Anonymous wrote:

Anonymous wrote:A lot of folks are getting hung up on the phrase "healing circle". Forget the lingo. This is just conflict resolution process and OP -- you should be grateful it exists. You can use it to protect yourself. And ideally, it will actually resolve what sounds like a misunderstanding of roles and responsibilities. My main piece of advice: they need to hire a neutral mediator to facilitate. It's really important.

I once had a similar miscommunication in which I was accused by someone within my organization of having an overly harsh tone (I'm a white woman and so was the person accusing me). But instead of having a process in place for addressing, my very small organization tried to handle the situation "ad hoc." What this meant was that I was told by my boss that I had overstepped and I was ordered to issue a written apology in which I also promised to never "antagonize" my colleague again. Keep in mind -- the email in question had no bad language, was 100% about work. The statement that irked my colleague was the phrase "In the future, please run these changes by me so that I can make sure they are in keeping with the project mission." I remember it exactly because I had to talk about it so many times. I was told by numerous people in the organization that I was being overly aggressive, "shaming" my colleague, and that I should have run the language of my email past my boss before sending. It was a similar situation -- I was project lead and this woman was providing auxiliary support related to area of expertise, but had reached out to our clients on her own without talking to me and promised a fundamental change to our deliverable.

Anyway, I wound up writing the apology. I also wound up leaving the organization within a year. I felt completely railroaded by the process. I would have welcomed a "healing circle" or anything that would have allowed the people involved to have a constructive back and forth about what had happened. But I would request that it be lead by a neutral mediator hired to conduct the healing circle because otherwise there is a risk that one organization or the other will take over the process.

Participate fully. Respond to the requests to do pre-work, even if they seem dumb. But also make sure that it is run in a way that is actually designed to resolve conflict, and not just a way for this woman and her organization to pile-on. Neutral mediator. It's essential.

This would NEVER happen to a man for using direct language. NEVER.

Anonymous wrote:A lot of folks are getting hung up on the phrase "healing circle". Forget the lingo. This is just conflict resolution process and OP -- you should be grateful it exists. You can use it to protect yourself. And ideally, it will actually resolve what sounds like a misunderstanding of roles and responsibilities. My main piece of advice: they need to hire a neutral mediator to facilitate. It's really important.

I once had a similar miscommunication in which I was accused by someone within my organization of having an overly harsh tone (I'm a white woman and so was the person accusing me). But instead of having a process in place for addressing, my very small organization tried to handle the situation "ad hoc." What this meant was that I was told by my boss that I had overstepped and I was ordered to issue a written apology in which I also promised to never "antagonize" my colleague again. Keep in mind -- the email in question had no bad language, was 100% about work. The statement that irked my colleague was the phrase "In the future, please run these changes by me so that I can make sure they are in keeping with the project mission." I remember it exactly because I had to talk about it so many times. I was told by numerous people in the organization that I was being overly aggressive, "shaming" my colleague, and that I should have run the language of my email past my boss before sending. It was a similar situation -- I was project lead and this woman was providing auxiliary support related to area of expertise, but had reached out to our clients on her own without talking to me and promised a fundamental change to our deliverable.

Anyway, I wound up writing the apology. I also wound up leaving the organization within a year. I felt completely railroaded by the process. I would have welcomed a "healing circle" or anything that would have allowed the people involved to have a constructive back and forth about what had happened. But I would request that it be lead by a neutral mediator hired to conduct the healing circle because otherwise there is a risk that one organization or the other will take over the process.

Participate fully. Respond to the requests to do pre-work, even if they seem dumb. But also make sure that it is run in a way that is actually designed to resolve conflict, and not just a way for this woman and her organization to pile-on. Neutral mediator. It's essential.

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

For sure the healing circle thing is insane but why are so many people saying this might end up in a lawsuit? That part doesn't make any sense, what possible grounds could there be when there is no employer/employee relationship and possibly not even a contractual arranagement between these two entities? That part doesn't make any sense to me at all.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

But many organizations would pause before sending their employee into a complaint t based healing circle especially with another company. Op may have been nasty and unreasonable and in danger of becoming a social media “star” but nothing she’s said suggests that is what’s most most likely.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

But many organizations would pause before sending their employee into a complaint t based healing circle especially with another company. Op may have been nasty and unreasonable and in danger of becoming a social media “star” but nothing she’s said suggests that is what’s most most likely.

This. If one of my employees was asked to go to a healing circle, my first response would be "do not go and do not say anything." And I would immediately get on a call with HR and legal.

Absolutely. If I hear of this, I would tell my employee to disengage immediately and call my peer in the other company to find out what is going on.

+1

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

But many organizations would pause before sending their employee into a complaint t based healing circle especially with another company. Op may have been nasty and unreasonable and in danger of becoming a social media “star” but nothing she’s said suggests that is what’s most most likely.

This. If one of my employees was asked to go to a healing circle, my first response would be "do not go and do not say anything." And I would immediately get on a call with HR and legal.

Absolutely. If I hear of this, I would tell my employee to disengage immediately and call my peer in the other company to find out what is going on.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

But many organizations would pause before sending their employee into a complaint t based healing circle especially with another company. Op may have been nasty and unreasonable and in danger of becoming a social media “star” but nothing she’s said suggests that is what’s most most likely.

This. If one of my employees was asked to go to a healing circle, my first response would be "do not go and do not say anything." And I would immediately get on a call with HR and legal.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

But many organizations would pause before sending their employee into a complaint t based healing circle especially with another company. Op may have been nasty and unreasonable and in danger of becoming a social media “star” but nothing she’s said suggests that is what’s most most likely.

Anonymous wrote:

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.

Did you miss that they work at different organizations? OP may end up a social media wonder from this but doubt a lawyer is going to make a difference here.

Anonymous wrote:Ignore the buzz words they are using and translate into what you know: a Latina subordinate made a complaint about a white supervisor. They are investigating. Act accordingly, and maybe have your lawyer review your response before you put anything in writing. Have a witness on your side of the call.