NICK WRIGHT
  • Home
  • About
  • Services
  • Testimonials
  • Articles
    • Organisations and leadership
    • Learning and development
    • Coaching and counselling
  • Blog
  • e-Resources
  • News
  • Contact
  • Home
  • About
  • Services
  • Testimonials
  • Articles
    • Organisations and leadership
    • Learning and development
    • Coaching and counselling
  • Blog
  • e-Resources
  • News
  • Contact

Dissent

3/6/2016

38 Comments

 

The UK is going through an unprecedented period of democratic turmoil. It’s not just the EU-Brexit debate. It’s about how to handle difference: how to balance the right to freedom of speech with the right to freedom from harm. It’s a debate that has erupted in earnest on university campus’ recently where proponents of critical debate are clashing with proponents of ‘safe space’. How to conduct rigorous debate that doesn’t result in people feeling offended, hurt, vulnerable or at risk.

I’m noticing similar phenomena and tensions arising in organisations too. The advent and rapid of development of e.g. social media have created new forms of leadership and engagement that depend less on formal authority and more on networks of influence. Social media conversations are typically less formal, more open than traditional organisational conversations. This can leave some people worried about offending customers, hurting profits, brand vulnerability or reputation risk.

At the heart of these debates are questions around identity, values, protection and trust. When faced with difference or change, especially if it feels unsettling or dangerous, it can trigger fight or flight, a defensive response, a desire to withdraw from, stop, close down or minimise the source of anxiety or risk. It’s a posture that is often driven by – fear. An alternative can be to lean into the conversation, the relationship, to be curious, to invite challenge, to take a posture of – hope.

This takes courage. I worked with one organisation that had the strapline, ‘Connecting People’. It created a staff newsletter, ‘Connect’ and included, on the back page, a column called, ‘Disconnect’. It positively encouraged people to post their irritations and frustrations. I’ve seen other organisations do similar things too, inviting people through e.g. social media to engage in open and honest conversations about things that matter and to co-create solutions. So – what’s your stance?
38 Comments
Stella Goddard BA (Hons) Registered MBACP (Accred)
3/6/2016 03:49:45 pm

Nick, I think you are right when you talk about difference or change we can feel unsettled and not sure whether to run or stay and find out more. I think being genuinely curious can pave the way to better communication and greater understanding.

Reply
Nick Wright
3/6/2016 03:53:39 pm

Thanks Stella. Yes, I think a spirit of curiosity can make such a difference, along with a willingness to engage in critical reflection on our own and others' experience and practice. All the best. Nick

Reply
David Thompson
3/6/2016 07:26:48 pm

I am sure people of a nervous disposition and lacking in confidence are feeling the turmoil. Conversely I am enjoying the changes underway its long over due and it's time everyone found their "voice" democratic politics thrives on involvement whatever the outcome of Brexit bremain. Within organisations you can either seek involvement or run it top down with a focus on roles responsibility but leadership have to draw a line between seeking consensus and organisational objectives to deliver their goals.

Reply
Nick Wright
3/6/2016 07:36:08 pm

Hi David and thanks for the note. Yes, it's interesting to see how some people view the Brexit question as deeply disturbing whereas others see it as an exciting adventure. In my view, democratic politics thrives where this is effective government and effective opposition in which, often, the opposition presents a voice of challenge or dissent. It's a bit like De Bono's black hat (if you are familiar with the 6 hats model) that enables more thoughtful and, potentially, more inclusive decisions. On the organisational leadership front that you mention, my sense is that it's isn't either/or but, rather, a judgement call between engagement and effectiveness. It sometimes feels like a polarity in action, needing both for strategy, change etc. to reach its goals. Interestingly, dis-engagement, like dissent, can play an important sense-checking role too. Does that make sense? All the best. Nick

Reply
Trudy-Ann James Linton
3/6/2016 08:11:59 pm

Hi Nick, My experience is that if you are really not serious about doing something with the feedback, especially the negative kind, the organisation may be worse off at the end as trust erodes and scepticism and disengagement increase.

