Our bespoke BLM Executive Development Programme will cover leadership, culture and collaboration in an interactive fashion, and as importantly, enable all members of the Leadership team to play an active part.
René will lead and facilitate the whole programme, bringing in high calibre executives to share their ‘lived experience’.
2. WHY NOW?
The tragic murder of George Floyd has become the catalyst of a new racial consciousness all
around the world. Leaders are not only tasked with trying to stabilise their operations and drive
growth, but they also know that in whatever form they seek to rebuild their organisation’s culture,
it must be with a committed effort towards diversity, inclusion and equality.
This requires inclusive leadership.
Let’s face it, despite years of efforts to address diversity and inclusion, most businesses and
organisations haven’t moved the dial far or fast enough. What’s needed is a different approach,
René’s expertise in crisis management will help your organisation capitalise on this urgency.
3. So, as we head back to the drawing board,
collectively organisations would be well served to
rethink and challenge the current status quo
across a few fronts:
• Stop framing the issue as a problem
• Don’t just solve for one variable
• Give diversity its due
• Understand that inclusion won’t matter without belonging
• Displaying vulnerability is a strength
• The value of inclusive leadership
WHY NOW?
5. WHY RENÉ?
René Carayol has worked with many leading blue chip
organisations around the world, acquiring a reputation for
being able to deliver strategies and cultural transformation in a
straightforward and compelling manner. His specialist areas
are Leadership, Culture and Inclusion.
Given his background and experience as a seasoned
executive and Britain’s first Black board director, we like to
think that the guidance and counsel that we provide is much
more in tune with the volatile and turbulent times that
executive teams are having to navigate through today.
These sessions will be aimed at providing practical case
studies, lessons and sharing ‘lived experience’ for all those
involved to deliver a more inclusive leadership experience for
all. René’s delivery consists of innovative techniques to ensure
that all voices are heard and every attendee is fully engaged in
the discussions and workshops.
6. WHY RENÉ?
René’s way of working is to start by understanding the
environment, challenges and terrain of the organisation.
By getting ‘under the skin’ of the leaders (and fully
understanding their vision and route map). René then usually
works with the top team to help deliver the vision, strategy
and culture in a cohesive manner. This includes a highly
confidential report directly for the CEO to then better
understand the progressive steps needed to create an
inclusive environment.
His latest book and audiobook, SPIKE, articulates the
strengths based philosophy that we both preach and practice
with all of our clients.
“Not everybody will remember exactly what you said,
but everyone will remember how you made them feel.”
Maya Angelou
7. BLM
EXECUTIVE
DEVELOPMENT
PROGRAMME
HOW IT
WORKS
Understanding unconscious and conscious bias through lived
experiences across generations
01 BLM & BUSINESS: STORYTELLING
How to educate yourself and your colleagues to be anti-racist02 BLM & BUSINESS: WHERE TO START
Understanding the business case and processes for
inclusive recruitment
03 BLM & BUSINESS: RECRUITMENT
Creating a workplace culture that is inclusive of Black people04 BLM & BUSINESS: RETENTION
Why and how to set targets for promotion of Black colleagues within
your organisation
05 BLM & BUSINESS: ADVANCEMENT
The power of top-down influences and inclusive leadership06 BLM & BUSINESS: CHANGING CORPORATE CULTURE
9. § KARL-LUDWIG KLEY – MERCK
§ MARTIN SENN – ZURICH
§ LOUISE GREENLEES– TJX EUROPE
§ JOHN VARLEY – BARCLAYS BANK
§ PHILIPPA RODRIGUEZ – ASTRAZENECA
§ MARIA RAMOS – BARCLAYS AFRICA
§ MIKE COUPE - SAINSBURYS
§ BRUCE HEMPHILL – LIBERTY LIFE
§ RALPH HAMERS – ING BANK
§ ALLAN LEIGHTON – CO-OP GROUP
§ JOHN MAHAMA – PRESIDENT, GHANA
§ FESTUS MOGAE – PRESIDENT, BOTSWANA
§ LASZLO BOCK – GOOGLE
§ CHRIS PILLING – FIRST DIRECT
§ MIKHAIL GORBACHEV – PRESIDENT, SOVIET UNION
§ RICHARD FRANCIS – SANDOZ
§ CARLY FIORINA - HP
§ JIM YONG KIM – THE WORLD BANK
§ ANTONY JENKINS – BARCLAYS BANK
§ MARIO GRECO – GENERALI
§ ROSS MCEWAN – ROYAL BANK OF SCOTLAND
§ PHILIPPE MASO – AXA U.K.
§ STEVE AUCKLAND – JOHNSTON PRESS
§ LORD IAN MACLAURIN – TESCO
§ NEVILLE ISDELL – COCA COLA
§ TONY BLAIR – PRIME MINISTER, U.K.
§ AKINWUMI ADESINA – AFRICAN DEVELOPMENT BANK
§ CRAIG BARRETT – INTEL
§ COLIN POWELL – SECRETARY OF STATE, U.S.
