Posts
As I get closer to defining my dissertation, I am beginning to focus in on how to use dialogic practices to increase social justice in the world. I am currently working on a knowledge area for my doctorate in social change and my recent research has helped me focus on world-systems theory and gender and globalization. These tie closely together. First to explain a knowledge area. Fielding Graduate University is not a bricks and mortar framework where you go and sit in class, listen to a lecture, and test out. We have knowledge areas that we must research and demonstrate in the form of scholarly papers and projects our deep understanding of that knowledge area. There are many required and then others that can be added to inform the thesis. We contract with faculty, we have 40 or so, that specifically have the background to help us with our chosen direction. We chose our topics and focus, it is not dictated to us. We are a multi-disciplinary PhD program and I can draw off of multiple fields of social science to further my practice and studies. A very powerful paradigm.
World-systems theory is interested in economic inequality in the world and gender and globalization is concerned with women and girls and their role in the world. These are very important research topics to me and I am combining them and exploring how dialogue can help create social justice for women and girls in the world. Critical theory and feminist epistemology are also closely related to this work and I will draw heavily off of them.
Keep up the conversations to help heal our world.
John
Sunday, October 17, 2010
Friday, October 15, 2010
A wonderful team of dialogue professionals
I just invested three full days in Baltimore with 8 other dialogue professionals who are joining with me in the journey to dialogue, deliberation, and public engagement certification. One faculty who led our cohort and 8 of us on the certification journey had a wonderful experience. It never ceases to amaze me just how talented others are. Being in three days of intimate dialogue around questions that matter was a fantastic experience. Each person was so talented and offered so much. We as well visited NTL Institute and AmericaSpeaks in Washington D.C. and had wonderful receptions by the teams at both groups. We also visited the Library of Congress and the rare book manager provided a tour and examples of rare texts on town hall meetings from the founding of our nation. Wonderful. Although I dialogue is a part of who I am this certification process is fantastic and this trip was a real treat.
Continue the conversations,
John
Continue the conversations,
John
Sunday, September 26, 2010
Dialogue Partner (Samtalspartner)
It has been a long time since I posted and I can honestly say that my doctoral work is keeping me buried, both in time and mentally. With that said my doctoral work is focused on dialogue and deliberation and is an expansion of the work in conversation that I have been doing over the last ten years. Of note is that I have finally defined what my role is in our world, and that is the role of dialogue partner. As you see in my title, I identify a dialogue partner as a Samtalspartner, a term and a practice from Sweden. Here is the definition of my practice:
Dialogue Partner (Samtalspartner) - in a relationship of mutual respect and trust with partners (or client systems) accompanying one another in service to generating value to all the stakeholders to the enterprise.
My doctoral work in human and organization systems from Fielding Graduate University provides a strong foundation for my field of practice as well as a focus on social justice which is of critical importance to me. So as I have moved forward in my field of practice, I have been digging even deeper into the field of dialogue and deliberation and am excited to apply this work as I explore new ventures where social justice is a critical component of the work.
My general field of study is as follows: Doctoral Student - Researching social transformation through multi-generational dialog using The World Cafe within a living systems framework. I am also completing a certification in dialogue, deliberation and public engagement which is giving me more tools to help communities of all types socially transform to create a healthier world for all people both human and non-human alike.
Thank you for visiting and continue the conversation.
John
Dialogue Partner (Samtalspartner) - in a relationship of mutual respect and trust with partners (or client systems) accompanying one another in service to generating value to all the stakeholders to the enterprise.
My doctoral work in human and organization systems from Fielding Graduate University provides a strong foundation for my field of practice as well as a focus on social justice which is of critical importance to me. So as I have moved forward in my field of practice, I have been digging even deeper into the field of dialogue and deliberation and am excited to apply this work as I explore new ventures where social justice is a critical component of the work.
My general field of study is as follows: Doctoral Student - Researching social transformation through multi-generational dialog using The World Cafe within a living systems framework. I am also completing a certification in dialogue, deliberation and public engagement which is giving me more tools to help communities of all types socially transform to create a healthier world for all people both human and non-human alike.
Thank you for visiting and continue the conversation.
John
Monday, November 09, 2009
November Systems Thinking Conference in Seattle
Another wonderful systems thinking conference produced by Pegasus Communications. This is my third year attending the systems thinking conference and it is a time to connect in conversation with friends and associates that I do not have a chance to see face to face during the year. The key note presentations this year were not only insightful but inspiring. In particular I enjoyed Peter Senge's presentation and that of David Whyte, an author and poet whose message was heartfelt and transformative. Another presentation that I really enjoyed was from Linda Booth Sweeney as she wove her conversation into participation with the audience. The last key note was presented by John Seely Brown and he provided extraordinary insights into the transformation of our communities and the role of technology, gaming, and social networking. He really opened my eyes to the talents and capabilities of the generation that have these technologies as native to them. Graphic recording was excellent during the conference and weaving was provided by Gary Malkin between sessions. His beautiful voice certainly helped set the tone for the conference.
The conference theme was courageous conversations and as we progressed through the several days together, each speaker wove this theme into their conversation and by the end of the conference I began to fully appreciate the need for courageous conversations to not only set the tone for the future but to create the future that we envision.
As well this conference gave me a chance to delve deeper into the conversation community and meetings with The World Cafe team were powerful. What a committed, talented, and passionate team of people. I was disappointed to miss the national SoL meeting as I was involved in The World Cafe meetings. There simply is not enough time to do it all.
I left the conference with a new sense of connection to the greater conversation field and new friends and partners who all are dedicated to this wonderful work that we do.
John
The conference theme was courageous conversations and as we progressed through the several days together, each speaker wove this theme into their conversation and by the end of the conference I began to fully appreciate the need for courageous conversations to not only set the tone for the future but to create the future that we envision.
As well this conference gave me a chance to delve deeper into the conversation community and meetings with The World Cafe team were powerful. What a committed, talented, and passionate team of people. I was disappointed to miss the national SoL meeting as I was involved in The World Cafe meetings. There simply is not enough time to do it all.
I left the conference with a new sense of connection to the greater conversation field and new friends and partners who all are dedicated to this wonderful work that we do.
John
Saturday, October 10, 2009
A conversational "ahha"
Every once in a while I realize that I am sliding out of line with my primary conversational practice. I suppose that I could blame my lapse on being a guy or any other excuse but the reality is I discovered a blind spot in my practice of conversation.