Reply
Nick Wright
3/6/2016 08:17:24 pm

Hi Trudy-Ann. I think you raise a very important point here. If, for instance, an organisation conducts something like a staff survey or pulse check, in my experience it's really important to have an honest conversation first about: (a) who wants to know, (b) what do they want to know and (c) what will they do if they do know? It's equally important to feed back results honestly - without spin - along with authentic actions and commitments in response. This helps to build trust, especially where trust is low and people can see what now happens when they do give honest feedback. All the best. Nick

Reply
Ian Henderson
4/6/2016 10:40:37 am

Good article Nick. Yes, it does concern fear in organisations. Then there is the link to trust, or rather the lack of it in a lot of the teams and organisations I get to see. Where there is a lack of trust there is a fear of being vulnerable: to admitting mistakes, to admitting being uncertain, to giving honest feedback. As a result, the team and/or the organisation suffers.

Reply
Nick Wright
4/6/2016 10:46:31 am

Hi Ian and thanks for the note. Yes, if trust is low and fear is high, there is a risk that the environment and relationships within it trigger personal and cultural 'fight-flight-freeze' defensive routines. The question becomes how to build enough trust, enough to be willing to take the risk that vulnerability such as admitting mistakes or admitting being uncertain entails. It can feel like a chicken and egg scenario. If trust is developed through taking risks and finding ourselves supported (Senge, I think!), there needs to be some willingness to take a risk and, on at least some others' part, a willingness to offer support. This is where I think we can model something to an organisation to kick-start something like this, to be willing to take the first step forward. In my experience, you do that masterfully. :) All the best. Nick

Reply
William Bauser
6/6/2016 02:32:49 pm

Perhaps the reading of Max Scheler would help to curb the emotions.

Reply
Nick Wright
6/6/2016 02:33:29 pm

Hi William. I'm curious...can you say a bit more about what you mean..? Thanks. All the best. Nick

Reply
William Bauser
6/6/2016 04:21:11 pm

The ability to form an action that is a characterization of particulars that love controls. The question is one of maturity or of the grasping of subjective experiences.

Nick Wright
6/6/2016 04:21:46 pm

Thanks William. Now I'm curious...and confused! All the best. Nick

William Bauser
6/6/2016 05:14:41 pm

To invite and work with dissent is to perceive the human possibilities of the interchange.

Nick Wright
6/6/2016 05:15:04 pm

Aaah...yes!! :) All the best. Nick

Cath Norris, MA, BA, Dip Couns
7/6/2016 10:08:55 am

I love this post Nick. It's so very rare to see this subject explored.

My take is that inviting dissenting voices into facilitated dialogue is crucial for good health...and an interesting life!

Within each of us and within every group are voices, experiences, perspectives and ways of communicating which are culturally ignored or disavowed. This creates dis-ease resulting in overt or covert hostility and conflict. Consciously inviting in voices which challenge the existing dynamic whilst being open to having meaningful dialogue with them, creates a fuller and more enriching process and experience both individually and collectively.

How do I invite in and make room for dissent? I start with myself. I view disturbance as a useful signal that something is needing to be heard, valued, made conscious and incorporated into my understanding and experience of myself. I work on developing a meta witness which can recognise and facilitate the dynamic which exists between the marginalised and more valued aspects within me.

I bring this process and my understanding of its value into my work with individuals and groups. I frame it so that people can understand and make conscious how their personal or group life is impacted by unacknowledged conflict and disturbance and how conscious facilitation of the dynamic and the diverse aspects can bring ease, insight and a sense of being attuned and connected within ourselves and our relationships.

I use my training in person centred therapy and many of the exercises developed by Arnold Mindell which support a more deeply democratic way of living with ourselves and others.

Reply
Nick Wright
7/6/2016 10:39:01 am

Hi Cath and many thanks for sharing so many profound insights! I think your observations on how some things are 'culturally ignored or disavowed' helps to explain why some perspectives or behaviours are regarded as 'dissent' within a particular cultural context and why it can be so hard to surface and address them.

