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Design & Facilitation 101: Exploring White Privilege
Did you ever notice how those in privileged groups tend to focus on their ‘good intent’ rather than on the negative impact of their behavior when interacting with members of marginalized groups? Very often, in our privileged identities we tend to focus on how much progress we’ve made – rather than how much more still needs to be done! I’m not saying it’s a bad thing to acknowledge the good work that has already been accomplished – not at all. However, if we focus solely on past achievements, we overlook the daily indignities those in marginalized groups continue to face. Effective design and facilitation involves learning how to engage others…
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I’m Not Racist…Or Am I? The Answer Might Be Yes.
Ever been told you were racist? I have – or in reality, I was confronted about the racist impact of something I did – which FELT like they called me racist! That was one of the worst things I could ever imagine happening to me – especially from a person of color who was a colleague at the time. It was so traumatic an experience that I spent three very painful years in a dysfunctional pool of shame, fear and self-recrimination. I created my own isolation, yet there were people around me who would have helped me, if I had only reached out and chosen the path of courage and…
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Interrupting Racism: Why Should Whites Care?
Why should whites interrupt racist dynamics? It’s not my place…. All too often I hear these comments from whites who are afraid to speak up for fear of making a mistake or making things worse and then being called racist. We sit back in silence and hope someone else will take the risk to say something, even though we know about the devastating impact of the extreme emotional tax on people of color who always seem to be the only ones taking the risk to raise issues. Whites have to step up and do far more to partner with colleagues of color in our organizations to recognize and…
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Effectively Closing An Emotionally Charged Session
I know you’ve been there. You presented a workshop where participants were actively engaged and sharing – so much so that when it was time to close the session, you sensed an overwhelm of unchecked emotions in the room. Can you relate? I’ve been there, too. You can’t expect participants to simply exit the room and resume their day, as if nothing happened after discussing sensitive and upsetting topics. So, effectively plan the last 10 or 15 minutes of your session – allow people time to gather their emotions and feelings so that they can move forward. Moving them forward moves them towards deeper introspection and a sense of…
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Workplace Conflict? How to Overcome Challenging Situations
Are you miserable at work? Fed up with workplace conflict that undermines morale and lowers productivity? Frustrated because the same old issues keep pushing your buttons – and you find yourself reacting the same old way? I can almost hear the thundering chorus of “YES!” But guess what? You CAN overcome these problematic situations. In what’s become one of my most popular courses, Navigating Difficult Situations in the Workplace, I help you recognize your hot buttons and show you how to better respond – and to de-escalate triggering situations as they happen. See what you’ll learn and register right here. You won’t be hearing been-there, tried-that strategies…
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Faculty & Teachers, Start Your Inclusive Year With a High Five!
During the first days of class – even the first moments – what you do can make all the difference to students – and to the success of everyone’s experience in your class. You feel their energy, they perceive their first impressions of their new teacher, and those responses – favorable or not – can set the tone for the new academic year. So, start your academic year off enthusiastically inclusive! “Through my education, I didn’t just develop skills, I didn’t just develop the ability to learn, but I developed confidence.” -Michelle Obama Put Out The Welcome Mat For Every Student For an effective learning environment, people have…
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How Dare You Say That! Dealing With Constructive Criticism
Okay. I’ll be the first to admit it: It’s easier for me to give people feedback than to receive it. And you’re responding, “Whew! Now I don’t feel so bad!” But constructive criticism is just that: constructive. Not personal attacks, not snarky comments, but constructive suggestions for improvement. And improvement in ourselves and in the world is something we all are seeking. “Whatever words we utter should be chosen with care for people will hear them and be influenced by them for good or ill.” – Buddha Giving And Receiving Feedback Across Vast Differences Most folks take constructive criticism very, very personally. Can you relate? When you’re training…
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Renew the Spark: Ignite Change at Your Organization
“But It’s Always Been Done This Way…” Mandates outline policies for diversity, equity and inclusion in many organizations, but too many leaders are less than enthusiastic about implementing any meaningful plans. There’s a general feeling of: “Y’all go over there and just do it, but don’t get us involved.” Can you relate? You develop a plan to implement inclusion for all employees and you’re excited about the opportunity. Then you hit the brick wall. The brick wall with the sign posted: “We’ve Always Done It This Way.” I bet you’ve run smack into that wall many times, right? But there are detours around that wall, and with some committed…
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Focus On Changing People’s Behaviors, Not Their Values
Some people may think that when I train for inclusion and equity in an organization, I’m there to put my personal values on people. No way. I’m not in the business to change people’s values. It’s their behaviors that I’m trying to work with them on. “To change any behavior, we have to slow down and act intentionally rather than from habit and impulse.” -Henna Inam Getting Real About People’s Values Over three decades ago when I started in homophobia work, I was naïve enough to think that I could change people’s values, to let them know how wrong they were because they were so homophobic. Then reality…
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Summer Slowdown? Not at Your Organization!
No summer slowdown here! No matter what time of year it is, your organization can take steps to move towards a more equitable workplace, driving change that is both lasting and meaningful. Today, I’m sharing 5 simple tips to help you keep the momentum going this summer and beyond: 1. You Embrace Diversity. Your Organization Needs To Understand WHY. While your organization may have a mission statement that highlights a commitment to inclusion, employees need to know the ‘why’ and how it affects them. As a change agent, you know the value of an inclusive organization. Many of your employees may think it’s simply about “including everyone.” In training…
