Keeping it Real with Dr. Anita: Recent Episodes
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Welcome to the "Keeping it Real with Dr. Anita" podcast"! This dynamic learning environment will provide a safe place for learning and for you to raise your awareness. I am here to help you experience life-changing perspectives and transformative change. Learn how to utilize your greatest strengths so you can live your best life and experience a SHIFT.
Visit www.doctoranita.com to learn more. Also please connect with me and a community of likeminded people from all over the world on Facebook and LinkedIn.
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Culture isn’t a memo—it’s a rhythm. In this final segment, Amber shares one small ritual that makes a big difference in team belonging.
Amber’s Insight:
Belonging is built in the small, consistent moments—and leaders don’t need to wait for HR to create them.
Dr. Anita’s Post-Podcast Prescription:
Start doing:
Introduce a “5-Minute Share” in your team meetings.
Each week, someone leads by asking a thoughtful or fun question.
Rotate the leader. Keep it light.
Create a rhythm of connection.
Why It Matters:
Culture lives in your calendar. And rituals like this create psychological safety, deepen connection, and boost retention—without requiring more time. Try This:
Add “5-Minute Share” as the first bullet on your next meeting agenda. Then let the team take it from there.
Be sure to stay in the FLO:
✅ Follow
✅ Like
✅ Overshare with your network
…and repost with your own insight. I want to hear your voice in this community of practice!
In this bite-sized episode, Amber shares how leaders can shift from delivering feedback that causes defensiveness to offering feedback that inspires growth and engagement. The key? Clarity and intention. Amber’s Insight:
Leaders who frame feedback through a lens of opportunity foster stronger, more trusting teams. Instead of focusing on what’s wrong, focus on what’s possible. Dr. Anita’s Post-Podcast Prescription:
Start doing this month:
Next time you give feedback, open with a growth-centered phrase like: “I see an opportunity for you to…”
Notice how your team becomes more open, engaged, and ready to rise. Why It Matters:
Framing feedback well isn’t just good communication—it’s good leadership. And it’s a core move toward building teams that trust faster and perform better. Try This:
Before your next one-on-one, write down one opportunity-based feedback phrase. Use it. Watch what happens. Be sure to stay in the FLO:
✅ Follow
✅ Like
✅ Overshare with your network
…and repost with your own insight. I want to hear your voice in this community of practice!
Hello Community!
This week marks the continuation of our new format—5 to 7 minutes of real talk designed to fit your busy schedule and still leave you with actionable insights about leadership, influence, and culture. Because transformation shouldn’t be time-consuming.
In this series, I welcome Amber Micala Arnold, powerhouse messaging strategist, who shares how to:
· Reframe leadership feedback to inspire action—not resistance
· Influence inclusively by making room for all voices
· Build connection with simple, consistent team rituals
At the end of each episode, you’ll get Dr. Anita’s Post-Podcast Prescription—a practical takeaway to help you:
· Stop what’s not working
· Start something that will
· Do more of what builds trust
· Do less of what drains team culture
This week’s insight? Change your frame. Change your focus. Change your future.
If you’re ready to lead with more intention, influence authentically, and shape a culture that’s resilient and effective—then this series is for you.
Be sure to stay in the FLO:
✅ Follow
✅ Like
✅ Overshare with your network
…and repost with your own insight. I want to hear your voice in this community of practice!
Listen now and let’s keep it real—together.
Guest: Dr. Mayra Austin, Founder & CEO of Management Cues
Topic: The Strategic Value of Workplace Culture
In today’s episode, we explore Perspective #3: Culture—and debunk the myth that workplace culture is just a “feel-good” concept. In truth, it’s a mission-critical asset that directly affects your bottom line, operations, and long-term growth.
🔍 Key Insights from the Conversation:
📊 Financial Impact
Companies with happy employees outperform the S&P 500 by 20% and Nasdaq by 30%
Organizations with strong culture report 30% more innovation and 40% higher retention
Investing in workplace mental health delivers a 370% ROI
⚙️ Operational Impact
Disengaged employees cost companies 34% of their salary in lost productivity
Highly engaged teams experience 41% less absenteeism and 17% higher productivity
Organizations with strong engagement see 57% more discretionary effort
🏢 Organizational Impact
Employees aligned with company culture are 3.7x more likely to be highly engaged
Disengaged team members are 2.6x more likely to leave for better culture
Turnover costs range from 30% to 200% of an employee’s annual salary—culture helps reduce that risk
✅ Culture isn’t fluff—it’s fuel. The companies that win are the ones who treat culture as a competitive advantage.
💊 Dr. Anita’s Post-Podcast Prescription
Choose ONE action to take from today’s episode:
Stop what’s not working
Start something that will
Do more of what builds trust
Do less of what drains team culture
🛑 Today’s Post-Prescription:
Stop sending mixed messages about your company’s values.
Inconsistency undermines trust and weakens culture from the inside out.
💡 Ready to lead with cultural clarity and conviction? This episode is your blueprint.
Guest: Dr. Mayra Austin, Founder & CEO of Management Cues
Topic: The Power of Inclusive Influence
In this episode, we tackle Perspective #2: Inclusive Influence—a leadership approach that goes far beyond representation.
✨ What is Inclusive Influence?
It’s the active shaping of culture and decision-making so that diverse voices are heard, valued, and integrated into the DNA of the business.
🔑 Why it matters:
Financially → Drives innovation, expands market reach, and reduces costly turnover
Operationally → Builds collaboration, strengthens problem-solving, and reduces friction
Organizationally → Creates belonging, boosts engagement, and positions your company as an employer of choice
When leaders embrace inclusive influence, DEI stops being performative and becomes a sustainable competitive advantage.
💊 Dr. Anita’s Post-Podcast Prescription
Choose ONE action from today’s conversation to commit to:
Stop what’s not working
Start something that will
Do more of what builds trust
Do less of what drains team culture
✅ Today’s Post-Prescription:
Do empower managers and leaders at every level with the language, tools, and mindset to champion inclusivity in daily interactions—ensuring influence cascades throughout the organization.
If you’re ready to lead with influence that inspires and sustains, this episode is for you.
Guest: Dr. Mayra Austin, Founder & CEO of Management Cues
Topic: Reframing the DEI Conversation in a Shifting Landscape
Today’s episode takes a bold look at the dismantling of DEI efforts under the current administration—and why many businesses are responding to headlines rather than facts.
Dr. Mayra Austin joins me to clarify a critical point: There are no federal laws forcing companies to abandon DEI. So why the panic?
We explore this question from three angles, beginning with Leadership:
💡 Perspective #1: Leadership Clarity Over Fear-Based Decisions
Too many executive teams are reacting to perception rather than reality. When that happens, organizations risk:
Wasted resources from misaligned investments
Operational strain from internal confusion
Eroded trust across teams and culture
✅ Leadership takeaway: Ground your decisions in facts—not fear. That’s how you protect your business, preserve morale, and prepare for growth.
💊 Dr. Anita’s Post-Podcast Prescription
Choose ONE action to implement from what you heard today:
Stop what’s not working
Start something that will
Do more of what builds trust
Do less of what drains team culture
🛑 Your Post-Prescription:
Stop framing DEI as optional or “nice to have.”
✅ Reaffirm it as essential to leadership excellence and long-term competitive advantage.
If you’re ready to lead with more clarity and courage, Dr. Anita On Call is in session.
There’s a lot of buzz about workplace culture these days—and for good reason. In this week’s episode of Keeping It Real with Dr. Anita, I’m diving into the importance of culture and how shifting workforce demographics are making inclusive leadership not just a nice-to-have, but a business imperative. With projections showing that by 2050, half the workforce will be racially and culturally diverse—including a rise in neurodiversity and people with disabilities—organizations must rethink how they lead, engage, and foster belonging.
A strong, inclusive culture isn’t just about doing the right thing—it’s about building environments where people want to stay. When employees feel seen, valued, and empowered, they’re more loyal, more productive, and more invested in your mission. This episode is full of insight and energy, and if you’re a leader who cares about the future of work, you won’t want to miss it. Tune in and let’s talk about what it really means to lead in a way that embraces difference and builds belonging from the inside out.
WorkplaceCulture #Culture #FutureofWork #WorkplaceBelonging #TalentRetention #KeepingItReal #DoctorAnita
As a C-Suite Trusted Advisor, I often say: just because something is efficient doesn’t mean it’s equitable. In this week’s episode of Keeping It Real with Dr. Anita, I take a detour from our usual focus on belonging to explore a timely topic—Artificial Intelligence in HR. While AI can streamline processes like hiring and performance reviews, it can also unintentionally reinforce existing biases, especially when the data it’s trained on isn’t equitable to begin with.
AI should support—not replace—human decision-making. When it comes to people’s dignity, advancement, and sense of belonging, we can’t afford to get this wrong. This episode unpacks how leaders can use AI responsibly, why transparency and human oversight are non-negotiable, and what it really takes to foster fairness in a tech-driven workplace. If you're serious about inclusive leadership and building a culture that thrives in the future of work, I invite you to tune in and join the conversation.
ExecutiveCoaching #InclusiveLeadership #FutureOfWork #AIinHR #WorkplaceEquity #DoctorAnita #KeepingInReal #BelongingAtWork #LeadershipDevelopment
In one of my favorite episodes of Keeping It Real with Dr. Anita, “DEI as a Strategic Business Imperative,” I make the case—again and again—that diversity, equity, inclusion, and belonging aren’t just moral imperatives—they’re smart business. The data is clear: companies with diverse leadership outperform their peers, innovate more effectively, and experience higher employee engagement and retention. DEI also helps brands build stronger connections with today’s values-driven consumers. If you're in the C-suite and still treating DEI as optional, this episode is a must-listen. Tune in and discover why inclusive leadership is a competitive advantage.
InclusiveLeadership #StrategicLeadership #BelongingAtWork #CLevelLeadership #ExecutiveCoaching #OrganizationalCulture #LeadershipDevelopment #KeepItReal #DoctorAnita
One of the top episodes from Keeping It Real with Dr. Anita, my episode, "DEI Hesitancy in Organizations," dives into why so many companies are still stuck in check-the-box initiatives instead of committing to culture-changing behaviors.
From lack of transparency and fear of backlash to limited resources and resistance to change, the barriers are real—but so are the opportunities. When DEI is embedded into your organizational DNA, it fosters a sense of belonging, which in turn drives performance. If you're a leader navigating these challenges, this episode is a must-listen.
Tune in, reflect, and let’s explore what real transformation could look like for your team.
We’re seeing more and more companies dismantle their DEI teams, reduce budgets, and deprioritize efforts—and it’s sending a loud message to employees: “This no longer matters.” In this powerful episode of Keeping It Real with Dr. Anita, I break down why this short-sighted shift hurts more than it helps. When DEI is treated as optional, organizations lose trust, morale, and the sense of belonging that fuels high-performing teams.
Research shows that companies committed to inclusion are more resilient during tough times, not less. The work isn't done, and pulling back now risks undoing real progress.
If you’re a leader navigating culture, complexity, and change, this is a conversation you can’t afford to miss.
Listen to the episode here: https://www.spreaker.com/episode/the-deprioritization-of-diversity--61119201
Leadership #Belonging #OrganizationalCulture #CulturalIntelligence #KeepingItReal #DoctorAnita
Performative diversity & inclusion initiatives were never about progress.
They were considered as performative for a reason—because it looks like change without being change.
That’s the conversation I’m having in one of my most viewed episodes of Keeping It Real with Dr. Anita—and it's a message that matters now more than ever.
In this episode, I break down:
-Why social statements without internal action erode trust
-How failure to lean into inclusive influence ultimately limits impact
-What real accountability looks like when it’s cascaded from the top throughout the organization
If we want real representation and retention, we must move beyond checking boxes and start changing cultures.
Watch now, and if it speaks to you, please share it ➡️ because we all have a role to play in getting this right.
This week, we feature one of the most-watched episodes of Keeping It Real with Dr. Anita—and for good reason.
