Archive for Creativity

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 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 /

Self Actualization vs. Dehumanization

October 3, 2009 / / One comment

Carman, Thank you for your note! I appreciation this whole process of deconstruction and reconstruction of ideas. It takes courage to relinquish our certainty enough to open our minds to new connections and possibilities. There is a period of chaos before new structures coalesce, which can be uncomfortable, to the say the least, but the insights we gain by allowing and processing this chaos or change can be enormously rewarding. Therefore, I appreciate Rosemarie Anderson’s term for that period, “auspcisous bewilderment”(1). One of the benefits of Partnership systems is that they are safe enough to allow the uncertainty inherent in the creative process.

As you requested, I moved our earlier conversation in the comments area of “Freedom vs. Slavery” http://www.creativeleadercoach.com/2009/09/23/freedom-is-slavery/ to the main blog to make it easier to read.

Your quote from Freire aptly contasts the difference between the experience and concept of work as self-actualization in the context of community and work as dehumanization or exploitation. These are two different paradigms of leadership and organization (social relationship), and of ways of being in the world.

The Partnership paradigm reflects an ethic of mutual flourishing. Conversely, a dominator paradigm reflects a “dog eat dog” or “dog oppress dog” 😉 ethic. Both are part of our historical inheritance, but the ethic of domination goes deep. What is our reaction when we are crossed? And then, what response do we choose…

In considering Friere’s comment, I am also reminded of philosopher Jacques Derrida’s reminder that there is freedom and power throughout the system. Even in situations of extreme oppression, such as former Soviet labor camps, Solzhenitsyn’s Gulag Archipelago demonstrated that the human being could choose a perspective of self-actualization. So we have these mulitple frontiers, the social and the psychological, for moving towards more creative, adpative and fulfilling systems..

It’s a pleasure to read and post your insightful and creative essays, as always!

Lisa

1. Rosemarie Anderson, “Intuitive Inquiry,” Transpersonal Research Methods for the Social Sciences: Honoring Human Experience,” eds. William Broud and Rosemarie Anderson.

Anderson includes a quote from the mystic Jelaluddin Rumi in the opening to her chapter, which speaks to this place of auspicious bewilderment and creativity: “Today like every other day, we wake up empty and frightened. Don’t open the door to the study and begin reading. Take down a musical instrument. Let the beauty we love be what we do.”

Category: All Posts, Creativity, Culture, Leadership, Organization, Partnership, Power, Psychology, Values /

Creating healthy organizations

August 20, 2009 / / 2 comments

Carman,
In re-reading your post, http://www.creativeleadercoach.com/2009/06/22/our-house-from-carman-de-voer/ I continue to notice new levels of richness and meaning.

Freire describes some of the core insights of Partnership: “Any situation in which some individuals prevent others from engaging in the process of inquiry is one of violence” (Pedagogy of the Oppressed, p.66).

Yes, as Freire describes, domination is system of relations, including our relation to self. We are divided beings in as much as we internalize the voice(s) of dominant, controlling others. As young children, we tend to absorb parental and cultural moods, attitudes, and perspectives. It is, therefore, so often true that children of dominating parents (or of a hostile culture) struggle with self-criticism and self-doubt. In the Dominator paradigm, this is the position of feeling “less than” others. In this psychological literature, this is sometimes called “shame.”

Psychology also describes “projection” as a psychological defense mechanism. One way of copying with our “disowned […] feeling, wishes, needs and drives […] is to attribute them to others” (Bradsahw, 109). We may also gain some temporary relief from the pain of internalized oppression through identification with the oppressor (Bradshaw 106). When we identify with dominator (our externalized notions of power, prestige), we may experience ourselves as feeling “better than.” In this state, we may project undesireable characteristics onto others and “do unto others as has been done unto us.” It is, therefore, a truism that, in the absence of healing, people who have been abused, often become abusers themselves.

In a dominator system (such as is predominant in our culture), there is a tendency to either feel less than or greater than others, and whether one feels inferior or inferior can vary depending on time and circumstance.

Judgement appears to be the mechanism by which this occurs. Therefore, it is not surprising that it is common to fear the judgement of others — particularly those we perceive to have some level of power over our lives.

One dynamic for maintaining the “upper hand” in a dominator relationship is silencing, in which one does not permit others the privilege of speaking their truths. This dynamic may be internalized as self-silencing.

Codependency has been defined in a variety of ways. One pertinent definition is, “A pattern of coping which develops because of prolonged exposure to and practice of dysfunctional family rules that make difficult the open expression of thought” (http://www.winning-teams.com/codependent.html).

This same dynamic has been described in organizations. In the 8th Habit: From Effectiveness to Greatness, Stephen R. Covey describes the dynamics of codependency in organizations and how its negative effect on organizational effectiveness (17). For an excerpt, see:
http://books.google.com/books?id=XM8lWue6vQUC&pg=PA16&lpg=PA16&dq=leadership+codependency&source=bl&ots=9i5CVzn618&sig=YVd9e402EUHfsY4Vbi7GjwRLxzY&hl=en&ei=vO2JSrycEoPusQOj1ajPDQ&sa=X&oi=book_result&ct=result&resnum=6#v=onepage&q=leadership%20codependency&f=false

Author John Gardner writes, “Most ailing organizations have developed a functional blindness to their own defects. They are not suffering because they cannot resolve their problems, but because they cannot see their problems.” The perspective of each individuals and organization (which is ultimately shaped by its members) seems natural and normal; therefore, real alternatives may not be readily seen, or when seen, may seem counter-intuitive. Seeing alternatives, including personal and organizational health, is an imaginative act.

If we can label a core problem of contemporary organizations to be co-dependence, then, what might the literature of psychology and recovery have to teach us with respect to creating healthier, more flexible, collaborative, and creative environments?

Also, what is the relationship between a Partnership relationship and perspective (based on mutual thriving), coaching and the psychological-social paradigm of recovery?

Category: All Posts, Change, Coaching, Collaboration, Communication, Creativity, Culture, Innovation, Leadership, Learning, Organization, Partnership, Psychology, Values / Tags: , , ,

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.”
http://www.creativeleadercoach.com/2009/08/09/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 /

Love and leadership

July 25, 2009 / / One comment

“Of all the things that sustain a leader over time, love is the most lasting. It’s hard to imagine leaders getting up day after day, putting in the long hours and hard work it takes to get extraordinary things done, without having their hearts in it. The best kept secret of successful leaders is staying in love with leading, with the people who do the work, with what their organizations produce and with those who honor the organization by using its products and services.”  — Barry Z. Posner and Jim Kouzes

Posner and Kouzes speak of love and leadership, love and business.  How often do we hear those words used together? Most of us have been introduced to a concept of business in which business is a domain unto itself, in which the primary driver is economic profit: the business of business is to make money for the shareholders.  When I earned my MBA, two of my professors presented the relationship between ethics and business as a pragmatic one: if you are in the public eye and you violate the public’s ethical preferences, you can experience negative consequences; for this reason it is necessary to manage this dimension of your business.  The premise is that your competitor will be doing everything possible to maximize profits, so if you give more consideration to other stakeholders  than is required by government regulation and the market (for labor, capital, etc.) then, you increase risk and reduce shareholder returns.  As  a relatively recent example, Costco has come under fire for giving employees better benefits than Sam’s Club does.

For many years, the world of business was a man’s world, shaped according to the stereotypically masculine values of rationality unencumbered by human feeling and by competition — both external and internal.  The “gamesman” contributes competently to the team, but retains a savvy emotional disconnection from the organization, customers, etc. 

To be taken seriously — to be successful — women needed to learn the language and the terrain.  Using terms like “love,” “desire,”  “care,” etc., according to one professor, whom I like personally but tend to disagree with on a variety of subjects was, “writing like a girl.” 

Therefore, it is particularly striking that Posner and Kouzes, luminaries in the subject area of leadership, speak of loving:

  • leading
  • the people who do the work
  • the company’s products and services
  • the customers served

Gamesmanship is not about love, but leadership is.  True, the ethic of many organizations does not, in fact, reward love or personal commitment. Yet, the transformative leadership that is needed now, to create highly adaptable and creative organizations, expresses a very different paradigm — of vision, commitment, caring. This paradigm presently often co-exists with the classical paradigm in which human values are generally extraneous — “softer,” “feminine,” inappropriate to the business environment. ( The exception, in the classical paradigm, is that human values are employed instrumentally to manipulate stakeholders towards “rational” economic ends — that is, ends that benefit shareholders  as purely economic beings).

Having spent the first part of my career in corporations — substantial intact systems — I now have the opportunity as a small business owner, to choose my market, the clients and customers we serve, and our products and services. And I am finding that the business “clicks” — is the most successful — in that intersection between core capabilities, market needs, and passion.  I am finding that when we love the clients we serve, our internal and external business partners, and our products and services, we find the greatest success.  Mission, human connection, and ethics are at the forefront of the business.  In the old paradigm, we might contrast selfishness with selflessness, with the former being a winning  position, and the latter a losing position — the first stereotypically equated with masculinity and the second sterotypically equated with a subordinate femininity. In the new paradigm, leadership is about “both-and,” with the “and” serving as a creative dimension in which new possibilities for mutual sustainability arise, and the rewards are diverse and many.

Category: All Posts, Creativity, Culture, Leadership, Partnership, Rewards /

Silence and speaking in organizations

June 13, 2009 / / No comments

Hi Carman,
I apologize that it has been taking me so long to respond to your thoughtful and insightful posts. I appreciate your ongoing contributions to this endeavor!

Thank you (first) for your discussion of cultures of silence. The quote you chose from Charles Davis was a very apt illustration of how we internalize the power structures in which we participate:

“Exterior un-freedom causes interior un-freedom. A child first learns to talk or think aloud, then afterwards to think without voicing its thought.”

Deconstructive postmodernists (with whom I share both agreement and disagreement) have observed that assertions of truth are acts of power. This is very evident in a court of law, where attorneys put forth a view of reality which serves them and their clients. This is also true in dominator organizations, where authority and power are often perceived to arise (in part) from being “right” and where, in a circular way, might makes right. Certain views and positions become “legitimate” and others, which question or challenge these perspectives may be viewed as heritical or a power play. (1)

In the same way that in a dominator family, a child is shusshed for “talking back” or challenging parental authority, in dominator organizations, members may be admonished for raising perspectives and positions that challenge organizational orthodoxy. (This seems to come back to your post on orgaizations as theocracies…). And what is true of families and organizations is also true with respect to our larger institutions and culture.

So, in dominator organizations, organizational members learn to silence themselves, effectively internalizing the outer controls, so as to avoid “punishment.” This self-silencing can become so automatic, that we are barely consciously aware of it.

Further, it is also taboo to discuss the silencing itself. Because it pulls back the covers on power relationships, challenges the legitimacy and absoluteness of existing truth claims, and because there is the sensibility that “that war” was already fought and won,” raising the existance of the taboo tends to both threaten and irritate people. A very successful control structure maintains both the silence and suppression of awareness or discussion of the silence itself.

Conversely, speaking in our own voice is a form of self-assertion, of “power-from-within.” And, when we share our truths an perspectives as part of a mutually-respectful dialogue or larger conversation, this sharing can become the co-creative “power-with” in which the flow of energy and ideas in the group gives rise to broader insights and more powerful ideas than would be the case of a person acting singly. Master coach Karen Capello calls this the power of authenticity: http://www.creativeleadercoach.com/2009/01/03/power-of-authenticity/

It is the empowering, creative energy that organizations want and need. The challenge, as I see it, is that to be truly creative, many organizations need to rethink their assumptions about power and knowledge, and the role of leadership.

(1) This is not always true, of course. Alternative ideas may be considered within certain bounds, depending on both the idea and the speaker. (This speaks to the concept of rhetorical communities).

http://www.creativeleadercoach.com/2008/04/09/suppression-of-upwards-communication-in-traditional-organizations/

Category: All Posts, Collaboration, Communication, Creativity, Culture, Diversity, Innovation, Leadership, Organization, Partnership, Philosophy, 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 /

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 /

Perspective & transformation

February 7, 2009 / / No comments

Carman, Your example of the transformation of Scrooge in the Christmas Carol, illustrates how third parties can stimulate transformation by helping a leader see the current situation and dynamic more clearly, and consider new perspectives and possiblities.

This whole area of the process of transformation is intriguing. By definition, it involves some kind of diversity — an encounter with a different perspective through dialogue or “cognitive diversity.” For me, cognitive diversity, in practice, means accessing our holistic, creative, “right brain” as well as our analytical, sequential “left brain.”  Transformative spiritual experience, creativity, imagination and vision, seem to strongly involve “right brain” processes. (A neuropsychologist would, no doubt, point out that this is a gross oversimplification).  

The process of coaching involves both aspects — the holding of the mirror, to help a person see more clearly what is otherwise too close to see — to see lens with which we see the world, so to speak,  and the facilitation of imagination, to experience a new perspective.  

When we are able to see the lens with which we see the world, we have already experienced a cognitive shift in that we have separated who we are (the observer) from a particular perspective, and we have freed ourselves to more readily explore perspectives that are healthier, more effective, etc.

The act of imagination, envisioning other possiblities, is extraordinarily powerful and taps a vast intelligence. Because in the West, we so strongly identify with our rational egos and our analytical, sequential thought processes, that we overlook the genius within each of us — that intelligence that creates entire worlds in our dreams, for example. It’s not always completely rational, but it contains all the connections that are not always visible to our sequential thought processes.  

In discussing spiritual transformation, William James makes the point that when we’ve exhausted our usual resources, when our rational-analytical processes fail us, we then, often in despair, throw ourselves open to other possibilities, and experience a shift and illumination. And Zen koans operate on a similar principle: the left brain lets go and there is a shift in perspective. 

Transformative leadership need not, in my opinion, involve complete illumination, but I think the inherent humility of recognizing that “we are not our thoughts and perspectives” and our consequential ability to imagine new possibilities — to dip into our own creative potentials, is key to personal and organizational transformation. 

Carman, I enjoy your notes about the environment, there. It sounds beautiful. It’s been raining heavily here; we need it!  Best wishes, Lisa

Category: All Posts, Change, Coaching, Creativity, Diversity, Education, Leadership, Organization, Psychology, Spirituality, Vision /
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