibilities of their jobs while losing focus on what might benefit their long term careers. Women can also be more concerned with the negative impacts of their own career advancement on their current teams.

What women can do:

Women can start by not being apologetic for thinking about their long-term careers and what might benefit them as individuals. It is always okay to do a good job day-to-day with an end-goal of something bigger or unrelated to one’s current job! This change in mentality has also helped many professionals avoid the ‘indispensable in current role’ syndrome that plagues many.

What men can do: 

Understand and acknowledge that many women have the same career ambitions as many men. They simply go about their day-to-day business slightly differently. This knowledge can help companies re-evaluate the way individuals are considered for promotion.

Building and Leveraging Mentorship Relationships

47% of HR Leaders say that the biggest obstacle to advancing women is the fact that women are less likely to receive the necessary sponsorship. And the facts corroborate this. Women are statistically far less likely to receive a job recommendation or be put on a stretch assignment. These are both major factors that contribute to promotions and are influenced by the presence (or lack thereof) of an advocate in their professional life.

What women can do:

Women are often far less likely to advocate for and promote themselves than men. The average female professional will rate her own job performance significantly lower than the average male professional, despite both performing at the same level. Women should practice being more self-promotional and advocating for their work. It may feel awkward at first, but it is an effective and even necessary skill to cultivate.

What men can do:

Because women are often less self-promotional, less likely to ask, and less likely to receive the same mentorship and opportunities, take it upon yourself to offer sponsorship to female colleagues, and offer assistance in these areas. On the flip-side, also be careful not to succumb to the unconscious bias that perceives women who own their achievements as arrogant or not team players.

The role of collaboration, respect, and Inclusion in Achieving Gender Parity

Gender parity can only be achieved and sustained if it is built on the collective success of everyone. When inclusive gender parity is reached, workplaces thrive. Inclusion is the first step to bridging the gaps between men and women in the workplace. Both men and women can contribute to inclusion to catalyze the necessary trust, respect, and collaboration that will drive EVERYONE’s collective success.

Happy Workplaces - Lead Inclusively

What do you think?

How can men and women advance gender parity in a way that is fair and equitable? How can inclusion be the catalyst for fostering workplaces that promote belonging and how does that factor into gender parity? Dive deeper into the topic during this webinar or join the discussion during an upcoming virtual-live Q&A.


About Lead Inclusively

Lead Inclusively is a technology-enabled Diversity and Inclusion Consulting firm devoted to developing leaders, teams, and organizations to leverage Diversity and Inclusion as an accelerator for business performance. Our collective experience has been that diversity only assures that we have a mix of different people in the workplace. Diverse people in a non-inclusive workplace may be retained for some period of time, but without inclusion, they will not thrive, advance, or become strong team collaborators. Our Unique Diversity and Inclusion solutions ensure impactful and sustained transformation in your Leadership Development, Culture,  Team, and Performance.

Lead Inclusively Inc logo

New Hires - Lead Inclusively

New Hires Thrive When they Feel They Belong

By | Diverity & Inclusion, Gender Inclusion, Gender Parity, Human Resources, Inclusive Innovation, organizational culture | No Comments

Long gone are the days of new hires working their way up from the mailroom to the c-suite. In fact, according to the Bureau of Labor Statistics, the median tenure of young workers is only about 3 years. In a world that is faster and more competitive than ever, new hires and companies alike need to minimize their speed to productivity if they are to succeed.

Between the fact 46% of new hires fail within the first 18 months (i.e. were terminated, left under pressure, received disciplinary action or significantly negative performance reviews), and that turnover costs companies billions in lost time and productivity (beyond the hiring and training costs) companies need to perfect their ability to empower new hires to thrive. According to Glassdoor, meaningful onboarding that connects new hires to a larger company culture can increase retention by 82%. In other words, it is vital to empower a new hire early and often if they are to succeed.

In recent articles, I have discussed how inclusive workplace cultures encourage happier and more empowered employees, which in turn allows companies to thrive. Inclusion also has resounding effects on the success (or lack thereof) of new hires, which ultimately impacts the larger organization. Here’s how:

New hires need a sense of psychological safety

According to experts in psychology and organizational culture, starting a new job is one of the most vulnerable experiences individuals go through; however, feeling a sense of belonging is arguably as important as feeling loved. Navigating these two components is vital for any new hire, and the root of overcoming these challenges results from a sense of psychological safety.

When new hires feel safe, they are empowered to overcome their vulnerabilities and engage by asking questions, taking initiative, and even making mistakes. If a new hire is engaging on these levels, they are already on the fast-track to long-term success at their new company.

New hires want to feel like they are part of company plans

All employees stand to benefit by feeling like they are part of something bigger than themselves. But employees also need to benefit from feeling that their company is also invested in them.

Connecting new hires with key stakeholders helps continually bridge the natural gaps that exist between organizational leadership and the larger workforce. Engaging new hires in this manner helps build and sustain a culture of transparent communication and overall trust.

What does this mean for companies and their culture? 

When new hires feel connected to their company’s goals and trust that their leadership is invested in them, they will feel safe to engage in their workplace, connect with key stakeholders, leverage professional development opportunities and actively contribute to their company’s long-term success.

This combination of purpose, recognition, and gratitude creates an all-in culture that engages and empowers EVERY employee in a company. But without elements of inclusion that impact an employee from day one, companies will inevitably fall short of harnessing the full potential of their new hires and overall culture.

What do you think?  

How does inclusion impact the success or failure of new hires? What is the evolving role or inclusion in culture and company success in the workplace? You can download the white paper to dive deeper into the topic or join the discussion during an upcoming virtual-live Q&A

Diversity and Inclusion Q&A


About Lead Inclusively

Lead Inclusively is a technology-enabled Diversity and Inclusion Consulting firm devoted to developing leaders, teams, and organizations to leverage Diversity and Inclusion as an accelerator for business performance. Our collective experience has been that diversity only assures that we have a mix of different people in the workplace. Diverse people in a non-inclusive workplace may be retained for some period of time, but without inclusion, they will not thrive, advance, or become strong team collaborators. Our Unique Diversity and Inclusion solutions ensure impactful and sustained transformation in your Leadership Development, Culture,  Team, and Performance.