Four Ways to Embody Cultivation (and stop tokenization)
Building Up in Love
At Imago Dei, we are captivated by the conversations that serve to “encourage one another and build one another up” (1 Thessalonians 5:11). Sometimes, there are topics that seem to be challenging, but when approached in love they yield incredible fruit in the relationships around us.
If you missed the intro, our recent blog on Cultivation vs. Tokenization was a deeper dive into understanding the definition and historical context of how we came to “tokenize” people. We also offered an alternative that feels near to the heart of God: the art of "cultivating" those around us as we each become who God has intended us to be. If you're here wondering “Yes, I’m in, but how do I do this?” read on for a few practical ideas on what it looks like.
Disclaimer, Because We Live in the Real World
There are a lot of definitions floating out in the world today, causing confusion and conflict where we desire to see peace and unity. This is why we are so intentional to seek, pray, discern which concepts and solutions produce the fruit of the Spirit in our relationships and workplaces. In our current cultural moment, this requires specific focus. As you read our ideas below, please consider where and how you have heard this language used, then ask the Holy Spirit to reveal to you what is beneficial for your life, leadership and relationships.
As you read the four ways below, it will help to envision a real life scenario. Take a moment to think of a time that you have reached out to a “non-majority” person to do something, or perhaps when you have seen this happen. This could be a coworker, a volunteer in your organization, or even inviting someone to be a part of a board.
Four ways to Stop Tokenization and Embody Cultivation
Get Honest With Yourself.
When you have the opportunity to elevate someone (e.g. giving a spotlight, promotion, or even just a call out), it is wise to stop and think about what is motivating you to do so. Quick reflections that will help you get honest:
What made you choose this person? Be careful to not be led by personal preference or unconscious bias. Even more directly, don’t confuse your preference with the leading of the Holy Spirit. It’s too easy to put words in God’s mouth when you are in a position of authority, simply confusing what you feel (thoughts, will, emotions), with what you hear (a direct leading that comes through the Holy Spirit, the Word).
Am I choosing this person for one distinct characteristic (i..e. a racial or ethnic “quota”, because they are a specific age, etc.) or is it because of the many qualities I see in them: good character, giftings, commitment, etc.
Is it really about them, for their benefit? If you are offering something (an opportunity to share from a platform, lead a group, have a promotion), check your heart to ensure it is about them, not what you will gain for it. Hint: this means you also care about what God is doing in their life far beyond the moment you seek to gain from them. *See our questionnaire below for more helpful reflections to identify your heart.
By starting with your heart, you remove anything that can be used for ill gain, selfish ambition, or simply to make yourself look good. This will be helpful for your own leadership, but will also protect those around you from putting personal or organizational goals above truly investing in and cultivating God’s people.
2. Stack the Bench!
It is wise to have a game-plan. Borrowing from a baseball analogy, to “stack the bench” is to prepare your team so that you have a good line-up to fill starting positions. Although many teams rely on star players, a good leader will be building skills and competency so that others are ready when it is their moment to shine. Since most leaders are working with other people – staff, volunteers, board of directors, clients and community – you do have a distinct opportunity to think about who you want to fill significant positions. You have the opportunity to pray and prepare, which includes investing in people who may be dissimilar from you or even the person previously filling that position. The tension we are addressing in this blog is how to authentically respond (or even pursue) representation without falling into the trap of tokenization. Let’s use these as our anchor for discussion: representation and authenticity.
First, if you have not done this yet, please take time with your team to acknowledge how significant it is that your team reflects the population you serve. On a personal level, people feel seen and understood when they see people that are like them. On a strategic level, you will have better discussions, ideas and solutions to meet the needs of those you serve if you welcome diverse demographics to the decision table. Different minds and experiences produce different ideas. Here is the essential nuance: your selection of someone cannot only be about visible diversity but must also honor that their experience or culture that is different than yours. The truth is, you don’t know a person’s story until they welcome you into it. So instead of choosing someone simply for a visible difference, take time to understand their story: maybe they have a preferred vernacular, skills you don’t know about, different socioeconomic experience, family situation, or personal beliefs that can shape them to be a great leader.
Secondly, people ask how to do this authentically, without simply trying to fill a quota. This goes back to the first point: having the right motives is important, and is elaborated in our next point. Instead of putting the pressure of authenticity on the person you are elevating, could it be more about your authenticity to follow-through as a leader?
3. Follow Through
There is nothing more telling than when someone invites you into something, then invites you out of it when they have a better option. Obviously if a close friend did this with dinner plans, it would be hurtful. Yet sometimes, we do this when we invite people into moments: a spotlight opportunity, calling out a gift they have, or even inviting them to a decision table. Without a plan to follow-up or creating a pathway for them to continue to succeed. Especially within the church, this can be an especially hurtful pattern if your spiritual leader is inviting you in… and out. Yet, when we grow our awareness to it, we see this incredible invitation to be the best stewards of what God has given us, including those we serve with.
Good news, God has already given us everything we need to do this. It’s not always easy, but like discipleship, it is worthwhile. It is also possibly more obvious than you realized, here are some ideas:
Create time to get know people
Seek to understand their gifts, calling
Ask them what their hopes and dreams are
Identify any resources you have to equip them
Offer your support, don’t assume what is needed
In this task of follow through, the beautiful thing is that you are not alone. As Jesus said, “For here the saying holds true, ‘One sows and another reaps.’” John 4:37. We encourage you to be authentic in your role and where you can make a positive impact, but also become an avocate, inviting other leaders to step in and “follow-through” on what you see in the person you are seeking to elevate.
4. Invite Accountability
Finally, I’ve saved the most honest point for last. While many of us have great intentions, as life goes on it is easy to forget the target we set. If you are in a position where you can be more intentional about cultivating others, especially across differences (hint: this includes all of us), how will you stay the course?
In our experience at Imago Dei, the best results come when you create a strong community around you who can help create intention. Iron sharpens iron, which will benefit you and those you serve. With the engagement of other leaders, you can create goals, identify motives and create the most welcoming space where others can truly access their destiny and calling.
In the end, we believe these ideas are worth sharing with the end goal: building one another up to become more like Jesus which is the heart of discipleship. We hope this served to invite you into a deeper understanding and acknowledgement of how some non-majority people may experience being in a majority-led organization. It is also an invitation to be a part of the healing work - how you may be uniquely positioned to create an authentic environment for others to grow and thrive. Seeing people step into their God-given gifts, talents, and positions they were made for is an incredible call. When we learn to do this across our similarities and our differences, together, we can beautifully reflect the image of God.
Quick Quiz: Am I tokenizing?
As you complete the self-evaluation below, think of a real life scenario. Here are some examples:
Recruiting a person of color to share announcements at church.
Asking a woman to be on the elder board .
Asking a Latino leader to help greet new people.
Create your own! Please think of a time that you have reached out to a “non-majority” person to do something.
Have you demonstrated the following behaviors (note: please answer according to what you have already done, not what you are willing to do):
I am able to list many admirable characteristics about this person.
I have taken steps to to create opportunity for them.
I am willing to sacrifice for them to succeed.
I have invited them to serve all people, not just those who are like them .
I have asked what their dreams and goals are.
I have taken steps to support their goals, not just the role that I think they should be in (benefits me?).
I have a plan to follow-up with this person.
I speak highly of them when they are not around .
I am willing to stick with them if there is a challenge, or if someone does not see what I see.
I can list ways that I can also learn from them.
