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Developing skills · tailored · practising with actors
Inclusive communication, having the right conversation, especially when things get uncomfortable.
Most teams think they communicate well. Until things get tense. Until someone feels excluded. Until a feedback conversation escalates. Our trainings help you stay connected, especially then.
The challenge
Communicating well in a diverse team isn't a given
Perspectives differ. What's normal for one person can be painful for another. Feedback doesn't land, microaggressions linger, discomfort gets avoided rather than discussed.
The cost of poor communication is unevenly distributed. People from marginalised groups more often receive ambiguous feedback, are interrupted more often, and hear constructive challenge less often, which limits their development over the long run.
What you'll learn
Ten skills, three layers
Communicating well in a diverse team doesn't start with the other person, it starts with you. Then comes the conversation itself. And only then can you do something for the team.
We design trainings tailored to the learning needs of the participants.
We focus on ten essential skills. These contribute to inclusive teams.
With yourself
What's going on inside you
Before you say or do anything, plenty is already happening internally. That's where it starts.
- You know your biases, assumptions and blind spotsand recognise where they shape your perception
- You regulate your emotions, stress and impact on othersknowing that others pick up on it
- You're vulnerable and admit mistakesas the source, as a witness and as a manager
In conversation
How you stay connected
The skills that make a difference at the moment things get uncomfortable.
- You listen with empathy and ask open questionssuspending judgement before you respond
- You give and receive feedbackincluding in intercultural contexts, without sidestepping criticism
- You set boundariesclearly, without writing the other person off
- You communicate clearly and transparentlywhat you expect, what you need, and why
- You communicate with cultural sensitivityin language, tone and pace
In the team
What you do for others
Inclusion doesn't just happen, it happens when people actively stand up for it.
- You're an ally to colleaguesyou see who's having a harder time and lean in
- You intervene in microaggressions and inappropriate behaviouras witness or as sourceset out in our expertise 'inclusion from theory to reality'
Approach
How we work
What fits depends on what's going on. So we always start with an introductory call, optionally followed by short research to determine the right intervention. Sometimes a training isn't the right answer, team coaching may fit better, or processes and policy may need rethinking.
Always: the focus is on skills, not theory. So participants practise a lot, often with actors or film scenes from real life.
Introductory call
30 min, free. We discuss your situation and what you need, and whether a training fits, or something else.
Tailored proposal
Within 5 working days, you'll have a programme proposal. Optionally preceded by short research.
Alignment
We tune content and scenarios to your context.
Delivery & evaluation
Delivery, then measurement and embedding, if desired.
Scene from a training
'Working part-time, a difficult conversation'
How do you have a difficult conversation when interests collide? How do you find each other when you hold different values? In this two-part scene with actors, we explore a recognisable case, an example of how we work.
Part 1
Part 2
Trainings & tools
Trainings and workshops we run regularly
Below are six examples of trainings and workshops we run regularly.
Investment & resources
What it costs
From € 2,000
A training for one team, on one theme.
Per group, excluding VAT and venue.
Free hand-out: 'Successful leadership' (NL/EN)
How do you build trust as a manager? Ten skills, with do's and don'ts.
Download the hand-out →Want to read more first?
'Inclusion from theory to reality', the three building blocks of DEI, four levels of discrimination, Edmondson's learning zone and six barriers at the individual level. Written by five Human Centric experts (including PhD research on microaggression).
Read the expertise →FAQ
Frequently asked questions
Isn't this just "diversity theatre"?
No. Our trainings are skills trainings, not ideological sessions. You practise with scenarios and actors; we measure every training with anonymous evaluations.
What sets you apart from other communication trainers?
We focus on skills, not theory. We work tailored to your team and practise extensively with actors. Our microaggression training was developed with a PhD specialist; our Blindspot game was co-developed with Frisse Blikken.
Which training fits us?
It depends on what's going on. We start with a 30-minute conversation to choose the right variant. Microaggression and allyship often go together; intercultural communication is stronger for international teams.
How long does a training take?
Workshops from 3 hours, programmes up to several days. Blindspot can be done in 90 minutes.
Do you also work in English?
Yes. NL and EN. The hand-out is bilingual.
Get started
Half an hour, and you'll know which conversations move your team forward.
In a no-obligation 30-minute introductory call you’ll get answers to three questions: is Human Centric a good fit for your question, what approach would we suggest, and roughly what would a project cost.
Rutger Legeland
Co-founder of Human Centric
“I run our introductory calls. No sales pitch, just an open conversation about what you need.”
Call or message +31 6 53 84 53 39
Not ready for a call yet? Download inclusion: theory to reality (PDF), read our expertise on inclusion or browse the resources.
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