Healthy Communication Agreements

There are many doorways into shared leadership. It requires a shift in attitude for some of us—a recognition that the leadership models we learned in college or the corporate world aren't working. It's easier for others of us to integrate shared leadership across business because we know the workplace offers the opportunity to practice new ways of relating and sharing power. Whichever door we enter through, first we must care: we need to be willing to open our hearts and minds to discover and learn about ourselves and each other. Simply put, caring is step one to set our attitudes and our actions.

That's why we are honored to work with Provoc: care is built right into the organization's DNA. Provoc, fellow B Corp, is a branding, digital strategy, and web design agency. Their work is deeply rooted in equity, partnering exclusively with clients who believe in social, economic, and racial justice. They have been integral in guiding B Corp leaders in learning what it means to become an anti-racist organization. We recently spoke with Provoc President Raj Aggarwal and co-CEOs Erica Priggen and Will Coyle about what prompted them to start this journey and how their business has changed as a result.

"Working with Global Round Table Leadership gives us practical tools. We've adopted a lot of the shared leadership communication strategies we've learned, like getting communications agreements in place for the team," says Will. 

Often, it's the little things that we overlook or take for granted that allow us to share power at work- or don't. In Provoc's case, it was how they navigated internal communication; their commitment to healthy communication, supporting each other, and genuinely listening to one another prompted their shared leadership journey. 

Together Raj, Erica, and Will created communication agreements. From appropriate email response times to decision making and how to handle disagreements has been codified. Not only is everyone aware of these standards, but they also created them-- and adapt them--as needed, together. Shared communication agreements hold the Provoc team equally accountable for communicating in practical ways they know serves them: their relationships, their clients, and their business strategies.  

Erica points out, "The application of shared leadership is the holy grail, because [as a company] we're a microcosm in a macrocosm of economic and cultural systems which are steeped in ways of doing things that are colonized and oppressive." 

The current corporate model of leadership overemphasizes the power and knowledge of the individual, which is incredibly burdensome for executives—and of course, that stress and pressure trickles down to the rest of the organization. In contrast, the Shared Leadership Framework ™ is inclusive as it invites equal contribution from everyone. There's space for all opinions, perspectives, and skillsets. 

In an article called, Rethinking Hierarchy in the Workplace, Stanford Business School research shows that effective teamwork requires egalitarianism and a culture in which all voices count—not centralized power.  Ultimately, it's about shifting from scarcity to an abundance mindset. By developing communication agreements, the Provoc team practice and are equally responsible to sharing leadership and power. As an organization, Provoc is walking the talk; they view all of their work through the lens of equity, including their core values of vulnerability, relationship, and actualization. The practice of shared leadership rebalances how they share power—and ultimately leads to equity. 

As Raj says, "Our mission is a world transformed by equity, beauty, and love." 

Ours is too. We are privileged to support Provoc's shared leadership journey, standing together for a world where we are nourished and transformed at work. Read more about the work of Provoc. Learn about the Shared Leadership Framework™. Check out the Stanford research. Sign-up to learn more about how your team can launch their shared leadership journey today.