Now that I have started my doctoral program at Fielding Graduate University in Human and Organization Systems, our larger cohort is organized into small anchor groups for ongoing support and collaboration. It is a wonderful concept. In a very short period of time, we have shared more than is probable given that we still are learning who we are as a group and who we are as friends, associates, mentors, and confidants. Herein lies the discovery of my blind spot.
Given the stress of starting a rigorous doctoral program and given that we all have lives, work, families, and responsibilities outside of the doctoral program, it is natural that each of us experiences some uncertainty, fear, and doubts. I pride myself on listening, a critical aspect of conversation. What I found myself doing to my dismay was offering solutions to people right out of the shoot rather that just being there to listen and support. I remembered in this setting that offering critique and analysis is pivotal to this level of doctoral work, however I also remembered that I do not need to solve everyone's problems. Each of us is a professional, intelligent, competent, and accomplished, who am I to try to solve problems for everyone else.
I am now more aware of this blind spot in my practice and will doll out advice more sparingly or when I am asked rather than immediately offering solutions when someone voices frustrations. I will be a better listener and in the end, I will be a better conversational practitioner.
Keep those conversations going.
John
Now that I have started my doctoral program at Fielding Graduate University in Human and Organization Systems, our larger cohort is organized into small anchor groups for ongoing support and collaboration. It is a wonderful concept. In a very short period of time, we have shared more than is probable given that we still are learning who we are as a group and who we are as friends, associates, mentors, and confidants. Herein lies the discovery of my blind spot.
Given the stress of starting a rigorous doctoral program and given that we all have lives, work, families, and responsibilities outside of the doctoral program, it is natural that each of us experiences some uncertainty, fear, and doubts. I pride myself on listening, a critical aspect of conversation. What I found myself doing to my dismay was offering solutions to people right out of the shoot rather that just being there to listen and support. I remembered in this setting that offering critique and analysis is pivotal to this level of doctoral work, however I also remembered that I do not need to solve everyone's problems. Each of us is a professional, intelligent, competent, and accomplished, who am I to try to solve problems for everyone else.
I am now more aware of this blind spot in my practice and will doll out advice more sparingly or when I am asked rather than immediately offering solutions when someone voices frustrations. I will be a better listener and in the end, I will be a better conversational practitioner.
Keep those conversations going.
John
Saturday, October 03, 2009
Conversations framing my doctoral research
I recently started my doctoral program at Fielding Graduate University in Human and Organization Development. Preceding the start of the program and now after I have started, conversation has been at the core of my activities. I am having extraordinary conversations around my work, my research, and my future as a practitioner in my field.
I am reminded that learning does not happen in isolation. In fact as I approach my research and field of interest and work to narrow my interests, I am quite sure that defining my research interest would not have happened without the conversations that I am having. Juanita Brown of The World Café reached out and assembled an initial research group to help me frame my research. Out of that initial group which was formed in July, I have developed several strong friendships. Group and individual conversations have gone deeper and began to focus in on where I can make a difference in this world.
The more conversations that I have, the more clear my research becomes. All of us are in a system of service focused on helping heal our world. My work will focus on The World Café and how we can heal through intergenerational dialogues. A partnership with the Institute for Social Innovation at Fielding Graduate University will be critical as I frame this field of inquiry. I expect that I will use The World Café as a research methodology at the very least and probably as a focus for my research as well. Intergenerational dialogues will be an important piece of this work.
As the general manager that I support says of a large issue, it is bigger than a bread box, and honing in on my research question certainly as an effort goes, is bigger than a bread box. I am blessed to have such wonderful people to talk with as these conversations are going to be at the core of my learning and growth as a scholar practitioner.
I am reminded that learning does not happen in isolation. In fact as I approach my research and field of interest and work to narrow my interests, I am quite sure that defining my research interest would not have happened without the conversations that I am having. Juanita Brown of The World Café reached out and assembled an initial research group to help me frame my research. Out of that initial group which was formed in July, I have developed several strong friendships. Group and individual conversations have gone deeper and began to focus in on where I can make a difference in this world.
The more conversations that I have, the more clear my research becomes. All of us are in a system of service focused on helping heal our world. My work will focus on The World Café and how we can heal through intergenerational dialogues. A partnership with the Institute for Social Innovation at Fielding Graduate University will be critical as I frame this field of inquiry. I expect that I will use The World Café as a research methodology at the very least and probably as a focus for my research as well. Intergenerational dialogues will be an important piece of this work.
As the general manager that I support says of a large issue, it is bigger than a bread box, and honing in on my research question certainly as an effort goes, is bigger than a bread box. I am blessed to have such wonderful people to talk with as these conversations are going to be at the core of my learning and growth as a scholar practitioner.
Saturday, April 11, 2009
Telling stories is the key to behavioral interviewing
Not only are stories the foundation of helping people with new insights that drive behaviors that create improvement in life and work, that are as well the foundation of great conversations. Any time two people get together in conversation around a question that matters, stories enrich and expand the learning in that intimate interaction. An interview is no different.
I am an internal consultant and coach for 850 team members, about 100 of which are leaders on our site. My primary clients are the leadership team members but I am blessed to work with many front line team members when they need help to promote. I am amazed with how many team members I coach on behavioral interviewing, the interviewing style that we use in our company. I have personally coached at least 50 team members in the last 12 months from front line up through the manager level on behavioral interviewing helping them learn how to tell stories as well as conduct internal classes on behavioral interviewing. It is a part of my work as a leadership development manager that I love. My conversations are not dry "how to interview conversations" but a full conversation on leadership, coaching, feedback, and balancing relationships with performance improvement and of course, how to tell your story in a behavioral interview. One of the reasons that this work is so gratifying is the extraordinary expressions of gratefulness that I receive from those that I help. As an INFP, I really do not need lots of public recognition, but a personal thank you, now that is something that really means allot to me. One of the more meaningful notes to me is below. This is what makes my job so fun.
"I am career pathing towards being a SR. After my first interview I took the feedback given to me to John to see how I could interview stronger my next time around. John gave me a lot of useful information both verbally and with handouts. I was very impressed that he would take the time out of his busy schedule to meet with me and even prepare stuff that I could later take with me and read.
He was knowledgeable about the content we discussed, and very passionate about (our company) in general....at times through our conversation I wondered why he was not actually a General Manager. Personally he made me feel like he was interested in my goals and truly wanted me to reach them.
