Today I’ve invited my coach – Trudi Lebron – to join us on the Podcast.
Trudi is a Social Impact Business Coach & a Diversity, Equity, and Inclusion expert.
I’d been looking for a guest teacher to train our students on equity-centered coaching & business practices for 2 years. In 2020 I came across Trudi’s work & knew she was our woman. In addition to training our students, Trudy & I have worked together 1-1 over the past 6 months & I’ve come to deeply appreciate her support in navigating equity-centered coaching.
If you are a coach, practitioner, entrepreneur, and/or wanting to be a good-anti-racist-human this is a great episode for you.
In this podcast episode we explore:
- How Trudi moved from the non-profit sector into the coaching space
- Ways the coaching industry is causing harm & some examples from Trudi & my own experience
- The responsibility coach & practitioners have to work equitably & do less harm
- The key practice central to doing well-integrated equity centered work
- Should we consider equity & anti-racism work to be personal development and/or spiritual practice?
- How this work relates to capitalism & setting our prices
About Trudi Lebron
Trudi Lebron is an entrepreneur, coach, consultant, podcaster and speaker working with social impact leaders, and transformative coaches who want to increase the impact of their efforts. Trudi is the creator and head coach of BeABoss a personal and professional development program for Millennial Women of Color, works with entrepreneurs to help them start social impact businesses, and supports social impact executives with leadership coaching, strategic planning, and creating systems and practices to bring alignment between your personal values and the way you work.
Resources we discuss in this Podcast:
- Trudi on Instagram
- Trudi’s Podcast
- Trudi’s free value training
- Equity Centred Coaching Collective
- Feminine Embodiment Coaching Certification
PREFER TO READ // FULL PODCAST TRANSCRIPT
Jenna Ward: So a really warm welcome to, Trudi. Thanks so much for joining us. And as I’ve mentioned already, Trudi is a social impact business coach and has a wealth of experience in the diversity, equity and inclusion space and is really considered an expert. I’ve employed Trudi in my own work so she’s one of my own coaches on this area and in this topic. And I’ve invited Trudi along today to have a chat about these topics. And I wanted to start, Trudi by asking, how did you get into this work and what do you really define a social impact business coach to actually be?
Trudi Lebron: Yeah. Thank you for having me. I’m so excited to be here. So I fell into this work kind of by accident. I had worked in the nonprofit industry for about 15 years after being a teen mom and growing up in an in a city environment where there were just a lot of challenges. And growing up in the non-profit environment and kind of starting your professional career in a nonprofit organization or an NGO, it doesn’t prepare you well for the world of entrepreneurship or business.
And so it’s really easy to come into that world with a big heart and with a desire to create a lot of change and do a lot of good in the world. And some of the things that you pick up when you’re in that world is that, it’s not about the money. You don’t go into that kind of, that line of work because you want to make a whole bunch of money. And there’s this real flavor of we should just be lucky that we have work, and that so many people in the world are really struggling.
And I think it creates an environment where there are just a lot of people, me being one of them at the time that were just overworked and underpaid. And so for years and years I had to work on the side, have side hustles just to make enough money to pay bills and take care of my kids and do all the things that I needed to do. And so I always had a side hustle first. First it was, I was teaching theater when I was fresh out of college because my bachelor’s degree is in theater.
And then it was doing youth development training and more consulting work. But when I got to the point where I knew I needed to leave that industry and be a full-time entrepreneur, I needed to get support to figure out how to do that. And so enter the coaching industry and I hired my first coach and I started getting involved in masterminds and online courses and all that. And it’s another world. For someone who comes out of the nonprofit industry to enter coaching industry even as a consumer was just mind-blowing.
And what I found was that the environment was really, really white. There’s no other way to put it. I was in these mastermind groups where I was noticing that not only was the space not diverse, but that a lot of the things that I had been working on as a professional in the nonprofit industry, it was almost as though those conversations had not crossed over into the world of entrepreneurship. So these critical conversations around diversity, around equity, around systemic racism and systemic oppression, it’s almost no one in the coaching industry was talking about it at all.
