Disruption

We generally see and respond to the world through our individual lens that is grounded in our personal histories and ways of knowing. How often do we have the opportunity to disrupt those ways of knowing? One way is through education. We bear witness in Tara Westovers’ memoir, Educated, to the intense disruption of the pious ways of being she was brought up with, and the subsequent brainwashing that was completely tied to family loyalty. The issue with disruption is that it evokes fear. The fear of entering a space of liminality that is uncertain, unclear, completely foreign and at the extreme, may lead to an abandoning of old patterns. Disruption involves vulnerability and evolution.

When working with white leaders I have come to learn that the disruption of ways of knowing is difficult.  Working to authentically connect to missions of diversity and inclusion requires consistent effort in order to first create an awareness and then respond to organizational culture through a diverse lens. How is one expected to alter their ways of being and knowing through a training? This shift requires a relationship where one can be vulnerable and forthcoming without fear of judgement. It requires both diligence and consistency over a long period of time. The work shows up in meetings and informal interactions, trainings are artificial settings where material can be transported but the “how to” in real life settings is missing. One example I can share when working with executives is that I find myself revisiting intention vs. impact. Meaning, although our intentions may be noble and just, the impact lands differently for different folks. Ultimately, I am humbled by the relationship building because I see the product as the process.