During the middle of the pandemic, my former Department Chair asked us to go around the room and say a few words about how we were feeling… 🧵 bbc.com/worklife/artic…
“I’m feeling hopeless and hopeful,” I said to the group of about 20 colleagues. As the meeting ended, I was sent an email asking me to meet with the Chair for a check-in. /1
She scheduled a zoom meeting where I was admonished and my feelings were invalidated. I was informed that I should feel grateful and fortunate and that my feelings in meetings come across as “too strong” /2
In the article at the start of this thread, research is highlighted to show that not all feelings are perceived the same. I would argue that BIPOC men are often harmed for expressing any complex emotions. /3
Before any leader seeks to cultivate trust with their teams, they work on interrogating their biases and seek mentorship on how to avoid the traps of gaslighting and toxic positivity. /4
Before any leader asks their teams how they are doing, they need to be prepared to embrace their teams’ honest answers to this question instead of being threatened by genuine and heartfelt emotions. /5
If anyone out there finds themselves in a workplace where they are experiencing trauma or harm I see you. I know your hurt and I want you to know that you deserve to be seen instead of being punished or rendered invisible. /6
I hope you take time to stand in your power. Your feelings are real and deserve to be honored; not invalidated. You deserve a workplace that embraces your fullness, not one that forces you into the shadows. /7
Leadership is a gift. I will commit to working as hard as I can to co-create trauma informed spaces with those I am honored to work along side. May we all find spaces that honor us and inspire us now and into the future. /END
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