LIMITED
CHANGEWORKBYTEMAOKUN
ON WHITE SUPREMACY CULTURE BUILDS ON THE WORK OF MANY PEOPLE INCLUDING BUT NOT
TO ANDREA AYVAZIAN BREE CARISON BEVERLY DANIEL TATUM DUEKER NANCY EMOND JAM
LUNSFORD SHARON MARTINAS JOAN OLSSON DAVID ROGERS JAMES WILLIAMS SALLY YEE
EQUITY INSTITUTE MC THE PEOPLES INSTITUTE FOR
AS WELL AS THE WORK OF GRASSROOTS LEADERSHIP
SURVIVAL
AND BEYOND THE CHALLENGING WHITE SUPREMACY WORKSHOP THE ULLIE ALLEN INSTITUTE THE
IN THE DR PROCESS
OF HUNDREDS OF PARTICIPANTS
WESTERN STATES CENTER AND THE CONTRIBUTIONS
WHO
HAS
DONE
EXTENSIVE
RESEARCH ON
OF
DANIEL
BUFORD
THESE SECTIONS ARE BASED ON THE WORK
WHITE SUPREMACY CULTURE AND OTHER TRAINERS AT THE PEOPLES INSTITUTE FOR SURVIVAL AND BEYOND
THIS PIECE
THIS
IS
LIST
OF CHARACTERISTICS
OF WHITE
WHICH SHOWUP
CULTURE
SUPREMACY
IN
OUR
SO PRESENT AND AT THE
CULTURE IS POWERFUL PRECISELY BECAUSE IT IS
ORGANIZATIONS
THE CHARACTERISTICS LISTED BELOW
TO NAME OR IDENTIFY
SAME TIME SO VERY DIFFICULT
ARE DAMAGING BECAUSE THEY ARE USED AS NORMS AND STANDARDS WITHOUT BEING PRO
NAMED OR CHOSEN BY THE
THEY ARE DAMAGING BECAUSE THEY
GROUP
ACTIVELY
BOTH PEOPLE OF COLOR
PROMOTE WHITE SUPREMACY THINKING THEY ARE DAMAGING TO
AND TO WHITE PEOPLE ORGANIZATIONS THAT ARE PEOPLE OF COLOR LED OR MAJORITY
OF WHITE
CHARACTERISTICS
PEOPLE OF COLOR CAN ALSO DEMONSTRATE MANY DAMAGING
SUPREMACY CULTURE
PERFECTIONISM
LITTLE
APPRECIATION
APPRECIATION
AMONG PEOPLE
EXPRESSED
THAT IS
EXPRESSED
FOR THE
USUALLY DIRECTED
WORK THAT
TO THOSE
OTHERS ARE
WHOGET MOST
DOING
OF THE
CREDIT
ANYWAY
MORE COMMONIS TO POINT OUT EITHER HOWTHE PERSON OR WORK IS INADEQUATE
OF
PERSON OR
OR EVEN MORE COMMONTO TALK TO OTHERS ABOUT THE INADEQUACIES
THEIR WORK WITHOUT EVER TALKING DIRECTLY TO THEM
MISTAKES ARE SEEN AS PERSONAL IE THEY REFLECT BADLY ON THE PERSON MAKING THEM
MISTAKES
AS OPPOSED TO BEING SEEN FOR WHAT THEY ARE
MISTAKE DOING WRONGWITH BEING
MAKING MISTAKE IS CONFUSED WITH BEING
WRONG
TIME ENERGY OR MONEY PUT
LITTLE
INTO
REFLECTION
LESSONS LEARNED
OR IDENTIFYING
MISF
CAN IMPROVE PRACTICE IN OTHER WORDS LITTLE OR NO LEARNING FROM
AND
TENDENCY TO IDENTIFY WHATS WRONGLITTLE ABILITY TO IDENTIFY NAME
THAT
APPRECIATE WHATS RIGHT
OFTEN INTERNALLY
FELT IN OTHER
WORDSTHE
INADEQUACIES
AND MISTAKES
FAILS
TO APPRECIATE
OUT HIS FAULTS OR FAILURES
GOOD WORKMORE OFTEN POINTING
