“I was born and raised in West by God Virginia. A small state, ridden with drugs, poverty, and patriotism. Yes, patriotism. Everyone is related to someone serving in the military. Juniors in high school enlist, as I did, and are applauded – the military route is revered, not feared. A ‘nobody’ can become a ‘somebody’ in the military.
WV has limited diversity so perhaps I’m behind many of my military peers who grew up with lots of inclusion, albeit diversity does not equate to inclusivity. I have yet to be exposed to racism, in the military or out, that many of my friends have described experiencing. I know racism exists and hearing so many senior military leaders candidly highlight the issue recently was eye-opening for me.”
The above is what I shared during a listening session hosted by my organization. I didn’t fully understand the purpose of these sessions at first. From what I can tell by good ‘ole fashioned Googling, the Army began conducting public listening sessions as far back as 2013.
Listening Sessions were first coined by Indi Young in her 2008 book Mental Models. The concept is basic – participants actively listen to understand others’ experiences and values in order to push the boundaries of your own perspective.
My organization has set aside an hour each week to conduct these mandatory listening sessions. Some participants have said this is extremely helpful in breaking down barriers and eliminating preconceived assumptions about team members. Others feel very uncomfortable discussing race or their personal lives in a mandatory discussion-style scenario.
I don’t know if these sessions will have an impact but I do know that any organization that prioritizes culture, promotes empathy, and demands inclusivity is destined to succeed.
Photo Credit: Alum Thomas