And so when I entered this world, I was like, this is a problem. Y’all are way, way behind in terms of social consciousness here. And so I was just really perfectly positioned to start talking about that. Yeah, and so that’s kind of how it all unfolded. I started in the industry just to kind of figure out how to grow a coaching practice or how to grow a consulting firm. And then I realized that there was like a whole within the industry itself that I was perfectly suited to fill.
Jenna Ward: And you do, having worked with you personally, and for those of you, Trudi, also teaches some of this in our coaching certification as well because she has such a powerful way to really lens this work in concise language that really hits the mark. There’s a lot of different people that speak to this space, but I think the way that you speak to it is really grounded and practical and has an immense contribution. I’ve found an immense contribution from it. And thank goodness because the conversation totally needs to be penetrating and infusing and centric to the everyday operating of the coaching industry and how we access so much of our development and growth and support.
And I will absolutely echo your sentiments in a lot of my early training, discussions around diversity or equity, or even just the systemic ways that different groups, whether those groups of black groups or groups of women, how those systemic impacts actually flavor out development when not present in the conversation. I mean, one of the big things that you hear in kind of coaching personal development realms is things like you just transform your beliefs and you’ll transform your life. And then [inaudible 00:05:43] with statements from that. So I’m really curious to hear what are some of the themes or practices that you notice and that you feel are really harmful in the coaching industry?
Trudi Lebron: Yeah. I think you definitely named one of them, this idea that you just like change your beliefs and everything else changes. Also, some of the things that I heard earlier on in my tenor in the coaching industry were things like you just have to put your mindset in the right place and you’ll get all the things you want. And if something is meant to be, it will be. And if it’s not meant to be it won’t. If something didn’t work, it was because you didn’t believe in it hard enough. These kinds of things that kind of really sit in that world of manifestation and the secret, that school of thought.
And also, that are really spiritual by passive, right? It’s just, we don’t have to actually ever address any of the facts if we take this approach of like, well, if the world wants it to happen, if the universe wants it to happen, it will happen. But what that doesn’t account for is all of the ways that statistically we can make really accurate predictions about the ways that people’s life unfold. And so if we say things like, well, if it’s meant to be, it will be, we’re really ignoring all of the history behind the marginalization and oppression of certain groups and also not just history but the very current barriers that exist for some people.
One of the things that I remember early on that is still being taught is this whole the money mindset kind of stuff. No matter what something costs, if you really want it, you’ll figure it out. And those things just don’t, they’re just not real. People’s lives are so much more complex and people’s circumstances are so much more complex to label the reasons why people can access something or cannot access something as just like whether it has to do with whether or not you put your mindset to it. That’s really disrespectful. I think, of just the reality of so many people’s lives
Jenna Ward: And I 100% agree, and it also can bring a real flavor of shame and inadequacy to those individuals who might be in a situation whereby it is more challenging for them. An example comes to mind. We recently had a woman in one of our trainings who identified as being a brown skin girl. So she was from an Indian heritage and we got to our pleasure module and she paused and said, well, with all the colonization of this body that has happened, actually just start know if pleasure is something that I can access in the same way that for example, a white woman in our program might access because there is so much intergenerational story that goes with that undertaking of personal realization.
And so to account for the facts of systematic oppression and those lived experiences is so relevant to actually creating an empowered narrative for what’s possible for her and the different barriers and challenges that she might actually experience. And without naming that, and with having the same kind of finish line or the same standard for everybody which we might think of as being “fair” but which is actually just blindness really sets, it sets people up to feel really inadequate, all right, which is compounding the issue, fair to say.
Trudi Lebron: Yeah, absolutely. And I think the other thing that it does is it lets, I mean, this may sound harsh, but it lets coaches off the hook. It’s a really lazy approach I think, to coaching. Because it allows people to not have to look at their own practice. And in terms of, am I a high quality coach that can hear what people are bringing to me, the full lives and full narratives of what my clients bring to me and serve them equitably. Right.
And ensure, to the extent possible that they are getting high quality coaching and that they are able to achieve good results when we take and perpetuate this idea that like, well, no, everyone has access to the same things and if it didn’t work out, it’s because it’s something about you. It allows people to get off the hook in terms of examining their own skill as a coach and their ability to create space and hold space for people and move people through a process.
