27 courses available. Pick the problem in front of you.
Not theory. Not generic leadership advice. Strategy for the moments that decide a career: influence, visibility, feedback, bias, power dynamics.
You've already read the books. Sat through the trainings. Heard the same advice over and over. And you're still asking:
Those are questions about influence.
And influence is what determines everything.
Before
After
Start here. The HBWE equation under every DKA course.
A colleague goes quiet. A strong performer starts missing the one meeting that matters. A message meant as praise costs a night shift two engineers. And the explanation everybody reaches for is the person: burned out, not committed, too sensitive, always been like that.
Managing the relationship that decides your career: the one with your boss.
Almost everyone has finished the sentence "How do I get my boss to...?" This course takes the question seriously, and then looks at the one underneath it.
Leading up means influencing the people who have power over you. For ENRICH Outsiders, the people whose ethnicity, nationality, race, identity, culture or heritage sits outside what their workplace treats as the default, the same move can be read in two different ways, and the cost of that gap shows up in reviews, promotions and access.
Doing strong work with your boss is the foundation. Getting moved up inside that relationship takes three more things: a record the people who decide can see, a voice they hear when it counts, and access to the room where you are discussed.
The employee survival guide for the age of AI. Change is announced twice: first in actions, months early, and then in words, in a memo that only confirms what was decided.
For managers who want their time back and a team that holds up when things shift.
The day you are promoted, your best skill becomes the one you use least. This course is for the person who was good at the work and now has to lead the people who do it.
Most managers do not run out of time because they have too much work. They run out because the work they hand over keeps costing them hours: redone, rescued, sent back, re-taught and rechecked.
Have you ever had a performance conversation with an employee who was shocked or offended by your feedback? Have you reprimanded someone who reacted badly to the reprimand, and whose performance got worse afterward?
The change was decided upstairs. It will be lived on your floor. This course is for the manager who has to lead a change they did not choose: a new system, a merger, a restructure, an AI rollout, a round of cuts.
How you read yourself, read the room, and say the hard thing so it lands.
Reading the room starts with reading yourself. Our emotions shape how we act, react and respond at work, whether we notice them or not. Emotional intelligence (EI, or EQ) is the ability to recognize emotions in yourself and in others, and to use that information to manage your behavior and your relationships.
Reading yourself was the first half. Communication is what happens when other people read you back. The moment you open your mouth, or go quiet, or send an email at 11 p.m., people start reading you, and they do not have access to your intentions.
You know the moment. You walk out of a meeting knowing you did not handle it the way you meant to. Someone talked down to you and you went quiet. You meant to stay calm and the edge came out anyway.
Feedback is the single biggest differentiator between leaders who develop people and leaders who lose them. Done well, it motivates. Done poorly, it destroys trust.
You already know what you meant. The damage starts when you answer the sentence you wished they said. This course trains level-three listening: stand outside yourself, watch you, them, and the exchange, and answer the latent question before the manifest one.
Being understood means the words you send arrive the way you meant them. Understanding means the words you receive mean what the sender meant. Most of us work on one side and ignore the other.
Politics, influence without authority, and agreements that hold.
You own the deadline. The people who have to move for it report to someone else. Charm runs out. Favors get expensive. Escalating every ask makes you look like you cannot run your own work.
Most people celebrate the yes and discover the cost later: missed delivery, quiet resentment, a renegotiation nobody budgeted for. This course is about the yes that holds.
Everybody says "that's just politics" when a decision goes somewhere the org chart did not predict. This course replaces the shrug with a map. It is for managers who need to read decisions they were not in the room for, for leads who raise hard points and want them to land with the right person, and for anyone who has watched a complaint, an alliance or a closed door move work they thought they controlled.
Most people treat promotion as a posting: they wait for the role to go up, then they apply. By then the decision is often already made. This course is about the year before that moment, the answer when it comes, and the next cycle after a no.
Most people drift through the biggest job decision of their career. This course teaches you to decide on purpose: stay and price the terms, grow across or up with your eyes open, or go with a written call you can defend.
Someone with power over you asks, and the yes often leaves before you decide. This course is about the no that lands and still gets you asked again. It is for people who keep saying yes to work that is not theirs, for managers who need a no that holds with someone above them, and for anyone who has watched agreement leave their mouth before they chose it.
When a review calls you abrasive, difficult, or "not ready," the word does not stay in the room where it was said. It gets copied. This course teaches you what to do once the label is written.
You are scored for presence before you have made your point. So is everyone else in the room. This course separates what you choose, what you were given, and what the reader makes of both.
Building, keeping and leading a team that does not look like you.
Cross-Cultural Leadership for Every Manager, Whoever You Are. Organizations count who joins. Whether people stay is decided on your team. This course is for the manager whose best people of other backgrounds keep leaving after a year or two, and who wants to know what on their own team is causing it.
Most are unintentional. Most are small in the moment. Because they are small, they are easy to dismiss, which is exactly how the tax compounds. The course starts where bias becomes behavior: the pathway from a stereotype in your head to a microaggression other people experience, the difference between a generalization and a stereotype, and a question as ordinary as "Where are you from?" You learn the E.N.R.I.C.H.
Unconscious and Implicit Bias, and the Fixes That Work When Awareness Doesn't. Most bias training teaches you to notice. This course is about the part of a decision that never showed itself: nothing flagged at the time, you can explain every choice you made, and the decision still leaned.
Your company cut the program and dropped the word. Your people are still in the room, and who gets heard there was never up to the program. In 2025 and 2026 the programs came down.
Each bundle is a one-time payment with lifetime access to every course in it. New to DKA? Start with HBWE ($197). It is the foundation under every course and is not included in any bundle.
You save $97. Lifetime access.
New to DKA? Start with HBWE ($197), the foundation under every course. Not included in bundles.
Get the bundle
You save $191. Lifetime access.
New to DKA? Start with HBWE ($197), the foundation under every course. Not included in bundles.
Get the bundle
You save $221. Lifetime access.
New to DKA? Start with HBWE ($197), the foundation under every course. Not included in bundles.
Get the bundle
You save $161. Lifetime access.
New to DKA? Start with HBWE ($197), the foundation under every course. Not included in bundles.
Get the bundleAll 27 courses, $6,319 if bought one by one, plus every new course Duane releases while you are a member.
Less than three Flagship courses. Every course and every new release for a year.
Join for a yearBring the full DKA Toolkit library (every course, booklet and workbook, plus new releases) to your managers and teams.
Includes admin progress reports, certificates, and payment by invoice or card.
Covers every employee in an organization of up to 500 people, with a quarterly live Q&A with Duane, rollout support and reporting. Any organization licensing everyone qualifies. Larger organizations receive a tailored quote.
Add live sessions, facilitator certification and LMS delivery to fit your program.
Buying for 1 to 4 people? Each person can join All-Access for $697 a year.
Every organization is different.
For facilitated programs, see Corporate Training .
That's not reality.
Every course includes real scenarios where identity changes outcomes, strategies for navigating bias and power dynamics, and context most people will not say out loud. The ENRICH Framework, created by Duane K. Andrews and Sherry M. Jerimie, runs through the whole library: Ethnicity, Nationality, Race, Identity, Culture, and Heritage.
Because the rules are not the same for everyone. And pretending they are does not help you win.
See How ENRICH Runs Through Every CourseCourses
Show you how to apply it
You can engage at any level. But it all connects.
Start building the skills that actually determine your outcomes. Browse the courses and start where you need the most clarity.
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