Supporting a marginalized team member reporting microaggression
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April 12, 2024 Dear Reader, This week, we're delving into the critical question: How can I better support a marginalized team member reporting microaggressions? This is the third part of our ongoing series on microaggression in a diverse and intercultural workplace. We will answer the Monday Morning Question through our usual three lenses: self-awareness, emotional and cultural Agility, and leading with integrity and courage. Although, you will notice that I have mended the titles and their order. Self-AwarenessIncreasing self-awareness is the first step in addressing microaggressions in the workplace. Take a moment to reflect on your assumptions and remember when a team member reported experiencing a microaggression. What were the circumstances, and how did you feel at that moment? Assess the support you provided to your team member. What did you do to listen and demonstrate empathy? What was successful in your approach, and what areas can be improved to better support this team member and enhance the culture of inclusion within your team? What are you learning? Emotional and Cultural AgilityEmotional and Cultural Agility are indispensable qualities when navigating conversations surrounding microaggressions. Responding with empathy and understanding is paramount when a marginalized team member reports an incident. Validating their experiences and emotions creates a safe environment for open expression. As emphasized in my Wednesday video, resisting the temptation to judge, teach, coach, or share personal experiences is crucial. Emotional Agility entails identifying your feelings—whether surprise, annoyance, irritation, or compassion—and acknowledging them without reacting impulsively. Redirect your focus to the individual reporting discomfort. Approach the situation with curiosity and empathy, recognizing that their experience is unique. It's important to acknowledge the courage it takes for someone from a minority group to report a microaggression. Remember, creating a safe and inclusive environment requires prioritizing the well-being and dignity of all team members, especially those who may feel marginalized or vulnerable. Leading with Integrity and CourageWhen faced with unexpected reports or requests from a diverse team, activating your Active Listening and suspending judgment skills is essential. Amid a busy work environment, honing these abilities requires continuous practice and dedication. Recognize that mastering these crucial leadership skills is a journey that demands consistency and self-compassion. It's okay to acknowledge that improvement takes time and effort. Embrace each opportunity to practice and learn, understanding that growth comes from persistence and a willingness to evolve. By nurturing these skills with patience and understanding, you'll enhance your effectiveness as an inclusive leader and create a more supportive and inclusive workplace environment. Remember, fostering inclusive leadership is a journey, not a destination. Let's commit to continual growth and development together. Until next time, Catherine __________________________ 🗣️ Remember, Inclusive Leadership is not a destination; it's a continuous evolution. Let's create Constructive Frictions where Diversity delivers!
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