2017 NW Diversity Learning Series:

Seizing the Courage to Have Disruptive Conversations - Imperative to Inclusion

 

Session 1: Master the Courage to Drive Fierce Conversations

This first session sets the stage for the entire 2017 NW Diversity Learning Series: Seizing the Courage to Have Disruptive Conversations—An Imperative for Inclusion! At a time when public and private discourse has become increasingly divisive, it takes significant courage to respectfully and honestly express our views and appreciate those of others. In this session, we will explore the role that direct and authentic conversations have in our ability to engage with others in ways that enrich relationships and achieve personal and business results. Incorporating a clear process for having fierce conversations is paramount to long-term success. Participants will discuss specific barriers to clarity and understanding, and will practice engaging in conversations that draw out multiple perspectives across teams and create inclusive environments.

Learning Objectives: As a result of this interactive workshop, participants will be able to:

  • Understand the impact their context has on their conversations, their relationships and the results they can achieve 

  • Enrich relationships by remaining curious, interrogating reality and tackling tough conversations 

  • Deepen their understanding of, and appreciation for, differing, often competing views of reality 

  • Engage teams in decision making through tools that include all perspectives and create inclusive environments across teams

Date: January 17, 2017

Time:  8:30 a.m. to 12:00 p.m. (continental breakfast served at 7:45 am)

Location: Nordstrom Flagship Store, Seattle

                  1617 6th Avenue

                  5th Floor, J.W. Nordstrom Meeting Room

Presenter: Clark Witten, VP of Learning at Fierce, Inc

With nearly 25 years of experience serving a range of mid-sized to large multinational companies, Clark brings to Fierce a background in leadership, change, diversity & inclusion, and team & organizational development that spans several industries—including consulting, financial services, hospitality, telecom and food & beverage. He has consulted within the for-profit and non-profit sectors. As well, Clark is bilingual in English and Spanish and has facilitated large and small group programs around the world to help drive growth for leaders, teams and organizations. His global experience includes work throughout EMEA, Asia-Pacific, and all the Americas.

 

Though the business models may differ in the wide-ranging industries that he has served, Clark has noticed one thing that prevails among them all- the success of our businesses relies on the success of our relationships. With that perspective, Clark can often be heard noting one key principle: You are the company you behave yourselves to be. To that end, Clark has dedicated his work toward helping his clients align individual and group behaviors with their vision, mission and goals.

Clark’s comfortable, easygoing approach helps individuals and groups fully engage in conversation that is fun, reflective and practical; learning that meets the participants where they are and pushes them just beyond their comfort zone to drive yet greater insights and learning.

Whether he’s coaching a senior leader, facilitating a large group session, or delivering a keynote presentation, Clark has a clear focus—to provoke learning and enrich relationships through conversation; because the conversation is the relationship. ©

Some organizations for whom Clark has developed executives, senior leaders and front line employees include: Towers Watson (formerly Towers Perrin), TIAA-CREF, Starwood Hotels & Resorts Worldwide, Inc., Save the Children, T-Mobile USA, Inc., and Starbucks Corporation.

Session 2: Seize the Courage to Address Gender Bias at Work

Does your organization have gender diversity at the top? Research shows measurably better results for organizations that do. Unconscious gender bias won’t get you there!

 

Do you feel that you and your co-workers value and use feminine as well as masculine approaches? Unconscious gender bias may be limiting your options!

 

Experts say the old predominantly masculine style of leadership is no longer effective with today’s workforce—younger, more female and more culturally diverse. With a balance of both masculine and feminine approaches, men and women gain a larger, more effective tool kit. Understanding both enables us to see how unconscious gender bias creates barriers for women -- and pushes us to redefine leadership. Understanding unconscious bias can be the first step in avoiding and removing obstacles for women reaching their potential.

 

In this session, you will learn how leveraging both masculine and feminine strengths can make a difference—in your personal effectiveness, the engagement of your teams, and for your organization’s bottom line. You will have the opportunity to engage both men and women in conversation about how gender bias looks and feels in the workplace and share ideas for confronting and reducing it.

 

Seize the courage!  Join us to disrupt gender bias at work! 

 

Learning Objectives: At the end of this session, participants will:

  •  Be more knowledgeable about the current state of women in companies and organizations

  •  Understand the value and the qualities of both masculine and feminine styles

  • Recognize situations when gender bias is occurring and what they can do to interrupt it 

  • Increase comfort in having conversations with men and women about countering gender bias and promoting both masculine and feminine styles

Date:  March 7, 2017

Time:  8:30 a.m. to 12:00 p.m. (continental breakfast served at 7:45 am)

Location: Nordstrom Flagship Store, Seattle

                  1617 6th Avenue

                  5th Floor, J.W. Nordstrom Meeting Room

Presenter: Caroline Turner, Principal of DifferenceWORKS

Caroline Turner, as principal of DifferenceWORKS, provides consulting and training to help leaders achieve better business results by being inclusive.  She is an expert on gender and generational differences in the workplace and author of Difference Works: Improving Retention, Productivity and Profitability through Inclusion. She is the former senior vice president, general counsel of Coors Brewing Company and its parent (now MillerCoors and MolsonCoors) and was a partner in the law firm Holme Roberts & Owen, Denver, CO. She holds a B.A. from Agnes Scott College, a M.A. from Indiana University and a J.D. from the University of Denver College of Law.

 

Session 3: Seize the Courage to Deconstruct White Male Priviledge

Deconstructing White Male Privilege does not mean deconstructing White men!  In this highly interactive session, Dr. Allen and Dr. Maier (aka, Quaylan and Mark) will engage participants in a dialogue on what, exactly we mean when we speak of  “White Male Privilege,” and examine its consequences for men and women of all races and ethnicities (including White males).  The same structures that privilege White males in some ways also create unexamined liabilities for them in others, in particular where effective leadership is concerned. The session will conclude with exploring strategies for confronting and deconstructing White male privilege to the benefit of all organizational participants by blending social justice/social equity perspectives (“doing what’s right”) with a self-interest point of view (“what’s in it for me/WIIFM”).

Learning Objectives: At the end of this session, participants will:

  • Recognize what White Male Privilege is and how it can be invisible in everyday life to those who have it

  • Distinguish White Male Privilege from the experiences of those who do not have it

  • Identify how everyday organizational practices are “gendered” in the form of Corporate Masculinity (reflecting White male privilege)

  • Explain the stake White males have in challenging a system that (ostensibly and actually) favors and benefits them.

  • Begin identifying action strategies -- personal and collective -- to challenge White Male Privilege for the benefit of everyone (including White men)

 

Date:  May 9, 2017

Time:  8:30 a.m. to 12:00 p.m. (continental breakfast served at 7:45 am)

Location: Nordstrom Flagship Store, Seattle

                  1617 6th Avenue

                  5th Floor, J.W. Nordstrom Meeting Room

Presenters: Dr. Quaylan Allen and Dr. Mark Maier

About the Presenters.  Dr. Allen and Dr. Maier are colleagues in the College of Educational Studies at Chapman University in Orange, California, where Quaylan serves as a core faculty member in the undergraduate Integrated Educational Studies (IES) program and Mark serves as the faculty coordinator of the university-wide Leadership Studies (LEAD) minor, in addition to teaching in its Masters in Leadership Development (MLD) Program. 

Dr. Quaylan Allen received his Ph.D. in Educational Leadership and Policy Studies from Arizona State University, with an emphasis in the Social and Philosophical Foundations of Education.  An accomplished scholar in the field of educational equity with a reputation among students for his caring and innovative teaching, Dr. Allen’s areas of research and consulting expertise include the construction of Black masculinities in schools and the workplace, educational equity for Black middle-class males in urban and suburban schools, the social mobility of straight and LGBTQ Black males, and the role of visual and digital media to promote learning in youth. 

 

He teaches courses on the sociology of race, class, gender, sexuality, and ability; the sociology of education; and qualitative research.  His recent writing includes articles about manhood and masculinity among black fathers and their sons, balancing “school and cool” among black middle-class students, and a framework for thinking and talking about race with teachers.

 

Outside of the classroom, Dr. Allen has served as a Faculty Facilitator for Chapman’s annual Next Step Social Justice Retreat, a 3-day weekend program that prepares a diverse group of college students from all majors to actively engage in anti-bias work and become better allies and agents of social change in their communities.  He has worked for a variety of educational and non-profit organizations, universities and K-12 schools, including coordinating community education for a non-profit that partnered with Olympic athletes to deliver health and fitness programs in elementary schools.  He served as program director for an NSF funded project to engage teenage girls of color in social justice research using digital technologies, and has also guided programs that provide tutoring and mentoring assistance to Black male high school students and their families to advance to college.  He has consulted with both public and charter schools to advance the academic development and college readiness of underrepresented students.   He sits on the board of the influential academic journal, Urban Education.

 

Dr. Mark Maier is the founding chair of the award-winning leadership programs at Chapman University, following his role in creating one of the first academic leadership programs in the nation at SUNY (Binghamton) in 1988.   He received his Ph.D. in Social Organization and Social Change from Cornell University in 1986, with emphases in Gender Equity, Industrial and Labor Relations and the Psychology of Education. He has received numerous awards for his teaching and scholarship (e.g., Woodrow Wilson Fellowship, GTE Lectureship in Technology and Ethics, Distinguished Educator Award from the Organizational Behavior Teaching Society), has consulted with NBC News, PBS, the Discovery Channel, MS/NBC, the BBC and been cited in such national publications as The New York Times, The L.A. Times, The Chronicle of Higher Education, and The Chicago Sun-Times.  His areas of leadership and organization development consulting expertise include servant leadership, corporate masculinity, diversity and inclusion in organizations, communication and ethical decision-making, and team development. He is best known internationally for his video-based pedagogical documentary and training module, A Major Malfunction: The story Behind the Space Shuttle Challenger Disaster (1992), which was adopted by use by nearly 1,000 colleges, universities, and organizations in 23 countries.

 

Over the course of his 35 year career in academia, Dr. Maier has presented dozens of diversity-related workshops at the regional, national and international levels, written on the white male stake in addressing gender and diversity issues, served as chair of the male-female relationships taskforce of the pro-feminist/LGBTQ-affirmative National Organization for Men Against Sexism (1985-87), was active in the Women in Management/Gender and Diversity in Organizations Division of the Academy of Management (1987-1999; Executive Committee, 1995-98), served as a gender equity consultant and workshop designer/facilitator for Price-Waterhouse/Canada (1994-95) and - from 2003-2007 - directed Chapman’s Human Diversity (“Valuing Differences in American Society”) Curriculum in General Education.  He currently serves on the Faculty Diversity and Inclusion Committee at Chapman University, where he is involved in developing workshops to recognize and overcome unconscious bias in the classroom.  He has created and delivered leadership development programs for numerous private and public sector clients, including the Orange County Human Relations Commission, the County of Orange (O.C. Leadership Academy, 2004—2014), several city jurisdictions, Gulfstream, 3M, Boeing, the Bombardier/Learjet National Safety Standdown, the Pacific Northwest Aviation Safety Administration, the USAF Space & Missile Systems Center (Civilian Leadership Development Program, 2014 – Present), and the Internal Revenue Service/Department of Treasury (Executive Readiness Program, 2002-Present)

 

Together, Quaylan and Mark are dedicated to promoting a recognition of the social construction of human differences and challenging the systemic structures of power that confer unearned privileges – and unexamined liabilities (personal and professional) – on white males in our society.  Their collaboration enables participants to explore their shared responsibility for supporting one another at the nexus of self-interest and social justice to promote positive personal, organizational and social change and transformation.

 

Session 4: Seize the Courage to TRANSform Our Ideas of Gender Identities in the Workplace

Transgender individuals face a mountain of prejudice and discrimination. In public discourse, we’ve heard a great deal of confusion about who transgender and gender diverse people are. This session will focus on increasing participants' knowledge about the experience of transgender individuals in the workplace and society. We will explore what terminology is pertinent regarding transgender and gender diverse identities, as well as which questions are appropriate and which are not. We will address the biases often experienced by this group, empowering all of us to interrupt it.  We will examine what it means for transgender and other gender identities to bring their whole selves to work, and what equitable and respectful treatment looks like.  Finally, we will practice conversations with transgender colleagues and all colleagues so that we become stronger allies for promoting inclusive workplaces.

