DEFINING INCLUSION AND INCLUSIVE BEHAVIORS 2: Addressing and Managing Cultural Conflict Seattle, WA
Trainer:Anh Vo, M.A.
Presented By:Non-Profit Staff Development Coalition (NPSDC)
CEUs/Clock Hours:Workshop certificate documents hours of instruction toward Continuing Education Units. Clock-hour forms are available free upon completion of the workshop.
Download Flyer (pdf)
9:00 am to 4:00 pm
Seattle, WA, 98144
map | directions
- Get onto Interstate-90
- Take the Rainier Avenue South exit
- At the end of the ramp, turn right onto Rainier Avenue South
- Turn left onto South Massachusetts Street
- Turn right onto 24th Avenue South
- The building is several blocks down, just past South Hill Street
NPSDC Member Organization:
$100 per participant (for 1 -5 staff from member organization)
$90 per participant (for 6 or more staff from member organization)
$149 per participant
In light of recent developments and increase in racial tensions, there is a vital need for our communities to learn how to address cultural and racial conflicts in a peaceful and productive way, which moves us beyond just conversation but lead us to action and changed behaviors. Different groups have different perspectives, mental models, and values which can lead to occasional conflict in an organization. This workshop explores how we can employ good conflict management skills to de-escalate cultural conflict or inter-personal conflict that involves insensitivity or lack of awareness. When seemingly innocent questions or curiosity results in someone feeling offended, less valued, and/or a recipient of conscious or unconscious bias.
We will do a deep dive on the impact of rank and privilege and how blindness to it can lead to conflict and compound it further if those involved do not acknowledge their rank. Power often unconscious can be a source of conflict so when power is unacknowledged and misused it can bring on attack and cause inter-personal conflict. We will also explore unarticulated assumptions that impact our ability to see beyond race or cultural differences.
We will identify conflict management behaviors to help de-escalate situations and invite understanding; such as recognizing communications gaps, promoting inclusion and making sure everyone is heard, giving feedback and sharing observations and impact.
(Collective Leadership’s Diversity and Inclusion (D & I) training program is designed to increase cultural intelligence and competency. Collective Leadership’s unique value proposition is a client focus perspective which invites collaborative solutions that allow key stakeholders ownership and accountability. Where our approach differs from other D&I trainings is our perspective in presenting the information. It is not presented in a format that is divisive or with a confrontational stance of “we” versus “they”, or “victim” versus “perpetrators”. We are in it together and must come together to find a solution. There is acknowledgement and expectation there will be different solutions for different organizational systems. Our approach is not a one-size fits all solution).
- Deep dive and understanding of the impact of rank and privilege in cultural conflict.
- Identify factors that contribute to double messages, misunderstandings, and cultural conflicts.
- Surface unarticulated assumptions, bring to awareness what they are and how they influence our behaviors.
- Conflict management behaviors to help de-escalate situations and invite understanding.
- Engage with conflict creatively and constructively.
- Increase cultural competence in communication and feedback.