For every manager
Manager Essentials Track
Builds the everyday behaviours of inclusion through digital-first modules.
Runs fully digital. Live sessions with Dr Niru and Dr Akshay can be added for cohorts that want them.
Start a conversationPsychological SafetyModule 1
Reading your own teamSafety
Standards
Where my team sits today
Micro-aggressionsModule 3
SpottedScenario patternCredit misattributionRecognised.
Unconscious BiasModule 2
Criteria before people3 of 7 practices in useFor reviews, interviews and panels
AllyshipModule 4
In the momentAmplifyMy commitment
“Credit the idea to the person who said it first, out loud, in the meeting.”Kept.
Four everyday skills
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What the track addresses
Four short modules, one habit: notice, then act.
Each module hands over to the next. By the last one, a manager can see exclusion happening and knows what to do about it.
In the flow of work
Where it shows up
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The four skills
What is learnt, and what changes
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What the track addresses
Four short modules, one habit: notice, then act.
Each module hands over to the next. By the last one, a manager can see exclusion happening and knows what to do about it.
In the flow of work
Where it shows up
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The four skills
What is learnt, and what changes
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How the track works
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Ask Insights
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Inclusive Behaviours Check · 4 of 12
Answered privately. About four minutes.
I speak up when I see someone being excluded or talked over.
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NeverAlmost always
Manager Essentials Track
Your track
The same four modules, in the same order, for every manager at Northwind Industries.
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One order for everyone
My track / Module 1 / Psychological Safety
Psychological Safety.
CCMUTED
Session 1Psychological Safety
Who speaks first sets the tone.
This module
1Session 1
2Session 2
3Session 3
4Module check
Scenario 2 of 4 · Psychological Safety
You’ve just announced the rollout plan. Farid, the most junior engineer, says: “I think this timeline breaks our testing window.” You…
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Strong judgement
Your answer
Ask him to walk the room through the risk; adjust the plan, or explicitly explain the trade-off you’re accepting
Hearing the risk in front of the room shows that challenge is welcome. Changing the plan, or naming the trade-off, keeps the bar high.
Module 1 · scored separately
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Commitments
Due this week
Psychological SafetyFrom Module 1
Ask the quietest person in each stand-up for their view first.
Week 2 check-in · Kept in week 1
How did it go?
Kept
Partly
Not yet
Kept.Added to your record.
Up next: Module 2, Unconscious Bias.
Organisation view · by skillThe four skills, across 40 managers
KnowledgeJudgementn = 40
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Group readings, for groups of five or more.
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What it returns
A private record for each manager, and the whole population in view
For each manager
Their record
A private record of their own progress.
Where they started: twelve everyday behaviours, in their own words (self-reported)
Knowledge and judgement on each of the four skills
The practices they now use when they hire, review and promote
Every commitment they made, and what they did with it
Where they moved by the close (self-assessed change)
Their record is theirs to keep.
For your organisation
Your organisation’s view
A reviewed population view, for groups of five or more.
Who started, who finished, and where managers get stuck
Knowledge and judgement on each skill, across the population
How many bias mitigation practices managers report using (Practice Adoption)
How commitments were kept (Follow-Through Rate)
Where managers place themselves on the Ally Continuum, as a group
OptionalThe Team Safety Index, a team read on the five VOICE pillars
OptionalAn Impact Audit six to twelve months on
Employers see aggregated results for groups of five or more. Individual answers stay private.
Personal recordManager Essentials TrackDaniel OkaforTeam Lead, Customer Support
Northwind Industries
Modules completed4 of 4
Commitments made4
Private to the named manager.Manager Essentials Track
Manager Essentials · Daniel Okafor2
Exhibit 1Where you startedSelf-reportedTwelve everyday behaviours, in your own words
NeverAlmost always
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Item 04I speak up when I see someone being excluded or talked over.
Private to the named manager.Manager Essentials Track
Manager Essentials · Daniel Okafor3
Exhibit 2Module 1 · Psychological SafetyKnowledge and judgement, scored separately, out of 100
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What this showsTwo separate marks: what you know, and what you choose in a workplace scenario.
Private to the named manager.Manager Essentials Track
Manager Essentials · Daniel Okafor4
Exhibit 3Knowledge against judgementWhat you know, beside what you choose in a scenario, out of 100
KnowledgeJudgement
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0255075100
What this showsIn Micro-aggressions you know more than you apply. Module 3 works on that gap.
Private to the named manager.Manager Essentials Track
Manager Essentials · Daniel Okafor5
Page 5Your commitmentsOne per module, checked on each week
KeptPartly
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Private to the named manager.Manager Essentials Track
Manager Essentials · Daniel Okafor6
Exhibit 4Where you movedSelf-reportedThe same twelve behaviours, at the start and at the close
Start, rated again at the closeClose
NeverAlmost always
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What this showsBoth answers are given at the close, so they share the same yardstick.
Private to the named manager.Manager Essentials Track
Organisation viewManager Essentials TrackNorthwind Industries40 managers
Finished the track34 of 40
Results shown forGroups of five or more
Aggregated results, groups of five or more.Manager Essentials Track
Organisation view · Northwind · 40 managers2
Exhibit 1Who started, who finishedManagers who completed each module, of 40 who started
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What this showsWhere managers get stuck: between Modules 2 and 3.
Aggregated results, groups of five or more.Manager Essentials Track
Organisation view · Northwind · 40 managers3
Exhibit 2Knowledge and judgement by skillPopulation averages, out of 100
KnowledgeJudgement
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0255075100
What this showsJudgement trails knowledge most in Micro-aggressions.
Aggregated results, groups of five or more.Manager Essentials Track
Organisation view · Northwind · 40 managers4
Exhibit 3Practice AdoptionBias mitigation practices managers report using, of seven
4 of 7practices in use for the
median manager
median manager
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Aggregated results, groups of five or more.Manager Essentials Track
Organisation view · Northwind · 40 managers5
Exhibit 4Follow-Through RateHow commitments were kept, by module
KeptPartlyNot yet
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What this showsCommitments are checked on each week: kept, partly or not yet.
Aggregated results, groups of five or more.Manager Essentials Track
Organisation view · Northwind · 40 managers6
Exhibit 5Ally ContinuumWhere managers place themselves, as a group
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What this showsA group spread. Individual placements are not shown.
Aggregated results, groups of five or more.Manager Essentials Track
Organisation view · Northwind · 40 managers7
Exhibit 6Optional additionsAvailable alongside the track
Team Safety IndexOptional
A team read on the five VOICE pillars.{{ v.l }}
Impact AuditOptional
Six to twelve months on, a follow-up read on what has held.Aggregated results, groups of five or more.Manager Essentials Track
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