WITH
PERFECTIONIST
RATHER THAN LEARNING FROM
HARSH AND CONSTANT INNER
FOCUSING
HER
OWN
ON
THEM THE PERSON WORKS
CRITIC
ANTIDOTES
DEVELOP
TIME TO MAKE SURE THAT PEOPLES WORKAND
CULTURE OF APPRECIATION
WHERE THE ORGANIZATION
EFFORTS ARE APPRECIATED
WILL
TAKES
DEVELOP
MISTAKES
MAKE
WHERE IT IS EXPECTED
EVERYONE
LEARNING ORGANIZATION
FOR
THOSE
MISTAKES
OFFER
AND
LEARNING CREATE AN ENVIRONMENT
OPPORTUNITIES
RESULTS
WHERE PEOPLE CAN RECOGNIZE THAT MISTAKES SOMETIMES LEAD TO POSITIVE
THAT
TO
SEPARATE THE PERSON FROM THE MISTAKE WHENOFFERING FEEDBACK ALWAYS SPEAK
TO
OFFER
ASK
SPECIFIC
THE THINGS THAT WENTWELL BEFORE OFFERING CRITICISM
PEOPLE
WHEN OFFERING CRITICISM REALI
FOR HOWTO DO THINGS
DIFFEI
CHANGEWORKDISMANTLING
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RACISM WORKBOOK
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THE WORKOFTEN
YOUR OWNWORST CRITIC DOES NOT ACTUALLY IMPROVE
CONTRIBUTES TO LOW MORALE AMONG THE GROUP AND DOES NOT HELP YOU OR THE GROUP TO
REALIZE THE BENEFIT OF LEARNING FROM MISTAKES
THAT BEING
SENSE
OF
URGENCY
TO TAKE TIME TO BE INCLUSIVE
SENSE OF URGENCY THAT MAKES IT DIFFICULT
TO THINK LONGTERM TO
ENCOURAGE DEMOCRATIC ANDOR THOUGHTFUL DECISIONMAKING
CONTINUED
CONSIDER CONSEQUENCES
FOR QUICK OR HIGHLY VISIBLE
ALLIES
RESULTS FOR
FREQUENTLY RESULTS IN SACRIFICING
POTENTIAL
WIN
VICTORIES
FOR
INTERESTS
OF
COMMUNITIES
OF
COLOR
IN
ORDER
TO
EXAMPLE SACRIFICING
WHITE PEOPLE SEEN AS
AND BY
DEFAULT
OR
NORM COMMUNITY
PROPOSALS WHICH PROMISE TOO
FUNDERS WHOEXPECT TOO MUCHFOR TOO LITTLE
REINFORCED
BY FUNDING
ANTIDOTES
MUCH WORKFOR
TOO
LITTLE
MONEY
WORKPLANS LEADERSHIP WHICH UNDERSTANDS THAT THINGS TAKE LONGER
THAN ANYONE EXPECTS DISCUSS AND PLAN FOR WHAT IT MEANS TO SET GOALS OF INCLUSIVITY
AND DIVERSITY PARTICULARLY IN TERMS OF TIME LEARN FROM PAST EXPERIENCE HOWLONG
TIME FRAMES BE CLEAR ABOUT
THINGS TAKE WRITE REALISTIC
FUNDING PROPOSALS WITH REALISTIC
REALISTIC
HOWYOU WILL MAKE GOOD DECISIONS
AN ATMOSPHERE OF URGENCY REALIZE THAT RUSHING
DECISIONS TAKES MORE TIME IN THE LONG RUN BECAUSE INEVITABLY
PEOPLE WHODIDNT GET
CHANCE TO VOICE THEIR THOUGHTS AND FEELINGS WILL AT BEST RESENT AND AT WORSTUNDERMINE
THE DECISION
IN
BECAUSE THEY WERE LEFT UNHEARD
DEFENSIVENESS
THE ORGANIZATIONAL
IS
STRUCTURE
AND PROTECT POWERAS
IT
EXISTS
SET
UP AND MUCHENERGY
THAN TO FACILITATE
