Archive for Spirituality

Starry Skies, Diversity, and Vision

December 13, 2009 / / No comments

Hi Carman,
A beautiful Sunday morning to you! I agree that Partnership does not need to answer to Paul, Plato or Shakespeare, although I do enjoy dialoging with them from time to time.

Thank you for sharing your deeply thought through and fresh thoughts on Paul. One observation I would add is that whatever was or was not the intention of people at the time, Christianity and Judaism  –or rather, as different streams of thought converge, a variety of Christianities and Judaisms  — exist today.

Because we are exploring emerging ground, we have the opportunity to consider some interesting questions, that I think have some broader applicability.  One relates to focus.

Alfred North Whitehead describes how every fact “drags around with it” a universe of assumptions in which that observation or fact is both comprehensible and true. Essentially agreeing with Whitehead on this point, feminist philosphers have long observed that the practice of using fixed and firm categories — such as the often very firm boundaries between academic disciplines — to describe reality reifies a particular worldview by obscuring other potentially useful categories and the way that categories interconnect to form the “sacred canopy” of our worldview. 

On the other hand, when changes do occur in a particular field, the process of cross-fertilization of ideas is slowed. (This is one reason, as you know, that trans-disciplinary and inter-disciplinary studies are presently such a wellspring of new thought and innovation).   Also,  being too fixed with regard to category implies a world in which all things can truly be separate and static — described by one category or model without reference to others. For example, years ago, when I was in a leadership role in organizations (before I became a coach and consultant), I was  unable to immediately see the connection between emerging ideas in scie nce and emerging ideas in leadership. I thought that it was academically interesting but had nothing to do with the “real” world. Obviously, I’ve come to change my views!

The categories we use illuminate some aspects of reality and hide others.  With left-brained thought and language, it’s often the connections amongst things that are hidden.

Because the paradigm we are discussing is holistic, we can’t assume that the whole universe of assumptions is known to the reader, or even to ourselves.  Rather Partnership recognizes that different perspectives will “see” different patterns, and that, with a conducive social dynamic, multiple perspectives can, reflect more light on a given subject. Further, a holistic perspective suggests that reality is holographic in that nothing stands alone but is shaped by its context or world.

Because this blog seeks to explore a new paradigm of leadership and organization, it consciously oversteps conventional categories in order to describe both this paradigm we call Partnership and also the views of the cosmos, including the patterns of the stars, we each see from where we sit (both physically and on the basis of our life experience).

So, in discussing a Partnership approach to leadership and organizations, we talk about the literatures of leadership, organization, sociology, psychology (so far so good), and continue on to philosophy and theology which have been held, until relatively recently, to be separate and distinct subjects. Religion in particular has been considered a separate realm best avoided because it can raise passionate differences. “Sensible” people avoid it. By virtue of where I sit under that starry expanse, I am unable to be “sensible” in this respect because ideas in all these fields shape our view of the world. Certainly, as you have pointed out, the experience of a religious conversion or mystical insight is an example of a personal transformation which yields a sometimes radically different worldview. (My sister also described motherhood this way).

On the other hand, I appreciate that some who visit here may be put off when we venture “off topic” sharing our views of the patterns we see in that sky.  In a sense, this is a microcosm of a Partnership organization. Different members sitting on the grass, looking up and being able to share what they see. And also with respect to our collective endeavors, focusing on the shared values and vision that pull us together.

As you have probably noticed, I see the coaching approach as enacting Partnership, supporting the emergence of trust, collaboration and creativity in organizations. I am very excited to mention a new project that I am becoming involved with, to bring coaching training to leaders and teams, and coaching the development of a coaching culture. I’ll write more about it in this blog, but as this is also a kind of a letter, I wanted to share it with you here.

My best,

Lisa

P.S. We are having a break in the rain today. It’s cold and overcast, with the holiday lights making a nice contrast as it grows dark in the evening.

Category: All Posts, Coaching, Collaboration, Creativity, Diversity, Leadership, Organization, Partnership, Philosophy, Science, Spirituality, Teams, Values, Vision /

On Plato, Paul and Shakespeare

December 13, 2009 / / No comments

Paul was an orthodox Israelite Rabbi [Pharisee] who experienced paradigm shift due to a life-changing event. As I propose in my document The Secret Synagogue http://thesecretsynagogue.tripod.com/ Paul directed his discipline at teachers-Israelite men-who had been called out of Israelite society into schools [congregations].The School of Jesus was, in its inception, indigenous to Palestine but Paul extended its influence to Israelites living among the nations. Its mission was to promote their [Israelite] Messiah, Jesus [Christmas carols unwittingly acknowledge Jewish exclusivity: King of Israel, Little town of Bethlehem…]. I should emphasize that there is not a scintilla of scriptural evidence for the idea that Paul taught non-Israelites or Gentiles. In The Book of Acts Paul is always in synagogues-or wherever he can teach Israelites. Gentiles are not even on the radar, so to speak.

