It has been great to work with charities, human rights and international NGOs for over 25 years. Yet I keep seeing the same 4 x Cs impeding and undermining well-being, development, sustainability and hope. These are: culture, conflict, corruption and climate. In the face of complex global, systemic issues and dynamics and what can look like insurmountable odds, we can feel like Sisyphus of Greek mythology, endlessly pushing a heavy boulder uphill only to have it endlessly roll down again.
Take a culture that denies girls and women access to education, thereby limiting its own potential and capacity for the future. Or a violent conflict that wipes out years of progress, reducing people’s homes, livelihoods and infrastructure to ruins. Or insidious corruption that stifles human rights and drains away precious resources to line the pockets of the rich and powerful. Or dramatic changes in climate that render whole populations vulnerable to drought, flooding, poverty or displacement.
I wish I could point my finger at the anonymous, proverbial ‘they’ or ‘them’ who are responsible for all this. I’m tempted to blame politicians, media, religions, banks, multinationals, oil companies, rich, poor, uneducated, apathetic, self-interested, everyone…but myself. Yet, if I’m honest, I see imprints of similar dynamics at work within me too. It’s what Francis Spufford (in his vivid, graphic paraphrase for the Christian notion of sin) calls bluntly: the universal human propensity to f*** things up.
So - what advice could we offer Sisyphus today? What can we learn as leaders, coaches, trainers and OD? 1. Recognise that who we are and what we do is part of what is: we are part of the problem and part of the solution too. 2. Step back from immediate issues and concerns to view things systemically and prayerfully: who or what is causing and sustaining what, why and how? 3. Be humble, collaborative and courageous: who else's insights, talents and resources could we draw on to achieve meaningful change?
I took part in a workshop last week that focused on social media, work and leadership. One of the questions that Zoe Amar, the trainer, posed was, ‘What’s your personal brand?’ It was in relation to being clear and authentic about, say, who we are, what makes us distinctive, what others value about us, what we have to offer etc. I quickly thought about my own Twitter, LinkedIn and website profiles. How clear and consistent am I in how I portray myself, what is true about me and what matters to me, bearing in mind the different audiences and purposes for those profiles?
The phrase ‘psychological coach’ sprang to mind. ‘I’m a psychological coach’. I also do mentoring, training, facilitation, consultancy, writing and even some teaching yet, somehow, ‘psychological coach’ felt the clearest and most grounding. Perhaps it’s something about how I see myself, what I enjoy, what expertise I hold, where I feel my calling lays, where clients say I add value, how I see and approach what I do. The psychological part signifies a type, a focus, a style, an orientation to my work; the coaching part signifies developing and releasing hope and potential in others.
What this means in practice is that I tend to view and approach leadership, mentoring, training, facilitation, consultancy etc. through a psychological lens. I instinctively look at what enhances or inhibits people, teams, groups and organisations from psychological, relational, cultural and systemic perspectives. I draw on insights and practices from fields as diverse as social constructionism, Gestalt/field theory and cognitive behavioural psychology. I enable people, teams, groups and organisations to grow in insight and ability to create, achieve and sustain their transformation.
So – ‘I’m a psychological coach’. Inspired by my Christian faith and informed by my studies and experience, it’s at the heart of who I am in the world, my work, what I do and how I do it. What’s your personal brand?
What marks out professionals from practitioners, the best from the good? It’s a great question. One thing I would suggest is critical reflective practice (CRP). It’s a semi-structured way of learning in and through experience, often with support and challenge from peers, a coach or a non-managerial supervisor. It takes willingness and commitment, an on-going desire to learn, develop and improve. I want to suggest a four-stage CRP process (based on Kolb): experience; reflect; make sense; decide.
It will call us to pause, reflect and act; to be curious and test our assumptions, to expose our sometimes uncomfortable feelings and – for me – to pray for discernment and wisdom. Here are some sample questions. Firstly, experience: What happened? What was/am I aware of? Where was/is my attention? What was/am I feeling? What was/is the impact? Secondly, reflect: What was my intention? What beliefs or values were at play? What didn’t I notice? What assumptions was/am I making? What other options were/are available?
Thirdly, make sense: What are the bigger-picture issues (e.g. politics/principles)? What wider team or organisational issues does it reveal? What is the generic issue (e.g. conflict)? What theory or research could I draw on to inform my thinking and practice? What hypotheses am I making? Finally, decide: What have I learned through this? What do I need to do the same or differently in future? How I will I prepare next time? Do any wider issues need to be addressed? What will my next step be?
The third stage, ‘make sense’ distinguishes critical reflective practice from simple reflection on practice. It draws the experience and learning of others including academics and peers into the frame. It’s also the area that many professionals neglect because of time constraints – or because they are not sure how to do it. Simple ideas: journals, books, networks, conferences and LinkedIn groups. How good are you at critical reflective practice? What do you do to develop and sustain it?
Nick is a psychological coach, OD consultant and trainer, specialising in developing critical reflective practice.