Evaluating the immediate need to suppress emotions against the perils of needing to be heard in predominantly White settings is exhausting

People all over this country are seeking to engage in racial dialogue. The goal within organizations is to heal, first by surfacing racial divisions and people’s disparate points of view. Then, armed with this knowledge, build a more inclusive organization.

How are people in an organization supposed to move from silence due to suppression to a full expression of all that has been silenced? How is the organization supposed to move from the revelations that come from those expressions to a state of genuine healing? And does healing look the same from both sides?

This blog post is about one…


People ask me, “How do I get rid of my fear?” Then they wait for the magic bullet.

My answer: eliminating fear is not a desirable goal. Fear helps keep the species alive. It alerts us to danger as well as opportunity. Our bodies feel something isn’t right and react before our prefrontal cortex, the executive function of the brain, can process it.

We become aware of danger only because our bodies tell us something is amiss. We don’t plan to get our hand off the hot stove. Our hand jerks away.

So the question is not how to eliminate…


People often ask me how to refer to various ethnic/racial groups. What’s better, Black or African American? If it’s okay to say “people of color”, why not say “colored person”? First, my history, then a deep dive into how complicated a subject it is.

Jean Latting

President, Leading Consciously| Diversity and Inclusion Consulting |Leadership Consulting| Online course: Pathfinders: Leadership for Racial and Social Justice

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