This interactive workshop helps participants build the awareness and skills needed to work more effectively in a hybrid environment. Participants will explore common challenges that arise in hybrid teams, learn practical strategies for fostering inclusion and connection, and examine how everyday decisions and interactions impact trust, engagement, and team effectiveness.

Session Objectives:

• Recognize the benefits and common challenges associated with hybrid work environments
• Identify opportunities to strengthen communication, visibility, and inclusion for both remote and in-office employees
• Navigate hybrid work challenges and gray areas with greater clarity, ownership, and thoughtful judgment
• Use practical strategies to improve engagement, collaboration, and team effectiveness across hybrid teams
• Reduce the likelihood of employees feeling excluded, disconnected, or “out of the loop” by making decisions and communication more visible

The CIV-O Hybrid Check is a simple tool for more intentional hybrid decisions and interactions. It helps you pause and respond more intentionally in everyday hybrid work moments, especially when communication, inclusion, and decisions happen quickly.

This isn’t really a conversation about where people work. It’s a conversation about how people experience work. Whether employees are fully in the office, fully remote, or somewhere in between, people want many of the same things. They want to feel informed. They want to feel connected to their colleagues. They want to know their contributions matter. They want opportunities to participate, influence decisions, and be part of something larger than themselves. In short, people want a sense of belonging.

Working in a hybrid work environment comes with its challenges and its benefits. When approached intentionally, hybrid work can create environments where employees feel trusted, empowered, and better able to work in ways that support both their effectiveness and their well-being. Here are some tips for working effectively in a hybrid workplace.

The In Search of Connection is an interactive experience designed to help people reconnect with the humanity of work and with each other. In a time when many workplaces feel increasingly transactional, fast-paced, and emotionally disconnected, this discussion creates intentional space for reflection, honest dialogue, and meaningful human connection.

Every workplace interaction contributes to culture. In times of stress, uncertainty, and change, small moments of humanity matter even more. This tip sheet offers practical ways to bring more humanity into everyday interactions with coworkers, colleagues, and teams.

There is a growing conversation happening across workplaces and at the center is a sense of disconnection. In environments shaped by constant change, economic pressure, restructuring, rapid technological advancement, and increasing demands for productivity, work is becoming more and more transactional. Interactions that once built relationships are often replaced by emails, chat messages, dashboards, and back-to-back virtual meetings. Many employees no longer feel connected to their coworkers, their leaders, or even to the organizations they work for.

Listening is more about how people feel than anything else. There isn’t just one way to listen. In fact, effective listening requires us to adapt for the moment not just the individual.

The S-A-I-D Framework is adapted from Maegan Stephens and Nicole Lowenbraun’s Ted Talk, “How to be
a Great Listener.” It provides an overview of four communication styles of adpative listening. It can serve
as a guide or cheat sheet to help you decide which communication style best fits the moment so you can
best support the people involved and achieve the desired outcomes.

Have you ever left a meeting thinking: everyone talked, but nothing was achieved? Chances are that people were listening to each other, just not in the same way. Listening experts Maegan Stephens and Nicole Lowenbraun unpack the four different ways to listen, sharing a practical framework that could change how you respond, build trust and get results — starting with just one simple question.

This guide offers a high-level overview of generational experiences that may influence how people approach:

• Work and career
• Technology and change
• Authority and leadership
• Communication and feedback

It highlights patterns shaped by shared historical events, economic conditions, and cultural shifts.

The cheat sheet provides a framework that guides how to use adaptive leadership to effectively manage a multigeneration workforce: Ask-Listen-Adapt.

This tool is meant to function as a guide not a script. It provides tips and tools for navigating each of the three layers of the adaptive leadership framework. Keep the tool as a reference and choose the questions and tips that are right for the moment.

The Managing a Multigenerational Workforce Training focuses on practical techniques to understand and navigate generational differences so you can lead more clearly, reduce friction, and strengthen engagement across your multi-generational team.

Session Objectives:

• Recognize how generational differences influence workplace expectations and communication.
• Explore generational norms and motivators.
• Tailor management approaches to individuals rather than stereotypes.
• Apply adaptive leadership techniques to effectively engage and support employees of all generations.
• Use practical tools and techniques to build engagement and trust across generations.

