![]() ![]() ![]() These keys apply not only to conversations about racism and systemic oppression – they are also crucial to any conversations about systemic workplace dysfunction you may wish to initiate. Therefore, any courageous conversation protocol must start with establishing safety in the conversation. The more difficult the topic, the more our chat will devolve into a series of innocuous platitudes. Clark, author of “ The 4 Stages of Psychological Safety” (2019), is a condition in which you feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo – all without fear of being embarrassed, marginalized or punished in some way.ĭoes this descriptor remind you of times when you did not feel safe to speak up? It sure reminds me.Ĭourageous conversations will not happen if you and I do not feel safe. Why we need a Courageous Conversations Protocol Even when there was a courageous conversation protocol, it wasn't always followed or enforced. How ultimately unconscious I really was.Īnd these conversations did not always feel safe. Smart as I was, I learned just how much I didn’t know what I didn’t know. To properly facilitate work around racism and oppression, I had to get clean about my own white privilege and how systemic injustice operates. Besides training school mediators in the New York City Public Schools, I facilitated workshops on Diversity and Inclusion – I confess I don’t much like either of those words – for the Victim Services Agency in Manhattan and the Resolving Conflict Creatively Program. I find myself thinking of a time when I was trained as a Mediator at The Brooklyn Courts, back in 1992. And you may wonder, how do I talk about this at work? With my colleagues? With my team, my boss? The events following the murder of George Floyd and Breonna Taylor, for example, may have touched some deep personal pain in you. Having a courageous conversation protocol can be immensely helpful when we wish to discuss difficult topics as work. ![]()
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