A. Culture, Communication, and Conflict Resolution

Level: Intermediate

Communicating – whether in person, on the phone or electronically – is necessary in daily life. Conflict – whether big or small – is also unavoidable. Challenges are inherent in both areas, but add cultural differences to the mix, and the chances of conflict increase exponentially.

This workshop will enable participants to increase their cultural awareness and communication skills; learn the building blocks to having difficult conversations; become familiar with methods for managing emotions intrinsic in conflict; understand the differences between true cultural differences and stereotypes; and practice new skills through role playing and other exercises with real world examples.

WHO SHOULD ATTEND: Individuals who have participated in personal cultural awareness training and who wish to enhance their ability to resolve cross-cultural conflicts.

	Iantha Gantt-Wright is President and Founder of The Kenian Group which works with a broad range of organizations to develop and sustain long-term and successful diversity efforts. Her clients have included the National Wildlife Federation, Trust for Public Land, National Network of Forest Practitioners, and the DC Public Schools.
	Zoe Segal-Reichlin is an associate in the New York office of Cleary Gottlieb Steen & Hamilton LLP. She is also currently an adjunct professor of law at Georgetown Law School, and has taught negotiation and conflict resolution for such organizations as Harvard Law School, the International Criminal Court at The Hague, and the AEGEE International Negotiation Days Conference in Poznan, Poland.

B. Training Of Trainers I: Facilitating Diversity Awareness Workshops

Level: Intermediate

This workshop will enable participants to develop the curriculum customization and facilitation skills required to conduct training programs that promote individual behavior change and organizationwide culture change. Participants will learn how to facilitate NMCI’s welltested cultural awareness curriculum and explore its design and construction, as well as examine philosophies underlying diversity training.

Participants will: (1) expand their knowledge of diversity, inclusion, and cultural competency; (2) practice, and receive feedback on facilitation skills; and (3) acquire resources for adapting the curriculum to their setting. This session will also cover the benefits of working in multicultural teams and examine possible workshop predicaments.

WHO SHOULD ATTEND: Individuals experienced in facilitating workshops who have participated in personal cultural awareness training.

	Ruth Littlejohn is founder and president of Working Life & Teams, Inc., a consulting firm that helps organizations navigate change. Ms. Littlejohn works with Fortune 500 companies, nonprofit organizations and individuals, and is the author of the article, "Diversity Practitioner, Heal Thyself," in OD Practitioner.
	Steven Rivelis is CEO of Campaign Consultation, Inc. His experience includes diversity training and coaching for such organizations as the International Monetary Fund. He is known for creating social change using the “Winning Movements” curriculum he developed, and shaping the White House’s landmark website www.USAFreedomCorps.gov.

Questions & Answers for TOT I

C. Training of Trainers II: Training for Cultural Competence - Beyond the Basics Level: Advanced Building cultural competency is a life-long learning process, and true organizational culture change occurs when individuals have continuous opportunities to learn and apply new knowledge and skills to work effectively in a diverse environment. The purpose of this workshop is to take diversity facilitators “beyond the basics” to create continuing in-depth educational programs to drive the organizational change initiative. Participants will: (1) explore methods for creating a learning environment that extends beyond the training room; (2) develop techniques for assessing the needs of an organization and the training participants; (3) translate assessment results into a responsive curriculum; and (4) cultivate advanced facilitation skills for promoting behavior change.   WHO SHOULD ATTEND: Individuals with experience designing and facilitating diversity training or who have completed TOT I. Eva Young, a senior associate at NMCI, designs and delivers strategic interventions to create inclusive workplaces, effective teams, and culturally competent leaders. She has worked with clients such as Sodexo, Teaching for Change, Northrop Grumman, and the Academy for Educational Development. Karyn Trader-Leigh, a senior associate with NMCI, has over 25 years experience in NGO and public sector organizations. She has held positions as the Director of Human Resources for Network Solutions and served with TRW as Director of Organization Development and Training. Her clients have included IBM, AT&T, NASA, United Nations, U.S. State Department, and the Rockefeller and Knight Foundations. Questions & Answers for TOT II

Workshops A, B, C, D

                                                                                                   >>Back to Top

D. Implementing Organizational Culture Change for Diversity and Inclusion

Level: Advanced

This workshop outlines NMCI’s unique, comprehensive time-tested framework for implementing organizational culture change. It introduces the elements of a successful initiative that embeds diversity and inclusion principles into core organizational systems to ensure sustainability.

Concentration areas include: planning and designing an initiative; developing a diversity council and a strategic plan; creating cultural fluency; and building a communications plan. Participants explore models and tools for designing and implementing a strategy that effectively infuses diversity and inclusion into an organization.

WHO SHOULD ATTEND: Experienced organizational development professionals working on a diversity initiative within their organization or community.

	Manny Brandt, Lead Trainer for NMCI, has worked extensively with a variety of public and private institutions to navigate organizational change for diversity and inclusion. His clients have included Casey Family Services, Value Options, Academy for Educational Development, and the United Nations.
	Dolores Fridge is the Chief Resolution Officer for Medtronic, Inc. She is the former Associate Vice Chancellor of Equal Opportunity and Diversity for the Minnesota State Colleges and Universities System. She is also the former Commissioner of the Minnesota Department of Human Rights.