For organizations seeking to create inclusive work cultures that value the unique knowledge, perspectives and viewpoints of all generations, deep knowledge and understanding of the generations is key. As with any dimension of diversity, a one-size-fits-all mentality is seldom effective.

Our entire business is built on the concept that diversity leads to competitive advantage. This is true of all dimensions of diversity including generational diversity. Each generation brings to the workforce a different set of strengths and ideas.

This workshop offers a practical framework for leaders, managers and facilitators to engage in courageous conversations that align with their values while navigating the realities of organizational culture, personal risk, and public perception.

Session Objectives:

• Recognize the dynamics of difficult conversations
• Identify internal fears and external pressures that can silence leadership voices on difficult topics
• Build facilitation tools to navigate tension, diffuse conflict, and guide dialogue toward productive outcomes
• Balance authenticity with professional risk in high-stakes conversations

The cheat sheet provides a framework that guides how to navigate conflict effectively through each of the three layers of a difficult conversation: The visible layer, the emotional layer, the core-values layer.

As divisiveness has escalated, so has the need for meaningful dialogue and connection where people can share what they are feeling and experiencing both in and outside the workplace.  We need to renormalize dialogue where we strive for compassion and understanding and where different ideas and perspectives are viewed as opportunities to learn, grow, innovate, and improve.

In this 30-minute session, participants will explore the art and impact of storytelling as a catalyst for connection, empathy, and change.

The exercise will help participants:

• Explain the purpose and power of storytelling as a leadership and inclusion tool.
• Craft personal stories that connect individual experience to shared purpose and collective action.
• Demonstrate active listening and empathetic presence when receiving others’ stories, fostering psychological safety and trust.
• Use storytelling strategically to engage employees, influence stakeholders, and build buy-in meaningful and memorable ways.

In this session, ERG leaders will explore the art and impact of storytelling as a catalyst for connection, empathy, and change.

Storytelling is both an art and a practice. The most powerful stories are simple, personal, emotional and true. Below are practical tips to help ERG leaders craft and share stories that inspire, connect, and create understanding.

Storytelling can be one of the most powerful tools Employee Resource Group (ERG) leaders have. It helps them persuade others, inspire action, and drive change. ERG leaders can use personal and collective stories to make inclusion feel real. Stories are more compelling and memorable than data alone, especially when trying to cultivate support, influence leadership and shape company culture. Storytelling is more than sharing experiences — it’s how we build understanding and create belonging.

A manager’s role goes beyond driving results and productivity – it’s also about caring for your people, understanding their aspirations, and safeguarding their goals. That’s what the human side of leadership is all about.

The Meaningful Coaching Conversations Field Guide is designed to help managers have more meaningful, growth oriented conversations without adding a lot of extra meetings or paperwork. It’s a quick, practical reference to make everyday interactions more intentional, supportive, and action-oriented.

To succeed in your role as coach, an effective people manager needs a combination of strong communication, interpersonal, and leadership skills. Here are some tips to help you empower your employees to pursue and achieve their goals.

Purpose-driven leaders are governed by a philosophy where decisions and actions are guided by a clear and meaningful purpose and consistently apply these principles to their leadership style and approach.

The Reputation Integrity Script is designed to help leaders pause, reflect, and craft their response when navigating uncertainty, pressure, or competing demands. Take a few minutes to reflect on an upcoming interaction or recent moment of uncertainty where you feel/felt caught in the Reputation Gap. Then use the reputation integrity script to craft your response.

The Purpose Compass is a tool that can help you reflect on how you want to show up and how you can lead with more intention. Think of the Purpose Compass as a practical guide for navigating leadership challenges. Like a compass in a storm, it doesn’t give you step-by-step instructions but can help make sure you are headed in the right direction.

Purpose-driven leadership is a mindset and a set of practices that you can cultivate at any stage of your career. It’s about creating meaning and stability for your teams.  It’s about discovering what drives you, developing habits that reflect your values, and positioning yourself to lead with impact. It’s about leading from a deep sense of meaning, values, and long-term impact.  This workbook will guide you through an easy-to-use process of self-reflection, commitment and action.