If dominant culture thrives on individualism, an urgent pace driven by paternalistic assignment of tasks, and the stifling of conflict, then transformative culture rests on collaboration, big picture context setting, authentic grapplic and debate to arrive at collectively held decisions, and transparent implementation plans that allow for accountability. Inclusive facilitation is the key to this type of power-sharing for collective impact.
In this session, participants will learn the Be the Change methodology of layering group development principles with agenda design strategies and build the confidence and skills to hold process goals along with session outcomes.
Racial constructs have long impacted our culture – what can we do about it? In this session, we will unpack a three-part framework that describes the journeys we walk to disentangle ourselves from institutionalized racism. This work requires knowledge of oneself, ability to recognize and name internalized and systematized oppression, and the courageous work to engage across cultural differences to experiment with equity and inclusion in organizations and relationships. We will combine participant story-telling with a research-backed framework to equip individuals and teams to predict and prepare for the challenges that emerge in anti-racism efforts, develop compassion for the struggle, and develop the resiliency required to persevere.
Using ancient martial arts wisdom to increase focus, attention and vitality. Experience the energy created and released by these simple powerful movements.
Experience a blend of therapeutic movement, invigorating breathing exercises and guided relaxation in preparation for a relaxing inner journey bathed in traditional instrument sounds.
As our country exploded with a dual health and race pandemic, how were staff with various positional power supported to navigate a turbulent context? What are the expectations for employee performance and deliverables when one is dealing with personal, systemic, or societal trauma? In this session, we will discuss brain science on how the presence of the stress hormone cortisol- impacts one's cognitive functioning ability. We will then unpack supervision strategies to see a trauma shape impacting a staff member, name it with compassion versus pathology, and develop a plan for support and performance.
As our country exploded with a dual health and race pandemic, how were staff with various positional power supported to navigate a turbulent context? What are the expectations for employee performance and deliverables when one is dealing with personal, systemic, or societal trauma? In this session, we will discuss brain science on how the presence of the stress hormone cortisol- impacts one's cognitive functioning ability. We will then unpack supervision strategies to see a trauma shape impacting a staff member, name it with compassion versus pathology, and develop a plan for support and performance.
Because most organizations are patterned against dominant culture belief-systems, those that work fast, write well, show up on time, prep intensely, and speak in bullet points will often be elevated as successful, while those with different learning and working styles will be critiqued and left behind. When dominant culture is de-centered, room can be made for other gifts and strengths that our organizations need.
In this session, supervisors will reflect on ways to dismantle dominant beliefs about “high performing vs low-performing employees” and translate our Supervision for Equitable Employee Development Framework into practical strategies to integrate culturally responsive techniques such as:
Because most organizations are patterned against dominant culture belief-systems, those that work fast, write well, show up on time, prep intensely, and speak in bullet points will often be elevated as successful, while those with different learning and working styles will be critiqued and left behind. When dominant culture is de-centered, room can be made for other gifts and strengths that our organizations need.
In this session, supervisors will reflect on ways to dismantle dominant beliefs about “high performing vs low-performing employees” and translate our Supervision for Equitable Employee Development Framework into practical strategies to integrate culturally responsive techniques such as:
80% of your budget pays for staff time—staff development is a must! How do we encourage performance, attention to timelines, and results-based thinking without replicating the extractive qualities of dominant culture?
Through the right combination of guidance and relational support a supervisor can develop the natural talents of their team, serve as inspiration when the going gets tough, and set high expectations for those around them to achieve transformational results using an Equity-based Framework for Staff Development. Developing these super-qualities takes dedication and a passion to invest in those around you.
80% of your budget pays for staff time—staff development is a must! How do we encourage performance, attention to timelines, and results-based thinking without replicating the extractive qualities of the dominant culture?
Through the right combination of guidance and relational support, a supervisor can develop the natural talents of their team, serve as inspiration when the going gets tough, and set high expectations for those around them to achieve transformational results using an Equity-based Framework for Staff Development. Developing these super-qualities takes dedication and a passion to invest in those around you.