|Have you taken the Art of Leadership? Are you passionate about racial equity – and do you identify as white? If so, I’m thrilled to share a new, virtual 5-day training my multi-racial team of colleagues and I are piloting at the BIPOC-led Rockwood Leadership Institute on December 5-9th, 2022. Together, we’ll freely explore the challenges that can diminish the potency of our work for racial equity, building self-compassion, personal power, and positive self-identity in service of liberation. This pilot training is filling up fast, so if this speaks to you, consider taking 15 minutes now to complete the application process before the deadline on November 7th, 2022.|
Are you ready to deepen your leadership, strengthen your connection to purpose and expand your capacity for building collaborative power?
From September 2-7, 2022, veteran leadership trainer Michael Bell and I are co-facilitating the Art of Leadership at Hollyhock, on spectacular Cortes Island, BC, Canada, territory of the toq qaymɩxʷ (Klahoose) peoples.
As with previous years, seats fill fast (it is already 2/3 full), so apply soon! Some scholarships are available. Plus, apply before June 3, 2022, and get 10% off listed prices.
Now is the time to renew our relationship with the tools and skills that will help us lead and live with more joy, ease and clarity, for our lifetimes and beyond. Together we’ll explore purpose, power, vision, collaboration, personal ecology and more, in a rhythm of individual reflection, large group dialogue and small group discussion.
Over the past two decades, thousands of participants from around the world have testified that this transformative 5-day training, originally developed and led by our mentor and friend Robert Gass, was a game-changer in their own leadership development.
Michael and I have both worked and studied extensively with Robert Gass, facilitating the Art of Leadership through Rockwood Leadership Institute, the organization Robert co-founded, for nearly 20 years. We are thrilled that last year, Robert asked us to continue the tradition by facilitating the Art of Leadership at Hollyhock as well.
And as always, Michael and I bring a deep equity framework to all the work we do, from our stance as a multi-racial facilitation team, to our focus on power-awareness and connection across difference. We also bring global experience from working with a range of clients from around the world, from social justice organizations in South Africa to elected officials across the US and Canada, health care leaders in the UK, and many points between.
Tuition is tiered, ranging from CAD$825 to $1225 plus a $150 materials fee. Room and board, which includes use of the hot tub, campus facilities, and more, is extra.
Candidates are invited to complete a short application, here. This will help us ensure our learning circle contains a diverse mix of participants, across race, gender, sector and more.
How do you build a collaborative team that can work across difference, adapt to change and unleash their creative potential? I’m thrilled to be teaching “Building Collaborative Teams” as part of Simon Fraser University’s Executive Leadership program, part of Continuing Studies. In addition to the face-to-face offering each Fall, we’re now offering it as an online course starting March 11, 2019, and running for six weeks. Learn with other senior leaders from diverse sectors and organizations. There are still a few spaces left! Register soon to save your spot: http://at.sfu.ca/NxSWZK
Once again, Anima Leadership in Toronto is offering an outstanding line-up of trainings this Fall. Given my own focus on power, I’m really excited about participating in one of them next month: a 3-day seminar on “Coaching for Power Intelligence”, centered on developing the effective use of power by leaders using the new Diamond Power Index, developed by Dr. Julie Diamond. As the Anima team describes it, “this is an essential assessment tool for anybody wanting to correct leader’s unconscious use of power including: pulling rank, gossiping, bragging, taking credit, fostering unhealthy competition, not taking responsibility, etc. This is the Myers-Briggs of our generation.” One option is to participate in the first 1.5 days of the seminar. The entire three-day training covers the background and research underlying the instrument, how to administer the test, how to interpret scores and reports, how to coach and train leaders and leadership teams, as well as marketing support for using it in organizations. Successful completion of the seminar will result in certification for using the assessment
Since first offering a one day racial equity workshop for white people in Vancouver, I’ve had a few inquiries from local folks asking more about what the impetus for the workshop was, why I’m offering it, who I am, and where the proceeds are going. I’ve done my best to answer those questions here.
