1 / 13

Social Justice Work from the Heart

Explore emotional intelligence, leadership, and intersectionality through a case study. Enhance self-awareness and social skills for effective interactions. Strategies to navigate complex situations with empathy and understanding.

rhardnett
Download Presentation

Social Justice Work from the Heart

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Social Justice Work from the Heart Nick Daily Adele Christensen Amy K. Thomson Oregon State University

  2. Road Map for the Session • Personal Reflection • What is Emotional Intelligence? • Daniel Goleman • Emotional Intelligence and Leadership • Shankman and Allen • Emotional Leadership and Intersectionality • Case Study Activity • Closing Activity

  3. “The most difficult journey to travel is from the head to the heart”– Larry Roper

  4. Daniel Goleman’s Idea:What is Emotional Intelligence? • How we manage ourselves and our relationships. • How self-aware we are. • How socially skilled and able we are. • Self-Awareness • Managing your emotions • Motivation • Empathy • Social Skill

  5. Shankman and Allen • Consciousness of Context • Consciousness of Self • Consciousness of Others

  6. Shankman and Allen • Consciousness of Context • Consciousness of Self • Consciousness of Others

  7. Shankman and Allen • Consciousness of Context • Consciousness of Self • Consciousness of Others

  8. Emotional Intelligence and Intersectionality

  9. Case Study A group of student affairs professionals were in a meeting to discuss retention and wellness issues pertaining to a specific racial communities on our campus. As the dialogue progressed, Anita, a woman of color, raised a concern about the lack of support and commitment to this community from Office X (including lack of measurable diversity training, representation of the community in question within the staff of Office X, etc.), which caused Susan, a White woman, to feel uncomfortable. Although Anita reassured Susan that her comments were not directed at her personally, Susan began to cry while responding that she "felt attacked". Susan further added that: she donated her time and efforts to this community, and even served on a local non-profit organization board that worked with this community; she understood discrimination because her family had people of different backgrounds and her closest friends were members of this community; she was committed to diversity as she did diversity training within her office; and the office did not have enough funding for this community's needs at that time. Upon seeing this reaction, Anita was confused because although her tone of voice had been firm, she was not angry. From Anita's perspective, the group had come together to address how the student community's needs could be met, which partially meant pointing out current gaps where increased services were necessary. Anita was very clear that she was critiquing Susan's office and not Susan, as Susan could not possibly be solely responsible for the decisions of her office. The conversation of the group shifted at the point when Susan started to cry. From that moment, the group did not discuss the actual issue of the student community. Rather, they spent the duration of the meeting consoling Susan, reassuring her that she was not at fault. Susan calmed down, and publicly thanked Anita for her willingness to be direct, and complimented her passion. Later that day, Anita was reprimanded for her 'angry tone,' as she discovered that Susan complained about her "behavior" to both her own supervisor as well as Anita's supervisor. Anita was left confused by the mixed messages she received with Susan's compliment, and Susan's subsequent complaint regarding her.

  10. Group Questions • If you were in this meeting, what are ways that you could have interrupted this scenario to positively influence the outcome? • If you were the supervisor of either of the two women involved, how would you handle the situation?

  11. “The most difficult journey to travel is from the head to the heart”– Larry Roper

  12. Resources for Further Work • Shankman, M. L. & Allen, S. J. (2008). Emotionally intelligent leadership: A guide for college students. • TED Talks and Articles by Daniel Goleman • Accapadi, M. (2007). When White women cry: How White women’s tears oppress women of color. • Others?

  13. References • Goleman, D. Daniel Goleman Explains Emotional Intelligence [You Tube Video]. Retrieved from: http://www.youtube.com/watch?v=NeJ3FF1yFyc • Shankman, M. L. & Allen, S. J. (2008). Emotionally intelligent leadership: A guide for college students. Jossey-Bass, San Francisco, CA. • Weimer, M. (2011) Learning: Five Key Principles. The Teaching Professor, 25 (3) 2.

More Related