In the aftermath of George Floyd’s murder in 2020, companies around the world made bold public promises to create more inclusive workplaces. Many invested in new roles, employee resource groups, and training efforts aimed at fostering equity and belonging.
But here’s the truth: real inclusion is not a one-time initiative. It’s a continuous journey—one that demands transparency, accountability, and a genuine commitment to cultivating environments where everyone feels like they truly belong.
In this episode, I unpack how that global moment reshaped the workplace—and what it takes to keep the momentum alive.
🎧 Listen in:https://www.doctoranita.com/
In this episode Dr. Anita discusses her journey marked by resilience and adaptability. This episode delves into the highs and lows of Dr. Anita's career, shedding light on the pivotal moments that shaped their professional and personal life.
Memorable Quotes:
"Resilience isn't about never failing; it's about rising stronger each time we fall." - Dr. A
"Adaptability is the key to thriving in an ever-changing world." - Dr. A
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
This month, I celebrate a milestone birthday. As I enter a new decade, I’m reimagining what success means — not just for my business, but for myself. This episode is about embracing what’s next with vision, confidence, and a deep sense of calling. The pivot isn’t just personal — it’s strategic.
As I look ahead, I’m clear about where I need to focus. For the next two months, I’ll be working behind the scenes to strengthen the business and chart new territory. Please return for my final chat from this special series of Real Conversations from the C-Suite with my amazing and insightful guest host, Kelli Kirkland, as we leave you with what I hope you’ll find to be some nuggets of wisdom that every leader, at every level of leadership, can relate to, reflect on, and repurpose for exponential growth.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
We don’t talk enough about how deeply personal the leadership journey really is. This episode brings together moments of growth — not just as a professional, but as a person. From health challenges to healing, from striving to surrendering, this is where my inner work met my outer work.
This phase of my life has reinforced that success isn’t just measured by revenue or recognition. It’s also measured by resilience, relationships, and readiness to evolve.
As poet Maya Angelou once said, "I can be changed by what happens to me. But I refuse to be reduced by it." I carry that wisdom with me every day — personally and professionally. Join me and my guest host, Kelli Kirkland, as we unpack what this means for me in this insightful episode of Real Conversations from the C-Suite.
LifeLessonsFromTheC-Suite #LeadershipAndLife #LeadingWithGrace #RealConversations #WomenOfImpact #FromTheC-Suite #KeepItReal #DrAnita
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Over the last seven years, I’ve learned that building a business is equal parts courage and clarity. This episode revisits the very real lessons I’ve learned — from owning my voice to owning my value — especially as a woman of color navigating corporate ecosystems as a solopreneur and advisor to executive leaders.
Join me for another Real Conversation from the C-Suite hosted by my dear friend, Ms. Kelli Kirkland as we explore how DEI continues to evolve in today’s business landscape, how I remain committed to the deeper, strategic work of culture, complexity, and change, and how this moment is shaping the mission that still guides me.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
This past February marked the 7th anniversary of Dr. Anita Enterprises, Inc. — seven years of standing in the gap between where organizations are and where they aspire to be, especially as they navigate today’s complex and evolving landscape. And this month, I’m celebrating another milestone: stepping confidently into a new decade of life.
But in the spirit of keeping it real, I would be remiss if I didn’t also acknowledge that this season — both professionally and personally — has brought its share of challenges.
So this month on Real Conversations from the C-Suite, we’re doing something a little different. I’ll be sharing more about what’s happening in my business, what’s unfolding in my life, and the lessons I’m learning as I navigate this next chapter.
Joining me as guest host for this special reflective series is someone who needs no introduction to our community — the incomparable Ms. Kelli Kirkland!
I invite you to tune in for a more introspective edition of Real Conversations from the C-Suite, where the roles are reversed — and this time, I’m the one in the guest chair.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Welcome to the month of May, and a special series of revelatory, Real Conversations from the C-Suite with Dr. Anita! Navigating the pivot into a New Decade of life, and the next phase of leadership as an entrepreneur, I’m embracing two things: Intention and innovation.
For my business, that means deepening my focus: working with organizations serious about cultivating elite teams — culturally competent, high-performing, human-centered teams. For myself, it means continuing to grow — but also allowing space for rest, reflection, and recalibration.
The truth is that longevity — in business and in life — requires pivoting without losing your purpose. And that’s exactly what I plan to do. Join me during this special series of Real Conversations from the C-Suite as the tables are turned and I, Dr. Anita, become the featured guest!
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! Having a discussion about diversity—by whatever name you choose to call it—is not an option. Your employees, customers, and stakeholders are watching, and in many cases, waiting. You don’t have to have all the answers, but you do have to be willing to engage. The most successful organizations are those whose leaders are willing to lean into complexity and seek wisdom from their peers. When companies face industry disruption, they don’t rely on gut feelings—they consult advisors, peer groups, and experts to chart a way forward. Why should this conversation be any different?
Today we’re going to get comfortable with discomfort during our final Real Conversation from the C-Suite with my guests, Leo Bottary, author of the newly released book, Peernovation Second Edition, Forged by CEO Forums, Perfected For Teams, and Jim Roberts, author of the peer-reviewed article, DEI is Dead, Long Live DEI.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! If you haven’t noticed by now, this series of Real Conversations from the C-Suite doesn’t feature just another perspective about DEI. It’s a series of conversations about leadership—about how to make decisions in an era where taking a stand is unavoidable. If you’re in the C-Suite, you don’t have the luxury of avoiding this conversation. Your employees, customers, and stakeholders are already having it—with or without you. The question isn’t whether you should engage, but how you will lead.
Prepare to take notes as you listen in to this Real Conversation from the C-Suite with my guests, Leo Bottary, author of the newly released book, Peernovation Second Edition, Forged by CEO Forums, Perfected For Teams, and Jim Roberts, author of the peer-reviewed article, DEI is Dead, Long Live DEI .
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! In case you hadn’t noticed, DEI is still at a crossroads. Leo Bottary’s framework for peer-driven leadership provides a powerful model for engaging CEOs in these complex conversations. His book outlines how the collective wisdom of a trusted peer group can help leaders navigate change, build psychological safety, and create resilient organizations. This is where I want to connect Leo’s principles to Jim Roberts’ recent article entitled, DEI is Dead; Long Live DEI to explore how we can stand firm on the principle of inclusion in a shifting DEI landscape.
Join me for our first Real Conversation from the C-Suite with my guests, Leo Bottary, author of the newly released book, Peernovation Second Edition, Forged by CEO Forums, Perfected For Teams, and Jim Roberts, author of the peer-reviewed article, DEI is Dead, Long Live DEI for an insightful, thought-provoking conversation about the importance of inclusive influence.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! April is National Stress Awareness Month, a time dedicated to recognizing and addressing the impact of stress on our daily lives. This focus on awareness aligns with a recent experience I had just a few weeks ago. I have been facilitating conversations about leadership for decades. But nothing could have prepared me for what happened while I was co-facilitating a webinar.
We are living in a time of emboldened hostility—a boldness I have never before experienced so directly. So how do we, as leaders, navigate a world where inclusion itself has become a flashpoint? How do we remain committed to progress when the very language of DEI is being stripped away in corporate and public discourse? That’s the topic of this month’s conversations and I hope you’ll join me with a sense of curiosity.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! If you’ve ever – or never – thought about what makes conversations about race so uncomfortable, this show is for you. Because if we want to create truly inclusive workplaces, we have to build psychological safety—environments where people feel free to say what they really think -- with professional courtesy and respect for those with whom we are speaking -- even if it's unpopular.
Prepare to take notes as you listen in to my final Real Conversation from the C-Suite with my guests, Todd Levinson and Andre Thomas, co-hosts of The Healing Race Podcast, as they help us appreciate the process and get through to the other side of challenging conversations.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! In case you hadn’t noticed, DEI is at a crossroads. But here’s the hard truth: If we want to move forward, we have to get real about total diversity. That means making room at the table for everyone, including those who have been skeptical or outright opposed to past diversity approaches. If we say we want inclusion, that has to include people we may not agree with. Otherwise, what are we really building?
Join me for another Real Conversation from the C-Suite with my guests, Todd Levinson and Andre Thomas, co-hosts of The Healing Race Podcast, as they help us unpack what gets in the way when we talk about race in real ways that increase understanding.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! This month on Real Conversations from the C-Suite I will be joined by Todd Levinson and Andre Thomas co-founders and hosts of the podcast The Healing Race Show.
Friends for over 25 years, Todd is a Jewish man and best friends with Andre, a gay African American man, and they freely talk about living in each other’s presence as roommates and now co-hosts. It’s the most fascinating Real Conversation from the C-Suite you’ve ever heard.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! Beginning with a shout-out to National Women’s Day on March 8th, and Ceasar Chavez Day on March 31st, I have quite a bit to share with you today.
For the past few years, the term "DEI" has carried both promise and pressure. It's been a rallying cry for progress, but in some spaces, it's become a political lightning rod.
We are at a crossroads. At its core, this work isn’t about checking boxes, establishing quotas, or maintaining compliance. Retiring the term "DEI" does not mean walking away from the work. It means rewiring our approach. This work is too important not to get right. Let’s do it together.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! As mandates to dismantle DEI initiatives gain traction, many organizations are at a crossroads. Those that choose to prioritize inclusion and equity as part of their culture will be the ones that thrive in the face of change.
Culture is more than a buzzword—it’s the invisible thread that shapes how people experience the workplace. It’s about shared values, everyday interactions, and a commitment to fairness. Organizations that focus on creating inclusive cultures will be better positioned to innovate, retain talent, and remain competitive in a rapidly changing world.
Join me for our last Real Conversation from the C-Suite with Ms. Britt Houge, Founder, and CEO of The Collective Good, to remind us that commitment to culture will be the way to thrive in 2025.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! With all the controversy surrounding the term DEI, some are asking: Is it time to retire it? For some, the term has become synonymous with division or performative efforts. If we were to retire it, how could we rewire it, and what could replace it?
My guest on Real Conversations from the C-suite, Ms. Britt Hogue, Founder, and CEO of The Collective Good returns to help us brainstorm possibilities.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! In case you hadn’t noticed, there is a real push to dismantle DEI as we know it to be. Many argue that we’ve always had DEI, just under different names. Efforts to address inequality—whether through civil rights movements, affirmative action, or workplace fairness initiatives—have always sought to create a level playing field. The language may change, but the mission endures.
Join me for another Real Conversation from the C-Suite when my guest, Ms. Britt Hogue, Founder and CEO of The Collective Good, helps us recognize what DEI has been, is now, and can become in the future other than three little, yet impactful letters.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
Hello Community! February is Black History Month—a time to reflect on the past, engage with the present, and envision a more inclusive future. One topic sparking much conversation lately is Diversity, Equity, and Inclusion, or DEI. But what does DEI truly mean, and why has it become so divisive?
My guest this month on Real Conversations from the C-Suite, Ms. Britt Hogue, Founder, and CEO of The Collective Good, will help us think through this question from several perspectives.
Connect with me!
Web - https://www.doctoranita.com/
YouTube - https://bit.ly/DrAnitaYouTube
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/
February is here, and as we step into Black History Month, we find ourselves reflecting on the past, engaging with the present, and envisioning a more inclusive future… still.
Today, I want to unpack a topic that has sparked much discussion, debate, and even division in recent years—Diversity, Equity, and Inclusion, or DEI. What does DEI truly mean? And why has it become such a divisive term?
Let’s start with the basics. DEI, at its core, is about creating spaces where everyone has an equitable chance to succeed, where differences are valued as strengths, and where inclusion becomes the foundation of how we work together. But as the term has gained prominence, it's also attracted pushback. For some, it feels like a political agenda. For others, it’s been co-opted into buzzwords that lack real action. So, what’s behind the resistance? Stay tuned and find out more.
Connect with me!
Web - https://www.doctoranita.com/
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Hello Community! As January draws to a close and we prepare to step into February, think about the last time you allowed yourself to truly play at work. Creativity and play aren’t just for children; they’re essential tools for navigating complex challenges. Whether it’s brainstorming sessions, team-building activities, or simply creating space for innovative thinking, play can unlock new ways of approaching culture and change. In a time when rigidity threatens to stifle progress, creativity and play remind us to remain flexible, adaptive, and open to new possibilities. They allow us to see obstacles not as insurmountable walls but as puzzles to be solved. Join me for our last Real Conversation from the C-Suite with Avish Parashar to help us harness the power of creativity and play in the workplace.
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Hello Community! To quote Bob Dylan who wrote and sang the song "The Times They Are a-Changin'” let’s have a real conversation about the fact that in times like these, it’s tempting to default to vague, lofty ideals. But if we want to make meaningful progress, we need SMART goals—those that are Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of saying, “We want to improve diversity,” a SMART goal might look like, “We will increase representation of underrepresented groups in leadership roles by 10% by the end of the year.” At the same time, let’s not completely discount the value of non-SMART goals in the form of visionary thinking. Visionary thinking, the kind that may seem unmeasurable at first, is where innovation begins. By blending SMART goals with a willingness to dream big, we can maintain momentum and ensure that DEI is more than just a checkbox—it’s a cornerstone of business strategy. My guest on Real Conversations from the C-suite, Avish Parashar, will explain how to do that.
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Hello Community! We’re halfway through January in a new year and you may have noticed that some things have changed. And, you may have noticed that change can be hard. It can be disruptive. And sometimes, it can feel downright disheartening. But here’s the thing: while we may not always get to choose the changes, we do get to choose how we respond to them. Crying has its place, but laughter—oh, laughter is a powerful tool. It doesn’t just lighten the mood; it also creates connections and fosters creativity. Laughter reminds us that even in the darkest moments, joy is possible. So, as we navigate culture, complexity, and change, let’s commit to finding humor in the struggle. Not to dismiss the seriousness of the challenges but to stay human through it all. Join me for another Real Conversation from the C-Suite when my guest, Avish Parashar helps us to choose laughter.
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Hello Community and Happy New Year! As you make plans to thrive in 2025, I wanted to introduce a concept you might find innovative: Improv! In improv, the phrase “yes, and…” keeps the energy moving forward. It’s a way of acknowledging what’s happening while building on it to create something new. So instead of responding to the year’s anticipated challenges with “no, but…” let’s embrace a “yes, and…” mindset. Yes, DEI is under fire—and we can use this as an opportunity to reframe how we cultivate inclusion and belonging within our workplaces. When we shift the conversation from compliance to culture, we position ourselves to do more than survive this moment—we can thrive in it by reimagining what inclusion looks like beyond politics. My guest this month on Real Conversations from the C-Suite, Mr. Avish Parashar, is going to show us how to leverage the power of improv.
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Happy New Year! As we kick off 2025, the air is thick with uncertainty, and for many, apprehension. But before we let this reality hijack our hope for the future, I invite you to join me in reimagining the path forward by approaching this moment with clarity, creativity, and resilience. In improv, the phrase “yes, and…” keeps the energy moving forward. It’s a way of acknowledging what’s happening while building on it to create something new. So instead of responding to the new year’s challenges with “no, but…” let’s embrace a “yes, and…” mindset.
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Hello Community and welcome back to our last Real Conversations from the C-Suite with Dr. Mayra Austin, founder and CEO of Management Cues, and Dr. Sarai Koo, Chief Visionary and IDEAS Officer of Project SPICES, LLC. Today, you’ll join us as we brainstorm how our unique practices demonstrate the power of diverse partnerships, exploring how leveraging our lived experiences can drive positive transformation across organizational cultures and industries alike. Take notes so you can start 2025 in a position to help your organization thrive!
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Hello Community and welcome back to another Real Conversations from the C-Suite. We’re continuing the conversation with Dr. Mayra Austin, founder and CEO of Management Cues, and Dr. Sarai Koo, Chief Visionary and IDEAS Officer of Project SPICES, LLC. Today, we’ll get some insight into how neuroscience can help us become the leaders we mean to be in order to create cultures that can thrive in 2025. Neuroscience plays a powerful role in how we show up each day and you’ll be surprised how it can shape your leadership outlook.
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Hello Community and welcome back to another Real Conversations from the C-Suite. This month my guests are Dr. Mayra Austin, founder and CEO of Management Cues, and Dr. Sarai Koo, Chief Visionary and IDEAS Officer of Project SPICES, LLC . Both these dynamic women bring distinct perspectives and expertise to the table, and our first discussion will delve into ways psychological safety, mental wellness, and cultural inclusivity play a role in creating spaces where people and partnerships can flourish considering what the corporate landscape may bring in 2025.
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In the corporate world, we often hear about the benefits of diverse teams, and the data shows that organizations with diverse workforces are often more innovative, resilient, and responsive. But true partnership goes beyond just diversity in race, gender, or background—it’s about appreciating the rich perspectives that each person brings. The gift of diverse partnerships is also about recognizing and valuing how people think differently. Cognitive diversity in teams allows us to see challenges from various angles—logical, creative, strategic, and operational—all of which add up to robust solutions that a single perspective alone could never achieve.
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Hello Community! As we prepare to celebrate Thanksgiving next week, I am joined again by my guests Jason Eisner and Neil Pretty, co-founders of Aristotle Performance. Today, we’ll reflect on what we can be thankful for in terms of what we know about psych safety, especially as it plays into navigating potentially tense election conversations at the dinner table—turning them into moments of understanding rather than conflict. Next week, Real Conversations from the C-Suite (where the “C” stands for cooking) will be happening around my dinner table, so I’ll see you next month. Have a blessed Thanksgiving!
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Hello Community! This month on Real Conversations from the C-Suite, my guests are Jason Eisner and Neil Pretty, co-founders of Aristotle Performance. Our focus this month is being thankful for psych safety. We’ll first explore the role of psychological safety and mental wellness in creating environments where people can thrive, both at home and in the workplace. We’ll also look ahead to Psych Safety Day 2024, featuring keynote speaker Dr. Amy Edmondson, author of The Right Kind of Wrong, whose work helps us reimage failure and growth in psychologically safe spaces.
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Hello Community! Welcome to November and two significant events: The elections and Thanksgiving. Thanksgiving also brings with it the dreaded dinner table conversations, especially in the wake of elections. Whether the results align with your beliefs or not, chances are you’ll find yourself sitting across from someone with an opposing view. And that’s where the concept of psychological safety can really help us navigate those potentially tense moments. If you didn’t catch my October series titled “Discussing Hot Topics Without Torching Relationships” I’ve got you covered with some insights about maintaining your mental wellness in time for Thanksgiving dinner, to stay tuned...
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Thank you for returning for the last in our series of Real Conversations from the C-Suite with Ms. Terri Wilson, founder and CEO of Doing HR Differently. I hope you have found our journey in exploring ways to discuss hot topics without torching relationships to have been valuable. When talking about reframing the Diversity, Equity, Inclusion, and Belonging (DEIB) discussion from difficult to different, here's the framework I like to use: Diversity is a fact, Equity is a choice, Inclusion is an action, and Belonging is the outcome. Each of these elements requires a distinct approach, and none of them happen by accident. When engaging in these conversations, remember that the goal might not always be to reach agreement, but rather to raise awareness. Sometimes, it’s about planting seeds of thought that will grow over time. And don’t forget the work YOU need to do to ensure you’re achieving your discussion goals. Self-reflection is a powerful tool for navigating complex conversations.
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Thank you for returning for my third Real Conversation from the C-Suite with Ms. Terri Wilson, founder and CEO of Doing HR Differently. As we continue exploring the subtleties of discussing hot topics without torching relationships, it’s important to note that even the most well-meaning people can get tripped up in failing to manage intent and impact. You may intend to have a thoughtful discussion, but if your timing or tone is off, the impact could be entirely different. Your discussion partner might feel like you’re dismissing their concerns, distracting from the real issue, or even trying to draw them into a frustrating debate. None of these outcomes lead to meaningful dialogue. So, here’s a suggestion: before even beginning a potentially heated discussion, be strategic about appropriateness by considering the places, spaces, and faces that are part of the conversation.
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Thank you for returning for my second Real Conversation from the C-Suite with Ms. Terri Wilson, founder and CEO of Doing HR Differently. Here’s a hard truth: you might have all your ducks and data points lined up in a row and still not get your idea across if the person you're speaking with isn’t in a place to receive it emotionally, psychologically, or factually. You’ve probably heard the phrase, “Meet people where they are,” and that’s exactly what I mean here. If someone is not ready to hear your message, pushing it on them can result in frustration for both parties. Instead, take a reflective, rather than reactive approach. Ask yourself, “Am I focusing on being RIGHT, or am I focusing on having my message RECEIVED?” It’s not about winning. It’s about MUTUAL understanding.
Welcome to a timely series of Real Conversations from the C-Suite with my dear friend and colleague, Ms. Terri Wilson, founder and CEO of Doing HR Differently. This month’s focus is on discussing hot topics without torching relationships. If you truly value a relationship, sometimes it’s best to simply forgo discussing hot topics altogether. Think about conversations surrounding politics, diversity, or any other issue that can quickly become heated. Are these conversations worth sacrificing your bond with the person on the other side of the table? Hopefully, the answer is often no. When we prioritize the relationship, we can make a conscious decision to hold back, not because we don’t care about the issue, but because we care MORE about maintaining mutual respect.
If you’ve been part of our community for a while, you know that around this time of year, in alignment with Halloween, I usually host a panel of C-suite leaders from a variety of industries to talk about what’s “scary” when it comes to Diversity, Equity, and Inclusion. But this year, what scares me most aren’t the typical DEI challenges —it’s the inflammatory conversations happening around the upcoming elections. The heightened tensions and division can make it feel like any conversation could ignite a raging argument, risking relationships we care about. That’s why this month’s series of Real Conversations from the C-suite is so important. Discussing hot topics without torching relationships is such a valuable skill set, especially right now. If you’ve ever heard the phrase, “Disagreeing without being disagreeable,” then you’ll appreciate that my goal with this series is to offer practical tools and insights to help navigate challenging conversations with grace, so we can all keep our relationships intact —even when the conversations get heated. Join me and my special guest, Ms. Terri Wilson, Founder and CEO of Doing HR Differently, during this month’s series of Real Conversations from the C-Suite for thoughtful tips and coaching techniques to help you discuss hot topics without torching relationships!
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Today, we'll conclude this special series by discussing the renewed focus on team dynamics strategies at Dr. Anita Enterprises, Inc. We'll explore how these strategies are key determinants of culture and how they prepare businesses to navigate complexity and change.
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Together, we’ll reflect about the importance of culture and how changing workforce demographics necessitate organizations to embrace inclusive leadership traits to thrive in the future.
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Today we'll explore the potential impacts of AI in HR and discuss how it CANNOT be relied upon to ensure equity in the workplace due to inherent biases.
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Our conversation today will review why diversity, equity, and inclusion should be considered as strategic business imperatives leading to better organizational performance, innovation, and bottom-line results.
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Today we'll examine some of the reasons why organizations may still be hesitant to fully embrace DEI in ways that result in a true sense of BELONGING. And, we'll explore the challenges and barriers that need to be addressed to create a more inclusive and equitable workplace.
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Join me as we discuss the downturn in the prioritization of diversity, equity, and inclusion and the trend of companies dismantling their internal DEI teams.
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Our conversation today will explore how, over the past four years, some companies have engaged in performative diversity efforts rather than doing the real work of inclusion and belonging.
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Leadership #TeamDynamics #Belonging #Culture #Complexity #Change #DrAnita #KeepingItReal
Episode 2 of 9: Join me to discuss the global interest in Diversity, Equity, and Inclusion, or DEI, that surged in response to George Floyd's murder in 2020 and how it has shaped the corporate landscape.
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In this episode Dr. Anita discusses her journey marked by resilience and adaptability. This episode delves into the highs and lows of Dr. Anita's career, shedding light on the pivotal moments that shaped their professional and personal life.
