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Intentional Conversations With Dr. Shaunna Payne Gold
We were honored to welcome Dr. Shaunna Payne Gold to the Intentional Conversations vodcast and are so excited to share this encore presentation with you!
Be sure to subscribe to our channel to never miss an episode.
Want to WATCH the full replay? Visit the NWC YouTube channel HERE
KEY TAKEAWAYS FROM DR. SHAUNNA:
Students need to be able to navigate the workplace, not just understand the work of DEI.
Generation Z'ers are making a conscious decision on how to work based on how they were raised and educated.
We forget that for many of us, our hair tells a history of a people!
How ridiculous is it to connect hair style to talents, skills and abilities!
We typically do DEI work within the confines of white comfort and once you start pushing outside of that box, it becomes problematic.
We need to move people from DEI programmers to DEI strategists.
One big thing that is needed is connecting systems and innovation, having strong dialogue facilitators, and training in change management that involves people in the process along the way.
What is important about the acceptance of change, even when people disagree, they feel committed to it, if they were apart of producing the outcome.
DEI should not be situated in HR spaces, but you need to play nicely. We don’t know each others history until we study it.
DEI is a profession. It is not an appendage, or an add-on.
The acronym ADKAR means: Awareness, Desire, Knowledge (do you know what you need to know to change), Ability (too many roadblocks in the way), Reinforcement (to be sure we don’t go back to what we used to be)
If you’re going to work in the DEI space, assume resistors and then figure out how to contain them - how can you make sure they don’t effect what you’re trying to change or effect it less. This could be through confronting them, in a good way, typically this means from a dialogue perspective. Some folks need to be removed - maybe not from the organization, but to a different space.
Be ready with your action plan before these resistors pop up.
Hang in there and take care of yourself!
CONNECT WITH DR. SHAUNNA:
Learn more about Dr. Gold
Join the conversation on LinkedIn
Follow on Facebook
CONNECT WITH NIKA WHITE CONSULTING:
Follow NWC On Facebook
Engage with NWC on Twitter
Be a part of the conversation on Instagram
Watch all the new NWC videos on their YouTube channel
Learn more about NWC
Be a part of the conversation on NWC's LinkedIn
View all episodes
By Nika White ConsultingWe were honored to welcome Dr. Shaunna Payne Gold to the Intentional Conversations vodcast and are so excited to share this encore presentation with you!
Be sure to subscribe to our channel to never miss an episode.
Want to WATCH the full replay? Visit the NWC YouTube channel HERE
KEY TAKEAWAYS FROM DR. SHAUNNA:
Students need to be able to navigate the workplace, not just understand the work of DEI.
Generation Z'ers are making a conscious decision on how to work based on how they were raised and educated.
We forget that for many of us, our hair tells a history of a people!
How ridiculous is it to connect hair style to talents, skills and abilities!
We typically do DEI work within the confines of white comfort and once you start pushing outside of that box, it becomes problematic.
We need to move people from DEI programmers to DEI strategists.
One big thing that is needed is connecting systems and innovation, having strong dialogue facilitators, and training in change management that involves people in the process along the way.
What is important about the acceptance of change, even when people disagree, they feel committed to it, if they were apart of producing the outcome.
DEI should not be situated in HR spaces, but you need to play nicely. We don’t know each others history until we study it.
DEI is a profession. It is not an appendage, or an add-on.
The acronym ADKAR means: Awareness, Desire, Knowledge (do you know what you need to know to change), Ability (too many roadblocks in the way), Reinforcement (to be sure we don’t go back to what we used to be)
If you’re going to work in the DEI space, assume resistors and then figure out how to contain them - how can you make sure they don’t effect what you’re trying to change or effect it less. This could be through confronting them, in a good way, typically this means from a dialogue perspective. Some folks need to be removed - maybe not from the organization, but to a different space.
Be ready with your action plan before these resistors pop up.
Hang in there and take care of yourself!
CONNECT WITH DR. SHAUNNA:
Learn more about Dr. Gold
Join the conversation on LinkedIn
Follow on Facebook
CONNECT WITH NIKA WHITE CONSULTING:
Follow NWC On Facebook
Engage with NWC on Twitter
Be a part of the conversation on Instagram
Watch all the new NWC videos on their YouTube channel
Learn more about NWC
Be a part of the conversation on NWC's LinkedIn