Lorie Corcuera

When Google went on a quest to build the perfect team, they learned that the only key element required is whether a team has the ability to create psychological safety. In other words, members listen to one another, have a voice, and can share freely without judgment combined with showing empathy and sensitivity to the feelings and needs of their members. Harvard Business School professor Amy Edmondson published a study in 1999 that defined psychological safety as “...a team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves.” To create a workplace where people feel safe and cared for requires leaders and teams to increase human connection. To be human is to bring more love and compassion to the workplace. Learning Objectives: Define love and compassion in the workplace Explore the neuroscience and research of love and compassion Discover simple tools and tips to integrate love and compassion at work and at home

A 75-year Harvard study discovered that the secret to leading a fulfilling life is the presence of quality relationships. Human beings are wired for social connections. While we innately know and feel this, companies struggle to create environments were people feel they can show up as their true self. The pressure to be someone else at work then develops an energy that is draining and overwhelming. Studies show that workplaces that fosters psychological safety increases creativity, innovation and meaningful human connections. When we are connected, we then feel a sense of belonging. Learning Objectives: Understand the significance and difference between diversity, inclusion and belonging Become more conscious of our unconscious bias Learn how the brain works using emotional intelligence Hear how other global companies are creating cultures of belonging Develop personal and team strategies on how to create cultures of belonging and connection

We all have unconscious personal biases that are deeply ingrained in our brains. These biases can influence many of our decisions, including those we make at work. The first step to managing these biases is to uncover what they are. When we are aware of our assumptions and beliefs, we can start choosing which are serving us and which are holding us back. Learning Objectives: Define the difference between conscious and unconscious bias Experience highly-interactive and experiential activities that dig deep into the unconscious part of our brains Develop personal and team strategies on how to manage bias in the workplace Gain valuable tools to build more trusting and inclusive workplaces that are respectful and human centered