Training & Workshops


Leadership Development

Leadership Development from the Frontline Up

leadership developmentChanging, growing businesses and organizations improve the likelihood of continued success when they prepare their high-performers, supervisors or frontline managers for the transition into bigger roles. Without effective succession development, continuity and performance are at risk.

This five-day leadership development series, based on the best of Herriford Consulting’s leadership workshops and management courses, addresses this need. Each daylong workshop builds upon and strengthens essential leadership competencies.

Upon completion of the series, participants will

  • Have a clear understanding of what makes a manager a leader
  • Be able to apply a heightened awareness of their own thinking and behavior to influence the commitment and performance of others
  • Identify opportunities for personal growth and develop strategies for their transition to leadership
  • Understand how to effectively apply proven best practices and tools for making good decisions, building teams, and leading change

A final and important outcome is the identification of high-potentials and their opportunities for even further development and career progression.

Creating a Culture of Leadership

The definition of a culture of leadership is an environment of collective work where the shared beliefs, values, and assumptions positively influence the organization’s capacity to set direction, create alignment, and gain commitment to achievement of its goals. This workshop raises awareness of how leaders impact culture and how to align their personal behavior to build these characteristics in their work environment. Upon completion, participants will have:

  • A heightened awareness of how an organization’s leaders create culture through their personal behaviors and decisions
  • An understanding of how emotional intelligence
    • underpins that awareness
    • can be leveraged to build a culture of leadership
  • The design of a cultural change strategy that leverages these new insights

The workshop uses the TalentSmart Emotional Intelligence Appraisal and is delivered in 6 half-day workshops.

Organizational Culture and the Emotionally Intelligent Work Environment


Grounded in emotional intelligence principles, this one day workshop critically discusses how organizational beliefs, values, traditions, and role models shape organizational policies and politics, managerial practices, hiring practices, succession planning efforts, and employee reward systems, as well as how they impact organizational productivity, employee motivation, and job satisfaction.

Engaging Under-Represented Minority Students with Cultural Fluency and Perspective Taking

This workshop develops and builds faculty skills in cultural fluency and perspective taking to better engage under-represented minority students and increase their persistence to succeed in information technology courses and programs.

One of the most influential factors in the success of URM students on STEM pathways is a mentor relationship with an adult. There are two types of mentor relationships. One is about character, what the student must strive to be. The other is about work; what the student must strive to do. Research has consistently shown that this relationship is most often one with a teacher – in one role or the other or both.

If you care about your students as unique human beings (or want to), you must first want to understand who they are and their view of the world. To do that, one must be culturally fluent and emotionally intelligent. These are the foundational competencies needed for perspective taking. Perspective taking opens insights that enable you to identify which of these roles you can take to engage and positively influence student success – regardless of group affiliation.

Cultural fluency and emotional intelligence are deeply personal skills because they’re so entwined with how we identify. The workshop takes that deep dive into how we perceive ourselves and others and the mental models we’ve developed over time. All of this is necessary if we truly want to connect with our students in a way they’ll want to reciprocate.

Recognizing and Counteracting Bias to Increase Diversity and Inclusion

Implicit bias and stereotypes are learned perceptions we all have. Recognizing and going beyond them is difficult without emotional intelligence mindfulness. Empathic and mindful interactions with people we meet leads to the discovery and deeper understanding of different perspectives, ours and those of others. Increasing awareness of the diversity of individual values, beliefs, and ways of being can be a means by which technology organizations achieve their strategic goals for diversity and inclusion.

Implicit bias training will introduce participants to the stealth of unconscious bias and offer opportunities to explore ways to bring them into awareness when interacting with others in work and life. The training develops empathic perspectives and cultural humility. The possibilities surpass creating a more inclusive work environment, transforming culture and turning employees into ambassadors and advocates for the change so many wish to see in the tech workforce.


Geoleadership℠, a one-day workshop, based on the work of Dr, Eileen Wibbeke, presents and develops strategies for leaders that must perform within and across multicultural environments. Geoleadership℠, is leadership with a cultural layer on top, which requires seven competencies: Care, Communication, Consciousness, Contrast, Context, Change and Capability. Workshop outcomes are:

  • Better understanding and appreciation for the variables of leadership across cultures
  • Effective approaches for the management of resources through the vehicle of respect

Cultural Sensitivity and Conflict Management

The two-day workshop examines alternative models and frameworks for understanding the complexities and paradoxes involved in how people from different cultures tend to communicate and conceive, perceive and deal with decisions, problems and conflict. Participants will

  • Explore cultural as well as personal values and assumptions that underlie the perception, development, and handling of conflict
  • Develop an appreciation for the value of diverse cultural perspectives in creating opportunities for learning, collaboration, and change
  • Increase cultural self-awareness through developing the personal habits of deep reflection and cultural consciousness
  • Work collaboratively with other participants to develop approaches to addressing case studies involving intercultural conflict

Four Decisions for the Social Sector™

The adaptation of the successful Four Decisions™ workshops and programs for nonprofits is a framework for results-based accountability. Nonprofits must get the same decisions – people, strategy, execution and funding – right. This workshop includes solutions for the two major challenges facing social sector organizations. The first is the alignment of program strategy and funding to “deliver the promise”. The second is turning outcomes into metrics. Following is the agenda:

  • Intro to Gazelles Workshop Tools
  • Gaining Financial Clarity: Aligning Program Strategy and Funding
  • Core Ideologies, Competencies and Cultural Foundation
  • Clarification of Organizational Structure
  • BHAG™
  • Brand Reputation
  • 3-5 Year Plan
  • Turning Outcomes into Metrics
  • Theme
  • Individual Plan
  • Dashboards
  • Meeting Rhythms
  • Summary and Action Plan

Change Management

Making Change Happen

This one day workshop is based on research by Grenly, Maxfield and Shimber that revealed that organizational change initiatives that apply four or more influence strategies were 10 times more likely to succeed than those that only use one or two. There are six influence strategies explained and applied. Participants will learn to develop strategies for

Identification and assessment of influence strategies using:

  • Personal motives and abilities
    • Sources of influence within individuals
    • Determination of behavioral choices
  • Social motivation and ability
    • How other people affect an individual’s choices
  • Structural motivation and ability
    • The role of non-human factors
    • Rewards, accountability and environment