News 21 August 2017
In the Golden Age of Wokeness, I thought I was doing pretty well for a white girl from Wisconsin.
For as long as I can remember, I have actively sought out friendships with people different from me. I chose college courses that provided me a lexicon to adequately discuss race, intersectionality and bias. I know what a “microaggression” is. I have often checked friends and family members when oblivious, insensitive or privileged comments were made. I know to look for toys and books with black representation when buying gifts for my best friend’s kids. In any interracial relationship I have been in, I have known enough to address the fact that his mom, sister or girl friends may have an issue with me because I’m white. I very much understand why black people do not want you to touch their hair.
Then, on Saturday afternoon, my iPhone was flooded with push notifications from news outlets reporting on white supremacist rallies, states of emergency and people getting run over by cars. As I read each article and watched Facebook Live videos, an all too familiar rush of emotions and initial reactions began to overwhelm me:
“I can’t believe this is happening.”
“This is Trump’s fault.”
“Who are these people and how can this exist in 2017?”
“What can I do? I feel helpless.”
With each new article or social media post, I witnessed the same kind of reactions and questions from other white people. I also witnessed people of color, once again, crying out:
“This. Is. Not. New. Or. Surprising.”
I had a flashback to watching the viral Election Night SNL skit — where all the white people at the party have break downs because they just can’t believe so many other white people voted for Trump all the while Dave Chapelle and Chris Rock sit there wondering why everyone’s so surprised.
I was one of those white people on election night.
I was one of the liberal bubble people who was so shocked and cried because I just couldn’t believe that many people in our country, that many white women in our country, could dismiss racism and sexism as a logical reason not to vote for Trump. Clearly, I haven’t learned much since then because I am still having the same surprised/not-so-woke reaction almost a year later. So, it’s time to come to terms with the fact that I am, indeed, a Well Meaning White Person.
What is a Well Meaning White Person?
The term, “Well Meaning White People”, also known as “good white people”, is a way of describing well intentioned white folks who almost “get it”. They often identify as democratic or, at least, “socially” liberal.
Well Meaning White People are genuinely disgusted by overt racism and white supremacists.
Well Meaning White People usually consider themselves “allies”. They retweet, repost and use hashtags like #thisisnotus or #notallwhitepeople to try to demonstrate that they are on the right side and stand against racism.
Well Meaning White People are usually very concerned with avoiding the label “racist”, as if it’s a box that is either checked or not checked, instead of a continuum.
Well Meaning White People often believe that because they have loved ones who are people of color (PoC) they can’t be racist.
Well Meaning White People don’t always recognize or seek to understand the symptoms of subtle or silent racism.
Well Meaning White People sometimes think that they can’t offend a PoC if they weren’t trying to be offensive. They tend to believe that intent should matter more than outcome.
Well Meaning White People are all around us. While not derogatory, it is a patronizing term and it’s meant to be. It’s meant to describe the people who almost get it and say they really want to get it, but still don’t. Whenever I have heard it, I’ve known what it insinuated, but up until this weekend, I just didn’t recognize myself inside of it.
I have earned that description because I moved into a brand new high rise in a quickly gentrifying Brooklyn neighborhood, despite being well aware of the harms of gentrification.
I am a Well Meaning White Woman every time I list my two best friends’ demographic profiles, as a black woman and a gay man, to gain credibility of my knowledge of marginalized communities.
Like so many others, my default Well Meaning reaction to Charlottesville is that I live in a liberal educated echo chamber, and that these “real” racial issues exist in other places and outside of my immediate sphere of influence (because, obviously, I am predominantly surrounded by well meaning white people.)
I am a Well Meaning White Person because I pick my battles when confronting microaggressions. I get to choose whether I call out someone else’s privilege or let it go and be “chill”. I get to manicure my online presence to be socially conscious enough to show I care but not too in your face so that people don’t unfollow me for politicizing everything. I get to do this because my identity and existence isn’t the one being questioned, stereotyped or threatened. I get to do this because my survival isn’t wrapped up in it, just my morality.