So I think that’s the other part of it that can be really uncomfortable for coaches to kind of have to look at. But I think it’s critical to the industry as a profession and also to the millions of people who are engaging in coaching relationships every single day that are bringing unique stories and unique personal journeys into coaching who really deserve to be heard and deserve to be held. So I think it’s really important that we’re looking at this a little bit more deeply.
Jenna Ward: And I can very much, I’m a white coach myself, I can very much relate to that feeling of uncertainty when I realized a lot of the blind spots in my own coaching skillset and very typical fragility. It was like, this is this whole world, that coming from a really privileged white background with a lot of intergenerational wealth, I’ve never really had to name or explore. And I’ve been encouraged to consider as part of my skills as occurred to part of my responsibility in holding a diverse group of women through the work that I facilitate.
So I totally relate with that being a big, “Oh my God, what do I do with that?” And one of the aspects of your work that I loved so much is that, as I mentioned at the start of our call, it’s very kind of practical in a grounded way to actually look at, well, this isn’t some big unknown, of course, there’s a lot for you to unpack but actually there’s a few really clear steps that you take.
And as I’ve taken those steps through different forms of work, including my coaching with you it’s become really clear that actually just a few things that really need to be done, they need to be done consistently and as a practice. And one of the aspects of your work that I love so much is the naming and the centering of values as a deeply important anchor, for really defining how you’re going to work and how you’re going to communicate that work. So I would love to hear a little bit from you about why you feel it’s so important for coaches to identify and name their values and what naming those values then enables us to do as a result.
Trudi Lebron: Absolutely. So one of the things that I learned really early on in being a facilitator for anti-racism and diversity equity and inclusion was that if I go into a space to teach some of the stuff and the people in the room don’t value it, you know what I mean? Or it’s not connected to something about them personally, it stays very conceptual. So it’s really easy for work around diversity, equity, inclusion, all these things to be things that are about justice and broad what’s right, and what’s wrong with the world and how we create more equality or equity.
It’s really up in the air, like ideas, right? And one of the biggest criticisms of the industry has always been, and when I say biggest criticism, I’ve been doing this work for about 15 years. And it has always been one of the biggest criticisms that the work is too ideological and conceptual. And so what I have found is that when people can connect to their values first and not what their values should be because they think that their values should be XYZ because they’re a business owner.
I can’t tell you how many folks I work with for the first time we have a conversation about values, they say things like, we value excellence, for example, and we value efficiency or things that are very corporate-y. And so they think that these should be their values. Not that they don’t think they’re important, but they’re more of like what sounds and what sounds professional. And when we really dig in, what we find is that those are actually aren’t what people value.
What people value are things like love and relationships and community, and those kinds of things. And so when we can get really deep and really connected to why we do the work we do, then thinking about how that work translates to different communities of people becomes really, really important. And so having conversations that are anchored in values that have to do with, okay, how do you get your work, your critically important work into the hands of people who really need it so that it can be, so that transformative medicine can be shared, not just for people who just look like you, but for all people.
Then it crystallizes for people in just a different way. It’s not conceptual anymore. It’s like, oh, what do I do tomorrow? How do I treat my neighbor differently? How do I interact with the folks who work in the local grocery store, for example. And so values, getting really clear on our values gives us this framework for all of the other decisions we make about our business or our life.
And it gives us this, it’s almost, am I in alignment? If I make this choice, is it in alignment with my values? And when we make it personal, again, it’s not about what we think the values should be, but what they actually are, it just creates this liberation for the entrepreneur and allows people to show up super authentically, and it translates to your audience more, and it’s more consistent. It just becomes more of a daily practice.
Jenna Ward: That’s so beautiful. And I 100% agree because I remember we had done this exercise and some of the key values that are really centric to me and my work centered around vulnerability from a place of safety. And also the ability to be expressive and to have different opinions while always staying rooted in being a good human. And as we became clear, or as I became clearer on these values, it actually led to some policy shifts within the way that we delivered our work. Which was, they were policy shifts that I’d had question marks over for ages.