I notice that when somebody is regarded as displaying 'dissent', the focus is placed on the person - often as a 'problem to be solved' - rather than as a mirror to the group or organisation that could, in potential, reveal to the group or organisation something significant about itself that could be important and valuable to pay attention to.

I think this resonates with your comment about 'dis-ease' and 'disturbance as a useful signal'. If we and those we work with are willing to invite challenge, to approach dissent as a source of insight and energy rather than something that needs to be suppressed, it can help us to handle dissent constructively without triggering defensive routines.

With thanks again for sharing such rich insights. All the best. Nick

Reply
Cath Norris, MA, BA, Dip Couns
7/6/2016 09:44:19 pm

You mentioned 'dissent as a mirror' and it reminded me of something Arny Mindell said about how folks will take up a role which isn't being filled. So yes, the dissenter can be a mirror, taking up behaviour, attitudes or roles which are currently empty. I'm thinking of an employee acting above their rank when management aren't picking up their own rank. More than being a mirror, Mindell says that we are 'dreamed up' through a process of 'entanglement' - the manager unconsciously dreams up an employee who can manage because they themselves need to learn how to pick up that role... because it's unconscious they label the employee as an upstart!

If we open to the possibility that we are dreaming people up and are in some way entangled, or simply recognise that they are filling an unoccupied role, then the source of disturbance can become a valuable resource for filling out missing aspects of our character. We can ask ourselves 'what is at the essence of this persons behaviour that disturbs me, how could I benefit from picking up more of that in my life, how might it serve me?'.

Nick Wright
7/6/2016 09:50:07 pm

Thanks Cath. I think filling an unoccupied role is an interesting possibility, especially in terms of group dynamics. I think it can also be true that the 'dissenter' can find themselves representing something of the subconscious shadow side of the 'other', not necessarily with awareness. It's as if the organisation, team or group can evoke something in the 'dissenter' which the person then finds themselves acting out. In this way, a useful question to ask can be something like, 'What is the person representing that we are perhaps not noticing, not paying attention to, possibly denying or suppressing?' Does that make sense? All the best. Nick

Cath Norris, MA, BA, Dip Couns
8/6/2016 09:08:05 am

Hi Nick, yes! that makes absolute sense, I think it's a really well framed question and one which most folks would find palatable.

The unconscious nature of this is interesting. You're description of something being evoked in the dissenter feels spot on and of course there's a two way process here with the dissenter evoking a scenario in which they need to play out that particular dissenting role...and around and around it goes until a meta witness evokes consciousness.

Reply
Nick Wright
8/6/2016 09:12:15 am

Hi Cath - I think that's a great point that the 'dissenter' evokes something in the wider system as well as vice versa. This is where interpersonal, group and organisational dynamics are so complex and interesting! It reminded me of a fascinating documentary on TV a while ago: 'The Dark Charisma of Adolf Hitler' which explored, among other things, the influence of the collective psyche in Germany at the time on Hitler, whereas we normally tend to focus on Hitler's influence on the populace instead. It was as if a dynamic resonance was set up between Hitler and at least a significant proportion of the people, with each amplifying the other. Thanks again for sharing such insightful reflections. All the best. Nick

Reply
Bob Larcher
8/6/2016 02:21:07 pm

I am always worried when everyone agrees with me!

Reply
Nick Wright
8/6/2016 02:22:55 pm

Hi Bob. You reminded me of Jesus' words: 'Woe to you when all speak well of you'. And you made me smile! :) So - what do you do next if you do find everyone agreeing with you..? All the best. Nick

Reply
Bob Larcher
8/6/2016 02:50:26 pm

Good question, I think I ask people to make an effort to find fault with my ideas; ask some "what if" questions and play the devils advocate.