So, when Paul says that “women are not allowed to speak, but must be in submission” I believe he is speaking as a man of his times and from deep within a patriarchal culture. When he says women were not to speak, I take that literally. Speaking is speaking, and submission is submission. [I imagine the First Century Israelite culture as analogous to modern Hasidic Judaism]. The men Paul counsels have an urgent task to perform and he will brook no distractions. The Titanic [Judaism] was about to strike the iceberg [their God] and so lifeboat training was pressing. [Forgive the overworn analogy]

Now, modern readers may recoil at this interpretation because of its implications for “the Church.” To this I will say, there is no “Church.” There is no “Christianity” [there never was] and there is no Judaism. The apostolic letters do describe a messianic movement within First Century Judaism, but this movement was not a “new religion” per se. I would liken ancient Messianism our modern labor movements. Workers, attempting to organize, are not interested in establishing a new company but, rather in modifying existing relations with management and in securing benefits. Likewise the First Century Messianic movement was an innovation within Judaism-albeit one that claimed to be Judaism’s peak and precipice. The Messianists taught that God sent his son into the Jewish world [society] to save it [John 3:16 http://nasb.scripturetext.com/john/3.htm] but also that that Jewish world was passing away [1 John 2:15-17 http://nasb.scripturetext.com/1_john/2.htm].

Hence Paul’s words have no bearing on or application to the present. As I mentioned before, “Christianity” was a 2nd Century fiction concocted by men who evidently wanted to extend and increase power-to make it catholic [meaning universal]. My purpose in inserting Partnership into Paul’s words was to suggest that for Paul “spirit” connoted a paradigm shift. He was not speaking individualistically because his culture was collectivistic. Hence, while “spirit” meant a transformed consciousness [see Romans 12:2] it was still a group phenomenon.

Let’s discuss Partnership. I would compare and contrast Partnership and Messianism thus: a cruise ship and a battle ship. While conceptually they may share commonalities [a ship is a ship] they are also fundamentally different. For example, Eisler’s Partnership speaks about “putting a nation in order” by “first putting the family in order” by “first setting our hearts right.” Leadership and the State are bracketed out. First Century Messianism, by contrast, spoke directly to power and promoted conflict. Because it disturbed the Established Order Jesus likened it to “new wine in old wineskins.” John the Baptizer and Jesus Christ seemed to have been dissident intellectuals who challenged the dominant institution-and paid dearly.

Tragically, self-serving institutions, conservative commentaries, and traditional worldviews have blunted their radicalism. What was elevated music in antiquity is now heard as elevator music. But I digress. If a vocal leader with her heart “set right” were transferred to a dominator culture then conflict would inevitably ensue. But as I mentioned Lisa, the comparison between Partnership and Messianism is moot because the Messianic movement is a fait accompli. Partnership does not have to answer to Plato or Paul or Shakespeare. Their worlds have passed away and a new world full of new challenges stretches before us. Partnership has its work cut out for itself, does it not?

Bye for now,

Carman

Category: All Posts, Partnership, Philosophy, Spirituality /

On Parallels between Paul and Eisler, and Group Mind

December 7, 2009 / / No comments

Carman, It’s always a pleasure to read your thoughts. Thank you for highlighting the parallels between Eisler on Partnership and Paul. I hadn’t fully appreciated this aspect of Paul.  The opposition of “flesh” and “spirit” is a key theme in many theologies, so I read him more literally.  I do hear and appreciate that you interpret Paul’s words differently, with an interesting result.   

[12/8/09:  Carman, I’ve been continuing to mull your interpretation of Paul, and see some strong parallels with my own [process] train of thought. If we use the idea of “small self'” in place of “flesh,” I agree that these ideas do begin to describe a holistic, Partnership approach. I think the original metaphor is problematic in that it is too limited and freezes an occassionally conflicting relationship between different aspects (or intelligences) of ourselves into permanent opposition.  I think this core antagonism is paradigmatic, in a sense, of the ethic of opposition, domination and control towards others in a dominator system. If instead, we recognize difference rather than antagonism, we retain the possibility of a higher, creatively intelligent resolution which surpasses what we can  imagine as individuals.]

Another area of concern for me, with regard to Paul, is his statement in Corinthians 14:34-35 which seems to promote the subordination of women to men, which would be contrary to an ethic of Partnership:  “As in all the congregations of the saints, women should remain silent in the churches. They are not allowed to speak, but must be in submission, as the Law says. If they want to inquire about something, they should ask their own husbands at home; for it is disgraceful for a woman to speak in the church.”  That said, I’ve also read that this is often or usually interpreted to refer to a specific situation rather than as a generalization  http://www.wcg.org/lit/church/ministry/women9.htm  

I know that you have some expertise on this subject.  What are your thoughts?  

I am interested to explore the key question that you have posed: “If a Partnership group were being infiltrated by dominator tendencies, how would you address the issue, especially if dissolution were imminent?”

I am drawn to the idea that a higher wisdom can emerge in groups where there is shared intention, trust, active listening, mutual encouragement and appreciation. I’ve found that in really healthy, collaborative groups there can be a kind of ” magic” — a very satisfying experience of co-creativity in which the result is clearly better than members might achieve alone.

Two quotes from Napolean Hill seem to speak to that notion:

“When two or more people coordinate in a spirit of harmony and work toward a definite objective or purpose, they place themselves in position, through the alliance, to absorb power directly from the great storehouse of the creative mechanism of each contributing mind.”

And:  “No two minds ever come together without, thereby, creating a third, invisible, intangible force which may be likened to a third mind.”

For me, these quotes bring together the very compatible principles of Partnership and holism.

Would you like to consider a particular concrete situation and reason together?

Lisa

P.S.  I think we have your rain today!  The skys just opened up.

Category: All Posts, Collaboration, Communication, Creativity, Ethics, Partnership, Philosophy, Spirituality, Teams, Trust, Vision /

Domination-Partnership Dichotomy (Exploring Parallels)

December 6, 2009 / / No comments

Hi Lisa,

Why am I not surprised that serving a greater good is [your] greatest form of satisfaction? Thank you too for your invigorating treatment of the holistic paradigm.

I would like to address and integrate some of your comments, beginning with, “I disagree with Paul’s dichotomization of flesh and spirit, but that view is very consistent with philosophical atomism.”

Paul’s dichotomization of “flesh” and “spirit” is, I believe, societal rather than somatic. That is, his focus is on “group attachment” and “group integrity.” In short, he is doing sociology, not psychology. Paul’s dichotomization of flesh and spirit seems very much like Riane Eisler’s dichotomization of domination and partnership. Eisler declares: “For all their unique peculiarities, most of our attempts at civilization have had one of two basic configurations the domination system or the partnership system.” She seems to be speaking about two basic ways of looking at the world and about the systems that express such worldview.

Similarly, Paul’s dichotomization of “flesh” and “spirit” seems analogous to “domination” and “partnership” as those mindsets impact the group. (I cannot overemphasize the group phenomenon). In Galatians, Paul is counseling leaders/teachers against sub-professional conduct that undermines group adhesion. Unless he can recall them to a larger vision, the leadership group will dissolve.

Put another way, Paul is a rabbinic leader speaking to a group of rabbis about convention learning versus transformation learning. Convention learners are attempting to reintroduce their [domination] thinking into the transformation [partnership] culture. Using the domination-partnership dichotomy I will attempt to paraphrase Paul’s counsel. Let’s imagine he is addressing a leadership school that promotes partnership:

13 For you have been called to partnership; only do not [use] your liberty as an opportunity for personal ambition, but through love serve one another. 14 For all the [holistic] law is fulfilled in one word, [even] in this: “You shall love your neighbor [colleagues] as yourself.” 15 But if you bite and devour one another, beware lest you be consumed by one another! [I have actually seen pit bulls attempt this!]

16 I say then: Make progress in the partnership mindset, and you shall not enact the domination mindset. 17 For the domination mindset militates against the partnership mindset, and the partnership mindset is against the domination mindset; and these attitudes are contrary to one another, so that you do not do the things that you wish. 18 But if you are led by the partnership mindset, you are not bound by the domination culture.

19 Now the group-destroying behaviors characteristic of the domination mindset are evident, Sexual Deviance: adultery, fornication, uncleanness, lewdness, 20 Self-Idolatry and Narcissism: hatred, contentions, jealousies, outbursts of wrath, selfish ambitions, dissensions, casting your fellow teachers in the worst possible light, 21 envy, character assassination, drunkenness, drunken parties, and the like; of which I warn l you beforehand, just as I also warned you in time past, that those who practice such things will be expelled from the partnership program.

22 But partnership’s mindset yields the following orchard: group attachment, esprit de corps, member well-being, longsuffering toward one another, kindness toward one another, spontaneous goodness, group trust, 23 gentleness toward new members, self-control vis-à-vis recalcitrant members. Against such there is no legitimate prohibition. 24 And those [who are] partnership’s offspring have repudiated the domination mindset with its passions and desires. 25 If we live in partnership, let us also walk in transformed consciousness. 26 Let us not return to the domination culture by becoming conceited, provoking one another, envying one another.

Lisa, in your previous post you stated: “of course, one can apply a holistic perspective to leadership and organization with interesting implications.” I would find the application of your insights to a leadership group in crisis to be very instructive. Perhaps the group scenario above will suffice. If a partnership group were being infiltrated by dominator tendencies, how would you address the issue-especially if dissolution were imminent?

Bye for now!

Carman

The rain has relented and so my sun-starved eyes may be sated today.

Category: All Posts, Culture, Ethics, Leadership, Organization, Partnership, Spirituality, Teams, Values, Vision /

Thralldom vs. Self-Actualization (On Our Relationship to the Whole)

November 28, 2009 / / No comments

Good morning, Carman. Welcome back 🙂 We are hoping for some rain today, as well — just 40% chance of thundershowers – would be great writing weather!

Your post seems to describe several dimensions of thralldom, with freedom from one form of thralldom found at the cost of subjection to another, presumably better form of thralldom. For example, there is freedom from slavery to become the servant of God and the larger vision of community, and freedom from flesh to become the servant of Spirit.  As you describe, it’s  framed as a matter of which master one serves. (I disagree with Paul’s dichotomization of flesh and spirit, but that view is very consistent with philosophical atomism). 

And, insightfully, you make the connection to leadership (great distinction of leadership as pull and management as push) while both for the sake of something larger.

So much to respond to in this!

It’s been said that meaning is derived from the larger context. So if we are at the 1 mile mark in a race, the meaning of that accomplishment is relative to whether we are in a 1 mile race or a five mile race, and whether an act is moral or immoral depends on the nature of the universe.  (As Whitehead writes, any assertion of fact drags along with it a whole universe of understanding in which the fact is true). It is my personal experience that serving a greater good is the greatest form of satisfaction. But is this thralldom or self-actualization? And what is the difference?

My initial thoughts relate to paradigm. I do share the increasingly repeated view that we are in a time of paradigm change.  Considering the modern paradigm: When we think of ourselves as separate atoms, and the world as a collection of separate objects (the modern paradigm), then we think/find it necessary to control or dominate others to meet our needs. Hence, the dynamics of domination and thralldom.

In this paradigm, that which is larger than ourselves is a separate, dominating, all powerful, entity, which psychologist Jean Baker Miller correlates with the classic patriarchal father. Miller describes how subordination to the father was explicitly desribed in the childrearing texts of pre-war Germany as preparing children to assume their proper relationshp to the State and ultimately to God. In this model, there is virtue in subordination to the all powerful other. Implicit in this model is the power of the other to reward the subordinate and punish the non-compliant.

Further, in relationships of domination and abuse, there is a well-recognized psychological syndrome in which the injured party inflicts a similar injury on others, and in doing so, identifies with the dominating person or entity, and thereby obtains a temporary feeling of power and relief from his or her pain. (Hence the cycle of abuse).

Your quote from 1984, “But if he can make complete, utter submission, if he can escape from his identity, if he can merge himself in the Party so that he is the Party, then he is all-powerful and immortal-Nineteen Eighty-Four,” seems to describe freedom from the pain of the experience of thralldom through identification with the all powerful other.

These are the dynamics of domination, and a review of history shows us that these cultural dynamics have certainly shaped our approach to leadership and organization.

That said, if we look at the same issue from the perspective (or pardigm) of holism and process, then I think we reframe the question. If we are not isolated atoms — if our sense of separation is an optical illusion of consciousness, as Einstein proposed — then we are different kinds of beings than we have imagined. 

If we are, indeed, not separate from the rest of the world, then we are paradoxical beings in that we have both our unique experience from a particular perspective and are also internally related to the rest of the world. We are part of the world and the world is part of us. In this paradigm, we can never be independent and separate from rest of the world. (This notion of a self that is purely independent has been described as the “soul slowly twisting in the void”). The fact that most of us would find this notion terrifying tells us something about our psychological nature, at minimum.

From a holistic perspective, our freedom is inherently always in relation to others, to the world of our experience.

(If we were to address the theological dimensions of these ideas, we might notice that although some theologies describe both a transcendent God who is separate from a holistic creatioin, theologically, holism is usually associated with immanence, the view that we are both internally related with each other and to the Sacred ( by whatever name we choose to call it — for example, God, Goddess, Cosmic Intelligence, etc.) According to the perspective of immanence, the Sacred might be experienced as the deepest, wisest part of ourselves).

The holistic paradigm offers the possibility that the small self may be informed by the wisdom of a larger intelligence within, and so expresses its unique nature towards the betterment of the whole. From this perspective, self-actualization and service are of the same cloth.

Obviously this is my personal view. For me, the experience of this paradigm and relationship to the world (to the extent that I have grasped it so far) is not one of thralldom, but rather one of empowerment and, to the extent that I feel really “in-tune”,  joy. This feels very different to me than the drugs of status or “power over” in which one experiences the other side of coin of domination, or the satisfactions of certainty. (In my view, the conviction that one must be “right” and that others must therefore by “wrong” privileges only our own perspective and experience and is, therefore, egocentric and in opposition the world).

There are other perspectives that value Partnership, which see the world differently. Personally, I find a holistic and organismic approach (which sees the cosmos as a intelligent and creative), to be very coherent and workable.  Also, of course, one can apply a holistic perspective to leadership and organization with interesting implications — another topic! 

Thank you for raising such a provocative question!

Enjoy your day,

Lisa

Category: All Posts, Diversity, Organization, Partnership, Philosophy, Power, Psychology, Science, Spirituality /

Slavery is Freedom (Being Part of Something Larger)

November 28, 2009 / / No comments

Slavery is freedom. Alone-free-the human being is doomed to die, which is the greatest of all failures. But if he can make complete, utter submission, if he can escape from his identity, if he can merge himself in the Party so that he is the Party, then he is all-powerful and immortal-Nineteen Eighty-Four

Hi Lisa,

I have been lost in Mary Shelley’s apocalyptic novel, “The Last Man.” It’s a rather grim story about a pestilence that scythes the human family like so much corn-as Shelley is wont to say. I’ve accompanied the final fifty surviving members of the human race to Switzerland where they vainly hope to escape the contagion. Shelley’s prose is very dense and thus my mental plod has been very slow. I’ve literally reached the point where Vancouver Library SWOT teams are crashing down my door demanding their book back. “But I’m only on page 5” I shout back. I’m so thankful that the book was not required reading in university or I most assuredly would have abandoned my studies and returned to carrying bricks for hyperactive bricklayers.

Between Shelley’s pale horse and our own [H1N1] I’ve been thinking about your comment:

“Based on my own experience in organizations and conversations with corporate managers and leaders, I think many contemporary leaders also share a need for meaning, purpose, self-actualization, personal growth, contribution, and despite their privileges, and also often experience themselves as constrained by the system in which they operate.”

I have no doubt that managers and leaders share a need for meaning, etc., and that they feel (or are made to feel) systemic constraints.”

While reviewing Malina and Pilch’s “Social Science Commentary on the Letters of Paul” I encountered some observations which I believe speak to the experience of managers and leaders. Their analysis focuses on Galatians 5:13-26:

13 For you, brethren, have been called to liberty; only do not [use] liberty as an opportunity for the flesh, but through love serve one another. 14 For all the law is fulfilled in one word, [even] in this: “You shall love your neighbor as yourself.” 15 But if you bite and devour one another, beware lest you be consumed by one another!

16 I say then: Walk in the Spirit, and you shall not fulfill the lust of the flesh. 17 For the flesh lusts against the Spirit, and the Spirit against the flesh; and these are contrary to one another, so that you do not do the things that you wish. 18 But if you are led by the Spirit, you are not under the law.

19 Now the works of the flesh are evident, which are: adultery, fornication, uncleanness, lewdness, 20 idolatry, sorcery, hatred, contentions, jealousies, outbursts of wrath, selfish ambitions, dissensions, heresies, 21 envy, murders, drunkenness, revelries, and the like; of which I tell you beforehand, just as I also told [you] in time past, that those who practice such things will not inherit the kingdom of God.

22 But the fruit of the Spirit is love, joy, peace, longsuffering, kindness, goodness, faithfulness, 23 gentleness, self-control. Against such there is no law. 24 And those [who are] Christ’s have crucified the flesh with its passions and desires. 25 If we live in the Spirit, let us also walk in the Spirit. 26 Let us not become conceited, provoking one another, envying one another. NKJV

Malina and Pilch comment thus: “Israelite Jesus-group members, once under the law of Moses, are now free of those constraints. But this freedom is for a new slave service to fellow Jesus-group members, a service motivated by “love,” that is, group attachment and concern for group integrity. There really was no “freedom from” in the ancient world with out a “freedom for.” The God of Israel freed Israel from Egyptian slavery so that Israelites would be freed for the service of God in God’s land. Similarly, Jesus-group members freed from slave service to the Law were now free for slave-service to fellow Jesus-group members” p.215.

As I discuss in my monograph, “The Secret Synagogue,” what the above authors refer to as Jesus-groups were in reality Israelite rabbinical communities-leaders and managers. “Spirit” was a cipher for “perspective transformation.” I submit that while “meaning, purpose, self-actualization, personal growth, and contribution” were important to the messianic pedagogues, those characteristics and constraints did not negate their thralldom to one another and to their deities. Though we moderns describe group phenomena much differently the reality of thralldom remains largely unchanged.

I believe Nineteen Eighty-Four speaks to the need of mangers [push] and leaders [pull] to escape into something larger than themselves, whatever the relationship-a group, an organization: “Slavery is freedom. Alone-free-the human being is doomed to die, which is the greatest of all failures. But if he can make complete, utter submission, if he can escape from his identity, if he can merge himself in the Party so that he is the Party, then he is all-powerful and immortal” p.277 I would substitute “administrative family” for Party.

Consequently, when we speak about the constraints managers and leaders are subject to are we not really talking about thralldom-no matter how psychologistic our descriptors?

What are your thoughts Lisa?

Bye for now,

Carman

A pattering rain and a melancholy wind assail the coast today. I’m off to locate the last man Lionel Verney and his remnant. I believe Orwell also described Winston Smith-Nineteen Eighty-Four-as the last man. Interesting, no?

Reference

Social-Science Commentary on the Letters of Paul. By Bruce J. Malina & John J. Pilch. Minneapolis, MN: Augsburg Fortress Press.

Category: All Posts, Change, Leadership, Partnership, Psychology, Rewards, Spirituality, Teams /

Leadership vs. Control by Guilt and Fear

August 14, 2009 / / 3 comments

In a recent post, Carman de Voer noted the distinction between leadership and management. These two different functions often converge within a particular role, but tend to draw upon different kinds of power. Management is associated with control, which is a highly reputable value and principle in most organizations. The process of management itself has been described as a feedback loop: managers “plan, organize and control” the work of the organization.

We have come to learn that the only relatively simple systems are subject to control in this sense; the interactions between the elements of more complex systems result in unpredictable outcomes. For this reason, particularly where the intelligence, creativity and committed contributions of organizational members are important to organizational outcomes, we have seen a shift from an emphasis on management to an emphasis on leadership.

Whereas management tends to rely on external rewards and punishments, leadership, particularly transformative leadership, seeks to align the self-actualization of organizational members with the self-actualization of the organization (the achievement of the organization’s mission and vision).

However, because leaders and managers, are still accountable for the contributions of their people, and their own jobs and careers are at stake, they usually feel some urgency around results.

The word “urgency” points to both importance and fear or anxiety. Another common term, which is used in conjunction with urgency is “edge.” (It might be useful to notice that intense focus and forward motion driven by vision and purpose, absent fear, has a very different tone).

Leaders then, very often experience some level of fear or anxiety — conscious or unacknowledged — and, the most common reaction to fear is to try to control others.

It’s useful to pause for a moment to consider: how do we, ourselves, attempt to exert control? What are the options? I once attended a workshop on power dynamics in which participants paired up on either side of a line. Each side was given the instruction that to win, they needed to get the other person to come over to their side of the line. Participants utilized a variety of strategies — including pleading, promising, guilting and dragging each other across.

In Spiritual Selling, sales and marketing expert, Joe Nunziata, describes the often unconscious strategies that people use to control others, and how these strategies are often employed in the workplace:

“Guilt [and shame] is the weapon of choice used by parents to control their children. […] In most cases, parents are not using guilt on a conscious level. They have absorbed guilt […] for generations and passed it on to their children. Innately parents know they can use this guilt to manipulate and control their children. Once the power of guilt is realized, it is then used in all areas of life. People begin to recognize the power of guilt in other situations. It can be applied to relationships, employees, coworkers, friends, and family. […]

“The desire to control and manipulate is driven by fear. The ego believes it will be safe if it can control people and the environment. This is why so-called control freaks are always micromanaging all aspects of work and the people involved with a project. There is an inherent fear that losing complete control of the situation will have disastrous results. […]”

“These same guilt and manipulation techniques are used in the business world. A sales manager may use the exact same process to motivate his or her people. Making salespeople feel they are not doing a good job can trigger similar feelings of guilt and shame. The intent is that they will start to feel bad and then have the desire to work harder. [Those who have read this blog for some time will recognize this dynamic as “The Wheel of Fear.”] The effectiveness of this approach depends on the makeup of the indiviudal. If similar techniques were used effectively by our parents they will transfer into the business world as well. You will be susceptible to the feelings of guilt you experienced as a child. […] Guilt and fear have long been viewed as the only way to motivate performance. Although the world has changed and some organizations are embracing more postiive techniques, a large majority are still trapped in this model. It is important to realize how powerful these unconscious traits are and how difficult they are to break…” (46-49).

Of course, external rewards, such as salary increases, bonuses, promotion, political capital, etc. are the “carrot” of this “carrot-and-stick” approach.

Hence, the organization tends to take on the characteristics of the family — too often, a dysfunctional one.

Transformational leadership, on the other hand, taps into a substantially different power dynamic in which the leader speaks to team members’ intrinsic motivations, to align the self-actualization of each team member with the self-actualization of the team or organization. In my opinion, coaching is a key component of transformational leadership. It cultivates the intelligent, creative energy of team members towards the achievement of overarching, meaningful goals. While recognizing distinctions in roles, it respects all organizational members, and builds the health and capability of the system…

What is the difference between healthy and unhealthy organizations?
How can we cultivate ever more healthy organizations?

References
Christie, L. “Getting Off Your Wheel of Fear” http://www.creativeleadercoach.com/2008/05/30/getting-off-your-wheel-fear/

Ibid. “Leaping Off the Hampster Wheel of Fear” http://www.creativeleadercoach.com/2008/06/15/leaping-off-the-hamster-wheel-of-fear/

De Voer, C. “Promethius and Transformative Leadership.”

Promethius and transformative leadership

Nunziata, J. Spiritual Selling. Hoboken, N.J., Wiley, 2007.

Category: All Posts, Change, Coaching, Collaboration, Creativity, Culture, Innovation, Leadership, Organization, Partnership, Psychology, Rewards, Spirituality, Teams /

Towards a Learning Organization (A presentation by Carman De Voer Mais)

April 13, 2009 / / 2 comments

Carman De Voer Mais has developed a fresh and insightful PowerPoint presentation on learning organizations. He makes the important point that becoming a learning organization isn’t something that “patched on” to the existing organizational paradigm, but rather a transformation of both the paradigm and the players.  I’m going to try to share that presentation with you here.  This is my first attempt to provide a file link in WordPress, so it may take a few tries …

Carman, I hope your cold has lifted!

Lisa

Thinking Creatively, Building Effectively by Carman De Voer Mais

Category: All Posts, Change, Creativity, Culture, Design, Ethics, Leadership, Organization, Partnership, Rewards, Spirituality, Values /

We never know the impact we have on the lives of others

April 3, 2009 / / 3 comments

Partnership includes the values of care and compassion. It supports financial abundance but also recognizes that there are ends that are far more important and intrinsically valuable than economic ends alone.  Sometimes when we follow our hearts, we make a profound difference in the lives of others. 

One such extraordinary woman is Gina Gippner-Woods of Just Mom, Inc., a non-profit organization that provides comfort toys to seriously and terminally ill children at Childrens Hospital in Los Angeles.  Gina taught me that we never know the impact we have on the lives of others.

This is the story of how and why Gina founded, Just Mom, Inc.

“Once upon a time a woman named Gina Gippner-Woods was admitted into the hospital. There was no room for her in the adult ward, so she was placed in a room with a child. A little girl.

This young girl was recovering from surgery which removed a tumor from her brain. She had no family and her nurse developed a friendship with her and would bring her in gifts daily.  One morning the nurse brought this young girl a stuffed, plush puppy. The little girl took one look at the plush pup and threw it across the room. Gina, not understanding why she would throw it, got out of her bed and recovered the toy.

Taking it back to the little girl she asked, “Honey, what’s wrong? Why did you throw your puppy?”

“It’s not mine. It’s broken!” The young girl replied.

At that moment Gina looked at the plush puppy and realized that its ear was ripped. She looked at the young girl and then looked at the loose gauze which was lying on the table next to her bed. Immediately she grabbed the gauze and began bandaging the head of the broken puppy to match the little girl’s bandage. When she was done bandaging the plush puppy she looked at the young girl and said, “It’s not broken. It’s got an “owie” like you. It’s your ‘OwieBowWowie.'”  The little girl then took the dog in her arms and comforted it, and it became her friend, accompanying her through all of her challenges…

I was surprised and saddened to hear that there are many seriously and terminally ill children who don’t have any family or visitors.  So, Gina founded Just Mom, Inc., to provide comfort toys for these children so they don’t need to go through their ordeals alone.

Gina’s effort to get the word out is heroic.  For example, she is donating her time for projects, with the funds going towards the purchase of a comfort toy for a hospitalized child.  And this is a micro-charity, so it’s easy for any of us to make a difference.  You can see a heartfelt mission in action on her site: http://www.owiebowwowie.net/_mgxroot/page_10723.html

Category: All Posts, Partnership, Rewards, Spirituality, Values /

Holism, Power, and the Intersubjective Nature of Joy

March 28, 2009 / / No comments

Hi Carman, I am glad to hear that you are feeling restored to health! It’s a pleasure to read your posts again.

Yes, I agree — Alfred North Whitehead once said that whatever constitutes a world view can be understood to constitute a religion. And, process theologian, David Ray Griffin, who interpreted and extended Whitehead’s work, observed that two key world views dominate the modern West: fundamentalist Christian theology (in which God created the world but is separate from it) and materialism — the latter deriving from the former. Ecofeminist philosopher, Charlene Spretnak, observes that these two worldviews share in common the assumption that notion that we are all separate. 

However, this notion of separation is not fundamental to either science or spirituality. My hypothesis is that the perspective that we are all separate is born of pain and fear, and engenders the same.  And when we are separate and afraid, we seek power *over* our situation and others. Because money is a form of power that gives us some measure of control, it’s unsurprising that we would turn wealth itself into a god.

New science, on the other hand, points to a more holistic, intelligent Cosmos. In my personal understanding, it points to a world in which we are all deeply interconnected and in which there are multiple levels of intelligence — from cells, to organisms, to ecosystems — including the intelligence of the larger whole, in which we all participate. 

However, because our worldviews are self-reinforcing, our culture reinforces ways of perceiving and interpreting the world that emphasize separation, which one prominent physicist called a kind of optical illusion of consciousness. However, different aspects of human experience can and do, point to a more holistic and interconnected world, and that leads us into the life world that you describe so well.

Your question on how the two employers defended the life world sounds well worth exploring. I notice that Fezziwig takes joy in the happiness of others. We are social animals, and it seems that meaning and happiness ulitmately has this relational context. Conversely, I also notice that Scrooge is not a happy person. He may take pleasure in comforts, but in serving the god of wealth, he oppresses himself as well as others. 

To this point, I recently read a quote by Booker T. Washington, which read, “You can’t hold a man [or woman] down without staying down with him [her].”  This is true at many levels, from the psychological, to the sociological, to a more holistic understanding of what some call “the inter-subjective space.” (Robert Kenny has done some fascinating, ground-breaking work on how this space applies to creative teams (http://www.ciis.edu/faculty/kenny.html).  Transformational leadership thus has the potential to liberate and free the creative potentials of both the leader and the organization.

The role of the Spirits could be metaphorical or it could relate to the larger spirit or intelligence of the whole, for which people have used a variety of terms, depending on their spiritual or secular orientation.  (I think you previously raised the question of the relationship between spiritual transformation and tranformative leadership…)    

Speaking of valuing the subjective dimension of life, several colleagues and clients that I am working with in my coaching and training practice, hold the intention that their work should also be fulfilling and fun.  It’s an enriching practice to work with, as I’m sure you know! 

Have a great weekend!

Lisa

Category: All Posts, Creativity, Culture, Ethics, Leadership, Partnership, Philosophy, Psychology, Science, Spirituality, Teams, Trust /
« Older Entries  
Wordpress Theme by ThemeZee