And as you really supported me to anchor those values in, it became obvious what the path of best decision-making was to be in alignment. It just cleaned everything up. I’m curious if you have an example from your own business or life or of your clients where you have seen a similar thing. Where you’ve seen that shift in values actually really informed things on a super practical level.
Trudi Lebron: Yeah. So one of things that I can speak to in my own business is, so my values are community diversity, equity and inclusion. That’s our Jedi value, justice, equity, diversity and inclusion, adventure is really important. And adventure, when people hear that they go, really, adventure? And I’m like, yes, really? Because the work we do is really hard. And so, we have to find ways, places in our life to create fun and boldness and opportunities to kind of experience new things. And the other really important value is self-direction. And so self-direction comes up in our program in a really unique way.
And whereas many coaches, particularly business coaches will teach a pathway or they’ll teach a framework. And they’ll say, this is how you do your launch. This is the way that we teach you to do your launch. And if you do it this way you will have success. And this is the roadmap. We in our program because I believe in self-direction, we don’t teach that. So what we do is help people create their own decision-making pathway. And so we teach concepts around, again, values and what it means to be equity centered in your practice and in your business, we teach those things and we have lots of tools to support people.
But we actually put the decision-making onto the client to say, well, what do you want to do? Do you want to have a six-week launch? Do you want to have a three-day launch? We’re not going to tell you what you should do. We’re going to walk you through making the decisions for yourself because we don’t want to also create this co-dependent relationship. And also there’s many pathways to success. And what’s most important is that you’re finding the one that is for you. So because self-direction is such an important value, it shows up in the way that we coach.
And that would be for many coaches, and I have had business coaches tell me that that’s not the way that I should teach. You know what I mean? The advice is to have a three-step framework, you know what I mean? Something very concrete, but that would be out of alignment for what we value and what we believe. And so because we show up with a method that we teach, which is way more open and flexible and self-directed, we can do it authentically. And it’s very empowering for the clients who are going through our programs.
Jenna Ward: I don’t like being told what to do. So I think I would totally love that. And that’s very honoring of really the essence of what coaching is, which is not necessarily about having the answer and telling somebody how it must be, but in working that self inquiry to discover what’s really true for you so I-
Trudi Lebron: Yeah. And that goes back to this idea about kill as a coach, right. I think that we have this interesting and an unfortunate pattern in the industry of people calling themselves coaches and marketing themselves as a coach, and really they’re a trainer. They are training you in a process. It’s not really coaching. And so, because everyone’s just using the title coach, it creates, I think, a lot of confusion around what people should expect when they go from one program to another.
But I agree with you. I think that coaching is really about helping the clients find their way, being a resource, being a support, a cheerleader, a critical friend, all of those things. And I think we have way too much training and education happening under the title of coaching.
Jenna Ward: I would agree. I would very much agree. And so I’m curious, you described centering these values as a way to really be in alignment with the work that you do and the way that you live your life on every level from interacting with whoever’s at the grocery store, all the way through to how you might run your business. Alignment is a word that is really also very common in spiritual practices and also really common in the personal development industry, this concept of being in alignment.
So I’m really curious, do you see a diversity, equity, inclusion work, any racism work. Do you see that as being related to, or associated with the personal development/spiritual scene? And I’m curious what you feel are the relationships and the relationships between those concepts?
Trudi Lebron: Yeah, I think for me it’s definitely a practice of personal development and to an extent spirituality, absolutely. When folks ask me how to get started in their anti-racism journey. I always say, don’t expect a checklist of, have your diversity statement on your website and here’s how you build a scholarship. And here’s how you measure certain outcomes and demographics. I teach all of that stuff, but as you experienced, that is not where we start. Where we start is who are you? What’s the internal stuff? What are your values?
What are some of the things you learned about race? What are some of the things that you learned about your own identity, your own ethnicity, your own racial kind of awakening? What do you think? What do you feel about those things? Do you have the capacity to hold space for these conversations without becoming too fragile or kind of breaking down? How comfortable are you with discomfort? That is where you start, how you communicate.
And you can’t do some of the more technical aspects of the work effectively unless you do that personal development work first. Because the way that I can best describe it is that you are not ready to hold the work. You can’t hold the responsibility of having a vast diversity of folks in your community if you haven’t done the internal piece, because when you get pushed back or when something breaks down, you’re not going to know what to do. You’re not going to be… The likelihood that you will freak out and have a meltdown is just very high. And take things personally, for example.
We see that stuff happening all the time, where people make a mistake and they get called out and then they’re taking down posts and going on, they’re shutting down their Instagram pages. An they’re having to do this because they don’t know what to do because they have not done that internal piece. So the personal development work is critical. Who do you want to become? Just like with anything else, right? You have to become the person that can hold the responsibility, and can create some of the out some of the outcomes that you want.
And then in terms of spirituality, what I think about spirituality is that anything that is critically important to you can be a spiritual practice. I believe that we are all here to achieve the highest version of ourselves that we can become and to contribute to that journey and other people. And so we can’t do that unless we’re thinking about how we reach all people. It’s not like, how do I just help people who look like me, or who live in my community, or who have similar upbringings.
If you have a mission and a purpose, I think there’s a responsibility to figure out how to leave the world a little bit better than what we found it. And I think that to me that is a spiritual quest. And it’s not the kind of thing that you just write a check for to get a tax break. But it’s something that becomes, that if you let it, it can be an everyday practice.
Jenna Ward: And I would agree to the point around the personal growth and the resilience and the integration required within you as a human to ride the different waves of reckoning and insight and challenge and requirement. You need to be a good human who’s integrating to become an even more good human to actually do this work. And I think one of the key things that really supported me in investing towards that was getting really clear about, and I think this is a theme for many coaches.
Getting really clear that I can have the best of intentions and still actually be doing a lot of harm in the way that I operate or make decisions or set policies or invest my money and how I be a human. I can have the best of intentions and still be actively contributing to harm, unless this is an important aspect of how I operate as a human. So I can really relate with that on a spiritual and also a personal development level as well.
Trudi Lebron: Yeah. One of the most important things to accept and to kind of integrate is, that there is a difference between intention and impact. And that we have to be responsible to some extent for both of those things. It’s not enough to say, well, that wasn’t my intention. We can say it wasn’t my intention, and I created that impact. You know what I mean? And so, I have some responsibility in repair. And just that, is really challenging for people. Especially for people who want to just kind of say, you create your own reality.
I don’t have any obligation to what happens on your side. And that’s not to say that we’re responsible for every little thing. People have ownership and obviously we have to be personally responsible for ourselves. And we live in community with other people, We are social beings. We cannot live and thrive on our own. And I certainly, for me, I want to live in a world where we care about that. We care about the impact that we have on each other.
Jenna Ward: I deeply agree. And I see that impact between each of us individually, but also that impact in terms of how we live on this earth. Because while none of us might intend to actively be destroying and killing the mother earth that we live on, as a result of a lot of these systems we are despite our best intentions, our action and our actual outcome is that we’re destroying the environment around us. And I feel a lot of that relates to this.
A lot of that relates to the capitalistic cultures that we live in, the disembodied cultures that we live in, the racialized and racist cultures that we live in. And I’m curious how you see this work around diversity, equity and inclusion, how that intersects or relates with capitalism. And if there’s anything in your teachings around capitalism.
Trudi Lebron: Yeah. That’s something that we’ve been talking about more and more. I’ll say that to me the goal of DEI work in anti-racism work is about life outcomes. I want to stress that like every opportunity that I can because it’s really easy to think about the work is about creating nicer white folks, for example. Or just having better one-to-one interpersonal relationships, and that’s important. But the bigger goal here is actually life outcomes for black and brown folks all over the world. Right.
And the fact that right now we can accurately predict life outcomes for people of color, black and brown folks, indigenous folks, based on where they live in the world and their race. And that is a result of systemic racism. That is it. And equity work, anti-racism work. The broad goal is to disrupt that is to create circumstances where despite what someone’s identity is and despite where someone lives, they can accomplish whatever they want in their life. And there’s no systemic barrier in the way.
