Client Challenge: A technology organization faced the challenge of cultivating an inclusive and collaborative culture that enables every member to contribute their best.

Solution: To address this challenge, LeadvantEDGE implemented a comprehensive approach based on their acclaimed methodology of deliberate practice and small group coaching.

This approach aimed to instill cultural literacy and promote inclusive communication skills among the leaders and managers of the organization. Exploring unconscious bias, microaggressions, and allyship can be uncomfortable.

Our team of executive coaches leveraged deliberate practice techniques to create a safe and supportive environment for personal growth.

Impact: A thorough analysis of the training’s impact revealed that 92% of participants experienced positive outcomes. They reported notable improvements in the following areas:

• Engaging in difficult conversations with confidence and skill

• Providing effective feedback to their colleagues
• Supporting their coworkers in realizing their full potential

The implementation of our program has demonstrated significant progress in fostering a culture where everyone feels empowered to contribute their best, ultimately leading to a more inclusive and collaborative work environment.

Client Challenge: A Fortune 500 company sought to improve the experience of employees from under-represented groups. This segment of the employee population encountered higher attrition rates, lower rates of promotion, and a perception that advancement opportunities from mid-level to senior roles were limited.

Our Unique Solution: To overcome this problem, LeadvantEDGE facilitated a TANDEM LEARNING Leadership Development offering. This program enrolls underrepresented employees and their managers, learning in separate but connected cohorts. The managers and their direct reports access the same tools, literature, and best practices on parallel tracks.

This approach fosters honest and productive conversations that can bridge gaps when differences exist. The methodology included weekly collaborative conversations, calls to action, and a relentless focus on inclusive leadership communication practices that create engagement and connection.

Impact: The program has expanded since its inception, and we’ve trained over 1000 leaders across the firm. This is correlated with an increase in mobility events and participants built self-awareness, learned skills that build rapport and trust, and improved their ability to lead effectively and inclusively.

Client Challenge: A small business needed to restore trust after a layoff that left managers and staff demoralized. 

Solution: To create rapport, rebuild trust, clarify expectations and encourage open, honest dialogue, we designed a six-week organizational-wide program featuring deliberate practice. In each session, leaders, managers and staff talked through situations and conversations that were likely to arise at work, supported by a trained facilitator and peer feedback. The goal? To collectively and proactively improve their individual, departmental and organizational resilience through an enhanced ability to listen, influence, confront and change. 

Essentially, through this process, the organization created a fresh operating system around shared language and accountability structures. They could then move forward with frameworks designed to diffuse tension, encourage openness and resolve conflict. Because the whole organization participated, they all went through the same process, which facilitated an organization-wide cultural reboot. 

Impact: By repairing relationships, the six-week deliberate practice program rebuilt trust and improved business results. When conflict arose, program graduates were able to navigate through it effectively due to the skills they had practiced, reinforced and internalized.