The Practice - Part I
Take note of each and every example of your own attitudes, thoughts, perceptions, beliefs and feelings that might be related to having been raised in a racist environment.

We will take one more day exploring this personal level of racism. People of color will (unfortunately) likely be finding regular opportunities to practice.

“It is so fatiguing, dealing with this stuff every day –there really is no respite from it. I’ve been saying for years, that if I can live even one day without racism, I will die a happy woman. Hasn’t happened in 51 years, but I keep hoping.”
Akaya Windwood

As people of color, much of our identity has been formed around race, and our relationship to racism. Some of our work in this part of the practice is about noticing:

* where we have started to numb or tune out in response to the frequency of racism in our environment
* our emotional triggers–especially those that drain our energy, or get in the way of skill analysis ands response to situations
* internalized oppression: where in subtle and not-so-subtle ways our self-concept has taken on the dominant, prejudiced stereotypes of my racial group.
* where we start dealing with white people as “white people” rather than unique individuals

White folks, especially those who live and work in a predominantly white environment, may have to be especially mindful to be tracking our race-related attitudes, thoughts, perceptions, beliefs and feelings. This is especially true regarding white privilege, which tends to be invisible–like the experience of water to a fish. (White participants will have an opportunity to study this in depth in part II.)

While some of our work as white people may be tracking subtle forms of bias or discomfort, much of what we are dealing with is obliviousness. For whites, it’s easy to go through a day without once thinking about race–and this is itself an example of being a privileged class in a racist society. Much of what we whites need to be tracking is about how we’re not tracking certain things–racial dynamics at play at work, on the street and in restaurants and stores, and in the media. What we are often most needing to become aware of, is our lack of awareness.

The Practice - Part I
Take note of each and every example of your own attitudes, thoughts,
perceptions, beliefs and feelings that might be related to having been
raised in a racist environment.

Adapted from the practices of Robert Gass and Akaya Winwood..

The Practice - Part I
Take note of each and every example of your own attitudes, thoughts, perceptions, beliefs and feelings that might be related to having been raised in a racist environment.

Many of us have strong emotional triggers around racism.

Remember some key points around triggers:

1. Triggers are events or situations which tend to catapult us instantly
into highly emotional reactions, often way out of proportion to the
event itself .

2. When we are triggered, our intelligence and ability to choose is hijacked
by our limbic system and the amygdala–primitive parts of the brain
that react before our higher functions can thoughtfully analyze
situations and determine the reality of threats.

3. We are caught in flight/fight/freeze responses— we’re not
resourceful, kind of dumb, and tend to make big messes.

4. A trigger is a “hot button”…a place in us of great sensitivity;
as if there were a response waiting to be stimulated.

5. Our triggers are very personal–what triggers us may not
trigger someone else at all.

6. When triggered, our capacity to actually take effective action is greatly
impaired.

7. Triggers may be personal–arising out of our particular life history.

8. Triggers may also be collective (e.g. cultural norms or internalized
oppression).

9. Triggers reach deep down into our emotional wiring, into what we call
a “core wound”–a place of deep loss, unworthiness, fear,
suffocation, abandonment, annihilation, etc.

What external events regarding race and racism tend to trigger you in this way?

Remember that triggers may be events that we (and most people) might see as
bad things:

* being the personal target of vile, racist remarks
* hearing about a person of color dying from lack of emergency medical treatment that would have been available to a white person,
* being unjustly accused of being a racist in a hostile and vindictive manner

But triggers also may be slight, evoking responses seemingly way out of proportion, for example:
* (for a person of color) hearing a white person that you don’t even know speak in a way that seems possibly presumptive or privileged
* (for a white person) hearing that a person of color may have issues with something you did that might possibly have a race-related perspective

Make a list of external events regarding race and racism that tend to trigger you. These can include individual(s) behavior or lack of behavior, as well as social phenomena.
*
*
*
*

Now take one or two of these that seem particularly volatile, and do some elevator work. Travel down through each of the layers of feeling, to see the wounding that lies at the bottom of the shaft. Then trace back into your life the history and origins of this patterning. What are you seeing and learning?

Please take some time now to actually do this.

As we continue on through our practice on Racism, continue to track your emotional reactions–both spontaneous human reactions to things happening in the moment; and the historical baggage and triggers we carry into the moment.

And for today:

The Practice - Part I
Take note of each and every example of your own attitudes, thoughts, perceptions, beliefs and feelings that might be related to having been raised in a racist environment.

Adapted from the practices of Robert Gass and Akaya Winwood.

In the first day of our practice, we identified four levels of racism:
1. Personal
2. Interpersonal
3. Institutional
4. Cultural

Today, we will explore the first level: Personal

The Practice - Part I
Take note of each and every example of your own attitudes, thoughts, perceptions, beliefs and feelings that might be related to having been raised in a racist environment.

This can be a challenging assignment, as much of this happens below the surface of ordinary awareness.

In doing this work, we want to begin from a place of self-compassion
(as we need to do with so many of our awareness practices).

None of us chose to absorb attitudes feelings and beliefs from the dominant culture.

“Racism isn’t born folks, it’s taught. I have a 2-year-old son. You know what he hates? Diapers! End of list.”
Denis Leary, Comedian

We are not to blame for the system of oppression in which we live.
We are not responsible for the stuff that runs through our mind.
But the more we become aware of what’s in us, the more responsible we can be for our behavior.
And the greater responsibility we can take for creating racial healing and a more just society for all of us.

Watch for thoughts, feelings and beliefs that might be reflections or examples of racism or the impact of having grown up and lived in a racist society. We say “might,” because the point again is not to prove or disprove that we’re racist, or that we suffer from racism. We’re simply using every opportunity to explore what’s going on inside. Bring a spirit of inquiry and curiosity.

This may look somewhat different for people of color and white people.
For white folk, a few examples might be:
* making quick, unconscious assumptions about who or how people are based on their skin color
e.g. You hear about crime in the city and picture a person of color, or hear about a professional person and picture them white.
* failing to be aware of possible impact of racism on people of color with whom you interact
* feeling awkward in interacting with people of color
* feeling guilt as a white person with regard to people of color or racism

For people of color, our observations may include examples of internalized
oppression:

“What then does it mean to be Asian-American? … It means forever holding the contradiction of belonging and not belonging, of feeling “at home” and wondering where home is. It means living with other people’s ideas about me, ideas that often don’t coincide with the person I really am. It means doubting my self-concept. It means working to overcome stereotypes. It means sometimes playing stereotypes to my advantage. It means occasionally still wishing I was white. It means occasionally still feeling the sting of shame about my ethnicity trickling out from hidden places.”
Claire S. Chow, author, professor, counselor

As people of color, we may also notice when we are triggered into judgment, fear or anger towards white people that has more to do with our past experience or larger context of racism, and less about the particular person or their behavior.

As we are likely invested in a self-image of being good people, being enlightened, or at least not having racist thoughts or racial self-loathing, there may be a strong tendency to either not notice these things, or scurry to replace the initial content with a more acceptable version. Please remember and reference all the work we did in our Authenticity practice.

The point of this practice is not to prove our worthiness–but to learn, and to heal.

To anchor this practice, please create reminders that will help you remember to keep your attention focused today.

Please take a few minutes at the end of the day to reflect on what you observed.
I highly recommend some journaling, to help anchor and integrate the learning.

The Practice - Part I
Take note of each and every example of your own attitudes, thoughts, perceptions, beliefs and feelings that might be related to having been raised in a racist environment.

Adapted from the practices of Robert Gass and Akaya Winwood.

As we have learned over and over this year, the state of being from which we approach things has everything to do with our experience and the results we create.

As we begin our new practice, let’s take time to make sure our intention and alignment is clear.

What would you most like to learn or gain out of our practice on racism?
Some of us are new to this work.
Others of us teach it.
But there is always more to learn.
New levels of awareness.
Deeper understanding.
New or renewed commitments to action.

How do we approach this subject in a way that’s fresh?
In a state of not-knowing?
Open to the unknown?

Words like racism, white supremacy, oppression, and white privilege often carry emotional charge, and can be triggering.
How do we approach this highly charged topic connected to our heart?
How do we engage with racism, which tends to generate apprehension, connected to our source of strength?
How do we apply everything we’ve been learning this year to racial healing and racial justice?

Right now, repeat your current leadership mantra 3 times.
(First take a few minutes to update it, if you haven’t used it for a while.)
Do this…

Now, reflect on the connection between your purpose/source of power… and racial healing and racial justice.

What are the linkages?

The next step–always–is to check for alignment.
Create a simple phase that expresses your intent to embrace this new practice.
e.g. “I choose to fully engage with our practice on racism”
or “I choose to deepen my understanding and commitment to racial healing.”

See if there are any secondaries.
e.g. “I’ve already done this work.”
or “It’s not a priority for me.”
or perhaps more primal feelings.
“I hate this stuff!”
“Uh-Oh!”
“I don’t want to!”

Do alignment coaching with yourself (out loud is always MUCH better, so that you can really move energy).

Stay with it until you feel fully ready to engage and get the most out of our next practice.

Please make sure to actually do this process.
You will get more out of the next 3 weeks of practice.

