Seeking safety in groups, our brains have evolved a deep sensitivity to social hierarchy and what is happening in our interactions with others. Our social nature gives us a strong innate need to be seen and heard by others, to belong to a group and to be treated fairly compared to others.
As organizations shift towards a racial justice-centred culture, Regardless of if a conflict is task-oriented or those where social needs are violated by others, a fear of open conflict must be replaced with the strategies and skills for productive struggle.
In this session, participants will reflect on how their upbringing informs how they respond and react to conflict in the workplace, unpack how a victim-mindset may take over when the conflict overlaps with positional power differences, consider how to self-coach oneself to identify and articulate core unmet needs, and design requests to resolve tension.
Seeking safety in groups, our brains have evolved a deep sensitivity to social hierarchy and what is happening in our interactions with others. Our social nature gives us a strong innate need to be seen and heard by others, to belong to a group and to be treated fairly compared to others.
As organizations shift towards a racial justice-centred culture, Regardless of if a conflict is task-oriented or those where social needs are violated by others, a fear of open conflict must be replaced with the strategies and skills for productive struggle.
In this session, participants will reflect on how their upbringing informs how they respond and react to conflict in the workplace, unpack how a victim-mindset may take over when the conflict overlaps with positional power differences, consider how to self-coach oneself to identify and articulate core unmet needs, and design requests to resolve tension.
Inviting, intuiting and receiving feedback is a critical muscle that an organization must develop in the journey towards Antiracism. Everyday racism persists because feedback from those with less positional power can be minimized or side-stepped. At the same time, feedback is necessary for all, regardless of positionality, to grow and develop skills.
In the first half of this session, we will unpack the role of feedback in ones own professional growth, how to separate the underlying gift any feedback offers in one’s journey towards self-knowledge and growth from the wounding or embarrassment feedback might cause, and how to receive and integrate feedback with grace.
In the second half of this session we will practice offering feedback to others through a three-part process: by sharing concrete evidence, describing the impact and making a request or proposal.
By strengthening the muscle of both giving and receiving feedback, we grow our influence.
Inviting, intuiting and receiving feedback is a critical muscle that an organization must develop in the journey towards Antiracism. Everyday racism persists because feedback from those with less positional power can be minimized or side-stepped. At the same time, feedback is necessary for all, regardless of positionality, to grow and develop skills.
In the first half of this session, we will unpack the role of feedback in ones own professional growth, how to separate the underlying gift any feedback offers in one’s journey towards self-knowledge and growth from the wounding or embarrassment feedback might cause, and how to receive and integrate feedback with grace.
In the second half of this session we will practice offering feedback to others through a three-part process: by sharing concrete evidence, describing the impact and making a request or proposal.
By strengthening the muscle of both giving and receiving feedback, we grow our influence.
Most organizational cultures have deeply ingrained messages that one's value and success in the organization is connected to achievement, perfectionism, and fast-paced implementation of tasks with no struggle.
If that sounds like you, you're not alone! Given these messages of white dominant culture, a perpetual feeling of self-doubt, self-critique and comparison to others abounds in the inner psyche of most staff.
Developing an Antiracist organizational culture requires the deep inner work to confront imposter syndrome in one's own self-talk, and visibilize the common trajectory of learning most people face - where a series of trial and error, mistakes, false starts, and experiments ultimately combine as one makes progress in their work tasks.
The more we normalize what actually happens for all of us, the less likely we will get stuck in a shame cycle holding ourselves and our colleagues to impossible standards.
Most organizational cultures have deeply ingrained messages that one's value and success in the organization is connected to achievement, perfectionism, and fast-paced implementation of tasks with no struggle.
If that sounds like you, you're not alone! Given these messages of white dominant culture, a perpetual feeling of self-doubt, self-critique and comparison to others abounds in the inner psyche of most staff.
Developing an Antiracist organizational culture requires the deep inner work to confront imposter syndrome in one's own self-talk, and visibilize the common trajectory of learning most people face - where a series of trial and error, mistakes, false starts, and experiments ultimately combine as one makes progress in their work tasks.
The more we normalize what actually happens for all of us, the less likely we will get stuck in a shame cycle holding ourselves and our colleagues to impossible standards.