First a comparison:

When we take a walk, and we don’t know the route – the walk out always feels slower and longer than the walk back. Of course it isn’t, it’s the same length. Because the route is unfamiliar and there are no points by which to judge how far we have got, it can seem like an incredibly long way. Sometimes we do the walk – and just before we reach our destination, we feel like we can’t go any further. There is an overwhelming desire to give up. Only when we actually get there do we find that we could have given up so close to our goal.

The analogy is clear for something like a walk. But what about the goals we set ourselves? What about the dream we have, something we really want to achieve? We push away at it. To misquote Robin Sharma, we need to take small steps each day which add up to something huge over time. But just before we get there – and of course, we don’t know we are nearly there – we feel like giving up on it. It feels like a futile effort – too much time being spent on something that may ultimately come to nothing.

 This is the critical spot – the point where we need every resource we can find to persevere. How do we do that? What will help?

• A support network to help us with perspective
• Revisit the reason why this is a goal – find the passion again
• Think again about the effort that has got us to this point
• Just do it – just stay with it and find a small reward to keep going

Then, as the summit appears, we can stand on the top, hold our hands above our heads and feel the cold air on our faces as we look the furthest we have ever seen. And feel the soul rush of being on top of the world.

Well, I was thinking about this the other day. I was in conversation with someone about how to best market oneself when looking to change jobs . (They were looking to change jobs, not me, I hasten to add). There is no doubt that the Knowledge and the Skills that you have are important attributes to describe. But if you stop there, the CV ends up looking very dry, just like everybody else’s. Sure, we need to describe our Experiences, the depth and breadth of it. That helps – but there is one more dimension to ourselves which really helps us to stand out from the crowd.

Deliverables – the things we have achieved in the jobs we have held. In some cases deliverables might be actual products – a report, publication, a new innovation. Sometimes it might be a significant change in a service. Identifying these deliverables – perhaps, 5 or 6 key ones – and setting them out clearly in your CV will really help to differentiate you. Above all else, it shows that you can really deliver in jobs that you do.

So, perhaps we should be talking about Knowledge, Skills, Experience and Deliverables.

I have created a small “shrine” in the corner of a room. It is nothing sacred or special in the traditional sense. I used an upside down cardboard box covered with some really nice blue material. Then I placed a Tibetan singing bowl and a small oil burner on the top. It didn’t feel quite right, until I had the inspiration to place some cards on the top with pictures of Tibetan Buddhas (Vajrasattva, Medicine Buddha and Buddha Shakyamuni) on them.

I am sitting for about 20 minutes each day, and am contemplating a range of topics:

• Fear of death
• Fear of loneliness
• Fear of success
• Beauty
• Creativity
• Tranquillity
• Power
• Peace

Sometimes I just concentrate on the out breath and try to still the mind. These seem like two very different types of meditation, each with their own place. It’s curious, almost like a neurone realignment takes place after meditating. I feel like a different person.

The model which follows was developed in a coaching session with a client who was experiencing a process of massive change for the organisation that she was leading. 

At these times it is often difficult to see ‘the wood for the trees’. One can easily feel overwhelmed with the volume of work that needs attention, and confused as to the priorities. The model identifies three pillars of activity – business as usual, transition, and self care. The model applies equally to issues relating to the organisation as a whole and to the individual working within the change process. 

The first pillar is the essential activities which the organisation needs to address to keep going whilst change is taking place. It is important to stay focused on this if organisational and individual performance is to be maintained. 

The second pillar addresses the activities that need to take place to create the transition to the new. This may involve setting up time limited task groups, a wide range of organisational development activities, helping people to adapt to the change, offering key support. 

The third pillar is important because it acknowledges the fact that it is all too easy to forget our own needs as leaders of change. Addressing self care ensures that needs are met, and resilience during the change is maintained. 

Above the pillars sits ‘Legacy’ – the need to ensure that the organisation looks at the things which it has been doing in the past that need to be retained – either as activities or as tacit knowledge. Ensuring that we capture the legacy is a way of maintaining respect for the work that everyone has been doing. 

Below the pillars sits ‘Values’. We work from a value base which determines how we function on a day to day basis, how we make decisions. It is important to stay in touch with our core values as we lead people through the change to ensure that we maintain integrity and are able to take people with us on the journey. 

So, that is the model. How does it work? It helps us to see that there are activities in each of these boxes that we need to give attention to. In order to take things forward with balance we need to be mindful of activities in each box, so that we do not neglect any particular area. 

The model builds on the work of William Bridges in his book ‘Managing Transition’, and on the work of Stephen Covey in ‘The Eighth Principle’ which looks at the importance of leaving a legacy. 

The coaching client I worked with on this model found it really useful to orientate herself as she worked through the change process.

It helps to keep looking at the model and ensure that each of them is being given the appropriate attention.

Well, many people advocate positive thinking and taking your mind off what is happening. But that amounts to a process of denial. Ignoring negative feelings doesn’t make them go away. They just end up being submerged and surface sooner or later.

One solution, which creates a helpful balance, is to use a small notebook. If you already keep a daily journal then you could use that. Take two facing pages. At the top of the first page write “Pity Page” and write down everything that is going wrong for you – ensure that you get out all of the associated negative feelings too. Once you get to the bottom of the page you need to stop! Don’t be tempted to go onto a further page. The next page needs to have the following title at the top – “Passion Page”. Here you can write down everything that is going well for you, everything for which you can be grateful, everything you have done that was good. No matter how negative you feel, there will always be something great – even if it is the sun in the sky or the food on the table. Again, work to the bottom of the page and then stop.

