RAFT

Join Maegan, Nicole, Sophie, and Joy as they come together to reflect upon Women’s History Month and answer questions about what womanhood means to them, inspiring women, strengths, and advice they received and wish to share with others. Episode Time Codes 00:00 Intro 00:25 Welcome 00:55 RAFT Team Intros 02:55 What does womanhood mean to you? 03:05 Maegan 04:05 Nicole 06:25 Sophie 07:50 Joy 10:15 What does it mean to us to be women in the anti-gender-based violence movement? 10:30 Joy 12:10 Maegan 13:50 Nicole 33:20 Sophie 17:20 Who is a woman you know personally who has greatly inspired you? 17:30 Sophie 17:58 Nicole 18:30 Maegan 21:50 Joy 24:15 Nicole 26:20 Who’s a famous woman that you greatly admire? 26:30 Nicole 29:44 Joy 31:45 Maegan 33:25 Sophie 35:30 What’s a special power that women have? 35:35 Maegan 37:25 Joy 38:50 Sophie 39:20 Nicole 41:03 The best advice we’ve gotten from a fellow woman 41:10 Nicole 42:15 Joy 43:30 Maegan 45:10 Sophie 46:35 What’s some advice that you would share with other women? 46:50 Joy 49:50 Nicole 51:15 Maegan 53:25 Sophie 54:15 THINK FAST Questions 1:00:00 Outro

You’ve seen changes you want to make in your organization, you’re collaborating with co-workers, but now you might be wondering, “What are the leaders thinking about and looking for with change initiatives?” Join Jeremie and Amber as they continue discussing how to make organizational changes by focusing the conversation around the leadership’s point of view. Episode Time Codes 00:00 Intro01:00 Jeremie recaps part 1 episode and highlights topics of episode 202:25 Amber introduces herself04:45 How to respond, as a senior leader, to a passionate pitch07:25 How to encourage gratitude and be positive without making someone think you’ve said “Yes”10:35 How to prioritize a good idea when it’s bad timing14:15 How to empower your team member after the first pitch meeting18:30 Tips for leaders on how to reflect on their own biased21:55 How to push through the hesitancy and let go when you should say “Yes”27:05 Your responsibility, as a leader, to announce a new idea to your team28:15 How to continue the thread of change and support your team member when the change works out30:40 What to do, as a leader, when the change maker’s goal fizzles out, and they aren’t prioritizing their initial goal32:50 What can leaders do when the change pilot flops37:20 “What happens when the pitch comes in and it’s just not going to work?”41:25 Final Thoughts44:15 Outro

Have you ever seen something you want to change in your organization, but not sure how to get others involved or talk to your boss about it? Join Jeremie in a conversation with Amber Beam about making changes in your organization by collaborating with co-workers and successfully bringing ideas to leadership. Episode Time Codes 00:00 Intro01:40 Amber introduces herself & speaks on her passion for closing the gender gap02:55 What is it that makes a winning pitch when trying to make a change in your organization?06:45 How can you approach speaking to your leader, & how to prepare for that conversation?10:10 What’s one thing most people who bring a new idea to leadership ignore?11:50 Should we go in as an individual or bring in co-workers who support the change?14:15 How to bounce back from a soft-no16:20 How to use your strengths and your team’s strengths to strengthen your pitch19:00 Accountability and Responsibilities between yourself, team, & leadership21:00 Fail, Learn, Grow23:00 How to manage pushback/conflict from other team members26:00 How to coordinate the team’s “big ideas” for change and not overwhelm leadership30:00 What do you do when they say no?37:00 Final thoughts & Amber’s words of wisdom40:00 How to contact Amber41:15 Outro

In this episode Raft’s founder, Indrani Goradia, introduces us to a friend she met by chance when their flights were delayed. Monique shares her past experience navigating life as a leader & advocate in the domestic violence field while in an actively abusive relationship. Episode Time Codes 00:00 Intro00:28 How Indrani met Monique & how they connected01:35 Active abuse & being part of society is in our everyday lives03:14 How Monique navigated her “two lives” as a victim of active abuse & a domestic violence advocate05:45 “Was I drawn to this work (as a helper & nurturer) the same way that sometimes I have been drawn to that relationship?”06:35 Helping from an HR perspective & having to report personal details to HR13:23 “What advice do you have for your younger self?”16:30 “Nobody needs pity… but, we all need empathy”18:02 How to reach out without overstepping20:45 Safety planning31:22 A Thanks to RAFT for support, education, & training32:33 Send questions to Monique for a follow up podcast!33:35 Outro Resources NCDSV Personalized Safety Plan National Domestic Violence Hotline Interactive Safety Plan

In this episode, the RAFT team is joined by our Founder, Indrani Goradia, to discuss our “Why?” Inspired by Simon Sinek’s theory of starting with your “Why?” to help connect your work to your purpose in a meaningful way. Episode Time Codes 00:00 Intro00:24 Nicole introduction – Explains inspiration for Podcast02:40 Maegan introduction – Shares strengths/value statement03:22 Indrani introduction – Shares why she started RAFT/core values05:00 Nicole’s core values07:04 Mariam introduction – Shares her why for joining & growing with RAFT08:09 Joy introduction – Shares her strengths & her why09:28 Sophie Introduction – Shares strengths & her why11:45 Nicole shares why connection is important to her13:13 Mariam shares why data and research is important to her14:21 Maegan shares why growth & process mapping is important to her16:23 Indrani talks about strengths – how to recognize them, how to use them21:32 Joy shares why love of learning & kindness is important to her22:21 Indrani, Nicole, & Joy speak on Kindness & Empathy for ourselves30:36 Mariam – How RAFT answers her “Why”30:48 Maegan – How RAFT answers her “Why”32:19 Sophie – How RAFT answers her “Why”33:09 Joy – How RAFT answers her “Why”36:07 Thanks for listening!

