What’s your Intentional Leader mission statement?

2. What’s yourIntentional Leader missionstatement? Define what you stand forand want to be knownfor? Goals of this conversation Pressure test how are your decisions, actions, reactions and future plans align with a commitment to drive a diverse, inclusiveenvironment? Identify the gaps between where you are and where you want tobe. Commit to closing thegaps. Build the plan to bring it tolife.

3. Let’s hear fromyou! In one word, describe what the workforce, the community and the world would look like if D & I were truly apart of everyone’sDNA.

6. Let’s take apulse Where do you rank yourself on how your decisions, actions, reactions and future plans align with a commitment to drive a diverse, inclusiveenvironment?

7. Most leaders believe in the value of diversity andinclusion But they struggle to effectively bring a plan tolife

8. Move D & I out of HR and into the center of the organization Know what opportunity D & I solvesfor How do we get more intentional around D & I growthstrategy Solve for respect, notrecognition Think mosaic not a melting pot Move people to the center of yourorganization’s growthstrategy

9. Commitment • D & I aligns with their personal values and they authentically and bravely challenge status quo and take personal responsibility forchange • Courage • Humble about their own capabilities and invite contributions ofothers • Cognizance ofbias • Conscious of their own blind spots, flaws in the system and work hard to ensure opportunitiesfor • others • Curiosity • Have an open mind, deeply curious about others, listen without judgment and seek tounderstand • Culturallyintelligent • Are attentive to others’ cultures and adapt asrequired • Collaboration • Empower others and create conditions for diversity of thinking toflourish • 2018 DeloitteReview 6 Traits of Intentional, InclusiveLeadership

10. Diversity of thinking is the newfrontier Diversity without inclusion is notenough Inclusive leaders cast a longshadow Middle managersmatter Rewire the system to rewirebehaviors Tangible goals make ambitions real Match the inside and theoutside Perform a culture reset, not a tick-the-box program 8 Powerful Truths: Intentionality Around Diversity &Inclusion

11. We know that diversity of thought drives innovation +20% and reduces risks by-30% 1. Diversity of thought is the newfrontier 2018 DeloitteReview

12. BETTEROUTCOMES 2. Diversity + Inclusion=

13. What isinclusion?

14. 3. Inclusive leaders cast alongshadow

15. Middle manager cohort is vital to the success of an organization’s diversity and inclusion strategy. • Middle management is often underserviced – often just given the directives to carry out. 4.Middle Managers Matter

16. Training is only a“scene-setter” • To change behavior, adjust thesystem • Biases can be reduced but noteliminated • Torewire: • Use data to pinpoint leaks in talentlifecycle • Identify vulnerable moments in thetalentlifecycle - when decisionsare discretionary and not subject to review • Alter “default settings” with positive behavioralnudges • Track the impact – review data to assess effectiveness of the changesmade 5. Rewire System to RewireBehaviors

17. Goals should be tied to fourconditions • Communication • What goals do and do notmean • Coverage • Include measures of inclusion, not justdiversity • Accountability • When key decision makers are accountable, it signals the importance of D & I as a business priority and keeps people focused • Reinforcement • Power when goals are tied to broader actsof • recognition andreward 6. Tangible Goals Make AmbitionsReal 2018 DeloitteReview

18. 7. Match the Inside and theOutside Many organizations have prioritized workplace diversity over customer diversity. Both are critical to businesssuccess. 2018 DeloitteReview

19. Most organizations need to transform their cultures to become fully inclusive • 71% of organizations aspire to have an “inclusive” culture. Actualmaturity • levels are verylow. • Four levels of diversity and inclusionmaturity: • Compliance – equal opportunity/affirmative actiongoals • Programmatic – increasing representation of a specificdemographic • Leader-Led – leveling playing field by addressing systemic culturalbarriers • Integrated – leveraging differences to create businessvalue • 2018 DeloitteReview 8. Perform aCulture Reset, Not a Tick-The-BoxProgram

20. Diversity is being invited to the party; Inclusion is being asked todance.

21. Stretches their comfortzone • Asks questions, asks for help and listens • Measuresprogress • Owns theirmistakes • Walks the walk; doesn’tsimply • talk thetalk • Is self-aware, authentic and transparent • Sets a vision – they are catalysts to leadchange • Ignitesenthusiasm • Values people and empowers people • Never stops being curious, learning andevolving An IntentionalLeader

22. Intentional Leader MissionStatement Articulates yourvalues| who you are | how you define success | your legacy

23. Personal Mission Statement Example 1. To [what you want to do] by [how you'll do it] so that [what impact you hope tomake]. Example -- "To serve as a leader by encouraging innovation and forward- thinking so that my employees can create technology that will improve the lives of those in developingcountries."

24. What barriers are preventing you from being the intentional leader you want tobe? 1. 2. 3. 4. What roadblocks are in yourway?

25. What do you needto STOP START CONTINUE

26. Share them with yourteam Determine how you will measuresuccess Create action plan with ownership and accountabilities Define check-in points to monitorprogress Share successes, challenges and re-dos Celebrateaccomplishments Identify your key prioritytargets Build the Plan Bring it toLife Continue toevolve

27. PriorityPillars Priority PillarA Priority PillarB Priority PillarC Stregnth financial position Stregnth financial position Stregnth financial position

28. Leverage Your Influence Be Authentic. Set Vision. Share Passion. Clarify. BeAccountable. Invite. Listen. Act.

29. Let’s take apulse Where do you rank yourself on how your decisions, actions, reactions and future plans align with a commitment to drive a diverse, inclusiveenvironment?

30. Thankyou! Courtney Thomas | President & CEO | Central Exchange courtney@centralexchange.org| 816-590-3060 | LinkedIn @Courtneyleathomas | Twitter@CthomasCEO