Creating diverse teams is one thing; leveraging their power to create great work is another.​
​Diverse teams unlock a wealth of unique perspectives and approaches to work. When teams foster equity and belonging, it empowers team members to contribute their fullest potential. They create an environment of psychological safety, where individuals feel comfortable sharing ideas, taking risks, and learning. This open dialogue leads to deeper understanding, stronger relationships, and innovative solutions.
At Leading Elephants, we champion inclusive workplaces where diverse teams thrive. We honor the dignity of all, celebrating differences in race, culture, faith, neurodiversity, gender, and more. By fostering practices of belonging, diverse teams are a key to tackling the world's most pressing issues.
When leaders shy away from their role in equity, it has far-reaching consequences.​
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Unless diversity and inclusion are ingrained in everyday interactions, they cannot eradicate the core issues of inequality. Teams that avoid critical conversations about identity, power, and bias create a vacuum ripe for misunderstanding and harm. Without deep-rooted practices of active listening, collaborative problem-solving, and equitable decision-making, teams risk dysfunction, diminished performance, and ultimately, turnover.
Finding the Right Provider For You
Looking for a partner who truly understands your organization’s unique challenges? Leading Elephants specializes in integrating equity and inclusion into your daily practices. We combine deep expertise with practical solutions to help you build more inclusive and high-performing teams. Our real strength lies in helping you apply these principles to your specific context.
If you're seeking foundational knowledge or advanced training in specific areas of diversity, equity, and inclusion, we're happy to recommend other organizations that specialize in these areas.
We Care About Equity and Belonging at Leading Elephants​​
Testimonials


Lina B., Partner
Leading Elephants supported our team through a year-long journey of discovery, focused on strengthening relationships, improving role clarity and decision-making, and leaning into diversity, equity, and inclusion in our internal and client practices. “Candor with care” best encapsulates our experience. Leading Elephants provided the tough love that we needed to hear through group and individual coaching, alongside a structured series of activities that helped us reflect and build muscle. Importantly, our work together was highly tailored and reflective of our evolving organizational priorities vs. something fixed and pre-set; we have felt so “heard” and “seen” – as well as challenged! – throughout our process.

Kim A., Leadership Coach
I have participated in a lot of equity and antiracism learning, and White Leaders Working on Antiracism was a definite stand out experience. Incredibly meaningful pre-work, skilled facilitation, a warm and supportive community, deep and vulnerable reflections by facilitators and in small group discussions, actionable commitments and accountability - this was one of the most powerful learning experiences I've had and I am so grateful.

Leading Inclusive Change Participant, DEI Director
I loved the intentionality of the process, the human-centric stance, and walking-the-talk posture Leading Elephants brought to our time together. I will be showing up with the lens of liberatory leadership and bringing the tools I learned from my training forward to create change in effective and intentional ways.
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From Our
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Creating an inclusive environment that centers belonging is attainable. But it requires more than shared language, strategic plans, and org values that live only on websites and posters. It requires a reevaluation of current mindsets, beliefs, and practices. And if your current practices create more barriers than open doors, do something about it.
Do you ever feel like it takes a big lift to move the work forward when you are a manager?
Maybe their work product needs sizable improvement before it will be ready for show time. Or you brace yourself for a conversation with your team member, knowing they may not want to hear your perspective or suit up for another round of edits.
Somewhere, the generative spark in these situations is a little dimmer. Engagement and ownership have waned. And it’s so tempting to just push through.
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What you might be judging as poor performance may simply be a different picture of what excellence is.
Our picture of professionalism is based on a set of cultural norms on what excellence is. But, as the following article from Harvard Business Review explores, different cultures can have very different norms. What is excellent and celebrated in one context is poor performance in another.
Giving feedback can be a transformative force in our professional lives, yet we often encounter three common barriers that hinder us from utilizing it: Environmental, Validity, and Interpersonal. Let's explore how to break down these barriers and create a culture of feedback that fosters growth and equity.
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