No matter what I do with my career and even in life I will remember the conversation that I had with John, I will take interest in others as he did for me, and have the same passion and beliefs for my job. John definitely lives the (Our company) Values."
As we use a proprietary process for interviewing and feedback, I can not mention the exact acronym without probably getting sued by the vendor, so I will simply state that the process for telling a story is simple. Regardless of whether or not the question is behavioral based (tell me about a time when...) one answers with a behavioral answer (here is a specific time when...).
I am an internal consultant and coach for 850 team members, about 100 of which are leaders on our site. My primary clients are the leadership team members but I am blessed to work with many front line team members when they need help to promote. I am amazed with how many team members I coach on behavioral interviewing, the interviewing style that we use in our company. I have personally coached at least 50 team members in the last 12 months from front line up through the manager level on behavioral interviewing helping them learn how to tell stories as well as conduct internal classes on behavioral interviewing. It is a part of my work as a leadership development manager that I love. My conversations are not dry "how to interview conversations" but a full conversation on leadership, coaching, feedback, and balancing relationships with performance improvement and of course, how to tell your story in a behavioral interview. One of the reasons that this work is so gratifying is the extraordinary expressions of gratefulness that I receive from those that I help. As an INFP, I really do not need lots of public recognition, but a personal thank you, now that is something that really means allot to me. One of the more meaningful notes to me is below. This is what makes my job so fun.
"I am career pathing towards being a SR. After my first interview I took the feedback given to me to John to see how I could interview stronger my next time around. John gave me a lot of useful information both verbally and with handouts. I was very impressed that he would take the time out of his busy schedule to meet with me and even prepare stuff that I could later take with me and read.
He was knowledgeable about the content we discussed, and very passionate about (our company) in general....at times through our conversation I wondered why he was not actually a General Manager. Personally he made me feel like he was interested in my goals and truly wanted me to reach them.
No matter what I do with my career and even in life I will remember the conversation that I had with John, I will take interest in others as he did for me, and have the same passion and beliefs for my job. John definitely lives the (Our company) Values."
As we use a proprietary process for interviewing and feedback, I can not mention the exact acronym without probably getting sued by the vendor, so I will simply state that the process for telling a story is simple. Regardless of whether or not the question is behavioral based (tell me about a time when...) one answers with a behavioral answer (here is a specific time when...).
- Define the situation or task that you were involved in.
- Tell about what you did i.e. your behavior or actions
- Then describe the impact of your actions or the results.
The stronger your stories, the better you will shine. There is far more too a successful behavioral based interview, but the above is the basic outline.
So why use a behavioral based interview process? Two reasons as far as I am concerned. First past performance is a good predictor of future performance. Second, if you ask blue sky questions, (what would you do if) those people who are good at BS'ing can do well and those who are more reflective do not do well. Why screen out the more reflective people. Not a bright thing to do if you want the best and the brightest. A prepared person (they know their stories at least) regardless of personal communication style will do well in a behavioral based interview and the employer will have the information they need to make an informed decision. The best way to go from my point of view.
I often coach others on the process and if you would like, drop me a line and let me give you a hand. jinman@wetherhaven.com We will need at least an hour and depending on your comfort level, assignments and followups. I use PayPal for ease of transaction. I would be glad to help any time. And I wish you success in your quest for a new place in this amazing and complex world.
Good luck on your story telling.
John
Sunday, March 22, 2009
A Cup of Tea and Conversation...Ahhhh
Over the years one of the great pleasures for me is conversation over a wonderful pot of Darjeeling Tea made in my Tetsubin tea pot. I switched from coffee to tea exclusively about four years ago and I have never regretted it. I buy my tea in bulk and even go to the effort to weigh out just the right amount of tea leaves for every cup of tea making sure that every time a brew a pot of tea it is the perfect pot of tea. I simply love tea and am happy to brew up a pot any time someone comes over for conversation. I cannot imagine a better way to have a conversation with someone that I care about.
And of course reading a book with a cup of tea is a wonderful way to unwind and enjoy life. It is for this reason that I decided to start my own online business, a tea business for fine Indian teas and gifts for friends, family, and clients. As I do work full time and love my job, and am about to start my PhD in Human and Organizational Systems at Fielding Graduate University, I simply do not have time to take orders and do fulfillment and bookkeeping, so I joined an established company as an affiliate. I hope that this works for me and I hope that all of my friends and family visit Tea Reading Room to try some of my fine Indian teas and gifts. Just maybe I can encourage people to sit down with a beautiful cup of tea and have conversations that can change our world or just a little slice of it.
And of course reading a book with a cup of tea is a wonderful way to unwind and enjoy life. It is for this reason that I decided to start my own online business, a tea business for fine Indian teas and gifts for friends, family, and clients. As I do work full time and love my job, and am about to start my PhD in Human and Organizational Systems at Fielding Graduate University, I simply do not have time to take orders and do fulfillment and bookkeeping, so I joined an established company as an affiliate. I hope that this works for me and I hope that all of my friends and family visit Tea Reading Room to try some of my fine Indian teas and gifts. Just maybe I can encourage people to sit down with a beautiful cup of tea and have conversations that can change our world or just a little slice of it.
Sunday, February 01, 2009
Conversations are healing
My best friend in our company is seeking a new position. During his transition, he kept to himself embarrassed, angry, and humiliated. He finally came to Central Oregon to talk and we talked for eight hours. It was wonderful for both of us. Only through conversation with others that care can we start the healing process. Pulling inward, even though a natural reaction, is no solution. It only creates pain and suffering. We absolutely must connect with others.
I too in the past have pulled inwards feeling hurt, embarrassed, and angry during a transition. I have even sacrificed my families well being by not applying for unemployment because I was too embarrassed to have my prior employer know that I had "failed" in my new position. I wonder if others have done the same thing, pulling back and not talking with those that care. We are a conversational species and are supposed to be in conversation with others. That is what makes us human. That is how we learn. That is how we connect and heal. And that is how we love. So what drives us to abandon what is our most foundational characteristic? I know for myself that when I have reacted this way, I did not trust those that I loved and who loved me to embrace me and my circumstance without judgement.
Considering all that is going on in our world it is easy to reach out without judgement when someone looses a position. Yet do we always open up our hearts and our souls and let others come into conversation with us without judgement? Do we ask ourselves if the person could have done more, something differently, or better? Do these thoughts prevent us from fully embracing those who we love? A simple "What can I do to help?" is sufficient. "I am here to talk with you, listen to you, and bring you into a healing conversation" is what we can do to show love and caring for others.
