Categories:We’ve all learned what’s okay and not okay to say—on teams, in organizations, and in relationships.
Offering different perspectives. Raising concerns. Lending expertise. Collaboration, innovation, belonging, and results all require individuals to be willing and able to speak up. But creating a culture where people are incentivized and rewarded for speaking up isn’t as simple as just saying “speak up”. To address issues early, to reap the benefits of diversity, and to fully unleash talent, we have to examine the role silence plays in our organization—so we can make more conscious decisions about the results we want.
With humor and candor, I examine hard truths about the costs involved with speaking up and how to rewire our well-worn reflexes. Learning outcomes include:
Ways your actions unintentionally normalize silence
How to create clear paths for voice
Strategies for lowering the real and perceived costs to speaking up
Understanding and designing for different wiring
Three dimensions for creating a culture of voice
People like you are underrepresented -• in the industry, meetings, and rooms you're in. But the truth is you’ve long been underestimated. Told to wait your turn, not rock the boat, and follow the rules. But as you watch other people get the opportunities and promotions you want, you wonder what’s missing.
The common advice “just speak up” falls flat if we fail to recognize the silence we’ve learned and the real and perceived costs associated with speaking up. In this session, we shed light on the silence we’ve learned and offer concrete ways to find and use your voice – for the impact you want. Content based on Unlearning Silence (Penguin 2024).
Learning outcomes include:
Feedback is key to learning, growth, innovation and scale. Yet, whether on the giving or receiving end, most people struggle with feedback.
The typical organization response is to focus on teaching (and encouraging) people to give feedback more skillfully and more often. This is important but if the receiver is unwilling or unable to take in the feedback, the interaction will be ineffective.
We think shifting attention to teaching people how to receive feedback is where the gold is.
In this session based on Thanks for the Feedback (Viking 2014), we take a hard look at how we all react to feedback, and how to turn even off-base, unfair and poorly-delivered feedback into real learning and growth.
Learning outcomes include:
Users also viewed these speakers:This website is a resource for event professionals and strives to provide the most comprehensive catalog of thought leaders and industry experts to consider for speaking engagements. A listing or profile on this website does not imply an agency affiliation or endorsement by the talent.
All American Entertainment (AAE) exclusively represents the interests of talent buyers, and does not claim to be the agency or management for any speaker or artist on this site. AAE is a talent booking agency for paid events only. We do not handle requests for donation of time or media requests for interviews, and cannot provide celebrity contact information.
If you are the talent and wish to request a profile update or removal from our online directory, please submit a profile request form.
We’ve all learned what’s okay and not okay to say—on teams, in organizations, and in relationships.
Offering different perspectives. Raising concerns. Lending expertise. Collaboration, innovation, belonging, and results all require individuals to be willing and able to speak up. But creating a culture where people are incentivized and rewarded for speaking up isn’t as simple as just saying “speak up”. To address issues early, to reap the benefits of diversity, and to fully unleash talent, we have to examine the role silence plays in our organization—so we can make more conscious decisions about the results we want.
With humor and candor, I examine hard truths about the costs involved with speaking up and how to rewire our well-worn reflexes. Learning outcomes include:
Ways your actions unintentionally normalize silence
How to create clear paths for voice
Strategies for lowering the real and perceived costs to speaking up
Understanding and designing for different wiring
Three dimensions for creating a culture of voice
People like you are underrepresented -• in the industry, meetings, and rooms you're in. But the truth is you’ve long been underestimated. Told to wait your turn, not rock the boat, and follow the rules. But as you watch other people get the opportunities and promotions you want, you wonder what’s missing.
The common advice “just speak up” falls flat if we fail to recognize the silence we’ve learned and the real and perceived costs associated with speaking up. In this session, we shed light on the silence we’ve learned and offer concrete ways to find and use your voice – for the impact you want. Content based on Unlearning Silence (Penguin 2024).