Since first offering a one day racial equity workshop for white people in Vancouver, I’ve had a few inquiries from local folks asking more about who I am, what the impetus for the workshop was, why I’m offering it, and where the proceeds are going. I’ve done my best to answer those questions here. I also welcome further opportunities for dialogue about how to best advance racial equity locally, in this city that I love and call home.
Q: Who is Suzanne? I’m a white, heterosexual woman of mainly English, Scottish, and Irish descent. I grew up in a working class family in Vancouver’s West End, on the un-ceded Coast Salish territory of the sḵwx̱wú7mesh (Squamish), sel̓íl̓witulh (Tsleil-Waututh), and xʷməθkʷəy̓əm (Musqueam) nations.
I worked in the non-profit sector for several years before becoming a freelance facilitator and leadership trainer, working across the US and Canada. Most of my work involves facilitating leadership development, strategic planning and organizational effectiveness, which I do either alone or in partnership with people of colour. Recently, I’ve begun co-facilitating local equity and inclusion trainings in partnership with a woman of colour who has done this work for many years locally and internationally. I’m also on a mixed-race team at InPartnership Consulting that co-facilitates the Racial Justice Learning Lab, a multi-day leadership training in the US.
In additional to my consulting work, I’m a trainer with the Rockwood Leadership Institute, where we lead retreats for diverse social justice leaders from across the US. There, I co-facilitate Rockwood’s flagship Art of Leadership trainings, plus fellowships for Women in Racial Justice, Racial and Gender Justice Leaders in HIV/AIDS movement, LGBTQ Advocacy, the Service Employees International Union, and the Pipeline Project’s Fellowship for LGBTQ Leaders of Colour. As a multi-racial training team deeply committed to equity, inclusion and working across difference, we are immersed in an exploration of ‘beloved community’ – reflecting, learning and strengthening our work together and with our participants.
Q: What is your background in racial equity work? I started learning about racial equity in a more concerted way about twenty years ago at the Institute for Media, Policy and Civil Society, through staff-led conversations and peer-to-peer education. My learning deepened through several trainings, including components of a year-long fellowship offered through what is now the Social Transformation Project. I continue to seek out even more focused learning opportunities. For example, several years ago I and other white trainers realized we needed to ‘up our game’ without burdening our co-trainers of colour with constantly having to be the ones to ‘handle’ race issues that come up in the room. So we organized our own intensive anti-racist facilitator’s training with a white trainer who works across the US with groups like ours, often at the behest of their colleagues of colour. Learning about privilege and power, especially when it comes to race, has been essential to my own development and capacity to support the leadership of others. And it is ongoing.
Q: Why offer a racial equity training in an all-white space? I’ve long been taught that it is essential for white people to do this work together, sometimes in all-white spaces. That’s where we can make mistakes, ask ‘dumb questions’, share our emotions and learn together, without perpetuating harm (eg. through ignorance, unwitting micro-aggressions or inappropriate space-taking), and without constantly putting the burden of our education on people of colour.
Q: Why here? Here in Vancouver, I’ve noticed that many people talk about the value of diversity and multiculturalism, but seem unfamiliar, if not outright uncomfortable with key concepts such as “white supremacy”, “white privilege” or even the simple act of naming whiteness – much less the multiple ways that structural racism, implicit bias and colonialism pervade every aspect of our lives. All too often, friends and colleagues of colour tell me they are called to educate white people about these concepts – and that it can be tiring.
I designed the workshop to help address this gap; to pay forward the teachings I’ve received from racial justice mentors over the years on both sides of the border. I’m not an ‘expert’. I am keenly aware that the process of unlearning racism and internalized privilege, and enlarging my deepest sense of “we”, will be a lifetime journey. My intention is to offer a supportive place for white people to learn some key concepts, practice getting comfortable with discomfort, and make commitments to advancing racial equity – without burdening people of colour and indigenous people with their education.