I just found out that the son of a very dear friend died by suicide. My heart was broken. I can not even imagine the pain that she is going through. It would be easy to ask why others didn't see the warning signs. But this is not a loving question. We humans are complex and messy. We have messy emotions, messy relationships, and messy lives. There is no way that we can or should judge, we can only reach out and love others and embrace them in conversation. We hold the cards to helping others heal through our willingness to talk.
Go forth my friends and help heal this world of ours. Embrace others and draw them into conversation. Do not let others withdraw in fear, anger, or humiliation. The power is ours. We now need each other more than ever. Thank you for being willing to carry on the work of conversation. You are healing the world.
Your friend John
I too in the past have pulled inwards feeling hurt, embarrassed, and angry during a transition. I have even sacrificed my families well being by not applying for unemployment because I was too embarrassed to have my prior employer know that I had "failed" in my new position. I wonder if others have done the same thing, pulling back and not talking with those that care. We are a conversational species and are supposed to be in conversation with others. That is what makes us human. That is how we learn. That is how we connect and heal. And that is how we love. So what drives us to abandon what is our most foundational characteristic? I know for myself that when I have reacted this way, I did not trust those that I loved and who loved me to embrace me and my circumstance without judgement.
Considering all that is going on in our world it is easy to reach out without judgement when someone looses a position. Yet do we always open up our hearts and our souls and let others come into conversation with us without judgement? Do we ask ourselves if the person could have done more, something differently, or better? Do these thoughts prevent us from fully embracing those who we love? A simple "What can I do to help?" is sufficient. "I am here to talk with you, listen to you, and bring you into a healing conversation" is what we can do to show love and caring for others.
I just found out that the son of a very dear friend died by suicide. My heart was broken. I can not even imagine the pain that she is going through. It would be easy to ask why others didn't see the warning signs. But this is not a loving question. We humans are complex and messy. We have messy emotions, messy relationships, and messy lives. There is no way that we can or should judge, we can only reach out and love others and embrace them in conversation. We hold the cards to helping others heal through our willingness to talk.
Go forth my friends and help heal this world of ours. Embrace others and draw them into conversation. Do not let others withdraw in fear, anger, or humiliation. The power is ours. We now need each other more than ever. Thank you for being willing to carry on the work of conversation. You are healing the world.
Your friend John
Sunday, December 07, 2008
Pegasus Conference 2008
This years conference created some very interesting insights for me. I reconnected with friends that I had not seen since last years conference, engaged in numerous conversations, and participated in some outstanding learning sessions. I will certainly join the conference next year.
As I explore the field of systems thinking and learning organizations, I am often frustrated with my inability to capture and use all that I study. An insight that I gained in a conversation with Tom Hurley of The World Cafe jarred me into a new framework. I had been locked into a framework of seeking wisdom from others and Tom suggested that I should quit looking outside of myself for the answers and look inward. One of the things that I truly appreciate about the power of conversation is that you can gain so much from someone you trust if you only open your heart and listen. And that I did.
I have made some profound changes in the way that I study now. I am accepting that I have wisdom and am embracing my elderhood, a concept that I explored in a session with David Isaacs of The World Cafe. I now am going back through my texts and articles in the field of systems thinking and learning organizations and capturing key learings and concepts in a leadership journey journal which is helping me internalize what I need to know to become an expert in a field that I love. I am astounded with the depth of learning I am experiencing with this new learning method. I have already used new Theory U concepts to deliver a powerful healing session with my church leadership and pastor, driving deeper levels of conversation and creating a place for healing to take place. If I had continued down the road that I was on, I very well might have missed this critical opportunity. The answers are inside of me. I do have the wisdom and my confidence has greatly increased. Getting the feedback directly from Tom was a blessing and I am also grateful that he was willing to reach out and provide such direct and impactful feedback.
I feel that you have to be in conversation to experience deep learning as I did in my conversation with Tom. I also feel grateful that I was able to convene so many heart felt conversations at the conference and I hope to be able to do the same for others as my work unfolds in this extraordinary world of ours.
Keep up the conversations and thank you for visiting.
John
As I explore the field of systems thinking and learning organizations, I am often frustrated with my inability to capture and use all that I study. An insight that I gained in a conversation with Tom Hurley of The World Cafe jarred me into a new framework. I had been locked into a framework of seeking wisdom from others and Tom suggested that I should quit looking outside of myself for the answers and look inward. One of the things that I truly appreciate about the power of conversation is that you can gain so much from someone you trust if you only open your heart and listen. And that I did.
I have made some profound changes in the way that I study now. I am accepting that I have wisdom and am embracing my elderhood, a concept that I explored in a session with David Isaacs of The World Cafe. I now am going back through my texts and articles in the field of systems thinking and learning organizations and capturing key learings and concepts in a leadership journey journal which is helping me internalize what I need to know to become an expert in a field that I love. I am astounded with the depth of learning I am experiencing with this new learning method. I have already used new Theory U concepts to deliver a powerful healing session with my church leadership and pastor, driving deeper levels of conversation and creating a place for healing to take place. If I had continued down the road that I was on, I very well might have missed this critical opportunity. The answers are inside of me. I do have the wisdom and my confidence has greatly increased. Getting the feedback directly from Tom was a blessing and I am also grateful that he was willing to reach out and provide such direct and impactful feedback.
I feel that you have to be in conversation to experience deep learning as I did in my conversation with Tom. I also feel grateful that I was able to convene so many heart felt conversations at the conference and I hope to be able to do the same for others as my work unfolds in this extraordinary world of ours.
Keep up the conversations and thank you for visiting.
John
Saturday, September 13, 2008
A post to a question on LinkedIn: Do people expect too much from the organisations in which they work?
Here is what I wrote in response to the question above:
Mary, you have hit a hot button for me on this.
Even though humans create performance, I often hear mangers talk about the humans on their teams as production machines, there to produce outcomes regardless of how they feel. If our team members come to us broken and damaged by the communities within which they have developed, and they do, why would we argue that it is inconvenient or not our role to create interactions that help them heal and become productive and healthy members of our enterprises? This is similar to managers that continuously attack team members as lazy or non-committed. I often hear, "I come to work and do not need to be rewarded and nurtured, therefore why should I do it for others?" My simple answer is because that is what you get paid to do as a leader. I see this attitude as a lack of accountability. I can hear it now, “The reason that I have poor performance, high attrition, high absenteeism, poor relations with my team members is because they have no work ethic and are not committed like I am. If recruiting would just hire quality team members I could be successful”
I ask a very hard question of the leaders that I serve and develop, “Who are you being that you are getting the results that you are getting?” If you do not like the results that you are getting, don’t blame your team and their unreasonable demands and poor work ethic, look to yourself and ask yourself what you are doing to create these results. High performance people create high performance enterprises. We do not lead robots. Humans have messy lives, emotions, relationships, and until we accept that this as so, we are going to pretend that this reality does not exist and drive performance down and team members out of our enterprises and destroy our ability to create loyal relationships with our customers. Of course we should be working with every individual in our enterprises to coach and develop them, and create the respectful relationships necessary for them to grow, feel productive, feel like they can be successful, and produce world class results for our enterprises and for the customers served.
The evidence for this? I have 44 teams within our building all focused on creating loyalty relationships with our customers. Without exception, those supervisors in our site that fully understand the Ying Yang of high performance, that relationship and performance improvement are inextricably combined, and care for and develop strong trust and rapport with their teams and coach them to high performance, have the lowest attrition and absenteeism in the site, have the highest morale on the site, and also have the highest performance on the site. They always reach out and nurture and develop their team members.
When team members feel disenfranchised, unconnected, uncared for, undeveloped, and feel like they cannot be successful in their role, they will fail, the team will fail, the manager will fail, and the company will fail. In the end the customer is the one who suffers. Talented leaders reach out and do what the rest of the managers out there will not do; they create high performance humans, who in turn create high performance for our enterprises and the customers that they serve.
To me the question posed is reactive vs. proactive. “Do people therefore project onto their organizations they work in an expectation that their employer will fulfill all their missing pieces?” A proactive approach is to believe that the organization should be proactively seeking to serve its employees. The organization should be seeking ways to create healthy, loyal, and committed team members rather than waiting for them to demand what they need. It becomes an ownership vs. victim mentality. I as a leader I own my role in creating high performance relationships and team members. I do not sit around complaining that these horrible team members are expecting way too much of me. This is a mentality that will get one nowhere fast.
Have wonderful conversations with your team members,
John
Mary, you have hit a hot button for me on this.
Even though humans create performance, I often hear mangers talk about the humans on their teams as production machines, there to produce outcomes regardless of how they feel. If our team members come to us broken and damaged by the communities within which they have developed, and they do, why would we argue that it is inconvenient or not our role to create interactions that help them heal and become productive and healthy members of our enterprises? This is similar to managers that continuously attack team members as lazy or non-committed. I often hear, "I come to work and do not need to be rewarded and nurtured, therefore why should I do it for others?" My simple answer is because that is what you get paid to do as a leader. I see this attitude as a lack of accountability. I can hear it now, “The reason that I have poor performance, high attrition, high absenteeism, poor relations with my team members is because they have no work ethic and are not committed like I am. If recruiting would just hire quality team members I could be successful”
I ask a very hard question of the leaders that I serve and develop, “Who are you being that you are getting the results that you are getting?” If you do not like the results that you are getting, don’t blame your team and their unreasonable demands and poor work ethic, look to yourself and ask yourself what you are doing to create these results. High performance people create high performance enterprises. We do not lead robots. Humans have messy lives, emotions, relationships, and until we accept that this as so, we are going to pretend that this reality does not exist and drive performance down and team members out of our enterprises and destroy our ability to create loyal relationships with our customers. Of course we should be working with every individual in our enterprises to coach and develop them, and create the respectful relationships necessary for them to grow, feel productive, feel like they can be successful, and produce world class results for our enterprises and for the customers served.
The evidence for this? I have 44 teams within our building all focused on creating loyalty relationships with our customers. Without exception, those supervisors in our site that fully understand the Ying Yang of high performance, that relationship and performance improvement are inextricably combined, and care for and develop strong trust and rapport with their teams and coach them to high performance, have the lowest attrition and absenteeism in the site, have the highest morale on the site, and also have the highest performance on the site. They always reach out and nurture and develop their team members.
When team members feel disenfranchised, unconnected, uncared for, undeveloped, and feel like they cannot be successful in their role, they will fail, the team will fail, the manager will fail, and the company will fail. In the end the customer is the one who suffers. Talented leaders reach out and do what the rest of the managers out there will not do; they create high performance humans, who in turn create high performance for our enterprises and the customers that they serve.
To me the question posed is reactive vs. proactive. “Do people therefore project onto their organizations they work in an expectation that their employer will fulfill all their missing pieces?” A proactive approach is to believe that the organization should be proactively seeking to serve its employees. The organization should be seeking ways to create healthy, loyal, and committed team members rather than waiting for them to demand what they need. It becomes an ownership vs. victim mentality. I as a leader I own my role in creating high performance relationships and team members. I do not sit around complaining that these horrible team members are expecting way too much of me. This is a mentality that will get one nowhere fast.
Have wonderful conversations with your team members,
John
Sunday, August 17, 2008
A Sea Change, wonderful work discovered through networking
Years ago, 43 to be exact, Barbara Ettinger and I were in school together in 5th, 6th, and 7th grades at Ford Country Day School in Los Altos Hills California. I have extraordinary memories of my experience at Ford. The owner, teachers, and experience turned my life around as I wrote in this memorial and thank you to Judy, our friend and wife to Brent the owner of the school.
So why does this have anything to do with conversations? Being in conversation with others is the only way that we can change the world. And it never ceases to amaze me how we end up connecting with others and creating those conversations. One such surprise happened to me only a couple of weeks ago. I had put a page up on my site, linked above, about Ford School hoping to reconnect with others that I went to school with. And to my surprise, Barbara found my site and connected with me. Not only is this very exciting after 43 years, but the work she is doing is world changing work and I wanted to make sure that others were introduced to her film making. I was so impressed to say the least.
Barbara is creating conversations around the world with her work and in no small way, we connected and are now creating another conversation. Amazing. So please go to her web site for her new film, A Sea Change, so that you can explore the work that she is doing to help heal this world of ours.
Keep up the conversations and help others see the possibilities.
John
So why does this have anything to do with conversations? Being in conversation with others is the only way that we can change the world. And it never ceases to amaze me how we end up connecting with others and creating those conversations. One such surprise happened to me only a couple of weeks ago. I had put a page up on my site, linked above, about Ford School hoping to reconnect with others that I went to school with. And to my surprise, Barbara found my site and connected with me. Not only is this very exciting after 43 years, but the work she is doing is world changing work and I wanted to make sure that others were introduced to her film making. I was so impressed to say the least.
Barbara is creating conversations around the world with her work and in no small way, we connected and are now creating another conversation. Amazing. So please go to her web site for her new film, A Sea Change, so that you can explore the work that she is doing to help heal this world of ours.
Keep up the conversations and help others see the possibilities.
John
Monday, July 07, 2008
Conversations and collaboration are the way forward...
if you are interested in creating a sustainable world. This is one of the core messages that I got out of reading Peter Senge's new book, The Necessary Revolution. This book is a testament to the power of conversation and a must read for anyone interested in being a part of transforming our world. Please read the book review below that I wrote and posted on Amazon.com and on shelfari.com. My message to you? Buy the book and read it. Then act.
This long awaited book fulfills all of my expectations for a manual to help us create the conversations and collaboration necessary to reclaim our world's health. Over the years there have been quite a few high impact books helping us understand the extent of the challenges we face as we look forward to create a sustainable world. "The Necessary Revolution" steps forward and outlines how to create the partnerships that are needed to unleash the pent up creativity that millions of team members across the world and in all enterprises have been holding back. Peter Senge and team from his organization Society for Organizational Learning come at the subject as world leaders in the austere world of business. It is going to be very difficult for business leaders across the world to read this work and write it off as rantings of an extremist. Peter is one of the top business minds in the world and I do not believe this work can be easily ignored.
For those of us who are disbursed across enterprises and feel like we have little impact on moving our enterprises towards a more sustainable future, this book provides outstanding case studies of work being done across the world by enterprises large and small. Some of the work and the visions of the leaders chronicled in this text are not only enlightening but surprising. After many chapters a "toolbox" is provided to help set the stage for the conversations and collaboration needed to move change forward. And of course, all of this work is set in a framework of systems thinking which is so necessary to be able to see beyond the silos so many are bound by.
"The Necessary Revolution" should be required reading for community leaders of all types, NGO, religious, Government, and corporate alike. As we start to create these critical partnerships and conversations focused on sustainability, I believe that we can quickly change the course that we are on. A must for every person who wants to see a change in our direction. Thank you Peter, Bryan, Nina, Joe, and Sara for this extraordinary work.
Keep up the conversations and let's work to improve this speck of dust in space for our children and their children and the generations to come. They deserve it.
John
This long awaited book fulfills all of my expectations for a manual to help us create the conversations and collaboration necessary to reclaim our world's health. Over the years there have been quite a few high impact books helping us understand the extent of the challenges we face as we look forward to create a sustainable world. "The Necessary Revolution" steps forward and outlines how to create the partnerships that are needed to unleash the pent up creativity that millions of team members across the world and in all enterprises have been holding back. Peter Senge and team from his organization Society for Organizational Learning come at the subject as world leaders in the austere world of business. It is going to be very difficult for business leaders across the world to read this work and write it off as rantings of an extremist. Peter is one of the top business minds in the world and I do not believe this work can be easily ignored.
For those of us who are disbursed across enterprises and feel like we have little impact on moving our enterprises towards a more sustainable future, this book provides outstanding case studies of work being done across the world by enterprises large and small. Some of the work and the visions of the leaders chronicled in this text are not only enlightening but surprising. After many chapters a "toolbox" is provided to help set the stage for the conversations and collaboration needed to move change forward. And of course, all of this work is set in a framework of systems thinking which is so necessary to be able to see beyond the silos so many are bound by.
"The Necessary Revolution" should be required reading for community leaders of all types, NGO, religious, Government, and corporate alike. As we start to create these critical partnerships and conversations focused on sustainability, I believe that we can quickly change the course that we are on. A must for every person who wants to see a change in our direction. Thank you Peter, Bryan, Nina, Joe, and Sara for this extraordinary work.
Keep up the conversations and let's work to improve this speck of dust in space for our children and their children and the generations to come. They deserve it.
John
Wednesday, May 21, 2008
If you ever doubted the power of conversation, read...
Three Cups of Tea. What a life changing book. Not only is this book about a powerful strategy for healing the world, it is about what we should be doing, being in conversation with others in the world so that we can build bridges and schools rather that attack and demonize those who like us are simply trying to take care of their friends and families the best way they know how. What is absolutely clear to me is that the only way to understand others, to build relationships, is through conversation. As Margaret Wheatley says, "I believe we can change the world if we start listening to one another again. Simple, honest, human conversation. Not mediation, negotiation, problem-solving, debate, or public meetings. Simple, truthful conversation where we each have a chance to speak, we each feel heard, and we each listen well."
This is indeed the essence of leadership. Simple honest human conversation. When was the last time that you had a simple honest human conversation with your team members, your family, your friends, or those you simply do not understand? This is a question that we must all ask ourselves. Only through conversations will we ever connect and help others grow, learn, understand, and thrive as humans. This is our opportunity as humans. As I read Three Cups of Tea I was struck with not only Greg's passion and abilities, but his willingness to open his heart and simply be in conversation with others. Because he was able to listen and learn, his heart and the hearts of those he hoped to help were opened to possibilities. He saw possibilities and greatness in the people of Northern Pakistan. What if we all saw possibilities in those from other cultures, faiths, and traditions? Then simply engaged with them in conversation. We too could change the world.
It has been a while since I felt like something was so important that I needed to write about it. So in this post I suggest a call to action. Not simply an intellectual exercise, but a commitment to contribute our knowledge, our time, our heart, and our dollars to support the efforts of the Central Asia Institute and its mission to build schools to educate girls in this part of the world. We can change the world, one child at a time, one school at a time.
Engage in conversations around questions that matter. And then act to help change the world.
Your friend in conversation,
John
This is indeed the essence of leadership. Simple honest human conversation. When was the last time that you had a simple honest human conversation with your team members, your family, your friends, or those you simply do not understand? This is a question that we must all ask ourselves. Only through conversations will we ever connect and help others grow, learn, understand, and thrive as humans. This is our opportunity as humans. As I read Three Cups of Tea I was struck with not only Greg's passion and abilities, but his willingness to open his heart and simply be in conversation with others. Because he was able to listen and learn, his heart and the hearts of those he hoped to help were opened to possibilities. He saw possibilities and greatness in the people of Northern Pakistan. What if we all saw possibilities in those from other cultures, faiths, and traditions? Then simply engaged with them in conversation. We too could change the world.
It has been a while since I felt like something was so important that I needed to write about it. So in this post I suggest a call to action. Not simply an intellectual exercise, but a commitment to contribute our knowledge, our time, our heart, and our dollars to support the efforts of the Central Asia Institute and its mission to build schools to educate girls in this part of the world. We can change the world, one child at a time, one school at a time.
Engage in conversations around questions that matter. And then act to help change the world.
Your friend in conversation,
John
Wednesday, February 06, 2008
"You can not give away what you don't own...
...anymore than you can come from where you haven't been." This quote by Larry Wilson founder of Wilson Learning and Pecos River Learning is one of the foundation pieces to my work in conversational leadership. If we do not engage those who work for and with us in healthy respectful conversations, how can we ever expect them to do the same with others. It is really quite simple. With the hundreds of books written on leadership you might think that this field is extrememly complex. I just do not see it this way. If we expect our team members to show caring and compassion for our customers and other team members and we do not provide that same caring and compassion for them, we are deluded if we believe they can give away what they do not receive.
Sure some people will simply deliver because that is who they are but we can not expect everyone to have that level of inner peace. And playing the "they should..." game is of no use. Sure everyone "should" have a healthy and robust personal tool kit but just because we wish it were so, does not mean it will be. If we want to be leaders, we must first own our responsibility to those around us to help them grow and develop into the "greatness" they have inside of them. With that level of commitment, our conversations will shift from the "You should have..." to the "I see in you..". But back to the quote, if we as a leaders have no compassion, no love, no caring, no empathy, no spirit of service, how on earth do we expect to deliver the same to those who depend on us. And for us then to expect these same people to deliver what we can not or will not deliver to them is most certainly demanding of a reality check.
So again this is all quite simple. We need to reach out and engage others in conversations based on compassion, caring, love, empathy, and a spirit of service and once we do so, we just might be given permission to provide insights on performance improvement helping others be successful and helping them help the enterprise fulfill its goals and objectives. This is what conversational leadership is all about. A balance that can only be achieved with a open heart and an open mind. I wish you the best and continue the wonderful conversations.
John.
Sure some people will simply deliver because that is who they are but we can not expect everyone to have that level of inner peace. And playing the "they should..." game is of no use. Sure everyone "should" have a healthy and robust personal tool kit but just because we wish it were so, does not mean it will be. If we want to be leaders, we must first own our responsibility to those around us to help them grow and develop into the "greatness" they have inside of them. With that level of commitment, our conversations will shift from the "You should have..." to the "I see in you..". But back to the quote, if we as a leaders have no compassion, no love, no caring, no empathy, no spirit of service, how on earth do we expect to deliver the same to those who depend on us. And for us then to expect these same people to deliver what we can not or will not deliver to them is most certainly demanding of a reality check.
So again this is all quite simple. We need to reach out and engage others in conversations based on compassion, caring, love, empathy, and a spirit of service and once we do so, we just might be given permission to provide insights on performance improvement helping others be successful and helping them help the enterprise fulfill its goals and objectives. This is what conversational leadership is all about. A balance that can only be achieved with a open heart and an open mind. I wish you the best and continue the wonderful conversations.
John.
Friday, December 21, 2007
A Squidoo lens focused on how to lead through conversation
This new Squidoo lens provides a look at my work and interest in a variety of areas where conversation is the foundation. I welcome conversations on any of these topics and welcome ideas where we might be able to collaborate together to change the world.
Conversational leadership: This is where most of my current work as a Leadership Development Manager is focused. I have a deep seated belief that conversation is at the core of relationships and performance improvement.
Sustainability: Social and ecological responsibility are a passion of mine. I will explore and provide a lens into some of the better work in this critical area of focus.
Conversation: I believe that conversation can change the world. I again will explore and provide a lens into some of the better work in this critical area of focus.
read more digg story
Conversational leadership: This is where most of my current work as a Leadership Development Manager is focused. I have a deep seated belief that conversation is at the core of relationships and performance improvement.
Sustainability: Social and ecological responsibility are a passion of mine. I will explore and provide a lens into some of the better work in this critical area of focus.
Conversation: I believe that conversation can change the world. I again will explore and provide a lens into some of the better work in this critical area of focus.
read more digg story
Saturday, December 15, 2007
Possibilities: I see greatness in you
Can you imagine the healing in our world if only everyone in leadership saw possibilities in their team members rather than deficiencies? Can you imagine if we all said to our team members, "I see possibilities in you. I see greatness in you. I want to reach out and help you develop the greatness I see in you." Instead all to often we say to our team members, "You are not good enough. All I see in you are your inadequacies." I can hear a collective human cry, "Please someone see what possibilities I have and reach out to help me develop my greatness. I do have greatness in me, I am just not sure what it is or how to access it. Please reach out and help me." And quite honestly, this is the role of a conversational leader. How can you lead if you can not see greatness in others? I just do not see how that can be.
At the end of a three day leadership development course I teach within my organization, we play a video, "Leadership: an Art of Possibility" produced by Groh Productions. This is one of the most powerful videos that I have ever seen. We speak to possibilities throughout the workshop and this video drives home the message that if we were only to see possibilities in our team members, we could help transform their lives. If we can do that, we can help create healthy team member who will create healthy families and healthy homes for our children to grow up in. The possibilities are extraordinary.
I don't know about you, but I long for someone, anyone to tell me that they see greatness in me and possibilities that I do not yet see. Sometimes I feel that just because people see that I have my "act together" that I don't need a helping hand. Each of us can use a helping hand. A mentor to help us navigate the complex waters of the communities within which we work, play, and contribute. I can only imagine what it would feel like to have someone come to me and say, "I see possibilities in you. I see greatness in you. I would like to help you achieve that greatness."
So my plea to you is to reach out and start this conversation with those who count on you for support. Your friends, your family, you significant other, your children, your employees, your students, and your peers. I believe that you can change the world through the act of engaging in these simple conversations.
I wish you the best and keep up the conversations.
