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.

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.

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.

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.

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 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.

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.

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.

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.

This tool can be used by teams to reflect on where they are strong and where they need to improve.  Complete the assessment and then use the discuss questions to craft a plan moving forward.

Our B-R-I-D-G-E-S model is a simple, practical framework to guide teams in turning differences into opportunities rather than obstacles.

The Leadership Effectiveness Touchpoints are a curated series of brief, actionable tips designed to help leaders and people managers embed a people-first approach into their daily behaviors and team interactions. Delivered in bite-sized moments, each Touchpoint offers a simple, practical way to practice purpose-driven leadership — one conversation, decision, or action at a time.

Tips for pursuing self-awareness and deepening awareness of how your words and actions impact those around you.

Team Effectiveness Touchpoints are a curated series of brief, actionable tips designed to embed inclusion and connection into how your team communicates, collaborates, and makes decisions. Each Touchpoint encourages team members to co-create a space where everyone feels heard, respected, and empowered to contribute. Delivered in bite-sized moments, Each Touchpoint offers a simple, practical way to build team effectiveness — one conversation, decision, or action at a time.

The guidebook provides a framework for assessing policies with an inclusion lens, what to look out for, and questions to ask when reviewing a policy.

While it is important to set clear expectations for employees, when done with care and intention your handbook also provides a great opportunity to actively shape culture and foster belonging. Your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together and support each other.

The growing attention placed on misguided claims against DEI poses a threat to hard-won progress and may even lead to a reversal in the strides that have been made toward more equitable workplaces. Those of us committed to this work need to stay steadfast in our mission. Below are some tips for navigating uncertainty with clear, actionable strategies to sustain commitment to DEI.

Use this model to say NOPE to the things that are getting in your way.

When dialoguing across difference, applying the bridges model can help you guide the conversation toward more positive and productive outcomes.  The model is found in our Dialogue Across Difference training.

Ageism is a type of discrimination based on age and can affect everyone both young and old. If organizations fail to address ageism in the workplace it can have a negative impact at the individual and systemic level. Here are some things you can do to spot and stop ageism in your own workplace.

The DEI Council Strategy Development Toolkit is a series of handouts and exercises that can be used by an existing council to assess their effectiveness and determine their plan for moving forward.

This PowerPoint can be used to as a tool to communicate the role of a DEI Council.  The deck includes areas of impact, sample strategic priorities, key success factors and best practices.

The Launching a DEI Council Toolkit is a series of handouts and exercises that can be used to launch or relaunch a DEI council. The activities are designed to help the council think through their mission and purpose and to define their strategic priorities.

This tool is designed for ERG leaders and ERG executive sponsors as a reference guide to help connect the work of the ERG to four key areas – People, Productivity, Profitability and Community.

Bias throughout the hiring process can impede our ability to choose the best candidate for the job and even worse can lead to disparity and discrimination in our workplaces. There are some simple steps you can take to help eliminate the impact biases can have in your hiring process.

Belonging is being accepted for all of who we are – no need to hide or change. But that sense of community can be harder to find for employees who are not part of the dominant social group or do not easily conform to organizational norms. ERGs can be instrumental in providing that community and fostering belonging.