Anger sucks. None of us want to feel it, and yet we do. There is enough in the world to be angry about. The best definition of anger that I’ve come across is by Dr. Brené Brown: [A]nger is an emotion that we feel when something gets in the way of… Continue reading You Are Entitled to Your Anger
Category: Conflict Transformation & Communication
Why Good Intentions Can Reinforce Racism and Hate.
Here’s what I hear a lot from well-meaning leaders of organizations who have offended staff when it comes to racism and hate: “That’s not my intention.” There’s a look on the offended person’s face that’s judgmental, dismissive, or angry. Their response is a variation of this: You’re not listening to what I’ve… Continue reading Why Good Intentions Can Reinforce Racism and Hate.
When to Speak Up
Since I started training and coaching 18 years ago, I have always had someone ask me: When is the right time for me to speak up? The simple and short answer is: When you feel something isn’t right. The long answer is: When you feel something isn’t right, you have the resilience to be… Continue reading When to Speak Up
How to Receive An Apology
We all want an apology when we feel we’ve been wronged. We’re also clear about what we want from an apology; to be specific, meaningful, and timely. But what about how we receive it? What’s our role as the person receiving the apology and how does it affect the resolution to conflict?… Continue reading How to Receive An Apology
How to Give Feedback Well
The need to give feedback is inevitable. Why? Because at the heart of feedback is the need to address and fix a problem. While the objective seems simple enough, giving feedback is not. How it is delivered has significant consequences. Delivered well it can create a sense of belonging, a commitment to… Continue reading How to Give Feedback Well
Apologies & Forgiveness in EDI Work
What’s not explicitly talked about when organizations embark on work like equity, diversity, and inclusion (EDI) and addressing discrimination are expectations around apologies and forgiveness. These expectations are linked to 2 major needs by harmed parties (i.e. those who have experienced hurt and suffering) and those trying to stop the harm: accountability and acknowledgment.… Continue reading Apologies & Forgiveness in EDI Work