Category: Community of Practice

“Diversity is being invited to the dance. Inclusion is being asked to Dance. Equity is allowing you to choose the Music.”― Cynthia Olmedo

Equity — just how important is it to you, to your team, to your organization? In previous posts, I’ve been sharing the deep, introspective work that is required for leaders who want to be guardians of equity. However, it can be frustrating when not everyone shares your sense of urgency on equity.

I had the opportunity to consult with an equity team recently who felt challenged by their sense of urgency. This group of volunteers agreed to take a look at equity issues within their organization and, from this bird’s eye view, make some recommendations. One of their first tasks was to help guide the hiring process of an equity officer. But then they found themselves doing a delicate dance. They needed to balance their own growing passionate perspective for equity while still supporting the new equity director, who would be taking a slower, more corporate approach to change. 

This group didn’t want their passion for equity to burn out so they asked me to come in and consult about how they might continue their work. I shared with them the concept of a Community of Practice and showed them what it could accomplish. They loved the idea, as it gave them permission to continue supporting one another as they worked on their passion while maintaining their distinct role and lens advancing the larger work of the organization.

There is also something incredibly powerful to be gained by doing equity work within a Community of Practice. In Communities of Practice, there are three essential elements: community, domain, and practice. Let’s examine how an intentional adherence to each of these three elements is essential to making lasting change in our equity work.

Community — Share Your Personal History with Equity (or the lack of it!) 

The community element within a Community of Practice is truly about knowing and being known. Think about this in terms of understanding the unique approach each of your team members has when it comes to equity. How well do you know your team members? How well do they know you? Do you understand how their culture and life experiences have influenced their personal definitions of equality, fairness, and equity?

This kind of insight won’t be gained with traditional icebreakers or team games. Rather, Patrick Lencioni, in his book, The Advantage, suggests activities that are about personal history sharing. The goal within a Community of Practice should be to know each other and understand each person’s point of view, how that point of view is shaped, and what their values are. I’ve seen that over time, a Community of Practice can grow to a point where each person can speak and act on behalf of another person with full confidence that they are fully representing that person. That’s a powerful moment!

Domain — Commit to Achieving Equity Through a Shared Sense of Purpose 

A domain is that one thing all members have in common, the focus of their work, or the central, organizing principle. If the goal is to enhance equity with the team or organization, dig deeper. What challenges are drawing us together? What is it about equity that impels each of us to work at a higher level to achieve it? What new narrative for equity within our team can we all fully embrace?

This commitment to the domain sets a Community of Practice apart from other teams or groups. If the level of commitment feels wishy-washy, follow Simon Sinek’s advice on starting with your Why. Discussing this frames the conversation fully. Without that “fire in your belly,” without a shared sense of purpose, your team will struggle to affect change as a Community of Practice.  

Practice — Apply What You’re Learning About Equity in Everyday Life

While community and domain are essential, your individual practice, how you do your work, is the cornerstone of a successful Community of Practice. If the only time you think about equity is when you’re meeting with other members, what’s the point? You bring you to your work. That’s essential. When you don’t bring yourself to your work, simply put, you aren’t there. Your commitment wanes, your concern for others is peripheral, your team doesn’t gel. Nothing changes.

However, when you’re out there growing and evolving as a guardian of equity and you’re implementing a new equicentric leadership model in your day-to-day life, you bring this energy with you to your Community of Practice. Of all three elements, this is the one that only you can control. Who do you want to be in your practice, what do you want to contribute through your work, and how are you a contributing member of your team? 

Being the best version of yourself is more than just a Tony Robbins byline, it’s the work ahead of us as we evolve as a species. What difference can we make while we are here? In terms of equity, there is much work to be done! Equity-centered leadership coaching is an integral part of my work at the Center for Learning Leaders. If you’re ready to make changes and lead with intention and integrity please contact me. 

“Do not follow where the path may lead. Go instead where there is no path and leave a trail.” — Muriel Strode 

Despite the pandemic, I recently had the fantastic opportunity to attend a virtual event sponsored by Conferences for Women and provide the attendees with pro bono coaching. If you know me at all, you know I love talking to women who are passionate about leadership. I got my wish as I met some amazing women dedicated to their companies, their careers, and their growth. 

My big takeaway from this conference: WOMEN ARE READY.

Women are ready to create a new model in the workplace. The traditional hierarchical model of work doesn’t appeal to many women today. Thankfully, more and more workplace systems acknowledge and support the growth of women in the organization. Some women are even fortunate enough to have women’s networks within their company where they can brainstorm and openly discuss the pros and cons of different workplace systems. If that’s not the case for you, keep reading to discover how you can find or create that kind of support.

Women are ready to fully commit when the benefits are reciprocal. Gone are the days of blind, unswerving loyalty to an employer or organization. Good riddance I say! The women I spoke with find immense satisfaction in loyalty to an organization but they are looking for that loyalty to be reciprocated. Without commitment, women are ready to move on to a company that is ready to receive them.

Women are ready NOW, no more waiting. Mostly I heard from women about their eagerness, impatience, readiness, and deep desire to move forward, up, lateral, and most of all towards growth. That looks different for each person, but it requires intense commitment and support from leadership. Organizations and corporations would do well to take a note out of the pages of education. 

Since I work at the Graduate School of Education at Touro University California, I have a front-row seat to the fast-moving work being done on how to personalize learning. Like students, employees need the same type of personalization. They don’t come in a one-size-fits-most container. They have a complex web of life, work, play, aspirations, and tasks they are weaving into a meaningful whole. For most women, meaning-making is essential if you want them fully engaged.

Do you feel ready? Are you a woman who is tired of waiting for others to figure it out, and doesn’t mind blazing her own trail? You can do it, but you’ll do it faster and enjoy the journey more if you gain support from like-minded colleagues.

My specialty is helping people create that kind of support by building their own network or Community of Practice. This community I can help you create is built around a common concern, issue, passion, or sense of purpose. Imagine having a safe place at work where you are heard, understood, and supported and have the latitude you need to blaze those new trails. 

However, I also work with women that don’t have the opportunity to build their own network or community. Some of them are self-employed, others are in a transitional phase of their life, and others work in environments that are less than supportive of out-of-the-box thinking. For any woman who’s interested in blazing a new trail, my friend and colleague, Maria Connolly, and I started our collaborative network, The Great Circle Community.

Maria and I know that women are ready, with lots of plans for the future, and often are looking for the right network for support. They want to connect with other women who will help them focus on their aspirations and be held accountable to make progress toward them. The Great Circle Community is the perfect blend of my focus on social learning communities and Maria’s work on somatic coaching where integrated bodywork brings forward the intuitive knowing toward the right next step. Could this be the network you’ve been looking for? If you’re interested in joining the Great Circle Community, learn more here. And if you’re interested in developing your own team or network, learn more here.