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Wisconsin Consortium for Racial Equity

presents

The

Courage
to Lead

Glenn E. Singleton
David Davidson
Deanna Hill
Facilitators

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Agenda
Making the Case for Systemic Equity Transformation: What Does Racial Equity Work Looks/Feels Like? Revisiting A Framework for Systemic Racial Equity Transformation Advancing the Courageous Conversation Understanding Levels of Leadership for Racial Equity A Tuning Protocol And One Year From Today?

Systemic Racial Equity Transformation Theory of Action


Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Passion (Willing) Practice (Prepared)) Persistence (Available)

Courageous Conversation

Critical Race Theory


Equity is!

Leadership for Racial Equity

Raising the achievement of all students while; narrowing the gaps between the highest and lowest performing students and;

AntiRacism is

Systems Thinking
Our conscious and deliberate, individual and collective action that challenges the impact and perpetuation of systemic/ institutional White racial privilege, positioning and power.
2006. Pacific Educational Group, Inc. All Rights Reserved.

eliminating the racial predictability and disproportionality of which student groups occupy the highest and lowest achievement categories.

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Imagine If the Tea Party Was Black

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Courageous Conversation is the utilization of the Four Agreements, Six Conditions and Compass in order to engage, sustain and deepen internalized, intra-racial, and inter-racial dialogue about race, racial identity and institutional racism; and is an essential foundation for examining schooling and improving student achievement.

Using the Protocol to Process Imagine.. (A Personal Application)

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

An Overview of Critical Race Theory


What, When, Why?
CRT Theme
Theoretical
What does the tenet mean in laymans terms?
Personal

Condition #1: CRT In My life?

(CRT)

Professional
Application of the tenet in
My Work

Organizational
Evidence of the tenet In Education

CounterStorytelling

Whiteness As Property

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Letting the Iceberg Guide Team Inquiry


The Challenge:

Patterns and Trends:

Systemic Structures:

The Iceberg

The Fifth Discipline Fieldbook Project - Schools That Learn

Mental Models: 6

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

6
Engage in Racial Equity Transformation

5
Develop Racial Equity Solution

4
Determination Of Racism

3
Conscious (Data) Intervention

2
Public Engagement

1
Personal Accountability
2008. Pacific Educational Group, Inc. All Rights Reserved.

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

A Process for Sharing and Deepening understanding and Impact of Leadership for Racial Equity

Tuning Protocol

A Transformation Goal

A Problem Statement

Intended Actions

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

A Process for Sharing and Deepening understanding and Impact of Leadership for Racial Equity

Tuning Protocol

Identied Challenges and Barriers


Actions Taken

An Essential Question

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

A Process for Sharing and Deepening understanding and Impact of Leadership for Racial Equity

Tuning Protocol

Team A (10 minutes) Share The Plan: Transformation Goal, A Problem Statement, Intended Actions, Identified Barriers/Challenges and Actions Taken. Team B & A (5 minutes) Ask Clarifying Questions that insure fundamental understanding of Team As Plan. Team A (2 minutes) Present An Essential Question Team B (15 minutes) Discuss Essential Question and deliver three levels of feedback in the form of supportive statements of guiding questions Team A (10 minutes) Deepen thinking about Essential Question, future action steps based on what has been said/not said.

Three Pictures of an Exhibition (J. McDonald)


Warm: Cool: Hard: I really liked/appreciated/was impressed by! I was happy to see that you! In addition to X, did you consider Y? X seemed to work well, might you consider Y as well? Why did you choose to/not to X? Did you consider Y? How did you determine/conclude? 10

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

A Process for Sharing and Deepening understanding and Impact of Leadership for Racial Equity

Tuning Protocol

The Goal and Problem Statement

Challenges and Barriers

Intended

Actions

Taken

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Essential Question as Interpreted

Warm

Cool

Hard

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Courageous Conversation and Critical Race Theory

Culturally Relevant Learning and Teaching (CARE)

11

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Leadership for Racial Equity

Family of Color Empowerment/Community of Color Organizing (PASS)

12

Wisconsin Consortium for Racial Equity District Equity Leadership Team Seminar #4 May 11, 2010

The Courage to Lead

Let truth come out the way it wants to come out. Let the hearers utilize a dierent area of themselves to try to understand

Malidoma Patrice Som, Author, The Healing Wisdom of Africa

Frederick Douglass August 4, 1857

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