THE PROCESS

All the elements of pause, positionality and purpose are in a row followed by the image of P-cubed

Situating the Importance of Purposeful Culture

Working together with you, our custom programming develops a sustainable and inspiring culture of engagement and community building.

Purposeful culture inspires curiosity, strengthens teams, sustains innovative collaborations, fosters individual creativity, and creates an environment where people thrive and love to learn and work.
Purposeful culture reveals opportunities because it uncovers the concerns of diverse learners, employees, customers and business partners and builds stronger bridges with them.

Here’s the unanticipated catch: Feeling included in a purposeful culture doesn’t mean you always feel good! It does mean you feel inspired and committed to the journey ahead!

"Change moves at the speed of trust."

-Steven Covey

It's counter-intuitive, but developing a culture where all people thrive requires making time to cultivate trust and value vulnerability -- which means that everyone feels uncomfortable at times. "Committing to Rewire" so that we value discomfort is an essential aspect of building and equitable and inclusive culture. At P-Cubed we call that "Sitting with Dissonance." Growth for people and organizations always requires moving beyond the comfortably familiar. The benefits rewiring systems and personal mindsets are incalculable.

Understanding the positive value of feeling uncomfortable and its importance in fostering thriving school and work environments can be challenging initially, particularly for leaders and employees who do not personally identify with historically marginalized communities in our society. School and work environments are naturally an extension of the social and cultural environment in which they exist, so inviting everyone into co-created spaces for engagement and growth requires consciousness and commitment.

Are you ready for that? Of course, you are! And, we've even mapped out the journey for you so that you have the vocabulary and understanding you need to name and value it. This is where we start: a shared vocabulary.

A diagram depicting the relationship between 5 key concepts for antiracism.

Here’s where we’ll begin: TOGETHER

developing a shared vocabulary while learning about ourselves and one another
examining our personal practices as leaders and how they inform the culture we create at work
collaborating to develop or refine the values, programs, policies, protocols that push us to our learning edges so that we can adeptly evolve and sustain an equitable and inclusive culture.

Looking ahead:

Once it’s clear internal guidepost (i.e. values) delineate the aspirations and have clarity around expectations for stakeholders, the possibilities are endless:

audit internal processes and policies for values alignment
evolve recruiting, hiring, and retention practices
examine and evolve performance reviews to capitalize on previously unacknowledged (or recognized) assets and evaluate current achievement metrics
reimagine team building efforts and social gatherings to foster inclusion and enhance innovation and loyalty

P3 ELEMENTS

PAUSE

1. A conscious moment of reflection that serves as a reminder to listen to learn (vs. to develop a counter argument).

2. The condition in our minds when we actively engage our capacity to be curious about other people and situations so that we can engage flexibly and authentically.

3. I “wait” to “find a way to move beyond my visceral response of fight, flight, or back down” so that you can do “you,” while I am still “me.”

4. noun. “A temporary stop in action or speech, briefly.”