John
At the end of a three day leadership development course I teach within my organization, we play a video, "Leadership: an Art of Possibility" produced by Groh Productions. This is one of the most powerful videos that I have ever seen. We speak to possibilities throughout the workshop and this video drives home the message that if we were only to see possibilities in our team members, we could help transform their lives. If we can do that, we can help create healthy team member who will create healthy families and healthy homes for our children to grow up in. The possibilities are extraordinary.
I don't know about you, but I long for someone, anyone to tell me that they see greatness in me and possibilities that I do not yet see. Sometimes I feel that just because people see that I have my "act together" that I don't need a helping hand. Each of us can use a helping hand. A mentor to help us navigate the complex waters of the communities within which we work, play, and contribute. I can only imagine what it would feel like to have someone come to me and say, "I see possibilities in you. I see greatness in you. I would like to help you achieve that greatness."
So my plea to you is to reach out and start this conversation with those who count on you for support. Your friends, your family, you significant other, your children, your employees, your students, and your peers. I believe that you can change the world through the act of engaging in these simple conversations.
I wish you the best and keep up the conversations.
John
Saturday, December 01, 2007
New Squidoo Lens on Beauty and Technology
This new squidoo lens focuses on tools and resources that help bring beauty to your part of the online world. Not just for online communication designers in building websites, blogs, newsletters, wikis, & other online spaces, this will be a valuable asset to anyone with a social networking profile (FaceBook, LinkedIn, MySpace, etc.).
Amy not only is a wonderful online communication designer, she is the technology genius behind The World Cafe. Amy comes to her work with an intimate understanding of conversation and the power of community to change the world. I do not know of anyone else who has this unique perspective and is able to bring that to her clients. As I explore social networks and the role of learning conversations, I am struck that I know so little yet have come so far. I value Amy and her ability to help me grasp the extraordinary opportunities of building communities of practice bound together through conversation. Certainly check out Amy's work and if you are looking for a resource, engage her in a conversation and see what happens.
Continue the conversations.
John
read more digg story
Amy not only is a wonderful online communication designer, she is the technology genius behind The World Cafe. Amy comes to her work with an intimate understanding of conversation and the power of community to change the world. I do not know of anyone else who has this unique perspective and is able to bring that to her clients. As I explore social networks and the role of learning conversations, I am struck that I know so little yet have come so far. I value Amy and her ability to help me grasp the extraordinary opportunities of building communities of practice bound together through conversation. Certainly check out Amy's work and if you are looking for a resource, engage her in a conversation and see what happens.
Continue the conversations.
John
read more digg story
Friday, November 16, 2007
Pegasus Conference
I attended the Pegasus conference from Sunday October 4th through Wednesday October 7th. The conference title Amplifying Our Impact: Strategies for Unleashing the Power of Relationship was well defined. The speakers, the break out sessions and the tone of the conference fully honored and supported conversation as the foundation for change in our world. And over and over again, I gained perspective on how I could personally amplify my impact on our world. In particular, I found the partnership with The World Cafe and the Society for Organizational Learning to be very powerful. I had the opportunity to participate in meetings and sessions with both organizations and came away from the conference with renewed hope for our world. I also came away from the conference with new friends and partners, all focused on the work that I love.
There were about 1000 participants at the conference all focused on building communities that focus on learning, systems, and conversation. What an extraordinary experience. I could not have asked for more from a conference. Some of the personal highlights for me included Otto Scharmer, Peter Senge, Juanita Brown, David Isaacs, Nancy Margulies and her wonderful graphic work and then Van Jones who is proving that we can change the world through a focus on solutions rather than problems.
I have provided a link to The World Cafe Blog where Amy Lenzo of The World Cafe has done a wonderful job of capturing the tone and essence of the conference. I will not even try to replicate this fantastic work. I highly recommend that you go to this blog and not only review this post but sign up and participate if your love is around creating conversations that matter.
One of my personal insights was about the emerging field of work around conversational leadership, see my Conversational Leadership model that I talk to, a field that I am fully engaged in and focused on. I first defined this field of work in my paper on conversational leadership, Con versare: To Dance Together, in my last year of my masters program in late 2002. It was so gratifying to know that this field of study is begining to gain some recognition.
Pegasus has another conference scheduled for next year in Boston on November 17-19, titled Systems Thinking in Action, a conference I will surly attend.
I wish you the best and keep the conversations going.
John
There were about 1000 participants at the conference all focused on building communities that focus on learning, systems, and conversation. What an extraordinary experience. I could not have asked for more from a conference. Some of the personal highlights for me included Otto Scharmer, Peter Senge, Juanita Brown, David Isaacs, Nancy Margulies and her wonderful graphic work and then Van Jones who is proving that we can change the world through a focus on solutions rather than problems.
I have provided a link to The World Cafe Blog where Amy Lenzo of The World Cafe has done a wonderful job of capturing the tone and essence of the conference. I will not even try to replicate this fantastic work. I highly recommend that you go to this blog and not only review this post but sign up and participate if your love is around creating conversations that matter.
One of my personal insights was about the emerging field of work around conversational leadership, see my Conversational Leadership model that I talk to, a field that I am fully engaged in and focused on. I first defined this field of work in my paper on conversational leadership, Con versare: To Dance Together, in my last year of my masters program in late 2002. It was so gratifying to know that this field of study is begining to gain some recognition.
Pegasus has another conference scheduled for next year in Boston on November 17-19, titled Systems Thinking in Action, a conference I will surly attend.
I wish you the best and keep the conversations going.
John
Saturday, September 29, 2007
World as Café
I recently received a note to connect on my Zaadz network and the person who was connecting was asking about conducting a World Café process. His boss was concerned that this would just produce a complaint session. Having conducted World Café's in my work, I assured him that nothing could be further from the truth. The intimate conversations based on a question that really mattered would produce a highly meaningful session I told him. I encouraged him to review the World Café guide and move ahead with confidence.
As I had not been using the World Café process recently, I explored current posts on the process and found the David Isaacs blog called World as Café. I was thrilled to find the blog and be able to connect to the ongoing conversation about the World as a Café. The more that we can support this work the better. You can find the updated blog at http://conversationsthatmatter.typepad.com/world_cafe_community/.
As I had not been using the World Café process recently, I explored current posts on the process and found the David Isaacs blog called World as Café. I was thrilled to find the blog and be able to connect to the ongoing conversation about the World as a Café. The more that we can support this work the better. You can find the updated blog at http://conversationsthatmatter.typepad.com/world_cafe_community/.
I wish you the best in your conversations.
John
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