Written by Nia Bowers
We’re living in one of the most complex leadership climates in modern history.
Since 2020, corporate leaders have faced heightened scrutiny around race, gender, and power, driving a wave of public commitments to diversity, equity, and inclusion (DEI). But a 2024 study from the Stanford Graduate School of Business reveals that many of those commitments never translated into meaningful internal change. Following DEI-related controversies, companies increased public messaging around diversity, but showed only minimal shifts in hiring practices, especially at senior levels.¹
This growing gap between messaging and impact isn’t surprising—leaders face immense pressure to model integrity, create psychological safety, and navigate complex interpersonal and systemic dynamics with no roadmap. Meanwhile, the politicization of the term “DEI” made the landscape even more complex. An analysis by The Washington Post found that references to DEI in S&P 500 company filings have dropped significantly since 2022.² In this climate, even the most well-meaning leaders are struggling to move forward.
In the midst of all the politicization, pressure, and performative messaging, it’s easy to forget what DEI was supposed to be about in the first place: creating environments where people feel safe, valued, and empowered to do their best work. Belonging is not a buzzword; it’s a prerequisite for innovation, meaningful contribution, and long-term success. When people feel seen, heard, and supported, they show up with more creativity, engagement, and resilience. And when leadership is aligned with values—not just performance metrics—trust grows. The challenge is, many leaders were never taught how to create that kind of culture. They care, and they want to get it right. But they need guidance.
That’s where Aang Lakey comes in.
Aang Lakey, CEO and Founder of Increasing Consciousness, is an executive leadership coach who spent fifteen years in the U.S. Army and fourteen as a federal civil servant, with academic credentials in Social Work, and Human Relations and Organizational Development. They’ve served in high-impact roles such as Senior Advisor for Inclusive Leadership at the U.S. Department of State, SHARP Program Manager for U.S. Army Europe and Africa, and Diversity and Inclusion Specialist for the U.S. Coast Guard. They’ve received impressive awards including the Army Commendation Medals and the Federal Employee of the Year Awards, recognizing their contribution and advocacy to cultural change and leadership development.
Now, for the first time, Lakey’s groundbreaking frameworks are accessible to the public through their five-part series, Leadership Consciousness Essentials. This series is a master curriculum rooted in emotional intelligence, systems thinking, equity studies, and mindfulness. Each book dives into a different dimension of how to increase consciousness in leadership, guiding readers through personal presence, relational trust, and systemic alignment. The cornerstone of the series is the Leadership Consciousness Framework (LCF), a powerful model that helps leaders examine their impact at the individual, interpersonal, and institutional levels. The books help bridge the gap between intention and behavior, and help leaders move beyond theory into embodied practice and impact.
The first two volumes, Leadership Reflexivity and Conscious Intentionality, are already available. The remaining titles—Leading with Congruence, Leadership Presence, and Integrating Conscious and Reflexive Leadership—will be released throughout 2025. Together, the five volumes offer a comprehensive, accessible pathway to transforming leadership from the inside out.
This series is a lifeline for leaders who recognize that modern times demand more than checking boxes and performing the ideals of inclusion. At a time when so many leadership conversations are reactive or hollow, Lakey’s work offers a grounded, compassionate path forward. In their words:
“I wrote this series to make the tools I’ve been using with executive clients for over a decade accessible. I believe when we do the inner work to lead ourselves with integrity, we show up differently with others. We communicate more clearly, build deeper trust, and make others feel safe. And when enough of us lead this way, systems begin to shift. These books are an invitation to expand our collective consciousness as leaders so we can catalyze change in the world around us.”
In this complex world, there are no quick fixes. But there is a way to meet the moment with clarity, presence, and congruence. Leadership Consciousness Essentials is much more than a guidebook. It’s the new standard for ethical, human-centered leadership.
Sources
1. Gavriella, A., Moritz, B., & Zhang, D. (2024). Corporate Diversity Messaging in the Post-2020 Era. Stanford Graduate School of Business.
2. Meckler, L., & McGregor, J. (2024). Companies are rebranding DEI. Some are ditching the term altogether. The Washington Post.
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