How would you address microaggressions during coaching sessions with C-suite executives?

An executive pats his associate on the head. A picture of a disparaging university mascot hangs in an executive's office. When unclear about someone's gender, an executive asks, "What are you?" By definition, microaggressions are verbal, nonverbal, and physical slights, snubs, or insults. Microaggressions may be intentional or unintentional. When unintentional, they are driven by implicit bias; a factor executives must understand and address to foster a more inclusive workplace. I roleplay situations with executives to support their learning and growth. We explore three questions as part of the roleplay. 1) What is the underlying message? 2) How might this situation be interpreted as a microaggression? 3) What might the emotional impact be?

As a client one can experience many emotions, regret, sadness, excitement, pride, and as a Coach we actively listen without judgment. Microagression is another such emotion that needs to be explored, an opportunity. 1. Which part of your body feels the dissonance as you experience this emotion? 2. How does it impact your day? 3. What would you like to feel instead? Sign of vulnerability is a sign of strength, being open to feelings, is opening doors to higher awareness about self. In the next episode, the client has a choice to respond.

Microagress?es s?o manifesta??es sutis e frequentemente inconscientes de preconceito contra grupos marginalizados. Em sess?es de coaching, é crucial esclarecer esse conceito e fornecer exemplos práticos, para que executivos do nível C compreendam e identifiquem essas ocorrências. Tal compreens?o é fundamental para fomentar um estilo de comunica??o respeitosa e promover um ambiente de trabalho inclusivo. O ponto positivo deste enfoque é a promo??o da conscientiza??o e da capacidade de identificar e abordar microagress?es, contribuindo para uma cultura organizacional mais equitativa e respeitosa.

In coaching sessions with C-suite executives, addressing microaggressions is crucial for fostering an inclusive and respectful workplace culture. Coaches can sensitively raise awareness about how subtle comments or behaviors may unintentionally marginalize or alienate team members. By exploring real-life scenarios and discussing their impact, executives can gain insights into their own biases and develop strategies to promote equity and inclusion. Encouraging open dialogue and modeling respectful communication are key components of coaching sessions aimed at mitigating microaggressions.

Understanding what triggers people is critical! Then having themselves dig deep to understand why can change people. Remember that it is impossible to show gratitude and be angry at the same time. If they start angry it’s a good chance it will get worst. A good way to handle this is the switch technique!

Coaching can be a safe, non-judgmental and trustful space. At times when clients vent or are aggressive, they are acknowledging that they can be who they are in this space. A coach by being fully present, by listening deeply and by asking appropriate questions, supports the client to become self-aware of the deeper workings within them as they surface. From this self-awareness can emerge their own understanding of their behaviors and patterns and to get a sense of what really might be causing them. With this resourcefulness they can choose actions to move ahead.

Many times C suites are under a lot of pressure to succeed ! Getting them to open up view you as someone that can help is the first step. It is critical to understand what the are going through. Understand their goals, not only in business but outside of business. Using the life wheel approach helps. Becoming self aware starts on the inside and there must be an internal desire to change. Realizing that there are only two ways to change behavior. A crisis 911 moment or through repetitive learning which changes your paradigm.

Self-awareness is crucial for executives to foster inclusive environments. Encouraging reflection on behavior and language helps in identifying and rectifying biases. By asking probing questions, executives can enhance their understanding of how their actions impact marginalized groups. This approach not only promotes personal growth but also strengthens leadership and organizational culture. Encourage reflection on behavior and language to mitigate unintended biases. Ask probing questions to enhance understanding of impact on marginalized groups.

While self-awareness is crucial, we must also explore the deeper layers of Spiritual Intelligence. This involves recognizing the “Interconnectedness” of all beings and understanding our shared humanity. Encouraging C-suite executives to embrace empathy and compassion can lead to profound insights. Instead of just reflecting on their behaviors, they should contemplate the Spiritual Impact of their actions on others. How do their words resonate on a soul level? This perspective not only fosters self-awareness but promotes a more inclusive and harmonious corporate environment.

