For the past few years, when it comes to doing any kind of work with teams and organizations, I’ve been increasingly drawn to the emergent and turned off by the planned and premeditated. To me, emergent potential is all about the possibility to disarm, reveal, become unapologetically candid, and fearlessly transparent. It is raw and alive. On the other hand, the premeditated feels like an outdated and outmoded clinging to a sense of control-based power that is strategic, transactional, dulling, and suffocating. (more…)Read more
A few years ago, I was asked to work with the board of a housing co-op who were having issues around workload equity. Resentments were brewing because a few members had become burdened with the lion’s share of the work. Before our first meeting, I was warned about the board’s ‘problem child’: a longtime member who often derailed meeting agendas with her combative style and strong opinions. (more…)Read more
For those of us interested in adult development, too often we tend to focus on stages. In particular, we zoom in on those higher, more complex and seductive forms of maturity that presumably are waiting for us to discover their beauty, added power and desired relief. They reside “up there” in the heights of our preferred hierarchies.
For me, as a consultant on diversity and inclusion (D&I), “Diversity Work” is a radical call to embrace difference. It is a means of challenging our conditioned patterns, biased views, and unjust practices.
Fundamentally, it is about liberating ourselves from old patterns in order to care more deeply for each other, and creating fairness in our relationships that allow us to discover new and dynamic collaborations.
When I communicate with the companies I work with I assert that legislation and policies are necessary (whether that be new hiring processes or putting cameras on police). But, I am also clear with them that that is not sufficient, because legislation and policies only regulate bigotry, unjust practices, and institutional oppression — they do not end it.
For long term, positive culture change we must include inner transformation to end bigotry and institutional oppression. And there is a crucial orientation we must take, I believe, to successfully support the organizations and people we work with in transforming.
We, as consultants and facilitators, must orient our clients and teams to the interpersonal dynamics in the here and now.Read more
How can we become more capable of working with whatever comes up in our lives in a way that actually supports the growth and evolution of all human beings?
When we cultivate presence, we are more able to work with the here and now, take more perspectives, and embrace more of our experience—including dissonance and conflict.
We have more choices, and more capacity to address the full complexity of what is happening—in the energetics of a room, in the emotional domains, in the realms of power and authority, decision making, and conflict.
Being able to open up to a deeper reality beyond our own notions of what’s going on in a group begins with three essential moves:
Often, the last move can be quite challenging.
How do we catalyze a group to become more coherent, and deepen the quality of engagement and intimacy?
One of the pillars of Flex-Flow experiences in groups occurs when individuals shift their awareness from first person experience to the experience of the group or the whole.
As facilitators, leaders, and participants, we can generate greater coherence and enhance the quality of our work together by shifting our group’s awareness from “I to We.”
By shifting our attention to others, sharing our impressions of the collective space, and noticing coherence and common characteristics of the moment we can significantly heighten our participation in the group awareness.
Here are some practices we’ve explored in our workshops that you can take into your life and work:
CULTIVATING COHERENCE AND COMMUNION IN GROUPS
Hopefully, after reflecting on these practices, you’re curious about how these kinds of techniques could be used effectively with a wide variety of group cultures and styles. To deepen your learning, you might find it helpful to reflect on these questions about your own approach:
Individual and collective development are interrelated, because as we develop, our experience in groups changes.
We become more at ease, less fearful, less instinctively competitive and self-protective. We feel more freedom to be ourselves, and we have fewer struggles with the otherness of others.
We have access to creativity, we enjoy the support of others, and at the same time, we are willing to experience more authentic challenges. We live with liveliness and vigor.Read more