Our guiding principles
We are passionate about helping you build internal capacity to change the world. The principles that guide are work are:
Begin with what is working. We take a strengths-based approach to our work because we know that focusing on what is working gives energy, creativity and allows for innovation (Wheatley, 2007).
Embrace and expect ambiguity and iteration. To develop transformative learning experiences that simultaneously build capacity while also generating a user-friendly product is not a clear cut process. We balance creativity and analysis and use an iterative learning-by-doing process (Cravens, et.al, 2014)with clients to support innovation.
Focus on the intersection of emotional intelligence and equity. Developing adults’ emotional intelligence with an equity lens “has the potential to help mitigate the interrelated legacies of racial and class oppression in the U.S. and globally” (Jagers, Rivas-Drake & Borowski, 2018). We work to build adults’ social and emotional competencies as a way to ensure equity and justice.
Encourage reflection and behavior change. Social psychology suggests that participants can realize longer term attitude change once anti-biased behaviors are adopted (Creary, 2018). We support clients in identifying what’s working in their current behaviors, shedding unhelpful behaviors and adopting new behaviors.
Create spaces conducive for dialogue. Dialogue is a key component of the work required to address equity. While much of that dialogue can be challenging and push even the most competent equity-driven staff and leaders, we help create norms and foster dialogue that affirms individual experiences while equipping individuals with tools and strategies to become more comfortable with being uncomfortable. Conversation is how human beings have always thought! (Wheatley, 2007).
Connect to personal experiences. While adult learners are most motivated to learn when they have a need or desire to do so (Wlodkowski & Ginsberg, 2017), we know that not all stakeholders in your project may feel personally compelled to engage in these transformational learning processes. To mitigate this, we focus on our learners’ personal experiences, draw upon their own wisdom and then relate them to the broader context of how this work supports the work they do.
All learning is social and emotional. Learning and growing feels good. Building upon the National Commission on Social, Emotional and Academic Development and the Science of Learning and Development (Aspen Institute, 2017), we promote connectedness, dialogue, and social learning. We also support the emotional engagement of all stakeholders by framing and giving space for authentic storytelling and discussion.
Be the change. In our coaching, advising and capacity-building roles, our team thoughtfully and intentionally models the language, strategies, body language, and approach we want partners to undertake themselves. We share our own journeys and how we enter the work. We also acknowledge how challenging this work is and provide safe spaces for stakeholders to fail, learn, and grow. That means: generosity, forgiveness and love.
Do the work. We are each committed to doing the difficult personal work required to understand white supremacy culture and our roles to dismantle it. We each have personal practices including mindfulness, meditation, coaching and accountability partners to continually support our own DEI knowledge and lenses. Further, as a company, we use our standing to include, elevate and heed the experience and expertise of BIPOC. We believe that humans can do anything as long as we’re together.