§ IAN LIVINGSTON – BT
§ JOE JIMENEZ – NOVARTIS
§ DAVID CAMERON – PRIME MINISTER, U.K.
§ RICHARD BRANSON – VIRGIN
§ NOMKHITA NQWENI – ABSA
LEADERS WE HAVE
WORKED WITH
10. OBJECTIVES
Build a trusting, high performing and inclusive environment where
ALL people flourish and develop●
Inspire and coach the Leadership Team to lead the cultural
transformation
Ensure all the Leadership Team acquire a reputation for authentic
Inclusive Leadership
Better understand and appreciate the needs and benefits of a fully
diverse and inclusive environment that provides a feeling of
belonging for all colleagues
Establish measures that enable the tracking of ethnicity data for
continuous improvement
The leadership team must live and breath the vision and purpose of
the organisation
●
●
●
●
●
The leadership team must take ownership and accountability for
establishing an inclusive environment
●
11. OUR BESPOKE APPROACH
We will design and build a bespoke programme of
interventions unique to the organisation, which will
provide inspirational insights, shared ‘lived
experience’ and compelling case studies that will
fuel robust debate.
This will lift the attendees’ sights and inject them
with the passion and spirit to enthuse all they work
with. The programme will be suitable for both offline
and online circumstances.
Our unique BLM Executive Development
Programme will cover leadership, culture and
collaboration in an interactive fashion, and as
importantly, enable all members of the
Leadership team to play an active part.
Far too many companies have adopted a best practice and universal approach to dealing with their very
specific and unique Diversity and Inclusion challenges. In our experience, this rarely works. Every
business is both distinct and unique and therefore requires a bespoke solution. Including the following:
12. OUR BESPOKE APPROACH
The best teams will need to have diverse personalities
and backgrounds that provides balance, challenge and
support. There may well be some gaps that will become
obvious and require attention.
The BLM Executive Development Programme is
designed to put collaboration at the heart of how the
Leadership Team behaves.
René will be the Executive Coach for all the
Leadership Team. He will role model the desired
leadership behaviours and attitude throughout his
involvement with the Leadership Team.
13. OUR BESPOKE APPROACH
Each organisation will have a dedicated account
manager as well as support from René’s team to
deliver the BLM Executive Development
Programme.
René will lead and facilitate the whole
programme, bringing in high calibre executives
to share their ‘lived experience’.
14. UNITE
STUDENTS
(2020)
They had recently
implemented some successful
diversity initiatives but had not
planned for inclusion.
We worked with the CEO and
his direct reports to quickly
address this through a series
of workshops, within our
executive development
programme.
This clearly demonstrated the
tangible difference that real
inclusion and belonging could
bring to their culture.
15. MICROSOFT
EMEA (2020)
Microsoft are seriously advanced with their
Diversity and Inclusion practice across their
EMEA division. Our job was to bring this alive
to all the country managers, especially those
who felt race was not an issue in their region.
By facilitating sessions with the President of
the EMEA region and his direct reports, we
ran our bespoke executive development
programme.
It forced all attendees to ‘walk in each others
shoes’ and live each others realities. This
became deeply moving and quite highly
charged with many unforgettable moments
that will serve them well in the future.
16. CONCLUSION
We have now worked with a number of global CEOs wanting to increase their diversity and build
an inclusive environment. Therefore, we have a tried and tested approach, but every leadership
team is as ‘unique as their fingerprints’ and this will require a bit of a customised approach.
We believe that our philosophy of “everybody in, nobody out” reflects what is needed and
necessary for today’s progressive businesses.
We have become adept at helping leadership teams build a truly empowered and inclusive high
performing culture.
We are quietly confident that we can help prepare, construct and deliver everything mentioned in
this proposal, and deliver the outcomes and benefits described.
17. TESTIMONIALS
René has made a significant and
tangible difference to how we build and
align our top teams, and pushed us to
lead a lot more and manage a little less.
In the two years he worked with the
President and his direct reports, they
have been totally transformed”
Sean McGrath,
VP of HR The World Bank
“René has been my personal executive
coach and has worked closely with my
direct reports over the past two years –
he has pushed us to transform
ourselves into a high performing team”
Garry Sinclair, CEO, CWC
(Cable and Wireless Caribbean)
“René has continuously assisted me and
my team in better deploying our Spikes
that has made us a much better and
stronger team – and it has made our very
challenging targets so much more fun”
Nomkhita Nqweni – CEO, Wealth
Management – Barclays Africa
“We were recommended René by Jim Yong
Kim (President of The World Bank) to help my
recently assembled Senior Management
Team to accelerate our alignment and
become far more performance driven. Suffice
to say that we have him on a two year retainer
to work with both myself, my team and or
Board of Directors”
Akinwumi Adesina – President of the
African Development Bank
I have to say a massive thank you to you for introducing me to Rene. We just met with the GBB Leadership team on the topic
Diverse and Inclusive Leadership. It was emotional and life changing discussion for us all and it was an honour to meet Rene!
THANK you for making the connection and helping me introduce Rene to the leadership team … this is just the beginning
Lillie Harris– Global Specialist Lead, EMEA Microsoft Azure
