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Talking about race can raise anxiety for many people, and yet we must have the conversation in our schools and our lives in order to raise our inclusivity. What are the fears and common pitfalls that keep us from broaching the topic? Gain practical skills for facilitating as well as participating in the conversation.

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  • Introductions - name, school, why this workshop
  • Workshop structure: theory, examples, activity Goals: information, conversation, activity for experience and to use in classroom and/or professional development. Resource materials: available in hard copy and electronically (USB drive, computer desktop, email). Please take only hard copies you know you will use so we can be as green as possible.
  • -the talk versus the walk -colorblindness and colormutness mentality -real and authentic conversations lead to change -real and authentic conversations lead to increased connection and inclusion for marginalized communities
  • -I don’t want to offend anyone -I don’t want to be called racist -I don’t want to be placed in the position to 都 p eak for my people" -I don’t want to blow up and risk my job -I don’t want to know -I don’t want to rock the boat -We were fine until we started talking about this -I’m not qualified to lead these types of discussions -I’m White – what do I know about race?
  • -angry outburst -silence of Whites -silence of PoC -I’m not a racist -Aren’t we making it worse? -Kumbaya syndrome -The Good Talk -Facilitator does all the talking -Personal attacks -Impatience with talking and wanting the “what can I do about it?” -Undermining of the facilitator
  • Naming a thing can help take the taboo away. -Offending: We are all born innoc ent. No one came out of the womb with stereotypes and messages. None of us here have been twisting our mustaches trying to put whole groups of people down or devaluing individuals. We HAVE, however, been socialized in powerful ways to believe misinformation about one another. It is important to see each other in this light as we try to unearth hidden belief systems, unpack where we got them, and actively try to undo them. -Losing Face: The myth of individual determination, myth of racist = morally reprehensible person -Tokenism: pressures PoC face to “represent” -Professional Risk: an open trial of the institutions we belong to. Parker Palmer - a life divided no more. Brain tendency to look for minority patterns. -Bursting the Bubble: statistics all over the place let us know things aren’t all right. We can either go with the approach “everything’s fine here” or “that’s everywhere else,” but this avoidance can perpetuate injustices. Do we have the courage to say “it’s happening everywhere, so it’s probably happening here. The question isn’t IS it happening here, it’s HOW is it happening here.” With this approach, we can celebrate in ways we are successful and shore up the areas we are struggling. -Rocking the Boat: silence serves the tormentor - MLK -Conflict: cultural fear of conflict. Conflict = hatred, division, destroying of relationship. If handled well, conflict is actually the surest and strongest path to understanding, empathy, opening our horizons, and building more authentic relationships. -Lack of “Authority”: Very few of us has these levels of training and these kinds of conversations. No one is an authority. Speaking from where we are can unearth the range of perspectives, seek unknown perspective, and collectively grow. -Outbursts: value of emotion. Our different socialization around what emotions are okay and which ones are not. Emotional self management and explicit communication. Good outbursts vs bad outbursts. -Silence: the power of the bystander. Our tendency to take silence as agreement. Our discomfort with silence. -Denial: what if these perspectives were true? How would that make you feel? We all have rights to our individual experiences and cannot judge them from the assumption of our “rightness.” -The Good Talk: If our conversations are so “in tune” with moving ourselves individually, interpersonally, and institutionally, what is the walk that we are missing to create change? What’s the evidence that keeps us continuing to talk in order to keep us accountable (attrition of certain populations, hiring practices, cliques, etc.) -Teacher vs. Facilitator: I do not bring the answers. The answers are found in the combination of our offerings and the information provided through study . -Personal Attacks: what’s the underlying fe ar, hurt, confusion, etc. that’s driving the attack? What are you getting out of it? -The Quick fix: it took centuries to set up this social construction of race - it will take us some time to undo it. The quick fix may end up being a better mop to sop up the mess, but it does not shut off the faucet that’s leaking and continually making the puddle. -Leadership Oppression: culture of picking apart the leader. I am not infallible and need to be held accountable, but I am also vulnerable.
