Hello fam ....
I need some help with a work related situation. I will provide some background in order to best receive some advise ....
In my position as Chief Operating Officer (COO), and as an African American female - I currently; directly supervise two Caucasion Program Directors and two African American Program Directors ....all of which have been with the company for at least 5 years (and up).
One of the mature"er" caucasion Directors now supervises a staff of 85% African Americans at one location. Recently I have rec'd several complaints in the way that this Director has been communicating and interacting with some of the African American staff in a derrogatory fashion. Staff point to issues of: belittling, demeaning, being talked down to, being talked to like a chile, intimidation, degrading and disrespectful communication from this Director.
Before the Director was promoted, I had shared a conversation laying out my concerns of ensuring that she could in fact build/strengthen positive working relationships with staff, being effective, growing and developing staff, and connecting appropriately with a degree of hyper sensitivity to where she worked and the population of staff/clients that we serve.... however, it appears as though she has not been able to keep to that earlier discussion for one reason or another, and the under tones of "race" and/or cultural dynamics is showing up.
I am planning a meeting with her Friday and would like some feedback on how to go at this disucssion "head on" ... unfortunately, I feel like when "Race Matters" enter into a conversation from an African American to a Caucasion person, they shut down and/or clam up .... instead of opening up and addressing potential issues that they might have.... especially when they don't believe they are coming across in a belittling/degrading fashion with others....
Does anyone have any suggestions?
N2
I need some help with a work related situation. I will provide some background in order to best receive some advise ....
In my position as Chief Operating Officer (COO), and as an African American female - I currently; directly supervise two Caucasion Program Directors and two African American Program Directors ....all of which have been with the company for at least 5 years (and up).
One of the mature"er" caucasion Directors now supervises a staff of 85% African Americans at one location. Recently I have rec'd several complaints in the way that this Director has been communicating and interacting with some of the African American staff in a derrogatory fashion. Staff point to issues of: belittling, demeaning, being talked down to, being talked to like a chile, intimidation, degrading and disrespectful communication from this Director.
Before the Director was promoted, I had shared a conversation laying out my concerns of ensuring that she could in fact build/strengthen positive working relationships with staff, being effective, growing and developing staff, and connecting appropriately with a degree of hyper sensitivity to where she worked and the population of staff/clients that we serve.... however, it appears as though she has not been able to keep to that earlier discussion for one reason or another, and the under tones of "race" and/or cultural dynamics is showing up.
I am planning a meeting with her Friday and would like some feedback on how to go at this disucssion "head on" ... unfortunately, I feel like when "Race Matters" enter into a conversation from an African American to a Caucasion person, they shut down and/or clam up .... instead of opening up and addressing potential issues that they might have.... especially when they don't believe they are coming across in a belittling/degrading fashion with others....
Does anyone have any suggestions?
N2