Q: What about fees? I’m offering this public training as a volunteer, and am taking no fees for it. Any net revenue (after hard costs such as venue rental, workbooks, etc.) is being donated to organizations focused on reconciliation and racial equity. Scholarships are also available on request. For the November offering, I asked the two participants that did request scholarships to simply ‘pay it forward’ as their means allow. I set the regular fees at $125. Some people said that was too high, even with the offer of scholarships. Others said that this was too low – that white people should commit to this work and value it appropriately. Going forward, I’m going to be more explicit about a sliding scale for fees.
Q: Why now? In the summer of 2016, I offered the workshop (at no charge) to the white caucus of the Health eQT2 Collaborative, which is focused on improving health outcomes for queer, trans and two spirit people across BC. Before that training, two Indigenous leaders from the collaborative’s Indigenous and People of Colour caucuses met with me to review and vet the curriculum. They approved it, and the workshop took place several weeks later. Feedback from the workshop was positive. I was recently asked to offer this workshop again for an arts organization, and we decided to open it up more widely since others were interested. I wasn’t sure there would be demand for the workshop, but to my surprise the workshop sold out in 4 days. There is a waiting list, so at this point, pending the schedule of my paid work, I’ll offer it again in the New Year.
Q: Who ‘vetted’ the curriculum, if anyone? Several other colleagues have offered feedback on this curriculum, or variations of it in other contexts, over several years. Since I only train and facilitate with leaders of colour, where the topic of racial equity is often part of the conversation, I’m lucky to have continuous opportunities to learn from others with lived experience and expertise on working across difference. At the same time, I have no doubt that each group of participants will have different needs and strengths, so I expect a continuously steep learning curve going forward.
But I don’t feel for one second that I have the right or the luxury to stop, delay or wait until I’ve got it ‘just right’. As I’m writing this I hear the words of my colleague Clarence Patton, founder of the Pipeline Project for LGBTQ leaders of colour, in the wake of the 2016 US Election:
“Right-thinking White folks need to sing lead on this if it’s ever going to get fixed. We can sing backup, shake a tambourine, or do the triangle, but White folks fucking sing lead for the foreseeable”
I stand by that and the truth – that will be hard for a lot of White folks to take – is that the folks that voted for Trump out of racism, sexism, xenophobia, homophobia, and yes, even economic anxiety or displacement are not going to be able to listen to me or people like me right now. And despite the empathy I can have for Whites I deal with in the work I do, I’m not sure I can have the same for the great red ocean of Whites out there.
There are simply conversations that Whites need to have with Whites.
The problem, the challenge, the real likelihood is that there aren’t enough right-thinking White people willing to do the work. I hope there are, but understand that it’s very hard to create even positive disruption when we hold our comfort too dear.
This is a powerful training and community… 5 days that can change your life.
“Wow,” said Robert, looking over at me with a big smile. “They are REALLY loving this!” Robert Gass, master facilitator and co-founder of the Rockwood Leadership Institute, sat beside co-trainer Gibran Rivera and I in the sunlit meeting room at Devil’s Thumb Ranch, high in the mountains of Colorado. The three of us were watching our hilarious, brilliant colleague, Jose Acevedo, exuberantly leading a group of 24 leaders through a half-day training on Interpersonal Leadership Styles. It is one of the most popular modules in Rockwood’s year-long Leading from the Inside Out program for national non-profit leaders. Four groups of participants were clustered around flipcharts in in each corner of the room. The energy of each group was remarkably different: some were laughing and punching one another on the shoulders, others were fiercely debating, some pondering silently and gently offering suggestions to one another, as they reflected on their different working styles. And they were, indeed, loving it.
In fact, I have heard back now from dozens of leaders about the power and impact of having gone through a team-wide training in Interpersonal Leadership styles. Why? People walk away with a keener sense of their blind spots and their strengths as leaders – and of their team-mates’. Rather than feeling judged for those differences, or limited by narrow definitions (something I had feared), it turns out that participants become vastly more appreciative, not just tolerant, of one another’s differences.
The ability to work across difference and to harvest the gifts those differences bring is an essential skill for today’s leaders. Leaders simply must become adept at recognizing and working with not only differences of power and rank as expressed through race, sexual orientation, class, and ability, but differences in style. Interpersonal Leadership Styles, or ILS, is an accessible tool that supports this kind of learning. And it offers immediate take-aways in terms of how to flex, even in periods of stress, to make the most of one anothers’ unique perspectives.
Interpersonal Leadership Styles is one of several typologies over the past several decades based on the work of Jung and others, to help map out the different leadership styles individuals tend to bring to their teams. Other typologies you may have heard of include Myers-Briggs, Colby, or DISC. It turns out they are all based on largely the same body of Jungian-based social science research – just packaged differently. But the concept isn’t new. In fact, the Chinese first invented work-related typologies over 4,000 years ago, to help assign civil servants to appropriate roles based on their unique styles and aptitudes.
I and most of my other fellow leadership trainers at Rockwood chose to get certified in ILS because, compared to other systems, we found it simpler to grasp and apply immediately. Most of the sessions I facilitate are between 2.5 and 3 hours, although full-day versions are also offered by many of Stratton Consultants’ licensees. And while at first I resisted pursuing certification in any such system, I became convinced after repeatedly observing the power of teams who embrace their stylistic differences.
For more information about ILS, contact Stratton Consulting.
Did you know that there are more women holding elected office in Afghanistan than there are in Canada? The Canadian Women Voter’s Congress has worked long and hard to ensure women in Canada have the skills and confidence to actively participate in democracy. They offer longest-running non-partisan Women’s Campaign School in Canada. They’re currently seeking nominations for its Board of Directors; the deadline is May 26, 2013. It’s a fantastic leadership opportunity. Click here for more information.
The incredibly talented, results-driven team at Anima Leadership has a brand-new workshop offering: Measuring Workplace Diversity and Inclusion Practices, on May 23rd, 2013 in downtown Toronto. Wish I could be there!
The talented, results-driven team at Anima Leadership has a brand-new workshop offering: Measuring Workplace Diversity and Inclusion Practices, on May 23rd, 2013 in downtown Toronto. I frequently work with organizations that struggling to become more inclusive, diverse and reflective of the communities they serve. The team at Anima Leadership is simply brilliant at this work, fusing the latest research from neuroscience, psychology, prejudice reduction, organizational development and mindfulness with proven practices for sustaining organizational performance. Now they’ve surveyed the latest smart practices research on recruitment, retention and advancement in order to develop unique diversity instruments for measuring inclusion in the workplace. Assess where your organization is at and where it wants to go using the Anima Inclusive Workplace Toolkit.
In this workshop you will learn:
- What gets in the way of establishing a diverse and inclusive organization.
- Leadership competencies for developing Diversity Champions including emotional intelligence, mindfulness and authentic connection.
- How unconscious bias results in “blind spots” within all individuals and organizations and the importance of developing bias detection and management skills.
- How to apply the Anima Inclusive Organizational Practices Continuum using seven factors for measuring organizational change with respect to diversity, equity and inclusion.
For anyone on the East Coast and/or in the Toronto area (or beyond), this will be a fantastic workshop. Click here for more information.
Anima Leadership is offering two 1-day facilitation trainings, June 10 and 11th, at Toronto’s Centre for Social Innovation.
Anima Leadership, one of Canada’s most insightful, intelligent and experienced transformational leadership teams, is offering two back-to-back facilitation trainings at Toronto’s Centre for Social Innovation. Authentic Facilitation 1: Learning to facilitate with presence of ease is on June 10th, followed by Authentic Facilitation 2: Learning to sit in the fire of conflict on June 11th. Check here for registration and details.