Category: Equity-Centered Leadership

There are 3 essentials to maintaining equity driven leadership: 1) having a solid team dynamic, 2) being a learning team, and 3) focusing on a shared commitment to the mission of the school.

How Equity Driven Leadership Preserves Freedom of Speech on School Campuses

When you contemplated a career in education, did you have any idea of the issues you’d be facing? I didn’t! But my desire to make the best learning experience possible for “my kids” kept me going. That plus the fact that I found a way to get my whole team involved in finding solutions — the burden didn’t just rest on my shoulders. Over time, I discovered how equity-driven leadership skills help you face even the thorniest of problems.

For example, in the past, the typical dilemmas about freedom of speech had to do with whether or not a public school teacher could display a religious symbol in their classroom. One particular case was about a teacher who displayed a poster of the US Flag with a caption that read “In God We Trust”. 

Today, our debate over flags has shifted to the discourse about the meaning of the confederate flag. These issues are common for many high school principals. And it’s a real challenge to those of you who are passionate about equity-driven leadership. You’re dealing with the conflation of fact and opinion, which makes it imperative to keep the conversation real, focused, and resolvable. 

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Why Communities of Practice Are Essential to Equity Work

“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.

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Women Are Ready — But how can we support each other as we move forward?

“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.

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Transitioning Out of Fear and into Hope with Collaborative Learning

This has been a year of fear and no wonder with an unprecedented pandemic, insurrection at the Capital, growing tribalism, global warming, economic instability. But instead of getting sucked into and trapped by our fears, “remember, you don’t fear people whose story you know. 

That’s the next stanza of Margaret Wheatley’s poem, “Turning to One Another.” (To read the entire poem take a look at a previous blog.) I’ve been reflecting on this poem over the last few weeks and it finishes on a much-needed positive note.

Remember, you don’t fear people whose story you know.

Real listening always brings people closer together.

Trust that meaningful conversations can change your world. 

Rely on human goodness. Stay together.

We are stronger together, even with or maybe even especially because of our different opinions, backgrounds, and stories. We each have goodness within us and meaningful conversations with each other can reveal the goodness, the common purpose, and the stories behind what we care about.

In order to leave fear truly behind and find new solutions to our unprecedented challenges, we need to have an entirely new approach to listening and learning.

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Equity-Centered Leadership—Change and Self-Care

A team working with equity-centered leadership. “One key to successful leadership is continuous personal change. Personal change is a reflection of our inner growth and empowerment.” — Robert E. Quinn

Would you like to be viewed as a guardian of equity?  The kind of leader who doesn’t create an environment that’s simply “accommodating,” but is actually brave enough to transform the environment.

This is easier said than done. In order for this to happen, we must transform how we operate and learn to acknowledge everyone’s voice. What’s your situation? Whether it’s a classroom, office environment, community event, or some other location, we all struggle with sustainable change. How can we as leaders play our part?

Leadership Coaching

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Louise J Santiago, PhD
Executive Coach and Organizational Consultant

Where Leadership is Intentional Work

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