Allie is renowned as a master communicator with the ability to inspire business leaders to students of all ages, professional and civic associations, non-profits, government officials and military leadership. He speaks at corporate functions, graduations, educational institutions, church groups and community events.

Early in Allie’s career he was dubbed “The Geek Who Can Speak” based on his technical background and his ability to engage everyone in conversation – from the shop floor to the C-Suite. If you are looking for inspiration and growth, professional or personal, Allie Braswell’s story will touch your heart, stretch your vision and empower you.

Online Courses and Webinars

  • Unconscious Bias & Microaggression
    words of knowledge

    Unconscious bias, left unchecked, leads to frustration when attempting to meet the goals of hiring and retaining a diverse workforce. This webinar will provide guidelines and a framework to overcome these hurdles.

    In today’s global economy, organizations must recognize and increase their awareness of Unconscious Bias, and the impact it has on sustainability. Many organizations have developed and rolled out diversity and inclusion strategies to assist in educating employees about the existence of bias in the workplace. However, the challenge is in how to respond to it. Unconscious bias manifests through microagressive behaviors that lead to microsassaults, microinvalidations and environmental microagression - all of which are indirect or direct expressions of prejudice in the workplace. It is often present in the mid-level management or hiring manager, and can be an impediment to hiring a multicultural workforce.

    Acquiring and retaining quality talent is a challenging endeavor given the current job market, and the fact that we have five generations in our workplaces. While organizations must be deliberate with their efforts to diversify their workforce, they must also be intentional with their efforts to foster inclusive environments. Unconscious bias, left unchecked, leads to frustration when attempting to meet the goals of hiring a diverse workforce. While that is no secret formula or solution, this webinar will provide guidelines and a framework for:

    1. Defining Unconscious Bias, and how it manifests in your workplace and talent acquisition process.

    2. Defining microagressive behaviors and frameworks for responding to them.

    3. Developing and implementing strategies that overcome unconscious/implicit bias.

    4. Everyone is a part of the Creative, Accountable, Supportive, Healthy, Inclusive, Narrative (CASH-IN) that fosters environments so talent has a sense of belonging and purpose.

Workshops & Seminars
Key areas of focus for our workshops and seminars are Diversity, Inclusion, and High Performance.

When organizations have proper training and respect for Diversity, it gives the organization a business advantage, competitive edge, market leverage, and creates high performance. The Power of Inclusion makes a workplace environment where all employees experience equitable opportunity for personal success and feel valued, wanted, and respected.

Featured topics:

  • Globalization

    Globalization provides the opportunity to compatibly integrate differences in people, systems, and cultures to produce highly profitable business operations. Integration involves the recognition and practice of human equality, the creation of globally inclusive business solutions, and the

    design of operations that are global in scope and local in application. The greatest opportunity is to create a globally-inclusive culture that focuses equally on people, performance and profitability.

    The major factor in achieving globalization is leadership. Global Leadership is the ability to competently function across the divergently different value systems of the world.

    The The Braswell Group's Leadership Model™ is from the “inside out” and begins with self-mastery—Developing people; Managing performance; Driving inclusion; and Delivering business results. The competencies associated with the model include the following learning opportunities:

    • Your organization's unique business necessities for globalization;
    • Your unique personal learning opportunities for global leadership—self-mastery;
    • Your ability to manage and facilitate a globally, diverse work force;
    • Your ability to create a globally inclusive culture that functions seamlessly across international boundaries;
    • An individual or team plan for the delivery of business solutions that meet/exceed the expectations of (globally) different customers and markets.

    The objectives of this program are to:

    1. Clearly establish the critical business drivers that are necessary to achieve global business success.
    2. Experience how unconscious perceptions prevent the full utilization of the talents of all employees.
    3. Participate in a team case study exercise to learn how to integrate the Best Practices in managing people and performance, from a global perspective.
    4. Learn your personal cultural competency and orientation and how to expand them to become an inclusive global leader.
    5. Create an action plan which capitalizes on the critical business drivers for higher performance, productivity, and profitability.

    This program is a participant centric learning experience. It is highly interactive and includes individual, dyad, and team exercises. One of the main purposes of this program is to establish a forum where the participants can share their knowledge, learning, and wisdom from their global experiences.

  • Performance and Talent Management for a Diverse Workplace

    The Braswell Group has designed a unique methodology for acquiring, developing, and retaining the best talent available. The two most important factors driving the necessity for human capital are the present Business Paradigm of Human Potential and the demographics of the present and emerging workforce—both domestic and global. Human capital is, not only the source of power in this paradigm, but also, the driving force of new creative products and services, innovative ideas for more effective and efficient functioning, and ultimately, long-term sustainability.