They have equitable chances of doing the things that they want to do. And I think that, I know that that can sound really grand and for any individual listening to that it can be a little overwhelming to be like, how can I do that? But it’s about how we contribute just in our work. So if every coach thought about, how do I get my best coaching to people equitably, then we would be moving the needle a tremendous degree. Right. So part of that is about this idea of capitalism. And that’s a loaded term and that’s a loaded idea.
I am a business coach. I do teach people how to make money. I make plenty of money. I believe that more good people need to make more money so that we can do more good things with it. I think that’s really, really important. And one of the bigger problems with capitalism and this culture more and more, more. More power and more money is that that has often come at the exploitation of others. And that is one of the most important things to recognize. Is that we can be good stewards of wealth.
And make lots of money and employ people and pay them good salaries, and be good employers and have good policies for people to have things like maternity and paternity leave or caregiver leave and paid sick time. And all of the things that we can do when we have employees, for example. Or we can take the approach to our business of, I’m going to minimize expenses as much as possible, pay people as little as possible. Keep as much money as possible and do a new whatever I want with it.
It’s how we orient ourselves into our businesses and into the wealth that we earn that really makes the biggest difference. And so, when we take the approach of being equity centered and really prioritizing justice, equity, inclusion, anti-racism, it causes us to make different decisions about how we hire, how we pay, how we work with contractors, what we charge, whether or not we have accessible programs, or whether we double our rates every quarter. When we’re making decisions that are in alignment with our values, we make different decisions.
Jenna Ward: And to put that into real context, I remember back in 2017 verging into 2018 when I was just beginning to realize there was this gaping hole in my coaching skills around diversity, equity, inclusion. At that time, I had an offshore VA who I was playing only a proportion of what I would have paid if she was working with me in my actual, in the country that I was living in.
And it had honestly never occurred to me that that was an oppressive business practice because that’s what everyone did in my industry. And that is one of the simple examples that I’ve totally experienced where you’re naming some of the oppressive business practices where my wealth can be created on the shoulders and on the oppression off people who don’t have the same opportunity. Yeah. That is not-
Trudi Lebron: It’s important that we’re really being critical of those teachings, right. Because the fact is, is that there’s nothing necessarily fundamentally wrong with like hiring someone who doesn’t live in the country that you live in. However, oftentimes what you’re doing is hiring a company that you’re paying very little to, and that they’re paying even less to the people who are actually the workers. Right.
And so, not asking those questions, not being aware of what the business practices of your contractors or collaborators are could be really problematic, for example. So these are all the kinds of things that we need to be paying attention to.
Jenna Ward: Absolutely. And this individual who was at the time working with us, once this was realized and we were able to re-establish a more appropriate pay level for her based on her skills, not based on her location or her specific identity, was such an opportunity for her to flourish then as her own entrepreneur and business woman. Yeah. So then I’m curious as well, you spoke a little bit in that around pricing, and I know you do really important work but also do work that is well-priced.
And having come from the NGO sector that you spoke about earlier, where it’s like the ability to make a living versus the ability to thrive so that you can be a really good steward of money. I think that’s a really interesting conversation that relates to making sure that your work is available in an equitable way. So I’m really curious about your thoughts on equitable pricing and statements like, it’s not okay to charge a lot or to charge high prices for your work. Which is a statement that I often hear from good really heart-centered women who are aware of the need to do work that centers social justice.
Trudi Lebron: Yeah. I’ve heard a lot of that. I’ve also heard things like you can’t have low price programs if you also have high price programs because people won’t want to pay you the “premium” thousands of dollars to work with you privately if you have offers that are lower cost and more accessible because it will cheap your brand. These are things that people are taught and it is total crap. It is so wild. We have clients who work with us who are multimillionaires, seven and eight bigger businesses that are clients of ours.
Meanwhile, we have a program that costs $50 a month for local brown and black women who work in the nonprofit sector who are just trying to kind of figure out how to transition either out of that field or supplement their income and do some of the personal development work that they really need, that they wouldn’t be able to. They wouldn’t be able to have access to if we were charging thousands and thousands of dollars a month for. So we needed to get away from all of those sayings, those little teaching quotes and just kind of, again, ask ourselves what is in alignment with my value? What are my values? What is the vision for my life?