Nick Wright
8/6/2016 02:53:24 pm

Thanks Bob. I think I do to...sometimes...depending on how interested and resilient I'm feeling in the moment. ;) All the best. Nick

Ravi Krishnamurthy
8/6/2016 02:23:47 pm

This is a question that needs to answered and answered now rather than later. Also i feel it a question that both the "groups" of people we are talking about the formal ones and the not so formal ones have to answer. When there is this evident gap, there will also be a considerable divide in a terms like dissent is understood by each of these "groups" . I guess finding that plane between these groups where there is a gentleman's agreement that what is discussed is only for the betterment of all. But i fear the term betterment could also offend some people who think they are already "better" points to ponder.

Reply
Nick Wright
8/6/2016 02:27:27 pm

Thanks Ravi. I think you make an important point that it is important for different parties to approach dialogue in an open spirit, in effect, to agree ground rules for that conversation that enable disagreements to be raised and addressed constructively. If people engage from fixed points, it is far harder to move anything forward. All the best. Nick

Reply
Richard Boston
9/6/2016 02:21:17 pm

Good call, Nick. While I am a fan of positivity, like most things it has its dark side and benefits from moderation. Any organisation or team that alienates those who are not fully committed to the consensus or views of those in power is creating a ticking time bomb for itself. As you already know from our conversations and my book ARC Leadership, I am an advocate of authenticity and courage - not just for their own sake, but in service of our higher responsibilities as coaches, leaders, followers, citizens, human beings...

Reply
Nick Wright
9/6/2016 02:32:41 pm

Hi Richard and thanks for the note. I agree with your comment about positivity and dark side, although 'dark' side is also a matter of perspective. I once presented the results of a staff survey to an organisation and commented that even those areas with lower scores represented a positive aspiration for something better. I thought I was being insightful, positive and authentic. After the meeting, however, I was approached by a number of people in the organisation who accused me of 'spin'. In essence, by reframing their hurts and concerns as positive, it was as if I had ignored how they were really feeling, the voices of dissent that they wanted to express and be heard. It was a bruising experience at the time - but also a valuable learning experience for me! All the best. Nick

Reply
Richard Boston
9/6/2016 02:58:37 pm

Sounds like some really good learning, and a trap we're all guilty of falling into.

Nick Wright
9/6/2016 02:59:17 pm

Thanks Richard! All the best. Nick

Nancy Halpern
10/6/2016 09:21:07 pm

I cringe whenever problems are rebranded as challenges. Naming things candidly allows us to use well honed brains to work. So glad you spoke up and out.

Reply
Nick Wright
10/6/2016 09:22:23 pm

Thanks Nancy. I appreciate the candid feedback! All the best. Nick

Reply
Annette Segal
13/6/2016 09:47:20 am

I teach a Difficult Conversations course ( about to do so at UCLA's Anderson Sch of Managment) that is based on the belief that conflict is generative! It is an opportunity, when the attitude of discovery and curiosity can be attained, to learn about oneself, the other and find creative solutions.

Reply
Nick Wright
13/6/2016 09:49:29 am

Hi Annette and thanks for the note. What would your 'top tip' to readers be here - e.g. the most important belief, approach, technique that can transform destructive conflict into generative conflict? All the best. Nick

Reply
Annette Segal
14/6/2016 11:02:32 am

One big shift ( I hesitate to call it a tip as it requires considered, ongoing practice) is to separate impact from intention. That requires treating the other person as a human being doing the best he can with the resources at his disposal - and no mal intent.

Nick Wright
14/6/2016 11:04:43 am

Thanks Annette. Yes, in my experience, many of these things are easy in principle yet hard in practice! Your point about impact/intention reminds me of insights and challenges in 'Leadership & Self Deception' (Argbinger Institute). Are you familiar with it? All the best. Nick

Jigs Gaton
18/6/2016 11:52:41 am

Interesting topic! As a trainer mostly working S. Asia, it's hard to draw on dissent - since everyone is so damn polite in class. But since we do "participatory," whenever there are two or more different or dissenting ideas, I like to have the teams try it both or more ways, or work up some Pros and Cons to show both sides. As the facilitator, I rarely take a firm stand on contentious issues, and let peeps puzzle things out if there is a controversy, which is not often enough.

