We offer a limited number of in-depth, long-term engagements for leaders committed to unlocking their potential for transformative change. These exclusive opportunities provide hands-on collaboration with Terri, where you’ll receive tailored guidance and support to drive impactful and lasting results within your organization.
Due to the personalized nature of these engagements, we accept a select number of leaders each year. Our process begins with an application, which places you on a waitlist for the next available spot. Being on the waitlist ensures you’re the first to know as openings arise, giving you priority access to begin your journey toward becoming a more inclusive, purpose-driven leader.
Apply today to secure your spot on the waitlist and take the first step toward transforming your leadership and your organization.
Key Attributes of Cultural Humility
Openness
Self-Reflection/Awareness
Lifelong Learning
Institutional Accountability
Empathy and Compassion
Acknowledging Power Imbalances and Balancing Power Imbalances
Trusted by the world’s best organizations
How it Works
Step 1: Take the Assessment
Take the Inclusive Leadership Assessment and get your results immediately after completion.
Step 2: Get the Results
Answer a series of questions and receive your personalized Inclusive Leadership Assessment results.
Step 3: Book A Consultation
We’ll use your results to help map out your next steps and guide you on a path forward.
Recent Case Study
McGill University
Challenge: Despite existing efforts, the institution recognized the need for more tangible action to address systemic anti-Black racism and historical ties to the transatlantic slave trade.
Solution: Leveraging her expertise, Terri collaborated with the university’s administration to implement the Action Plan to Address Anti-Black Racism (ABR). As an advisor to the provost, Terri worked closely with departments and deans to increase Black faculty representation and create a more inclusive environment.
Impact: McGill’s Black faculty numbers grew from 12 to nearly 50, with strong support from both administration and faculty. Key successes included institutionalizing diversity efforts, ensuring accountability, and mentoring new hires.