    The foundational principles of the The Braswell Group's methodology for managing the exceptional performance of a diverse, multicultural workforce are:

    • Performance and Talent Management are complementary initiatives
    • High performance involves an integrative approach, inclusive of diversity and inclusion, when implemented
    • Cultural transformation - not just change in practices, processes, and procedures - is a necessity to maximize organizational performance
    • Leadership and management must learn new cognitive and functional skills consistent with facilitating the 21st century workforce

    Based on our 30-year history of working with organizations, The Braswell Group has developed the following methodology to implement performance and talent management for today’s workforce. The Braswell Group provides complementary services and products to help organizations in achieving each of these strategies:

    • Branding for Talent The process of aligning one’s advertised environment for accommodating potential and present employees with the reality of what actually exists. The focus is on those elements involving long-term investment in human capital as the key to sustainability.
    • Generations The integration of new creative ideas and ways of performing with the maturity and wisdom of those with experience tenure. The focus is on reviewing the impact of demographics of the dominant generations, reconciling their corresponding value expectations, and showing how to tap the incredible creativity and innovation across generations.
    • Employee Engagement A high level of motivation, commitment, and passion for one’s work as a result of an employee-supportive environment employee-supportive environment of empowerment, creativity, and inclusion. The focus is on a “complementary pact” between management and the workforce to learn new performance and adaptive skills for continuing success.
    • Social Media/Social Networking The use of social networking, both interpersonal and digital, for cultural transformation, as well as internal and external communications. The focus is on the application of IT for improving the efficiency of performance, the creation of inclusion, and faster service to an increasingly diverse customer base.
    • Inclusion The most important implementation strategy with respect to talent management is the creation of an inclusive, high-performance culture. An employee-supportive workplace where there is equitable opportunity for all employees to experience visible leadership opportunities and personal success.
    • Employee Personal and Professional Development A critical dimension of talent management which includes the roles and responsibilities of employees. In particular, the acquisition of adaptive skills—cognitive and behavioral—necessary to be successful while progressive change of processes and procedures are occurring as well as transformation of the culture.
    • Communications The design and transmission of key messages that support the implementation of performance and talent management, internally and externally. Key messages include their relationship to diversity, inclusion, and high performance; the roles of the leadership, management, and employees; and their contribution to achieving the vision, mission, and overall success of the organization.
  • Cultural Inclusion Assessment

    Many, if not most organizations, are presently concerned with activities, interventions, and measurements necessary to achieve an inclusive culture.

    There are several requirements necessary to achieve these objectives:

    1. A definition of inclusion which is specific, definable, and measurable.
    2. The design of an Inclusion Assessment that is a measurement of this definition.
    3. The design of an Inclusion Index as an "informal" measure to track the progress toward the achievement inclusion; based on the established definition. The recommended Inclusion Index is ten questions.

    The Braswell Group has mastered this three-step process. We have developed a basic Inclusion Assessment which is complementary to an organization’s presently existing performance measurement or employee-satisfaction instrument. The Assessment involves analysis using, not only overall results but also, critical demographic breakdowns, such as ethnicity, gender, level of responsibility, generations, tenure, union/non-union, etc. The demographic breakdowns, as well as the Assessment, are uniquely designed for each organization; consistent with our database.

    The most vital element of the process is the ability to "see" and “understand” subtle, unconscious patterns of exclusion, rather than solely focusing on individual questions. This interpretation is part of a comprehensive report created by The Braswell Group. The source of this report is from a team of diversity and inclusion practitioners with more than 20 years each of experience.

    The recommended interventions are based upon this interpretation and tracked by a subset of questions from the total Assessment corresponding to the most vital elements of the established definition

  • Creating the FuturePerfect Workplace through Generational Differences

    The source of new ideas, new visions, and new ambitious vistas of the future has traditionally come from the idealistic thinking of younger generations. Most Nobel Laureates are awarded their Prizes decades after their ground-breaking work as young revolutionaries in their field of study. This one-day learning experience is designed to learn how to leverage the unlimited imagination of younger generation thinking with the experience and wisdom of the mature generation.

    The various learning experiences begin with the experiential discovery that Generations are more about value preferences than age, culture, or diversity differences. There are however, four major differences in mind-set that distinguishes highly progressive thinking from a more mature, conventional way of thinking—communication styles, receptivity to new technology, learning styles, and receptivity to risk taking. These fundamental differences are explored with the intent of permanently resolving “patterns of conflict” rather than the continual process of behavioral coping mechanisms.

    Resolution obviously creates possibilities for exceptional performance through generational synergism. This objective is achieved through a team case study exercise which clearly defines the values and corresponding practices that characterize the emerging workplace. These values include employee development, operation, and digital proficiency. The inevitable integration of these values in the American Workplace is based upon the Millennial generation being the largest generation of the American workforce.

