Para equipos de RRHH, Personas y Cultura y L&D en agencias de la ONU, ONG y organizaciones internacionales. Impartido en inglés, francés y español, de forma presencial, virtual o combinada, en más de 50 países.
La confianza de equipos directivos en
WHO · UNICEF · UNOPS · UNHCR · Airbus · Chanel · LinkedIn · Orange
Un recorrido, no solo una capacitación
La mayoría de las capacitaciones en liderazgo se quedan en la toma de conciencia
Los equipos de hoy son más diversos y cambian más rápido que nunca: generaciones, culturas y formas de trabajar distintas.
Las personas salen de la sala inspiradas, y nada cambia en cómo lideran a su equipo el lunes siguiente. Este programa está diseñado para organizaciones que ya superaron esa etapa. Ya saben que el liderazgo inclusivo importa. Lo que necesitan es una forma de traducirlo en práctica de gestión diaria durante los meses que toma consolidarlo, y una forma de demostrarle a su junta directiva, a sus donantes o a su dirección que está funcionando.
¿Qué es el liderazgo inclusivo?
El liderazgo inclusivo es la práctica de crear las condiciones para que personas con antecedentes, perspectivas y formas de pensar diferentes puedan contribuir, manteniendo expectativas claras y decisiones eficaces.
En Shiftbalance lo entendemos como un conjunto de comportamientos de gestión observables, no como una mentalidad o una declaración de valores. Se manifiesta en quién habla primero en una reunión, cómo se maneja el desacuerdo, cómo se recibe la retroalimentación, cómo se toman las decisiones, y si la responsabilidad y la seguridad psicológica pueden coexistir.
“El liderazgo inclusivo no es lo que crees. Es cómo lideras.”
Diseñado para el momento que atraviesa su organización
La mayoría de las personas no son ascendidas porque sepan gestionar personas. Este programa encuentra a los mandos medios donde realmente están.
- Mandos medios ascendidos por su experiencia técnica que ahora necesitan un verdadero conjunto de herramientas de liderazgo de personas.
- Una reorganización, reestructuración o transición de liderazgo que está cambiando la forma en que trabajan los equipos.
- Un diagnóstico de seguridad psicológica o de compromiso que ha revelado brechas concretas.
- Mandos medios que evitan las decisiones difíciles, recurren al consenso por defecto, o dan retroalimentación en una sola dirección.
- Equipos multiculturales, intergeneracionales, neurodivergentes o híbridos que necesitan un liderazgo más adaptativo.
- Una dirección que quiere evidencia de cambio de comportamiento, no solo asistencia a la capacitación.
Por qué nosotras
Práctica, no promesas. Herramientas, no teoría. Evidencia, no solo una sensación.
Four things set this programme apart from a standard leadership course.
01
Un diagnóstico que dice la verdad primero
Antes de que empiece una sola sesión, escuchamos. Entrevistas con partes interesadas y una encuesta rápida revelan lo que realmente está pasando, y el programa se diseña según lo que encontramos, no se entrega listo de fábrica.
02
Práctica, no promesas
Los mandos medios aplican herramientas a situaciones reales de su equipo entre sesiones, y luego regresan a reflexionar sobre qué funcionó, qué no, y qué ajustar.
03
Herramientas, no teoría
Los participantes se llevan tarjetas de retroalimentación, una plantilla de derechos de decisión y una lista de verificación de reuniones neuroinclusivas que pueden usar en su próxima reunión.
04
Evidencia, no solo una sensación
Datos de referencia, objetivos de coaching y una medición al final del programa muestran qué cambió, y un debrief con la dirección señala qué sostener.
Un recorrido de liderazgo, no un taller puntual
Seis etapas llevan a los mandos medios desde la autoconciencia hasta un cambio de comportamiento medible y cotidiano.
1
Diagnosticar
Entrevistas con partes interesadas, encuesta rápida y autoevaluación de cada mando medio.
2
Aprender
Siete módulos aplicados, basados en investigación y situaciones de gestión reales.
3
Practicar
Herramientas probadas en el propio equipo de cada mando medio entre sesiones.
4
Recibir coaching
El coaching individual convierte la autoconciencia en un plan enfocado.
5
Aplicar
Un compañero de práctica entre pares y casos reales mantienen la responsabilidad de los nuevos hábitos.
6
Medir
Los datos previos y posteriores al programa muestran qué cambió, y qué sigue.
Seven modules, one leadership practice
Facilitation comes early, because inclusive leadership is experienced through the everyday spaces managers create: meetings, calls, decisions and difficult conversations.
01
Know Yourself as a Leader
Inclusive leadership starts with self-awareness, not a checklist.
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- Inclusive Leadership Survey: which type of leader are you today?
- Your leadership journey: inclusion, exclusion, power and belonging.
- Personal strengths, blind spots and coaching goals.
- Peer sparring pairs established for the full journey.
02
Facilitation for Inclusive Teams
Run the room so different people can actually contribute.
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- Inclusive meeting design for in-person, virtual and hybrid teams.
- Reading group dynamics, participation patterns and power in the room.
- Engagement techniques that do not privilege the loudest voice.
- Intervening when people dominate, withdraw or disagreement turns unsafe.
03
Psychological Safety with Accountability
Speaking up and holding high standards, at the same time.