Learning Objectives: At the end of this session, participants will:

  • Understand what is meant by the words, gender identity, gender expression, transgender, and transphobia

  • Be more knowledgeable about the issues faced by transgender people in the workplace and in society

  • Recognize situations when transphobia is occurring and what can be done to interrupt it

  • Be more knowledgeable on what can be done to make their work environment more inclusive for transgender people and for people undergoing gender transition

  • Have confidence in engaging in conversations with transgender co-workers and co-workers overall in promoting an inclusive workplace

Date:  June 20, 2017

Time:  8:30 a.m. to 12:00 p.m. (continental breakfast served at 7:45 am)

Location: Nordstrom Flagship Store, Seattle

                  1617 6th Avenue

                  5th Floor, J.W. Nordstrom Meeting Room

Presenters: Jeremiah Allen and Gunner Scott

Jeremiah Allen is the Project Coordinator at Pride Foundation for TRANSform Washington, a statewide public education campaign celebrating the lives and experiences of transgender and gender diverse people.  As a Queer, Trans* African-American and Indigenous tribal member of the Confederated Tribes of Siletz Indians and Lakota Sioux tribe, Jeremiah is passionate about looking critically at the intersections of race, gender, health, socioeconomic status and sexual orientation to find ways to create policies that protect the most historically marginalized communities.

 

 Jeremiah received his Bachelors of Science in Public Health: Health Promotion and Behavior at Oregon State University, where he worked as a liaison for SOL: LGBTQ Multicultural Support Network with OSU’s Diversity and Cultural Engagement Center. Currently, Jeremiah is a Masters of Public Administration candidate at Seattle University.

 

In his free time, Jeremiah enjoys reading and writing poetry, watching football, and spending time with his three amazing children.

Gunner Scott is the Director of Programs at Pride Foundation, a regional community foundation serving the Northwest region of Alaska, Idaho, Montana, Oregon, and Washington. Gunner received a B. A. in Liberal Arts from Goddard College, where he completed the oral history project entitled “Boston Area Transgender Community Leaders and the ENDA Crisis.” 

 

He brings over twenty years of experience leading change in the LGBTQ community, including his work in the fields of LGBTQ partner abuse, transgender equality, and community arts and culture. He brings extensive experience in public policy development, training and public education, developing legislative campaigns, fundraising, and communications. In addition to his work in the LGBTQ community, he serves as the chair of the Highland Park Action Committee, a neighborhood advocacy group and on the City of Seattle’s Housing Affordability and Livability Agenda (HALA) community focus group.

Prior to living in Seattle, he was a founding member and the Executive Director of the Massachusetts Transgender Political Coalition (MTPC), where he led a five-year legislative campaign for the Transgender Equal Rights bill, which passed the Massachusetts legislature in 2011. He has written articles on issues of transgender equality, health care access, racial equity, and LGBTQ partner abuse for publications such as the Huffington Post, Clockworks Magazine, the Boston Phoenix, Bay Windows newspaper, 2011 edition of Our Bodies, Ourselves; What’s Up magazine, and Sojourner Women’s Forum. He also penned “Agitate and Activate,” the introduction to Pinned Down by Pronouns, a 2003 Lambda Literary-nominated anthology and he is a co-author on the study and 2011 American Journal of Public Health article “Transgender Health in Massachusetts: Results from a Household Probability Sample of Adults.”

 

Session 5: Seize the Courage: Move from Assumptions to Understanding in A Multi-Generational Workplace

New dynamics are taking shape in the workplace as employees, managers and leaders represent at least three, sometimes four generations in organizations.

 

Unsurprisingly, some of these new dynamics are creating challenges for all the generations resulting in barriers to understanding and to more effective working relationships.

 

Attendees will gain insight into how multiple generations in the workplace may impact individuals, teams, and business outcomes. Specifically, the workshop will delve into assumptions, misunderstandings and a variety of power dynamics as a means to surface tensions often present in a generational mix, but rarely discussed. Using authentic cross-generational conversations and personal introspection, participants will be equipped with the skills and understanding to work more effectively with generational differences. Participants will walk away ready to have intergenerational, courageous conversations that will make their organizations better, and more inclusive places to work.  

Learning Objectives: At the end of the session, participants will be able to:

  • Understand how organizational culture impacts generational differences in the workplace.

  • Recognize assumptions about generations in the workplace, including the assumptions each participant holds.

  • Understand the impact that those assumptions have upon intergenerational interactions and business outcomes.

  • Move beyond assumptions and identify the archetypal values and behaviors of each generation in the workplaces.

  • Start and hold conversations that bridge generational differences and improve work relationships.