You’ve had the opportunity to express some of those negative feelings, but have also balanced that out with the passion of living. Now take a deep breath and move on to the next thing!

This morning I was supposed to be settling to the redrafting of the new book which I feel like I have been working on since the beginning of the 18th century. I have been sitting down to do this for weeks now, and only succeeding maybe one in six times. The rest of the time is applied to other useful things, but not the task in front of me.

It’s a great way to clear backlogs of papers, and wipe away the dust. There must be a good book to be written on the subject of everything that can be done when you’re trying to avoid doing the main task of the day. Except that you probably wouldn’t get round to writing it, because you would find heaps of other things to do. Let’s face it, even writing weblogs is a good way of avoiding doing that difficult task.

Well, this morning I managed to overcome the problem by spending half an hour on an exercise from Julia Cameron’s book ‘The Artist’s Way’. The exercise is called ‘Blasting through Blocks’ and is well worth a try if you find it difficult to get on with things. She focuses on the two big blockages – anger and fear. By bringing them into sharp relief we can unravel all sorts of baggage about fear of success, avoiding the risk of failure and so on. The key to the whole thing is that it really does work. It uses a simple set of questions which are worked through before settling to the project. You are basically looking for issues of resistance.

The questions are:

1. What resentments do you have in connection with this project? 
2. What fears do you have that relate to this project? 
3.  Is that everything, or is there something else? 
4. What do you stand to gain by not doing this work? 
5. Make a deal with yourself – “Okay, Creative Force, you take care of the quality and I’ll take care of the quantity.”

Try working through these and see what happens.

Music and the letter B

Last night I surfed the internet and found musical downloads from Christian Fennesz (the guy who contributed to the last track on David Sylvian’s album, ‘Blemish’) – beautiful and mysterious music. And I found heaps of material in the archive of Resonance FM which is a London based music station broadcasting over the airwaves and the internet. Some interesting stuff here. I’ve also been listening to tracks by Farmers Manual and Autreche – strange noises, but interesting experiences still. On the CD player, I’m listening to Eno, Sylvian and the latest Radiohead album which is growing in my consciousness. In the car is ‘Heathen’ by David Bowie which has some incredibly catchy tunes on it. This morning my concentration was helped by listening to late Beethoven string quartets – Beethoven, Bartok and Bach really help me to concentrate. What is it about the letter B?

And why am I telling you all this? Sometimes music can permeate into the activities of the brain, and settle a distracted mind so that we can find our way to the work that we need to do.

In interpreting the interactions of communities as they exist in the organisational context, it is important to ensure that the overall approach avoids the tendency to over-simplify. This is the weakness of a metaphorical approach alone that focuses too much on the organisation as an entity in itself, rather than unravelling in more depth the interactions and complexities of the numerous scripts that are in evidence.

However, the use of archetypes as themes that can be used as overlays, can generate evidence of the type of culture that prevails, a way of interpreting what is going on.

So far so good! Problems arise with this though, when we come to realise that sometimes patterns do not serve us. These patterns, for example, can help to build phobias. Thus, an unpleasant experience whilst at a height at a young age can contribute to a fear of heights in the future.

I am laying this out in a simplistic way to illustrate the point. We build patterns over time and these can be incredibly useful or they can develop inhibiting loops which are not so helpful.

In our relationships with others we form all sorts of assumptions based on information. Thus, when someone tells us what they do for a job we will make judgements about their character based on that information. Sometimes this helps, often it doesn’t. We will also sometimes form judgements based on the way someone looks. If they resemble someone we already know we may think at a sub-conscious level that they will be similar. This is clearly bad logic!

When the pattern formed is unhelpful, or leads to bad logic we need to introduce pattern disruptors to dislodge the loop so that we think afresh and are able to start with new sets of assumptions. There are a number of ways we can do this. Examples would be:

• Renaissance as a strategy (see earlier blog post)
• Proactive steps and actions to disrupt the pattern
• Encouraging reflection – time spent considering the pattern will help to unpick bad logic
• Distraction techniques – designed to stop the brain from following the loop
• Physical connection such as tapping or pressing fingers together to distract thinking and disengage an existing loop

Many of these techniques can also be adapted more broadly to tackle wider issues of organisational change where groups of people are working within patterns. Peter Senge’s work in this field (The Fifth Discipline), which looked at loop patterns and disruptors, is particularly useful.

PART ONE – Plotting the Stars

1. What kind of human being do you want to be? Describe the kinds of skills, abilities, qualities, disposition, character and understanding you want to have.

2. What do you want to do with your life? Think in large as well as small ways of achievements, actions and important issues for you.

PART TWO – Mapping the Journey

3. Where are you? Describe fully your current stage, both personal and career.

4. How did you get there? Look back in your life and trace all the elements, happenings and people who have influenced your life path.

5. Where do you want to go? Using the material from 1 and 2 begin to describe your real intentions.

6. How will you get there? Refer to the information you have gained about your journey in life so far and consider new ways.

7. What will you do when you arrive? Begin to sketch in your intentions and actions.

8. Where to next? Life is a continuous process, so begin to look beyond your immediate horizons.

9. How do you begin?

PART THREE – Starting Out

10. Plan of action