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How To Tap into Human Energy in Relational Spaces – PS73

Episode Background

A colleague in the field of Appreciative Inquiry, Mille Themsen Duvander, who lives in Denmark, emailed me asking if she could interview me for the final phase of her  PhD research project.  Her research project is an inquiry into the field of AI practitioners and she’s developing an emerging grounded theory about the organic growth of AI practitioners.  I was happy to have such a conversation, as I fit the subject group.

For more than 80 minutes, our conversation flowed over and around a number of subjects.  It could have flowed longer, but for other commitments.  I recorded the conversation, not  sure if I’d make a podcast episode out of it.  We had a couple of choices – I could “can” it; publish the uncut version; or edit and release.  I chose the latter and produced a  30 minutes show.  I captured pieces that I considered might  be of greatest interest to listeners. I hope I got that right.  Mille is delighted to come back in the future  to share her findings with us,  after she has submitted her dissertation.

Human Energy 

We touched on a range of subjects, including intuition, empathy, humanity, the relevance of experience to reach understanding, deepen connections and relationships .  A topic we often came back to was energy. Human energy and what does mean, we asked, and what is our capacity to influence that.

As a result, I started to google the term “human energy” and “relational energy” and I list below a few of the resources that came up.  You also might enjoy them.

  • An academic paper published in The Journal of Applied Psychology, Relational energy at work: Implications for job engagement and job performance (full citation below). The four authors conducted four independent studies, “seeking to establish relational energy as a valid scientific construct and evaluate its impact on employee engagement and job performance.”

Upon reviewing the data, it became clear that participants resonated with different types of energizer stimuli. While not all individuals were energized by the same means, motivational arousal emerged as the common crux of the experience of relational energy….our data revealed motivational arousal as the most prominent and consistent feature of relational energy….Drawing from this finding, we conceptualize relational energy as energy which comes from another person, which captures the energizing toward the accomplishment of work tasks. Thus, we define relational energy as a heightened level of psychological resourcefulness generated from interpersonal interactions that enhances one’s capacity to do work… To be clear, we are not implying that relational energy is a different “type” of energy, but rather use the adjective “relational” to identify the level at which energy (or energetic activation) exists or is enacted.

Further Quotes on Human Energy

  • Wayne Baker, one of the authors of the above paper also wrote this excellent article, The More You Energize Your Coworkers, the Better Everyone Performs in Harvard Business Review.  

To understand how this works, think of people in your workplace who buoy you up, who lift your spirits. What do they do?  What do they say? Some people are energizing because they give off positive vibes. As an employee in a large company told us about his boss, “She energized me because she loved her job and was in general a very happy person.  She always came in with a smile on her face which created a positive atmosphere.” Others energize us because they create genuine connections. In conversations, for example, they devote their full attention and listen carefully.

Spend some time in most any organization and you are sure to hear people talk about the level of energy associated with different people or projects. In some instances, an initiative may be characterized in terms of the energy “around” it. In others, a team in which ideas flow freely and its members build effortlessly on one another’s work will be described as “high energy.” In still others, a particularly influential person may be known as an “energizer” — someone who can spark progress on projects or within groups.

  • From Forbes, The Hidden Source of Energy at Work (Sebastian Bailey)

Energy, like emotion, is contagious.  There are people who exude energy, making others feel more alive and enthused simply by interacting with them, and then there are the energy drainers who deplete energy reserves. Naturally, we gravitate towards the energy boosters. And recent research shows that bosses who energize reap the rewards in terms of employee engagement and performance.

With ‘relational energy’ it's the everyday interactions that matter, not showpiece presentations.

Links to the Articles on Human Energy

Relational energy at work: Implications for job engagement and job performance

Authors:
Owens, Bradley P., ORCID 0000-0002-5948-4973 . Marriott School of Management, Brigham Young University, Provo, UT, US, [email protected]
Baker, Wayne E.. Ross School of Business, University of Michigan, MI, US
Sumpter, Dana McDaniel. College of Business Administration, California State University, Long Beach, California State University, Long Beach, CA, US
Cameron, Kim S.. School of Business, University of Michigan, MI, US
Journal of Applied Psychology, Vol 101(1), Jan, 2016. pp. 35-49.
US : American Psychological Association
ISSN:0021-9010 (Print); 1939-1854 (Electronic)

The More You Energize Your Coworkers, the Better Everyone Performs

What Creates Energy in Organizations

The Hidden Source of Energy at Work

Connect with Mille and Robyn

Mille Themsen Duvander on LinkedIn

Robyn Stratton-Berkessel on LinkedIn

Let's Stay Connected

It's always great to hear from you. Please connect with me to ask questions or leave comments about this episode or the podcast in general, and there are several good ways to do this:

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What is an Appreciative Voice in Your World?

Your Voice is Silenced

Has there been a time in your life when you felt you lost your voice, or you had no voice, or your voice was not listened to?  Your voice was silenced. At such times, it seems your voice does not count. As a consequence of feeling discounted, there is a sense of also being invisible. You might say you feel even powerless.

I’ve felt like that in some meetings; in some face-to-face situations, with certain people, even in personal relationships, when I felt my voice didn’t matter.  My contribution wasn’t important.  My thoughts and feelings were dismissed or were patronised.

I’ve also been in conversations when I did not honor the voice of the person I was with. My behavior signaled their voice did not matter, and they, too  felt discounted, unimportant, invisible.  It happens in groups, in teams, in social gatherings.  As an example, in networking or community gatherings, the person you are speaking with has no eye contact with you and no animation in their face, until they spot someone they do want to engage with, and you're abandoned.

Being silenced can occur when you're in company and you're telling a story, then suddenly you're interrupted by a person with a story of their own because they believe they have a more interesting story that trumps yours. There is a big difference between being interested and being interesting.

While the shrill voices seem to be getting shriller, what might we offer to redress the balance and bring some of the quieter, gentler or lost voices into the conversation?

Might an Appreciative Voice be an Antidote?

I want to offer some reflections on how cultivating an appreciative voice not only strengthens you and expands your world, it also strengthens others and expands their worlds.

This topic comes to me following my participation at the AI Homecoming David Cooperrider Center for Appreciative Inquiry at Champlain College in Burlington VT, co-hosted by the Center and The Taos Institute.

Appreciative Voice - age diversityOver three days, we workshopped together. We shared stories, asked questions, inquired into each other’s experiences, listened to, and discovered a host of innovations that practitioners and researchers are bringing into, and growing the practice of Appreciative Inquiry all over the world.  We listened to voices that had been at the edge and in the center;  those that are new and young, and those that are wise and seasoned.

As we experience the worldview of Appreciative Inquiry we are able to be deeply appreciative with ourselves and each other.  Our practice is to come from “inquiry” which opens us to intimacies and vulnerabilities because we consciously create a safe space to be in conversation and contemplation with others.

What is Life Giving about Appreciative Voice?

In a nutshell, the appreciative voice seeks to include and understand .  “Appreciative” is valuing, so a voice that is appreciative comes from an intention of seeking to value what it will hear;  it continues to inquire and is curious about learning more.  An appreciative voice is present to listen respectfully.  It is grounded and spacious, and non-judging.

An appreciative voice provides safety for others to speak their truths.  It is invitational and watchful.  An appreciative voice is unhurried and patient.  It can reframe situations to be helpful and resourceful.  It is flexible.  The appreciative voice is inclusive. It acknowledges diversity and identifies opportunities to offer possibilities to hold the space for transformational shifts to emerge.

Appreciative Voice - young girls talking on beach

The appreciative voice seeks to make meaning of the world in dialogue and in relationship with others.  The appreciative voice can expand knowledge, and build potential shared understanding.

For sure, the appreciative voice helps participants develop their own thoughts and feelings in a way that helps them see themselves in new ways.

A question that lingers is:

What happens when we refrain from using our appreciative voice?