Encouraging active listening in CEO coaching is crucial for effective communication and leadership development. CEOs must hone this skill to truly understand their team, foster trust, and navigate complex business challenges. To promote active listening, coaches can emphasize the importance of being fully present, maintaining eye contact, and asking clarifying questions. They should encourage CEOs to set aside distractions, show empathy, and practice reflective listening. By actively engaging with their team members, CEOs can build stronger relationships, boost morale, and create a positive work culture. Ultimately, active listening enhances communication effectiveness and empowers CEOs to make informed decisions that drive business success

Active learning starts with a burning desire , what is it that you desire and tie this goal to the goal of your company , always making it bigger than yourself is key. Neuro Science tells us that our reticular activating system can accept our reject any idea. Repetition is the key to learning. Consistently putting information in your mind will create incredible positive results. The polar opposite is true as well!! One technique I use is a 10 minute gratitude check in the evenings , this makes it so I think about positive opportunities while sleeping, the next morning I do another 10 gratitude check. I recomend this to everyone .

Active listening is crucial for fostering inclusivity and preventing microaggressions in the workplace. By genuinely hearing and understanding diverse perspectives, executives can lead with empathy and create a more supportive environment for their teams. Encourage leaders to practice active listening during team discussions and one-on-one interactions. Emphasize the importance of valuing everyone's experiences to build a stronger, more inclusive culture.

Here's how I coach C-suite executives to lead by example when confronted as a perpetrator. It is essential to create an inclusive conversation exploring the concepts of intent and impact. What was the intent of the perpetrator's statement or action? What was the impact on the recipient? Skilled executives focus on both. By solely focusing on intent, the perpetrator is the center of the experience and potentially marginalizes or denies the recipient's response. By owning the impact, my client demonstrates respect. To repair the relationship, I coach C-suite executives to grow by: Expressing regret for the situation. Acknowledging the full impact on the recipient. Communicating learned actions to prevent this from happening in the future.

Depending on many demographic and life experience factors, language use can have a varied impact to both the speaker and the hearer. Company cultures create their own lexicons with unique subtexts. If you want to have a conversation about language use in a coaching engagement, you need to first model proper usage. I find that reflecting and reframing language used by c-suite members so they can hear word use, tones, and inflections also helps them realize for themselves there is something wrong with the way they use language.

Language indeed shapes our perceptions and interactions. Emphasizing inclusive language is crucial for fostering a respectful and equitable workplace. By guiding executives to use words that promote equality and respect diversity, we can create a more inclusive company culture. This approach not only prevents microaggressions but also enhances team collaboration and morale. Advocate for inclusive language during coaching sessions. Encourage executives to avoid marginalizing or stereotyping terms. Foster a workplace culture that values diversity and inclusivity.

Constructive feedback systems are pivotal for fostering an inclusive workplace culture. Encouraging executives to establish robust feedback mechanisms empowers employees to voice concerns about microaggressions, ensuring every voice is heard. This proactive approach not only identifies issues but also underscores the organization's commitment to equity and employee well-being. Foster an environment where employees feel safe to express concerns. Demonstrate leadership's responsiveness to feedback. Cultivate a culture of inclusivity and respect within the workplace. This approach not only enhances employee engagement but also strengthens organizational integrity and morale.

Emphasize the importance of taking this feedback seriously by analyzing it to identify recurring issues and patterns. Discuss the need for actionable plans to address these concerns and promote a culture of inclusivity. By actively responding to feedback and demonstrating a commitment to equity, executives can foster a workplace environment where all employees feel respected and valued, ultimately enhancing organizational morale and performance.

Leaders can change the relationships with their followers with very simple language changes. How, when, and where feedback is given changes the way it is received. Body language, tone, and inflections must also match spoken word.

Don't turn the culture of the organization into the microaggression POLICE! My experience: Once people learn about the idea of microaggressions, no matter if in the C-Suite or in other leadership teams, they become extremely aware... and that might turn into focusing on chasing microaggressions. I encourage my clients to foster awareness but with lots of goodwill and mercy for mistakes.