CCO’s Approach to Diversity, Equity, Inclusion, Belonging and Justice

Who are we always? We are coaches.

Coaches know the importance of self-awareness. As much as we help cultivate it in our clients, we also know the importance of the concept of self-as-coach. There is no “objective” experience. We bring who we are to all we do. And it’s important to know – really know – who we are bringing to our work as coaches. How does our experience – of privilege, in the dimensions of difference in our identities, of unconscious bias – affect our coaching and our approach to our clients and their organizations?

We help clients challenge their beliefs. It’s critical that we challenge our own, as well. How do our beliefs affect our coaching? How do we, with humility, continue to refine and expand when confronted with new information or perspectives, with injustice, and the need for systemic change?

Coaches know the excitement and catalytic impact of insights. We ask questions that help clients explore deeply held beliefs about themselves, others, their circumstances, and what’s possible or impossible. We use all sorts of powerful questions, guided visualizations, somatics/movement; there is continuous unfolding awareness. That’s a great first step. It’s the magic of pulling back a curtain and being able to see something we had never been able to see before.

Coaches know that insights are only a beginning. As coaches, we know that insight needs to anchor in the heart, and skills need to be practiced into embodiment. Clients (and coaches, too) need to choose authentic actions and bravely practice their way into new beliefs, behaviors, and impact.

What does that mean for CCO and our approach to diversity, equity, belonging and justice?

We will intentionally:

  • Cultivate self-awareness with a determination to stay uncomfortable and accept, even lean into, discomfort as part of the process of growing, learning, and challenging ourselves and the systems we’ve been a part of forever. Remaining in discomfort we listen instead of trying to offer a solution or fix.
  • Welcome feedback and calling out from our community, and practice accountability while working to ever expand the circle.
  • Turn our insights into embodied action through determined and persistent action and reflection.
  • Implement inclusive structures, practices and processes throughout our operations and governance, including the way we produce events and recruit faculty and students for our coach-training program.

We won’t be slowed by trying to be perfect. With a sense of urgency, we will listen, we will be thoughtful, and we will continue to learn and grow as we move forward.

We will stay the course and we will remain accountable to our commitment.

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