MCOD Facilitation Train the Trainer May 16th-17th, 2016
MCOD Facilitation Train the Trainer May 16th-17th, 2016 2 Hello Our Organization is ____________________
We did our Creating Equitable Organizations with the YWCA during the month of: A general idea of who participated in this training is: Since then, our organization has been: (list examples of specific actions such as: change team meetings, culture walks, focus groups, trainings, etc) In general, when it comes to this initiative staff feels:: (do mention if staff took the survey) Some things, we would like to learn during this training are: Some areas where we need guidance and resources to advance our organizational process are:
GOALS FOR OUR 2-DAY TRAINING Basic foundations for Facilitation and Training Keys and Practice for Co-Facilitation Self awareness and Facilitation Skill Development Observation/Practice of Co-Facilitation:
MCOD Workshop Activities Change vs. Transition Curricula Keys/Practice of Peer Facilitation Feed Back Final Questions & Following Steps TIME FOR A BREAK B
R E A K Use I statements Listen enough to be transformed by what you hear Be fully present in mind, body and heart Practice self regulation: step in, step back or even pass when you need to.
Trust the process and assume positive intentions What is said here stays here, What is learned here leaves here Everyone a Learner, Everyone a Teacher Facilitation Training FACILITATION SYSTEM
FACILITATOR ROLE EXPERIENTIAL LEARNING CONTENT or SKILLS LEARNING GROUP
NEED FORMAT PROCESS INDIVIDUAL ACTIVITY Take a moment and respond to the questions of the handout provided. PAIR UP WITH YOUR
POTENTIAL COFACILITATOR Using these questions just as a reference get to know each other as co-facilitators MCOD WORKSHOP ACTIVITIVIES Change vs.
Transition Curricula Bienvenidos PURPOSE OF MEETING 1. Hold space for authentic conversations that contextualize racial justice within our organization and its work. 2. Use the MCOD tool to look into our
organizational culture and staff climate with a racial equity lens. 3. Consider next steps and strategies to intentionally further diversity, inclusion and equity in our organization and its work. Use I statements Listen enough to be transformed by what you hear Be fully present in mind, body and heart
Practice self regulation: step in, step back or even pass when you need to. Trust the process and assume positive intentions What is said here stays here, What is learned here leaves here Everyone a Learner, Everyone a Teacher Starting the conversation: Understanding Inclusion
Write on a What no one should ever experience in this organization? What does everyone deserve to experience in this organization?
ORGANIZATION LOGO ORGANIZATION MISSION What words stand out for you? Who benefits from us living up to our mission?
Who suffers if we dont? Why is it important that our organization advances diversity, inclusion and equity throughout policies, practices and operations? FORCES OF CHANGE U.S. projected to become a plurality nation, no single group will make up a majority.
By 2042, non-white population will increase from 37% to 57% By 2060, Population (18 to 64) will increase by 42 million, younger ages expected to become increasingly race and ethnically diverse. (US Census Bureau. Press Release (12/12/2012) FORCES OF CHANGE In "The Business Case for Racial Equity"
(2013), the Kellogg Foundation states: research has shown that businesses with a more diverse workforce have more customers, higher revenues and profits, greater market share, less absenteeism and turnover, and a higher level of commitment to their organization (p. 5). Experience d
Behaviors Why Values and Beliefs (Symbolic) Mostly Unconscious How
Leadership workforce- clients composition services provided multimedia materials communicational language space distribution at workplace employees dress code Tone and format of communications Spoken language(s)
Use of personal and common space Everyday interactions and patterns of intra organizational communication, time management, conflict, successes, leadership, struggles, gender expectations, etc. Identity, kinship, othering, race, gender, competence, innocence, worth, humanity, Nature, worldview, God, spirituality, conflict, individual, community, competition, competence, political ideologies, etc. ICEBERG MODEL OF CULTURE. References: Nitza M. Hidalgo, Multicultural Teacher Introspection (2013), Indiana Department of
Education Language Minority and Migrant Program www.doe.state.in.us/lmmp INSTITUTIONALIZED PREFERENCES structural inequities Jackson/Hardiman MCOD Continuum* Monocultural
Exclusionary Club Blatant exclusion or token presence of marginalized group members
Non-Discrimination Compliance Affirming Marginalized group members encouraged, but expected to fit in. Status quo culture
Multicultural Redefining Multicultural/ Inclusive Culture, climate & system experience
fundamental, sustainable change *Jackson 2005 Monocultural Level 1 The exclusionary Openly maintains the dominant groups power and privilege Deliberately restricts membership Intentionally designed to maintain dominance of one group
over others Overt discriminatory, exclusionary, and harassing actions go unaddressed Unsafe and dangerous environment for subordinated group members Monocultural Level 2 The Club Traditional power, privilege and influence reinforced Norms, policies, and procedures of dominant culture viewed
as the only "right" way: "business as usual" Dominant culture institutionalized in policies, procedures, services, etc. Token" members from other social identity groups allowed, IF they have the right credentials, attitudes, behaviors, etc. Engages issues of diversity and social justice only on club members terms and within their comfort zone Non-discriminatory Level 3 Compliance
Committed to removing some of the discrimination inherent in the Club organization Provides some access to some members of previously excluded groups No change in organizational culture, mission, or structure Tolerance based approach Efforts to change profile of workforce (at bottom of organization Token placements in staff positions: Must be team players, qualified and assimilate.
Non-discriminatory Level 4 Affirming Committed to eliminating discriminatory practices and inherent advantages Actively recruits and promotes members of groups that have been historically denied access and opportunity Provides support and career development opportunities to increase success and mobility
Employees encouraged to be non-oppressive ~ awareness trainings Employees must assimilate to organizational culture Break into groups of 3. Have each person in the group think of examples for an organization at stages 2,3 and 4. Share your examples within your small group explaining what level characteristics you recognized in each particular organization.
Diversity Inclusion - Equity DIVERSITY All the ways in which people are both alike and different such as race, ethnicity, gender, sexual orientation, culture, religion, mental and physical ability, class,
immigration status, etc. INCLUSION The active, intentional, and ongoing engagement with diversity in different dimmensions of the organizational culture
such as: relationship building, curricula and program development, communications, decision making, amongst others. EQUITY The active, intentional and
ongoing practice of responsively attending to the differentiated needs from diverse populations as present and relevant to the organizational culture and work.
Multicultural Level 5 Redefining Moving beyond nondiscriminatory, non-oppressive Working to create environment that sustains and builds on the multiple skills and perspectives of a diverse workforce Consistently questions limitations of organizational culture: mission, policies, structures, operations, services, management practices, climate, etc. Committed to redesigning and implementing policies and practices to share leadership, and ensure the inclusion,
participation, and empowerment of all members Multicultural Level 6 Equitable Organization 1. Sustained commitment and practice of diversity minded, intentionally inclusive and equity minded operations in the workplace and beyond 2. Members reflect diverse social and cultural groups throughout all levels of the institution and co-create its
organizational culture as they demonstrate multicultural competencies needed to serve increasingly diverse populations 3. Consistently acts on its commitment to eliminate all forms of exclusion and discrimination within the organization and beyond. 4. Seeks, develops, and values contributions and talents from diverse members for decision making process throughout the organization 5. Follows through on broader social and environmental responsibilities
The Exclusionary NO WAY! The Club Compliance
Our way or the Just because highway! the law says so Redefinin g Purposefully learning how to bring our
whole diverse selves and share decision making in the workplace. Affirming We welcome diverse candidates
Equitable Organizati on Diversity Minded, Intentionally Inclusive Equity Grounded every day practice. Matching Perceptions with indicators
Review pages 12 17 Already in place (check-off ) Not present yet/Need to be implemented (dash -) MOVING FORWARD 1 In your groups and with the worksheet provided work through agreeing on the
following: 1. Most Feasible: easily implemented and most immediate sense of improvement. 2. Most Important: need more deliberation or implies a longer process but provides a long term and needed change. Equity and inclusion as everyday practice
We are the leaders we have been waiting for. ~June Jordan Thanks Gracias TIME FOR A BREAK
B R E A K Change v. Transition Introductions
Todays Agenda Review the basics of change in organizations Identify how YOU are in transition Explore ways to support others through change Types of Change Imposed
Designed Change over which you have little to no control. Change you initiate. Drivers of Change towards Diversity, Inclusion & Equity
In the past 5 years, what has changed around diversity, inclusion and equity Across the United States In our local community In the field of our practice or business 43 What are some of the drivers behind
these changes? Rising expectations & demands for inclusive and equitable practices: Clients Regulators General society Increasing amount of data proving racial inequities across society Trends of demographic change in U.S. (2042 no racial
group as the majority) Other Given this context and the mission of our organization [past organizations mission] Why is it important for us to embrace change? What are the benefits if we do? What are the costs if we dont?
What Happens When Organizations Dont Change? What Happens When People Dont Change? Do We Need to Change? Absolutely What will it take to Change? Flexibility
New Ideas Willingness to Learn Support Systems 48 No one likes change except for a wet baby . . . Why Do People Resist Change? Routine is disrupted/there is a loss of control
It feels awkward and uncomfortable Fear of the unknown/uncertainty Fear of failure/concerns about competence They dont believe in the change They are unhappy with how the change is being implemented/the timing is wrong The change will create more work The Brain on Change Change
The Brain on Change Change Signs of the Panic Zone Its Not The Changes That Do You In its the Transition. Change is situational: the new site, the new boss, the team roles, the new policy.
Transition is the psychological process people through to come to terms with the new situation. Change is external; transition is internal. The Curve Transitions The Curve Marathon Effect
Minimize The Marathon Effect Reflect about your organization: Is the Marathon Effect occurring? How can you tell? How can you or the organization minimize the Marathon Effect? Reflection In this Creating Equitable Organization process,
what is the specific change youd like to reflect on? (ie. a certain policy, practice, or process that is changing because of CEO) Is this a designed or imposed change? Determine the phase in the transition you are in. In that section, write the answers to the questions about moving forward. Circle of Control Concern
Influence Control 62 Apply the Circles of Control Identify the items on the prior list that you have: Concern
Influence Control Be realistic about your sphere of control React accordingly 63 Moving Through Transition
Expect a reaction Let yourself grieve for the losses
Go with the flow ride out the storm Hang onto the familiar things that arent changing Get support seek out the change leaders Divide it up segment the work Find the good in it look for the positive Know that it will end more change will come Resilience Action Plan
What will you do to improve your ability to transition? What will help you build resilience? What 1-2 actions are you going to take to help you with helping others manage change? Lasting Thoughts TIME FOR A BREAK
B R E A K KEEP CALM &
SIGN UP FOR CO-FACILITATION PRACTICE Co-Facilitation Schedule & Teams Questions and Announcements Rest and come re-energized Tomorrow! Thanks Gracias
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