Restorative Work Culture with Faith Clarke
Overview
As an organizational leader or people manager, you know how important it is to create an inclusive, decolonized, anti-people-harm work environment for everyone that works with you. But patriarchal, racist, supremacist systems are hidden many layers deep in the frameworks and processes that make up the structure of our businesses today. Though hidden, they block an organization’s ability to have inclusion, equity and psychological safety WHILE HAVING high-quality work and productivity.
These systems can be the root causes of :
Disengaged, burned out and/or resentful staff who don’t feel valued
Constant communication inconsistencies and unhealthy conflict
Product/service delivery vulnerabilities and breakdowns
Persistent crisis management
A more restorative work culture
prioritizes connection and creativity over stress and competition
increases employee engagement
fosters collaboration and co-creation among employees and
helps employees manage challenging conversations in ways that help everyone involved feel valued and respected.
Organizations that cultivate a restorative culture, have the capacity for the innovative, design, creativity, empathy and calm under pressure, needed to solve problems and keep the business viable in today’s rapidly changing often chaotic world.
This six-part masterclass is designed to help executive leaders and people managers, who are committed to their social impact, cultivate work environments that are good for their business and for the employees and clients who make business happen.
February 13, 2024 - Establish your culture from the first hire
80% of new hires feel their onboarding was not effective - Society for Human Resources Management (SHRM).
Onboarding isn't about tech and tools. It's the perfect opportunity to help new hires integrate into their new work home and connect with the culture that you are cultivating there. This means
seeing onboarding as one of your most important culture infusion experiences
designing an onboarding experience that responds to the needs of the actual person joining your work community
ensuring that other members of the work community actively participate in the onboarding experience so that the culture and values being shared are not just told, but can be seen in the interactions with these other employees
prioritizing human connection and belonging in every part of this new hire's experience.
March 19, 2024 - Restorative Leadership Practices
Supremacist leadership strategies have a deeply damaging impact on psychological safety, career growth and promotion, worker morale and engagement, and employee retention.
Many leaders and people managers do not agree with these leadership strategies. However, these types of leadership strategies are so engrained in our educational and business cultures that they can be hard to discern and change. This is especially true during crises or high stakes work experiences.
This session will help leaders
become aware of the undercurrents of supremacist leadership systems in their own leadership practice
explore leadership practices that cultivate team psychological safety, increase collaboration within teams and reduce the barriers to team member contribution
monitor their leadership for gaps in the areas above and bridge them with simple, actionable steps
April 23, 2024 - No more time wasting employee trainings
As much as two thirds of knowledge shared in traditional trainings is forgotten almost immediately after the training. Nearly half of the employees that attend professional development experiences at work find them to be ineffective. Yet, employee training is essential to organizational productivity. Employees WANT more, better training.
This workshop is designed to assist business leaders, people managers, and those involved in designing staff training experiences. It aims to challenge historically harmful ideologies regarding how trainings should function and incorporate the power of indigenous, communal learning into all training experiences. By the end of this session, participants will have 1-2 specific strategies that they can implement within the next 90 days to foster a powerful cascade of collective learning and action.
May 21, 2024 - Restorative Teamwork Practices
Thinking and acting together in healthy, inclusive ways can sometimes be a challenge in many organizational spaces. This is especially so because of the complex challenges being experienced in this chaotic, post pandemic world. The constant stream of disruption and change can negatively impact team behavior and outcomes.
This session will help leaders and their teams
understand the most important obstacle to truly collaborative and effective teamwork that they face
design all team touch points and main meetings to cultivate an inclusive, restorative team culture
explore the 3 main strategies they could employ to keep thinking and acting together in adaptable and mutually supportive ways
June 18, 2024 - Conflict Navigation Practices
Conflict is a part of life.
At work, conflict, misunderstandings and overall lack of clarity constrict important workflow process and add to the worker well-being crisis that organizations already face.
Traditionally hierarchical, suprematist systems have well established approaches to navigating conflict. These harmful strategies reinforce old systems and perpetuate their harm on the individual, team and organizational levels. Navigating conflict within a restorative work culture means building the communal capacity to be with difference AND work towards the collaborative solution while skillfully supporting each other during the dysregulation, overwhelm and exhaustion that conflict can bring.
This session will help people managers
understand the existing obstacles to supportive conflict navigation that their teams are experiencing
define a restorative conflict navigation pathway that works for their team
identify accountability strategies that will help them practice the patty they decide on.
July 16, 2024 - How Inclusive Are You? (a.k.a You Can't Include Everyone)
Inclusion happens when you feel like you belong and are able to thrive - Dr. Claude Steele (Social Psychologist).
This session helps participants understand the many barriers to belonging that may be present within their organizational structure and to develop some strategies to bridge these barriers. Participants will explore the mechanisms of 'othering' (the opposite of 'including') and the micro-behaviors that perpetuate belonging and othering.
Together, participants will have honest conversations about the identities that they may struggle to include and the impossibility to trying to include everyone. Participants will then understand what accessibility gaps are, who they affect and simple strategies assessing and bridging them.