Memorable Quotes:
"Resilience isn't about never failing; it's about rising stronger each time we fall." - Dr. A
"Adaptability is the key to thriving in an ever-changing world." - Dr. A
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To conclude this month’s Real Conversations from the C-Suite series with Dr. Deena Brown, we’ll explore how we can move forward in corporate America to respect every representation of diversity, value every voice, treasure every talent, and focus on inclusion with intention.
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Welcome back to Dr. Anita’s second Real Conversation from the C-Suite with Dr. Deena Brown, Global Director at Medtronic.
Today, we’ll discuss the current landscape specific to diversity, equity, and inclusion in the workplace from Dr. Deena’s perspective as it relates to Business and Talent Strategy, especially now that even the word diversity seems to be falling out of favor.
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Hello, Community! I am excited to kick off this month’s Real Conversations from the C-Suite with my very special guest, colleague, and dear friend, Dr. Deena Brown, a dynamic author, speaker, and consultant dedicated to transformative leadership as a Global Director at Medtronic. In our first conversation, we’re going to consider the need for independence from the thought that AI will level the playing field regarding diversity, equity, and inclusion, when in fact, bias is built into AI simply because the developers who create AI have bias, even if the developers are diverse.
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As we look forward, let us embrace both Juneteenth and July 4th not as separate pillars of freedom, but as complementary reflections of our ongoing American journey—one that values all narratives and respects every citizen's rights. Let these celebrations be a call to action to continue advocating for equity, to continue learning from our history, and to CONTINUE building a nation that truly upholds the dignity of EVERY American. To learn how you can be actively engaged, join me for my last Real Conversation from the C-Suite with my guest Ms. Tish Norman
The polished and powerful presence of Black professionals in various fields—be it law, medicine, the arts, or technology—speaks volumes about their indomitable spirit. Despite the systemic barriers that have existed historically, these individuals have risen, shaped cultures, and defined eras. In this episode of Real Conversations from the C-Suite with my guest, Ms. Tish Norman, we will discuss their elegance under pressure as a representation of what it means to not only survive but to thrive.
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The celebration of Juneteenth is not just a remembrance of an historical event. It’s also an opportunity to remember the words of Dr. Martin Luther King Jr., who said, “We are not makers of history. We are made BY history.” Let us be mindful of our past, responsible for our present, and hopeful for our future as we explore the resilience and unwavering spirit of Black professionals throughout American history. Join me and my guest Ms. Tish Norman to learn and know what you don’t know about Juneteenth.
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This month on Real Conversations from the C-Suite, I’ll be joined by a very special guest, Ms. Tish Norman, an adjunct professor of African American studies at Kentucky State University, corporate trainer, conference speaker, and co-author of 7 leadership books. In our first conversation with Tish, we’ll be talking about the legacy of education and awareness that has been foundational to her success in corporate America.
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#Juneteenth #Legacy #EducationalExcellence #CHRO #CEO #Professor #President #Owner #KeepItReal # DrAnita
@Tisha Norman
The celebration of Juneteenth is not just a remembrance of a historical event, but it's also a testament to the resilience and unwavering spirit of Black professionals throughout American history. This resilience is encapsulated beautifully by Maya Angelou, who once said, “You may encounter many defeats, but you must not be defeated. In fact, it may be necessary to encounter the defeats, so you can know WHO you are, WHAT you can rise from, and HOW you can still come out of it.” These are words of wisdom we can all live by.
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Thank you for returning for Dr. Anita’s third conversation with Mr. Michael C. Bush, CEO of Great Place to Work as they help us get clear about who is everybody. For the past couple of years, using the word Diversity is being reframed as the “D” word. Diversity means a lot of things in addition to race, ethnicity, gender identity, and disability. Diversity also includes recognition of neuro-diversity and a host of other ways people present as their best selves. Let’s lean into the discomfort about the “D” word and talk about it.
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Welcome back to Dr. Anita’s second conversation with Mr. Michael C. Bush CEO of Great Place to Work. Hang on to your seat as Mr. Bush and Dr. Anita explore the data about the past, present, and future workforce. Embrace and adapt to the change because it’s going to happen.
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Hello, Community! Dr. Anita is excited to RE-BROADCAST this month’s Real Conversation from the C-Suite with Mr. Michael C. Bush, CEO of Great Place to Work. Mr. Bush and Dr. Anita will explore the disconnect among those who value a diverse portfolio to grow their investments yet fail to see how a diverse workforce can grow their business. This series of Real Conversations from the C-suite is starting with a bang!
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Remembering the Significance of Being a Great Place to Work For AllShow Notes: We find ourselves at a critical juncture, where the very foundation of diversity, equity, and inclusion efforts in our corporate sphere is under siege. So, what can we do in the face of this crisis? How can we reignite the flames of DEI in corporate America? One powerful avenue is through events like the Great Place to Work For All Summit. This month we will enjoy the rebroadcast of my most popular Real Conversations from the C-Suite series with Mr. Michael Bush, CEO of Great Place to Work.
Thank you for returning for my third Real Conversation from the C-Suite with Ms. Debbie Nix, Easterseals Southern California’s Chief People Officer, and Dr. Crystal Leonard, supervisor, and assessor with Easterseals Autism Services. Today, we will learn that the best way to be aware is to be a part of opportunities like neurodiversity training to the community through the Norton Simon Museum, Boys and Girls Clubs, Boy Scouts of America, and Easterseals Associate Affinity Groups. As Dr. Beverlyn Mendez, the Chief Operating Officer of Easterseals Southern California once said as a guest on this podcast, “Nothing about us, without us.” And the best way to stay informed is to be involved.
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#AutismAwareness #AutismAcceptance #DE&I #Champion #KeepItReal #DrAnita #CEO #CHRO #C-suite #Owners #Founders @Debbie Nix @Crystal Leonard @Easterseals
Welcome back to my second Real Conversation from the C-Suite with Ms. Debbie Nix, Easterseals Southern California’s Chief People Officer, and Dr. Crystal Leonard, supervisor, and assessor with Easterseals Autism Services. Today, we’ll explore the healthcare disparity specific to Autism awareness and acceptance amongst the African American and underserved communities, including links to the social determinants of health and what Easterseals Southern California is doing to target this through community partnerships and educational initiatives
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Hello Community! Welcome to Autism Awareness Month. Today on Real Conversations from the C-Suite, I’m excited to have from Easterseals Southern California, Ms. Debbie Nix, Chief People Officer, and Dr. Crystal Leonard, supervisor, and assessor with Easterseals Autism Services. This is an exciting time for the organization as a finalist for DE&I Company of the Year in the Enterprise category and for Dr. Leonard as a finalist for DE&I Executive of the Year in the Large Company category. Their dedication to being at the forefront of the journey from Autism Awareness to Autism Acceptance is a major factor in their impact. And people like Mr. Howard McBroom was a champion in the cause.
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AutismAwareness #AutismAcceptance #DE&I #Champion #KeepItReal #DrAnita #CEO #CHRO #C-suite #Owners #Founders
Guest Tag: @Debbie Nix @Crystal Leonard @Easterseals
Welcome to Autism Awareness Month. Today, I invite you to stretch beyond mere awareness by exploring the multifaceted dimensions of autism acceptance, both in society and in the workplace. Autism Awareness Month guides us toward a deeper understanding of neurodiversity. It beckons us to move beyond tolerance towards a realm of genuine acceptance, understanding, and celebration of differences.
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Thank you for returning to hear the conclusion of this special Women’s History Month series of Real Conversation from the C-Suite celebrating 5 amazing women CEOs featuring Pearl Hanks, Principal at P Enterprise Consulting Services; Kristy Grant-Hart, Founder & CEO, Spark Compliance; Marina Grijalva, Founder & CEO, Mundo Academy; Sade Stephenson, Program Director, McKallen Medical Training Center; and Dr. Gloria Tumbaga, Founder, Wellness Diagnostics and Medispa. Today, I ask the ladies to look into the future and ponder this question: What is the legacy you want to have associated with your business in 20 years? It’s a question we should all consider as we make moves that impact others and perhaps even change lives.
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Thank you for returning for a very special series of Real Conversations from the C-Suite with our Women’s History Month panel of CEOs featuring Pearl Hanks, Principal at P Enterprise Consulting Services; Kristy Grant-Hart, Founder & CEO, Spark Compliance; Marina Grijalva, Founder & CEO, Mundo Academy; Sade Stephenson, Program Director, McKallen Medical Training Center; and Dr. Gloria Tumbaga, Founder, Wellness Diagnostics and Medispa. In our last conversation, we gained some insight into the costs associated with being the boss. Being mindful of the determination, drive, and discipline – what I call a 3D mindset -- required to be a successful business owner, the question of the hour for our panel is this: What do you feel is your most significant contribution in the area(s) of science, technology, engineering, the arts, or math, aka STEAM?
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Being one’s own boss has often been touted as the ultimate thing to do if you have an adventurous spirit, spunk, and the stick-to-itiveness to chart your own path. The first time I took a day for myself just to hang out, it was pretty amazing to think about the fact that there were folks taking care of business on my behalf so that I could get away. But being the boss does come with a cost. Today, my panel of women CEOs -- Pearl Hanks, Principal at P Enterprise Consulting Services; Kristy Grant-Hart, Founder & CEO, Spark Compliance; Marina Grijalva, Founder & CEO, Mundo Academy; Sade Stephenson, Program Director, McKallen Medical Training Center; and Dr. Gloria Tumbaga, Founder, Wellness Diagnostics and Medispa -- will explore this question: What have been your unique challenges as a woman-owned small business? Their answers may apply to you as well – even if you’re not a business owner, and no matter where you are in your company's organizational structure.
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Today, we celebrate Women's History Month, and on Real Conversations from the C-Suite, I am beyond thrilled to have a panel of women CEOs who are also members of my Goldman Sachs 10,000 Small Business cohort. But first, we discuss fashion in terms of the meanings behind the colors of green, purple, and white, their significance for women, and which color resonates most with each guest. Help me welcome Pearl Hanks, Principal at P Enterprise Consulting Services; Kristy Grant-Hart, Founder & CEO, Spark Compliance; Marina Grijalva, Founder & CEO, Mundo Academy; Sade Stephenson, Program Director, McKallen Medical Training Center; and Dr. Gloria Tumbaga, Founder, Wellness Diagnostics and Medispa as we learn about the catalyst for their entrepreneurial journey.
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Today, we kickoff Women's History Month, and this month on Real Conversations from the C-Suite, I am beyond thrilled to have a panel of women CEOs with an incredibly diverse background as leaders representing each of the STEAM disciplines of science, technology, engineering, arts, and math.
Joining the panel are Pearl Hanks, Principal at P Enterprise Consulting Services; Kristy Grant-Hart, Founder & CEO, Spark Compliance; Marina Grijalva, Founder & CEO, Mundo Academy; Sade Stephenson, Program Director, McKallen Medical Training Center; and Dr. Gloria Tumbaga, Founder, Wellness Diagnostics and Medispa. The best part is, they’re all local businesswomen, so take notes and reach out after the series.
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Thank you for returning for Dr. Anita’s third conversation with Ms. Azhelle Ward, The Toy Coach. In our last conversation together, Azhelle will raise our awareness about toys that she helped to shepherd from concept to reality with two different women who have been students in her Toy Creators Academy. I wanted to bridge the recognition of Black History Month with the upcoming celebration of National Women's History Month, so be prepared to take a few notes.
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Welcome back to Dr. Anita’s second conversation with The Toy Coach, Ms. Azhelle Ward. During our second conversation, Azhelle will go a little deeper to discuss the differences in how her expertise and lived experience were valued pre- and post- The Black Lives Matter movement. What she will share is rather personal and may give some in our podcast Community reason to pause and reflect on their experiences as a person of color in spaces that still don’t reflect today's diverse society.
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Hello, Community! This month on Real Conversations from the C-Suite, I’m excited to celebrate Black History Month with a unique guest, Ms. Azhelle Ward, also known as The Toy Coach! Did you know there was a such thing? Well, there is, and Azhelle will be sharing with us her experiences as a C-suite executive in the toy industry where the challenges associated with the development and promotion of diverse dolls and toys are not a game.
