Revisiting the first post on this blog, which lays out the framework of this foundational idea to the BANR concept and explains the genesis of this movement before it even had a name.
Restorative practices provide a simple framework to give people a voice in a noisy world, and agency at a time when global events happen faster and with more frequency than we have the time to keep up with. Restorative practices are indeed a social science that allow us to fully express and experience our humanity with dignity.
What if your workplace sparked, instead of stunted, creativity? What if you worked at an organization that intentionally developed leaders who structure collaboration, conversations, and connections to nurture creative solutions?
By Kerra L. Bolton Americans are addicted to the idea of voting. Voting represents ownership of the public policy and lawmaking processes. It denotes exclusive (citizen) membership in the American experiment of democracy. African Americans and women have died for the right to vote. Recently, however, voting has become performative. We like to be seen […]
A deliberately developmental organizational culture persistently pushes team members to the edges of their current competencies. By definition, that is not a place where most people feel comfortable. Fear, insecurity, and conflict live in that place. It’s a reach into the unknown. How do you get your team to go there? The first step is to convince them that no one will be asked to journey alone. You’ll go together.
We had officially entered the adjourning stage in Tuckman’s framework for team development. During the adjourning stage, which Tuckman added later, team members have grown close and feel a loss now that the experience is drawing to a close.