15 Jun 2018

“Sword” of Conscious Inclusion

I usually do not like to use metaphors that bring to my mind any type of violence. Today, I am going to shift that habit because I find the idea of using the legend of the Gordian Knot intriguing as it relates to building an inclusive environment. It is often used as a metaphor for finding a solution to what may seem to be an impossible problem. The major obstacle to achieving inclusion is the fact that we human beings have biases (explicit and implicit) that drive our decisions and actions. These biases put us in an automatic reactive state of being that tries to navigate and make sense of our world, or at the very least, keep us safe in our comfort zone.

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02 May 2018

Career Advancement: A Partnership between Women and Men

I recently listened to much of the Tory Burch Foundation’s Embrace Ambition Summit. It was a fabulous, well planned and interesting day of stories, tips and experiences to encourage and empower women and the men who are committed to step up, support and help empower them. For some, it is easy to embrace the ambition that drives the energy and actions needed to realize the goals they want to achieve; and for others, ambition is viewed as an unpleasant characteristic; and regarding women, something they should not be proud of.

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08 Mar 2018

Authenticity + Empowerment = Conscious Leadership

A characteristic of effective leadership is the ability to be authentic. It is unambiguously one of the most important aspects that determines a holistic style of leading, whether you are leading yourselves or others. The reason this is so important is that at your very core, you have a genuineness that creates your uniqueness, and it is impacted when it is ignored. You may carry out duties and responsibilities for a long time, and may be successful; however, when that essence of authenticity is put aside for long periods, evidence of discontent begins to show. It may appear as burnout, boredom, frustration, anger, exhaustion, etc. And, it is exhausting not being authentic. read more

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19 Feb 2018

Core Values Index Assessment

The Core Values Index (CVI™) is the only assessment that uses strategic and tactical values to gain insight into the innate nature of the person.

Discover who you are and why some tasks are motivating and some tasks are less enticing. Begin the empowering journey toward giving your best to all that you do. Take the Core Values Index and contact me if you are ready to dig deeper into how you show up in the world and want to be more successful. read more

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05 Feb 2018
09 Jan 2018

Resilience, Purpose and Passion

Two years ago, on a chilly January day at 12:30 in the afternoon, I was brutally attacked, beaten and robbed – in the alley behind my house. At the time, I did not know or even fathom how I would get beyond the experience and the fear that surrounded me inside and out. But, I kept working on some very important projects and I knew that there was a part of me that was fierce and strong and would be able to get beyond the terrifying feelings. With focus and work, I continued, and the memory began to fade, until I was asked to view photos of potential suspects. It was like being traumatized all over again. And yet, I knew I could conquer this and it would not define who I am or how I am in the world. It was not without work.

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07 Nov 2017

Deconstructing Biases, Building Bridges, Not Barriers

Last week, I had the incredible opportunity to do a TEDx talk – to be able to share an “idea worth spreading.” My talk was on Deconstructing Biases, Building Bridges, Not Barriers, and while talking about biases is not new and the acceptance of looking at them is becoming more mainstream, the approach I take asks everyone to take individual responsibility to look deeply and sort through the beliefs that hold others and themselves back.

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10 Oct 2017

Three Tips to Build Self-Confidence and Reach Pure Potential

What does confidence mean to you?  According to Merriam-Webster, Confidence is a feeling or consciousness of one’s powers or, of reliance on one’s circumstances; faith or belief that one will act in a right, proper, or effective way. Many have heard the Henry Ford quote, “Whether you think you can or whether you think you can’t, you’re right.” When you ponder this, it boils down to what we believe about ourselves. Too often, internal messages and biases, as well as outside judgments put a damper on the level of confidence we feel. If, however, we understand that feelings and beliefs are in our power to control, pausing and examining what we are thinking is the first step to choosing an effective approach and response. Let’s look at three automatic defaults that often drive our reactions – Limiting Beliefs, Assumptions, Interpretations.


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12 Sep 2017

Three Ways to Check the Message We Broadcast

Every day, whether we realize it or not, we are showing up in life and “sending a message” that is picked up by those around us. That message can fluctuate depending on a various number of factors, such as mood, stress, happiness, environment, media, almost anything that is either an internal circumstance or an external circumstance. The reality is that we believe we do not often have influence over the external circumstances and often believe they are the reason for our internal condition. However, we have much more influence than we realize, and it is our awareness, attitude and intention that can help us avoid being hijacked and being subject to the effect of situations and problems vs. contributing to a solution.

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15 Aug 2017

Inclusion is an Individual Responsibility

The recent news around diversity and inclusion at Google has sparked action and debate. There are dissenting voices, cheering voices, included voices, excluded voices, and even confused voices that say, I don’t know. Ultimately dialogue is needed.

Here is something to consider:  When there is a freedom to have your opinion, the important question is about the lack of respect if you have little regard for the impact of perpetuating negative stereotypes. For well over a year we have seen a broad and sweeping flow of “boxing-in” entire groups of people with the publicized use of negative stereotypes, and it increases divisiveness. If you and your organization truly want to work toward inclusiveness, part of your personal strategy and your organizational strategy needs to have a willingness and openness to discuss, to educate and understand the impact of actions and behaviors.

Do the recent events promote an awareness of the broad spectrum of negative stereotypes that hold women, people of color and LGBTQ persons move inclusion forward? Could there be a silver lining behind the cloud? Possibly. But the real work is in the clearing of the “cloud” through building awareness and recognizing behaviors and practices that are set with good intentions in the mind and eye of the beholder, but do nothing to move toward equity. And, the bottom line is that there is an individual responsibility. An organization can put into place procedures intended to be inclusive. But the individuals in the organization are the ones who are either aligned with the goals and practices or not, and their behaviors are evidence of their beliefs and biases.

Here are three things you can do:

  1. Know your organization’s policies and goals around diversity and inclusion and equity. If there is not one, raise the question to start the conversations. It is short sighted to ignore that diversity and inclusion are important aspects of organizational effectiveness. The lack of focus on realizing the business case and the need for diversity in a global society is like being an ostrich with its head in the sand.
  2. Be aware of your beliefs and whether they align with the organizational goals.
  3. Think, before you speak and recognize the impact of your actions and beliefs. And if you “just don’t get it,” talk with others to gather different perspectives and educate yourself on how individuals and the organization are affected.

Everyone has a choice. You can be part of the problem of the lack of inclusion and thus, contribute to the divisions and negativity, or you can be part of the solution that supports creating an environment where everyone can have the opportunity to succeed.

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© 2015 Rosalie Chamberlain. All rights reserved.

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