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Welcome to Black History Month as we recognize African Americans and the Arts. As we navigate the vast canvas of African American history, let us be mindful of the melodies and masterpieces that have shaped our culture. Let us champion DEI in every aspect of our lives, recognizing that it drives progress and prosperity for ALL Americans. And, as we celebrate the artistry of our past, let us plant seeds of representation in the fertile soil of the toy industry, ensuring that every child sees themselves as the hero of their own story.
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Thank you for returning for Dr. Anita’s third conversation with Ms. Shawn Smith, Founder and CEO of Shawn Smith Communications.. Shawn and Dr. Anita will share their insights about creating a 2024 mindset reset that is intentional about aligning purpose driven goals with everyday reality in ways that won’t leave you drained. By being intentional, you will dramatically increase your chances to live your best life more consistently throughout the year.
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Welcome back to Dr. Anita’s second conversation with Ms. Shawn Smith, Founder and CEO of Shawn Smith Communications. Today, Shawn will share her entrepreneurial journey and the differences in organizational culture between her very first “real job” as a young adult and the stark contrast to the next company she joined a few years later. That transition was the catalyst for her career philosophy of intentionally pursing purpose-driven goals aligned with her values and lifestyle.
Happy New Year, Community! This month on Real Conversations from the C-Suite, I’m excited to have Ms. Shawn Smith, Founder and CEO of Shawn Smith Communications. During our first epoxide, we’ll explore the annual ritual most of us put ourselves through with the declaration of new year’s resolutions and talk about why she and I both STOPPED participating in said ritual several years ago. And, why you might want to consider doing the same.
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News flash: On New Year’s Day, I realized that I’ve entered a new year with the same life, and that things didn’t magically change at the stroke of midnight on December 31st. If that seems like an obvious statement, then why do we still make New Year’s resolutions that we eventually break? This year, let’s create a 2024 mindset reset that is intentional about aligning purpose-driven goals with everyday reality in ways that won’t leave you drained. By being intentional, you will dramatically increase your chances to live your best life more consistently throughout the year.
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Hello, Community! Bittersweet to share my final Real Conversation from the C-Suite with Ms. Scharrell Jackson and Dr. Catrena Elliot. In this episode, we're wrapping up our podcast series by focusing on the future. Together, we acknowledge that leadership extends beyond executive titles. Join us as we explore how everyone can exhibit leadership in 2024, fostering a genuine sense of belonging. Let's pave the way for inclusive leadership together.
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Hello, Community! Excited to dive into my third Real Conversation from the C-suite with Ms. Jackson and Dr. Catrena. Today, we explore the significance of The Practice of the Commons and the Hearth—standing united for causes, even amidst heated conversations. As the world faces challenges, let's discuss how we can engage respectfully during the holidays, fostering connections without straining relationships. Join us for a thoughtful dialogue on navigating meaningful conversations.
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Delighted to kick off my second Real Conversation from the C-Suite with Ms. Scharrell Jackson and Dr. Catrena Elliott. In today's episode, we delve deeper into the transformative concept of the Practice of the Table, exploring how the simple act of gathering around a table fosters a sense of belonging. Amidst global challenges, our discussion highlights the crucial role of coming together over food as a tangible means to nourish our leadership soul and bridge connections. Join us for an insightful exploration of the power of shared moments.
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,RealConversations ,Belonging ,Culture ,DEI ,KeepItReal ,DrAnita
Today, I’m excited to talk with my guests Ms. Scharrell Jackson and Dr. Catrena Elliot about what belonging means to each of them, and how belonging is a gift to organizations in terms of both culture and the bottom line.
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It's that magical time of the year again, and I'm thrilled to be here to kick off the festive spirit of the holidays by exploring the joy, the challenges, and the profound moments that make this season so special. As we all know, beyond the twinkling lights and the gift-wrapped packages lies a deeper significance. It's a time for connection, compassion, and the warmth of shared moments. In a world that often moves too fast, the holidays offer a gentle reminder to slow down and savor the beauty of human connection.
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With Ms. Jasmine Bellamy, the Head Merchant & Culture Transformer at Reebok. She is also a Sports Illustrated 100 Influential Black Women in Sports honoree.
To conclude this month’s Real Conversations from the C-Suite series with Ms. Jasmine Bellamy, we’ll consider the role of change management as the heart of Inclusion & Belonging because it requires us to be willing to change our minds about what it means to be one’s authentic self.
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Welcome back to Dr. Anita’s second conversation with Ms. Jasmine Bellamy, the Head Merchant & Culture Transformer at Reebok. She is also a Sports Illustrated 100 Influential Black Women in Sports honoree.
Today, they’ll discuss the importance of vulnerability in leaders and the opportunity that being vulnerable creates to foster strengths-based partnerships that invites and values every voice on the team.
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Hello, Community! Dr. Anita is excited to kick off this month’s Real Conversations from the C-Suite with her guest Ms. Jasmine Bellamy, the Head Merchant & Culture Transformer at Reebok. She is also a Sports Illustrated 100 Influential Black Women in Sports honoree.
In their first conversation, they’re going to discuss a construct around LOVE that Dr. Anita can’t wait to share with you, so be prepared to take notes.
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Welcome to November, the month of Thanksgiving, and a time for reflection, gratitude, and, of course, a delicious feast with loved ones. This month, Dr. Anita will focus on leaders who understand the critical importance of leadership that integrates the idea of love. Leaders who serve us the nourishment of love, compassion, and inclusivity are leaders to be thankful for.
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Thank you for returning for Dr. Anita’s third and final Real Conversation from the C-Suite with an amazing panel of professionals committed to the work of Diversity, Equity, Inclusion & Belonging: Dr. Catrena Elliot, Jerry Gonzales, Dwayne Robertson, and Gaurav Goel. Today, the panel wraps up the discussion with practical steps any organization can take that will drastically reduce the scariness associated with Diversity work.
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Welcome back to Dr. Anita’s second Real Conversation from the C-Suite with a distinguished panel of guests: Dr. Catrena Elliot, Jerry Gonzales, Dwanye Robertson, and Gaurav Goel. Today, the panel is discussing the scary trend in corporate America that is deprioritizing diversity work to the point of renaming the role of Chief Diversity Officer or, in some instances, eliminating the position altogether.
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Hello, Community! Dr. Anita is excited to kick off this month’s Real Conversation from the C-Suite with a panel of guests assembled to discuss her annual theme that explores What’s Scary About Diversity, Equity, Inclusion & Belonging work.
Join Dr. Catrena Elliot, Jerry Gonzales, Dwayne Robertson, and Gaurav Goel as they share their backgrounds and experiences in corporate America and their journey of belonging.
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This month, Dr. Anita will be talking about a topic that's been brewing in corporate boardrooms across the nation: the evolving landscape of diversity, equity, inclusion, and belonging initiatives. She finds the trend in companies that are deprioritizing this work to be very scary for the workplace.
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Thank you for returning to join Dr. Anita’s final Real Conversation From the C-Suite with Attorney Joe Richardson, Managing Partner with The McCune Law Group. Today, they explore the passion behind the work to make justice for all a reality and what is behind the drive that demonstrates this month’s theme: Laboring for Justice as a Labor of Love.
Thank you for returning for Dr. Anita’s third Real Conversation From the C-Suite with Attorney Joe Richardson, Managing Partner with The McCune Law Group. Today, they explore the difference between social strategies, such as boycotts, and legal strategies, such as class action lawsuits, that serve to empower those who need it. Listen for two book recommendations and consider adding them to your library to explore during your journey of belonging: An Easy Burden by Andrew Young, and The Color of Law by Richardson Rothstein.
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Welcome back to Dr. Anita’s second Real Conversation From the C-Suite with Attorney Joe L. Richardson, Managing Partner with The McCune Law Group. Today, they’re going to consider how the trend among corporations to reposition and/or reprioritize DEI runs the risk of exposing the practice of diversity washing, or even worse, possibly eliminating DEI completely.
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Hello, Community! Dr. Anita is excited to kick off this month’s Real Conversation from the C-Suite with her guest Attorney Joe L. Richardson, Managing Partner with the McCune Law Group. Her annual theme for September, in honor of the Labor Day holiday, is Laboring for Justice as Labor of Love.
In their first conversation, Attorney Richardson will share his legal perspective on the trickle-down effect of the Supreme Court decision about affirmative action on college campuses.
If you’ve been following Dr. Anita’s podcasts for a while now, you know that in September, the theme of “Laboring for Justice as a Labor of Love” coincides with Labor Day. The decline in a commitment to DEI in our workplaces since the Supreme Court's ruling against affirmative action in college admissions processes is a critical matter that will be the topic of discussion this month on Real Conversations from the C-Suite with Attorney Joseph Richardson, Managing Partner at McCune Law Group.
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Thank you for returning for Dr. Anita’s third and final conversation with Mr. Peter Deragon, Managing Director and Global Practice Leader at Stanton Chase, a global executive search and consulting firm. Today, they explore how Pete and Stanton Chase are making an impact on the leadership pipeline by intentionally making the case for increasing diversity in meaningful ways that increase the bottom line.
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Welcome back to Dr. Anita’s second conversation with Mr. Peter Deragon, Managing Director and Global Practice Leader at Stanton Chase, a global executive search and consulting firm. Today, they’re going to consider what the corporate “Why not pursue DEI?” might be that continues to result in many companies implementing check-the-box initiatives that amount to diversity washing, or even worse, deprioritizing DEI altogether.
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Hello, Community! Dr. Anita is excited to kick-off this month’s Real Conversation from the C-Suite with her guest Mr. Peter Deragon, Managing Director and Global Practice Leader at Stanton Chase, a global executive search and consulting firm.
In their first conversation, they’re going to discuss the impacts of the recent supreme court decision about affirmation action on college campuses and how it may influence the priority DEI has in corporate America.
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As a Diversity, Inclusion & Belonging consultant, Dr. Anita felt compelled to address some recent developments that may have far-reaching implications for the journey of creating equitable and inclusive workplace environments. Join her to explore a topic that might be just as controversial as the recent Supreme Court decision that impacts college admissions, and perhaps the decline in prioritizing workplace belonging for all.
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Thank you for returning to Dr. Anita’s final conversation with Mr. Michael C. Bush, CEO of Great Place to Work. The last word on the topic of the changing workforce is this: treat people – all your people – like the greatest asset that they are. This is why being intentional about creating a Great Place to Work For All has been Mr. Bush’s vision.
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Thank you for returning for Dr. Anita’s third conversation with Mr. Michael C. Bush, CEO of Great Place to Work as they help us get clear about who is everybody. For the past couple of years, using the word Diversity is being reframed as the “D” word. Diversity means a lot of things in addition to race, ethnicity, gender identity, and disability. Diversity also includes recognition of neuro-diversity and a host of other ways people present as their best selves. Let’s lean into the discomfort about the “D” word and talk about it.
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Welcome back to Dr. Anita’s second conversation with Mr. Michael C. Bush CEO of Great Place to Work. Hang on to your seat as Mr. Bush and Dr. Anita explore the data about the past, present, and future workforce. Embrace and adapt to the change because it’s going to happen.
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Hello, Community! Dr. Anita is excited to kick-off this month’s Real Conversation from the C-Suite with Mr. Michael C. Bush, CEO of Great Place to Work. Mr. Bush and Dr. Anita will explore the disconnect among those who value a diverse portfolio to grow their investments yet fail to see how a diverse workforce can grow their business. This series of Real Conversations from the C-suite is starting with a bang!
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Thank you for returning for Dr. Anita’s third conversation with Dr. Aaron Day, producer of Good Day LA on Fox 11 KTTV as they explore what it might take to transform the prevailing attitude about Juneteenth from an opportunity to enjoy parades and cookouts, to a time or reflection about the shared history of Juneteenth that is as much an American celebration as the 4th of July and apple pie.