However, it appears that the outside culture of civility is changing, at least in the political world. It also appears that social media seems to encourage (or facilitate) uncivil interactions as the norm. I suppose in the new world where civility is thrown to the wind (along with age-old protocols for critical debate), safe rooms and comfort puppies are needed. But these new inane appeasements sure seem superficial to me. Or perhaps I'm just a "grumpy old man?"

Reply
Nick Wright
18/6/2016 12:08:59 pm

Thanks, Jig, for posting such a personal entertaining account of your experiences in S. Asia. I had similar experiences in SE Asia and in E Africa. There was, at times, a tendency for groups to agree with whatever position or stance I took - believing that was the polite thing to do - so the challenge was sometimes how to develop critical reflective thinking and practice whilst navigating cultural norms being played out in the room. This was particularly complex when people in the room held different levels of perceived authority because of job, age, etc. I'd love to hear more about how you do it!

I agree with your observations about some of the impacts and implications of an evolving social media culture. As well as comments often being more direct and confrontational than in 'real world' conversations, I notice how often comments are framed more as 'broadcasts' (this is MY view) than as 'invitations'. In that sense, social media conversations often resemble unilateral statements/monologues or debate more than than dialogue. They can also escalate in intensity very quickly, amplified by other voices in a shared space.

It will be interesting to see, over time, if this creates a greater willingness to challenge in conversations in the real world. We may find ourselves needing, even more than now, to encourage and support listening, hearing, understanding, dialogue etc. to avoid passive conversations simply tipping into fractious conversations! We also may need to find ways to develop greater resilience to cope with the tensions it could create and, where possible, deal with them constructively rather than avoid or suppress them.

All the best. Nick

Reply



Leave a Reply.

    ​Nick Wright

    ​I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? ​Get in touch!

    Picture
    Like what you read? Simply enter your email address below to receive regular blog updates!
    Subscribe to Blog
    Picture
    Picture


    ​Archives

    June 2025
    May 2025
    April 2025
    March 2025
    February 2025
    January 2025
    December 2024
    November 2024
    October 2024
    September 2024
    August 2024
    July 2024
    June 2024
    May 2024
    April 2024
    March 2024
    February 2024
    January 2024
    December 2023
    November 2023
    October 2023
    September 2023
    August 2023
    July 2023
    June 2023
    May 2023
    April 2023
    March 2023
    February 2023
    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    October 2021
    September 2021
    August 2021
    July 2021
    June 2021
    May 2021
    April 2021
    March 2021
    February 2021
    January 2021
    December 2020
    November 2020
    October 2020
    September 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    October 2015
    September 2015
    July 2015
    June 2015
    May 2015
    April 2015
    February 2015
    January 2015
    December 2014
    November 2014
    August 2014
    July 2014
    May 2014
    April 2014
    March 2014
    February 2014
    December 2013
    November 2013
    August 2013
    July 2013
    June 2013
    May 2013
    April 2013
    March 2013
    February 2013
    January 2013
    December 2012
    November 2012
    October 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    February 2012
    January 2012
    December 2011
    November 2011
    October 2011
    September 2011
    August 2011
    July 2011
    June 2011
    May 2011
    April 2011
    March 2011
    February 2011

