In my work as a consultant and facilitator, I recently had the opportunity to support a values-driven community-based spiritual organization grappling with deep divisions among its 50 staff members. This organization was experiencing tension along racial lines and struggling to be sensitive to the needs of their transgender and genderqueer staff. These dynamics were not only causing distress among the staff but also hindering the organization’s ability to fulfill its mission of fostering a connected and equitable community.
One of the genderqueer staff knew of my work and connected me to the organization's leadership. We discussed an approach to working with the community and decided on a balance of education and facilitated dialogue to engage people in deep listening and developing critical lens for understanding the social challenges they were facing. The communication strategies we implemented are just one tool in a broader toolbox that Awakening Creatives uses to build cultures that are not only equitable but also deeply connected, flourishing, and reflective of the core values that sustain convivència, the art of living harmoniously together (Estivill, 2011).
Understanding the Root Causes of Division
When I first began working with the organization, it was clear that these divisions were not simply about surface-level disagreements. They were rooted in unexamined biases, structural inequities, and characteristics of white supremacy culture, such as perfectionism, defensiveness, and individualism. These behaviors create environments that are inhospitable to difference and resistant to change, as Tema Okun has outlined in her work on white supremacy culture characteristics (Okun, 2001).
Complicating matters further, the organization’s transgender and genderqueer staff members were navigating a workplace that often failed to recognize or honor their lived experiences. These staff members brought unique perspectives and challenges that intersected with their racial, gender, and other identities, creating a complex web of marginalization. Kimberlé Crenshaw’s concept of intersectionality (Crenshaw, 1989) helps us understand how these overlapping identities can amplify the challenges faced by individuals within organizations.
Compassionate Communication as a Tool for Connection
To begin addressing these issues, I introduced the organization to compassionate communication practices. Compassionate communication, inspired by Marshall Rosenberg’s Nonviolent Communication (Rosenburg, 2003), focuses on fostering empathy, understanding, and connection by encouraging participants to express their needs and listen deeply to others. By creating a space where staff could share their experiences and feelings without fear of judgment, we began to break down the barriers that had been keeping them divided.
These practices are deeply aligned with the Catalonian value of convivència—the idea of living together harmoniously. Compassionate communication naturally fosters the kind of connected, equitable environment that is central to this concept. When we can empathize with another's experience, and become sensitive to how their unique lived experience impacts how they show up in community, we can more readily find harmony amongst our differences.
Lee Mun Wah’s Mindful Facilitation Approach
To deepen the work, we incorporated Lee Mun Wah’s Mindful Facilitation approach (Lee, 2004). This method emphasizes deep listening, storytelling, and the creation of a mindful community where participants can connect on a more profound level. As a certified Mindful Facilitator, I supported the group to slow down the conversation and and listen deeply to one another, such that the staff members were able to address their differences with greater awareness and sensitivity.
A powerful example of this approach in action can be found in the Fundació Bayt al-Thaqafa in Barcelona, an organization that promotes intercultural convivència by fostering dialogue between different communities. Their work in creating spaces for mindful communication and connection mirrors the Mindful Facilitation techniques we employed, demonstrating how these practices can be applied to cultivate deeper understanding and cohesion within diverse communities.
Applying an Intersectional Lens to Communication
An essential part of our work involved applying an intersectional lens to the organization’s communication practices. This meant recognizing how different aspects of identity—such as race, gender, and sexuality—intersected to shape each staff member’s experience. By centering the voices of marginalized individuals and making space for their unique perspectives, the organization began to challenge the power imbalances that had previously gone unaddressed.
Equity became a guiding principle in this process. By acknowledging and addressing the different ways that oppression and privilege intersect within the organization, we were able to create a more balanced and equitable environment. Resmaa Menakem’s work on embodied trauma (Menakem, 2017) reminds us that these experiences are not just cognitive but also deeply felt in the body, particularly for those who have been marginalized. Recognizing and responding to these embodied experiences was key to creating true connection and fostering the organization’s growth.
The Transformative Power of Communication and Repair on Group Culture
As the organization embraced these transformative communication practices, the impact on their culture was profound. Relationships between staff members began to heal, and the group as a whole became more cohesive and resilient. By learning to connect across differences and addressing the root causes of their divisions, the organization was able to cultivate a culture that was not only more equitable but also more connected and flourishing.
A crucial part of this transformation was the organization’s willingness to learn how to make repairs when conflicts arose. Instead of avoiding difficult conversations or letting resentments fester, they began to see conflicts as opportunities for growth and healing. This practice of making repairs was essential for building trust and fostering a culture of equity, where everyone’s experiences and needs were respected.
By the end of our two days together, the organization had not only begun to address their internal divisions but had also laid the groundwork for a more equitable and connected future with tangible changes in the way they went about their daily tasks. The gender-expansive staff members, who had been invited to share their stories and take breaks as needed for self-care, noted that their experiences were finally being acknowledged and respected. This shift in awareness and practice was a testament to the power of these communication strategies.
Conclusion: A Holistic Approach to Collective Culture
The journey towards building a more connected and equitable community culture is not without its challenges, but the rewards are well worth the effort. By embracing compassionate communication, mindful facilitation, and an intersectional, trauma-informed approach, organizations can begin to heal divisions, foster connection, and create environments where everyone feels valued and supported.
These strategies are just part of a larger set of tools that Awakening Creatives uses to help organizations build cultures that are connected, equitable, and flourishing. If your organization is facing similar challenges, I invite you to reach out. Together, we can work towards creating a more equitable and connected community that reflects the values we all strive to uphold.
Bibliography
Crenshaw, K. (1989). Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics. University of Chicago Legal Forum, 1989(1), 139-167.
Estivill, J. (2011). Social Cohesion, Convivència, and Urban Spaces: Perspectives from Catalonia.
Menakem, R. (2017). My Grandmother's Hands: Racialized Trauma and the Pathway to Mending Our Hearts and Bodies. Central Recovery Press.
Okun, T. (2001). White Supremacy Culture. Dismantling Racism: A Workbook for Social Change Groups. Retrieved from https://www.dismantlingracism.org/white-supremacy-culture.html.
Rosenberg, M. B. (2003). Nonviolent Communication: A Language of Life. Encinitas, CA: PuddleDancer Press.
Lee, M. W. (2004). The Color of Fear: A Training Guide on Racism. StirFry Seminars & Consulting.
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