Better to be on the edge than on the fence? There are times and places where diplomacy is the best option. There are, too, roles and situations in which a degree of neutrality is essential to enable a successful outcome. Coaching, mediation, group facilitation and process consultation are good examples. To become too embedded or embroiled is to lose the value that relative independence can bring. Yet, in spite of this, the most radical change often takes place at the bleeding edge.
What does that mean? At times it’s about leadership, taking a firm stance based on our beliefs and values, no matter how unpopular that may be or make us. This sometimes involves taking a counter-stance to prevailing received-wisdom, culture and norms. We associate various graphic metaphors with this approach, e.g. cutting edge; cut-through. The bleeding can result from the reaction, the push-back, the potential personal and professional cost. To take a stance can be and feel bruising.
At times it’s about being authentic, congruent and revealing our proverbial cards. ‘This is my stance on this issue. Let’s discuss how we can manage the boundary together so that it works positively for our relationship’ is very different to, ‘I don’t have a view on this’ or, ‘I don’t want to reveal my stance in case it impacts negatively on our relationship.’ The former can build trust; the latter may leave a person or a group suspicious or unsure. In my experience, this can be a sharp edge to negotiate.
How do you handle disclosure and stance in your professional relationships? How close do you get to the bleeding edge?
‘If you equate listening with being silent, not disrupting the status quo, not interrupting another person’s monologue, not challenging their view of the world ...you’re not ready to be a coach.’ (Ana Karakusevic)
I’m paid to be disruptive.
Isn’t that, after all, at the heart of what it is to be a good leader, coach, OD change agent or trainer? There’s something about an encounter with leadership, a true leader, that leaves us changed and transformed. The best OD people I’ve known have challenged, stretched and reframed much of what I thought I believed. The best trainers have impacted my ideas and practice. The best coaches have left me startled, dizzy, at times disorientated, and yet, somehow…renewed.
There is, however, a cost to all this. Don’t always expect a warm welcome and smiles in the room. An honest HR colleague commented to me once: ‘You pose questions and perspectives that can make us feel jarred, frustrated and, at times, even threatened. You turn everything upside down, inside out – and you are absolutely right to do so.’ And this is where contracting and trust prove critical. Without a genuine spirit of relationship and intention of support, we risk simply p***ing people off.
So, how far are you a disruptive influence? How well do you build trust through risk-taking with support?
‘I was embarrassed to ask the king for a cavalry bodyguard to protect us from bandits on the road. We had just told the king, ‘Our God lovingly looks after all who seek him.’’ (Ezra 8:22)
I don’t often laugh when reading biblical texts but this honest, heartfelt confession did make me smile. The writer, a role model and leader, found himself in a daunting situation and the faith he had felt in more secure circumstances now felt pretty daunting too. It was a moment of decision and it feels so contemporary, so real. Would he be willing to put his feet where his mouth had been? I can so relate to that tension. Do I stick with my vision, my beliefs, my values, when things get tough – or do I shrink back, compromise, take the easier road? Am I willing to take genuine steps in faith?
In the UK, we have ‘zebra crossings’ on busy roads, intended to provide safe crossing points for pedestrians. If I stand at the edge of a crossing and see cars flying past at speed, I may well hesitate to step onto the crossing for fear of being injured or killed. In fact, for visitors to the UK, choosing not to step onto the crossing will look and feel like a rational decision. Yet here’s the rub: until I take that first step, that step of faith, the cars are not obliged to stop. It’s only when I do so that the traffic will come to a halt, as if by magic. Change is what happens as we move forward.
So back to Ezra – and to us. Faith is acting on what we believe, as if it were true. I can imagine that daunted feeling, that heart-racing moment, that deep-breaths experience before taking…that…step. It could be an unnerving time, a risk-taking venture, a profound exercise in trust; whether in God, our intuition, research, resources, training – or all of the above. It could also be a thrilling, life-giving adventure, taking us to the edges of what we had dared to imagine possible or hope for. As leader, coach, OD or trainer, how do you enable people to take scary steps? How do you do it too?
‘Is that sufficiently unclear?’ (Richard Gold)
I took part in a fascinating workshop with Richard Gold this week. Richard is a Lego Serious Play facilitator who uses Lego as a colourful, creative, engaging and experiential tool to raise awareness, evoke insight and generate ideas with individuals, teams and groups. The method involves touching, moving, doing – physically – rather than simply talking about. It is a fun, visceral method that plays with metaphor and imagination and invites experimentation and team collaboration.
At each stage of the process, Richard offers minimal guidance, simple prompts, then asks in provocative spirit, ‘Is that sufficiently unclear?’ What a great question. It creates optimal space for serendipitous new experiments, insights and ideas to surface and evolve without being directive or prescriptive. It provides just-enough; inviting team participation, courage and co-creation. It reminds me of Henry Mintzberg’s ‘emergence’ – take a step forward and see what comes into view.
