At the heart of all people problems, you will find a group of people who feel “pushed out.” These are often the very people who have the insights and talents to make all the difference in your change efforts. Many changemakers understand this and work hard to engage this community of people in their culture and system change work.
However, there are three critical things that typically get overlooked in people-led change efforts:
However, there are three critical things that typically get overlooked in people-led change efforts:
Obstacle #1: Shame
The human response to feeling “pushed out” of systems and networks of people is shame. When we feel shame, we typically isolate or try to fly under the radar. The corrosive power of shame can lead to internalizing a deep-rooted sense of being unworthy.
Effective change efforts understand the role of shame and build in peer support to develop the voice, dignity and leadership of those people most impacted every step of the way.
Effective change efforts understand the role of shame and build in peer support to develop the voice, dignity and leadership of those people most impacted every step of the way.
Obstacle #2: Stigma
Systems of exclusion are maintained by perpetuating stereotypes and false narratives about the people most impacted. In this way, stigma works to misinform the rest of the community and ensure those impacted are kept down and on the margins.
Quality system change efforts address stigma guided by the wisdom of the people most impacted—after all, they know the subtle and not so subtle way stigma is embedded in communities and systems.
Quality system change efforts address stigma guided by the wisdom of the people most impacted—after all, they know the subtle and not so subtle way stigma is embedded in communities and systems.
Obstacle #3: Denial
When it comes to stigma and shame, we are like fish in water. Although shame and stigma are all pervasive, we often don’t see it. In essence, denial blocks momentum building—something that is key to generate if we are to engage both people and systems in a transformative process.
Highly engaged change processes address denial by bridging the awareness and knowledge gap between the people most impacted (aka “people with lived experience”) and system influencers. Once that gap is filled, a process to co-design an awareness and action campaign that effectively engages the rest of the community is key.
Highly engaged change processes address denial by bridging the awareness and knowledge gap between the people most impacted (aka “people with lived experience”) and system influencers. Once that gap is filled, a process to co-design an awareness and action campaign that effectively engages the rest of the community is key.
Overcoming Obstacles to Change Efforts
For two decades, we have included strategies to address shame, stigma and denial and have seen first-hand how this leads to both personal and system change with lasting results. Whether you are addressing challenges in your team or community, addressing these three obstacles is key.
We’d love to hear from you.
How do you address shame, stigma and denial in your change efforts? Email us and let us know.
Or drop us a line and let us know how we can best support you in your efforts.
Learn more about how we support diverse leaders and organizations to build cultures of belonging to address team and community challenges like bullying and harassment, poverty, the overdose crisis, elder abuse, isolation, intercultural collaboration, affordable housing, newcomer integration, elder abuse and much more.
