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In diverse teams, employees need high levels of psychological safety for managers to harness the power of diversity itself. Here are some ways you can build safety in diversity now 💡


Be clear that you believe in and are committed to holding the zero-tolerance policies around equity, e.g., sexual harassment, racism, etc.


Understand and practice ‘cultural humility.’ Read this.


Validating is not agreement. It is accepting a team member’s point of view as valuable. …

(I+ U+ Planet+)

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Photo by Bill Oxford on Unsplash

This article is not peer-reviewed. Instead, this is an independent piece of work that is open to the public for review, discussion and comments. #freethenet #uncolonizeacademia

Abstract: This article applies Transactional Analysis theory in addressing the phenomenon of “Othering” as a transgenerational script that could have roots in hunter-gatherer and survival culture. It suggests that this script is maladaptive in the twenty-first century and a vehicle for third-degree games with catastrophic environmental payoffs. A script of “Inclusion” is introduced to avoid potential species extinction and environmental catastrophe. …

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Trump has banned Critical Race Theory (CRT) based Diversity Equity & Inclusion programs for federal employees. It has been thought to be “racist” and “un-American.”

I believe it would be overly simplistic to assume that a change of president would magically make CRT understandable to the masses. Yes, we (the educated far-left) have concluded that privilege blinds and keeps individuals from embracing CRT, from awakening or changing. But I fear that this is a much more profound misunderstanding.

So my question is this- how did CRT get so profoundly misunderstood by the Right-Wing? I think it’s an important question to ask because none of this will matter if it doesn’t make sense to the ones who need to understand. …

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Photo by Svend Nielsen on Unsplash

The human mind isn’t as complicated as we think. Sure, all the neuroscience today offers knowledge beyond our wildest dreams, BUT… not all of it is needed for sustainable transformation. If the subconscious mind is not sold that change is for optimal survival and pleasure, we can be sure that change will not last.

We subconsciously behave in ways that maintain systemic oppression. Generations of epigenetic adaptations inform the subconscious mind to perpetuate thoughts and behaviors that optimize resources or avoid extinction. Our collective participation maintains power structure.

So if we want genuine personal leadership transformation, our subconscious mind must believe that ALLYSHIP is optimal survival. …

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Photo by Ehimetalor Akhere Unuabona on Unsplash

I’m going to talk about the book ‘White Fragility’. I have a mixed bag of responses to how this book has been sold out on Amazon and how this is now the mainstream language for dismantling systemic racial oppression. I agree with what the author describes. In fact, being who I am I have seen all of these racial dynamics take place and have (on a daily basis) been on the receiving end of these subconscious aggressions.

What is painfully awkward (and so obvious) is how so many racially oppressed groups have vocalized these exact observations and even described the pains of living with these racial dynamics but the message has fallen on deaf ears. I am concerned that we are now in a state where we have to wait for a White identified person (such as the author), to speak on our behalf before this is taken seriously. …

When the bills have piled up, the keys are nowhere to be found and promises are not fulfilled the relationship can tense up quickly. The non-ADHD partner can feel resentful of “always” having to caretake without gratitude. It can feel as if it’s all about the ADHD person’s needs and their own needs get neglected.

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Photo by Courtney Cook on Unsplash

The non-ADHD partner can start behaving in parental ways…
1. Rescuing/ fixing and taking over.
2. Criticizing, judging and reprimanding

The ADHD partner can…
1. Feel child-like, infantilized, judged, controlled, or suffocated.
2. Start to over-rely on and take their partner for granted.

It, unfortunately, can end up looking like an unsustainable parent-child relationship where one is caretaking and controlling while the other is dependant and suffocated. Resentment can build up pretty quickly on both ends. …

Originally published on, July 8th 2016

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Photo by Maria Oswalt on Unsplash

“Black Lives Matter” began as a hashtag on Twitter in the wake of Trayvon Martin’s death. As a therapist, I started asking myself questions about how the field of psychotherapy can support the Black community as it fights for change. While psychotherapists discuss issues of race-based trauma and resilience building, we may be missing an important piece. The bigger question is: How has the field played a role in marginalizing specific communities of color and, more specifically, the Black community?

There was a recent article by KQED entitled Mental Health Study: Sorry, I’m Not Accepting New (Black or Poor) Patients, which brought to light some alarming issues. …

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When practicing conscious leadership, one approaches crisis and stressful situations from a basic formula, where one sees themselves and others as OK, enough, and the relationship as abundant. In other words, “I am, you are, and we are.” Returning to the essence of who we are as human beings is the core of conscious leadership. Experiencing this sense of interconnectedness creates room for appreciating the larger human collective living on the planet and participating in its magnificent ecosystem.

A revolutionary psychiatrist first introduced this idea in the 1960s. Dr. Eric Berne described this as an “existential life position,” the “I’m OK, You’re OK” position. When we lead from this state of mind, there is a fundamental belief that all us are worthy of respect and basic dignity. It is a way of honoring the human in ourselves and in those we encounter in intimate relationships, work, communities and the world at large. This “I+ U+” way of being then naturally invites leaders to see the interconnectedness of their purpose, their organization and the planet’s ecosystem. …

How Shall We Grow Beyond Covid-19?

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I have been reflecting on my experience offering therapy during the SARS outbreak in 2003. These reflections may provide some empathy as well as some insight into the current Covid-19 outbreak.

When the SARS outbreak happened in Singapore, I recall that psychologically people went in one of 2 directions: Denial or Panic/Anger. These were initial responses and, while it seemed chaotic at the time, I have now come to see these as entirely human responses. Whichever direction we took, there was transformation and growth that emerged from the initial reaction.

I remember being in some level of denial myself. Even while wearing my N95 mask in the therapy room and using alcohol cleaner on the couch, I had to function on some level of denial to keep seeing clients. The ones who panicked helped me with my denial as a therapist. I found ways to validate their fears but cognitively support them to focus on what they could control versus what they could not. …


Cheryl Leong

Author of the forthcoming book “Leading With Consciousness: Cultivating Conscious Organizational Culture.” I am a leadership coach & psychotherapist.

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