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Do you know yourself and actively build and model TNTP’s inclusive culture?• Demonstrates high emotional intelligence, including continuous reflection and self-awareness• Seeks out, values, and responds to cultures—including perspectives, experiences, etc.—different from one’s own• Uses cultural understanding of self and others to build trusting relationships with colleagues and clients• Identifies and challenges cultural assumptions at the individual, team, and organizational levels• Communicates and receives feedback with respect, appreciation, and humility

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Can we flatten the organization in a way that feels authentic

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Can we flatten the organization in a way that feels authentic

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Building a shared understanding with all team members of inclusive and exclusive practices

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Building a shared understanding with all team members of inclusive and exclusive practices

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knowing our direct reports' strengths and interests enough to match them to stretch opportunities

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knowing our direct reports' strengths and interests enough to match them to stretch opportunities

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team leaders/managers ask for feedback and adjust to meet the needs of their team members - the focus is on setting them up for success

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team leaders/managers ask for feedback and adjust to meet the needs of their team members - the focus is on setting them up for success

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Explicit knowledge sharing practices so that team members do not feel excluded

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Explicit knowledge sharing practices so that team members do not feel excluded

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Have cross-job level PLUS Central calls (topic based?) so that folks can engage outside of their level (we currently do concurrent topics by job level)

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Have cross-job level PLUS Central calls (topic based?) so that folks can engage outside of their level (we currently do concurrent topics by job level)

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Id'ing preconceived or long-lasting notions that folks have about practices at TNTP (e.g. you don't have choice on contracts, your PE dictates your placement, etc.)

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Id'ing preconceived or long-lasting notions that folks have about practices at TNTP (e.g. you don't have choice on contracts, your PE dictates your placement, etc.)

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taking time to identify areas where our team is not being inclusive, so we can do #4 and ensure we're being inclusive of our team and of course our sites

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taking time to identify areas where our team is not being inclusive, so we can do #4 and ensure we're being inclusive of our team and of course our sites

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feel like their perspective matters when it comes to problem-solving. They can also see a through line between their daily work and our overall contract goals/outcomes.

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at all levels participate in clienf-facing meetings and "have say" in how things get done

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Do we have the skills to be able to learn from communities? What skills are involved?

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Do we have the skills to be able to learn from communities? What skills are involved?

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Elicit more feedback from our partners about PD topics and experiences that would best support them in their contexts

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Elicit more feedback from our partners about PD topics and experiences that would best support them in their contexts

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making regular reflection times for team structures to be re-visited:

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making regular reflection times for team structures to be re-visited:

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- what's working/not working with our structure
- include 2x2 with manager to give informal feedback along the way
- ensure everyone is a part of team goals' conversations
-make regular check-ins on individual goal conversations

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Are our PDs designed to stretch and inspire white leaders as well as leaders of color? Do commit to norms that make everyone feel safe?

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Ensure that there are structures/norms that allow for an honest review of existing practices

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Ensure that there are structures/norms that allow for an honest review of existing practices

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since we're an internal team - ensuring each member of the team is talking to sites, and then when we're in person at sites, talking to residents, as well as getting into schools when possible to see our impact/learn more

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since we're an internal team - ensuring each member of the team is talking to sites, and then when we're in person at sites, talking to residents, as well as getting into schools when possible to see our impact/learn more

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Are check-in agendas designed in a way that gets everyone what they need? Manager and team member?

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Evaluating our PLUS Selection Days through an inclusive lens, checking for any bias

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Evaluating our PLUS Selection Days through an inclusive lens, checking for any bias

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For people who benefit from time to process, the team could commit to sharing agendas in advance so everyone could come feeling prepared.

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1. continuing on PLUS Central calls to bring issues/decisions to the team so everyone has an equal voice (even though we're all the same level :))

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1. continuing on PLUS Central calls to bring issues/decisions to the team so everyone has an equal voice (even though we're all the same level :))

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team members speak to clients directly on their area of expertise, rather than everything being filtered through the director or partner

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team members speak to clients directly on their area of expertise, rather than everything being filtered through the director or partner

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3.reviewing existing practices (sharing feedback, meeting structures, discussing goals, etc.) through an inclusive lens and making adjustments to promote peoples’ best selves 

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3.reviewing existing practices (sharing feedback, meeting structures, discussing goals, etc.) through an inclusive lens and making adjustments to promote peoples’ best selves 

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1.finding opportunities to bring staff of all levels into strategy conversations and contract decisions and as a staff member at any level, committing to asking to observe and participate in a client meeting or other learning opportunity 

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1.finding opportunities to bring staff of all levels into strategy conversations and contract decisions and as a staff member at any level, committing to asking to observe and participate in a client meeting or other learning opportunity 

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2.Commit to taking time to learn from the communities we serve to identify strengths and listen for how we can best support them

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2.Commit to taking time to learn from the communities we serve to identify strengths and listen for how we can best support them

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4.Commit to identifying, confronting, and correcting habits of exclusion within our department and TNTP while being supportive of one another 

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4.Commit to identifying, confronting, and correcting habits of exclusion within our department and TNTP while being supportive of one another 

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Commit to assume the best and approach each other, our clients, and the communities we serve with a strengths-based mindset even when confronting each other or our own fears and biases 3.Commit to helping all staff feel safe and have a voice within TNTP, by: