{"id":5911,"date":"2019-08-05T16:20:55","date_gmt":"2019-08-05T20:20:55","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=resources&p=5911"},"modified":"2025-07-14T21:38:49","modified_gmt":"2025-07-14T21:38:49","slug":"rec-feedback-example","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/rec-feedback-example\/","title":{"rendered":"Receiving Feedback: Case Study"},"content":{"rendered":"\n

The following case study illustrates the steps outlined in Part 2 of our series on receiving feedback about power, difference, and inequity<\/a><\/em>.<\/p>\n\n\n\n

You\u2019re the field director of a statewide LGBTQ organization and you\u2019ve spent the last two months drafting and refining your team\u2019s goals for the following year. You\u2019ve consulted with your staff and executive director, and you feel like you\u2019ve finally landed in a good place. Two days before your ED plans to bring the goals to the board for approval, a field organizer approaches\u2014with some hesitation\u2014and says: \u201cI\u2019m not sure that the goals are achievable.\u201d After you probe a bit, she shares: \u201cI feel like in order to get to those numbers you laid out, we\u2019re going to end up using tactics that won\u2019t really build authentic relationships, and we\u2019ll end up just tokenizing the Latinx community.\u201d<\/p>\n\n\n\n

Listen effectively<\/h2>\n\n\n\n

Press pause.<\/h3>\n\n\n\n

You say:<\/strong> \u201cThanks a lot for sharing. I\u2019m going to sit with this for a second so I can process what you just said.\u201d<\/p>\n\n\n\n

Ask questions.<\/h3>\n\n\n\n

You ask:<\/strong><\/p>\n\n\n\n

    \n
  • \u201cCan you tell me a little bit more about that?\u201d<\/li>\n\n\n\n
  • \u201cIn what ways does this goal feel tokenizing?\u201d<\/li>\n\n\n\n
  • \u201cHave you encountered this situation before, either at our organization or elsewhere?\u201d<\/li>\n<\/ul>\n\n\n\n

    She might say: <\/strong>\u201cIn our plans for next year, we didn\u2019t talk about any targeted outreach or relationship-building efforts, so it just feels like you added Latinx people to our goals because it\u2019ll make our organization look more diverse, not to build power for the Latinx community. I\u2019ve seen this happen before on other campaigns. Also, as one of the only Latinx people on staff, I know this work is going to fall on me, and I don\u2019t want to put my relationships on the line to tokenize people.\u201d<\/p>\n\n\n\n

    Repeat-back (not refute-back!).<\/h3>\n\n\n\n

    You say: <\/strong>\u201cHere\u2019s what I\u2019m hearing: you think our goal to turn out a certain number of Latinx people at each Lobby Day could be tokenizing. It might come across as disingenuous if we do targeted recruitment in communities that we haven\u2019t built relationships or done meaningful work with. So, even if we meet our goals, we wouldn\u2019t have built power with or for Latinx folks. Also, I\u2019m hearing that this puts you in a really tricky and uncomfortable position.\u201d<\/p>\n\n\n\n

    Engage in the feedback<\/h2>\n\n\n\n

    Share and tie together.<\/h3>\n\n\n\n

    You say: <\/strong>\u201cI know you really value being deeply inclusive and building power. I think we both want to make sure that the Latinx community is both<\/em> represented in and<\/em> also has real power to influence our work. One thing I\u2019m feeling anxious about is that we have some big Lobby Day goals, and I\u2019m feeling a lot of pressure from our coalition partners and campaign leadership to make sure that we have a crowd that reflects the diversity of the legislators\u2019 constituencies. I was actually thinking that setting these goals would be a forcing mechanism to make sure we\u2019re not leaving anyone out, but I can see how this comes across as tokenizing. I also understand that you feel pressure to deliver on the goals we set, especially if they are going to impact your community.\u201d<\/p>\n\n\n\n

    New paths are possible.<\/h3>\n\n\n\n

    You say:<\/strong> \u201cCould we keep the Lobby Day goal, but amend it to say that a percentage of our volunteer leaders should identify as Latinx? This way, in order to meet that goal, we\u2019ll need to do some concrete work in the coming months to actually develop and train leaders. Do you have other ideas for how we could do this?\u201d<\/p>\n\n\n\n

    She might say:<\/strong>
    \u201cI think we should also outline some activities in our work plan so that we are doing targeted and thoughtful outreach in the months leading up to the Lobby Day. I also think we need to make a plan for bilingual training and interpretation for volunteer trainings going forward. And, if this is going to be a big part of my work, I want to lower some of my other goals so that I can realistically achieve this one.\u201d<\/p>\n\n\n\n

    Learn with and through an equity and inclusion lens<\/h2>\n\n\n\n

    Examine how it went.<\/h3>\n\n\n\n

    During your next check-in, you ask:<\/strong> \u201cHow do you feel about how I handled your feedback?\u201d Then, you debrief the Lobby Day and make plans to revise the volunteer training.<\/p>\n\n\n\n

    Remember the iceberg!<\/h3>\n\n\n\n

    You start to think about ways to be more welcoming and inclusive of Latinx people at your organization, including translating campaign materials and offering interpretation at your upcoming Lobby Days.<\/p>\n","protected":false},"excerpt":{"rendered":"

    A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.<\/p>\n","protected":false},"author":14,"featured_media":10399,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[51],"topic":[35,41],"collection":[27],"class_list":["post-5911","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-tool-template","topic-equity-and-inclusion","topic-investing-in-people","collection-feedback"],"acf":[],"yoast_head":"\nReceiving Feedback: Case Study - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/rec-feedback-example\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta 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