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.

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