Coaching & Consulting
Building and sustaining a culture of belonging requires know-how and expertise.
That’s where (R)EVOLVE comes in.
“Having access to Janelle and Jeff as coaches has meant a great deal to me as president of the organization, both personally and professionally. The (R)EVOLVE team’s humanity-centered coaching and consultative guidance for me, and several other leaders and managers, came at a critical time for us as an organization as we navigated new and challenging territory. Janelle’s and Jeff’s unwavering support have truly exceeded my expectations, making them an invaluable partner in our diversity, equity, inclusion, and belonging journey. This is the kind of coaching you will be thrilled you signed up for.”
-Kristin Umland, President, Illustrative Mathematics
Coaching
All of our coaching is based in a partnership designed to help facilitate personal and professional growth around equity, diversity, inclusion, and belonging (EDIB), and is driven by the specific needs of each client.
The coaching process is iterative and client driven depending on the client’s goals and often includes: assessing strengths and areas of development for the client; setting goals the client wishes to achieve; creating a plan based on goals for development; identifying the “real” challenges for the client and their organization; asking clarifying questions to help the client focus on what is important, and their own professional development; and acting as a sounding board to help the client reflect on their actions.
Some common ways we assist clients through coaching include:
Senior leadership coaching
Committee/task-force chair coaching
Strategic planning for organization-wide EDIB efforts
Developing/implementing EDIB-based accountability policies and practices
Sustainability and support structures for efforts to create belonging
How to manage perceptions of exclusion, bigotry, gender-bias, etc.
Consulting
Aiding in the development, planning, and operations of EDIB committees and task forces
Equity Reviews of action/strategic plans, hiring practices, public relations/optics, employee evaluation techniques, and more
Opportunities in Equity Reports: these generative reports 1) identify themes and trends found in our assessments and reviews, 2) focus heavily on strategies (opportunities) that can help advance EDIB both internally and externally, 3) offer the corresponding rationale(s) for those strategies, and 4) function as a useful tool in identifying & prioritizing future EDIB initiatives
Equity Integration Sessions: these strategic session help operationalize EDIB strategies within the organization through 1) implementing recommendations (from assessments, equity reviews, and/or reports), 2) guidance to operationalize EDIB strategies and engage employees in EDIB work, 3) assistance in establishing clarity, cohesion, and concordance with the above recommendations, and 4) prioritizing short, medium, and long-term goals