Truthfully, it would be beneficial to align with purpose before beginning any significant activity.

Adapted from the practices of Robert Gass and Akaya Winwood.

Today, we begin a three-week daily practice on racism, privilege and power.

We will cover a lot of territory in the next 3+ weeks.
Some days require writing or meditation assignments other days involve the by-now familiar kinds of awareness practices that you do throughout your other daily activities.

Please put in the time and attention needed to gain real benefit.

What is racism?
Racism has been defined as “Any attitude, action or institutional structure which subordinates a person or group because of his or her color.”
U.S. Commission on Civil Rights
(apologies in advance to my fellow Canadian friends–you will undoubtedly notice a U.S. focus in some of this material.)

Given the wide-spread and persistent nature of racism, it may be surprising to discover that the concept of race is a fairly recent invention in human history. (Some scholars place its genesis in the early 18th century.) We use the term “invention” consciously, as race itself is a social
construct, and in that sense, not real.

“The concept of race is a social and cultural construction… Race simply cannot be tested or proven scientifically. It is clear that human populations are not unambiguous, clearly demarcated, biologically distinct groups. The concept of “race” has no validity… in the human species.”
American Anthropological Association

To a large degree, some of the more overt forms of racism are no longer socially acceptable. There has undoubtedly been progress on a number of social indicators. (Though we should keep in mind the memorable quote of Malcolm X):

“You don’t stick a knife in a man’s back 9 inches and then pull it out 6 inches and say you’re making progress.”

However we hold the question of progress, as the most overt forms of bigotry and discrimination becomes less obvious, it unfortunately becomes easier (for those not directly impacted) to not see or deny racism’s existence.

Why Take This On?
People of color generally know from their own experience all too well the need to heal the wounds of racism. Taking on racism is tough work. White people, who have the enormous privilege of not having to face it regularly, need to come to a personal understanding of why do this work.

There is, of course, a strong moral imperative to addressing injustice. Most of you reading this practice are committed to values such as compassion, respect, and justice. Once our eyes are opened to the pervasiveness of racism, most of us will naturally feel a desire to respond.

However, it’s also important for us to understand that our existing missions as leaders almost invariably inter-relate with issues of racism. Racism is a lens on reality that applies to most social and institutional interactions and dynamics. Former American Sociological Association president Joe R. Feagin says that the United States can be characterized as a “total
racist society” because racism is used to organize every social institution.

Many of society’s ills cannot be successfully addressed, without healing racism. Our success in addressing issues of environment, democracy, human rights, the economy, crime, health, etc. will depend on our ability to address racial injustice, and build meaningful relationships, alliances
and power across racial and ethnic boundaries.

You are each leaders of people and organizations in a society that has become truly multi-cultural, with whites becoming a minority in many of your lifetimes. We must learn to create bonds of understanding, compassion and shared interests across the barriers that divide us, and unleash the creative power of our diversity.

The first step in our practice is to fine-tune our “radar.” There is evidence of racism all around us, but it may have become normalized, or we’re not sensitive to the signs.

“Racism is so universal in this country, so widespread and deep-seated, that it is invisible because it is so normal.”
Shirley Chisholm

Observing Racism
It is important to understand that contemporary racism is often not malicious by intent. But we assert that certain behaviors are racist regardless of intent.

Valerie Batts in her article “Is Reconciliation Possible?” outlines four levels of
racism:

1. Personal
At this level, racism is prejudice or bias. It is the maintenance of conscious or unconscious attitudes and feelings that whites are superior and that blacks or other people of color are inferior or that these groups’ differences are not acceptable in some way. Personal level racism
includes cognitive or affective misinformation or both. The misinformation may be learned directly, as through overt messages, or indirectly as through observation.

2. Interpersonal
Behaviors based on conscious or unconscious biased assumptions About self and other are interpersonal manifestations of racism. It is often through uncomfortable or tense cross-cultural interactions that individuals discover subtle racist behaviors within themselves or others.

3. Institutional
An examination of power relationships reveals institutional racism. The question to be asked is, to what extent do the intended and unintended consequences of policies, practices, laws, styles, rules, and procedures function to the advantage of the dominant group and to the disadvantage of people of color? To the extent that whites in this society have the
political, economic, educational, social, and historical power and access to institutionalize prejudices (i.e., the myths of white superiority and black inferiority) against blacks and other people of color, whites are in a position to practice or maintain institutional racism.

