What does it take to have courageous conversations at work or in an organization
(Part 1)
What are courageous conversations?
Courageous conversations involve intentionally giving space to complex issues of social justice, race, and privilege with people at work. These conversations are courageous because they require being bold, openness to sharing your own experiences, and to hearing the experience of others.
(Part 1)
What are courageous conversations?
Courageous conversations involve intentionally giving space to complex issues of social justice, race, and privilege with people at work. These conversations are courageous because they require being bold, openness to sharing your own experiences, and to hearing the experience of others.
Having these difficult conversations means being open to having your viewpoints challenged, as well as directly confronting topics that many of us have been taught to sidestep in polite conversation.
Why are courageous conversations so important?
Some may think that they’re doing the right thing by asserting that they don't see color, gender, or other identities at work, but it’s a problematic stance to take. After all, nobody wants to be overlooked. In fact, pretending that these characteristics don't exist allows prejudice and systemic racism to continue to exist.
Some may think that they’re doing the right thing by asserting that they don't see color, gender, or other identities at work, but it’s a problematic stance to take. After all, nobody wants to be overlooked. In fact, pretending that these characteristics don't exist allows prejudice and systemic racism to continue to exist.
However, when social and racial justice issues are prevalent — both in the news and in every facet of day-to-day life — being able to ignore them is a privilege. However, doing so undermines trust — both the trust that your employees have in your organization and in society.
Being a person of color, non-binary, disabled, the “token” employee, or standing out at work for any other characteristic can be an uncomfortable experience. Having courageous conversations allows everyone to share in this discomfort in the very best way. When people are willing to do the work of challenging and uprooting their assumptions, it brings awareness to and validates these difficult experiences. This in turn creates partnership in the learning experience and in having all employees feel more connected and understood.
Everyone has a unique experience, no matter who they are or where they come from. Courageous conversations give you the opportunity to share your experiences, have them validated, and be vulnerable. These conversations can be difficult and should be had with intentionality and care. But they are ultimately worth the discomfort if you value creating belonging in the workplace.
What does it take to have courageous conversations at work or in an organization
(Part 1)
What are courageous conversations?
Courageous conversations involve intentionally giving space to complex issues of social justice, race, and privilege with people at work. These conversations are courageous because they require being bold, openness to sharing your own experiences, and to hearing the experience of others.
(Part 1)
What are courageous conversations?
Courageous conversations involve intentionally giving space to complex issues of social justice, race, and privilege with people at work. These conversations are courageous because they require being bold, openness to sharing your own experiences, and to hearing the experience of others.
Having these difficult conversations means being open to having your viewpoints challenged, as well as directly confronting topics that many of us have been taught to sidestep in polite conversation.
Why are courageous conversations so important?
Some may think that they’re doing the right thing by asserting that they don't see color, gender, or other identities at work, but it’s a problematic stance to take. After all, nobody wants to be overlooked. In fact, pretending that these characteristics don't exist allows prejudice and systemic racism to continue to exist.
Some may think that they’re doing the right thing by asserting that they don't see color, gender, or other identities at work, but it’s a problematic stance to take. After all, nobody wants to be overlooked. In fact, pretending that these characteristics don't exist allows prejudice and systemic racism to continue to exist.
However, when social and racial justice issues are prevalent — both in the news and in every facet of day-to-day life — being able to ignore them is a privilege. However, doing so undermines trust — both the trust that your employees have in your organization and in society.
Being a person of color, non-binary, disabled, the “token” employee, or standing out at work for any other characteristic can be an uncomfortable experience. Having courageous conversations allows everyone to share in this discomfort in the very best way. When people are willing to do the work of challenging and uprooting their assumptions, it brings awareness to and validates these difficult experiences. This in turn creates partnership in the learning experience and in having all employees feel more connected and understood.
Everyone has a unique experience, no matter who they are or where they come from. Courageous conversations give you the opportunity to share your experiences, have them validated, and be vulnerable. These conversations can be difficult and should be had with intentionality and care. But they are ultimately worth the discomfort if you value creating belonging in the workplace.