But most importantly, I am a Well Meaning White Person because, despite never knowingly oppressing anyone, I benefit from a system that has been set up to favor me and I don’t talk about that enough. I am a Well Meaning White Person because I understand my privilege but I don’t use my privilege to condemn the system that has propped me up and kept me safe.
It’s so easy to say that racism is now just showing its face in the age of Trump. That he is the match that lit the fire. But to believe that, is to admit you have not been paying attention and that it took getting hit over the head with Nazi Flags and a white woman dying to wake up to what people of color have been screaming at us for a long time.
While not a PoC, Nicholas Kristoff wrote an excellent seven part series for the NYTimes titled, “When Whites Just Don’t Get It” (This was written in 2014, by the way, way before a Trump presidency was even feasible):
“The greatest problem is not with flat-out white racists, but rather with the far larger number of Americans who believe intellectually in racial equality but are quietly oblivious to injustice around them. Too many whites unquestioningly accept a system that disproportionately punishes blacks… We are not racists, but we accept a system that acts in racist ways.”
I do believe that anyone who would attend, support or even feel apathetic towards a “Unite the Right” rally are the stark minority. Look around, it’s easy to be on the right side of what happened in Charlottesville. For God sakes, even Jeff Sessions condemned it. But, what are we, as Well Meaning White People, saying about de facto segregated schools in major cities? About how racism affects employment? How it manifests in dating apps? How courts are making decisions on whether or not dreadlocks are acceptable? Showing up at counter protests is one thing. Learning about day to day systematic racism is another.
So, back to that obnoxiously helpless question, what can I do?
As a Well Meaning White Girl, who doesn’t want to be on the sidelines — what can I do when the collective rage dissipates and my friends and I go back to posting pictures of our vacations, our scenic hikes and our avocado toasts instead of Martin Luther King quotes and viral Vice videos?
I can stay loud and get louder. I can continue to explain why reverse racism isn’t a thing. I can shed any concern of alienating people because I talk too much about unconscious bias and systematic oppression and, instead, talk about it more.
I can actively be educating myself about racism and not expecting people of color to teach me. I can arm myself with facts and arguments in order to cite them eloquently when necessary. I can take a diversity training course and learn how to approach hard but productive conversations. I can teach others what I learn.
I can take responsibility for our racist systems by acknowledging my privilege, using that privilege, and not shirking responsibility by saying #notallwhitepeople.
Finally, I can keep talking even though I have nothing new to say. Everything I have said here, I learned from a person of color who said it first (and who has probably said it hundred times). Conventional wisdom says most people need to hear something at least seven times before they get it. If it’s something they don’t want to hear, they need to hear it more than that.
And, sometimes, they also need to hear it from someone who looks like them.
What I can do, no matter how unoriginal, is keep talking to other Well Meaning White People about my own biases and shortcomings in order to create the space for them to talk about their own. I can start conversations that aren’t about shaming people for not being more aware but inciting their curiosity to heighten racial awareness. I can seek out and share research, data and historical references with people who may not seek that information out otherwise. I can participate, and maybe even lead, in a movement to take responsibility and change our community instead of trying to pretend I am morally above it because I am someone who “gets it”.
So, that’s what I am doing and I am looking for other Well Meaning White People to help. If anything here resonated with you, if you are interested in changing your community but don’t know where to start, if you know you should speak up more often but don’t know how or even if you disagree with me and want to talk about it, I’d love to hear from you.
By next month, the protest signs may be down and the media will most likely have moved on, but I will still be talking about this with Well Meaning White People. And I hope you will be too.
This post first appeared on Medium.
If you are reading this, then it is quite likely that you are a business leader and mentor already, and the very fact that you are looking to improve your skills beyond your current capacity means you are already ahead of the game.
In corporate sectors all around, a general trend has been observed which point towards the conclusion that talented women employees do thrive better under female mentorship. What this means is that women at the forefront of corporate leadership today must continue to improve in their ability to both lead and mentor the leaders of tomorrow. This is facilitated by the easy availability of ILM Level 7 Executive Coaching courses and training nowadays, which we are going to discuss in detail next.