RATHER
DARIFY WHO HAS POWERAND HOWTHEY ARE EXPECTED
BECAUSE OF EITHEROR THINKING SEE BELOW CRITICISM
THREATENING AND INAPPROPRIATE
TO
DIFFICULT
THESE IDEAS
TO RAISE
TO USE
IT
OF THOSE
WITH POWER
IS
VIEWED
AS
OR RUDE
NEW OR CHALLENGING
PEOPLE RESPOND
SPENT TRYING TO PREVENT ABUSE
THE BEST OUT OF EACH PERSON OR TO
IDEAS WITH DEFENSIVENESS
LOT OF ENERGY IN THE ORGANIZATION IS SPENT TRYING TO MAKE SURE
ARENT GETTING HURT OR WORKING AROUND DEFENSIVE PEOPLE
MAKING
THAT
IT
VERY
PEOPLES
FEELINGS
PEOPLE SPEND ENERGY DEFENDING AGAINST CHARGES OF RACISM INSTEAD OF EXAMINING
HOWRACISM MIGHT ACTUALLY BE HAPPENING
WHITE
THE DEFENSIVENESS
ANTIDOTES
OF PEOPLE IN
UNDERSTAND THAT
ABUSE UNDERSTAND THE
LINK
POWERCREATES AN OPPRESSIVE
CANNOT IN AND OF ITSELF
STRUCTURE
IDEAS GETS IN THE
QUANTITY
FACILITATE
OR PREVENT
BETWEEN DEFENSIVENESS AND
FACE LOSING COMFORT LOSING PRIVILEGE
DEFENSIVENESS AS
PROBLEM WHENIT
MORETHAN YOU THINK
CULTURE
DISCUSS THE
WAY OF THE
FEAR OF LOSING POWER LOSING
WORKON YOUR OWNDEFENSIVENESS NAME
ONE GIVE PEOPLE CREDIT FOR BEING ABLE
WAYS IN WHICH DEFENSIVENESS OR RESISTANCE
IS
TO
HANDLE
TO
NEW
MISSION
OVER QUALITY
ARE DIRECTED TOWARDPRODUCING MEASURABLE GOALS
THINGS THAT CAN BE MEASURED ARE MORE HIGHLY VALUED THAN THINGS THAT CANNOT FOR
EXAMPLE NUMBERS OF PEOPLE ATTENDING
MEETING NEWSLETTER CIRCULATION
MONEY SPENT
ALL
RESOURCES OF ORGANIZATION
VALUED MORE THAN QUALITY OF RELATIONSHIPS
CONSTRUCTIVELY DEAL WITH CONFLICT
ARE
LITTLE
OR NO VALUE ATTACHED TO PROCESS IF
IT
DEMOCRATIC DECISIONMAKING
ABILITY
CANT BE MEASURED IT HAS NO VALUE
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TO
DISCOMFORT WITH EMOTION AND FEELINGS
NO UNDERSTANDING
WHEN THERE
THAT
BETWEEN CONTENT THE AGENDA
CONFLICT
IS
OF THE
AND PROCESS PEOPLES NEED TO BE HEARD OR ENGAGED PROCESS WILL PREVAIL FOR
EXAMPLE YOU MAY GET THROUGH THE AGENDA BUT IF YOU HAVENT PAID ATTENTION TO
UNDERMINED ANDOR
PEOPLES NEED TO BE HEARD THE DECISIONS MADE AT THE MEETING ARE
MEETING
DISREGARDED
ANTIDOTES
INCLUDE PROCESS OR
YOUR PLANNING MAKE SURE YOUR
VALUES STATEMENT WHICH EXPRESSES THE WAYS IN WHICH YOU WANT TO
HAS
ORGANIZATION
QUALITY
GOALS IN
DO YOUR WORK MAKE SURE THIS IS LIVING DOCUMENT AND THAT PEOPLE ARE USING IT IN
THEIR DAY TO DAY WORKLOOK FOR WAYS TO MEASURE PROCESS GOALS FOR EXAMPLE IF YOU
HAVE GOAL OF INDUSIVITY
THINK ABOUT WAYS YOU CAN MEASURE WHETHER OR NOT YOU
HAVE ACHIEVED THAT GOAL LEARN TO RECOGNIZE THOSE TIMES WHENYOU NEED TO GET OFF THE
AGENDA
ORDER TO ADDRESS PEOPLES UNDERLYING
IN
CONCERNS
WORSHIP OF THE WRITTEN WORD
IF
MEMO
NOT IN
ITS
DOESNT
IT
DOES NOT
THE ORGANIZATION
GETS SHARED
EXIST
TAKE INTO
ACCOUNT OR VALUE OTHER
THOSE WITH STRONG DOCUMENTATION AND WRITING
ORGANIZATIONS WHERE ABILITY TO RELATE TO OTHERS
SKILLS
IS
ARE
KEY
WAYS IN WHICH
INFORMATION
MORE HIGHLY VALUED EVEN
IN
TO THE MISSION
ANTIDOTES
TAKE THE TIME TO ANALYZE HOWPEOPLE INSIDE AND OUTSIDE THE ORGANIZATION
GET AND SHARE INFORMATION FIGURE OUT WHICH THINGS NEED TO BE WRITTEN DOWNAND COME
UP WITH
AND
CONTRIBUTIONS
ABILITY
TO BUILD
MISSION MAKE
TO THE ORGANIZATION
PERSON BRINGS
SURE ANYTHING
FOR EXAMPLE THE
WHOARE IMPORTANT
WRITTEN CAN BE CLEARLY UNDERSTOOD AVOID ACADEMIC
TO THE ORGANIZATIONS
WITH THOSE
RELATIONSHIPS
ONLY ONE RIGHT
THE BELIEF
THAT EVERY
SKILLS
RECOGNIZE THE
BUZZ WORDS ETC
LANGUAGE
RIGHT
WAYS TO DOCUMENT WHAT IS HAPPENING WORK TO
ALTERNATIVE
THERE IS
WAY THEY
WAY
ONE
WILL
RIGHT
WAY TO DO THINGS AND ONCE PEOPLE
SEE THE LIGHT AND ADOPT
ARE INTRODUCED
TO THE
IT
WHEN THEY DO NOT ADAPT OR CHANGE THEN SOMETHING IS WRONGWITH THEM THE OTHER
THOSE NOT CHANGING NOT WITH US THOSE WHOKNOWTHE RIGHT WAY
SIMILAR
WHODOES NOT SEE VALUE IN THE CULTURE OF OTHER COMMUNITIES
TO THE MISSIONARY
SEES ONLY VALUE IN THEIR BELIEFS
ANTIDOTES
HAS
MADE
ABOUT WHAT IS GOOD
ACCEPT THAT THERE ARE MANY WAYS TO GET TO THE SAME GOAL ONCE THE GROUP
DECISION ABOUT WHICH WAY WILL BE TAKEN HONOR THAT DECISION AND SEE WHAT
YOU AND THE
WILL LEARN
ORGANIZATION
FROM TAKING
THAT
WAY EVEN AND
ESPECIALLY
IF IT
IS
WAY YOU WOULD HAVE CHOSEN WORKON DEVELOPING THE ABILITY TO NOTICE WHEN
PEOPLE DO THINGS DIFFERENTLY AND HOWTHOSE DIFFERENT WAYS MIGHT IMPROVE YOUR
APPROACH LOOK FOR THE TENDENCY FOR GROUP OR PERSON TO KEEP PUSHING THE SAME
POINT OVER AND OVER OUT OF BELIEF THAT THERE IS ONLY ONE RIGHT WAY AND THEN NAME IT
NOT THE
WHENWORKING WITH COMMUNITIES FROM
ORGANIZATIONS
THAN YOURS OR YOUR
BE CLEAR THAT YOU HAVE SOME LEARNING TO DO ABOUT THE COMMUNITIES
NEVER ASSUME THAT YOU OR YOUR ORGANIZATION KNOWWHATS BEST FOR THE
WAYS OF DOING
COMMUNITY IN ISOLATION
FROM MEANINGFUL
DIFFERENT
CULTURE
RELATIONSHIPS
RACISM WORKBOOK
TEMAOKUNAOLCAM JACKSONVILLE
