This may be obvious but it bears saying out loud: our words matter.
When we use war metaphors we create a reality rooted in violence against other humans we perceive as our enemies.
When we use sports metaphors we create a reality rooted in competition and besting our opponents.
When we use familial metaphors we create a reality rooted in the perceived ideal of strong natural ties without acknowledging the dysfunction, disappointment, and pain that accompany love, affection, and growth.
So today I want to continue the conversation about the language we use on our campuses as a way of cracking open language that might be oppressive or harmful. I started this in episode 52 talking about DEI language, and today I’m extending that into other words and phrases that I think are worth reconsidering.
1: Course Release (2:10)
2: Rigor (4:46)
3: College-readiness (8:49)
4: Professional (14:45)
5: Imposter Syndrome (19:37)
Wisdom at Work (11:42) I’m offering a new leadership program designed specifically to develop teams of women on college campuses with a two-fold goal: strengthening your leadership pipeline while creating collective, comprehensive, cultural change through transformative team development.
This isn’t an elitist program designed for cabinet members: it’s an accessible, affordable program designed to help women – especially those who are beginning to discover their leadership potential and aspirations – develop the mindset, skills, and tools they need as they prepare to step into more advanced leadership roles.
By the end of this program women in your campus cohort will have increased confidence; better team-building skills; practice creating trusting, inclusive, psychologically safe environments; and enhanced communication skills. They’ll also be practiced at being coached and coaching others, creating a ripple effect as they bring their new skills and habits to their departments…and beyond.
That campus-wide reach is what makes this program unique. Instead of supporting one-off, individual leadership development for select women, this program focuses on building a culture of leadership that positions your institution to make the kinds of lasting change you seek.
The model is straightforward: a cohort = up to 10 women from one institution. The program runs during Fall term (starting late August and ending mid-December); it includes biweekly live sessions with optional readings and resources, as well as additional support through my coaching and consulting business, The Clareo Group.
I’m only accepting 10 institutions for Fall 2023. Will your campus be one of them?
Learn more at https://theclareogroup.com/wisdom
Episode 52: DEI Vocabulary
Episode 46: How to Use Feedback to Build Trust
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