Dr. Stacy Blake-Beard
Dr. Stacy Blake-Beard is an international expert in leading groups of people to an understanding of the complexities of identity and leadership success in organizational settings. With more than 20 years of experience in corporate training, research and consulting, she can speak with authority on how to build organizations that honor success and contribution while supporting a workforce that is diverse and vibrant.
Examples of her areas of expertise include: leveraging diversity, negotiating unconscious bias, mentorship, gender and leadership, bystander awareness training, managing visibility, team-building, and career action planning. Past clients include IBM, Cisco, Bank of America, Chase Manhattan Bank, PwC, Swissotel, PepsiCo, Goldman Sachs, Intel, AstraZeneca, Eli Lilly, EMC/Dell, HP, The Conference Board, Massachusetts General Hospital, Brigham and Women’s Hospital, Harvard University, Boston University, and UCLA, among others.
stacy blake-beard at your organization or event
As a keynote speaker or interactive workshop leader, Stacy shines. She has an outstanding talent to bring people to reflection, awareness and commitment - even on challenging topics. Contact us to build your event vision: firstname.lastname@example.org. Sample topics include:
Navigating Unconscious Bias
Interactions at work are under-girded by pervasive but unspoken beliefs that we all have. We quickly form these impressions and use them in our decisions about how to interact with others—all without saying a word. Often we are not even aware that we are drawing upon our unconscious biases; we have an illusion of objectivity—that we clearly see others. But unconscious bias is widely prevalent, robust, contrary to our conscious intentions, and costly to organizations and the individuals in them. Identify unconscious bias around identity characteristics such as sex, ethnicity, race, age, sexual orientation, and other classifications that resonate with your community. Walk away with next steps for immediate implementation.
Mentoring Diverse Leaders
Mentoring relationships should be an integral part of any organization’s efforts to support career advancement and enhance satisfaction among employees. Mentoring develops the leadership bench as it invests in high potential employees; it enables the transfer of knowledge one-by-one and team-by-team strengthening organizational culture in a way that promotes inclusion of everyone. According to research from LeanIn.org and McKinsey, women of color are least likely to find mentors in large corporations and women report fewer interactions with senior leaders than their male counterparts, with such opportunities dwindling further as women move up the corporate ladder. Particularly across dimensions of difference and diversity, effective mentoring relationships may not just happen naturally or easily. Learn about challenges and opportunities inherent in mentoring in your organization, particularly across dimensions of difference and diversity. We’ll present innovative practices in mentoring, like peer-to-peer mentoring. And we’ll provide guidance on the route forward for your organization to begin and enhance mentoring relationships, from both the mentor’s and the mentee’s perspective. If you have no mentoring program, now’s the time. If you have a mentoring program, here’s the opportunity for a meaningful check-up and deepening of commitment.
“One of the strengths of mentoring relationships is reciprocity…mentoring relationships help both the mentor and the mentee to fulfill their leadership development needs.”
Dr. Stacy Blake-Beard