• Home
• Philosophy
• Services
• Our Team
• Our Clients
• In The News
• Online Resources
  • Readings & Books
  • Public Reflections
  • Sites We Like
• Calendar of Events
• Contact Us

Reflections from
Learning Labs

WMFDP learning labs are powerful tools, helping leaders shift their mindsets about diversity. Below are some quotes from attendees of recent learning labs that highlight some of their personal insights.

WMFDP learning labs provide a tangible experience that assists leaders in challenging their assumptions and mindsets about diversity, which, in turn, can create more inspired and courageous leaders that address tactical and strategic next steps with a new set of eyes.

In our 10 years of work, we have found the lab experience to be the most effective tool at creating lasting personal change in white male leaders in the workplace. These words are powerful reminders of the importance of the lab learning experience.

White Men’s Caucus Reflections
These comments come from senior-level white men who have attended a
white-male-only learning lab.

Well worth the four days of effort. Before attending, I questioned whether the four days of “lost” time from work could be justified by the benefit. Yet, now I have a broadened aperture and new tools to improve my business and my personal life. Rarely do you find a work training event that you want to share with your spouse, children, and work colleagues. We are now motivated to address a huge opportunity to improve our business, armed with new tools, skills, and relationships.

The caucus opened my eyes as to how much learning and awareness I still have in front of me. The actual discovery of my privilege was truly disturbing in that I am so unaware of what I have, comparatively. My/our privilege has mostly negative impacts on others outside our group, but those impacts are complex and need to be understood by individual and group impacted simultaneously.

Prior to the caucus, I thought I really got/understood “it.” In both my personal and professional experiences, I have always worked to be fair and objective and to consider multiple perspectives. The caucus made me (painfully) aware of the fact that I only saw and experienced my world through lenses that I (or other white men) created. While the need to continue the diversity initiative within Lockheed Martin is supported by a strong business case – it is much more than that. The future of our country and the opportunities afforded to our children and future generations will be impacted by the actions we, as leaders, take … or don’t take.

Our culture does put additional requirements and challenges in front of people of color, women, GLBT, and members of other minority organizations … and it does it in such a way that it is or can be invisible to us. For those of us who truly do try to be fair and “do the right thing” for the company and the individuals who work for us, there are things we need to become aware of and factor into our leadership style and decision processes.

The caucus opened my eyes to the subtle discrimination faced by people of color, women, and non-heterosexual people. The phrase “death by a 1000 paper cuts” now holds a very powerful meaning for me. A personal observation – that I instantly try to fix everything and maybe I should figure out first whether it needs fixed – will particularly help me be a better father and husband. The caucus helped me understand events that occurred in my life that centered around race and gender and has given me a new toolset to deal with future opportunities.

The caucus was an eye-opener. I discovered that I was more ignorant and less progressive than I thought. The caucus helped me connect my head and my heart on the issues surrounding and comprising diversity and racism, gender bias, heterosexuality thinking, and white male privilege. I fully understand and appreciate that, through diversity, I can begin to share my white male privileges without losing them. I am better equipped to communicate the message of diversity and I know how to continuously improve that capability through dialogue with minorities, females, gays and lesbians, and my white male counterparts. My strongest learning is that I can’t “fix” diversity. I just need to be a catalyst for continued improvements.

I came to understand that privilege refers not only to being given something, but also refers to the benefit of not experiencing a negative situation/reality. I have come to the realization that, because I am a white male, I have the privilege of being able to focus all of my energy on objective/goals absent the need to deal with various daily frustrations, prejudices, etc., that others may face. I never have viewed myself as a member of a group to which others might ascribe privilege (I, after all, have always seen myself as an individual to which nothing special has been “given”). Realizing that others may approach me or hear me in the context of their perception of my place in a privileged group is a new way of viewing my interactions and relationships with others.

WMAA Reflections
These comments come from senior-level leaders who have attended white men and allies learning lab.

It can be very powerful when we get better at learning how to tap into the concept of sameness and difference, identify sameness to establish direction, goals, joint ownership and accountability, etc., and capitalize on difference to harness creativity, approach, solutions, intent, and perspectives – use sameness to drive the what … use difference to drive the how.

The most significant learning came from the interaction and bonding of the participants in the group. We had different backgrounds and cultures, but we worked together, were open and honest, and learned from each other. We laughed a lot. I heard many say that, “it would be great if you lived in my neighborhood.” How many of us would have honestly said that on the first night? But after you began to know each other, your thoughts and beliefs changed radically.

I, in many ways, reawakened my consciousness about significant areas of concern that prevent people (including myself) from fully realizing their potential and for the organization from fully enjoying the complete being. In my own day-to-day “busyness,” they had gone to the back of mind and off my radar screen for some time.

The work will have its ebbs and tides. Coaching is needed through the whole process. I had assumed that because an individual “got it” as I defined it, the work was over. When I watched the in/out circle I realized, “Oh, no.” One more ripple …  that’s where the coaching has to come in and continue. However, I know there is a support system to supply the coach – I’m not the only coach.

I always believed that I could partner with white men to perform meaningful diversity work. This is the first time I’ve been given the tools and opportunity to do so. It was usually a case of me trying to encourage white males to see a different perspective and work with me.

I learned that there is a deeper meaning to the word “partnership.” I learned that to develop an inclusive partnership, I need to take responsibility for reaching out, explaining my intent, engaging in dialogue, listening to understand, and committing to developing and nurturing the partnership. The other new concepts related to creating effective partnerships that I learned about and need to pay attention to are the right to say no, joint accountability, and truth telling.

It is not as important for me to be understood as much as it is for me to understand – Shut Up and Listen: It is Personal! It’s more than personal!

The most significant learning for me was the value of the head and heart connection, and its power to help you build trust and improve work relationships. “Lean in to understanding” even when it’s uncomfortable, you’ll appreciate the outcome!

As a POC, this lab validated some deep-felt assumptions that cultural- and
gender-based differences are vastly unknown by the majority. This lab simultaneously gave me the courage to remove several layers of body armor; this has never happened outside my immediate family.

Listening is valuable. Communication is vital. I can no longer afford to be silent. We all have a vested interest in making diversity valuable in our corporate culture.

I have a deeper understanding around diversity. I am sensitized to uniqueness, yet humbled by the personal experiences we all have showed. I want to understand how I, and my culture, impact others around me. I want us all to have the ability to come to work without our shields and have the ability to be ourselves. Having the ability to safely speak from the heart allowed me to understand.

I have a much better understanding of the ‘game face’ put on by POC and women before entering workplace. I also have a much better understanding of the daily battles that minorities take on everyday in their life and how destructive and wearing it must be. It must take a huge toll on their ability to remain focused at work.

It was revealing to listen to others’ experiences and struggles encountered. That reminded me that I focus far too much on tasks/processes/results and need to engage myself and others on the “human”/people elements, for trust-building.

I now know that many times employees do not bring their “true selves” to work and they put up shields of armor. It is through trust and courage that those shields may be lowered.

The Talk About Us