WITH
THAT
COMMUNITY
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PATERNALISM
IS DEAR TO THOSE WITH POWER AND UNCLEAR TO THOSE WITHOUT IT
DECISIOIXMAKITX
FOR AND IN THE INTERESTS
THOSE WITH POWERTHINK THEY ARE CAPABLE OF MAKING DECISIONS
OF THOSE WITHOUT
POWER
POWEROFTEN DONT THINK
OR NECESSARY TO UNDERSTAND THE
VIEWPOINT OR EXPERIENCE OF THOSE FOR WHOMTHEY ARE MAKING DECISIONS
THOSE WITHOUT POWERUNDERSTAND THEY DO NOT HAVE IT AND UNDERSTAND WHODOES
THOSE WITH
THOSE WITHOUT
POWERDO NOT
IS
IT
IMPORTANT
KNOWHOWDECISIONS
REALLY
GET
WITH
MADE AND WHO MAKES
WHAT DECISIONS AND YET THEY ARE COMPLETELY
IMPACT OF THOSE
DECISIONS ON THEM
ANTIDOTES
MAKE SURE THAT EVERYONE KNOWS AND UNDERSTANDS WHOMAKES WHAT
MAKE SURE EVERYONE KNOWSAND UNDERSTANDS THEIR
DECISIONS IN THE ORGANIZATION
FAMILIAR
OF RESPONSIBILITY
AND AUTHORITY IN THE ORGANIZATION
BY DECISIONS IN THE DECISIONMAKING
EITHERLOR
THE
INCLUDE PEOPLE
WHOARE
LEVEL
AFFECTED
THINKING
THINGS ARE EITHEROR
GOODBADRIGHTWRONG WITH USAGAINST US
TO LEARN FROM MISTAKES
DOSELY LINKED TO PERFECTIONISM IN MAKING IT DIFFICULT
OR
ACCOMMODATECONFLICT
NO SENSE
RESULTS
CAN BE BOTHAND
THAT THINGS
IN TRYING TO SIMPLIFY
COMPLEX THINGS
FOR
EXAMPLE BELIEVING
THAT POVERTY
IS
RESULT OF LACK OF EDUCATION
SIMPLY
CREATES CONFLICT
DECISIONS
TO
ALTERNATIVES
AND
SENSE OF URGENCY AS PEOPLE FEEL THEY HAVE TO MAKE
THIS OR THAT WITH NO TIME OR ENCOURAGEMENT TO CONSIDER
INCREASES
DO EITHER
PARTICULARLY
THOSE WHICH
MAY REQUIRE MORE TIME
OR RESOURCES
DEAR AGENDA OR GOAL TO PUSH THOSE WHOARE STILL THINKING OR
BY THOSE WITH
WITHOUT ACKNOWLEDGING
NEED FOR TIME
MAKE
CHOICE
BETWEEN
OR
REFLECTING TO
AND CREATIVITY TO COME UP WITH MORE OPTIONS
ANTIDOTES
NOTICE WHEN PEOPLE USE EITHEROR LANGUAGE AND PUSH TO COME UP WITH
MORE THAN TWO ALTERNATIVES NOTICE WHENPEOPLE ARE SIMPLIFYING COMPLEX ISSUES
WHENTHE STAKES SEEM HIGH OR AN URGENT DECISION NEEDS TO BE MADE SLOW
PARTICULARLY
IT DOWNAND ENCOURAGE PEOPLE TO DO
DEEPER ANALYSIS WHENPEOPLE ARE FACED WITH AN
TAKE
BREAK AND GIVE PEOPLE SOME BREATHING ROOMTO THINK
URGENT DECISION
CREATIVELY AVOID MAKING DECISIONS UNDER EXTREME PRESSURE
OFTEN USED
POWER HOARDING
VALUE AROUND SHARING POWER
POWER SEEN AS LIMITED ONLY SO MUCHTO GO AROUND
LITTLE
IF
ANY
THOSE WITH
POWERFEEL
SHOULD BE DONE IN THE
THREATENED
WHEN ANYONE SUGGESTS CHANGES IN HOWTHINGS
ORGANIZATION
FEEL SUGGESTIONS FOR
CHANGE ARE
REFLECTION
ON
THEIR
LEADERSHIP
THOSE WITH POWERDONT SEE THEMSELVES
AS HOARDING
POWEROR
AS FEELING
THREATENED
THEY HAVE THE BEST INTERESTS OF THE ORGANIZATION AT HEART AND
ASSUME THOSE WANTING CHANGE ARE ILLINFORMED STUPID EMOTIONAL INEXPERIENCED
ANTIDOTES
INCLUDE POWERSHARING IN YOUR ORGANIZATIONS
VALUES STATEMENT DISCUSS
THOSE WITH
POWERASSUME
WHAT GOODLEADERSHIP LOOKS LIKE AND MAKE SURE PEOPLE UNDERSTAND THAT GOOD LEADER
AND
DEVELOPS THE POWER AND SKILLS OF OTHERS UNDERSTAND THAT CHANGE IS INEVITABLE
CHALLENGES TO YOUR LEADERSHIP CAN BE HEALTHY AND PRODUCTIVE MAKE SURE THE
OR ANIZATION IS FOCUSED ON THE MISSION
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FEAR OF OPEN CONFLICT
SCARED OF EXPRESSED CONFLICT AND TRY TO IGNORE IT OR RUN FROM IT
WHENSOMEONE RAISES AN ISSUE THAT CAUSES DISCOMFORT THE RESPONSE IS TO BLAME THE
ISSUE WHICH IS ACTUALLY CAUSING
PERSON FOR RAISING THE ISSUE RATHER THAN TO LOOK AT THE
PEOPLE IN
THE
POWERARE
PROBLEM
EMPHASIS ON BEING
POLITE
OF
WITH BEING IMPOLITE
ROLE PLAY WAYS TO HANDLE CONFLICT BEFORE CONFLICT
THE RAISING
EQUATING
ANTIDOTES
BETWEEN BEING
AND RAISING
POLITE
THEM
ISSUES
DIFFICULT
HARD ISSUES DONT REQUIRE
RUDE OR OUT OF LINE
HAPPENS DISTINGUISH
THOSE
WHORAISE
HARD
ACCEPTABLE WAYS ESPECIALLY IF YOU ARE USING THE WAYS IN
WHICH ISSUES ARE RAISED AS AN EXCUSE NOT TO ADDRESS THOSE ISSUES ONCE CONFLICT IS
RESOLVED TAKE THE OPPORTUNITY TO REVISIT IT AND SEE HOW IT MIGHT HAVE BEEN HANDLED
TO RAISE
ISSUES
IN
DIFFERENTLY
INDIVIDUALUSM
TEAM
OR COMFORT WORKING AS PART OF
BELIEVE
ORGANIZATION
THEY ARE RESPONSIBLE FOR SOLVING PROBLEMS ALONE
ACCOUNTABILITY IF ANY GOES UP AND DOWNNOT SIDEWAYS TO PEERS OR TO THOSE THE
LITTLE
EXPERIENCE
PEOPLE IN
ORGANIZATION IS SET UP TO SERVE
DESIRE FOR INDIVIDUAL
RECOGNITION AND CREDIT
LEADS TO ISOLATION
COMPETITION MOREHIGHLY VALUED THAN COOPERATION
SKILLS
LITTLE TIME OR RESOURCES DEVOTED TO DEVELOPING
LACK OF ACCOUNTABILITY
CREATES
DONE ON THEIR
AS THE ORGANIZATION
OWNWITHOUT NEEDING
AND WHERE COOPERATION
IN
IS
VALUED
HOWTO
COOPERATE
VALUES THOSE WHOCAN GET THINGS
OR GUIDANCE
SUPERVISION
VALUE IN YOUR VALUES STATEMENT MAKE
SURE THE ORGANIZATION IS WORKING TOWARDSSHARED GOALS AND PEOPLE UNDERSTAND HOW
WORKING TOGETHER WILL IMPROVE PERFORMANCE EVALUATE PEOPLES ABILITY TO WORK IN