    Categories

    All
    Abc
    Ability
    Accountability
    Achievement
    Act
    Action
    Action Learning
    Active Listening
    Activism
    Adaptability
    Adaptive
    Advent
    Adventure
    Advice
    Advocacy
    Africa
    Age
    Agency
    Agile
    Aid
    Alientation
    Ambiguity
    Anchor
    Angle
    Anthropomorphism
    Anticipation
    Anxiety
    Appraisal
    Appreciation
    Appreciative
    Appreciative Inquiry
    Approach
    Argyris
    Armaments
    Art
    Artificial Intelligence
    Asia
    Aslan
    Assertiveness
    Assumption
    Assumptions
    Asylum
    Asylum Seekers
    Attachment
    Attention
    Attitude
    Attribution
    Audience
    Authenticity
    Authority
    Autonomy
    Avoidance
    Awareness
    BANI
    Baptist
    Behaviour
    Being
    Belief
    Beliefs
    Belonging
    Bereavement
    Berlin Wall
    Bias
    Bible
    Body Language
    Borders
    Boundaries
    Brainstorming
    Brand
    Bridges
    Burnout
    Business
    Cages
    Calling
    Capability
    Cards
    Care
    Career
    Categories
    Censorship
    Challenge
    Chance
    Change
    Chaos
    Character
    Charity
    Child
    Children
    Choice
    Choose
    Christ
    Christian
    Christmas
    Church
    Clarity
    Client
    Climate
    Coach
    Coaching
    Co-active
    Coactive
    Cognition
    Cognitive
    Cognitive Behavioural
    Coincidence
    Collaboration
    Collaborative
    Commitment
    Communication
    Communism
    Community
    Compassion
    Competence
    Competencies
    Competency
    Complexity
    Concepts
    Confidence
    Confidentiality
    Conflict
    Confluence
    Confusion
    Congruence
    Conscience
    Consciousness
    Consequences
    Construct
    Constructivism
    Constructs
    Construe
    Consultancy
    Consulting
    Contact
    Content
    Context
    Contracting
    Contribution
    Control
    Conversation
    Corruption
    Counselling
    Counterintiution
    Counterintuition
    Countertransference
    Courage
    Craziness
    Creativity
    Credibility
    Crisis
    Critical Consciousness
    Critical Reflection
    Critical Reflective Practice
    Critical Reflexivity
    Critical Thinking
    Critique
    Cross
    Cross Cultural
    Cross-cultural
    Cross Culture
    Cross-culture
    Culture
    Curiosity
    Customer Care
    Customers
    Customer Service
    Dad
    Danger
    Darkness
    Death
    Deception
    Decision
    Deconstruction
    Defence
    Defences
    Deferred Gratification
    Definition
    Delight
    Delusion
    Dementia
    Democracy
    Demographics
    Depression
    Despair
    Determination
    Development
    Deviance
    Deviant
    Diagnosis
    Dictatorship
    Diet
    Dignity
    Dilemma
    Disability
    Disaster
    Discernment
    Discipline
    Disclosure
    Discovery
    Discrimination
    Disruptive
    Dissent
    Dissident
    Dissonance
    Distinctiveness
    Distortion
    Diversity
    Doomscrolling
    Dream
    Dynamic
    Dynamic Complexity
    Dynamics
    Dysfunction
    Dysthymia
    Easter
    Ecology
    Economics
    Ecosystems
    Edge
    Edi
    Education
    Effectiveness
    Efficiency
    Ego State
    Election
    Eliciting
    Emergence
    Emotion
    Emotional
    Emotional Intelligence
    Empathy
    Empowerment
    Encounter
    Encouragement
    Energy
    Engagement
    Entrepreneur
    Environment
    Equality
    Eternity
    Ethics
    Ethiopia
    Europe
    Evaluation
    Evidence
    Evocative
    Evolution
    Existential
    Existentialism
    Expectation
    Expectations
    Experience
    Experiences
    Experiment
    Experimentation
    Expertise
    Exploration
    Explore
    Exposure
    Expression
    Extremism
    Facilitation
