This workshop series takes participants through a transformative professional design and facilitation learning experience. Drawing upon research-informed practices, liberatory design, and Universal Design for Learning (UDL), participants will have the opportunity to take their projects through a rigorous, joyful, transformative experience in a learning community that’s excited to remake what’s possible in adult learning—and ultimately, feel inspired to reimagine systems that best serve and affirm the needs of all learners.

This workshop series is designed as a “meta-lab.” The “meta” part means we’ll be exploring this workshop through the lens of participants who are reflective about our own practices as designers and facilitators. The “lab” part is the opportunity to design and lead your own professional learning.

Intended Outcomes

INCREASE inclusive practices in professional learning design and facilitation

REFLECT, ASSESS, REFINE, and REDEFINE what makes professional development transformational

CREATE conditions and new systems for adult learning that are centered in equity, adult learning principles, liberatory design, and transformational learning theory

DESIGN a professional development session, meeting, or equivalent content

BUILD meaningful, joyful community with colleagues in the learning space

LEAD by example using researched based practices

BE TRANSFORMED by a learning experience that inspires change

Research indicates coaching is an optimal form of professional development because of its ongoing and individualized approach to learning and growth. Coaching can be a transformative process that allows for adult learners to build capacity and skills by examining their beliefs, behaviors, and dispositions; through this examination, adult learners are able to shift in ways that allow them to grow and do their best work. Coaching also invites coachees to reflect on the systems—both internal and external—that need to shift in service of more equitable and just conditions for everyone.

In these customizable workshops, participants will learn how to use coaching skills and tools in conversations and how to address beliefs, behaviors, biases, and inequities while maintaining trust and relationships. Participants will gain a foundation for what coaching is, what it looks and sounds like, and how one can coach through the lens of equity, no matter their role.

Intended Outcomes

• EXPLORE how to utilize approaches and skills of coaching; and explore tools and habits of equity-centered conversations

• PRACTICE coaching skills through facilitated activities and role play simulations

• PRACTICE conversations that focus on identity, power, beliefs, and disrupting inequities while staying in relationship

• CO-CREATE a culture of belonging among participants

• INTEGRATE and TRANSFER learning to one’s context

Sample topics include:

• Core values work

• An overview of coaching and its varied approaches

• Coaching mindsets and conversation styles

• Demonstration and small group practice

• Exploring identity and building relationships

• Exploring power, privilege, and systems

• Uncovering and shifting beliefs

• Disrupting harm while staying in relationship

• Making an action plan for long-term change

Transformational leaders have four core qualities:

Individualized consideration: Transformational leaders consider the needs of everyone they oversee and are able to adapt/differentiate their conversations and actions to meet people where they are.

Inspirational motivation: Transformational leaders balance optimism with practicality as they skillfully guide their colleagues to a shared vision.

Idealized influence: Transformational leaders set a standard through their words and actions. They are mindful about self, power, and the impact they have.

Intellectual stimulation: Transformational leaders create conditions where it’s safe to have challenging conversations, be creative, take risks, and challenge the status quo. They create conditions for psychological safety and belonging to make this environment possible.

To hone these qualities, leaders need the time and space to cultivate self-awareness, explore their assumptions about leadership, set meaningful goals, and create a vision for the next phases of their work. The practices in this workshop will allow leaders to hone their skills at whatever their stage is in the leadership journey. Participants in this workshop will reflect, explore, and practice with tools of transformational leadership.

Intended outcomes:

*Engage with key frameworks for transformational leadership

*Reflect on self and organization

*Participate in individual and collaborative exercises that increase self and social awareness

*Set leadership goals and make plans to transform self and organization

These are customized engagements that best meet your needs. The design for each offering is research-informed, intentionally designed, and customized for the group. Fill out the client intake form and provide details about what your needs and goals are.

This five-session series will support you in shifting cultures of assessment in service of more equitable outcomes for students. Participants will receive a strong foundation for the theoretical underpinnings of assessing for equity; dig into common assessment practices and complete equity checks: explode mythologies, rethink approaches; receive tools and practices for classroom and self assessment ; examine equitable assessment practices through social, emotional, and academic lenses; investigate bias and mood and their impact on student assessment; and transfer learning to create new, more equitable practices that activate leadership and shift perspectives within teams and school sites.

Whether for a conference, a beginning-of-year kick-off or end-of-year celebration, keynotes can be customized to meet the needs of your organization. Keynotes can span from 30 minutes, 60 minutes, and 90 minutes, with a companion workshop if needed. Reach out to learn more.