  • -Enumeration in bullying and harassment policy and training -Lowering of the guards -Call to action -Brain science: undoing socialization -TRUE inclusivity
  • Create and hold a welcoming space Increase your confidence and competence Build relationships Establish your credibility Be flexible… to a degree Positive outlook… always Model the norms Create multiple ways for people to process and share
  • Co-facilitate Remember this is not about you Be vulnerable but not weak Give opportunities for people to genuinely learn about you and especially one another Create a safe space and outlets for yourself… outside of the dialogue you are facilitating Let discomfort happen Clarify meaning Listening is not the same as agreeing Know common hot buttons, especially your own
  • NAIS PoCC 2010 TTT

    1. 1. NAIS People of Color Conference 2010 Rosetta Eun Ryong Lee Seattle Girls’ School [email_address] (206) 709-2228 Train the Trainer: Facilitation Skills for Conversations on Race Rosetta Eun Ryong Lee (
    2. 2. About Seattle Girls’ School Rosetta Eun Ryong Lee (
    3. 3. Agenda <ul><li>Discussing Race in Our Schools </li></ul><ul><li>What Keeps Us From Discussing Race </li></ul><ul><li>Priming for the Discussion </li></ul><ul><li>Facilitation skills </li></ul><ul><li>Practice makes less heart-attack-inducing </li></ul><ul><li>Discussion time </li></ul><ul><li>Wrap up </li></ul>Rosetta Eun Ryong Lee (
    4. 4. Discussing Race in Our Schools Rosetta Eun Ryong Lee (
    5. 5. Fears and Anxieties that Keep Us from Discussing Race <ul><li>Offending </li></ul><ul><li>Losing Face </li></ul><ul><li>Tokenism </li></ul><ul><li>Professional Risk </li></ul><ul><li>Bursting the Bubble </li></ul><ul><li>Rocking the Boat </li></ul><ul><li>Conflict </li></ul><ul><li>Lack of “Authority” </li></ul>Rosetta Eun Ryong Lee (
    6. 6. Pitfalls and Obstacles that Keep Us from Discussing Race Again <ul><li>Outbursts </li></ul><ul><li>Silence </li></ul><ul><li>Denial </li></ul><ul><li>The Good Talk </li></ul><ul><li>Teacher vs. Facilitator </li></ul><ul><li>Personal Attacks </li></ul><ul><li>The Quick Fix </li></ul><ul><li>Leadership Oppression </li></ul>Rosetta Eun Ryong Lee (
    7. 7. Open Acknowledgment Rosetta Eun Ryong Lee (
    8. 8. Define the Opportunity Rosetta Eun Ryong Lee (
    9. 9. Avoiding the Pitfalls and Overcoming the Obstacles <ul><li>Powerful stories </li></ul><ul><li>Powerful statistics </li></ul><ul><li>Powerful analogies </li></ul><ul><li>Facilitation Skills </li></ul><ul><li>Welcoming environment </li></ul><ul><li>Clear and strict norms </li></ul><ul><li>Willingness to sit with discomfort </li></ul>Rosetta Eun Ryong Lee (
    10. 10. Facilitation Skills <ul><li>Space </li></ul><ul><li>Confidence and Competence </li></ul><ul><li>Relationship Building </li></ul><ul><li>Credibility </li></ul><ul><li>Flexibility and Authority </li></ul><ul><li>Optimism </li></ul><ul><li>Modeling </li></ul><ul><li>Multiple Learning Styles </li></ul>Rosetta Eun Ryong Lee (
    11. 11. Facilitation Tips <ul><li>Co-facilitation </li></ul><ul><li>Depersonalization </li></ul><ul><li>Vulnerability </li></ul><ul><li>Relationships </li></ul><ul><li>Saving it for Later </li></ul><ul><li>Discomfort </li></ul><ul><li>Clarification </li></ul><ul><li>Listening </li></ul><ul><li>Hot Buttons </li></ul>Rosetta Eun Ryong Lee (
    12. 12. Practice Makes… Less Heart-Attack-Inducing Rosetta Eun Ryong Lee (
    13. 13. Structure <ul><li>Groups of 6 </li></ul><ul><ul><li>Facilitator </li></ul></ul><ul><ul><li>Note Taker </li></ul></ul><ul><ul><li>2 Participants </li></ul></ul><ul><ul><li>2 “Challenge” Roles </li></ul></ul><ul><li>7 Minute Discussions </li></ul><ul><li>Critical Friends Style Feedback for the Facilitator </li></ul><ul><li>Switch roles </li></ul><ul><li>3 Rounds of Discussion </li></ul>Rosetta Eun Ryong Lee (
    14. 14. Goals to Strive For <ul><li>Be Real </li></ul><ul><li>Don’t End Early </li></ul><ul><li>Don’t “Admire the Problem” </li></ul><ul><li>Sit With All the Feelings </li></ul><ul><li>Support the Facilitator </li></ul>Rosetta Eun Ryong Lee (
    15. 15. Round One Discussion Time Rosetta Eun Ryong Lee ( Round One Discussion Round One Feedback and Discussion Discussion: Many schools struggle to have many students and faculty members of color because there “aren’t enough strong candidates of color.” What do you think?
    16. 16. Round Two Discussion Time Rosetta Eun Ryong Lee ( Round Two Discussion Round Two Feedback and Discussion Discussion: Should schools revamp the curriculum to include multiple racial and ethnic perspectives even if there is little to no racial and ethnic diversity in the student or faculty/staff population?
    17. 17. Round Three Discussion Time Rosetta Eun Ryong Lee ( Round Two Discussion Round Two Feedback and Discussion Discussion: What is the role of people of color and whites in the work toward racial and ethnic equity and social justice?
    18. 18. Large Group Share Rosetta Eun Ryong Lee ( Please be prepared to share: Ah-ha moments Great strategies Heads up Questions or Concerns
    19. 19. Next Steps <ul><li>Attend more Train the Trainer workshops </li></ul><ul><li>Have more real discussions with people who affirm you </li></ul><ul><li>Have more real one-on-one dialogue with people who may or may not affirm you </li></ul><ul><li>Continue to learn and grow in your knowledge base for content AND skills </li></ul>Rosetta Eun Ryong Lee (
    20. 20. Final Questions or Comments? Rosetta Eun Ryong Lee (
    21. 21. Resources <ul><li>• Anti-Defamation League </li></ul><ul><li>• Cross Cultural Connections ( </li></ul><ul><li>• Facilitation First </li></ul><ul><li>• Jimpact Enterprises, Inc. </li></ul><ul><li>• National Coalition Building Institute </li></ul><ul><li>• The People’s Institute </li></ul><ul><li>• The Thiagi Group </li></ul>Rosetta Eun Ryong Lee (
    22. 22. Presenter Information <ul><li>Rosetta Eun Ryong Lee </li></ul><ul><li>6th Faculty and </li></ul><ul><li>Professional Outreach </li></ul><ul><li>Seattle Girls’ School </li></ul><ul><li>2706 S Jackson Street </li></ul><ul><li>Seattle WA 98144 </li></ul><ul><li>(206) 709-2228 x 219 </li></ul><ul><li>[email_address] </li></ul><ul><li> </li></ul>Rosetta Eun Ryong Lee (