Dr. Shawn Andrews Author of the Best-Selling Book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide

Organizations that want to perform at the highest levels and be competitive in their industry must effectively leverage their leadership talent. Yet, in nearly all companies, a leadership gender gap persists. Pervasive and systemic barriers often keep women from advancing.

In addition, research has identified an individual's emotional intelligence (EQ) as a key aspect and driver of leadership effectiveness. EQ assessment have found men and women to be strong in different areas. These differences often advantage men and disadvantage women at work and can lead to very different outcomes.

Finally, men and women are raised in different cultures. It begins at birth and carries into the workplace as adults. As a result, we approach virtually every aspect of business differently. Different approaches result in different perceptions, which have a significant impact on promotion.

Understanding the power of perception can dramatically improve your career advancement and help men and women work better together. Building on her best-selling book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide, Dr. Andrews will address the latest research on these topics and share practical strategies you can apply to boost your career.

During this interactive presentation, you will learn how to:

• Examine barriers that contribute to the leadership gender gap
• Identify emotional intelligence attributes and their impact on leadership
• Leverage gender differences (hard-wired and socialized) which show up every day at work and home
• Apply knowledge and tactics to improve career advancement 

As a global society, we are becoming more diverse every day. Today, many companies are striving to be more diverse and inclusive but are falling short. Why? Because most companies are not doing the right kinds of activities, not doing enough activities, or are only addressing one piece of the issue.

DEI initiatives can be compared to Maslow’s hierarchy of needs. Diversity awareness starts at the bottom and sets the foundation, then as organization’s progress they move to active diversity management and evolve to become inclusive at the top of the pyramid. If an organization sets out to be inclusive and equitable from the start, then diversity will naturally follow.

This presentation is focused on helping organizations leverage inclusion to get the benefits of diversity. Neuroscience aspects to creating inclusion and building safe teams will be discussed, as well as helping people understand the power of micro aggressions.

During this interactive presentation, you will learn how to:

• Appreciate the difference between diversity, equity, inclusion, and belonging
• Explore the impact of microaggressions
• Learn how inclusion and psychological safety impacts teams
• Apply proven strategies to develop an inclusive culture

By now, most of us know that unconscious biases affect the workplace. These hidden, reflexive preferences shape our world views and can profoundly affect how welcoming and open a workplace is to different people and ideas. These predispositions shape the decisions we make by affecting the way we interpret information and how we interact with others—significantly impacting a whole host of organizational processes from recruitment to retention.

At the same time, we are experiencing significant shifts in global demographic trends which impact age, race, ethnicity, gender, religion, and LGBTQ employees. There is no doubt that our workplace is becoming more diverse, which increases the potential for more biases towards our colleagues and clients.

Customized bias scenarios (based on your audience) and real-world cases and examples will be discussed. Several individual and organizational strategies to minimize bias will be provided.

During this interactive presentation, you will learn how to:

• Identify different types, causes and impact of bias at work
• Explore the impact of global demographic trends on diversity and bias
• Utilize case studies, scenarios, and stories to communicate potential biases
• Apply individual and organizational strategies to minimize bias

Did you know that a leader’s ability to manage emotions and interact successfully with colleagues at all levels of an organization is directly linked to that leader’s ability to achieve the highest performance potential?

Research has identified an individual’s EQ as a key aspect and driver of leadership effectiveness. But it does not just stop at leaders. EQ has been shown to be a key differentiator between good and great performance for both individuals and teams, and unlike IQ, EQ can be improved.

A systematic and committed approach is necessary to build emotionally competent organizations. A strategic cycle of assessment, learning, practice, and feedback over time will enable employees to build competencies that can help develop high-performing teams and leaders.

During this interactive presentation, you will learn how to:

• Examine the importance of EQ in the workplace
• Appreciate differences in EQ and gender
• Leverage neuroscience and psychological safety to impact teams
• Explore the impact of EQ on leadership
• Apply practical strategies to improve EQ competencies

Want to thrive in your career? Be promoted? Be in a leadership role? Turns out, there are 7 key qualities distinct to each gender that serve them well. These qualities stem from how our brains are hard-wired and how we're socialized to behave as men and women in society.

These 7 superpowers can help us bring the right skills and mindset to the job to help propel our careers. Yet, in nearly all companies, a leadership gender gap exists. Pervasive and systemic barriers often keep women from advancing.

Male allyship is critical in attaining any kind of parity in today’s organizations. Men are a key piece of the DEI puzzle and must support both women and people of color to help close gender and racial gaps in leadership positions. However, men’s commitment spans across a wide spectrum – ranging from complete resistance to all in.

There are 7 levels of support which will be outlined in this presentation. The good news is there are several things that men can do to be true allies and move up to higher levels of support.

Join leadership, diversity, and gender expert, Dr. Shawn Andrews, as she explains the 7 superpowers and 7 levels of support, and how men and women can use these skills to boost their careers, address biases, be a better ally, and foster more gender and racial inclusion.

During this interactive presentation, you will learn how to:

• Identify the 7 superpowers of men and women at work
• Identify 7 levels of male support across a spectrum
• Explore how men and women can work together to address biases
• Apply strategies to build allyship and create more gender inclusion

The origins of personality trait theory date back to ancient Greece and Hippocrates. Hippocrates observed four distinct groups of characteristics, which he labeled the ‘four humours’. He determined that once he could identify what type of ‘humour’ a person had, he could predict their likely behavior.

Many researchers have subsequently expanded on this knowledge, and Insights has built on the extensive work of Swiss Psychologist Dr. Carl Jung to develop the Insights Discovery Learning System.

This system uses four distinct color energies (Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue) which you can apply in your daily life to help you understand why you behave in the way you do, and why other people might behave differently. This foundational training workshop is designed to help you improve your effectiveness as an individual, in teams, in organizations, and in leadership.

I have had the opportunity of participating in other major personality trait-based learning programs (Myers-Briggs, Social Styles, and DiSC) and have found Insights Discovery Colors to be the most practical, applicable, and easy to use on a daily basis.

During this interactive workshop, you will learn how to:

• Recognize differences and identify the unique culture of your team
• Explore team goals, challenges, communication styles, and values
• Focus on individual team member strengths (not on weaknesses)
• Apply practical uses of colors, such as non-verbal communication, interactions, work environment, listening, and emailing
• Appreciate your team’s color diversity