Caring for Ourselves and Community in Turbulent Times | Global Connections Call Notes 5.7.2025

The May 7 Global Connections call was a heartfelt, interactive session on “Managing Transitions” led by Jeanne Firth and Jabari Brown from VISIONS. Jeanne and Jabari created a community circle of  deep reflection. They walked us through the emotional side of change—how it’s not just about what happens, but how we process it. Jeanne shared, “Transformation requires faith in the process, which takes courage—and ultimately helps us become our most authentic selves.” Jabari reminded us, “Change is fast, but transformation is slow—it’s a psychological process that demands trust, action, and care.” It was a powerful reminder that we don’t have to navigate change alone—and that the messy middle is where growth happens. 

4 Call Nuggets

  • Change is what happens. Transition is how we grow through it. Jabari shared, “Change happens fast. Transition takes time.” True transformation isn’t about the event—it’s about how we respond, reflect, and evolve on the inside.

  • The neutral zone is where creativity is born. William Bridges’ model breaks the transition journey into three parts: letting go (Ending), navigating uncertainty (Neutral Zone), and stepping into what's next (New Beginning). Jeanne illustrated this with a powerful image—a trapeze artist mid-air, having released the old bar but not yet grasped the new one. That suspended space is the neutral zone: uncomfortable, uncertain, and full of possibility.

  • You are not alone. Support is a strength, not a weakness. Community care and honest conversations are essential during seasons of change. Whether you're letting go, hanging in the neutral zone, or stepping into something new—you're not alone.

  • Tools for navigating uncertainty. “Try On” encourages you to explore new perspectives without pressure to adopt them. “Both/And” thinking reminds us we can have vastly different experiences, like being scared and hopeful. Practicing “Self-Focus,” we stay grounded in our own experience, which creates space for honesty, clarity, and compassion during uncertain times. 

Click here to watch the 90 minute call recording.

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Call Transcript

Introduction

We believe everybody has the capacity to choose peace and to practice peace.

Peace doesn’t require a degree in conflict resolution or certification from a specific university. It’s just each day, each moment, we’re presented with a choice: do we choose to cultivate internal peace, or do we choose to respond with hate? Do we choose to participate in division, or do we choose to embody love? Do we choose to build a bridge? Do we choose to enlarge our embrace of all humankind?

We're glad you chose to be here with us this morning and to share in this community of practice—this learning space.

All of our work at Euphrates is grounded in seven values. Some of you may already know them. Maybe some of you have done a deep dive on our website and have had a chance to understand these values more fully. Today, we’re honing in on the third value, which is key to managing change and transition: transformation. I'm going to read to you what we have on the site:

We believe people are ever-evolving, ever-growing beings. We see beauty in the unknown, and we see opportunity for growth and transformation. We use inspiration to propel us beyond our current ideas and ways of being, and leap into the unknown to discover new chapters of ourselves. We recognize that faith in the transformation process requires courage, and ultimately leads to being our most authentic selves.

Transformation is a component of peace. Transformation of systems, relationships, and self is essential to building lasting peace. Change is a constant. So today, we invited a couple of new friends—Jeannie Firth and Jabari Brown—from VISIONS, an organization that believes in complex cross-cultural conversation and how those contribute to our own transformation. These conversations build stronger relationships, create greater inclusivity, and ultimately, true community.

Doesn’t that sound like a fit for our community of practice? It feels like a great fit to me.

Jeannie and Jabari are exceptional people. They’re transformative leaders rooted in food justice, youth building, and community empowerment.

Jabari is a creator, an explorer, a storyteller. He comes from Mississippi, where he cultivates young leaders and stewards the land with spectacular vision and deep care. Dr. Jeannie Firth is a feminist scholar and a peace worker with a passionate commitment to food sovereignty. Her work is shaped by her roots in Kansas and her global academic work on gender. I love that pairing - Jabari and Jeannie embody a strong intersection of lived experience and study. It means they know how to lead with humility and courage, and with a deep belief in the power of place-based justice.

