We know that feedback can be hard to hear.
It is perhaps one of the hardest things we ask leaders and others who align with power and privilege within their identities and their organizations to do when we do DEI work.
However, it’s the organizations that can work through the tough process of hearing difficult feedback that often make the most progress in shifting workplace culture to better serve their mission. We do a lot of scaffolding so leaders understand that feedback is a gift, even if you don’t like the wrapping paper, that it isn’t personal, that systems of oppression, although they manifest differently, show up in every organization, and that in order to change something, you first have to be able to name it.
Read More