    The concluding exercise is a simulation exercise which demonstrates that teaming to achieve a specific workplace objective or goal, inherently provides the simultaneous opportunity for personal growth and the acquisition of new professional skills. It is also the most powerful way to integrate informal mentoring as a day-to-day way of operating. Informal mentoring complements a formal mentoring program to create a truly learning organization rather than focusing on 5% to 10% of the organization. This confirming, in conclusion, that generational integrated learning and exceptional performance are not possible without the achievement of a culture of inclusion.

    The Four Modular Learning Experiences Are:

    1. Generations in the Workplace – the opportunity to create magic!
    2. Resolving Differences Across Generations – Realizing that conflicts are opportunities in disguise.
    3. Exceptional Performance through Generational Synergism – Elevating High Performance to the Next Level.
    4. Combining the Vision of Progressive Thinking with the Wisdom of Experience – Creating a Learning Organization Through Informal Mentoring and the corresponding overall objectives are:
      1. Discover that Generational differences are more about value preferences than age, ethnicity, gender, or culture.
      2. Learn that resolving patterns of generational conflict create an opportunity to establish inclusive relationships.
      3. Integrating the values espoused by progressive generational thinking has the potential to elevate teamwork to the next level of exceptional performance.
      4. Creating comprehensive partnerships of Vision and Wisdom through informal mentoring is the key to achieving a learning organization.

  • Resolving Unconscious Bias

    Resolving Unconscious Bias is part of the Inclusive Leadership Series. It focuses on self-discovery—which is the ability to have an in-depth understanding of one’s self. Such self-perception allows leaders and managers to constructively respond to differences and support others through facilitative coaching.
    Facilitative coaching is the ability to guide others through transformation in their thinking; and correspondingly to naturally adopt behaviors that support the growth and development of those they mange.

    The objectives of this seminar are to:

    1. Discover unconscious perceptions and behaviors that prevent the full development, utilization, and advancement of all employees.
    2. Learn how to permanently resolve unconscious patterns of exclusion that result from the perceptions and behaviors above.
    3. Learn the skill of facilitative coaching in influencing others to accept and practice inclusive behaviors.

    As significant demographics—such as ethnicity, sex, and generations—continue to change, so does the expectations and values of workplace personnel. The present emphasis for organizational success is on human capital, recruiting, developing, and retaining the best people available. With this emphasis comes an increasing diversity of young people in terms of work style, thinking style, creative orientation, technological savvy, and most of all, expectations of workplace operation.

    As a result, today’s leaders and managers require an ability to work effectively with a wide variety of personnel characteristics. We define this ability as inclusive leadership. One of the most challenging skills associated with inclusive leadership is the awareness of unconscious biases we all possess based upon our upbringing, and quite often our generational group. Such preferences are simply taken for granted when working with others unless a leader or manager has had the opportunity to reflect on his or her impact on those they manage.

    This seminar provides the opportunity to uniquely discover those preferences that add value to workplace performance and productivity, and those that don’t. It also provides the opportunity to resolve unconscious biases that are the source of ongoing conflict in workplace relationships. Ultimately, the participants learn a personal method for resolving conflict and teaching conflict resolution to others.

    Prior to the seminar, each participant is given a leadership survey to determine their preferred leadership style to learn how subtle preferences are made that unconsciously exclude others.

  • The Inclusive Leadership Series

    Inclusive Leadership - People, Performance, and Profitability

    Inclusive leadership begins with an in-depth understanding of one’s self (self-mastery) and is reflected by:

    • Influencing others in accepting and valuing differences in people, thinking, and processes;
    • Understanding and managing a wide array of people, competencies, and styles for exceptional performance; and
    • Creating an environment of dignity, respect, and equitable opportunity for mainstream participation and success.

    Then attendees progress into understanding and resolving both interpersonal and personal patterns of exclusion (conflict).

    After understanding those patterns, the focus shifts to Leveraging Human Potential and the Foundation for High Performance.

    True transformation occurs by learning and exemplifying the Power of Inclusion and an Employee Supportive Workplace.

    Inclusive Leadership concludes by discussing how to create a Leadership Support System.

    By participating in this seminar, all attendees with come away with new skills in the following objectives:

    1. Resolve patterns of perceptions and behaviors that prevent inclusion.
    2. Show why the achievement of inclusion and empowerment are necessities for high performance.
    3. Learn how cultural exclusion occurs and how to create an inclusive, high-performance organization.
    4. Design specific personal action strategies for leading the achievement of an inclusive, high-performance organization.