They’re going to take us through a fun, experiential workshop. We’re here for 90 minutes. If anyone needs to leave on the hour, that’s okay—but this call today will be 90 minutes. We’re eager to begin our time together. I’m going to turn it over to Jabari and Jeannie.

Workshop

Jabari Carmichael Brown (VISIONS):
That was such a beautiful introduction to the day. I was listening to Jeannie's bio and thinking, “Jeannie, that really is us—that’s who we are.” So thank you so much.

Hearing you speak about the heart of Euphrates brought something to mind that I say often: “Take care.”

I've usually understood that as just a salutation, but your framing helped me see it differently—as an action. It's not just about saying “take care,” it's about carrying care with me. I really appreciate this new invitation for today. So, let me introduce VISIONS and share a bit about who we are, then you'll hear more from Jeannie.

At VISIONS, we believe that the most valuable assets we have are the people in our lives and the relationships we build and maintain with them. For 40 years, we've been offering trainings and coaching—mainly in the U.S., but also internationally—that support people in building meaningful relationships. This idea of “managing transitions” really feels like home for us. So today, we’ll share some of our core tools and invite you into our process. That’s key—we’ll be sharing content, but also inviting you into a process to deepen your understanding and, hopefully, your learning.

VISIONS stands for Vigorous Interventions in Ongoing Natural Settings. We started in North Carolina 40 years ago, founded by three Black women and a white Jewish man—people who were part of the integrating class of their high school. They had powerful experiences they didn’t yet have the language to talk about—but they felt them deeply.

So our hope today is to share tools that invite conversation, deepen relationships—both with those we already know and those we have yet to meet.

I saw a few VISIONS team members on the screen—John, Ellen, Sienna—and to others in our VISIONS family, thank you for being here. And welcome, everyone.

Jeanne Firth (“Jean-E”, VISIONS):
Thanks, y’all. I really appreciated the check-ins in the chat. We had invited folks to share where they're located and if there's a Euphrates value they want to practice today. A lot of folks named “oneness,” which is beautiful.

If you haven’t checked out the Euphrates values yet, I put the link in the chat. They're a beautiful and ongoing invitation to ask: How do I show up as a peacebuilder in real time? I also want to echo Hollister’s powerful framing earlier—inviting us to view this entire workshop through the lens of the transformation value. Transformation requires faith in the process, which takes courage—and ultimately helps us become our most authentic selves.

That’s the goal of the work Jabari and I will share today: finding integrity and authenticity, even during life’s most difficult transitions.

As we move into the content, we want to invite a few of the VISIONS guidelines that help us hold this space. Jabari, which ones would you like to highlight?

Jabari Carmichael Brown:
Yes, we talked about a few important guidelines.

1. Try On

“Try on” is an invitation to explore a new perspective—language you haven’t heard before, or a new way to see the familiar. It doesn’t mean you have to agree or adopt it—it’s about being open to hearing, feeling, and experiencing differently. So, we invite you to try on this experience and the tools we’ll be sharing today.

2. Both/And Thinking

This principle acknowledges that two seemingly conflicting things can both be true.
For example:
“I studied really hard for my chemistry exam—joined study groups, made flashcards—and I failed.”
Both are true. Holding this complexity helps us move beyond black-and-white thinking. It’s also an invitation to shift our language from “but” to “and.” Instead of: “I studied hard, but I failed.” Try: “I studied hard, and I failed.” It’s a small shift that opens the door to holding multiple truths at once.

3. Self-Focus

This is the idea that I am responsible for getting my needs met. It doesn’t mean I have to do it alone—but it starts with me. Using language like “I think” or “I feel” helps avoid generalizations like “everyone believes” or “you all always…”
It keeps us grounded in our own agency, voice, and responsibility for initiating change in our lives.

Jeanne Firth:
Beautifully said, Jabari. I’d just like to invite one more Euphrates practice. We didn’t have time to do it earlier due to some transitions, but I’d love to take a moment of silence together. This is something I learned through the Euphrates Peace Practice Alliance, and it’s such a grounding practice—for both facilitators and participants.

So I invite you now to take a moment. However you center yourself—get a little more present in your body, breath, or surroundings—let’s take a brief pause.

(Moment of silence)

Thank you. That immediately slowed me down. Thanks, Euphrates.

Alright, Jabari, let’s start diving into the content and curriculum part of this session. This first section will be more of a teaching segment, and then we’ll have some breakout rooms later for more interaction and sharing as you feel able and willing to participate.

Jabari Carmichael Brown:
I want to start by naming that change is situational. Change can be graduating from high school and going to college. Change can be getting a new job in a new city.
Again, change is situational—it's based on some specific action. Change can also be retiring. 

Transformation, on the other hand, is psychological. It’s the internal response to any change that happens. When you move to a new place or go to college, you’re not just experiencing a situational change. You're encountering an entirely new culture—a different way of being.

For example, I grew up in Mississippi and have lived in New Orleans for the last 13 years. These are two very different places. When I arrived in New Orleans, one of the first ways I noticed the difference was through food. They don’t cook the same kind of food I grew up with. If I move to New Orleans but expect the reality of Mississippi, then my transition won’t be smooth.

This idea of transition as psychological invites us to notice how our feelings show up in response to the change happening.

If I’ve just been fired from a job, I’m likely feeling angry. I probably can’t see seven months down the road to some amazing opportunity that’s coming. In that moment, I’m just angry.

So today, we’re going to talk about how we can hold both change and transition—not just the situational aspect of what happened, but how we carry our feelings and our full selves as we move through the experience.

There are three phases we’ll explore:

  • Ending

  • Neutral Zone

  • New Beginning

You’ll hear these terms throughout.

Jeanne Firth (VISIONS):
As we explore these three phases—ending, neutral zone, and new beginning—I want to invite you to start thinking about how these show up in your own life.

Consider the last six months:
Where has a change occurred for you? This could be personal or professional. It could be a new job, someone joining your team, or a political shift. It could be the death of someone close, or a new friend or relationship entering your life.

Take a moment to think about it. What’s a significant change that’s happened since last fall? This is what we’d refer to as the “ending.” Something ended, and that marked the start of a change.

Maybe you’re a journal person and want to write it down, or maybe you just want to sit with it and think. Where has there been a meaningful change in your life?

Try to pinpoint something—maybe a new job, a new team, a new initiative, a political moment, something personal. Could be one, could be both.

Let me share an example from my own life:
I volunteered for years at a free restaurant—a soup kitchen—in San Francisco. Two significant endings happened in a short period of time, and both coincided with loss and death.

First, one of the elders—someone who had held the spiritual heart of the place—died suddenly. Less than a year later, one of the founders, who had held the logistical and organizational knowledge, also passed away. These were two huge losses. You can imagine the grief in the community. Some people had known them for 20 or 30 years. This was the ending—both in terms of personal relationships and organizational leadership.

Meanwhile, the soup kitchen lost the people who held the structure together. Who organizes the teams? Who knows when the food is delivered or the compost collected? These were major structural gaps. The emotions that came up—shock, denial, anger, frustration, stress, ambivalence—were all responses to that external event. That’s the transition.

Now, the neutral zone—which I now understand isn’t truly “neutral”—is the space where the old way of doing things no longer works, and the new way hasn’t yet formed. It’s uncomfortable. It’s a rupture.

But the neutral zone can also become a place of intense creativity. Because the old ways are no longer viable, there's room to ask: What’s possible now?

To illustrate this, I want to share a metaphor. It’s a quick video clip—no sound needed.

[Video plays of a trapeze act.]

Here’s the neutral zone:
You see this young person flying through the air, building momentum. Change is already underway. They’re swinging, preparing to let go of one bar—and they haven’t grabbed the next yet.

That moment, suspended in midair—that’s the neutral zone. That’s where we explore today.

Jeanne Firth "jean-E" (VISIONS):
That moment right there—this is the neutral zone. You can see this young person has let go of the bar—that’s how things used to be. And they haven’t yet grabbed the hands of the person about to catch them.

This is the neutral zone. And one thing that’s so evident here is the possibility—“Oh my goodness, I might fall!” It’s a leap of faith. Maybe it was a choice, or maybe it was forced on them. Think about that in terms of change: sometimes we choose it, and sometimes it’s foisted upon us—by circumstance, by our organization, or by life.

That leap where you’re not sure if anyone will catch you—that takes trust. Do I have a relationship with this person? With this organization? With my faith or belief that there will be hands to catch me? That looks different for each of us depending on the specifics of our transition.

What can we leap into? What’s the new beginning on the other side of that neutral zone?

Jeanne Firth "jean-E" (VISIONS):
Jabari, what would you add about this process? I know you have thoughts about what happens in the neutral zone and as we move into a new moment.

Jabari Carmichael Brown (VISIONS):
I was just thinking—that video showed it beautifully. All the steps of the neutral zone were visible. The skepticism—even just getting up there to try would make me nervous. Then the excitement, enthusiasm, and sheer joy when the person was caught.

That imagery really brought home the importance of hope and trust. I also appreciate the naming of acceptance. Because acceptance doesn’t mean agreement—it’s just acknowledging, “This is where I am.”

The neutral zone isn’t a place where we’re standing still—it’s a place of ongoing action. And that action leads to enthusiasm, which gives birth to a new beginning.

There are four key things to hold onto during a new beginning:

  1. Get into Action:
    Last year, I committed to exercising four times a week—for health reasons. I felt ready. I did the research, checked out gyms, even planned routines. But I wasn’t taking action.

Yes, plan and prepare—but the most important thing in a new beginning is getting into action. That’s what creates results.

  1. Visualize the Goal:
    I made a vision board—cut out photos of people with the physique I wanted, the food I wanted to eat. I saw myself in that future. That vision became my motivation to take the first step.

  2. Start Step-by-Step:
    You can’t work out for one week and expect to hit your goal. Progress is incremental. Change can be fast—you can make a decision instantly—but transformation takes time.

The first couple months, it felt like nothing was happening. But as I kept track, I saw my progress. I was moving closer to the goal.

  1. Trust the Process:
    Think of it like a road trip. From New Orleans to my hometown, it’s three and a half hours by highway. But if I take the back roads, it’s four and a half to five hours. Same goal—different process.

So yes, change is goal-oriented, but the transition is a process. It involves the how, when, and how long, not just where you’re going. And that process is not linear.

Jabari Carmichael Brown (VISIONS):
Endings don’t just happen. You don’t just check a box and move on. As Jeannie showed earlier, we experience denial, shock, anger, frustration, ambivalence…

Sometimes I show up angry first. Other times I’m ambivalent, and then I go back to denial. It’s important to know that the process isn’t linear. Endings can express themselves through any of those five reactions. The neutral zone can also show up through hope, acceptance, motivation, enthusiasm, or skepticism.

And then eventually we arrive at a new beginning.

Jabari Carmichael Brown (VISIONS):
So now I’d like to open the floor for any questions before we move into breakout groups. Anything you’d like to ask about what Jeannie and I just shared?

Jeanne Firth "jean-E" (VISIONS):
We welcome your questions. And Jabari, there’s a comment in the chat—someone mentioned Scott Belsky’s The Messy Middle.

And I’d also add the concept of motivation as something that can emerge between skepticism and acceptance as you were saying, Jabari. Thank you, Sophia, for that insight.

Jeanne Firth "jean-E" (VISIONS):

sylvia’s set us up for some small group conversations. We’re inviting you to identify where you are right now in the change continuum. Look at this in your own life—personally or professionally. Where are you? And remember, like Jabari said, the journey isn’t linear. You might find yourself in different places depending on the day—or the month.

Let’s start by reflecting on that: Where are you right now in this process? In your own personal or professional example, where do you find yourself when you look at this continuum? As Jabari mentioned, it's not linear. So you may find yourself bouncing between a few places, or you might reflect on the last couple of months and realize that you’ve been in a very different emotional or psychological place in relation to this.

Just to start thinking about where you really see yourself, and I’ll look at a couple of questions that came through.

Jeanne Firth "jean-E" VISIONS:
One question is about where fear comes in, particularly from ending to the neutral zone. Jabari, do you have thoughts on that?

Jabari Carmichael Brown VISIONS:
I would say that anger can be a range of emotions. It could be anger, sadness, or fear. It is named as anger here, but it could also coexist with fear or sadness. Again, it’s not a static place, and it doesn’t fit perfectly in either of these categories because it’s not linear. Fear might show up first for you, or it might show up alongside anger or sadness. That’s what comes up for me.

Jeanne Firth "jean-E" VISIONS:
Jabari, there’s a question about the four steps of the new beginning. If you want to outline that, I was thinking I could mention something about what happens in the neutral zone. What activities take place there?

Jeanne Firth "jean-E" VISIONS:
This is usually where there’s a lot of planning, plotting, and figuring things out. That’s the neutral zone. For example, in an organization, it might be the moment when you’re figuring out the new strategic plan, asking what to do next. If there’s an organizational change, it could involve creating a new team, starting a new policy, or making tough decisions like whether to close or merge the organization.

So the neutral zone is a time of thinking, planning, and gathering information. If you lean into it, it can be a time of creative thinking. However, the discomfort of the neutral zone can sometimes push people to rush toward a solution before they've really explored all options. That’s why the neutral zone can be so generative. It’s a time to ask questions like: “What about this? What about that? And definitely not this!” It's essential to be comfortable with uncertainty, as Pema Chödrön says.

The neutral zone is about possibility and planning, but it’s not the time to rush into solutions. It’s an exploratory time where you can really attend to the complexity of feelings that arise around different options—who’s going to be the new leader? How am I going to show up? These kinds of ambiguous questions require careful consideration and planning before you make the leap to a new beginning.

It’s a really generative time.

Breakouts

Question & Discovery

Jabari Carmichael Brown VISIONS: We can continue our conversation together.

In exploring this question, the city is going to drop it in the chat box. It reads: As you look at your own transition, what are you feeling? Mad, sad, scared, or peaceful, powerful, joyful?

So again, as you notice where you are in your own transition, a process of change, where are you noticing you're feeling mad, sad, scared? And/or peaceful, powerful, joyful? I just want to name that this “powerful” is not power over someone, but power in knowing how to do something well, mastering a craft, or mastering an instrument.

That’s what we mean when we name power.

I hear that, Shaka. Good to evaluate yourself in a rush while in the zones.

Yep. What else is coming up for y'all out there?

Powerful, resilient.

Exactly, Faisal. Being powerful is a daily practice. It's something that requires maintenance.

Quanta, I hear that. I don’t know what to say. One of the things we often name is that awareness is key. So knowing that you don't know what to say or that you're finding yourself in this model of this process, that’s also the beginning of learning too. Right? Just as someone knows specifically where they are, you're still coming to understand that. And that’s okay.

Scared and powerful at the same time. Yep. Might seem like those two things don’t make sense together. And considering the guideline both/and, it's definitely true. I really hear that.

Okay, so we're going to drop one more question in the chat box for you to ponder as well.

As you notice where you are, what support do you need? What questions might you be asking yourself? What might you be noticing about yourself that feels incomplete? Who might you be needing to ask this support from? Psychosocial support.

Jeanne Firth "jean-E" VISIONS:

One of the things that I learned, even from doing Peace Practice Alliance personally through Euphrates, was just a deeper understanding of this sense of not having to go it alone. I grew up in the United States, and there is so much emphasis on individualism and the idea of "I'll go it alone, and I'll figure it out."

I remember so much about being in community with Peace Practice Alliance and really being encouraged to think, "Where do I get support?" and "Where do I feel the power of collective love, collective solidarity, collective resourcing in order to move forward from a place of feeling really supported?"

And not alone. So I see this in the chat too, right? Like the role of friends and community in order to get us through the really tough parts of transition, right? And the joy of celebrating the new beginning with others too.

Jabari Carmichael Brown VISIONS:

I really see this having pep talks. And Jenny knows this about me. One of the ways it shows up for me is I keep postcards and gift birthday cards, get well soon cards. And I punch holes in them. So when I need that pep talk, and it’s, you know, 2:00 or 3:00 in the morning and I can’t readily call a friend, I just read those things back to myself. Sometimes I keep little messages from a fortune cookie, right? You know, I just put them somewhere in my house where I can read them. Because I know that I have to remind myself of who I am when times are difficult.

And I know that all feelings are like weather—they're going to change. I'm going to be sad again, and I'm saying right now, I'm joyful. Right now, I'll be joyful again someday. These feelings are often moving through and passing by. And especially when I'm feeling mad, sad, scared, or mourning the loss of something or someone, I have to be more intentional about reminding myself of who I am and what I’m capable of.

I share that as another opportunity to find ways to... you know, that might be out of the box. Giving yourself a pep talk.

Yeah. One of the things I want to name is that change, whether it’s a change I initiate or one that is beyond my control, can invite some sadness. It can invite me into this space of mourning.

One of the practitioners that I follow is Martin Prechtale. He speaks about grief and praise in a really powerful way that I was able to grasp.

To Maza’s words, he said that grief is honoring someone who has passed or something that you no longer have, and that praise is honoring someone who's alive or something that you currently have. In this way, it really invited me to see that both grief and praise are forms of honor. That feeling of sadness sometimes doesn’t have anything to do with it other than just that I feel sad.

There is some reverence in letting go and allowing things to end. That is the process to a new beginning. And I know sometimes the rush for me is just to start again. I want to start something new. What happens when I don’t allow those chapters to close that are behind me is that I arrive present-day with all of what has happened behind me, showing up right now in the moment.

Just notice if you see that showing up for yourself and how it might show up for you.

Some of the support you might need from yourself is to notice what doors you’ve left open in the past that might warrant you letting go. And when you let go, just like that trapeze artist, you’re in the middle, flying, hoping to be caught, but there’s no assurance of that yet. And yet, that’s what's required to transition into a new beginning, again, which is a psychological process. 

Change is situational. Change is fast. Signing the letter is fast, boom. Receiving a pink slip is fast, right? Having your first day at a new place—fast. Adjusting. And change about the friends who are not there with you. Making new friends, finding new restaurants to eat at, the places you like to visit. That process can be slow.

Jeanne Firth "jean-E" VISIONS:

I think one thing that would be great is to point out this particular principle, which has been incredibly important to me. You'll see this in the slide packet, but I want to emphasize that this transition principle really stands out. It has to do with the fact that everyone experiences transitions and change differently.

As we look at this process within a family, a community, an organization, or even within a country, people are going to be in different places. Some may still be in denial or ambivalence, while others are already fully engaged in the new beginning, embracing it with enthusiasm and hope.

It’s important to normalize this huge range of experiences. It is completely natural and normal for us not to all be in the same place at the same time. For me, recognizing this has been crucial, especially when I think, "Why is Jabari having a completely different experience than I am? Is there something wrong with that?" The answer is no, not at all. We can’t rush these emotional and psychological processes.

What we can do is get really clear about the support we need, as Jabari was asking earlier—where am I, and what kind of support do I need? When we collaborate with each other, we can support one another in a healthy way. The ultimate goal is transformation. We started this call with that idea in mind: the goal is to be transformed, not stagnant. We want to become a more authentic organization and a more authentic version of ourselves.

The key is not to get stuck. We won’t all be in the same place, and that’s perfectly fine. Especially if you're the leader of an organization or a community, it’s important to normalize that people are going to be in different places and need different things.

Does that make sense? So, just to reiterate: it’s okay to be in different places. You might need to talk about what's going on for you and how you're feeling. I also really like the idea of "transition bursts." These are sudden, unexpected feelings of sadness that come up even long after the change is over. Something could have happened a long time ago, and all of a sudden, you feel sad about it. Transition bursts can also show up as moments of excitement or enthusiasm for what's happening, and other times, they might bring skepticism or ambivalence. That’s all normal.

Jabari Carmichael Brown VISIONS:

One of the last things I want to say is that you're not alone in this process. You’re not the first person to experience an ending, a neutral zone, or a new beginning. If you look around the world and culture, you'll see countless individuals who have experienced all these stages. For example, think about Oprah, who was fired from her first job at 35 and is now one of the most visible names and faces in the world. Nelson Mandela also had an ending, a neutral zone, and a new beginning. Michael Jordan was cut from his high school basketball team for being "too short" and lacking skill, and he’s now one of the most celebrated athletes of all time.

These examples show that transitions are part of a larger process, and they don’t define our ultimate potential. I just want to say that you're in good company when you find yourself at an ending, in a neutral zone, or at a new beginning. You're not alone.

Jeanne Firth "jean-E" VISIONS:

I'll share a few things here, particularly if you're in a leadership position. If you're thinking about how to support others in their process, it's not just about you. One important thing to normalize is that transitions usually take longer than you might expect. Research on large organizations shows that this process can take at least a quarter of the year, and often much longer. In fact, transitions can span years.

Leaders often start focusing on putting out immediate fires, but caring for the long-term process is what leads to greater success. A key practice is to pause and step back—how do I care for this process? A major part of that is communication. Regular updates and communication about what's going on, with the goal of transparency, are crucial. Be honest about what you can share and, when necessary, acknowledge when you can’t. 

For example, if a decision is being made by the board, or if you're unsure about something, just being transparent about that can help a lot with communication. This is especially important if you're thinking about the broader impact of this process. How do you support others beyond your immediate circle?

I’d also recommend a book called Saying Yes to Change: Essential Wisdom for Your Journey. Thanks, Marilyn, for bringing it up.

Barry:

One thing that comes to mind is that many people, particularly in the U.S., are in a transition space right now, going through various stages—letting go, catching up, and preparing for what's next. 

Jeanne Firth "jean-E" VISIONS:

I see many nodding in agreement. I absolutely relate to that experience, especially in the context of the U.S. and beyond. In fact, it’s not a coincidence that we’re discussing this material right now. So many of us, myself included, are in that “leaping for the trapeze” moment of uncertainty, wondering what will happen next. Initially, we thought we would focus on how vision work ties into multiculturalism, transforming oppression into peacebuilding. But after discussions with Jabari and the team, we realized we needed to shift focus. The issues of being in a multicultural community and a multiracial democracy are still central to the process, but we’re now pausing to reflect on how we, collectively and individually, care for this transition.

It’s very much present for all of us. It’s about recognizing what’s happening right now in our society and how we can care for this process together.

As we move toward closing, I want to invite any final thoughts, questions, or reactions. I really appreciate the conversations happening in the chat.

Hollister:

A lot of us probably are people who like to work independently. Maybe some of us like to sort through transitions on our own, but at different points in my life, when I've had the ending moment, I've recognized how valuable the community space is. And like you said, to notice that not everybody does it the same way. Sometimes you might wonder, “Why you aren’t feeling the same way I am?” But I actually find it very helpful because that diverse range of experience helps me move through to more acceptance or to some of the other qualities on the right side of the change.

Jeanne Firth "jean-E" VISIONS:

Augustine, I see your question around how to evaluate yourself or evaluate others. In these moments, particularly in the neutral zone, I would say it starts with that self-focus piece. That would be my instinct, as Jabari said.

When I'm moving too fast, I'm not even aware of how I'm feeling or what I'm doing. If I'm moving just fast and on reflex and default, especially when things feel urgent and important, I'm not even aware of how I'm doing. So that's why even inviting a workshop like this is about practicing the pause and saying, "Okay, where am I? How am I doing? What do I need?"

I would think that's the most important part: the self-focus of self-evaluation to really make sure that you're showing up in the way that you want to, and that you deserve, and with the dignity that you absolutely deserve.

That would be my instinct: just to start right there with the self-focused piece. And that it usually requires that slowdown, time for reflection.