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- Psychological safety in practice, from research to everyday habit.
- Feedback, decision-rights mapping and blameless retrospectives.
- Where psychological safety ends and accountability begins.
- Clear behavioural norms without forced conformity.
04
Leading in a Diverse and Changing World
Adapt your leadership to the team in front of you.
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- Power dynamics and whose voice carries more weight.
- Leading multicultural and intergenerational teams.
- Different expectations around hierarchy, feedback and decision-making.
- Diagnosing your own team and choosing a more tailored approach.
05
Neurodiversity and Cognitive Inclusion
Practical adjustments for how different minds process work.
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- Executive function, sensory load, processing time and communication preferences.
- Practical adjustments to meetings, instructions, workflows and feedback.
- Reducing masking pressure and one-directional adaptation.
- Adjustment conversations that do not require formal disclosure.
06
Conflict, Tension and Difficult Conversations
Inclusion is not the same as avoiding disagreement.
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- Recognising productive disagreement versus unresolved team tension.
- Preparing and facilitating difficult conversations.
- Feedback that lands across cultures and generations.
- De-escalation, mediation fundamentals and when to call in outside support.
07
Embedding and Measurement
Make the other six modules survive after the programme ends.
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- Turning behaviours into observable, tracked indicators.
- Manager accountability structures and follow-through cadence.
- Personal and team action plans for the next 90 days.
- Leadership debrief: what changed, what still needs attention, what's next.
Individual coaching
A personalised journey, not just a shared curriculum
Individual coaching turns self-awareness into a focused plan tailored to each manager, not a one-size-fits-all curriculum. Because our coaches and facilitators are based across every continent, delivery adapts to your teams’ languages, time zones and cultural context.
Choose the shape that fits your organisation
The six-month journey is our recommended, transformational format. Shorter formats are available when your context calls for a more concentrated intervention. Every format runs in English, French or Spanish, in person, virtually or blended.
Built by people who have led through real pressure
Shiftbalance has delivered manager and leadership development inside WHO offices navigating relocation, UNOPS teams building new inclusion strategy, UNHCR through large-scale reorganisation, and Airbus Leadership University cohorts across multiple countries.
Across very different environments, the pattern holds: teams move through pressure better when managers can create psychological safety, adapt to different minds and cultures, facilitate hard conversations, and hold people accountable without shutting them down.
Programme lead: Aurélie Salvaire, Founder of Shiftbalance, is a certified PCC coach, HEC Paris graduate, facilitator, workplace mediator and published author with 20 years of experience in People and Culture across UN, INGO and corporate contexts.
“Aurélie is extremely knowledgeable and experienced at developing high energy and engaging training modules for our international leaders. She is very professional in her approach, taking care to develop a programme tailored to the needs of the team.”
Kathryn O’Chieng, Head of HR, WHO Regional Office for Europe
What your organisation walks away with
- Pre-programme stakeholder interviews and/or pulse diagnostic with pattern report.
- Participant self-assessment and individual growth goals.
- Full facilitation curriculum, participant workbook and applied case exercises.
- Manager toolkit: feedback tools, decision-rights template, neuro-inclusive meeting checklist.
- Individual coaching and peer-sparring structure for the flagship journey.
- Post-programme measurement report, leadership debrief and recommended next steps.
- A reusable 90-day action framework to sustain behaviour change.
Frequently asked questions
What makes this different from standard leadership training?+
This programme is built around behaviour change: managers diagnose their own patterns, practise on real cases, receive coaching, test new behaviours between sessions and return with evidence of what happened. Inclusion is not an optional add-on; it is a condition of effective leadership. Individual coaching makes it a personalised journey rather than a shared curriculum alone, and because our coaches and facilitators are based across every continent, delivery adapts to your teams' languages, time zones and cultural context.
Is this only for managers already interested in inclusion?+
No. The programme is designed for managers who need to lead diverse teams effectively, whatever language they currently use for that challenge. It is practical, non-shaming and focused on what works in real teams.
Can the programme run across languages?+
Yes. Shiftbalance facilitates in English, French and Spanish and can work with local co-facilitators in additional languages. Parallel-language cohorts can be designed for multinational organisations.
How do you support accessibility?+
We adapt materials, facilitation methods and participation options to the needs of the cohort, including participants with hearing, visual or other access requirements. Accessibility is discussed during programme design, not left to the day of delivery.
How is impact measured?+
Through a pre-programme diagnostic, participant self-assessment, individual goals, observable behaviour experiments, pulse measurement and a post-programme report focused on what changed, what did not, and what to sustain.
Can this be paired with other Shiftbalance offers?+
Yes. Common extensions include Facilitation Skills and Training of Trainers, Neurodiversity for Managers, Psychological Safety work, executive coaching and AI for HR.
Is the programme virtual, in person or hybrid?+
All three are possible. We recommend the format based on your cohort size, geography, organisational context and desired depth of behaviour change.
Is this suitable for senior leaders as well as people managers?+
Yes. The Executive Intensive can be tailored for senior leadership teams, while the flagship cohort model is designed for sustained manager development.
Let’s talk
If your managers are ready to move past leadership training and into a way of leading that sticks, we would welcome a conversation. Book a 30-minute diagnostic call or request a tailored proposal, and we will get back to you within two working days.
Email us directly at susan@shiftbalance.org
ENFRES
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