Love Odih Kumuyi
Love Odih Kumuyi is a Global Diversity and Inclusion, and conflict transformation practitioner. Love is the founder and CEO of the global consulting firm, Unsiloed, where she leads a diverse team of creative problem solvers, coaches, equity, inclusion, and anti-racism educators. Her approach applies lenses of design thinking, psychological safety, and restorative justice to create people-centered solutions that are equitable and sustainable.
Prior, Love held the role of the inaugural Associate Dean of Conflict Resolution at Cornell University where she developed policies and programs that use appropriate dispute resolution tools and bias monitoring data to respond to incidents of bias and discrimination. Love has worked with the U.S Peace Corps and United Nations Development Programs in Africa, the Middle East, and the United States on Peacebuilding and Human rights initiatives.
Love Odih Kumuyi holds degrees in Law from the University of London and Global Peacebuilding from New York University. She is an adjunct faculty at NYU and volunteers on several boards and community initiatives.
The Science Behind Our Practice
Our work is grounded in established methodologies and models of human and organizational behavior, including, but not limited to the following:
The competencies of emotional intelligence (self-awareness, self-management, social awareness and relationship management) account for an individual’s ability to understand their own and others’ emotions and use that information to guide decision-making and action. Research has shown that leaders who master the competencies of emotional intelligence have a distinct advantage.
Positivity & Resilience
The incredible developments in neuroscience research over the last several decades have enabled a greater understanding of how practices that promote positivity and resilience—both individually and organizationally—have a significant and lasting impact on our capacity for creative thinking, productivity, efficiency, empathy, focus and more.
Developed by Richard Boyatzis, the Intentional Change Model underpins successful leadership development programs by supporting an individual or group in intentionally moving through five stages of change that close the gap between a current “real” self and a clearly articulated “ideal” self.
Appreciative Inquiry, developed by David Cooper Rider, is a strengths-based model of analysis, decision-making and strategic change that clarifies the assets and motivations that are an organization’s strengths in order to build or rebuild an organization based on what is working rather than trying to fix what doesn’t.
Resistance and Cycle of Change
People are at their most creative in their resistance. The Gestalt cycle of change maps the critical stages of change that all members of a group must experience in order to optimize success and minimize resistance. Disruption of the cycle manifests in very specific levels of resistance that can be effectively mitigated through intentional responses.
Mindfulness is the awareness that one develops through paying attention to the present moment through your five senses without judgment. In addition to relieving stress and building resilience, even a simple mindfulness practice can significantly expand your range of options in any given moment. Incorporating mindfulness into any process of change or development supports an individual or group by rewiring the brain for more intentional responses and behaviors.
Dynamic Inquiry, developed by Annie McKee and the Teleos Leadership Institute, is a method of discovery that uncovers an organization’s emotional reality–what people care about, what is working well, and what’s getting in the way. The purpose of the inquiry is twofold: 1) to identify underlying issues related to culture and leadership that are helping or hindering implementation of a strategy; and 2) to build ownership and commitment to the mission, vision, strategy, ideal culture and leadership framework among key stakeholders.