Earlier this week, Light Stewards – Sisters and Brothers of Unity posted the documents Building and Preserving the Light and Agreements on Accountability as tools for Lightworkers to consider using when associating with others and when teaming up on projects.
Today we share a document on sidebarring (below) that individuals and teams may also find useful.
We encourage you to use it and share it as you see fit.
Light Stewards – Sisters and Brothers of Unity is a new group that has taken upon itself the educational and facilitative role of providing suggested guidance for lightworkers who wish to adopt high standards of integrity and the embodiment of Fifth Dimensional qualities as we prepare ourselves for ever-expanding roles in the Golden Age.
Our goal is to generate and share documents which help us to be squeaky clean in our behavior, which in turn allows bliss to rise within us. We also feel that these documents align us with the new paradigm of the divine qualities which we think will make Ascension easier and smoother.
Gossiping about another person, attacking and blaming them, and sharing information that discredits or undermines them is called “sidebarring.”
Sidebarring is often used to build coalitions against other people. Be mindful not to build coalitions when talking about others to support your viewpoint.
Sidebarring can have these negative impacts on the person talked about or the organization:
- It can isolate the person talked about and result in their ostracism from the group, without their knowing what was said
- It can result in a loss of trust and cohesion among group members and unwillingness to work together
- It can cause festering issues that are never resolved because they are never fully communicated
- It can stunt the growth of the person who sidebars rather than dealing with their fears, anger, or other emotional issues
Conversations with others are bound to happen and need to happen at times. It can be helpful and important to communicate about another person if it meets any of the following criteria:
- To resolve an issue of integrity
- To work through an operational issue
If you make statements about another, own the statements: “I have the thought that Tom is aggressive” not “Tom is aggressive.” Avoid sharing perspectives as if they were facts.
Deciding when to speak about another person and when not to may require using your judgment, listening to the inner voice, or reflecting on what you’re about to say. It may require you saying to another “I don’t feel comfortable talking about this.” Perhaps don’t say a potentially-harmful statement until you’ve consulted the inner voice.
A helpful hint: Imagine that the person being discussed is sitting beside you. If so, would you be sharing what you are speaking of?
Sharing the truth but doing so harmfully is not consistent with integrity.
Ask yourself if what you’re sharing about the other person is necessary or helpful. Is your communication higher dimensional? Is what your sharing for the highest good of all? Oftentimes looking within and seeing what is bothering you about the person, can bring up something about yourself that could and may have need to be looked at.
If possible, communicate to the absent person after the fact what was shared about them, if it was something they need to know or they would be inconvenienced or disadvantaged not knowing it. Some integrity issues may be difficult to share and require prudence.
Instead of sidebarring, talk to the person concerned and only to the person concerned if at all possible, except in cases where integrity is at issue or certain operational issues may be involved. If the issues are too fearsome to present, perhaps use a moderator.