    Facilitator
    Faciltitation
    Factors
    Faith
    Family
    Fantasy
    Far Right
    Father
    Fear
    Feedback
    Feeling
    Feminism
    Field Theory
    Fight Fight Freeze
    Fight-fight-freeze
    Fight Flight Freeze
    Figure
    Filter
    Fit
    Flashback
    Focus
    Focus Groups
    Food Bank
    Forgiveness
    Framework
    Freedom
    Free Speech
    Freud
    Friends
    Fun
    Future
    Gaza
    Gaze
    Gender
    Geopolitical
    Geopolitics
    German
    Germany
    Gestalt
    Gift
    Global
    Goal
    Goals
    God
    Good Friday
    Gospel
    Grace
    Grief
    Grit
    Ground
    Group
    Groups
    Groupwork
    Guidance
    Guilt
    Habit
    Healing
    Health
    Hear
    Heidegger
    Hermeneutics
    Hero
    Hierarchy
    History
    Holistic
    Holy Spirit
    Home
    Homeless
    Homelessness
    Honesty
    Hope
    Hopelessness
    Hubris
    Human
    Human Givens
    Humanitarian
    Humanity
    Human Resources
    Human Rights
    Humility
    Humour
    Hybrid
    Hypotheses
    Hypothesis
    Icon
    Idealising
    Ideas
    Ideation
    Identity
    Ideology
    Image
    Imagination
    Immersion
    Immigration
    Impact
    Impostor
    Improvisation
    Incarnation
    Inclusion
    Independence
    Influence
    Influences
    Influencing
    INGO
    Initiative
    Injustice
    Innovation
    Inquiry
    Insecurity
    Insight
    Inspiration
    Instinct
    Integrity
    Intention
    Intercultural
    Interdependence
    Interference
    International
    Interpretation
    Intersectionality
    Intimacy
    Introjection
    Introversion
    Intuition
    Invisible
    Invitation
    Iran
    Irrationality
    Israel
    Jargon
    Jesus
    Jolt
    Journey
    Joy
    Judgements
    Jungle
    Justice
    Keys
    Kindness
    Knowing
    Knowledge
    Labels
    Language
    Lateral Thinking
    Leader
    Leadership
    Leadership Teams
    Learner
    Learning
    Legacy
    Lent
    Lesson
    Liberal
    Life
    Light
    Linguistic
    Listening
    Logic
    Loss
    Love
    Management
    Manager
    Manipulation
    Marathon
    Marginalisation
    Marketing
    Martin Luther King
    Matrix
    Mbti
    Meaning
    Media
    Mediation
    Meditation
    Meetings
    Memory
    Mental Health
    Mentoring
    Merit
    Metaphor
    Metaphysic
    Metaphysics
    Mindfulness
    Miracle
    Mirror
    Mirroring
    Misfit
    Mission
    Mode
    Montessori
    Morality
    Motivation
    Music
    Mystery
    Narrative
    Nationalism
    Nativity
    Nazis
    Need
    Negotiation
    Neo-Nazi
    Networking
    News
    New Year
    Norm
    Norms
    Noticing
    Online
    Operations
    Opportunity
    Oppression
    Options
    Organisation
    Organisation Develoment
    Organisation Development
    Orientation
    Origin
    Outcome
    Pace
    Pain
    Palestinian
    Panic
    Paradigm
    Paradox
    Parent
    Partnership
    Passion
    Pastoral
    Pastoral Care
    Pattern Matching
    Patterns
    Peace
    People
    Perception
    Perfectionism
    Performance
    Perseverance
    Personal Constructs
    Personal Leadership
    Person Centred
    Perspective
    Persuasion
    Phenomenology
    Phenomenon
    Philippines
    Philosophy
    Physical
    Physicality
    Place
    Plan
    Plane
    Plans
    Platitude
    Plato
    Play
    Plot
    Polarity
    Policy
    Politics
    Poor
    Positive
    Positive Psychology
    Posture
    Potential
    Potential#
    Poverty
    Power
    Powerlessness
    Practice
    Pragmatism
    Praxis
    Prayer
    Preference
    Preferences
    Prepare
    Presence
    Presentation
    Principles
    Priorities
    Priority
    Privilege
    Proactive
    Proactivity
    Problem Solving
    Procedure
    Process
    Prodigal
    Professional
    Profit
    Progressive
    Projection
    Projects
    Prompt
    Propaganda
    Protection
    Protest
    Providence
    Provocative
    Psychoanalysis
    Psychodynamic
    Psychodynamics
    Psychology
    Psychometrics
    Psychotherapy
    Purpose
    Pushback
    Quality
    Quest
    Question
    Questions
    Race
    Radical
    Rainbow
    Rational
    Rationale
    Rationalisation
    Rationality
    Ratlonality
    Realisation
    Reality
    Reason
    Reasoning
    Reconciiliation
    Reconciliation
    Recruitment
    Reflect
    Reflection
    Reflective Practice
    Reflexivity
    Reframing
    Refugee
    Refugees
    Relationship
    Relationships
    Release
    Relief
    Religion
    Representation
    Rescue
    Research
    Resilience
    Resistance
    Resonance
    Resourcefulness
    Respect
    Responsibility
    Responsive
    Responsiveness
    Retreat
    Revelation
    Reward
    Rhetoric
    Rich
    Rights
    Riot
    Risk
    Role
    Role Model
    Roman Catholic
    Rosabeth Moss-kanter
    Rules
    Russia
    Sabbath
    Sacred
    Safeguarding
    Safety
    Salvation
    Satire
    Satnav
    Saviour
    Scepticism
    Schemata
    School
    Science
    Secure Base
    Security
    See
    Selection
    Selective Attention
    Self
    Self-deception
    Self-sacrifice
    Sense Making
    Sense-making
    Senses
    Sensitivity
    Serendipity
    Servant
    Shadow
    Shock
    Significance
    Silence
    Simplicity
    Sin
    Skills
    Skin Colour
    Snake
    Social Change
    Social Construct
    Social Construction
    Social Constructionism
    Social Constructs
    Social Enterprise
    Social Entrepreneurship
    Social Media
    Social Psychology
    Social Work
    Sociology
    Socrates
    Solution Focused
    Solutions
    Solutions Focus
    Solutions-focus
    Somalia
    Song
    South Sudan
    Space
    Speak
    Speech
    Speed
    Spirit
    Spiritual
    Spirituality
    Stance
    Status
    Stealth
    Stereotype
    Stereotypes
    Stereotyping
    St Francis
    Stimulus
    Storm
    Story
    Strategic
    Strategy
    Strengths
    Stress
    Stretch
    Structure
    Struggle
    Stuck
    Student
    Style
    Subconscious
    Subjectivity
    Success
    Sudan
    Suffering
    Supervision
    Support
    Survival
    Sustainability
    Symbol
    Symbolism
    Symbols
    Synergy
    Systems
    Systems Thinking
    TA
    Tactical
    Tactics
    Talent
    Teacher
    Teaching
    Team
    Team Meeting
    Teams
    Teamwork
    Teamworking
    Technology
    Teenage
    Tension
    Theology
    Theory
    Therapy
    Thinking
    Thought
    Time
    Touch
    Toys
    Traction
    Trade
    Trade Union
    Tradition
    Training
    Transactional Analysis
    Transference
    Transformation
    Transition
    Transitional Object
    Trauma
    Trends
    Trust
    Truth
    Turbulence
    Type
    Ubuntu
    Ukraine
    Uncertainty
    Unexpected
    United Nations
    University
    Use Of Self
    Valentine
    Vallues
    Value
    Valued
    Values
    Vicious Cycle
    Violence
    Virtuous Cycle
    Visibility
    Visible
    Vision
    Vocation
    Voice
    Voting
    VUCA
    Vulnerability
    Vulnerable
    Waiting
    Walls
    War
    Warning
    Wealth
    Weird
    Wellbeing
    Will
    Willingness
    Window
    Wisdom
    Witness
    Women
    Wonder
    Words
    World
    Worth
    Youth
    Zero-sum
    Zoom

    RSS Feed

Proudly powered by Weebly
  • Home
  • About
  • Services
  • Testimonials
  • Articles
    • Organisations and leadership
    • Learning and development
    • Coaching and counselling
  • Blog
  • e-Resources
  • News
  • Contact