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Intentional Conversations From Nika White Consulting With Guest Anu Mandapati | Ep. 13
We were honored to welcome Anu Mandapati to Intentional Conversations. Listen now to the full episode and check out her key takeaways below.
1. Learned / Amplified / Sustained Model: Any type of learning experience
typically means it is one and done. So how do we ingrain what we've
learned into our everyday practices? We need to amplify it and practice
it to sustain it.
2. The most impact comes from the day-to-day practices because it fosters great feedback and sustained learning.
3. Cultural change happens at the individual level, the interpersonal level and the team level.
4 Application and interactions with other people are what makes learning as an adult stick.
5. As a team establish team commitments which speaks to how everyone
will show up and what feedback will look like with one another.
6. Culture carriers vs. culture co-creators: We need to be culture
co-creators because it says my actions will matter, and that makes me
want to do something different.
7. DEI is not just a DEI officer’s responsibility, it is everyone’s.
8. Space and Grace X 3 - this is all practice, not perfection.
Space and Grace for me: I will fumble and make mistakes and it is okay, this is a learning journey for all, not a destination
Space and Grace for someone else: When you are in an interaction
Space and Grace when receiving feedback: How do you receive feedback so
it doesn’t create aggression with you? Remember, feedback is about
taking IN and not taking ON!
9. DEI leadership is a calling, it is a very personal position.
10. How do you sustain longevity in the work of DEI?
(1) The most important part of ensuring longevity in DEI leadership is self-care
(2) Community
(3) Knowing who is advocating for you within your organization / company
11. Organizations need to really look at their commitment to DEI, what
they want the role to look like and how are they going to support the
individual. If there is not a buy-in from the organization, it will be
very tough to move the organization forward.
CLOSING REMARKS:
Always be kind to yourself, this is a journey.
Practice. It’s not about being perfect, it’s about practicing. Practice creates progress.
“Your present circumstances don’t determine where you can go, they merely determine where you can start.”
CONNECT WITH ANU:
CONNECT WITH NIKA WHITE CONSULTING:
YouTube
View all episodes
By Nika White ConsultingWe were honored to welcome Anu Mandapati to Intentional Conversations. Listen now to the full episode and check out her key takeaways below.
1. Learned / Amplified / Sustained Model: Any type of learning experience
typically means it is one and done. So how do we ingrain what we've
learned into our everyday practices? We need to amplify it and practice
it to sustain it.
2. The most impact comes from the day-to-day practices because it fosters great feedback and sustained learning.
3. Cultural change happens at the individual level, the interpersonal level and the team level.
4 Application and interactions with other people are what makes learning as an adult stick.
5. As a team establish team commitments which speaks to how everyone
will show up and what feedback will look like with one another.
6. Culture carriers vs. culture co-creators: We need to be culture
co-creators because it says my actions will matter, and that makes me
want to do something different.
7. DEI is not just a DEI officer’s responsibility, it is everyone’s.
8. Space and Grace X 3 - this is all practice, not perfection.
Space and Grace for me: I will fumble and make mistakes and it is okay, this is a learning journey for all, not a destination
Space and Grace for someone else: When you are in an interaction
Space and Grace when receiving feedback: How do you receive feedback so
it doesn’t create aggression with you? Remember, feedback is about
taking IN and not taking ON!
9. DEI leadership is a calling, it is a very personal position.
10. How do you sustain longevity in the work of DEI?
(1) The most important part of ensuring longevity in DEI leadership is self-care
(2) Community
(3) Knowing who is advocating for you within your organization / company
11. Organizations need to really look at their commitment to DEI, what
they want the role to look like and how are they going to support the
individual. If there is not a buy-in from the organization, it will be
very tough to move the organization forward.
CLOSING REMARKS:
Always be kind to yourself, this is a journey.
Practice. It’s not about being perfect, it’s about practicing. Practice creates progress.
“Your present circumstances don’t determine where you can go, they merely determine where you can start.”
CONNECT WITH ANU:
CONNECT WITH NIKA WHITE CONSULTING:
YouTube