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Welcome back to Dr. Anita’s second conversation with Dr. Aaron Day, producer of Good Day LA on Fox 11 KTTV. Today, they’re going to compare and contrast attitudes about celebrating Juneteenth and the 4th of July in America and the significance of both national holidays for all Americans even though not all corporations recognize Juneteenth with an official company-wide sanctioned day off.
Hello, Community! Dr. Anita is excited to kick-off this month’s Real Conversation from the C-Suite with Dr. Aaron Day, producer of Good Day L.A. on Fox 11 KTTV and talk about a variety of ways we can all participate in commemorating Juneteenth as individuals and as a society!
Dr. Day will share with us highlights of the top 3 Juneteenth celebrations he has covered throughout Los Angeles as the producer of Good Day LA and why they stood out for him.
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Welcome to June in which we celebrate Juneteenth, designated as a federal holiday in 2021 when the 46th president signed the Juneteenth National Independence Day Act into law, thanks to the efforts of Ms. Lula Briggs Gallow, Ms. Opal Lee, and many others. Today, Dr. Anita explores the importance of Juneteenth and the 4th of July holidays in society and in the workplace from a very personal perspective. Please listen with an open heart and mind.
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Thank you for returning for Dr. Anita’s third conversation with Ms. Jill Angel, Chief People Officer at TrueCar. Today, Jill and Dr. Anita explore what kind of leader is most effective at balancing aspects of their own culture and belonging in the workplace. One of the most important traits of an effective leader is vulnerability when seeking and accepting feedback.
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Welcome back to Dr. Anita’s second conversation with Ms. Jill Angel, Chief People Officer at TrueCar. Today, their discussion is about the practice of Leading by Unpacking. They reflect on Dr. Anita’s recent talk entitled “Leading by unpacking the BS that Inhibits Belonging in the Workplace.” Dr. Anita defines BS as people’s Back Stories, Bad Stories, and Blind spots that influence the organizational Belief Systems. Jill is going to share with us the thoughts she pondered before, during, and after Dr. Anita’s talk.
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Welcome back, Community! Dr. Anita is excited to introduce you to Ms. Jill Angel, Chief People Officer at TrueCar. Jill and Dr. Anita recently met at a dinner hosted for HR leaders in which Dr. Anita was the keynote speaker. In her first conversation with Jill, she’s going to share with us the culture of Belonging at TrueCar and how her passion for cultivating Belonging in the workplace was ignited by her experiences growing up as an Asian American girl.
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This month, Dr. Anita celebrates Asian American and Pacific Islander Heritage Month, which recognizes the contributions and accomplishments of Asian Americans and Pacific Islanders to America’s strength as a nation. In her Real Conversation from the C-suite, Dr. Anita is joined by Ms. Jill Angel, Chief People Officer at TrueCar. Throughout their conversation this month, they will explore the implications of the “model minority myth” that has been applied to Asian American and Pacific Islanders and ways to diffuse it in the workplace.
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Sadly, this is Dr. Anita’s last conversation with Pat Wadors, the Chief People Officer at UKG, and Dr. Anita will ask Pat to share her thoughts about how individual strengths not only accelerate organizational performance but how strengths can also promote belonging in the workplace.
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Thank you for returning for Dr. Anita’s third conversation with Ms. Pat Wadors, the Chief People Officer at UKG. Today Pat will share her thoughts about diversity washing, box checking, diversity fatigue, and the challenge of balancing culture and belonging. For Pat, it comes down to leaders who are purpose-driven and practice servant leadership. There’s so much more she will share about that.
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Welcome back to Dr. Anita’s second conversation with Ms. Pat Wadors, the Chief People Officer at UKG. We get to hear a personal story about Pat’s passion for belonging in the workplace which was ignited years ago as a young baseball player. Pat connects the dots between being different, the value those differences brought to the team years ago, and how those differences are valued in the workplace now.
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Community, Dr. Anita is excited to introduce you to Ms. Pat Wadors, the Chief People Officer at UKG. The first conversation with Ms. Wadors was so jam-packed with insights that we had to create two segments. Today, she’s going to share a little bit about her work at UKG, which stands for United, Kind, and Growing! They are in the business of HR, payroll, and workforce management and their purpose is people. Dr. Anita loves that! Listen in as Pat describes the phenomenal culture that is thriving at UKG as a result of inclusive design.
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It’s April 1st! And it’s been said that to do the same thing and expect different results is pretty foolish. Yet, when it comes to Diversity, Inclusion & Belonging work, too often organizations are doing the same things – that fail to have a lasting impact – and wonder why the results they seek aren’t achieved, or if they are achieved, why those results aren’t sustainable.
It requires us to ponder and grapple with the overarching question being, what’s our organizational why not? This invites us to ask other questions that impact the authenticity and sustainability of Diversity, Inclusion & Belonging work, and that’s no April Fool’s joke!
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This episode of Real Conversations from the C-suite finds Dr. Anita and her guest Mr. Dwayne Robertson focusing on an idea from Harvard Business Review that suggests what matters is how an organization harnesses diversity, and whether it’s willing to reshape its power structure.
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In another Real Conversation from the C-suite, featuring Mr. Dwayne Robertson, he shares his thoughts about diversity washing, the notion that people are experiencing diversity fatigue, and explore any possible workplace implications.
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In our first Real Conversation from the C-Suite with Mr. Dwayne Robertson, he’s going to share highlights about his role with YPO and some best practices for operationalizing the D+I strategy to make YPO a more diverse and inclusive organization that you can consider for implementation within your organization.
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With another Black History Month behind us, and considering all the “whys” for Diversity, Inclusion & Belonging, Dr. Anita proposes that the question to be pondered and grappled with is What’s Your Why NOT? A good starting point would be the December 2020 Harvard Business Review article entitled Getting Serious about Diversity. In it, the suggestion is made that what matters is how an organization harnesses diversity and whether it’s willing to reshape its power structure. And if not, why not. That will be the focus of her conversation this month with Mr. Dwayne Robertson, head of the office for Diversity & Inclusion for The Young President’s Organization or YPO.
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Today Dr. Anita is joined by members of the leadership team at Easterseals Southern California. Dr. Beverlyn Mendez, Chief Operating Officer; Ms. Debbie Nix, Chief People Officer; Dr. Jennifer Johnston, Vice President, Experience and Service Excellence; and Mr. Brian Nguyen, Program Director. They will be sharing stories about how they met Dr. Anita, the impacts of Dr. Anita’s webinars, and how collaborating with Dr. Anita has supported their work as an organization that has existed and focused on Diversity, Inclusion, Equity, and Accessibility for over 100 years.
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Today Dr. Anita is joined by members of the C-suite team at Abode Communities. Ms. Holly Benson, CEO, Mr. Rick Saperstein, CFO, and Mr. Jerry Gonzales, Chief Talent & Administrative Officer. They will be sharing stories about how their work is a direct result of the Civil Rights Movement, the impacts of Dr. Anita’s leadership sessions, and how collaborating with Dr. Anita has supported their work as an organization that has existed and focused on affordable housing in California for 55 years.
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Today Dr. Anita is joined by members of the leadership team at Rehrig Pacific Company. Mr. Will Rehrig, 4th generation owner of Rehrig Pacific Company, Ms. Rori Baron, Senior Vice President of Human Capital, and Ms. Stacey Johnson, Director of Diversity, Inclusion & Belonging, and Talent Acquisition.
They will be sharing stories about how they met Dr. Anita, the impacts of Dr. Anita’s approach, and how their many milestones along their 2-year journey of Belonging have transformed the company from the C-suite to the frontlines as an exemplary client.
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February is Black History Month and Dr. Anita is celebrating her place in Black History by achieving 5 years as a 100% woman-owned small business. As a Black woman and thought leader in the Diversity, Inclusion & Belonging space, we will get some inside perspective into Dr. Anita, the person and the professional. Grab some coffee and curl up in your favorite spot for an in-depth conversation with Dr. Anita as she kicks off a series of celebratory “Real Conversations from the C-suite” during Black History month!
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As we conclude our Real Conversation from the C-suite with Dr. Beverlyn Mendez, we’ll talk about how organizations can reframe the discussion around accessibility from awkward to actionable by understanding the differences between being an ally and being an accomplice.
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In our second conversation with Dr. Mendez, COO at Easterseals Southern California, Dr. Anita invites her to expand on sentiments by Emily Landau that says “The more than 1 billion disabled people who exist in this world are worthy of access and full inclusion today. And tomorrow. And next week. And all month. And next year. Always.” Discover how that translates in the workplace from Dr. Mendez’s perspective.
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This month, I encourage you to put on some rose-colored glasses and join me in another Real Conversation from the C-Suite as I talk with Dr. Beverlyn Mendez, the Chief Operating Officer at Easterseals Southern California. In our first conversation with Dr. Mendez, she will share with us key takeaways from the “How to Build a Diverse, Equitable & Inclusive Work Place” panel she recently moderated.
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Urban Dictionary explains the meaning of the term rose-colored glasses as NOT wanting to talk about something because it might upset you or somebody else. I found this definition the most thought provoking and relevant, especially considering the work I do in the Diversity, Inclusion & Belonging space. This month, I encourage you to put on some rose-colored glasses and join me in exploring this term through several lenses that may reframe how you can approach and attain Belonging in 2023.
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As we wrap up our Real Conversation from the C-suite with Lisa A. Holmes, we’ll conclude with a fireside chat and explore the significance of the Practice of the Hearth which makes it safe to have hot topic conversations without burning down our relationships which is critical to fostering WORKFORCE SUSTAINABILITY.
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This episode of Real Conversations from the C-suite finds Dr. Anita and her guest Lisa A. Holmes discussing how creating a sense of belonging in the workplace can easily extend to a willingness to stand in solidarity together in ways that increase EMPLOYEE ENGAGEMENT as a demonstration of the Practice of the Commons.
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In another Real Conversation from the C-suite, featuring Lisa A. Holmes, we’ll explore the Practice of the Table in which we’ll get to hear the stories behind 3 of Lisa’s favorite holiday cookies and the role food plays in creating a sense of BELONGING for any occasion, including through shared EMPLOYEE EXPERIENCES in the workplace.
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On Real Conversations from the C-suite, Ms. Lisa Holmes will host us in her home where she makes the connections between the role of a Chief Human Resources Officer, the 3 practices of thriving communities, and her influence as a Lifestyle Expert. Once Lisa has shared her perspective, you may be surprised at the aha moments you’ll take away about the correlation between EMPLOYEE EXPERIENCES, EMPLOYEE ENGAGEMENT, a sense of BELONGING, and WORKFORCE SUSTAINABILITY.
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Belonging is a lifestyle that is most evident during the holidays because true Belonging is all about HUMAN AFFIRMING BEHAVIORS if we think about it. The December series of podcasts are my gift to you as we embrace the holiday season by taking the time to pause and reflect on the fact that Belonging is a lifestyle. And, that Belonging is most evident during the holidays because true Belonging is all about HUMAN AFFIRMING BEHAVIORS.
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As we wrap up our Real Conversation from the C-suite with Rick Girard, we investigate the challenge of cultivating belonging and the critical role leaders play. This part of the conversation may seem a little controversial, and Rick isn’t shy about keeping it real.
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Today, in our Real Conversations from the C-suite with Rick Girard, We will explore the relevance of someone’s career wounds or what Simon Sinek would call their why, specifically tied to their professional life. According to Rick, a career wound is typically the reason someone is dissatisfied with their current job. It’s the thing that’s missing from their life, and most importantly, the thing leaders don’t ever bother to ask them about or show any interest in that would help to cultivate a sense of Belonging.
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We’re going to kick off the conversation by hearing about Rick’s background as a snowboarder and the connections to his current work in helping entrepreneurs and
leaders conduct more effective interviews to find their next great hire. He’ll also tell us a little bit about his work as the CEO of Stride Search.
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This month, in honor of Thanksgiving, Dr. Anita focuses on how we can be grateful for the lessons we can learn from our career wounds, or what she refers to as “shaft” experiences. Dr. Anita’s guest on Real Conversations from the C-Suite is Mr. Rick Girard, founder and CEO of Stride Search, and author of the book “Healing Career Wounds.” It’s a fascinating read for those who want to be intentional about growing their companies by making space for people to recover from their career wounds in a place that will value them.
