‘When the bombs were falling like rain, Jennie stayed here with us.’
As a leader in international NGO, Tearfund, Jennie had always struck me as a quiet and unassuming person. We visited community rebuilding initiatives together in Lebanon just after the harsh and brutal civil war. Amidst shattered buildings, lives broken by sectarian conflict, aerial bombardment of the Beirut power station (just as we arrived) and Syrian ‘peacekeeping’ troops everywhere, we met with Christian leaders who recounted countless stories of heartache and hope.
One of the things that struck me most was their deep reverence and respect for Jennie. Whenever she spoke, they listened with profound attention. Curious about this, I asked one of the leaders about it afterwards. He replied, ‘During the war, most NGOs withdrew because it became too dangerous for them to stay. Jennie was different. She refused to abandon us. When the bombs were falling like rain and we had nowhere else to run to or hide, Jennie stayed here with us.’
I felt completely speechless, humbled and amazed. I imagined myself in that same situation: how I would almost certainly have fled for my own safety – and have found or created very good reasons to justify myself for doing so. Yet what an impact now. The leadership and influence that Jennie was able to bring to this work by having been-with; not based on any hierarchical status, power or authority she held, but on a deep and incarnational, presence, relationship and trust.
'To err is human. To blame it on someone else shows great management potential.'
That made me laugh! It’s a fun variation of Hubert H. Humprey’s, ‘To err is human. To blame someone else is politics.’ But wow – how easy it is to deflect and project our own faults and failures outwards onto others. We see it happen all over the place, from interpersonal relationships to international relations. It’s a way of defending ourselves; of trying to avoid or escape the costs of responsibility; of promoting ourselves; of appearing innocent or superior. It’s about helping us to feel good about ourselves and-or wanting someone else to feel good about us.
It's quite tricky if we don’t know we’re doing it – and it can lead to potential high-risk consequences. ‘Self-deception is like this. It blinds us to the true causes of problems, and once we’re blind, all the solutions we can think of will actually make matters worse.’ (Arbinger Institute: Leadership and Self-Deception, 2000). This poses a difficult question: how to deal with our blindness if we don’t know we’re blind? And what if, if we’re honest – for whatever reason – we don’t want to know? An old adage goes: ‘There are none so blind as those that won’t see.’ Ignorance is bliss?
I’ll start with the last question first. If I’m working with a person in coaching or a group in action learning and I sense resistance in this area, I won’t push too hard. It could, for instance, trigger repressed trauma or suppressed anxiety. Instead, I may pose an invitation, e.g. ‘Is this something you would find useful to explore further? What, for you, would be the potential benefits of exploring this, or the potential costs of not exploring it? If you were to explore this, what support or challenge would you need from yourself, me and-or others?’ It’s their call, their choice.
Next to the first question. This touches on a field known as critical reflexivity. It’s like holding up a mirror to ourselves rather than fixing our gaze elsewhere or onto others. We can think of it as something like this: ‘What within me – e.g. in my own past, culture or world – is influencing what I’m thinking, feeling and doing now?’ This could include, for instance, our beliefs, values, hopes, fears and expectations. It could also include hidden vested interests; that is, things we want to protect or preserve and-or to acquire or achieve. Such influences act as subconscious filters.
In coaching and action learning, I work with people and groups to help them learn to pose searching questions to themselves in a spirit of open curiosity and discovery, e.g. ‘Who or what is holding my attention in this relationship or situation? How am I feeling? Who or what am I not-noticing? What assumptions am I making? How is my past influencing my present? Who or what matters most to me now? How might I be evoking this response in the other party? What am I willing to take responsibility for? What do I want or need? What am I willing to stop, start, change or compromise?’
The outcomes and benefits of this approach can be truly transformational. It calls for humility, courage, authenticity and a willingness to exercise personal leadership and agency, yet can open up all kinds of fresh possibilities – and hope. Imagine, for instance, to approach an adversary, prayerfully, in the midst of conflict: 'We are in such a mess. I'm sorry...and, as I look at how we got here, I could have handled my part in this better...' It’s a stark contrast to avoidance, accusation and finger-pointing. What a possibility to co-create a different relationship – and a different future.
(See also: Spots; Art of Deception; Stealth)
Turn on the TV and you will see heart-breaking scenes of streams of desperate people, frightened, shell-shocked and displaced by war, fleeing within Ukraine or escaping across crowded borders into neighbouring countries. It’s a tragic and all-too-familiar scene. Not that long ago, we witnessed similar images of dispossessed and traumatised people, at that time clinging together in crowded boats or walking on long roads, trying to reach safety away from the ravages of a brutal war in Syria.