How do I create that? What’s that my freedom number? What’s the number of revenue I need to generate in order to be able to live in abundance and have the life I want, and also give back and serve the people that I want to serve. What is that number, and how do I get it? You know what I mean? What is the business model that’s going to get me there? And again, the answer to that is rooted in your values and in your vision. Do you want to have a lot of private clients? Do you wanna have a group program? Do you want to have a membership? It’s about coming up with this equation of price, of capacity. Your capacity to serve at that price and lifestyle. And what you’re willing to kind of do.
And then once you have that, the numbers will speak for themselves. You know what I mean? Like what you need to charge will emerge, and then you need to get behind that. You just need to get on board with that and say, that is the vision. This is my purpose. This is my calling. This is how I’m going to create the change. And so, for some people that may be thousands of dollars a month. And for other people that may mean you have one offer that’s $97 and you just have to get a lot of people in it. Right? And all of those business models work, it’s just about finding the right business model for you, and then getting the strategy in place to allow you to execute it.
Jenna Ward: We share a common value that in that there are numerable versions of the path. It’s just what’s going to be more sincere to the way that you were built and the way that you can drive. [crosstalk 00:40:21] So for the women who have been joining us for this conversation and listening in, and who would love to learn more around your work. Where should they go, Trudi?
Trudi Lebron: They should definitely first come and hang out with me on Instagram. So come hang out with me on Instagram. They’re more, doing more teaching, sharing more things, going live, etc. And for folks who are interested in kind of seeing a little bit of more of the behind the scenes of from my training, some of the work that we do, I actually have a free training that people can take around core values. And it kind of gives us a snapshot into what it’s like. What my teaching style is like and what we’re all about. And folks can access that at www.trudilebron.com/corevalues.
Jenna Ward: Beautiful. I’ve taken that core values training, and its great. So I’ll make sure that we have the links with the show notes. And then-
Trudi Lebron: And I do want to say too, that that training is not behind an opt-in wall. You don’t have to sign up for a list. You can just go to the site, get the training and then if you like what you see there’s information there for getting on a newsletter and all that, but there’s no need to kind of put any information out there before you get the information.
Jenna Ward: That’s awesome. I also would love you to just chat a little bit about the equity-centered coaching program that you have, and just sharing with us a little bit about what that is because I feel like a lot of women listening to this conversation, and a lot of past students of our school might be interested in that as well.
Trudi Lebron: Yeah. So for folks who are ready and have noticed that they need a container to really start going more deeper into this conversation around diversity, equity, inclusion, anti-racism for folks who need to either start a practice or continue a practice that maybe they have taken a course with someone or read a book or done something, but they actually need to find a way to like integrate it into their life. We have created a membership program it’s called the Equity-Centered Coaching Collective.
And in that collective, what we do is every month we publish a learning journey for people. So we released a resource guide around one of our themes. Sometimes for example, we started with values, of course, no surprise. And every month we released a new theme that is connected to one element of our framework, and our framework is values of course, culturally responsiveness, social impact to business model and liberatory leadership. And so we kind of break that out every month and offer a small component and some learning journey.
There’s some Q&A, there are opportunities to connect with other pro folks and weekly prompts so that people can actually have some accountability and have some actionable steps for how to apply this in their daily life. And that program is $97 a month. It’s a 12-month membership and it’s a great way to get started if you’re just kind of like, I need to get started. I don’t know where to go. Or I’m working with another business coach that I love, but I’m missing this piece. That is what we created this program.
Jenna Ward: And having been through different versions of your different training and coaching work, I can highly, haven’t joined myself yet, but I can highly recommend Trudi’s work with that. So yeah, know for me that it’s really high quality and really valuable practical implementable work. So I’ll include the link to that as well in the show notes for this episode. That’s all we have time for, Trudi. It has been so wonderful chatting with you today. So thank you so much for your time and for your beautiful contribution to our conversation. So really grateful.
Trudi Lebron: You are so welcome. Thank you for having me.