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This week’s Leadership Weekly focuses on a need so many of us feel keenly: to assess our organization’s systems, structures, programs, and ways of being and adapt them to become anti-racist. The idea of an organization, not a person, becoming anti-racist is complex. So are the change processes that leaders, and the consultants to whom they often turn, must design if this adaptation is in fact to happen. Like most things in organizational life, deeply committed leadership—not from one person on staff or board, but many—is essential to honest and sustained progress.
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