It's tempting, in such circumstances, to compare and contrast. Why, for instance, is Poland throwing its doors wide open to Ukrainian refugees whereas it was decidedly reluctant to do so for Syrian refugees? Is this evidence of endemic racism? It is because Ukrainians are white, because they ‘look like us?’ – as more than one TV reporter asked this week. These are important questions... and they also risk pitching one set of refugees against another, as if competing for empathy and support.
I’ve had the personal privilege of working in the UK alongside asylum-seekers and refugees from countries as diverse as Afghanistan, China, Congo, Egypt, El Salvador, Eritrea, Honduras, Iran, Iraq, Kurdistan, Mali, Mexico, Somalia, Sudan, Syria, Turkey, Vietnam and Yemen. Up-close, every person is unique, has a name, and carries his or her own lived experience, his or her own individual story. Step back, and we can discern patterns shaped by e.g. culture, history, language, narrative and geopolitics.
In some significant respects, I believe European public discourse concerning the Ukrainian refugee situation is different to that in 2015. Geopolitical factors include: Ukraine borders directly with Europe, vs Syria lays at a geographical distance; Ukraine is perceived primarily as an invasion by a foreign power, vs Syria was viewed primarily as a civil war; Ukraine is perceived in simple terms as a ‘hero’ against a ‘villain’, vs Syria was perceived as a complex conflict between multiple ‘villains’.
Cultural factors include: Ukrainian refugees are perceived as culturally- and pro-European, vs asylum-seekers in 2015 who came from a diverse range of countries and cultures – often perceived as hostile to European liberal values and cultures; Ukrainian refugees are primarily women and children and, therefore, considered most-vulnerable and least-threatening, vs asylum-seekers in 2015 were perceived as primarily men and, therefore, considered least-vulnerable and most-threatening.
If we are willing to pause and reflect openly, honestly and critically, we can see that the stance we take reveals all kinds of underlying personal and cultural beliefs, values, assumptions and biases – including whom we consider worthy, or not, and why. The media plays a very powerful role since most of what we believe and think we know about asylum-seekers and refugees is mediated via media. The ‘news’ is a blend of info and drama, with an agenda. Let’s not fan the flames of a refugee war.
(For further reading in this area, see: Alexander Betts & Paul Collier, Refuge: Transforming a Broken Refugee System (2018))
‘Truth is the first casualty of war, they say. In fact, it’s more often freedom and reason.’ (Brendan O’Neill)
I was wrong. I didn’t imagine that Russia would actually launch a full-scale assault on Ukraine. I felt sick, shocked and dismayed as the news unfolded this week. I can only imagine how it must feel for Ukrainians to find their country under attack and for Russians to discover their country has started a war. I felt near-despair too as I listened to rhetoric in the UK Parliament and media in the immediate wake of the invasion, denouncing neo-fascist Russian nationalism and imperialism whilst, at the same time, silencing any voices of dissent here with words like ‘appeasement’ and ‘treason’.
There are insights from various psychological fields that can help us, yet we know from arenas such as cognitive and human givens therapies that our receptivity and ability to reason is impacted profoundly when overwhelmed by feeling. Emotions like anger, resentment and fear are running high at the moment; and understandably so because this crisis and all that it could mean are very real and being experienced by real people, families and communities here-and-now – and that makes it hard to think clearly. Yet we must think, and pray, and act with wisdom, and quickly.
I can only guess what’s in Putin’s mind. The geopolitical dimensions to this conflict are complex and well beyond my ability to know or understand. I can, however, speak as a citizen or the West. I spent many years working closely with an anti-Nazi activist in Germany. I learned that we need to pay very careful attention to the conditions in which otherwise insane decisions will appear and feel rational. Hitler and the Nazis were supported and elected in Germany by many with great enthusiasm against a specific contextual backdrop: in Gestalt psychology, the ‘ground’ that gives rise to a ‘figure’.
The ’ground’ out of which the current crisis has developed is very complex indeed. It includes: a long cultural history in Russia of autocratic leadership; the brutal and devastating Nazi invasion of the Soviet Union from (geographically) the West; a loss of Russian power and self-esteem following the collapse of the Soviet Union; the subsequent expansion of the NATO military alliance eastwards towards Russia’s borders; the expansion of the EU economic block eastwards to (potentially) incorporate Ukraine; a corresponding and growing sense of vulnerability and resentment in Russia.
Does this suggest that the West has somehow caused the war in Ukraine? No. Correlation of these factors does not mean causation. Putin has made his own decisions. Does it suggest that the West has contributed to creating the conditions under which Putin’s decision became more likely? That’s a question I believe, in the midst of our justifiable outrage at Russia’s unjustifiable actions, we would do well to consider with prayer, humility and critical reflexivity. We stand at the edge of a dangerous precipice and, to move forward, we need very different thinking to that which brought us here.
Adrian’s a guru on the negotiation skills front. ‘Say what you want, not what you don’t want’, he advises, wisely. If it’s a complaint or a dispute, ‘State what would resolve it for you’. It’s a solutions-focused approach that makes desired outcomes clear and explicit. ‘Too often’, he says, ‘we leave the other party to second-guess what we want. We raise an issue or a problem – but we don’t let them know what we’d prefer or what would make a happy resolution for us.’
Imagine, for instance, contacting a supplier who has provided you with faulty goods or substandard services. ‘I’m very disappointed that X arrived broken’, or ‘I felt frustrated by your lack of attention to customer care.’ These may be fair comments and we might well assume that the supplier knows what would restore our confidence. Try instead, ‘I’d like a replacement delivered by X (date) please’; ‘I’d like a full refund on my room today and X (%) discount next time.’
A similar principle applies when navigating relationships. Tensions or unresolved conflict are common themes in coaching. A person may feel hurt or frustrated, become fixated on a problem, and lose sight of the relationship they hope for. To help someone to envision a different future – and how they may frame a conversation in terms of what they do want – can be transformational. ‘This is how I’d like us to work together. How would that be for you?’
The brutal murder of Samuel Paty, a teacher in France on Friday, spun freedom of expression back into the media spotlight. Freedom of speech is, after all, a bedrock of Western democracy – not only the safeguarding of the expression of thoughts, feelings, and opinions but also, critically, the right and opportunity to be exposed to those of other people and groups too. The same principle applies in liberal education: learning, development, creativity and innovation emerge from the interaction of diverse insights, experiences and ideas; sometimes awkwardly or angrily if they clash, yet vital for healthy growth.
Emmanuel Macron has described the current Kairos moment as an existential crisis: a fundamental conflict between secular, liberal European values and those of radical Islam. A broader cultural backdrop is, however, a struggle between freedom of speech and freedom from harm, where the latter includes freedom from offence. Brendan O’Neill commented last weekend that, in France, “cancel culture turned murderous…the (teacher’s) beheading was a militarised expression of (it).” The silencing of a voice, the no-platforming of a dissenting view, can lead to dire unintended consequences.
Coming from a very different place politically to O’Neill, Douglas Murray struck a strikingly similar chord in, ‘The Madness of Crowds’ (2019/20): “We are going through a great…derangement”. Cultural and technological upheavals are driving humanity at breakneck speed into uncharted territories where many hitherto beliefs, values and assumptions are being stress-tested to their limits. Grasping at simplistic and polarising stances – no matter how irrational – is one way to feel safer and more purposeful in the world. So, question: What do these feverish times call for from us, as leaders, coaches, trainers and OD?
‘I know you think you understand what you thought I said but I'm not sure you realize that what you heard is not what I meant.’ ‘I guess I should warn you, if I turn out to be particularly clear, you’ve probably misunderstood what I said.’ (Alan Greenspan)
You may have had that experience of communicating something you thought was perfectly clear, only to discover that the other person got the completely wrong end of the proverbial stick. How is that possible? Was it something in what you said or, perhaps, how you said it that influenced how the message was received, distorted or misunderstood? Whatever the cause, when it does happen, you can both feel bemused, confused or frustrated – and the consequences can be difficult, damaging or dangerous.
I want to suggest this occurs mainly as a result of mismatched beliefs, values, assumptions and emotions in four critical areas: language, culture, context and relationship. There are, of course, situations in which a person may wilfully misinterpret what you said or simply choose to ignore you. However, I’m thinking more here about when it happens inadvertently and out of awareness. It’s something about what influences (a) what we infer and (b) how we interpret, when we communicate – so that we can improve it.
The language question means the same words can mean different things to different people, even in the same language group. The culture question means the assumptions I make appear obvious or self-evident in the groups or teams I belong to. The context question means I interpret what you say based on my own perspective and understanding of the situation. The relationship question means I filter what you say based on what I perceive and feel about the nature, dynamics and quality of our relationship.
So – this where a spirit of inquiry can help: Check what the other has heard and understood. Notice the language they use. Be curious about their cultural and contextual perspectives. Sense how they are feeling. Build trust.
What sense do you make of categorical, definitive statements? For example, ‘This book is excellent.’ ‘That person is annoying.’ Could it be that such truth claims say more about the person making them, perhaps also about the beliefs and values of the cultural worlds they inhabit, than who or what they are referring to? In coaching, what could they reveal about embedded, hidden and often subconscious assumptions, perspectives, constructs, needs, hopes, fears and expectations?
I had a difficult conversation tonight. Some close neighbours have 2 dogs that they leave outside barking and a son that kicks his football against the wall, fence and bins. The noise, the persistent intrusive disturbance, drives me crazy. I tried to tackle it in polite conversation but it ended badly. The neighbour was angry and frustrated with me and slammed the door with a loud bang as the conversation came to an abrupt end. I walked away feeling shaken, disappointed and stressed.
It is easy to imagine the kind of statements we could now be making about each other inwardly and, perhaps, outwardly in conversation with others. ‘That bloke is so inconsiderate!’ ‘That guy is so over-sensitive.’ It’s as if the statements we project convey objective, incontrovertible truths about the other, statements of what-is rather than statements of subjective opinion, of cultural possibility and, at a deeper level, of veiled revelations of how we are feeling and the pain and hurt of unmet need.
I worked with one leader, Richard Marshall, who took this principle very seriously. Every time I or another made a definitive statement, he would challenge us to personalise it. So, for example, ‘This meeting is a waste of time’ would be reframed as something like, ‘I feel frustrated in this meeting and would prefer to do X’. The effect was transformational. It surfaced underlying values and needs and made them explicit. So, is my neighbour unreasonable? I don’t know. I just need peace and quiet.
I live in a small rural community in central England. Until a couple of years ago, it was a tranquil, peaceful area. Then the local farmer introduced gas gun bird scarers, hoping to protect his crops. If you haven’t heard these guns, they emit a very loud bang every few minutes. It now feels like living next door to a live artillery range. Imagine a grenade exploding outside your front window every 2 minutes. From dawn until dusk. Day in, day out. Week in, week out. Month in, month out.
I struggle to find words to express how stressful and exhausting this experience is. As time goes by, I range from anger to frustration to despair. The sheer relentlessness of it tests my Christian values to the limit. I’ve written so many letters in my head and yet, thankfully, managed to avoid sending them. I’ve explained how I’m feeling and asked the farmer, politely, to consider alternative methods available that are not so intrusive. No response. The loud blasts continue. No end in sight.
And now imagine the farmer’s experience. Struggling to make a living, growing and selling his crops in an increasingly competitive market. Climate change making things worse, alternating between drought and floods. Birds wreaking havoc, or so it seems to him, on the crops. Every loud bang brings a feeling of comfort, an expectation of birds dispersed, hope for a good crop this year. The guns make him feel safer, better protected, more able to deal with the challenges he faces.
This begs questions such as whether the gas guns actually have what the farmer considers to be the desired effect (because increasing evidence shows they are ineffective or even, over time, attract birds) and whether a better win-win solution could be found. However, the striking aspect I want to focus on here is how two parties are able to experience and respond to what is, on the face of it, the same phenomenon, in this case loud bangs throughout the day, so very differently.
Bolman & Deal explored this phenomenon in 1991 and commented that, ‘What’s important is not what happens but what it means’, that is, that every event carries with it potential psycho-symbolic significance. This resonates with Ellis’ earlier observations (the basis for his rational emotive therapy, forerunner of cognitive behavioural therapy) that what we feel tends to be governed more by what we believe about an event, what associations it holds for us, than the fact of the event itself.
There are important implications for coaching and organisation development, as there are in therapy. When working with individuals, groups and organisations, we need to pay attention to what is happening in the client’s world and what meaning, what significance, it holds for them. Imagine, for instance, a change initiative at personal, team or organisational level. What, subjectively, will the change mean to the client? What hopes and fears and implications does it evoke for them?
The client’s meaning-making is likely to be influenced psycho-dynamically (i.e. how it resonates with their previous experiences) and culturally (i.e. how their cultural group – e.g. team, sector or wider community - makes sense of these experiences, including what value judgements it places against them). It means that where leaders seek to introduce proposals, solutions or resolutions, they need to take careful account of different stakeholder values, goals, perspectives and experiences.
It was an energising experience, facilitating a group of leaders this week who are keen to build a new high performing team. We pushed the boundaries of normal ways of working to stimulate innovative ideas in all aspects of the team’s work. We used photos to create an agenda and physically enacted people’s aspirations to avoid falling into conventional patterns of heady, rational conversation.
It felt very different to meeting ‘because that’s what we do’. There was a different dynamic, energy and momentum. Participants leaned actively into the conversation, not leaning back in passivity or boredom. Yet it can be a real challenge to break free from tradition, from norms that trap a team in ways of doing things that feel familiar and safe but, deep down, lack inspiration or effectiveness.
In our meetings, how often do we pause before diving into the agenda to ask, ‘What’s the most important thing we should be focusing on?’, ‘How are we feeling about this?’, ‘What is distracting us or holding our attention?’, ‘What could be the most creative and inspiring way to approach this?’, ‘What do we each need, here and now, to bring our best to this?’, ‘What would be a great result?’
So I presented a simple model to the team with four words: content (what), process (how) and relationship (who) encircled around goal (where). In all my experience of working with individuals and teams, whether in coaching, training or facilitation, whether in the UK or overseas, these four factors are key recurring themes that make a very real difference.
They seem to be important factors that, if we get them right, make a positive impact. They lead to people feeling energised, more alive, more motivated and engaged. Conversely, if we get them wrong, they leave people frustrated, drained of energy, bored or disengaged. Worse still, if left unaddressed, they can lead to negative, destructive conflict that completely debilitates a team.
We can use a simple appreciative inquiry to reflect on this.‘Think back to your best experience of working with another person or team. How did you feel at the time?’, ‘Think back to a specific example of when you felt like that with the person or team. Where were you at the time? What were you doing? What were they doing? What made the biggest positive difference for you?’
One of the things we notice when asking such questions is that different things motivate and energise different people. That is, of course, one of the tricky parts of leading any team. So a next question to pose could be something like, ‘What would it take for this team to feel more like that, more of the time for you?’ and to see what the wider team is willing to accommodate or negotiate.
Now back to the model with some sample prompts to check out and navigate with a client, group or team. Notice how the different areas overlap and impact on each other. It’s about addressing all areas, not just to one or two in isolation. However, having explored each area in whatever way or level suits your situation, you are free to focus your efforts on those that need
Goal: ‘What’s your vision for this?’, ‘Why this, why now?’, ‘What are you hoping for?’, ‘What would make a great outcome for you?’, ‘What would be the benefits of achieving it or the costs of not achieving it?’, ‘Who or what else is impacted by it and how?, ‘Where would you like to get to by the end of this conversation?’, ‘An hour from now, what would have made this worthwhile?’
Content: ‘What’s the most important issue to focus this time on?’, ‘What is the best use of our time together?’, ‘What is the issue from your perspective?’, ‘How clear are you about what this issue entails?’, ‘What feelings is this issue evoking for you?’, ‘What do we need to take into account as we work on this together?’, ‘Do we have the right information and expertise to do this?’
Process: ‘How would you like to do this?’, ‘What approach would you find most inspiring?’, ‘What might be the best way to approach this given the time available?’, ‘Which aspects to we need to address first before moving onto others?’, ‘What would be best to do now and what could be best done outside of this meeting?’, ‘Could we try a new way that would lift our energy levels?’
Relationship: ‘What’s important to you in this?’, ‘What underlying values does this touch on for you?’, ‘How are you impacted?’, ‘How are you feeling?’, ‘What are you noticing from your unique perspective?’, ‘What distinctive contribution could you bring?’, ‘What is working well in the team’s relationships?’, ‘What is creating tension?’, ‘How could we resolve conflicting differences?’
The versatility of the model is that it can be reapplied to coaching, training and other contexts too. In a training environment you could consider, for instance, ‘What are we here to learn?’ (goal), ‘What material should we cover?’ (content), ‘What methods will suit different learning styles?’ (process) and ‘How can we help people work together well in this environment?' (relationship).
In a coaching context it could look something like, ‘How do you hope to develop through engaging in this coaching experience?’ (goal), ‘What issues, challenges or opportunities would you like to focus on?’ (content), ‘How would you like to approach this together?’ (process) and ‘What would build and sustain trust as we work on these things together?’ (relationship).
I’d be interested to hear from you. Do the areas represented in this model resonate with your own experiences? Which factors have you noticed tend to be most attended to or ignored? Do you have any real-life, practical examples of how you have addressed these factors and what happened as a result? In your experience, what other factors make the biggest difference?
I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch!
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