In a recent conversation between Brené Brown and Valarie Kaur on the Unlocking Us podcast, a profound idea emerged: hope is not a feeling, but a deliberate practice rooted in action and cognition. This concept resonated deeply with me, especially in the context of the ongoing anti-DEI movement across the nation. As someone committed to creating inclusive workplaces, I was keen to explore how this redefinition of hope can help us navigate challenges and foster environments where everyone feels valued.
Hope as a Deliberate Practice
During the podcast, Valarie Kaur described hope as something that "waxes and wanes," sometimes feeling luminous and at other times fading amidst hardship. Brené Brown built on this by referencing psychologist C. R. Snyder's research, which frames hope not as an emotion but as a cognitive process involving:
- Goals: Defining what we want to achieve.
- Pathways: Identifying strategies to reach those goals.
- Agency: Believing in our ability to execute those strategies.
This perspective shifts hope from a passive feeling to an active practice. It suggests that by engaging in purposeful actions and believing in our capacity to effect change, we cultivate a profound sense of hope rooted in agency and progress.
Applying This Concept to our share spaces
By redefining hope as a practice grounded in action and intentionality, we can chart a path forward that transcends mere optimism. Rather than fixating solely on obstacles, let's reimagine our approaches to creating inclusive spaces. Envisioning new strategies serves as a north star guiding our efforts—ensuring we align our organizational values with our actions and that inclusion, belonging, and well-being are explicitly supported in our everyday practices.
Recommendations for Leaders
Leaders play a pivotal role in shaping organizational culture and driving DEI initiatives forward. Here are strategies tailored for those in leadership positions:
- Empower Change Agents: Identify and support individuals within the organization who are passionate about inclusion and belonging, enabling them to lead grassroots efforts.
- Encourage Collaborative Leadership: Foster a leadership style that values collaboration, shared responsibility, and inclusive decision-making.
- Practice Reflective Leadership: Regularly reflect on what's working and where improvements can be made, adapting strategies accordingly.
- Prioritize Well-Being: Acknowledge the emotional labor involved in DEI work and promote practices that support mental health and resilience among your team.
- Address Fears and Misconceptions: Tackle concerns head-on with empathy, providing clear information and support to alleviate anxieties.
- Highlight Success Stories: Share milestones and positive outcomes resulting from DEI initiatives to inspire and motivate the organization.
Actions for Team Members Without Formal Authority
Building an inclusive workplace is a shared responsibility. Even without formal leadership roles, team members can significantly contribute to fostering an inclusive environment. Here are ways to make an impact:
- Leverage Storytelling as a Catalyst: Share your personal experiences and narratives that highlight the journey toward inclusion, demonstrating its transformative impact.
- Initiate Empathy-Building Activities: Propose or participate in programs that foster understanding and connection among employees from diverse backgrounds.
- Listen Actively: Create spaces where colleagues feel heard and valued, especially those who may feel marginalized or hesitant to speak up.
- Embrace a Growth Mindset: View challenges as opportunities for personal and collective growth, encouraging a culture that values continuous learning.
- Normalize the Challenges: Recognize that resistance and setbacks are part of the process, and use them as learning opportunities to refine your approach.
- Prioritize Well-Being: Support practices that promote mental health and resilience for yourself and others, acknowledging the emotional aspects of this work.
- Address Fears and Misconceptions: Engage in open, empathetic conversations to tackle concerns, ensuring clear communication and mutual understanding.
Active Hope as a Force for Inclusion
It can feel disheartening to see groups across the country dismantle DEI offices and rollback their commitments to this work. Embracing hope as an active, deliberate practice empowers us to seek what is within our spawn of control and continue to advocate for inclusive spaces for all.
But how does this resonate with you? Have you found that taking deliberate action enhances your sense of hope and effectiveness in promoting Inclusion and belonging? Let's keep this conversation going—share your perspectives in the comments below!
Further Exploration
For those interested in diving deeper into these concepts, consider exploring the following resources:
The Episode of Unlocking Us where Valarie Kaur talks about her new book, Sage Warrior
Valarie Kaur's powerful work combines memoir with a call to action, urging readers to practice "revolutionary love" as a force for social change. She provides tools for how we can turn love into a public ethic and transformative force.
Valerie Kaur explores the sage warrior archetype as a guide to finding inner peace and fighting for what you believe in. The book is part of Kaur's Revolutionary Love Project, and is filled with practices to implement in your own life
Psychologist C. R. Snyder delves into his theory of hope, explaining how it operates as a cognitive process and how individuals can cultivate it to overcome obstacles and achieve their goals.