Learning outcomes include:
Feedback is key to learning, growth, innovation and scale. Yet, whether on the giving or receiving end, most people struggle with feedback.
The typical organization response is to focus on teaching (and encouraging) people to give feedback more skillfully and more often. This is important but if the receiver is unwilling or unable to take in the feedback, the interaction will be ineffective.
We think shifting attention to teaching people how to receive feedback is where the gold is.
In this session based on Thanks for the Feedback (Viking 2014), we take a hard look at how we all react to feedback, and how to turn even off-base, unfair and poorly-delivered feedback into real learning and growth.
Learning outcomes include:
Elaine Lin Hering is a keynote speaker and industry expert who speaks on a wide range of topics such as Build a Speak Up Culture , Unlearning Silence: How to Find and Use Your Voice and Making Feedback Work. The estimated speaking fee range to book Elaine Lin Hering for your event is $20,000 - $30,000. Elaine Lin Hering generally travels from and can be booked for (private) corporate events, personal appearances, keynote speeches, or other performances. Similar motivational celebrity speakers are Heather R. Younger, Lauren Paxton, Shaz Kahng, Danelle Delgado and Barbara Corcoran. Contact All American Speakers for ratings, reviews, videos and information on scheduling Elaine Lin Hering for an upcoming live or virtual event.
We’ve all learned what’s okay and not okay to say—on teams, in organizations, and in relationships.
Offering different perspectives. Raising concerns. Lending expertise. Collaboration, innovation, belonging, and results all require individuals to be willing and able to speak up. But creating a culture where people are incentivized and rewarded for speaking up isn’t as simple as just saying “speak up”. To address issues early, to reap the benefits of diversity, and to fully unleash talent, we have to examine the role silence plays in our organization—so we can make more conscious decisions about the results we want.
With humor and candor, I examine hard truths about the costs involved with speaking up and how to rewire our well-worn reflexes. Learning outcomes include:
Ways your actions unintentionally normalize silence
How to create clear paths for voice
Strategies for lowering the real and perceived costs to speaking up
Understanding and designing for different wiring
Three dimensions for creating a culture of voice
People like you are underrepresented -• in the industry, meetings, and rooms you're in. But the truth is you’ve long been underestimated. Told to wait your turn, not rock the boat, and follow the rules. But as you watch other people get the opportunities and promotions you want, you wonder what’s missing.
The common advice “just speak up” falls flat if we fail to recognize the silence we’ve learned and the real and perceived costs associated with speaking up. In this session, we shed light on the silence we’ve learned and offer concrete ways to find and use your voice – for the impact you want. Content based on Unlearning Silence (Penguin 2024).
Learning outcomes include:
Feedback is key to learning, growth, innovation and scale. Yet, whether on the giving or receiving end, most people struggle with feedback.
The typical organization response is to focus on teaching (and encouraging) people to give feedback more skillfully and more often. This is important but if the receiver is unwilling or unable to take in the feedback, the interaction will be ineffective.
We think shifting attention to teaching people how to receive feedback is where the gold is.
In this session based on Thanks for the Feedback (Viking 2014), we take a hard look at how we all react to feedback, and how to turn even off-base, unfair and poorly-delivered feedback into real learning and growth.
Learning outcomes include:
We are happy to help! Call us to speak with a booking agent about your event or specific speaker request.
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Provide you with the speaking fee to book Elaine Lin Hering or other celebrity appearance fees
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This website is a resource for event professionals and strives to provide the most comprehensive catalog of thought leaders and industry experts to consider for speaking engagements. A listing or profile on this website does not imply an agency affiliation or endorsement by the talent.
All American Entertainment (AAE) exclusively represents the interests of talent buyers, and does not claim to be the agency or management for any speaker or artist on this site. AAE is a talent booking agency for paid events only. We do not handle requests for donation of time or media requests for interviews, and cannot provide celebrity contact information.
If you are the talent and wish to request a profile update or removal from our online directory, please submit a profile request form.
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