Martin’s talk is entitled Embracing the Weird: The Research Design
Martin’s talk is entitled Embracing the Weird: The Research Design
Martin’s talk is entitled The Wisdom of Leveraging Difference: The Necessity of Mindfulness for Building and Inclusive Culture
Far too little attention has been paid to how mindfulness can be an asset in working amidst difference. Individuals who cultivate a contemplative practice position themselves to engage with the challenges that diversity of identity, background and thought can surface. However, overcoming diversity challenges is just the tip of the iceberg. Mindfulness is among the most powerful tools a person can have for leveraging difference, for helping us connect with one another to get real work done well.
Martin’s talk is entitled The Whole Human Being: Teaching Black Students to Thrive
The African American Teaching Fellows is a non-profit organization that recruits and trains African-American students to become teachers in Charlottesville City Schools and Albemarle County Public Schools. Each year, its John E. Baker Legacy Dinner features a keynote address on a pressing issue facing the community and celebrates local citizens who emulate the legacy of John E. Baker. In the first three years of the event, AATF has given awards to individuals who have dedicated their lives to the service of others and to the support of education and we have recognized young professionals who have shown the potential to become leaders in the community.
I read an article on sexual misconduct recently in which actor Minnie Driver offered a scathing critique of men—one man in particular, actor Matt Damon—who attempt to categorize the different behaviors that constitute sexual abuse. In an interview with ABC News, Damon said alleged sexual misconduct by powerful men involved “a spectrum of behavior,” discussing his perception of the impact of various kinds of sexual transgressions. In her comments after that interview, Driver countered that whether the behavior was verbal taunting or casual touching or rape, men “simply cannot understand what abuse is like on a daily level” and therefore, should not attempt to differentiate or explain sexual misconduct against women.
I reacted as I read the article. Ok, I copped an attitude. What was Driver talking about? As a man, I agree I can’t understand the experience of being the target of constant sexual abuse the way women are in a heteronormative environment. But I sure as hell can comment on it and analyze the phenomenon. Indeed, I have a responsibility to engage this way if I am serious about trying to change the toxic status quo. She was straight up wrong, I concluded. Oh, and the article noted that she used to date Damon. Ah, that’s part of what motivated this whole thing, I surmised. She didn’t like her ex commenting on this. I wondered if this was a veiled attack on him. Bad relationships can lead people to be bitter toward one another.
There was quite a show going on in my head.
Then a funny thing happened. While I was being outraged and sanctimonious and sexist, I was simultaneously watching myself be outraged and sanctimonious and sexist. I was aware that I was having this string of reactions. I was being mindful. In a nutshell, mindfulness is the practice of bringing awareness to 1) what you’re directly experiencing via your senses, or 2) your state of mind via your thoughts and emotions. It can sound esoteric, but it is actually important in very practical ways. A growing body of research points to a variety of physical, emotional, and psychological benefits to cultivating a practice of mindfulness. In her article “Can we Talk?,” my Darden colleague, Lili Powell writes about how to use mindfulness practices to enhance one’s ability to have crucial conversations.
Far too little attention has been paid to how mindfulness can be an asset in working amidst difference. What I discovered with my Minnie Driver extravaganza was that because I was aware of my reactions, I was able to 1) reflect on and analyze those reactions, 2) learn from them, and 3) change my behavior (instead of stewing in front of a computer screen, I shared my thoughts with friends and eventually I crafted this post)!
In an interview with philanthropist and wellness advocate Sonia Jones, I talked about how mindfulness can be instrumental in creating generative outcomes to intractable diversity conflicts. But, getting through conflict is just the tip of the iceberg when we reflect on the potential for living and working with those who are different from us. Mindfulness can be a powerful tool for leveraging difference, helping us connect with one another to get real work done well.
I really want to explore this more.
Maybe it’s because I’m sitting in my local auto repair/dealer lobby waiting for my oil change. I woke up this morning with a metaphor when I reflected on the advancement of black professionals in corporations. The more I read and learn about stereotype threat, the more I liken it to sitting in a running car, your feet poised to make that sucker go.
