As people who support others through processes of development, we know in principle that stereotypes and assumptions about what is normal play a part in our work too.
We are well aware that we have prejudices of our own. What that actually means for our coachees and participants, and for the quality of our processes, is something we often overlook. Many people cannot fully engage in education and coaching because they have repeatedly met facilitators who do not understand experiences of discrimination, have not examined their own position and take no responsibility for their own bias.
In systemic work especially, but in many other approaches as well, we commit ourselves to a particular ethic and attitude: we act impartially towards all sides, we are curious and open, and we consider the context. We test our hypotheses and try to keep our thinking as flexible as possible. Why? To give our client systems the most effective and helpful process we are capable of. These quality standards guide us.
It can become difficult when we start to believe our own story that we really are neutral and coach without bias.
In our intensive course on bias-aware personal and team development, we invite you to use systemic curiosity to trace your own entanglement in social norms and pigeonholes, and to train your “bias-aware muscle”. With theoretical background, a wide range of methods and shared case work, we practise using our own diversity as a resource and a tool for reflection, and bringing an attitude that is sensitive to power and critical of discrimination into our coaching practice. This leads to greater awareness, empathy and effectiveness.
Curious? Find out more about what we offer here: