Navigating Identity Differences in Professional Development and Coaching Relationships

Description

Coaching as a developmental tool (whether executive, leadership, transition, or otherwise) is increasingly being used in organizational settings around the globe. Managers, supervisors, mentors, and many other leaders in organizations formally or informally coach individuals to develop professionally, but very few who coach are trained to proactively address issues of diversity, equity, and inclusion (DEI) in the coaching relationship. Coach training programs that include DEI as a competency are rare.

In this session, participants will learn to apply concepts such as implicit bias, social group identity theory, and dominant/marginalized power dynamics to the coaching relationship. Through interactive dialogue, reflection exercises, and dyad practice, participants will develop awareness of their blind spots and learn skills to better connect, coach, and support those whose identity groups are different from their own.

Learning Outcomes

1. Enhance the ability to identify their own worldview and biases in the coaching relationship
2. Understand concepts that will help assess and bridge significant identity differences to those they’re coaching
3. Gain the ability to provide more culturally competent coaching