ANTIDOTES
TEAM
INDUDE
TEAMWORKAS AN IMPORTANT
AS WELL AS THEIR
THOSE
ABILITY
WHOPARTICIPATE
PEOPLE ACCOUNTABLE AS
TO GET THE JOB
SURE THAT CREDIT
IS
GIVEN
TO ALL
PERSON MAKE
IN AN EFFORT NOT JUST THE LEADERS OR MOST PUBLIC
CULTURE WHERE
CREATE
GROUP RATHER THAN AS INDIVIDUALS
PEOPLE BRING PROBLEMS TO THE GROUP USE
NOT JUST
PLACE TO REPORT ACTIVITIES
IM
DONE MAKE
STAFF
MEETINGS
AS
PLACE TO SOLVE PROBLEMS
THE ONLY ONE
CONNECTED TO INDIVIDUALISM
HAVE
TO
THE BELIEF
THAT
IF
SOMETHING
IS
GOING
TO GET
DONE RIGHT
DO IT
TO DELEGATE WORK TO OTHERS
LITTLE OR NO ABILITY
ANTIDOTES EVALUATE PEOPLE BASED ON THEIR ABILITY TO DELEGATE TO OTHERS EVALUATE
SHARED GOALS
PEOPLE BASED ON THEIR ABILITY TO WORK AS PART OF TEAM TO ACCOMPLISH
PROGRESS
OBSERVED IN
PROGRESS
IS
IS
BIGGER MORE
HOWWE DEFINE
AN ORGANIZATION
ALWAYS BIGGER MORE
WHICH EXPANDS ADDS STAFF ADDS PROJECTS OR DEVELOPS THE
SUCCESS SUCCESS
IS
REGARDLESS OF HOWWELL THEY ARE SERVING THEM
NOT
EVEN
NEGATIVE VALUE TO ITS COST FOR EXAMPLE INCREASED
GIVES NO VALUE
TO FUNDERS AS THE BUDGET GROWSWAYS IN WHICH THOSE WE SERVE
ACCOUNTABILITY
ABILITY
TO SERVE
EXPLOITED
MOREPEOPLE
EXCIUDED OR UNDERSERVED AS
OF SERYICE
WE FOCUS ON HOWMANY WE ARE
JNBI WE
RACISM WORKBOOK
TEMAOKUNAOLCOM JACKSONVILLE
VE
SERVING INSTEAD
CHANGEWORK DISMANTLING
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MAY BE
KENNETH4322500YAHOOCOM
ANTIDOTES
NOWWILL
CREATE
SEVENTH GENERATION
THINKING
AFFECT PEOPLE SEVEN
GENERATIONS
BY ASKING
HOWTHE
FROM NOW MAKE SURE
ACTIONS
THAT
OF THE
GROUP
ANY COSTBENEFIT
ANALYSIS INCLUDES ALL THE COSTS NOT JUST THE FINANCIAL ONES FOR EXAMPLE THE COST IN
THE COST IN THE USE OF RESOURCES INCLUDE
MORALE THE COST IN CREDIBILITY
PROCESS GOALS IN
FOR
MAKE
HOW
SURE
THAT
TO
PLANNING
EXAMPLE
YOUR
YOUR GOALS SPEAK
YOU WANT TO DO
YOUR WORK NOT JUST WHAT YOU WANT TO
YOUR PERFORMANCE
DO ASK
THOSE YOU
WORKWITH AND
FOR TO EVALUATE
OBJECTIVITY
THE BELIEF
THAT THERE IS
THE BELIEF
THAT
ROLE IN
SUCH
EMOTIONS
THING AS BEING
OR NEUTRAL
OBJECTIVE
ARE INHERENTLY DESTRUCTIVE
IRRATIONAL
AND SHOULD NOT PLAY
OR GROUP PROCESS
DECISIONMAKING
WHO SHOWEMOTION
INVALIDATING
PEOPLE
LINEAR
REQUIRING PEOPLE TO THINK IN
THOSE WHO THINK IN OTHER WAYS
WITH ANY THINKING
FASHION AND IGNORING
LOGICAL
OR INVALIDATING
DOES NOT APPEAR LOGICAL