So that got me thinking about leadership, OD, coaching and training. There are situations where directive and prescriptive interventions are entirely appropriate. Yet how often – perhaps in our desire to impress, be helpful or achieve the outcomes we hope for – do we exercise too much control over the person, task or process? How often, in doing so, do we limit the potential for personal/team initiative, ownership, discovery and innovation? Are you sufficiently un-clear?
‘Come out from behind ourselves into the conversation and make it real.’ (Susan Scott)
Hiding for fear of discovery is an archetypal characteristic of human beings. Think back to Adam and Eve in the Garden of Eden. Think too to an ex-colleague of mine who, employed as a police officer, donned his uniform every day and – strange as it may sound – spent his time impersonating a police officer. John Powell reflected this phenomenon well in his classic book, ‘Why Am I Afraid to Tell You Who I Am?’ It’s very often about fear of exposure, risk of rejection…imposter syndrome.
There are, of course, at times good reasons to hide. I think, for instance, of criminals on the other side of the law who attempted last night to evade the blinding glare of a police helicopter searchlight outside a friend’s house. It was a dramatic scene, accompanied by the throbbing and deep reverberation of chopper blades overhead. We could think of such hiding as a rational and practical act – at least in the sense that it relates to a realistic prospect of arrest and imprisonment if caught.
Yet we may find ourselves hiding for all kinds of other reasons too. Hiding often manifests itself in relationships and at work in subtle avoidance strategies. We may rationalise our hiding by telling ourselves that we can’t tackle a tricky person, a difficult issue, a daunting conversation, because we’re too busy, it’s not our job, they wouldn’t listen or it could make things even worse. In doing so, we may deprive ourselves and others of invaluable talent, trust, possibility – and hope.
Stepping out takes courage with humility, challenge with support. When have you stepped out from behind yourself and made it real? When have you enabled others to step out too?
I was reminded recently of one of my sister’s ex-boyfriends in our teenage years. The lad was called Tom and, one day, he decided proudly to have his name tattooed on his neck. When he got home, however, he was dismayed to look in the mirror and read ‘moT’. ‘I can’t believe they spelt my name wrong!’, he exclaimed in near despair. My mother looked on in near despair too. How could her daughter be going out with this guy?? My sister laughed but poor Tom just looked puzzled.
I can hear so many satirical expressions immediately coming to mind: ‘Not the sharpest knife in the drawer; A few sandwiches short of a picnic; Proof that evolution can go in reverse’, etc. It’s as if we’re a lot brighter than Tom, less prone to such stupid mistakes. Tom misinterpreted what he saw but we see and understand things more clearly. Perception is reality and Tom needed a reality check. We’re not that easily tricked or confused. We’re not like Tom. We see things as they are.
That is, until we read books like David McRaney’s ‘You Are Not So Smart’ (2012). With a wide range of disarmingly simple-yet-profound examples, McRaney describes a whole host of ways in which we unknowingly and convincingly delude ourselves, pretty much every day. Alex Boese concludes on the back cover: ‘Fascinating! You’ll never trust your brain again.’ It’s as if the assumptions we hold about what is real and true about ourselves, the world, life and relationships need to be held…lightly.
Yet this poses some serious existential, ethical and practical challenges. Who or what are we to trust if we’re not sure what’s real or true? Who or what are we to take a stance on if we’re not sure if the ground we’re standing on is sound? Faith, doubt and belief come face-to-face with diverse related fields, e.g. social constructionism and Gestalt. This is rich territory for deep coaching, leadership and OD. So, tell me - what are your experiences of working with certainty and uncertainty, ambiguity and trust?
I write, therefore I think. I guess you could call that Descartes for Introverts. A journal editor contacted me this week to invite me to draft an article. The guidelines propose having a clear idea of content and structure from the outset. I get the point, I see the logic, but I’m aware I don’t write like that. I don’t think I even think like that. Often I don’t know what I think, what I want to say, until I start to write. This means that, for me, writing is an exciting adventure of exploration, discovery and promise. It’s as if each word, each sentence, opens the way for what could emerge, what could surprise, what will reveal itself, next.
I sometimes experience a similar phenomenon when I lead, teach, coach, facilitate. In the past, I would prepare…and prepare…so that I would be, well… – prepared. Now I notice I’m more interested in preparing myself. How to be present, curious, open to the person, open to the group, open to God, open to the moment: noticing what is preoccupying my thoughts, how I am feeling emotionally and physically, what is holding my attention, what I’m not noticing, what stories I’m telling myself. It's about learning to risk just one step forward with awareness, intention and belief in what could unfold, what will become, next.
