Written by Nico Chin, Up With Community
People talk about the left and right hand sides of the brain, a convenient shorthand that glosses over the complexities of the human brain and especially adult learning. Learning at work involves designing for more than just the linear/logical (left) and creative/associative (right) sides of our brains. As an organizer, I know how important it is to name, see and address power on all four levels on which it operates: individual (internalized), interpersonal, institutional and structural. Doing this allows me to really understand organizations when I am supporting them in their equity journey and learning.
As we understand organizations in this way, we are then more able to identify power imbalances undermining the success of our organization. Addressing those power imbalances involves focusing on the organizational development dynamics: internal communications, decision-making, professional development, to name a few – that are at the heart of both building a Race Equity Culture™ AND a stronger team. While you might not think of your equity work as part of organizational development yet, there are multiple benefits of this change in perspective, approach and outcomes. Below, we’ll lay out how we apply this perspective to building stronger teams.
Strengthening Team & Equity Culture at Every Level
Using the four levels of power/racism, we begin to observe what equity-focused team practices look like in action, across the four levels:
- Internalized/individual: effective professional development and self evaluation
- Interpersonal: effective feedback, evaluation, planning and accountability (including dyads – relationships of deep connection and collaboration)
- Institutional: surveys, formal and informal internal communications, a body that is tracking progress (HR, leadership team, ‘DEI’ committee)
- Structural: strategic conversations including benchmarking/evaluation – often on a quarterly basis – the institution in the larger context of your sector
We can begin to plan, act, and evaluate work across these levels – making connections that improve team collaboration and impact – and advance equity and our mission.
Once we see these levels, we need ways to move information between and across them. What is the learning between interpersonal and institutional evaluations? What are the connections between structural reflections and interpersonal dynamics (e.g. microaggressions)? How could sharing power make you a better strategic thinker? Each team needs to build the answers to these questions that work for their programs, their mission, and the communities they serve.
Learn how to build and use these practices in the inaugural Organizational Equity Cohort! Take the first step on your journey to building a sustainable Race Equity Culture™.