Jabari Carmichael Brown VISIONS:

Typically, we end our time together by inviting an appreciation: something you heard, something someone else shared, something you shared. Something you heard Jeannie or I say. We also invite a regret. Regret helps us think about how to do things differently moving forward. And a regret could be something as simple as, "I wish we were all in the same room together." You can also name a learning or a relearning.

Today, it feels appropriate to invite a self-appreciation. Something you want to appreciate about yourself as you are noticing where it is you are in this process of change and transition. Something you'd like to appreciate yourself for... that could be doing or saying, or it could be being, a way in which you're showing up.

In the time we have left, it would be great to hear some of your voices. I also see that you’re working in the chat box really well.

Esther:

Hello, everyone. Thank you so much for the opportunity to speak.

I would like to say thank you for all your sharing. It's truly a timely message because I know, just like America, every part of the world is going through their own different changes. It’s peculiar, probably even unique to each country, zone, or continent. And even within families, friendships, and relationships, especially in leadership. I speak so because I have had a lot of reflection. I’ve compared myself to who I am now versus who I was six months ago. It’s totally different.

And the spaces I’ve also found myself in have changed because I've dedicated more time to really thinking about my needs and also how my needs extend to other people's needs.

It’s important to also recognize that while we are going through changes, the neutral point involves two persons, and we’re always going to be in relationship with the people and the things around us, and of course, everything that is happening externally. So, how we are able to relate with ourselves from within.

I am a 2024 cohort of the Peace Practice Alliance, so it’s always important for me to refer back to personal peace practice.

And you know how important it is in this transformative space. We truly, truly need to recognize how important that is. And we spoke about, you know, self-appreciation. Jabari just spoke about that right now. Sometimes we get ourselves always on the go.

I was in that space. Before, we are just on the go—what to do next? What are we doing next?

But sometimes it's really just important to sit and evaluate—not just yourself, but your relationships, your values. Your values definitely will determine the kind of people and spaces you put yourself in, or you avail yourself for. And it is important because it has a rippling effect on everything that is happening around us.

Because everything is connected. So one way or the other, our actions and inactions may be contributing to some of these things we are holding our breaths for. It’s truly important, and it's been a transformative experience for me and thank you.

I just wanted to share that moments like this are truly important. Thank you for the opportunity to be able to share.

Diazina:

Oh my gosh. Thank you, Esther, for that. That was just so beautiful.

One of the things that I wanted to give voice to was every single comment and every interaction since I got on this call has just been perfect timing, even though, as I said in the chat, I thought we were going to come in and talk about dirt and planting, which got me in because I was like, "Oh my gosh, they’re so into that." And I’m learning how to plant too.

But it got me in, and I hadn’t been able to attend these calls because I have a meeting scheduled, but we shortened it. So now I was able to come in. The phrase is: the universe is conspiring for my good. Like, I think I'm going in one direction and even something better comes up, and I’m like, "This was exactly what I needed at this perfect time." And I didn’t even know it. So that is the brag: I follow the thread and allow it to open up.

And I’m so grateful for everybody here. Just amazing energy, and I get to participate now because we changed our other meeting. So, thank you for letting me speak out.

Closing

Hollister:

Yeah, I just want to say thank you so much for all the time and attention that you two put into this conversation space today. And also thank you for everybody showing up and being willing to participate in a more interactive style. I know sometimes we just talk in presentation mode, and it’s so great when we can share together in small rooms and really, really get to it.

I’m just really grateful for each of you joining us today. I really want to thank sylvia, who, back-to-back months, has had to hold down the technology and the hostessing of these calls because of travels that I’ve been doing during this time. It always takes a team to put all this together, so big appreciation to you, sylvia.

So with that, I want to let you know that I’ve dropped a feedback survey in the chat. It’s maybe buried by even more beautiful comments. And I also wanted to let you know that Safiya has joined us. She’s going to be our next Global Connections Call speaker. She is the founder and program director of Empowering Women for Excellence Initiative Nigeria. [Click to register] I would love to have everybody come back. Safiya will be sharing her deep wisdom and experience. I promise you it’ll be just as much fun, just as engaging, and filled with connection and new learnings.

Hollister