Today on the RAFT podcast, Jeremie and Johnanna Ganz continue their discussion about occupational identity and how it connects to leadership and the development of organizational culture. Episode Time Codes 0:00 Intro0:45 Johanna reviews what it means to have a strong occupational identity.2:51 What is “Organizational Culture Development”? How does it relate to leadership?3:00 Definition of formal and informal organizational culture4:20 How organizational culture connects to occupational identity management through leadership.5:36 Johanna shares 6 factors that can promote or prevent the rate of burnout that people experience in an organization.6:30 Johanna emphasizes the role that leaders play in shaping these 6 factors.7:01 Discussion.8:41 How a strong occupational identity amongst advocates and leadership can create an “us” vs. “them” dynamic.9:41 Johanna discusses 3 factors that can cause this “us” vs. “them” mentality to occur.13:49 How to better manage and/or alleviate this dynamic.14:31 Discussion.16:06 If we know that strong, potentially unhealthy occupational identity exists in an organization, how can that organization ensure that new advocates entering the organization maintain a healthy occupational identity?17:30 Johanna shares 6 ways that leaders can help promote healthy occupational identity among new advocates in an organization.23:08 Discussion.25:00 Johanna and Jeremie discuss what leadership can do for a brand new advocate that comes into an SV/DV organization with an interest in the work but limited experience and/or connection to the movement (both personally and professionally).27:49 Johanna explains the relationship between micromanagement and occupational identity.30:00 Johanna shares advice for advocates who might be dealing with a supervisor that struggles with micromanagement.33:39 Johanna shares advice for leaders who notice micromanagement occurring in their organization.34:25 Discussion.37:29 Discussion about the challenges that come with grant reports: Johanna explains 4 ways that leaders can encourage their successful completion.44:27 Jeremie and Johanna discuss how to change organizational culture and cultivate healthier occupational identities in a field that can be resistant to change because they have operated in one specific way for such a long time.46:59 Johanna shares tips for creating structural change in the SV/DV field in order to move towards healthier occupational identities.50:39 Discussion.53:06 Johanna shares how to get in touch with her and learn more about her work.54:43 Outro Resources Learn more about Johnanna and her work

Jeremie and Johnanna conclude their discussion on occupational identity, a state of identifying closely with one’s job. Join RAFT as we learn about how to manage this identity in mission-driven fields, such as SV/DV advocacy. Episode Time Codes 0:00 Intro0:26 Johanna shares signs that work relationships might be switching from healthy and functional to unhealthy and dysfunctional3:00 Discussion about “venting” at work. Johanna shares what “venting” can be reflective of and the harms of venting.4:55 How to get out of a “venting” mindset: Being a “challenger-listener” vs. “supportive-listener”6:50 Discussion7:30 The difference between a feeling and an interpretation of a feeling8:23 Discussion about interpretations of feelings and how interpretations of feelings show up at work and in everyday life12:15 Johanna shares tips for feeling less bad about taking time off by focusing on developing a healthy occupational identity15:45 How time off and rest helps prevent burnout17:30 Learning to take time off and not feel guilty for it is like training a muscle18:05 Experiencing a toxic workplace vs. overidentifying with one’s work, which is leading to a toxic view of that work18:30 Definition of toxic workplace19:50 Example of someone who overidentifies with their work vs. someone who is experiencing a toxic workplace22:30 Should advocates serve fewer survivors as a way to maintain a healthier work environment and avoid burnout? Jeremie and Johanna discuss this question and how overidentification with one’s work might impact this.26:06 How overidentification with one’s work might influence advocates to see survivors as more fragile than they really are29:10 How focusing on good actions rather than outcomes helps create a healthy occupational identity33:07 What happens when one attaches their worth to the outcome of their actions34:50 How advocates transitioning out of the SV/DV field with a strong occupational identity can successfully adapt to a new role where they do not have such a strong occupational identity36:59 Preventing overidentification with new job38:00 Reframing the value that your job provides you40:05 Johanna shares her experience with disconnecting her sense of self from her work: Leaving an SV/DV role, how she managed burnout and the sense of identity loss.42:41 Discussion44:30 Johanna shares tips for advocates transitioning out of the SV/DV field who have burnt out and are coping with the loss or grief of no longer doing work that they strongly identify with50:30 Outro Listen to Part 1 Listen to Part 2 Resources Learn more about Johnanna and her work Occupational Identity Management Part 1 Occupational Identity Management Part 2