Leading with Intention

As many of us have experienced, when topics such as microaggressions and racism come up people get uncomfortable, often getting defensive or withdrawing completely. If we want workplaces that are truly equitable and diverse, that address the structures and attitudes that contribute to so many voices not being heard, we have to be able to talk openly about these topics in ways that everyone can stay present to the discussion. Non Violent Communication (NVC) offers us a transformative way of thinking about the world and connecting with other people, that moves us away from dichotomous, moralistic thinking. It helps us gain clarity on what actions are serving life - making this world one that works for all - and which actions are too costly in their impact. We can differentiate the action from the actor. We can work to change painful strategies to more life-serving ones without denying anyone’s humanity. In her book, How to Have Antiracist Conversations: Embracing Our Full Humanity to Challenge White Supremacy, Roxy offers the Authentic Dialogue Framework that helps people to have precisely these kinds of conversations. Utilizing Dr. Martin Luther King’s Beloved Community vision and the tools and approach of Nonviolent Communication, people in the workplace will be empowered to create change and equity through fierce yet compassionate dialogue against racism and other forms of systemic oppression. With this approach people will learn how to notice the underlying needs and values that motivate all human actions and how those values can open up pathways to transformation. They will also learn how to engage in antiracist conversations whether they are the Actor (the person who says or does something racist), the Receiver (the target of racism), or the Bystander. Implicit biases begin forming before we have language and are deeply rooted in the subconscious. By combining neuroscience, introspection, and self-compassion, one can disrupt unconscious patterns. The accompanying handbook, The Antiracist Heart, co-written with Sarah Peyton, applies neuroscience exercises, questionnaires, and journaling prompts based on the main book to support just this kind of disruption. Workplaces, and their leadership, that have received the training and support to have a common way to talk together and address such topics based on their broadened awareness will then have a better chance of hearing from everyone and understanding dynamics that stand in the way of all members of the team contributing to their highest potential thus moving the overall aim of the organization forward.