Being a Conscious Leader

Leadership effectiveness is the #1 priority for human resources in 2024. Leaders and managers have more responsibilities on their shoulders than ever before including managing a global distributed workforce, providing work flexibility, leading with empathy and humility, motivating others towards a greater purpose, and ensuring employee well being. Most leaders and managers were not trained adequately to manage people, lead with empathy, or rebuild trust when its been broken. They were advanced due to technical skills. Furthermore, many leaders are ill equipped to meet the expectations, norms, and responsibilities of the role. People don't leave organizations, they leave ill equipped leaders.

What are the skills needed to be a conscious leader and create a healthy organization in 2024? In this presentation, author and leadership and organizational psychologist Carley Hauck will share stories and her research based conscious leadership framework highlighted in her book Shine- Ignite your inner game to lead consciously at work and in the world on the essential leadership skills you need to for the future of work.

• Learn and experience 2 simple practices of conscious leadership to increase team trust, well being, and collaboration.
• Understand a powerful conscious leadership skill that inspires motivation and trust.
• Cultivate awareness through a simple assessment on the conscious
• leadership capabilities you can begin learning and growing today.

In order to adapt and become conscious leaders that are thriving and we want others to feel inspired to follow, we need to invest in and embody a different set of skill sets. The inner game rules the outer game.

Building Trust & Psychological Safety at Work

What conditions need to be present for people to feel comfortable to bring their whole selves to work? Building a culture of belonging is based on trust. Trust is the essential ingredient and important foundation for all relationships and businesses. Without trust, you can’t build anything that will succeed for the long term.

The level of trust in an organization is influenced by how much psychological safety exists. Psychological safety is defined as interpersonal risk taking.

Do people feel safe voicing their honest opinions and experiences? Do they believe that their team and coworkers have their back?
Do they feel included or excluded?
Are mistakes welcomed without punishment, so teams can iterate faster and collaborate more effectively?

Research conducted from over 25 years at Harvard and tested at Google and many other organizations have made it clear – 43% of performance and innovation is based on psychological safety. When this important condition is present, people feel they belong, that they can bring their whole selves to work, speak up without reprimand, and that their contributions are heard and valued.

• Learn what psychological safety is, what builds it, and what breaks it down
• Practice leading with authenticity to create more meaningful connection and trust
• Learn how you can encourage psychological safety when trust has been broken
• Develop a powerful framework that can be used to build and sustain psychological safety individually, within teams, and as an HR leader

In this inspiring and experiential presentation, you will feel confident in how "you" can influence a culture of psychological safety. Leave with the tools to bolster the conditions for everyone to feel seen, heard, and to build bridges to greater empathy and inclusion.

The Importance of Empathy in Leadership

Since the pandemic CEOS and Chief People Officers are prioritizing human centered organizations. What leadership skill is the most important to create an organization where people want to innovate, stay, and thrive? Empathy. Empathy is the most important skill that leaders need to learn and embody. Empathetic leadership creates an environment where team members feel heard, valued, and understood. This leads to increased trust, collaboration, and effective communication.

Additionally, the Gen Z population is the largest population of workers and are the future leaders of our world. They have been found to be the loneliest generation in the workplace with 73% reporting sometimes or always feeling alone. Furthermore, in the Center for Generational Kinetics' 2020 study, titled Solving the Remote Work Challenge Across Generations it was found that more than any other generation, Gen Z wants their managers to be empathetic. In this inspiring workshop, learn how to cultivate greater levels of emotional intelligence and empathy to learn:

• Learn how EQ increases empathy.
• Develop the 5 traits of an empathetic leader.
• Cultivate a simple and powerful practices to lead with greater empathy at work and in the world.

Cultivate a Culture of Compassionate Accountability

One of the biggest problems in creating high performing teams and a culture of belonging is the lack of accountability.

Compassionate accountability matters and makes all the difference in whether outcomes are met and trust is sustained. What is Compassionate accountability? Accountability can sometimes be received as punitive and instead of encouraging someone to grow, it can do the opposite. Compassionate accountability means achieving what you agreed to with care and directness, while problem-solving together to chart a shared path forward.

Accountability is compassionate when you set standards for acceptable behavior and walk with people after they make mistakes. If no one is taking responsibility, then agreements are broken, and trust is damaged. A 2012 study found that compassionate leaders appear stronger and have more engaged followers, more collaboration, lower turnover, and employees who are more committed to the company.

In this engaging presentation, you will leave feeling confident in how to apply the compassionate accountability framework in your one to ones and in your teams regardless of the seniority of the person you are engaging with.