Bracing to Lead Through Post-Election Uncertainty
As we prepare for a pivotal moment in our political history, social sector leaders are grappling with the uncertainty of this election and the looming impact it will have on their teams. What do I say? Should I share my own perspectives? What are other organizations doing? How should I support my staff on Wednesday and in the weeks that follow? We’ve heard leaders wrestle with these and other questions as they plan for an imminent new reality this week (and beyond). Whatever results come or remain unknown on election day, we will face the challenge of taking care of the communities we serve while simultaneously trying to take care of our colleagues and ourselves. Here are measures social sector leaders are taking, including our own, to support their teams after Election Day.
We can’t populate our way to inclusion: Relationships are the building blocks of inclusive culture
Clearly, painting “Black Lives Matter” in the street doesn’t undo a legacy of racist policies. Most of us have a sense that releasing public statements supporting the Black Lives Matter movement won’t automatically eliminate the need to interrogate exclusionary organizational practices. But here’s where we find many organizational leaders get stuck: Will hiring more Black people address the impact of white dominant norms embedded in organizational cultures and infused in interpersonal relationships? In this month’s blog, two Promise54 team members - Cornelius Lee and Andrew Greenia - describe the steps they’ve taken across difference to develop an inclusive relationship.
50 Actions Your Org Can Take After Posting About BLM
This list is intended to serve as a starting point for leaders contemplating where to go from here and for staff members who are advocating and case-making within their own organizations. It also serves as a reminder that words and written statements, shared internally or publicly, must be accompanied by substantive action and change.
We share this to help broaden the conversation as organizations think through what action to take. It is best used as a menu - pursuing the strategies that make sense for your people and context - rather than as a checklist to complete.
We Can’t Disrupt White Supremacy and Anti-Blackness Without a Mirror
As we consider our historical treatment of members of the Black community in the US versus today, the realities are eerily similar. The common denominator is white supremacy and anti-Blackness. White supremacy and anti-Blackness are insidious in part because they have been deeply embedded within us over multiple generations of socialization. That means we won’t be able to truly dismantle or rebuild - as a nation and within our own organizations - unless a mirror is one of our primary tools. So, let’s each take a long hard look, breathing slowly and deeply, to interrogate our own upbringing, beliefs, fears, insecurities, comfort, privileges, leadership, and safety.