Evidence vs. Empathy : Why Evidence Based Inclusion is Not The Same As Coaching

5 years ago I completed a Professional Certificate in coaching

Find out why there’s a tension between Evidence Based Inclusion and Coaching.

Here’s some key topics covered from this episode:

– The difference between Evidence Based Inclusion and Coaching

– Why coaching is not a profession

– The reason I became a coach

Play the episode for more

Here’s some key takeaways from this episode: 

Coaching is not a profession, neither is accounting or DEI work.

“It’s not a profession. Despite what you’ve been told to be a profession. You need 4 things.”

Evidence Based Inclusion is not the same as Coaching

“That’s why people hire me. That’s not the same as coaching at all.  I became comfortable with that on the course.”

You don’t have to choose one or the other, you can choose both.

“ it’s funny because the coaching skills allowed me to understand this myself and use this”

Check out these resources

International Coaching Federation

An Inclusion Based Coaching Opportunity That You Can’t Refuse

3 Reasons Why There’s Not Enough Diversity in Coaching

Element of Inclusion Youtube Channel

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

https://linktr.ee/elementofinclusion

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences