Join leaders across the food and agriculture sector in leading transformational culture change!

Together We Grow invites our members to join us in a transformational leadership cohort to advance cultures of inclusion across the agriculture industry. This program is focused on your personal role as a transformational leader. By working in a cohort of leaders from across the industry, we hope to create ripple effects that are industry-wide. 

Who: 2-3 people from your organization. We invite you to participate with no fewer than two, and no more than three, members of your organization in a six-part leadership series focused on transformational leadership for culture change. 

Cost: $350 per person. We are asking members to pay for their own Intercultural Developmental Inventory (IDI) assessment, at a cost of $350 per person. The IDI will guide your personalized journey resulting in an Individual Development Plan and will serve as the basis for your personalized learning journey. The IDI is designed and validated as a “culture-general” measure of intercultural competence. The IDI has been statistically validated to generalize across other cultural communities than just the respondent’s own culture group.  Learn more about the IDI.

Commitment: You will participate in a total of six trainings ranging from 1.5-2 hours. Sessions will start in September and run through the remainder of the 2021 calendar year. The first training will happen at Together We Grow’s annual meeting. 

“There is a blind spot in leadership, management, and social change. It is a blind spot that also applies to our everyday social experience. The blind spot concerns the inner place —the source— from which we operate when we act, communicate, perceive, or think. We can see what we do (results). We can see how we do it (process). But we usually are not aware of the who: the inner place or source from which we operate… The quality of how we pay attention is a largely hidden dimension of our everyday social experience — whether it is in organizations, institutions, or even our personal lives. As we conduct our daily business, we usually are well aware of what we do and how we do it — that is, the processes we use. But if we were asked where our actions come from, most of us would be unable to provide a clear response.”

— C. Otto Scharmer, MIT Sloan School of Management


Diversity, Equity, Inclusion and Belonging (DEI+B) is, and has been, one of the most talked about topics in businesses and workplaces for some time now, but also the least understood. We agree, for the most part, that DEI+B does bring benefits. Whether those benefits are increased innovation, more profitability, employee engagement, company reputation, teams with better problem-solving skills…all of this depends on how leaders manage around DEI+B. Managing and leading in diverse environments is important largely for the same reasons that make management important in general: It helps in executing strategies, achieving goals, and optimizing resources. 

What makes managing around DEI+B challenging is that it requires special care and a particular set of skills and strategies. Even more challenging is the fact that it is in our nature to assume that we have shared meaning and that others see things the same way we do. This is, of course, not true and, therefore, can lead to misunderstandings when interacting with diverse people from different cultural backgrounds, and with different values. In addition, culture is nonlinear and dynamic, always evolving, and constantly changing. Therefore, leading diverse teams without cultural competence inherently decreases the level of trust, and real lived experiences are often ignored. So, the question remains: Do we as managers want to make decisions about our people without knowing what is informing them, and do we want to continue to manage people, without understanding their values, beliefs, attitudes, and feelings (ie: seeing them as whole)?

More about the six-session Together We Grow Transformational Leadership Program: Leading and Managing with Cultural Competence in a Multicultural and Diverse World
Being an Effective Leader in the 21st Century: The Role of Unconscious Bias and the Power of Awareness Based Decision Making

Everyone has unwritten scripts and biases. It is what makes us humans! 

We often make questionable decisions because mental distortions and biases sabotage our reasoning. Scientific research has demonstrated how these unconscious, automatically activated, and pervasive mental processes can be manifested across a variety of contexts producing significant impacts. When we unconsciously link whole groups of people with an attribute or behavior, we might make an implicit association that may be in direct conflict with our stated values and beliefs. And, because these actions happen unconsciously, they may cause us to be unfair even when we think we are being fair. As we seek to lead in transformational ways among multicultural and diverse groups, it is important to identify those mental processes which affect social judgements and operate without our conscious awareness or control.

This immersive, interactive session includes exercises and small group discussions, aimed at uncovering what is hiding in our brains in order to shift to thoughts and behaviors that lead to greater equity, inclusion, and collaboration. 

Intercultural Leadership and the Role of the IDI in Building Cultural Competence

As a result of the dynamics of globalization, technology, rapid demographic shifts, and the necessity for interdependence, cooperation, and collaboration, “we cannot effectively lead in a multicultural diverse world with monocultural mindsets.” Culture and socialization play a significant role in informing the ways we live and interact with the world around us. Whether in business or personally, cultures differ from organizations, communities, nations, and regions. To effectively navigate these dimensions of diversity and cultural differences, we must develop a critical understanding of self, of others, and of our current realities; and then address issues on a systemic integrated basis.

Foundation: The Intercultural Developmental Inventory (IDI) 

The IDI is designed and validated as a “culture-general” measure of intercultural competence. The IDI has been statistically validated to generalize across other cultural communities than the respondent’s own culture group. 

Participation in this process includes:

  1. Access codes for participants to take the online inventory
  2. IDI and Intercultural Development Plan (IDP) Reports
  3. Workshop: Intercultural Leadership and the Role of the IDI in building cultural competence
  4. 45-60 minute 1:1 facilitated coaching conversation to understand the individual results and how to construct the Individual Development Plan (IDP)*
  5. Customized handout and extra resources to support the participant experience
  6. Group feedback 
  7. Organization report

*Commitment to the IDP will extend and sustain the learning process. 

Equity Mindsets and Practices for Business Leaders

Every day, leaders make thousands of business decisions. These decisions can have an enormous effect on employees and business outcomes. In this session we will explore day-to-day decisions and interactions between leaders, peers, and reports. In this session, individuals will develop a set of equity mindsets that will help build the internal capacity for an inclusive, equitable, and adaptive culture that values the contributions of employees across difference.

Professional Leadership Development: Transformational Leadership

How and why are people transformed? What are the processes and experiences that cause transformation in an individual and in an organization? 

While culture change involves engineering a process and managing the moving parts, transformation takes place on the inside. Transformation involves human beings and all of the feelings, beliefs and values that motivate them. It’s about working with people’s motivations to create something bigger and better than you could have imagined alone. It takes time and needs to be cultivated, like growing a plant or any living thing. While change is a process from ‘this’ to ‘that,’ transformation unleashes the best of what can be. Transformation frees human potential and accesses our collective wisdom. 

Performance Management: Coaching Across Cultural and Diversity Differences 

Leaders and managers within organizations are primarily responsible for the successful execution of DEI+B policies and practices.

What is the difference between coaching and mentoring? This module will help participants recognize their own strength and challenges in coaching.

Recruiting, Hiring, and Retaining 

How do you create a pipeline for equity and inclusion in your organization? This module will help you think through the various systems in your organization and how they may contribute to or prevent diversity, equity, and inclusion within the organization. 

Any recruiting, hiring, and retaining strategy must contain well-defined measures to assess effectiveness and to evaluate whether outcomes support organizational objectives and targets. Such measures must be straightforward and clear so that all employees and leaders clearly understand what is expected.