DELIVERY
Built For Your Room.
Content is rebuilt for your sector, your audience level, and your real situations before delivery. A pre-session consultation is included in every engagement rather than billed on top.
In-Person
2 HOURS
Live facilitation with interactive activities and breakouts. Questions answered in the room as they come up, and live Q&A at the close. Best when the topic is uncomfortable and people need to see each other's faces.
Live Virtual
1.5 HOURS
Companywide or single-team facilitation on Zoom or your platform. Same interactive activities and breakouts, real-time questions, camera-optional Q&A at the close. Built for hybrid and distributed teams.
Sessions can also be recorded and licensed for self-paced use, so people who join your organization later get the same training. We manage enrollment and completion tracking.
CAPABILITY
What We Train On.
These are areas, not a catalog. If the outcome you need sits inside them, the session can be built for it. Examples below are topics we have delivered, not the limit of what we deliver.
Leadership Development &
The Future of Work
What human-centric decision-making actually looks like, and the people skills leadership now requires. Grounded in the disruptions that got us here and the expectations coming next.
DELIVERED
Future of work and new expectations of leadership · Human-centric decision-making · Courageous leadership · Leading through change · Emerging leaders development · Leadership decision-making and performance evaluation
Emotional Intelligence &
Self-Awareness
The 4 Core Elements of Emotional Intelligence, self-awareness, self-management, social awareness, and relationship management, and how to develop each one rather than just name them.
DELIVERED
The 4 Core Elements of Emotional Intelligence · Recognizing and adapting to communication styles · Empathy and perspective-taking · Active listening · Adversity and resilience · Building your professional presence at work
Courageous Conversations & Psychological Safety
Creating comfort around uncomfortable conversations. Employees are unsure what they can say. Managers are unsure how to respond. Both leave with language they will actually use.
DELIVERED
Facilitating a safe space for courageous conversations · Difficult conversations · Proactive and courageous conversations, as a multi-session series or a single condensed session · Conflict navigation · Building psychological safety
Cultural Awareness &
Cross-Cultural Collaboration
Cultural awareness as a working skill rather than a concept: how personal values, biases, and lived experience shape workplace relationships across cultures, functions, and geographies.
DELIVERED
Cultural dimensions and cross-cultural communication · Empathy and perspective-taking across difference · Active listening and inclusive communication · Navigating cross-cultural conflict with sensitivity · A personal action plan for continuous cultural competency growth
Manager & Supervisor Effectiveness
The tier most organizations under-invest in. First-time supervisors through experienced middle managers, on the parts of the job nobody trained them for.
DELIVERED
First-time supervisor foundations · Middle manager development · Performance conversations and feedback · Delegation, priorities, and accountability · Leading a team through change · Recognizing and adapting to communication styles
Inclusive Leadership & Bias Awareness
Regardless of ethnicity, gender, nationality, or background, we are all subject to unconscious bias. This is the work of noticing it in your own decisions and finding language to name it when you see it in someone else's.
DELIVERED
Unconscious and implicit bias in the workplace · Recognizing and addressing microaggressions · Bystander allyship and what to say in the moment · Inclusive leadership practice · Managerial bias in performance management
Multigenerational Workforce & Generational Competencies
For the first time, up to five generations work side by side: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. The differences, the myths, and what actually works.
DELIVERED
Generational competencies across five generations · Recruiting, engaging, developing, and retaining across generations · Gen Y and Gen Z differences and shared ground · Multigenerational team cohesion
Hiring, Interviewing & Performance Management
The two moments where bias costs the most: who gets hired, and who gets rated highly. Built on real case scenarios rather than theory.
DELIVERED
The hiring manager's role in the recruiting process · The do's and don'ts of interviewing effectively · Standardized candidate evaluation · Sourcing talent while keeping the process competitive · Confirmation, gender, and affinity bias in performance reviews · Objective criteria and structured evaluation frameworks
Not seeing yours? Most engagements start with a problem rather than a topic. Describe the behavior you need to change and we will tell you honestly whether it is something we should build.
Any of these can run as a single session, as a progression across sessions, or with short reinforcement modules between them for organizations that want the learning to keep going after the room empties.
PAST PERFORMANCE
Booked Again, In Very Different Rooms.
The clearest signal in training is not the first booking. It is the second, from the same organization, after they have read the participant feedback from the first. These four came back, and they have almost nothing in common: a federal aviation authority, a disability services nonprofit, an enterprise software company, and an education products manufacturer.
7
FAA engagements
Across five offices and lines of business, over 3 years.
5
Las Trampas sessions
Companywide training delivered across 4 quarters for a disability services nonprofit.
3
Yardi sessions
One in person and two virtual, completed across 2 years.
2
Lakeshore Learning engagements
Three years apart, both commissioned by the same COO.
And the range around them.
Federal & public sector
NASA, the EPA, Health and Human Services including the Office of Inspector General, USDA Food and Nutrition Service, Customs and Border Protection, the Bureau of Reclamation, and the City of Sacramento. Space, environmental protection, public health, food assistance, border enforcement, water management, and municipal government, each with its own vocabulary and its own constraints.
Regulated & technical industries
Biotech and medical devices at Inflammatix. Real estate investment at Berkshire Residential Investments. Consumer lending at Oportun. Sporting goods manufacturing at JR286. Plus banking and credit unions, insurance, energy and utilities, healthcare REITs, and enterprise software.
