We offer a nuanced opportunity to apply data-driven theory in a purposefully instructive way to facilitate the achievement of organizational goals. We educate, enable, and empower people in your organization to embrace a lifestyle of mindfulness about how to contribute to the advancement of organizations while being themselves.

As a result, we offer five identity-based trainings Belongingness as Organizational Emotional Intelligence™, The Whole of Workplace Implicit Bias™, How to Reverse Racism Training™, I’m Woke. Now What?™, and Diversity Achieved? What’s Next!™ to teach participants how to positively shift individual paradigms about themselves, those with whom they work and communities served.

Prior to this new era of civil unrest, we at Think Positionality, LLC. spent the 14 years doing educational trainings for corporate (e.g., Dallas Mavericks), K-12 (e.g., Oklahoma State Education Department), college (e.g., Nevada State College, Amarillo College), non-profit (e.g. American Cancer Society) and government agency (e.g. Lubbock Police Department, Arkansas Municipal League) leaders. Now more than ever we understand that in order for organizations to thrive they must be prepared for change.

Below is a brief list of transformational training currently offered:

Belongingness as Organizational Emotional Intelligence™

Audience—Students, Teachers/Faculty, Principals/Deans, Entry- to Upper-level management

Session Length—3 Hours (Abridged), 6 Hours (Full)

Purpose: To situate belongingness as an expected and achievable outcome for individuals who work within and experience organizations (e.g., schools, universities, non-profits, government municipalities and corporations). The overarching goal is to teach participants how to seek and assure a sense of belonging that is holistic, which allows for an authentic representation of oneself to unfurl and flourish regardless of the environment. This training merges theory, practice and presentations that end in the development of a holistic individualized/organizational action plan designed to better understand the impact of connectedness on not only behavior, but the emotional intelligence of individuals therein.

Objectives:

• Raise awareness about the historic, society and workplace barriers to achieving belonging.

• Identify how belongingness affects self-efficacy and performance outcomes.

• Design a workplace belongingness agenda that centers the holistic needs of organization members.

Whole of Workplace Implicit Bias™

Audience—Teachers/Faculty, Principals/Deans, Entry- to Upper-level management

Session Length—Two Hours

Purpose: Bias can occur in all three psychological components: affects (i.e., prejudice), cognition (i.e., stereotypes), and behavior (i.e., discrimination). Implicit bias refers to prejudicial attitudes towards and stereotypical beliefs about a particular social group or members therein. These prejudicial attitudes and stereotypical beliefs are activated spontaneously and effortlessly, which often result in discriminatory behaviors.

Objectives:

• Gain an understanding about the history of implicit bias.

• Practice self-examination exercises that allow for mapping personal implicit biases.

• Learn how to actively recognize and minimize implicit bias within work organizations.

• Raise awareness about how implicit shows up within workplaces.

• Understand how inequality is deeply embedded in the structures of organizations and society.

How to REVERSE RACISM Training™: Moving Beyond “Not Racist” to Anti-Racist 

Audience—Teachers/Faculty, Principals/Deans/Chairs, Entry- to Upper-level management

Session Length—3 Hours (Abridged), 6 Hours (Full)

Purpose: This training challenges participants to understand how historic racism unfurls within the present and prepares them to interrogate personal contributions to systems of oppression. The holistic impact of racism is deconstructed by participants to identify how their identities are antagonized and to create responsive coping strategies. Specifically, how racism influences behavior is examined to identify how to cease racist interactions and traumatizing of victims. As a result, participants learn the definition of anti-racism and how to actualize it by designing actionable items that systemically dismantle racist practices, policies, and programs. Finally, participants learn how to teach others how to enact anti-racism best practices to be applied within oneself, organizations, and communities.

Objectives:

• Participants are invested in the holistic growth of not only themselves, but also the organizations where they work and communities they serve. As a result they are better able to answer this overarching question: How are you making sure that individuals contribute to organization transformational change while creating spaces for anti-racist people to thrive? 

• Participants complete a comprehensive capstone assignment that creates anti-racist programs, practices and policies.

• Participants are equipped with the ability to develop individual, micro- and macro-organizational actionable items that enables them to engage in difficult discussions. 

I’m Woke. Now What?™

Audience—Students, Teachers/Faculty, Principals/Deans, Front-line Employees

Session Length—Two Hours

Purpose: This introductory session unpacks the newly popular term “wokeness” to better understand what it means to be a person who knows about identity-based traumas (e.g., microaggressions), but does not intervene when marginalized groups experience oppression. Once you know, you must do something, but what, how frequently and to what end?

Objectives:

• Learn about how to receive and apply cultural, identity-based epiphany moments.

• Understand the importance of doing “the work after the woke” as it pertains to being an ally.

• Learn pathways for becoming a person/co-worker who engages in transformative organizational change.

Diversity Achieved? What’s Next!™

Audience—Students, Teachers/Faculty, Principals/Deans, Front-line Employees

Session Length—Two Hours

Purpose: This intermediate session allows for a detailed examination of organizational diversity, how employees embody it, and what needs to be done to assure that it is maintained within the scope of inclusion and equity.

Objectives:

• Understand how individuals become diversity personified through measurable actions.

• Learn how to build systemic, sustainable diversity within organizations across diverse racial groups.

• Define and more deeply understand actionable diversity and why having it is crucial your organization.

• Interpret organizational climate, implicit bias and microaggressions while learning when to utilize difference to benefit constituents. 

As informed instructors and researchers we deliver interactive, learner-centered trainings in informative ways that bring about awareness for participants that speaks to the relevance of designing applicable long-term action plans. Consequently, any training offered by Think Positionality, LLC. teaches participants how to identify organizational impediments, best practices and how to respond with substantive solutions. Essentially, we also conduct comprehensive organizational racial climate assessments, provide interactive lectures, leadership workshops and organization trainings about how to create inclusive, non-threatening spaces for social change at the intersections of participant's lived identities.