Many teams today operate under complex conditions:
    high expectations, time pressure, ongoing change processes – combined with different social positions, lived experiences, and unequal workloads.

    And it is precisely under these conditions that the issues no one speaks about often emerge:

    Unspoken tensions. Microaggressions. Withdrawal of team members. Overwhelmed leaders. Increased psychological and physical strain.

    Racism-sensitive team supervision creates spaces where these dynamics can become visible, discussable, and workable – enabling collaboration to function again and allowing teams to unfold their real effectiveness.

    Why Racism-Sensitive Team Supervision?

    Because diversity does not automatically lead to better collaboration.
    And because teams need protection and clarity to engage constructively with difference.

    Typical reasons for initiating this work include:

    • Complaints about harmful communication or exclusion

    • Leaders feeling unsure how to navigate conflict-sensitive or identity-related topics

    • Unequal distribution of emotional and organisational burdens – and no shared language for it

    • BIPoC team members experiencing subtle or overt racism

    • Loss of trust and loyalty slowing down projects and affecting well-being

    • Previous team development or supervision offerings that did not meaningfully address power dynamics

    The goal:
    To enable more connected, informed, and sensitised collaboration.

    What Makes Racism-Sensitive Team Supervision Different?

    Traditional team supervision focuses on clarifying roles, improving collaboration and reflecting on cases.
    Racism-sensitive team supervision takes this one step further:

    • It explicitly names power, discrimination, and unequal lived realities

    • It strengthens leaders in their responsibility for psychological safety

    • It creates spaces where fear, anger, helplessness, and overwhelm can be expressed safely

    • It encourages courageous, constructive conflict rather than forced harmony

    • It connects inner work with organisational structures and real, sustainable change

    The aim: a way of working together that protects, strengthens, and enables development.

    My Approach: Rooted Care

    mindful. power-aware. peace-building. systemic. strategic.

    I guide teams along a clear, research-informed framework:

    Attitude

    Awareness of privilege and social positioning, navigating triggers, courage for clarity

    Relationship

    Resonance, trust, capacity for dialogue, navigating conflicts and relational wounds

    Knowledge & Structure

    Shared language, clear processes, defined roles and responsibilities, complaint pathways

    Responsibility & Action

    Concrete commitments, culture development, and sustainable implementation

    Racism-sensitive team supervision strengthens inner peace – and outward effectiveness.

    Who Is Racism-Sensitive Team Supervision For?

    For leaders and teams in:

    • Social impact organisations / NGOs

    • Psychosocial and healthcare services

    • Educational institutions & public administration

    • Media, arts & culture

    • Companies / for-profit organisations

    • Teams with multipliers or advisory functions

    I work with differentiated formats for:

    • teams with predominantly white positioning

    • mixed-positioning teams

    • BIPoC teams with specific needs

    Every group receives a tailored and ethically responsible format.

    About Me: Expert in Diversity Orientation, Mindfulness & Team Dynamics

    Since 2015, I have been supporting organisations and teams in communication, vision development and resilience-building.
    Since 2019, I have been guiding leaders and teams through diversity-oriented transformation processes.

    As a systemic team coach and facilitator, I bring extensive experience in:

    • peaceful and effective collaboration

    • navigating tension and emotional dynamics

    • mindful, power-aware communication

    • working with complex team constellations and identity-related challenges

    My work supports leaders and teams in cultivating a shared attitude rooted in respect, trust, and mutual understanding.
    Through my background as a meditation teacher and mindfulness practitioner, I help teams activate inner resources and remain resilient amidst change.

    My expertise lies in creating spaces where power and powerlessness, collective aspirations, vision and goals, but also obstacles, wounds and systemic barriers can be named and explored safely.
    From this complexity, teams can develop a strong, connected and peace-promoting culture.

    I look forward to meeting you and working together.

    Mashanti Alina Hodzode

    Let’s Talk – Shared Responsibility Begins Here

    I support you in shaping a team culture where people feel safe, seen, and able to contribute effectively.

    ➡Submit your request for team supervision now.

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