This attitude, this stance, is invitational by nature. It reaches out to inquire, share, collaborate and co-create. It’s so different to a defensive, defended posture, trying to hold the ‘other’ or the future at bay to protect and preserve. It’s a willingness to be vulnerable, not-know, let go of control, move out and trust. It’s not easy to sustain this state if work and relationships feel pressured and stressed. It's easy to fall back. Yet it can be a place of great fruitfulness, alive and life-giving. It can be a sacred space where love thrives and where hope is truly transformational. It calls for a leap of faith. Just one step. Next.
When teams are under pressure, e.g. dealing with critical issues, sensitive topics or working to tight deadlines, tensions can emerge that lead to conversations getting stuck. Stuck-ness between two or more people most commonly occurs when at least one party’s underlying needs are not being met, or a goal that is important to them feels blocked.
The most obvious signs or stuck-ness are conversations that feel deadlocked, ping-pong back and forth without making progress or go round and round in circles. Both parties may state and restate their views or positions, wishing the other would really hear. If unresolved, responses may include anger/frustration (fight) or disengagement/withdrawal (flight).
If such situations occur, a simple four step process can make a positive difference, releasing the stuck-ness to move things forward. It can feel hard to do in practice, however, if caught up in the drama and the tense feelings that ensue! I’ve found that jotting down questions as an aide memoire can help, especially if stuck-ness is a repeating pattern.
1. Observation. (‘What’s going on?’). This stage involves metaphorically (or literally) stepping back from the interaction to notice and comment non-judgementally on what’s happening. E.g. ‘We’re both stating our positions but seem a bit stuck’. ‘We seem to be talking at cross purposes.’
2. Awareness. (‘What’s going on for me?’). This stage involves tuning into my own experience, owning and articulating it, without projecting onto the other person. E.g. ‘I feel frustrated’. ‘I’m starting to feel defensive.’ ‘I’m struggling to understand where you are coming from.’ ‘I’m feeling unheard.’
3. Inquiry. (‘What’s going on for you?’). This stage involves inquiring of the other person in an open spirit, with a genuine, empathetic, desire to hear. E.g. ‘How are you feeling?’ ‘What are you wanting that you are not receiving?’ ‘What’s important to you in this?’ ‘What do you want me to hear?’
4. Action. ('What will move us forward?’) This stage involves making requests or suggestions that will help move the conversation forward together. E.g. ‘This is where I would like to get to…’ ‘It would help me if you would be willing to…’. ‘What do you need from me?’ ‘How about if we try…’
Shifting the focus of a conversation from content to dynamics in this way can create opportunity to surface different felt priorities, perspectives or experiences that otherwise remain hidden. It can allow a breathing space, an opportunity to re-establish contact with each other. It can build understanding, develop trust and accelerate the process of achieving results.
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?
Calling has long-standing roots in theistic spiritual traditions, often associated with being ‘called by God’ to a certain way of life or to a specific course of action. Existential psychologists have commented on how sometimes it feels like a situation is calling for its own response from us. In both cases, the source of the calling is attributed to someone or something beyond us. It’s a phenomenon that can feel like an evocative pull, tugging at something deep within us.
I’ve experienced this many times since becoming a Christian, a strange intuition that feels beyond me, prompting or leading me in a certain direction. Sometimes it seems very clear or inspiring, at others it’s more of a vague notion, a restlessness that compels me to move or change. I’ve often experienced it in coaching relationships too, an almost irresistible impulse to speak or act that feels like revelation, an energising compulsion from the situation itself.
It’s not magic, something I can make happen, something I can manufacture for myself. It’s sometimes unexpected, sometimes challenging and sometimes involves scary risk-taking. It’s not definitive either, something I can measure, test or prove in a lab. This can make the experience of calling feel mysterious, sometimes spiritual, a step in faith in response to a curious, invisible stimulus. It’s as if something ‘out there’ connects with something ‘in here’, setting up a dynamic resonance.
So how to apply this in leadership and coaching? How to listen for and discern calling in the midst of so many other tasks and preoccupations that clamour for our attention? How to weigh up calling in order to act wisely? In my experience, there is no simple formula. It’s mostly about learning to be still, to live with awareness, to tune into my intuition, to be sensitive to prompts from the situation itself, to experiment and see what happens, to be open to God in prayer.
I wish I could say I always follow this call. Sometimes I'm sceptical, sometimes I pull back for fear of embarrassment or failure. Nevertheless, I've seen and felt amazing things happen when I do listen and act. I would love to hear from others on this topic of calling. When have you felt called? What was the situation? What did the experience of calling feel like? What did you attribute the calling to? How did you act in response? What happened as a result?
I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch!