Meet Your Mentor Coach
CTA Certified Coach
LaVonne brings 18+ years of academic, corporate, and practical life experiences to her clients. Her academic credentials include a B.A. in Psychology and Organizational Development (University of Washington) and an M.A. in Clinical Psychology from SayBrook University. LaVonne completed her coaching education from The Coach Training Alliance (CTA)-International Coaching Federation (ICF) where she became a Certified Coach. Additionally, she is certified in Human Element FIRO B testing and analysis, which she achieved through the Business Consultants Network, Inc. LaVonne’s training is unique, and would not be complete without mentioning her training in Empowering Life’s Energies and Mastering Life’s Energies program from the Academy of Coaching Excellence. Member of the International Coaching Federation.
Partial Client List
Amazon | Bank of America | Microsoft | IBM | Disney | John L. Scott | Linkedin | Macy’s | Sen. Patty Murray | Chrysler | Starbucks | Chase | Windemere| Whole Foods | Port of Seattle | National Parks Service | City of Seattle | FitBit | Logitech | FaceBook
In this five-part workshop series, coaches will gain cultural competency through understanding and appropriately responding to the unique combination of cultural variables and the full range of dimensions of diversity. The learning series offers the opportunity to learn with professional colleagues with widely differing levels of experience and understanding―from those for who are at the beginning of their journey in understanding diversity, equity, inclusion, racial and social justice best practices.
Practitioners will learn to highlight the intersection of identities and the dynamics of power, privilege, and oppression that influence the relationship. Developmental domains reflect the different layers that lead to multicultural and social justice competence:
(1) Coaches self-awareness and worldview
(2) Understanding a client’s worldview and broadening their DEI lens
Embedded within the first two coaches’ skills and developmental domains are the following aspirational competencies: attitudes and beliefs, knowledge, skills, and action (AKSA). The socio-ecological model is incorporated within the coaching and advocacy interventions domain to provide coaches a multilevel framework for coaching and social justice advocacy.
Why Diversity, Equity, and Inclusion (DEI)?
To achieve diversity, we must invite and welcome different voices and remove barriers that inhibit them from strengthening our top line, bottom line, and customer satisfaction.
- Inclusion is our relationship to diversity: how we welcome it, what we do when we’re challenged by it, and how we encourage it in every interaction. In a truly inclusive environment, diversity thrives.
- Belonging builds a sense of one team. When employees belong, they are comfortable being themselves, feel valued, and experience less stress. This increases trust, engagement, and job performance.
- Equity is ensuring neither race, gender, nor any other social identity determines the ability for a person to do their best work. We remove obstacles, seek to understand the underlying causes of disparities, and pursue specific practices to do better.