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Membership Briefing
Working Parents During a Pandemic
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Create a Culture of Allyship
Allyship is the next step in behavior-based inclusion efforts. At NLI, we've identified the habits that can both strengthen and create allies. In this briefing, we'll unpack our newest learning solution, ALLY: The Neuroscience of Advocating for Others. The goal of ALLY is to create a more inclusive culture by actively supporting people in less advantaged positions. ALLY follows the science of behavior change, building one habit at a time, over time, at any scale. Join us as we discuss the science and business case that informed the design of ALLY, and how you can create a culture of allyship in your organization.
Courageous Conversations
What was once considered taboo is now top of mind. Employees want to address inequity. They want to talk about race. They want a clearer line drawn in the sand between what has been, and what should be. But these conversations aren't always easy to have. They involve challenging our own perception of reality and being open to change, which means they require the courage to be uncomfortable. In this briefing, we'll unpack the science behind why these conversations often don't happen and how to open the door for discussions that are long overdue.
Behavior change is hard - Learning journeys make it easier
Change is a process, not an event. If we want to shift behavior in our organization, keeping this mindset is half the battle. The other half is putting a process in place that brings us the results we want. So, how do we do it? By creating a compelling learning journey In this briefing, we'll explore how to develop a learning journey with a clear beginning, middle, and end that tells a strategic story of how we'll achieve the behavior change we want. We will highlight how to build belief in a change initiative by engaging people ahead of their learning, how to structure training experiences that deliver maximum learning transfer, and how to reinforce the learning through practical creative sustainment activities - to create behavior change that sticks, for good.
Integrated Talent Management
Too often, HR practitioners approach their work in silos. We are experts in one part of the HR lifecycle and don’t see much past it. I’ve done it. Perhaps you have too. Looking only at let's say… performance management and not seeing how PM is connected to Succession Planning or how bias (which is most often handled by a D&I leader) rears its ugly head in many of the people decisions that managers and leaders make. Come here about NLI’s integrated approach to talent management and learn how, even in a siloed world, you can make more holistic people decisions.