    This workshop is exceptionally interactive, hands-on, and focused on real-world business scenarios. It is designed to engage individual, paired, and team participation that focus directly on what you will encounter and how you will respond in anticipation of your future business environment.

  • Creating a Culture of Creativity and Innovation

    Many organizations have processes in place for innovation, but do not equip their key team members with the skills for on-demand creativity , and are missing the processes for linking those creative ideas effectively with innovation processes. As a result, The Braswell Group has developed this highly interactive program to help participants not only develop their own creative skills, but also to support and grow creativity & innovation within their own organizations.

    This highly interactive presentation, using individual, paired and group exercises will give participants:.

    1. An understanding of the difference between creativity and innovation
    2. Specific tools to use upon their return to the workplace to promote their own individual creativity and innovation
    3. A model for key leaders to transform the culture to one that promotes creativity and innovation
    4. Key tips on how to sustain a culture of creativity and innovation

    The seminar presents a wide variety of techniques, methods, and experiential processes for the participants to integrate creativity and innovation into their daily work routine. It also provides with the tools to lead the cultural transformation process to one that truly leverages the creativity of its employees.

  • Cultural Sensitivity in the Workplace

    Given the exponential growth of persons of color in the American work force and the fact that less than 10% of the world’s population is dominantly Eurocentric, cultural sensitivity has become an essential competency for everyone in the workplace. Cultural sensitivity is the ability to respond appropriately to cross-cultural situations from the point-of-view and awareness of the attitudes feelings, and circumstances of others.

    Cultural sensitivity involves the mastery of cultural intelligence, cultural transformation, and cross-cultural skills. This course provides the opportunity for the participants to engage in these three learning experiences in individual, paired, and team exercises. The course is dominantly interactive, experiential learning which deals with real-world workplace scenarios. It includes both case study and video-based exercises that create participant-focused learning.

    The basic premise of the course is that the most profound and permanent learning results from the insights with other participants. Therefore, the various exercises are designed to create lively dialogue, flashes of insight, and most of all fun! For example, one of the team exercises challenges each participant to discover how he or she might significantly expand his or her understanding, influence, and creativity in working in cross-cultural situations. Acquiring these expanded competencies is in direct proportion to one’s openness to others’ point-of-view, learning new leadership skills, and a desire for personal exploration. These are essential learning experiences that are a part of the exercises.

    The overall objectives of the program are to:

    1. Learn the critical skills associated with cultural sensitivity and discover how culturally proficient you are in working in a multicultural environment.
    2. Experience the process of cultural transformation when involved in a cross-cultural encounter.
    3. Resolve your greatest challenge involving interpersonal cross-cultural relationship, communication, or coaching of co-workers.
    4. Acquire the interpersonal skills necessary to work effectively with a diverse, multicultural work force.
    5. Present generalize cultural values (propensities) of the four major American cultural groups as guidelines for appropriate culturally sensitive behavior.

    This learning program is exceptionally hands-on, interactive, and focused on real-world business and organizational scenarios. It is designed to engage individual, paired, and team participation that directly relates to situations participants experience on a day-to-day basis. The program can be presented, with modification, in half-day, one-day, or one and one-half day modes. It can be delivered by The Braswell Group's facilitators or a Train-the-Trainer format.

The Braswell Group, an affiliate of Innovations International, is a full-service consulting firm specializing in personal and organizational transformation.

Our consulting offerings include diversity and inclusion, leadership, high performance, work-life integration, creativity and innovation.

Our consulting services include education and training, personal and organizational surveys, organizational assessments and audits, strategic planning, organizational transformation, executive coaching, and creative design of new materials, concepts, and interventions.

We will...

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Executive Coaching
The Braswell Group provides one-on-one coaching for managers and executives who are ready to take their careers to the next level.

We begin the process by conducting interviews over the phone with you, as well as with your colleagues where appropriate to get as much information as possible. In addition, depending upon your particular area of focus, we have a set of diagnostics that you may take to give us even more information on your strengths and areas for growth.

Based on this data, The Braswell Group then designs a customized coaching program for you which can integrate leadership, work-life balance, creativity or diversity exercises depending on your individualized needs. The program is then delivered to you, one-on-one, by one of our senior consultants over the course of an eight hour day at a site of your choosing. During this session, you will experience interactive exercises, in-depth facilitation, and an opportunity to make quantum leaps in your personal and professional growth.

This one day coaching session is then followed with one-hour coaching conference calls that take place usually at four week intervals. The first is required, while following calls are optional based on your particular needs.r training and respect for Diversity, it gives the organization a business advantage, competitive edge, market leverage, and creates high performance. The Power of Inclusion makes a workplace environment where all employees experience equitable opportunity for personal success and feel valued, wanted, and respected.

Let's talk

We would love to hear from you!