4. Cultural
The ability to define European-American and Western cultural preferences as “right and beautiful” is the consequence of having institutional power and access in this country. When the standards of appropriate action, thought, and expression of a particular group are
perceived either overtly or subtlety as negative or less than, cultural racism has occurred. Conformity to the dominant culture is then viewed as “normal” when in fact the myth of the inherent superiority of the group setting the standards is operating. If such is the case, it is likely that a given individual will need to change her behavior to fit those of the dominant group just to be accepted as competent, attractive, or talented.

We will be using this framework of four levels to carefully watch and listen to life around us, attuning all our senses and mind to discerning racism in all its forms.

For today’s practice, write down 5 examples of each of the four levels of racism. As much as possible, try to choose examples that you in some way see or encounter in yourself, in those around you, in the media, and in your work.

Personal
1.
2.
3.
4.
5.

Interpersonal
1.
2.
3.
4.
5

Institutional
1.
2.
3.
4.
5

Cultural
1.
2.
3.
4.
5

Many, many thanks to Akaya Winwood for the development of of Practices #12-18 people of color in Part III.

Adapted from the practices of Robert Gass and Akaya Winwood.

“The truth is self luminescent. It is reality, self evident, needing no external defense. It is immediately recognized by resonant hearts. It can be hidden for a short time by clouds or by imprisoning others indoors… but inevitably truth conquers all.”
O Anna Niemus, contemporary American poetess

And so we come to the end of our practice of authenticity.

Like all our practices, its purpose is to help us cultivate new habits that serve our leadership.

May you be a voice of truth–in your work, in your life, and in this world so in need of the awakening power of Truth!

Special assignment for today:

1. Review each of the groups with whom you work from the perspective of authenticity

2. Evaluate each group - 1(low) to 10(high) on these questions:
“People say what they really think and feel in meetings.”
“The culture and working environment really supports people speaking honestly.”

3. For those groups where lack of honest dialogue is impeding the work, what (if anything) is your commitment to doing something to remedy this? What steps might you take?

Adapted from the practices of Robert Gass

Speaking the truth is important to leadership.
But so is creating a space for others to speak their truth.

“Truth is not to be found inside the head of an individual person, it is born between people collectively searching for truth, in the process of their dialogic interaction”
Mikhail Mikhailovich Bakhtin, Russian philosopher (1895-1975)

When each of us brings forward our pieces of truth, the Truth becomes clear.

“There are three truths: My truth. Your truth. And the truth.”
Chinese proverb

We each have a piece of the truth –

Like the story of the blind men trying to describe an elephant by the part of the animal they were feeling.

When we have positional power, it’s relatively easy for us to feel safe in speaking our truth.
But it is also our job to create that same safety for those with less power.

We want to be experienced by others as someone who can hear truth, as well as speak it.

“Truth comes as conqueror only to those who have lost the art of receiving it as friend.” Rabindranath Tagore

Reflect on this right now.
To what degree are you someone who makes it easy for others to bring you their truths?
Do you invite and welcome the feedback of others about you and the impact of your behavior?
Do you tend to get defensive?
How easy do you make it for others to disagree with your opinions?
Do you tend to be enamored with your own ideas?

Let us invite and welcome the truth today from all those we meet.

The Practice - Part II:
Be 100% authentic in your interactions with others. Really!

Adapted from the practices of Robert Gass

“The truth that makes men free is for the most part the truth which men prefer not to hear.”
Herbert Agar

“The truth will set you free…of your job, possibly your marriage, and who knows what else…”
a participant in one of Robert Gass’s workshops

How about the difficult truths?
The ones others may not wish to hear?
We may come up against our desire to be approved of, to be liked.

Truth-telling doesn’t win you any popularity contests.
Except the one that really counts–
Your self-respect.

The Practice - Part II:
Be 100% authentic in your interactions with others. Really!

Adapted from the practices of Robert Gass

“I’m for truth, no matter who tells it.”
Malcolm X

“The gift of truth excels all other gifts.”
Buddha

How are you doing with this practice?
Are you being more truthful with yourself?
Is the frequency of your small, everyday lies declining?
Are you stepping up to speak difficult truths more often?
Where are you falling short?
What are you learning?
What impact is this practice having on your leadership?

The Practice - Part II:
Be 100% authentic in your interactions with others. Really!

Adapted from the practices of Robert Gass

“In a room where people unanimously maintain a conspiracy of silence, one word of truth sounds like a pistol shot.”
Czeslaw Milosz, Lithuanian writer & Nobel Prize winner

“I never give them hell. I just tell the truth and they think it’s hell. “
Harry S. Truman

“During times of universal deceit, telling the truth becomes a revolutionary act.”
George Orwell

May your leadership today be emboldened and empowered through your
commitment to speaking the truth.

The Practice - Part II:
Be 100% authentic in your interactions with others. Really!

Adapted from the practices of Robert Gass