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As we conclude this month’s Real Conversation from the C-suite with Ms. Kelli Kirkland, we end on one of my favorite concepts, which is the challenge of becoming comfortable with discomfort. In our conversation today, Kelli and I share a very scary time together, and yet it resulted in one of the most personally revealing and powerful conclusions to a conversation I’ve ever had! It reminds me, once again, that being able to sit with and in my discomfort and fear can lead to great outcomes!
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As we continue our Real Conversation from the C-suite with Kelli Kirkland, she reminds us that without having the courage to self-reflect and have honest conversations WITH ourselves, it’s impossible to pursue honest living FOR ourselves and WITH others. I can’t wait for you to hear Kelli’s analogy about breaking in new shoes and getting comfortable with diversity conversations.
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Today, in our Real Conversations from the C-suite with Kelli Kirkland, we acknowledge that conversations with ourselves, especially during the process of having our awareness raised about unconscious biases we may hold, can be difficult. Most importantly we talked about how much courage it takes to overcome the fear of being real with ourselves.
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This month, I’m having a Real Conversation from the C-suite with Ms. Kelli Kirkland, founder, and CEO of Genius Kids Club. We’re going to kick off the conversation by hearing Kelli’s stories about the microaggressions she and her son have endured. First, when she established her business and then when her son’s genius IQ was questioned at a school for other children with genius IQs. The scariness of these conversations speaks to how people have been conditioned to think about Kelli and her son.
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Welcome to October which means settling into fall, enjoying everything flavored with pumpkin spice, and perhaps sightings of the Great Pumpkin on October 31st that may make Halloween a little less scary. Oftentimes, what we have been conditioned to think of as scary about other people is predicated on one intense encounter. What have you been conditioned to be terrified about concerning other people up until now? What tall tales have you come to associate with other people that simply are not true? Depending upon how we’ve been conditioned to make assumptions about other people, it may take us a while to recognize our intellectual arrogance, which is simply believing that what we THINK we know about other people is right. And that can be a scary discovery! This month, we’ll work through that together with my guest Kelli Kirkland. Stay tuned!
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To conclude this month’s Real Conversation from the C-Suite, Monica Pleasant will talk about the growth mindset that people leaders must cultivate to foster a sense of belonging that isn’t forced but is a result of inclusive leadership. That means finding, or better yet CREATING, opportunities to amplify the voice of a colleague around the table in a meeting at work, or in the streets at a march. When employees experience a sense of belonging, employee engagement is limitless.
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In Monica’s work leading the Belonging Project at Medtronic, she will share with us the concept of an Inclusive Meeting Toolkit which is certainly new (N-E-W) knowledge you’ll enjoy hearing about. Then, she’ll talk about Medtronic’s Belonging Video Series that will reframe knew (K-N-E-W) knowledge about what belonging looks, acts, feels, and sounds like from the perspective of diverse employees at Medtronic. We have all experienced being part of an out-group and NOT feeling a sense of belonging. And, we have all experienced being part of an in-group and absolutely feeling a sense of belonging. Either of those experiences has been known to all of us and reframing how to foster a sense of belonging for everyone sometimes is reached by remembering what it felt like NOT to belong, so we avoid contributing to that feeling for others.
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This month, I’m having a Real Conversation from the C-Suite with Ms. Monica Pleasant, HR Director at Medtronic. She is also the President of the Orange County National Human Resources Association, and a member of the LA & Orange County NHRA’s Diversity, Equity & Inclusion council. Today, we’re focusing on Monica’s work in leading the Belonging Project at Medtronic.
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Monday is Labor Day and I wanted to think about labor in terms of the labor of love that is also known as fostering Belonging. When we think of creating employee experiences during these final days of summer, let’s gather our teams, practice the fundamentals of human-affirming behaviors, and cheer on our teammates by amplifying their voices. Then, let’s load up the bases, swing for the fences, and hit a home run in the belonging ballpark!
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If you are a woman of color, or if you support a woman of color, join Dr. Anita and get the 411 about the N-Formation community co-founded by Ms. Deepa Purushothaman which provides a safe space for C-Suite women of color that integrates the power of me and the power of we.
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When Dr. Anita talks about her role as a C-Suite trusted advisor, her goal is to help executives reframe diversity conversations from difficult to different. Simply put, it means being open to different lived experiences without feeling threatened about one’s own lived experience. Listen in as Dr. Anita and her guest Ms. Deepa Purushothaman explore three big ideas from her new book The First, The Few, The Only available on Amazon and all major retailers.
An oxymoron is described as a figure of speech that juxtaposes concepts with opposing meanings within a word or phrase that creates a self-contradiction. (Think: “jumbo-shrimp”) Join the conversation as Dr. Anita and her guest Ms. Deepa Purushothaman unpack a common phenomenon experienced by many women of color in the C-Suite.
This month we continue our journey of Diversity, Inclusion, and Belonging. Join me and guest Ms. Deepa Purushothaman in what may be one of my most personally insightful and revealing broadcasts yet!
While CEOs obviously have deep knowledge in their field of expertise, we may not realize that, especially in the C-suite, work gets done through relationships. It might surprise you that C-suite peer groups spend a lot more time discussing their personal perspectives than their professional perspectives. In this Real Conversation from the C-suite, we’ll be exploring how important it is for executives to engage in discussions about Diversity, Inclusion & Belonging from a personal perspective as well.
Even if you don’t follow college basketball, you are surely aware that it’s March Madness. This is the time when “fans in the stands” try to predict the winners of each bracket and college teams battle it out. Officiating is critical and perspective is everything. This month, we’re going to make linkages between diverse strengths on teams, making the distinction between flops, fouls, and subtle acts of exclusion, and how the perspectives of leaders and interactions among team members translate to the workplace.
One of Dr. Anita’s favorite quotes is by Andy Stanley: “Leadership is all about taking people on a journey. The challenges is that most of the time, we are asking people to follow us to places we ourselves have never been.” The heart of today’s Real Conversation from the C-suite is to explore how leaders are meeting the challenge of being intentional about understanding Diversity, Inclusion & Belonging from a personal perspective.
We often talk about the power of peer mentoring and peer coaching, but it’s more than just a notion. It’s a powerful process for reflection and growth. At each level of the organizational system-of-systems, critical insights can be shared simply by having a conversation. Especially for members of the C-suite, the power of peers can be most effective for exploring different conversations like Diversity, Inclusion & Belonging. This is our first Real Conversation from the C-suite.
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Thanks for joining Dr. Anita for her first series of Real Conversations from the C-suite with her first guest @Leo Bottary. This is just a sample of what’s to come. Please plan to listen in for the next conversation!
One of Dr. Anita’s favorite leadership quotes comes from Andy Stanley. It challenges leaders to pause and reflect on whether or not they are asking their teams to follow them on a journey they haven’t taken themselves. As a leader, how consistently are you walking the talk of Belonging based on what you have personally discovered about the lived experiences of other people? If you haven’t taken that first step, how can you lead others down the path?
Previously, Dr. Anita mentioned a new offering she’s calling, Real Conversations From the C-Suite, which provides a platform for executives to practice leading by unpacking. Executives are sometimes viewed as not doing enough to foster inclusive leadership traits that cultivate a sense of Belonging across the organizational system of systems. These conversations provide an opportunity for the rest of us to gain insights from the perspective of executive leaders.
Recently, Dr. Anita had the pleasure of addressing a group of 120 CEOs at the Young Presidents Organization (YPO) conference in Dallas, Texas. YPO’s Mission is “Better Leaders through Lifelong Learning and Idea Exchange,” and she left with several key takeaways to share with you.
Leading by unpacking is all about the process of intentionally unpacking outdated ways of showing up with people that simply are no longer befitting of the person we strive to be today.
DiversityInclusionBelonging #Csuite #LifeLongLearner #Leadership #DoctorAnita #KeepingItReal
The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is “What final thoughts would you like to leave with us?". Join me as we journey through these questions together!
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The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is When an organization considers its why for DIB, What do you suggest the executive leadership team thinks about too? Join me as we journey through these questions together!
The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is What are 3 practices of practices communities that you discovered in your research & how are they relevant today for cultivating thriving corporate culture specific for belonging. Join me as we journey through these questions together!
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The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is Why is emphasis on belonging & Inclusion the top priority for you as a leader? Join me as we journey through these questions together!
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The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is: Determine what DIB is and isn't for you?. Join me as we journey through these questions together!
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The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is: What is your approach to Diversity, Inclusion and Belonging? Join me as we journey through these questions together!
The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is "Why have you chosen to first focus on the C-suite in an organization?" Join me as we journey through these questions together!
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The Behind the Mic Series are short episodes answering questions that have been asked by you, the audience. This week's question is “Who is Dr. Anita?”. Join me as we journey through these questions together!
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Producing a podcast is more than just having a series of conversations. It’s fun, but it’s work. And lately, I’m reflecting on the purpose of my podcast. For April and May, while I am taking a short creative hiatus, I’m going to release a series of questions and answers about my purpose as a consultant in the Diversity, Inclusion & Belonging space, of which my podcast is intended to be an extension. Those messages will “drip” every Saturday on LinkedIn until June. I’m not sure what my podcast format will look like when I return. But, it will be a new season in more ways than one.
Our guest Mr. Otis Boyles talks about the importance of perspective, mentoring, staying true to oneself, and the benefit of giving back to others in ways that feeds the soul of a leader on the basketball court, in the workplace, and in life.
Links
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Today Dr. Anita is talking with Orange County basketball official Moe Orr to hear his perspective on fans in the stands and what has helped him to stand firm in the calls he makes on the court and in life as a man of color in the basketball area, as well as sharing the mission for his podcast, The High School Narrative.
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This conversation is going to focus on how bringing a micro aggression to the attention of others can sometimes be met with indifference that is just as hurtful as the microaggression itself.
Links
https://www.doctoranita.com/podcast-1
Even if you don’t follow college basketball, you are surely aware that it’s March Madness. This is the time when “fans in the stands” try to predict the winners of each bracket and college teams battle it out. Officiating is critical and perspective is everything. This month, we’re going to make linkages between diverse strengths on teams, making the distinction between flops, fouls, and subtle acts of exclusion, and how the perspectives of leaders and interactions among team members translate to the workplace.
Links
https://www.doctoranita.com/podcast-1
Love is absolutely essential to effective leadership. That, and being mindful of the fact that leadership is a spiritual activity from the standpoint that we can either lift or crush the spirit of those we lead. Listen in to the connections between loving and leading people with leadership expert Michelle Beauchamp of The Champ Group.
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Part of loving leaders as an effective leader actually begins with self-knowledge. We can read all the leadership books in the world and follow the latest 5-step plan, but unless you know Y.O.U. it will be tough to get any trac-tion (you'll get that later in the episode). Join me as I talk with track coach and mentor to student athletes, MIckey Miela.
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As a leader, sometimes we misinterpret leaving a legacy as meaning having something named after us. That is not a bad thing in and of itself. But how about prioritizing leaving a living legacy through the people we lead. Join the Allies in Action Crew in sharing stories about the leaders who loved them and shaped them into the leaders they have become.
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Finding out a few interesting tidbits about Valentine’s Day was a labor of love from me to all of you because it took a little digging. And some of what I found out about Valentine’s Day wasn’t so lovely. As we celebrate love with tokens of affection this month, my gift to you is encouraging self-care and offering a FREE tool to help you in the process!
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“We’ve all attended a ‘lunch & learn’, but when was the last time you attended a ‘laugh & learn’? Join Dr. Anita and George Thompson as they talk about setting intentions toward wealth building from a variety of practical perspectives. Talking finances has never been more funny and factual!
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For my Lived Experiences segment, we’ll be talking with my dear friend Stuart Newton to hear his perspective about the article, “10 Secrets of People Who Keep their Resolutions” and see how much of his secret sauce for success he’s willing to share with us. An easy strategy everyone can implement is deciding what small steps to take in terms of what to stop, start, do more of or do less of toward goal attainment that aligns with intention.
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To help brainstorm your intentions for 2022, spend time with me and my Allies in Action crew to see what everyone is focusing on that might inspire your journey.
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https://www.doctoranita.com/
While the practice of declaring a new year’s resolution is a noble one, mindfulness and being intentional about taking action are critical first steps toward the development and attainment of realistic goals.
10 Secrets of People Who Keep Their New Year’s Resolutions - https://www.uabmedicine.org/-/10-secrets-of-people-who-keep-their-new-year-s-resolutions
Health and wellness lifestyle guru Lisa Holmes joins us to talk about the difference between anticipating your best life one day and living your FULLEST live now which includes tips on how to have a stress-less new year.
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Our guest, Anthony V. as I like to call him, is a curator of cool characters. He is intentional about creating opportunities for meaningful meet ups because he sees people as gifts.
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Today Dr. Anita and her Allies in Action Crew will be sharing their greatest gifts of 2021.
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https://www.doctoranita.com/
With the holidays fast approaching, our focus for this month will be the gift of presence. Not presents that we exchange during the holidays. But the presence of ourselves. And when I thought about the gift of our presence, there were striking similarities with presents we exchange. For example, oftentimes we make assumptions about the gift depending upon the packaging.
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Today we're talking with Dr. Deena Brown, International influencer, women's empowerment expert, speaker, author and coach about her upcoming project, Melanin Toks. It's going to be epic!
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https://www.doctoranita.com/podcast-1
Today we're talking with Ms. Stephanie Carter, a children’s book author with a background in Civil Engineering. Her book, “To Love Me is to Love the Skin I’m In” has the potential to be life changing. Not only for dark and lovely black girls, but also for white parents who choose to adopt children of color. If you're looking for a unique and meaningful holiday gift, go to Amazon.com and type in "To Love Me is to Love the Skin I'm In," but don't wait too late!
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https://www.doctoranita.com/podcast-1
In recognition of Thanksgiving, our theme is gratitude. Today, my Allies in Action Crew and I will be sharing experiences on our Diversity, Inclusion & Belonging journey that may have been uncomfortable in the moment, but is something for which we are now grateful.
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https://www.doctoranita.com/podcast-1
When I think about how I got into this space called Diversity, Inclusion, and Belonging I am grateful for the hard lessons learned several years ago when I was first starting out. Lessons that helped me to trust my own voice in a way that evolved over the years into a sense of certainty that my approach works for me and benefits others.
https://www.doctoranita.com/podcast-1
Our goal this month was to take the scariness out of Diversity, Inclusion & Belonging conversations. Today's episode will be exploring the scariness we attached to initial inclusion conversations. Once we become comfortable with talking about inclusion, we can create opportunities to receive feedback, which can also be scary. Feedback is crucial to help us develop skills that make inclusion conversations easier to start and learn from as individuals, leaders, and organizations.
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Continuing our October theme of exploring what's scary about Diversity, Inclusion & Belonging conversations, Dr. Anita is being joined by Dr. Don Chick to share with us the connection between diversity & leadership to culture & innovation which can be scary when we consider the advances of AI.
Web - https://www.doctoranita.com/podcast-1
It’s national chess day, intended to recognize a game of anticipation, reflection, and strategy. In the same ways, it requires anticipation, reflection, and strategic thinking in terms of how to introduce Diversity, Inclusion, and Belonging conversations into the corporate culture. Today, we’re talking with three gentlemen who are leading a cultural transformation in the workplace to hear and learn from their varied perspectives on what they found scary, and how they are overcoming organizational assumptions, interpretations, and limiting beliefs.
Today, Dr. Anita and her Allies in Action Crew will explore what has made Diversity, Inclusion & Belonging conversations scary for then, and how they overcame those fears in ways that resulted in new and deep relationships that were completely unexpected.
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Too often in our lives, we consider people who are different from us as a potential threat to us, and therefore that perceived threat is scary. And because our biases are so ingrained, either intentionally or subconsciously, people find it scary to even have the conversation about Diversity, Inclusion & Belonging. Today, we’re going to examine how our brain is designed to protect us from real vs. perceived threats.
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In today's podcast, we're talking with the recently appointed President of the Los Angeles chapter of the National Action Network and hear why laboring for justice is truly a labor of love for her.
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Today, I’m going to have the opportunity of talking with my engineer Brian Colburn of Sitch Radio to explore his ah-ha moments while listening to some of my recorded content for a new course I’m developing. Brian tells some of the best stories from his lived experiences being raised in L.A. and as a Marine.
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Privilege can be used to include, and privilege can be used to exclude. Which side of the equation do you want to be on? This time last year, we talked about Laboring for Justice as the world processed the murder of George Floyd. This year, we’re going to slightly reframe our perspective and talk about Laboring for Justice as a Labor of Love and explore what we can stop, start, do more of and do less of in pursuit of justice with our Allies in Action crew.
Visit Dr. Anita on the web - https://www.doctoranita.com/
None of us need worry about changing who we are because what makes us different makes us valuable. And value has privilege. The issue is how you use your privilege, in whatever category you can claim it, to make things better for other people. And if you think about it, that's just paying it forward in a more significant context. Paying it forward may require you to cultivate a change in behaviors that actively demonstrates a combined love for humanity and laboring for justice as a labor of love.
Visit Dr. Anita on the web - https://www.doctoranita.com/
Today, we're wrapping up our month long focus on subtle acts of exclusion by having a real conversation with Dr. Mary McCall who served as the chair of my dissertation committee. Having retired from the world of acedemia, Dr. McCall now voluntarily leads self-study groups for white people who want to intentionally explore the process of waking up to subtly exclusive behavior, how to become aware of their role in subtle acts of exclusion, and how to interrupt it with the ultimate goal of eradicating it.
Today, we are spending time with my dear friend, Dr. Sandhya Johnson to hear about her lived experiences with subtle acts of exclusion based on her intersectionalities as a woman of color, married to a white man, raising an Asian-American daughter.
We're kicking off this month by exploring the book, Subtle Acts of Exclusion, by Tiffany Jana and Michael Baran with the Allies in Action Crew. By the end of our time together, I hope we will have identified ways to commit subtle acts of INclusion.
There's an awakening that's happening in the workplace. It’s different from being woke, but it's similar. Being woke seems to be instantaneous. Awakening is more of a process. When it comes to our general situational awareness, we're awakened differently based on our experiences, based on our background, based on what we're willing to recognize and respond to as an alarm that indicates the opportunity to become woke about something.
In my work as a Diversity, Inclusion & Belonging Consultant, I'm finding that the difference between folks getting woke and being mad about it, and folks becoming awakened and being accepting of it, is the method.
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LinkedIn - https://www.linkedin.com/in/anita-polite-wilson
Today we're having a real, REAL conversation with a subject matter expert who is the principal founder of the CARE Collective, an organization that leverages the gifts and talents of Black, Indigenous, People of Color, or BIPOC, professionals to achieve and sustain financial independence in today's marketplace.
Links
Web - www.doctoranita.com
LinkedIn - https://www.linkedin.com/in/anita-polite-wilson
We're going to be exploring Black Independent thought and Ways of Being with a Black man who chooses to define Blackness for himself as a result of his lived experiences, and not based on how society has been conditioned to see Blackness for him—give that some thought.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
Remember being in grade school and having to report out on what you did over summer vacation? This show is kinda like that. Only we're going to discuss what July 4th means to each member of the Allies in Action crew and I’m looking forward to sharing their diverse perspectives.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
Yes, I do feel absolutely blessed to be an American. At the same time, I am in complete agreement with Harry Smith’s observations that “Our history is both woeful and wonderful. Our story should be shared… owned. It endangers no one to understand the sins of our past.” And here is why his thoughts resonate so deeply with me.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
As an advocate for all people in the workplace, we have a real conversation with Helen Vits about the perspective of an Asian-American woman married to a white man and the concept of “the talk” that she has with her children.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
A conversation about the lived experiences of a phenomenally successful Asian-American woman as she graciously provides personal insights into her family history, pains, and triumphs.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
In a previous episode, the stage was set for this month’s conversations by acknowledging that there is no “stand out” influential Asian-American voice that has the recognition of Dr. King or Cesar Chavez. Today, we explore the humanity of our Asian-American brothers & sisters by helping them down from the unfair pedestal of “model minority”, bringing them front and center from the “invisible minority”, and loving them through the pain of being the “hunted minority”.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
Our Asian-American brothers & sisters need to be recognized in ways that reinforce their place in society by helping them down from the unfair pedestal of “model minority”, bringing them front and center from the “invisible minority”, and loving them through the pain of being the “hunted minority”. If you’re not quite sure how to do that, listen in.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
After the Derek Chauvin verdicts were read, I took a long walk and thought deeply about why we are here. It's called the human race for a reason. We all start at different places, much like a track meet. The hope is that eventually, at some point in the race, when everyone is even, anyone has a chance to win. But we're not talking about winning in a competitive nature where one race of people is held down, so that another race of people can continue to progress. We're talking about the human race in terms of how far any of us can go by starting from the same position of opportunity without being seen as a threat.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
The outcome of the Derek Chauvin trial was one moment in time. And I wonder: how have we now been prepared to move forward in life through the readings and discussions and experiences that were initiated on May 26 2020 when the collective consciousness of an entire globe had to stand still and be emotionally, mentally, psychologically and spiritually arrested by what we saw. And now, approximately one year later, how do we move forward? Justice has been served in one case, but what's really changed? (NOTE: If you think the liner notes are too long, you can delete this last sentence: There are so many other moments in time yet to come. Only time will prove whether or not we've learned a lesson. And just how far we've actually moved the needle.)
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
The Derek Chauvin verdicts reminded me of the words of Dr. King, when he said, “Forgiveness is not an occasional act. It is a constant attitude.” I really can’t think of anything else to add to that statement, except that Black folks are constantly having to forgive… to live. We have to forgive the people who still don’t value our lives in order that we can go on with life and somehow overcome unimaginable emotional, spiritual, mental, and psychological stressors that are part of the everyday lived experience of Black folks.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
Shortly after the Derek Chauvin verdicts were read, Keith Ellison, the Attorney General of Minnesota, was giving remarks, extending appreciation, and making observations about the work of this coming generation. And I couldn't help but notice the team that was behind him. I think approximately half of the team were white males, and the other half of the team were men and women of color. And it just kind of stopped me in my tracks. This is what diversity, inclusion and belonging looks like and should be about.
Links: www.doctoranita.com https://www.linkedin.com/in/anita-polite-wilson
Unless we can all find the place where we belong, unless we can all find the cause that we belong to, and that we feel belongs to us, there's really no point. There's really no hope for any kind of justice unless we can belong to each other. And unless we can find the cause, to which we all belong.
Let's Connect - https://www.linkedin.com/in/anita-polite-wilson-ph-d-ipec-cpc-77695b/
Wrapping up the month’s focus on mental health and wellness, In her “Real Conversations with Dr. Anita” she learns about the impacts of bi-polar disorder on those who manage it and the people who try to love them with subject matter expert Dr. Cheree Montgomery
Let's Connect - https://www.linkedin.com/in/anita-polite-wilson-ph-d-ipec-cpc-77695b/
Continuing the dialogue about Kanye West in this second episode of “nSanity Check with Dr. Anita” she and her crew explore the real challenges of managing mental health and wellness
Let's Connect - https://www.linkedin.com/in/anita-polite-wilson-ph-d-ipec-cpc-77695b/
Remember when Kayne West declared his run for president? In her “nSanity Check with Dr. Anita” podcast, listen in as she wonders out loud, “Is this crazy, or is it just me?”
Let's Connect - https://www.linkedin.com/in/anita-polite-wilson-ph-d-ipec-cpc-77695b/
Listeners will be introduced to a new voice in podcasts: In her “Keeping It Real with Dr. Anita” hear how it all began, understand the intention for each week’s broadcast, and discover Dr. Anita’s passion for facilitating conversations that matter.
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