PART 2: Be-Do-Know
This blog is the second of a series of articles on inclusion and belonging and our BRAVE Cultures™ model.
In part one of this series, we outlined Kadabra’s Inclusion and Belonging Model. It operates at the personal, interpersonal, and institutional levels. You can work through it one at a time, or simultaneously.
In addition to these three levels, each level uses three lenses:
- Who do you want to BE, as both a person and a leader,
- What do you want to DO to effect change, and
- What do you need to KNOW or learn in order to manage the changes needed
Personal Inclusion and Belonging
At the personal level, the work is about exploring your motivations, ways of being in the world, and the ways you’ve molded yourself to fit the expectations of others. We explore how those are working to support the best, most aligned, and authentic version of yourself. We use the be-do-know lenses to explore the following:
- How self-aware are you, and how self-aware do you want to be? How are your blindspots impacting your way of being in the world?
- What are the mindsets operating in the background, and what can you do to improve them?
- How well do you self-regulate, and what do you want to learn in order to become better at self-regulation so that your own emotions don’t negatively impact others?
Interpersonal Inclusion and Belonging
At the interpersonal level, we focus on how your leadership impacts your team. We’re still focusing on you, only this time it’s with an external reference related to how you operate as a leader. We use the be-do-know lenses to explore the following:
- Who do you get to be as a leader that will allow team members to truly thrive?
- What can you do to manage relationships in the most effective and empowering ways possible?
- What can you learn and know about cultivating the skills necessary to produce cohesive teams? These skills include things like: understanding different communication styles, building vulnerability-based trust, managing conflict in healthy ways, holding people accountable, and getting great results.
Institutional Inclusion and Belonging
And at the institutional or systemic level, we focus on the difference your organization is here to make in the world. In this part of the model, we move from “me” to “we,” with “we” standing not just for your employees, but for all the stakeholders in your organization. We use the be-do-know lenses to explore the following:
- Do you want to be viewed as an employer of choice for diverse talent? What does that mean and what will it look like?
- Do you (now or want to) consistently act in ways aligned with your personal and organizational values and mission?
- Do you know what it takes to create a culture of inclusion and belonging? Do you know how to develop systems that support this culture?
This is a simplified explanation of how this model operates, but it begins to unpack the work required at the personal, interpersonal, and institutional levels. We hope you can appreciate the dynamic and future-focused nature of this model. Read part three of this series to learn how Kadabra’s Inclusion and Belonging Model accounts for the role of trauma.