Entertainment, consumer & retail
Music and entertainment at Interscope Geffen A&M and Universal Music Group. Streaming at Spotify. Direct-to-consumer beauty at Madison Reed. Apparel and retail at Lands' End, Dolce & Gabbana, and LT Apparel. Franchise ownership at McDonald's. Fragrance at Creed.
Nonprofit, union & membership
SAG-AFTRA, the Rainforest Alliance, the YMCA of the USA, NCMA, the Kataly Foundation, and Echo Horizon School. Entertainment labor, global conservation, community health, federal contract management, philanthropy, and K-12 education.
Sessions and keynotes have been delivered across the U.S., the E.U., and Africa. Dr. Tana M. Session, JD, teaches leadership development at the African School of Governance in Kigali, Rwanda, and delivers leadership development and employee development programming for African companies and public sector organizations.
THE PROCESS
What Happens Around The Session.
The 90 minutes in the room is the visible part. Most of what makes a session land happens before and after it.
We ask what you are actually trying to change.
01
Not which topic you want. What behavior needs to be different, who needs to change it, and what has already been tried. That conversation is included in the fee, not billed separately.
The session gets built for that.
02
Content, examples, and activities are rebuilt around your sector and audience level. A session for 30 franchise owners is not the session for a federal regional office.
Live facilitation, with people practicing.
03
Real case scenarios, role-play with actual language, interactive activities, video, and live Q&A throughout rather than saved for the last five minutes. Participants are expected to contribute, not consume.
Materials that outlive the session.
04
A proprietary one-page handout of the key concepts. A link to the Harvard Implicit Bias Assessment for reinforcement afterward. A curated resource list spanning videos, documentaries, podcasts, books, and articles for people who want to keep going.
Feedback, and a question.
05
A post-session survey that also asks what people still want to know, so the next session answers it.
AUDIENCE
Built To The Level In The Room.
The areas above are subjects. This is who they get built for. The same subject lands differently on a first-year analyst and a division head, so where one session will not do it, content runs as a progression and nobody sits through the same introduction twice.
Early Career
Professional presence, communication, collaboration, and taking ownership of performance. Beginner through advanced, for people in their first working years.
Supervisors & Middle Managers
First-time supervision through leading a team under change. The tier most organizations under-invest in and most often ask us for.
Senior & Executive
Decision-making, performance evaluation, and the people skills leadership now requires. Often paired with executive coaching rather than delivered as a standalone session.
IN THEIR WORDS
What Participants Said.
“The information you shared was stellar. I have sat in several such trainings during the course of my career, and I find that your training is always current, relevant, and relatable.”
Ro Jain
VP of Factory Compliance, Product Integrity & Quality, LT Apparel
“Thank you for today! The session was great. Everyone appeared to really appreciate the information and dialogue! I could barely keep up with the chat box. There were numerous thank-yous and expressions of appreciation for the session.”
Renee Wootson
Mission Support Division, U.S. EPA Region IV
“Working in a law enforcement agency, we don't often get this type of training and this is very refreshing. We are very much enjoying the presentation.”
Javier Larios
Section Chief, Los Angeles Field Office, U.S. Customs and Border Protection
“Thank you so much for such an enlightening and informative webinar. I learned so much that I don't know where to begin.”
Sabriena Gibbs
USDA Food and Nutrition Service, Southeast Region
QUESTIONS
Before You Book.
Do you only train on the topics listed?
No. Those are examples of work delivered, not a catalog. Most engagements begin with a problem rather than a topic: a manager tier that is struggling, a hiring process producing the same candidate every time, a team that has stopped talking to each other. If the outcome sits within leadership development, emotional intelligence and self-awareness, bias and inclusive behavior, hiring and talent practices, manager capability, or early career development, the session can be built for it.
How long is a typical session?
Two hours in person, 1.5 hours live virtual. Multi-session programs run as a series, typically bi-weekly, and are sized to the group. Sessions can also be recorded and licensed for self-paced use afterward.
How customized is it, really?
Content is rebuilt around your sector, audience level, and real situations before delivery, and a pre-session consultation is included in every engagement rather than billed separately. The same subject delivered to franchise owners, a federal regional office, and a biotech leadership team is three different sessions.
What do participants leave with?
A proprietary one-page handout of the key concepts, a link to the Harvard Implicit Bias Assessment for reinforcement afterward, and a curated resource list spanning videos, documentaries, podcasts, books, and articles for anyone who wants to go further.
Can you train a whole organization, including future hires?
Yes. Sessions run companywide or team by team, and where the training needs to reach everyone over time, the live session can be recorded and licensed for your organization with enrollment and completion tracking managed for you.
Who facilitates?
Dr. Tana M. Session, JD facilitates every session personally. She holds the PHR, GPHR, and SHRM-SCP certifications, is an official LinkedIn Learning instructor, teaches leadership development at the African School of Governance in Kigali, and has facilitated for federal agencies including NASA, the FAA, the EPA, USDA, and Customs and Border Protection alongside Fortune 500 companies, unions, and nonprofits.
Do you deliver outside the US?
Yes. Sessions and keynotes have been delivered across the U.S., the E.U., and Africa, virtually and in person.