To understand the analogy, you need to know that there are two kinds of transmissions that make cars go—automatic and manual. The more familiar of the two these days is the automatic transmission where you move the drive stick from Park (P) to Drive (D). Then you place your right foot on the accelerator and off you go. In addition to (D), automatic transmissions have two or three lower gears that are used when you want to slow the car. If you try to drive at high speeds in a lower gear, you use up lots of gas and potentially wear down your engine. Simple enough.
Progressing through a corporate career is like driving the car. Putting the stick in the right gear is akin to developing oneself and building one’s skill set. Pressing the accelerator is effectively performing. If you perform, your car(eer) moves forward (corny, I know, but you get the point). However, a significant body of research tells us that the process of career advancement is more nuanced for black professionals. A variety of barriers—discriminatory practices, racism, internalized dysfunctional behaviors—interrupt the natural progression for otherwise highly talented black professionals. One such barrier, stereotype threat, is the psychological experience that materializes when negative stereotypes are present regarding a specific group. When stereotype threat kicks in, a member of that group is likely to become anxious about her or his performance, which in turn, may hinder optimal performance on a task. This probably occurs because working memory is compromised so the individual just can’t process thoughts as efficiently. Interestingly, the individual need not subscribe to the particular negative stereotype to be vulnerable to stereotype threat. So for example, if a pervasive stereotype about blacks is that they are less intelligent, tasks that highlight the importance of intelligence are likely to trigger the stereotype and hinder a black person from performing well on the task.
What does this mean for how black professionals move through their careers? Imagine that normal career progression is driving an automatic transmission car in (D) and zipping along. Stereotype threat abruptly downshifts the car to first or second gear. If I want to combat stereotype threat and maintain my speed, I have to use a lot more fuel, and incur much more wear and tear on my engine over time. The life of so many black professionals in corporations is precisely this. They constantly exert greater effort than white counterparts do because they have to manage stereotype threat while also preforming the work at hand. They experience physical and emotional stress and when all is said and done, they typically cannot progress to the levels commensurate with their talent. They depart their careers feelings of resentful and carrying a sense of diminished self-esteem that can haunt them for the rest of their lives.
If this analogy holds, though, how do we understand the many black professionals who are wildly successful in spite of the stereotype threat they face?
They learn drive a stick shift.
Although most cars today are automatic transmission cars, there was a time when manual transmission or “stick shifts” dominated the highways. With these cars, the driver manipulates the drive stick. However, in order to make the car move forward the driver has to manage two pedals—an accelerator and a clutch. The right foot occupies the accelerator, but the left foot must deftly press and release the clutch, pressing it all the way down when the car is at a stop and slowly releasing it while the right presses the accelerator simultaneously. As the speed of the car increases, the driver manually shifts the stick to higher gears. When the coordination between clutch movement, accelerator pedal movement and stick shifting is off the car usually stalls, and goes nowhere. When the synchronization is right, the car zips along.
Successful black professionals manage their careers like mindful and skillful drivers handling a stick shift. They learn to use the clutch to release the pressure of stereotype threat, simultaneously pressing the accelerator to move their career forward. Absent the distraction of stereotype threat, they are able to make career decisions (like choosing or refusing stretch assignments) strategically. Put another way, they shift gears at the right time to make sure the car doesn’t stall.
Careers develop in an organizational landscape. Successful professionals possess talent—that is a given. But successful careers are crafted and navigated through, with attention paid to developing strategically important relationships, managing politics, and learning continuously. It is incredibly difficult to attend to these career demands while also worrying about the ways in which stereotypes attributed to you by virtue of group membership might be shackling you. Successful black professionals learn to free themselves of these shackles by utilizing a different kind of transmission, one that makes visible the tools needed to overcome limiting ways of operating. Automatic transmissions are convenient and elegant, but their automaticity makes it difficult to alter dysfunction: it costs an awful lot to fix an automatic transmission. Manual transmissions, on the other hand, reveal more clearly the inner workings of driving. It’s easier to feel the car, to know when it’s running smoothly or when the engine is stressed. And it is easier to adjust when dysfunction emerges. Successful black professionals thrive because they are masterful drivers who choose the right kind of transmission.