Date:  September 19, 2017

Time:  8:30 a.m. to 12:00 p.m. (continental breakfast served at 7:45 am)

Location: Nordstrom Flagship Store, Seattle

                  1617 6th Avenue

                  5th Floor, J.W. Nordstrom Meeting Room

Presenters: Keenan Barr, Lisa Fain,  Joey McGuinness and Chuck Shelton

Keenan Barr is a consultant with Greatheart Consulting, a Seattle-based company that develops inclusive leaders for competitive and collaborative advantage. With nearly a decade of team leadership experience in a variety of settings, he brings a unique Millennial focus on developing inclusive leaders and processes that help people thrive and deliver sustainable results.

 

Keenan’s role with Greatheart is to equip leaders to be inclusive and engage men as allies in their organizations. Practically, this entails designing programs, strategic advising, and managing projects and events for clients. Additionally, he partners with other Greathearters to grow of the generation, gender, and race-related learning services that their organization offers.

 

Recently, he moved back to Hawaii to follow a call and learn more about his racial/cultural background. When not working, he spends his time at the gym, in the outdoors, reconnecting with family, or adjusting to his new life in Honolulu.

Lisa Fain is Leadership Development Services’ Vice President and lead in diversity strategy, cross-cultural competency, and conflict resolution. Her passion for diversity and inclusion work is fueled by her strong conviction that leveraging differences creates a better workplace and drives better business results.

 

As Senior Director of the Diversity and Inclusion function at Outerwall, Inc. (the parent company to automated retail giants Redbox and Coinstar), Lisa spearheaded the development, establishment and implementation of its diversity initiative. Prior to assuming that position, she worked as Outerwall’s in-house counsel, where she coached leaders and partnered with Human Resources to establish fair and effective policies and practices that would sustain the organization as it grew in size, revenue and renown.

 

Lisa practiced law with the Chicago office of a major multinational law firm and counseled employers on creating inclusive policies and practices. In addition, she served as a Master Trainer, training thousands of employees at a variety of companies, large and small, on how to create a better workplace.

 

Certified as a mediator through Chicago’s Center for Conflict Resolution, she applied her counseling skills to help clients understand and proactively prevent conflict.

 

Lisa holds a B.S. in Social Policy from Northwestern University and a JD degree from Northwestern University School of Law. Lisa is a Life Coach, and received her coaching certification from the International Coach Academy.

 

A native of Syracuse, NY, Lisa spent 17 years in Chicago and moved to Seattle, WA in 2014, with her husband and two daughters. She now spends as much time as she can hiking and exploring the beautiful Pacific Northwest.

Josephine (Joey) McGuinness is outreach and marketing manager for the Institute for Sustainable Diversity and Inclusion, a non-profit organization that presents the NW Diversity Learning Series, a collaborative employer venture now in its 19th year in the Greater Seattle Area.

 

Joey also plies her talents as a staff member of the sustainability arm of the women’s fashion label, Fischer Found, helping to create community partners and increase employee engagement. 

Previously Joey was part of a start-up sales company developing their training program from the ground up.

When the decision for college came around, Joey opted to leave the Pacific Northwest to attend a school in the center of United States, the University of Missouri-Kansas City (UMKC). During her tenure at UMKC, Joey joined the college debate team winning multiple national debate awards. Debate yielded a significant lesson for Joey—under every perspective lays a reason—a reason that someone firmly believes. She graduated from the UMKC with a degree in Political Science in 2015 along with a diverse set of work experiences.

In her work at ISDI, Joey utilizes her debate experience frequently when approaching topics of diversity and inclusion. Relying on the frame that every perspective is tied to a reason, discovering what some of those reasons are is key to understanding people’s views of diversity and inclusion. This means asking questions and simply listening.

After work, you will most likely find Joey, a Seattle native, climbing in the gym or outside, hiking in the Cascades or listening to a political Podcast.

Chuck Shelton is the Founder and Chief Executive Officer at Greatheart Consulting in Seattle. For more than 25 years he has honed a unique expertise in engaging and equipping white male leaders and their diverse colleagues to grow their global business through inclusive leadership. This specialty led to the publication of his groundbreaking book, Leadership 101 For White Men.

He has developed inclusive leaders through global D&I projects on strategy, culture, engagement, talent, learning, and sales at Aetna, Alaska Airlines, Avon, Capgemini, the Johnson Space Center, Key Bank, Liberty Mutual, Turner Construction, and in more than seventy other organizations. He designed and directs the first and ongoing Study on White Men Leading Through Diversity & Inclusion. Corporate sponsors for the 2012 research included Alcoa, Bank of America, Exelon, Intel, Marsh & McLennan, PepsiCo, PwC, and Walmart Stores.

Earlier in his career, Chuck negotiated, designed and managed the first research project to benchmark 130 diversity practices in twenty leading firms in the technology industry, commissioned by Microsoft. In his first multicultural management job, he directed a social service agency for refugee resettlement across California, leading a team of thirty from five nations.

Chuck holds a master’s degree in ethics from an evangelical graduate school, Fuller Theological Seminary, and a bachelor’s degree in conflict studies from progressive Evergreen State College. He is certified to facilitate twelve leadership development programs.

Since 1981, Chuck has spoken, consulted, coached, trained, researched, and written on leadership development and global diversity and inclusion internationally, through more than 380 presentations and projects.

He lives near Seattle with Suzanne, a clinical psychologist, and loves to hike and work in the family’s 60-acre forest in the mountains of central Washington.

 

Session 6: Seize the Courage to Talk About Race

We do not have productive conversations about race because many of us lack the skill and competency to do so effectively.  Many of us have too little knowledge or understanding of the history and context of race and racial inequity in America.  A prerequisite to effectively discussing race is a broad and deep understanding of its structure in America—socially, economically, in the workplace. This session will provide a glimpse of the complexities of race and racial inequities and how the lack of true understanding continues to perpetuate the status quo. Participants will have the opportunity to learn about and practice skills for having bold, inclusive conversations, and what steps we can take together to counter racial inequities, especially as they manifest in the workplace. 

 

Learning Objectives: By the end of the session, participants will be able to:

  • Better understand the complexities and context for racial inequities (social, economic, educational, political) in the United States

  • Recognize how racial inequities manifest inside companies and organizations

  • Implement skills and abilities to have bold, inclusive conversations about race

  • Identify steps individuals and leaders can take to positively influence racial equity in the workplace

Date:  October 30, 2017

Time:  8:30 a.m. to 12:00 p.m. (continental breakfast served at 7:45 am)

Location: Nordstrom Flagship Store, Seattle

                  1617 6th Avenue

                  5th Floor, J.W. Nordstrom Meeting Room

Presenter: Mary-Frances Winters

Mary-Frances Winters is president and founder of The Winters Group, Inc. Prior to founding The Winters Group in 1984, she was affirmative action officer and senior market analyst at Eastman Kodak Company, where she worked for 11 years. Among her many awards and distinctions, she was named a diversity pioneer by Profiles in Diversity Journal in August 2007 and received the Winds of Change Award from the Forum on Workplace Inclusion in 2016. Ms. Winters was also featured in Forbes’ June 2016 publication, which honored some of the DC Metro area’s most powerful women.

A life member of the Board of Trustees of the University of Rochester, Ms. Winters has served on the boards of the Greater Rochester Metro Chamber of Commerce, The United Way of Greater Rochester and the National Board of the Girl Scouts of the USA.  She has served as a mentor for the Emerging Leaders Program Sponsored by the Centers for Leadership and Public Affairs at Duke University and the University of Cape Town, South Africa.

Ms. Winters is a frequent contributor to the editorial page of the local newspaper and USA Today’s Forum column on workplace and diversity related issues. She has been published in the International Personnel Management Association Newsletter, Profiles in Diversity Journal, DiversityInc Magazine, Executive Excellence Magazine, Society of Human Resource Management’s Mosaics Newsletter, The EMA Reporter and has written monographs on "Philanthropy Among People of Color" for the Council on Foundations in Washington, DC.

She is the author of four books: We Can’t Talk about That at Work!: How to Talk about Race, Religion, Politics, and Other Polarizing Topics (2017); Only Wet Babies Like Change: Workplace Wisdom for Baby Boomers; Inclusion Starts With “I”; and CEO’s Who Get It: Diversity Leadership from the Heart and Soul.  Ms. Winters also authored a chapter in the book Diversity at Work: The Practice of Inclusion (2014).

Ms. Winters is a “provocateur”, someone who provokes conversation and encourages dialogues – she is not afraid to have the tough conversations!

A qualified Intercultural Development Inventory® (IDI®) administrator, Winters also serves as senior facilitator for IDI® qualifying seminars.

She is a graduate of the University of Rochester with undergraduate degrees in English and Psychology, and a master’s degree in business administration from the William E. Simon Executive Development Program. She received an honorary doctorate from Roberts Wesleyan College in 1997.