Create a subgroup for an organization that you volunteer with that identifies rising leaders and ways to leverage opportunities and responsibilities to promote their development.

Create a reverse mentoring program that enables older, more experienced employees to interact and learn from younger colleagues (e.g., younger hires teach older hires new technologies and older employees impart institutional wisdom).

Create a network of stakeholders who can trust you with information pertaining to disruptive stakeholders. Honor their confidentiality.

Create a list of talking points before holding a critical conversation with a family member or friend who has treated you poorly.

Create a hiring guide for your group. Included DEI related questions during an interview (e.g., "What do you do to ensure that all members of your team feel included and feel their opinions are valued?").

Contribute to or start a discussion thread within a Workplace group.

Consult with your mentor or coach on ways to address a direct report's weakness that impacts output.

Consult with a mentor about building talent management and pipelines, and request referrals to talk to.

Consider and consult with people with disabilities when developing job postings, programs, services and/or policies.

Consider an upcoming decision your team will address. Select an appropriate team decision making process and try it. Afterward, assess how well that process worked.