Rasmussen Coaching and Consulting

Rasmussen Coaching and Consulting Let's connect.

Inclusive Leadership Coach & HR Consultant

Specializing in:
• Unconscious bias awareness without shame
• Building psychological safety
• Making inclusion a daily habit

Ready to lead with confidence and create cultures that stick?

✨ Leadership isn’t about titles. It’s about how you show up—for yourself and for others.That’s why I created the EQUIP F...
09/09/2025

✨ Leadership isn’t about titles.
It’s about how you show up—for yourself and for others.
That’s why I created the EQUIP Framework: a 5-step process designed to help leaders, entrepreneurs, coaches, and change-makers create meaningful impact from the inside out.
Here’s the journey 👇
1️⃣ Empowered People Empower People
2️⃣ Questioning Bias Creates Growth & Revenue
3️⃣ Understanding Psychological Safety Unlocks Untapped Potential
4️⃣ Impact vs. Intent: Why the Difference Matters
5️⃣ Progress Over Perfection Drives Real Change
Over the coming weeks, I’ll be diving deeper into each of these steps—sharing stories, tools, and reflections you can use in your own leadership and life.
🌟 Whether you’re leading a team, running a business, coaching clients, or simply showing up as the best version of yourself—the EQUIP Framework will help you grow with authenticity, inclusion, and impact.
👉 Swipe through the carousel to explore the five steps, and follow along as I break each one down in the coming weeks.

09/05/2025

Why do most leaders still struggle with inclusion after DEI training? 🤔
Because we’re teaching the wrong things.
We’re focusing on:
❌ What words to avoid
❌ Legal compliance
❌ Surface-level awareness
Instead of:
✅ How to genuinely connect across differences
✅ Building cultural humility
✅ Creating psychological safety
✅ Developing authentic curiosity about others
The result? Leaders who know what they “should” say but still don’t know how to create environments where everyone thrives.
Real inclusion work is inside-out, not outside-in.

09/04/2025

To establish a high-performing team, it is imperative to create an environment in which individuals feel secure and encouraged to express their viewpoints. This involves cultivating a culture that respects and values every team member's contributions, promotes active listening, and assures that all ideas are welcomed and taken seriously.

When members of your team feel safe to articulate their thoughts, they are more inclined to share innovative solutions, address concerns, and collaborate effectively, thereby enhancing the overall performance and success of the team.

- Our new Amazon Bestseller, Inspirational Leadership Quotes, Finding The Courage To Lead, is more than just a collection of quotes; it serves as a heartfelt guide for transformation. Each page inspires you to embrace new perspectives, strengthen determination, and ignite action. Learn more by clicking the link below.

https://lnkd.in/eT5HKFnV.

09/04/2025

🎯 Hot take: Most DEI training is broken.
Here’s why traditional approaches fail:
❌ Focus on what NOT to do instead of what TO do
❌ Create fear instead of confidence❌ Check boxes instead of changing hearts
❌ Make inclusion feel forced instead of natural
Real talk: Inclusive leadership isn’t about walking on eggshells. It’s about becoming the kind of leader people genuinely want to follow.
When you transform your leadership from the inside out, inclusivity stops being something you “do” and becomes who you ARE.
✨ The difference? Leaders who people trust with their authentic selves vs. leaders who people perform around.
Which kind of leader do you want to be?

09/03/2025

Inclusion isn’t just the right thing, it’s the smart thing!

That’s why I call it the Inclusive Advantage.

👉 If you’re ready to tap into it, DM me Advantage and I’ll send you my Inclusive Advantage Leadership Guide.

09/01/2025

Unpopular opinion: Most diversity training makes teams LESS inclusive.
I know this sounds backward, but hear me out…
Traditional bias training often:
❌ Creates defensiveness and guilt
❌ Focuses on what NOT to do (without alternatives)
❌ Treats inclusion as a one-time event, not an ongoing practice
What works better:
✅ Skills-based leadership development
✅ Creating systems that naturally amplify diverse voices
✅ Measuring behavioral change, not just awareness
Inclusion isn’t about perfection—it’s about building capabilities.
What’s your experience with traditional diversity training? Did it change actual behaviors? 🤔

08/31/2025

IMPACT VS INTENT - WHAT’S THE DIFFERENCE AND WHY IT MATTERS 💫

Here's the leadership truth that changes everything: Your intent doesn't determine your impact—but your response to that gap does.

I've watched brilliant leaders lose their best people not because they meant harm, but because they defended their intent instead of addressing their impact.

When you master the Intent vs Impact dynamic, you discover that:
✅ Apologizing for impact doesn't diminish your character—it builds it
✅ The most trusted leaders are those who listen when their impact misses their mark
✅ Your team's experience of you matters more than your explanation of you
✅ Growth happens in the space between "I didn't mean to" and "How do I do better?"

I've seen executives transform their entire organizational culture by asking one powerful question: "Regardless of what I intended, what impact did I have?"

The leaders who truly change lives aren't those who never cause harm—they're the ones who have the courage to face the harm they didn't intend and choose growth over defensiveness.

Your intent matters. Your impact matters more. But your response to the gap between them? That's where authentic leadership is born.

Ready to turn those uncomfortable moments into opportunities for deeper connection? Let's explore how mastering Intent vs Impact elevates your leadership legacy.

08/30/2025

The moment someone stops speaking up in meetings, you've lost something valuable.

I see this happen all the time—a team member shares an idea, gets shut down or ignored, and then goes quiet. Maybe for the rest of that meeting. Maybe for weeks.

That's psychological safety disappearing in real time.

Leaders often ask me: "How do I get my team to be more innovative? More engaged? Why aren't they bringing me problems before they become crises?"

The answer usually starts with one question: Do your people feel safe to speak up?

Here’s the thing: Diverse teams with high psychological safety outperform homogeneous teams by 35%. But only when people actually feel safe to bring their whole selves, perspectives, and ideas to work.

What's one way you've created safety for someone to speak up? I'd love to hear about it in the comments.

08/29/2025

UNDERSTANDING PSYCHOLOGICAL SAFETY UNLOCKS UNTAPPED POTENTIAL 💡

I've learned something profound: The difference between good teams and extraordinary ones isn't talent—it's trust.

When people feel truly safe to be themselves at work, something sacred happens. The brilliant introvert finally shares the idea that changes your industry. The junior employee asks the question that prevents a costly mistake. The seasoned professional admits they don't know something—and opens the door to collective learning.

Understanding psychological safety means recognizing that:
✅ Your people's greatest insights live just beyond their comfort zones
✅ Vulnerability in leadership creates courage in your team
✅ The cost of silence is always higher than the cost of truth
✅ Innovation requires the freedom to fail forward

I've witnessed teams increase performance by 40% not because they became perfect, but because they became human together.

Your organization doesn't need more talent—it needs the courage to unlock the genius already sitting in your meetings, staying quiet, playing it safe.

The leaders who change the world don't create followers. They create other leaders by making it safe to think, to question, to grow.

Ready to unlock the potential that's been hiding in plain sight? Let's discover how psychological safety becomes your competitive advantage.

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