Note: This guest post is from Karen Strong of Strong Outcomes, LLC. Thanks, Karen!

As a white woman who has worked in conservation for more than two decades – and who longed, for years, to be taken seriously as a professional – I thought I could gain credibility by behaving like the people who had power.

Through conversations with colleagues, I’ve begun to redefine what it means to “show up alpha.” It’s not just about who has the power or influence; it’s what you choose to do with it. It’s a reminder of my responsibility to share power and to make space for people whose voices are not being heard.

This conversation changed minds

Last year I started a conversation with other facilitators about how to appear alpha in groups. I spoke with several white women about how we could hold space in fields generally dominated by white men, including how to gain power from other meeting participants.

While we were talking, Martha Collins joined us. Martha is a nonprofit leader from Milwaukee, Wisconsin. She reminded us of the social structures created to deny power to others.

“As a woman of color who is often in spaces with individuals who don’t look like me, [I am reminded of] the importance of being able to identify a good ally in the room,” she said.

“Unfortunately, institutional racism plagues every aspects of our lives. In my personal and professional experience within the philanthropic community, nonprofit, and labor sectors, I’ve needed to lean on white colleagues so I can be heard and respected.”

She added, “I need to check my own implicit biases to ensure that I don’t hinder anyone else from showing up alpha.”

Using our power to lift others

Her words and experiences shifted the perspective of other participants. For Jennie Swantz, a fundraising consultant from New York’s Hudson River Valley, it changed how she thought about being an ally.

“My big takeaway was the importance of allies, both finding and being them. I’m realizing that so much depends upon forging relationships behind the scenes,” Jennie said.

“Showing up alpha means finding ways to both seek an ally to help us claim our power, as well as being an ally and giving our power to others to lift them up.”

How facilitators can help

We also discussed the role of facilitators in perpetuating or disrupting power dynamics. As an executive director in Westminster, Vermont, Cynthia Moore is alpha by position. She recognizes her responsibility to use her position to lift the voices of people with less power, saying,

“Failing to show up alpha to exert authority and influence in the face of bullying, discrimination and hate is a form of both apathy and cowardice. It makes us all small.

“Martha’s example illuminates the many ways, big and small, overt and subtle, that misguided or less cooperative people try to undermine a meeting, a process, a coalition, or a group.”

As Cynthia reflected, “Yes, it’s important to trust the group. It’s also the facilitator or trainer’s responsibility to show up alpha and intervene in the interest of creating a safe space for collaboration and inclusion.”

Showing up alpha, redefined

Over the last few months, I’ve recommitted myself to listening to marginalized voices and educating myself on the impact of structural racism. I am also reflecting on how my personal behavior plays a role in perpetuating racism and existing power structures.

I recently read the work of grassroots organizers and scholars Kenneth Jones and Tema Okum describing how white supremacy culture affects organizations. One characteristic is controlling access to power, including the concept of “power hoarding.”

Jones and Okum suggest that organizations can shift the dynamic by intentionally valuing power sharing and embracing the idea that challenging power – both within the organization and beyond – can be healthy and productive.

My work … and yours?

I started this conversation by asking, “How do I show up for myself?” Because it’s about me and my needs as a white woman, this question – intentionally or not – is rooted in white supremacy.

To break the cycle, one needs to be aware of one’s assumptions and biases. To do that, I am questioning my instincts, listening deeply to marginalized voices, and practicing de-centering myself.

As a facilitator, I can choose to reinforce existing power structures or seek ways to encourage participants to share their power, accept imperfection and uncertainty, and lead with humility.

That’s my work. What can you do?