For you, new and popular

An edit of newly added resources and those proving consistently popular among our partners' teams.
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Raul Aparici on mitigating impostor syndrome
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Kate and Catherine on pausing, for conversational space
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Kate and Catherine on intentional listening
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Kate and Catherine on questioning well
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Worksheet: Time Blocking
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Kate and Catherine on the coaching opportunity
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Matteo's coaching reflections
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Kas's reflections on listening and questioning well
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Time Blocking, and bringing some colour into your calendar
Video
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Worksheet: Owning Feedback
Worksheet
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Making the case for situational flexibility as leaders
Video
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eCourse: Difficult Conversations
eCourse
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Mentors, Sponsors and Champions. With Abi Adamson
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Effective Allyship. With Abi Adamson
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What's your Privilege Pledge? With Abi Adamson
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Diversify your feed. With Abi Adamson
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Privilege reflections. With Abi Adamson
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Mindful toothbrushing. With Dr. Sam Akbar
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Anchor dropping. With Dr. Sam Akbar
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5,4,3,2,1 — a mindfulness technique. With Dr. Sam Akbar
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Urge surfing. With Dr. Sam Akbar
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Everyday mindfulness. With Dr. Sam Akbar
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Making room for emotions (and the weather). With Dr. Sam Akbar
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Letting go of emotions. With Dr. Sam Akbar
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How do you notice your thoughts? With Dr. Sam Akbar
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A coaching conversation around strengths
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eCourse: Confidence Mastery
eCourse
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Daniel Goleman's Six Leadership Styles, explained by Louise Hedges
Video
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eCourse: Mastering Delegation
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eCourse: Time Management and Prioritisation
eCourse
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eCourse: Get SET with your Goals
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Perspectives on privilege, with Abi Adamson
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Neurodivergent Perspectives. Lexi Keegan in conversation with Dr. Anne Cockayne
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Neurodiversity know-how: The Spiky Profile explained
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Neurodiversity explained, with Dr. Anne Cockayne
Video
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Neuroinclusion at work: Thinking about adjustments
Video
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Neurodiversity know-how. Autism with Dr. Anne Cockayne
Video
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Neurodiversity know-how. ADHD with Dr. Anne Cockayne
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Neurodiversity know-how. Dyslexia with Dr. Anne Cockayne
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Rest
Micro-learning: Setting Better Boundaries
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eCourse: Practicing a Coaching Approach
Meetings
Finding fortitude, and follow on experiments
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eCourse: Conscious Inclusion
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Seven things to avoid when writing at work
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Share genuinely useful feedback with the BID model
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Solve problems before they happen with pre-mortems
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Five tactics for influencing those more senior
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Five powerful questions for adding impact and insight to your next interview.
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Try out the CAR technique, and upgrade your understanding when interviewing someone.
Good Qs
Smart ways to frame questions in your next mentoring session
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Try the 5 Whys to invigorate your problem solving and add depth to your decisions.
Allyship CP
Course Pack: Effective Allyship, with Abi Adamson
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Course Pack: Voice Gym. Building your vocal confidence
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A three minute mindset exercise, to support a coaching approach
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Try this deep listening exercise for deeper connection and better conversations
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Experiment with the BRAIN model for confident decision making and problem solving
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Discover the impact a five minute favour can have on your relationships, and network building
Homework
Homework for Life: A ten-second daily ritual for noticing, capturing and practicing stories
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Course Pack: Storytelling
Do Story
Practical storytelling principles from Bobette Buster's book — Do: Story
Mentorsqarer
Evolve your 'inner mentor' — a short reflective exercise to focus your development, and the ways you can better support others
Spring
Experiment with a Springboard Story to communicate your change idea, and take people with you towards it.
N Ngrab
Course Pack: Natural Networking
TP
Tone Policing - What it is, why it's unhelpful and how to helpfully notice it.
Coaching Criticism
Find the Coaching in Criticism. Things to try when feedback doesn't quite land
4 Ds
The 4Ds. A practical framework for acknowledging microaggressions
Breathman
Mindful breathing — the foundation of focus and flow
Fly
Channel that fly on the wall. Try some purposeful self talk to mitigate moments of doubt
Friction
Add some friction to your most common distractions
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Build belief by recognising small wins — Try a 'Done List'
Silent Meeting
Make your next meeting a Silent Meeting
Can If Go
Immediately build your confidence, with a 'Can-If' statement
To Think
Don't forget to diarise thinking time — experiment with a 'To Think' list
Setback
Smarten your approach to setbacks, by trying out a Setback Story
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Get clear on control with a Clarity Clap
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Everything I Know about Life I Learned from PowerPoint — What we learned and where it led...
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How to be a meaningful mentor, insights from a purposeful podcast
If Then New
Design (and share) your If > Then statements, for a purposefully prompt towards action
Orange
Practice the principles of persuasion from 'Godfather of Influence,' Robert Cialdini.
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Six steps for finding focus and flow, with Mihaly Csikszentmihalyi in mind
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Course Pack: Making Time
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Great questions to ask in coaching conversations, 1-1's and other curious contexts

The 4Ds. A practical framework for acknowledging microaggressions

Psychologically safe work environments rely on our ability to open conversation around interactions that make us, and others, feel uncomfortable, excluded or offended. This framework can help you be intentional and considered in the way you approach doing just that.
4 Ds

Microaggressions?

Microaggressions are indirect, subtle (and often inadvertent) behaviours with a discriminatory and detrimental impact on the mood, motivation and mental health of others. They’re also, as DE&I expert Abi Adamson points out in our workshop on the topic, one of the main reasons employees quit their job.

To create a psychologically safe and sustainable work environment, it’s important that we feel confident to 'call out' and 'call in' microaggressions whenever they’re seen or heard. The 4 Ds model, stepped out here, and originally shared in Harvard Business Review, can help us consider our approach.

Here's how it works

1
Discern

Take the time to recognise your own feelings about what has been said or done. Examine your personal or professional relationship with the person, and decide whether an email or an in-person approach is best.

2
Disarm

Depending on your relationship with the person, confronting someone about a microaggression can often get their guard up. Invite them in to find the root of their behaviour together. The conversation might get uncomfortable; and you should be prepared to explain how what they said or did was uncomfortable for you.

3
Defy

Asking an open, probing question - for example ‘what was your intention when you said that?’ - gives the person a chance to explore why they said what they said. When they’ve answered, reframe the conversation to the impact it has had on you. Explain how it has made you feel, and why. 'When you said X, I felt Y'...

4
Decide / Deliberate

When the conversation, or exchange has reached a natural conclusion, reflect on what’s been explored. Calling in and calling out microaggressive behaviour is a learning curve, and you should reflect on what you've noticed about being on it.

Thoughts

Walking someone through their microaggressive behaviour is not easy; it may well be awkward, and uncomfortable. But it’s also important step towards inclusion, raising self-awareness and using conversation to drive action.

Keep going

For more on the ideas of 'Calling In' and 'Calling out' and examples of helpful statements and probing questions, take a look at this practical resource.

Challenge bias and share your perspective with ‘I,’ Statements.

Join an experiential session, led by Abi Adamson to unpack microagressions in real time among a supportive group of peers.

More Resources