race

21 10, 2013

Authenticity–instead of political correctness

By |2013-10-21T17:31:55-06:00October 21st, 2013|Tags: , , , , , , , |

 

An ongoing discussion of the racial divide refers to “Whites fear being seen through”.  Shit, as if we are so skilled at hiding our ignorance, our implicit privilege, our fears and superiority.  

What I’ve learned in decades of race and privilege work of all kinds is this:  Own that you don’t know squat, ask “stupid questions” and accept the lessons that come, even though you think you know a lot.  Speak the truth about what makes you uncomfortable, what you fear, what your heart really desires, and the pain you feel.  Show some damn courage and accept that real relationship is messy and imperfect and that our weaknesses are evident and that we come to be loved BECAUSE we are clearly imperfect and we own it and we explicitly work on getting better.  THEN we gain the power to speak, to act, to make change and to be the kind of partners others need us to be.  No shortcuts, no finessing, no image management games will work.  Get the guts to be authentic, wherever you are in your journey, and the people you want to like you will love you and help you and teach you and make you whole.

Or, you can try hiding behind a false persona clothed in political correctness and keep your head down for eternity, and live apart, alone, and unknown,  distrusted, dismissed, and disowned by the community whose scorn you fear.  It’s our choice, every day.

28 02, 2012

Leading Multicultural Teams: Authenticity+ Permeability+ Contingency+ Consistency

By |2017-01-13T11:27:51-07:00February 28th, 2012|Tags: , , , , , , , , , , , |

I recently came across a question in LinkedIn about leaders adjusting their style to work with different cultures.  What is raised for me is the dilemma of authenticity + permeability + contingency + consistency. As our teams grow increasingly diverse, we are all challenged to find a way of colleagueship and leadership that is open to other ways of seeing the world, approaching problems, and formulating solutions. At the same time, we also need to be true to ourselves and the strengths we bring to the party. This argues for an openness to growing through our daily interactions, generally through an action/reflection learning cycle where we are openly engaged in considering how we manifest our own cultural set and exploring with others their alternative values and approaches. If we engage in this collaborative exploration with our colleagues, we can move toward greater understanding of each other’s styles, as well as how we each can draw on the other’s strengths and perspectives for team and organizational success.

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