ANTIDOTES REALIZE THAT EVERYBODY HAS WORLD VIEW AND THAT EVERYBODYS WORLD VIEW
AFFECTS THE WAY THEY UNDERSTAND THINGS REALIZE THIS MEANS
YOU TOO PUSH YOURSELF TO SIT
WITH DISCOMFORT WHENPEOPLE ARE EXPRESSING THEMSELVES IN
WAYS WHICH ARE NOT
IMPATIENCE
FAMILIAR
TO
YOU ASSUME
THAT
EVERYBODY HAS
UNDERSTAND WHAT THAT POINT
THE BELIEF
THAT THOSE
ANOTHER ASPECT
IS TO
WHICH DAILY
ANTIDOTES
WELCOMEIT
OPPRESSION
FIT
WITH POWERHAVE RIGHT TO EMOTIONAL AND PSYCHOLOGICAL COMFORT
LOGIC OVER EMOTION
OF VALUING
SCAPEGOATING THOSE
EQUATING INDIVIDUAL
ONE
POINT AND YOUR JOB
VALID
IS
COMFORT
RIGHT TO
FEELINGS
THAT
WHOCAUSE
DISCOMFORT
ACTS OF UNFAIRNESS
AGAINST WHITE
TARGETS PEOPLE OF COLOR
UNDERSTAND THAT DISCOMFORT
IS AT
PEOPLE WITH SYSTEMIC
THE ROOT OF
ALL
RACISM
GROWTHAND LEARNING
MUCHAS YOU CAN DEEPEN YOUR POLITICAL ANALYSIS OF RACISM AND
SO YOU HAVE
STRONG UNDERSTANDING OF HOWYOUR PERSONAL EXPERIENCE AND
AS
INTO
LARGER PICTURE
OF THE PURPOSES OF LISTING
DONT TAKE
CHARACTERISTICS
HOWORGANIZATIONS WHICH UNCONSCIOUSLY USE
STANDARDS MAKE IT DIFFICULT
IF NOT IMPOSSIBLE
AND STANDARDS AS
RESULT
OF
WHITE SUPREMACY
THESE CHARACTERISTICS
TO
CULTURAL
AND STANDARDS YOU WANT IS
AND CULTURES
NORMS BEING
FIRST
STEP TO
ABLE
CULTURE IS TO POINT
AS THEIR
OPEN THE DOOR TO OTHER
MANY OF OUR ORGANIZATIONS
CULTURAL REALLY ONLY ALLOW OTHER PEOPLE
TO ALREADY EXISTING
EVERYTHING PERSONALLY
WHILE SAYING
TO
TO IDENTIFY
OUT
NORMS AND
CULTURAL
NORNI
WE WANT TO BE MULTI
COMEIN IF THEY ADAPT OR CONFORM
AND NAME THE CULTURAL NORMS
MAKING ROOM FOR
TRULY
MULTICULTURAL
ORGANIZATION
PARTIAL
BIBLIOGRAPHY
NOTES FROM CHANGEWORK DISMANTLING RACISM WORKSHOPS VARIOUS LOCATIONS 1997PRESENT
NOTES FROM PEOPLES INSTITUTE FOR
SURVIVAL AND BEYOND WORKSHOPOAKLAND
NOTES FRMI CHALLENGING WHITE SUPREMACY WORKSHOPSAN
SPRING 1999
FRANCISCO
SPRING 1999 BEVERLY DANIEL TATUM WHY ARE ALL THE BLACK KIDS SITTING TOGETHER IN THE CAFETERIA
NY
CA
CA
HARPERCOLLINS
UPROOTING RACISM
FOR COMPLETE
1997
LANGUAGE OLDER THAN WORDS NY CONTEXT BOOKS 2000 PAUL KIVEL
1996 ANNE WILSON SCHAEF LIVING IN PROCESS NY BALLANTINE 1998
SEE COMPLETE NOTEBOOK FOR CHANGEWOIS DISMANTLING
RACISM PITCESS
DERRICK JENSEN
PA NEW SOCIETY
BIBLIOGRAPHY
PUBLISHERS
CHANGEWORKDISMANTLING
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9042410488
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