Are differences more of a liability than an asset in the organization? Are certain people, ideas or feelings less heard or understood? Is there a need to fit in and act like the dominant culture, what ever that may be in the room right now? "Multiversity" is a multidimensional approach to diversity. We acknowledge differences of all kinds and the tendency to ‘go with what is popular or familiar is directly and positively surfaced and shifted, through a systemic, whole brain approach.

Does empowerment means everyone is included in every decision?

Is there confusion about autonomy and connection? Has trust in decision-making eroded? Does it take seemingly forever to make a decision or is the pace so fast that there is no time to include key stakeholders in key decisions? TURNING CHALLENGES INTO OPPORTUNITIES increases the organizations ability to clarify its’ network of decisions and include the whole system without including every person in every decision. Key stakeholders are ‘turned on’ for leading, not ‘turned in’ for making unilateral or isolated decisions.

Creating a ‘Safe to Talk’ Environment

Does the word fear come up when talking about speaking your truth in the organization? Is there silent or verbal reprimanding for unorthodox approaches or ideas? Do people feel that it is punishing to challenge the status quo? Do leaders fully hear all news with open mindedness?