Improving as a Mentor: Where Do You Start?
Given that improving on leadership and mentorship skills only concerns those that are already leading businesses and tutoring fresh talent under them, the very first requirement here concerns completing advanced ILM Level 7 Coaching programs.
However, in order to also include a more comprehensive educational curriculum and training to hone your mentorship skills to a point, it would be a good idea to go with a BCF Group program, which will help you to get that widely respected and vastly useful ILM Level 7 Certificate in Executive Coaching and Mentoring.
The BCF Group is one of the UK's most highly rated Institute of Leadership & Management (ILM) Approved Centres for ILM Level 7 Executive Coaching Courses. To know more about what exactly to expect during and after completing your ILM Level 7 Qualifications in Executive Coaching and Mentoring from the centre, head over to the official site.
In the meantime, some of the advantages of their ILM Level 7 Coaching curriculums can be highlighted as follows:
- Advanced understanding of high-level coaching and mentoring theories
- Critical evaluation of one's own leadership mentoring and executive coaching practices
- Knowing how to relate someone's personality and nature of business to her own mentoring practices
- Personal growth: Effective learning and mentoring fellow coaches
Once you have the ILM Level 7 Coaching Certificate, you are finally ready to take on advanced responsibilities as a business leader and significantly improve on your ability to mentor the fresh, female executives and leaders that rely on you for guidance.
Without the necessary advanced education and training, progress would not be possible after a point, but once you do end up completing your certifications, it is time to build on that that knowledge and training by adding your own unique touches towards developing a mentoring procedure for your clients/executives.
Understanding the 3 Different Aspects of Mentorship which Hold the Most Value to Corporate Women
There are various different aspects of business coaching, but most women usually need more assistance and guidance in some particular areas over others. If you have a certificate in executive coaching and mentoring, you most likely possess the ability to cover at least two of them for your clients.
After going through the opinion of numerous business mentors who have had a great deal of experience in working with talented women across multiple fields, the primary mentoring needs of corporate women in particular seem to be divided into three broad categories:
- Advisory mentorship
- Strategic mentorship
- Operational mentorship
Advisory Mentorship: Feedback
Most women working in a corporate environment agree that their managers are not as straightforward or guiding with their feedback to the female executives as they are usually with the male executives. The feedback is, of course, extremely important for growth, and in its absence, improvement and employee evolution is often stunted - even in those with potential.
The advisory role of the mentor is meant to fill this damaging gap by providing her with valuable feedback which she can then use to further her own progress. It is important for everyone, regardless of gender, to get a clear idea regarding what their weaknesses are that they need to work on, as well as getting feedback on their strengths, so that they know exactly what to rely on in times of urgency. The advisory role played by a coach and mentor involves doing both and much more.
Strategic Mentorship: Exposure
Exposure is another part of the industry where women employees and even female business owners are lagging behind, since managers, partners and other decision makers often end up highlighting the best performing men over the equally talented (if not more so) women.
The job of the strategic mentor is to make sure that her clients are not overshadowed by anyone. They work towards bringing the spotlight to talented leaders and executives, so that they too can form valuable partnerships, get promotions, and find more suited roles for their talents. It is to be noted that experienced and well-connected business coaches who have been in the field for a while make the best strategic mentors for obvious reasons.
Operational Mentorship: Advice
Operational mentorship goes beyond just the generic advice, but involves an actual process and step by step solution to overcoming obstacles in a female executive's path to success, be it for an immediate project or a long-term goal.
Just as experienced coaches and mentors are ideal for strategic mentorship, women need more industry specific guidance when it comes to operational mentors. They need to be women who have actually worked in the specific field concerned, or finding practical solutions and forming strategies to overcome specific obstacles will prove difficult, even if the mentor has her best interests in mind.
When you are a highly qualified, experienced and successful female business coach, know that you are not only helping your clients reach success, but you are at the same time being seen as a role model for women working in the corporate sector. Every time you succeed in making another woman reach her goals, you are inspiring more women to follow in your footsteps, as well as showing them how to walk that road to success by mentoring them.