Newsletter – December 12, 2017
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Managing in tough times, sexual harassment resources, and more (and come work for us!)
In this season of holiday cheer, we bring you below some resources for managing in non-cheery times. We pulled together some of our own thinking about how to work with your team when bad events happen externally, and we also compiled a few resources on sexual harassment and assault (including a sample policy, and practical tips for responding to inappropriate comments). On a brighter note, at the end we link to a piece highlighting the positive impact Color of Change is having in the world. Oh, and we have a huge new job opening – check it out!
We hope all of you have great holidays! We’ll be closed the last week of December and can’t wait to work side-by-side with you in the new year as you help make this a better world for all of us!!
Stuff You Can Use
Managing During External Upheaval
Over the past year we’ve gotten lots of questions about how to support staff when external crises break out in the world, so we developed these four quick tips: Acknowledge the issue, create room to discuss it, empower your people to take care of themselves, and recognize that different people will be affected differently. To make it even easier to follow these tips, there’s sample email text for you.
Special Section: Resources on Sexual Harassment and Assault
With reports of harassment and assault dominating headlines, we’ve received a number of requests for resources. Here are a few that we’ve found most helpful so far:
- If your organization does not have an official policy in place, you can work from the sample policy here. The key components: have a clearly outlined reporting process, don’t create an undue burden for reporting, establish zero tolerance for retaliation, and don’t include threats of consequence for “unsubstantiated claims” (which perpetuate the narrative of false reporting).
- A blog post on practical ways to interrupt harassment as it occurs and creating a culture where speaking out is the norm is here (this is particularly key if you have power in terms of your position, race, gender, etc. – don’t leave it to those who are on the receiving end of harassment).
- An article about the marginalized voices, particularly women of color, being left out of the #MeToo conversation is here.
- A piece about effective management response to harassment reports, using trainings effectively, and setting cultural norms is here.
- An article outlining the ways in which leadership structures and practices can lead to or prevent harassment – including the importance of having more women in leadership – is here.
Blast From the Past
It Matters How You Say It
As managers, we don’t always have all the answers. It’s okay to admit that to your team! For example, if you’re not sure about a staff member’s idea, seek their input with language like, “I’m really grappling with the best way forward. I like your idea but worry about its effect on our budget. Do you have thoughts on how we can address that?” Admitting uncertainty and genuinely welcoming input is especially important when leading conversations around highly-charged topics. Our conversations do’s and don’t’s can help you avoid common pitfalls and increase transparency and trust with your staff.
Profile of Impact
Looking for a positive piece to end the year on? Check out this profile of Rashad Robinson, the executive director of our past client, Color of Change, and how he and his team are working on “changing the rules, changing the system, changing how business is done.”
Love our trainings?!? Want to oversee all of them? The fabulous Elizabeth Brown Riordan – who has personally trained many of you reading this piece – is going to step aside from her role running our training team next June (don’t worry – she’ll keep doing lots of trainings!). There’s no way to replace her, but we’re kicking off our search for her successor – read more about this opening and others here!