Welcome to Intentional Conversations, where diversity, equity, and inclusion meet leadership and business in a powerful dialogue.
This week, we’re thrilled to feature Rochelle Younan-Montgomery!
So grab your headphones 🎧, hit play, and dive into the conversation with us.
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KEY TAKEAWAYS:
- Find other ways to connect - send a voice memo, take a breath, slow down, think before sending the email, what is an unmet need and identify what it is to think what can bring resolution and solution, and include humor.
- Going from Conflict Avoidance to Conflict Curiosity often involves true mindfulness.
- Conflict curiosity allows for restoration.
- Great leaders understand the power of a pause.
- Open The Front Door Method - rooted in non-violent communication
- O - Observe
- T - what you Think of that
- F - what you Feel about it, rather than leading with the emotion, you bring it into the conversation
- D - what is the Desired outcome (We’re unclear about our unmet needs, but we go in fighting, need to know what you desire as a part of the conversation.)
- We are less effective when we are burnt out. Often we are making things worse for ourselves and others when we’re working from a place of depletion.
- RESET framework is:
- R - Reflect - slow down and ask a powerful question “How might we be out of alignment with our values?”
- E - Embodiment - slow down and tapping into our inner wise guide for clarity
- S - Strategize - what do we need to do differently, both individually and as a team
- E - Experiment - culture of learning
- T - Trust / Tending / Tether - how do you really bring together the head and the heart
- Human centered approach means I’m modeling it. Acknowledging the work your team is doing. Allowing for moments of gratitude and praise, but not forcing it.
- Impossible standards are not the same as human standards.
- Compassionate leadership gets a bad rep.
- Be fiercely clear about what is and is not ok. Am I cultivating a daily practice outside of work in the way I talk to myself? What am I taking in on a daily basis that’s informing my world?
- When teams see a leader modeling the behavior, they know it’s ok to do the same.
CONNECT WITH ROCHELLE:
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