My grandmother stressed to me: “It’s better to say nothing at all that say something negative or hurtful.” And that has been my default operating system.  Yet, in our society today my sense is that by being silent is not always the most helpful way, because if we choose to keep silent and not exercise our appreciative voice, we are not serving ourselves or others, and therefore not able to make any positive difference.

In using our appreciative voice, by framing our opinions as inquiry, we open up the space for dialogue and learning, providing the opportunity for more voices to be heard.  As Mo McKenna shared in her interview:  We do no harm in asking people what’s working for them. In asking what works for them, we are using our appreciative voice and open up the possibility for building understanding.

Appreciative Voice Guided by Principles

The appreciative voice is guided by principles that result in practices.  If you're keen to learn more, please tune into my podcast, Personal Reflections on Appeciative Voice – PS72.

 

Come up for AIR and Experience your Energy Soar – PS 71

Episode Introduction

My brilliant guest hails from Toronto, Canada. Maureen McKenna, affectionately known as Mo, is a woman of huge talent, energy, dynamism. She is highly acclaimed in her field of organization, community development and coaching, and is a leader in Appreciative inquiry not only in Canada, but globallycome up for air - Mo McKenna.

In this show, Mo shares stories about how she started in this field, where it’s taken her and where she’s headed, living to her strengths of curiosity and openness daily.  Mo has worked in just about all sectors: corporate, government agencies in education and healthcare.  Mo shares many of her inspirations in the links section below.  

Episode Background

I was keen to interview Mo Mckenna, as in my last few shows, her name kept entering into the conversation.  She was praised by Deacon Richard Manley-Tannis,as his mentor, episode PS 65 How an Intimate Conversation can Strengthen the Collective.  The show preceeding this one,  PS 70, Say Yes to Everything Results in Fun and Meaning with Wick van der Vaart from the Netherlands refers to Mo as great asset to AI Practitioner and an inspiration.  

Fortuitously, Mo and I finally met in person a couple of months ago in Cleveland, OH at Case Western Reserve University. We were co-facilitators at the Fourth Global Forum  – also a podcast episode – Ps68, Business leaders, Professors and Students Expose Flourishing Enterprises  

And it doesn’t stop there.  These synchronicities keep amplifying. We are both members of the Council of Practice with the David L.Cooperrider Center for Appreciative Inquiry at Champlain college in Burlington VT. in the capacity of Field Practitioners.

Come up for Air

come up for air - framework

Mo is highly creative and innovative.  One of her creations is the AIR framework.  As she tells a story of its successful application in a hospital setting, I see it as framework for a conversation that guides people to a mutual appreciation of their past and helps them envision and plan an ideal future. The relational aspect of this framework facilitates understanding and generates new energy that is akin to when you come up for air and feel a huge relief, especially if you’ve felt silenced, misunderstood or not acknowledged for too long.

Concepts we Explore in this Episode

Appreciative Inquiry High Point Experience

In following the structure of an Appreciative Inquiry interview, I invite Mo to tell a high point story when she was fully engaged and delighted with her work.  She tells the story of working with The Toronto District School Board (TDSB).  It’s a terrific example of applying AI in a large system that invited all stakeholders to inquiry into “Student Success” while providing the Board members the opportunity to work on a real issue of strategic importance and learn about the process of AI at the same time.

High Performing Teams

Mo's own story harking back to her days at Xerox, and her reference to a study by Google finds that psychological safety is an enabler of high performing teams.  With Appreciative Inquiry, we invest time up front on inquiry – we don’t go straight to task.  We go back and learn from the past and get to know each other more deeply, becoming aware of each other’s needs.  That relational process creates psychological safety.

Learning Partners

We talk about the difference between being an “expert” and a “learning partner.”  As an outsider to a client system, we come in to be a learning partner, not an expert consultant. The client system has the expertise which is local knowledge of their own context and content.  We, as outsiders come with a process and a structure to guide the client to outcomes they want to accomplish.

Leadership Rises Up  from the Quiet Corners of an Organization

Mo and I share examples of how Appreciative Inquiry brings out the leadership is us all.  The psychological safety that an appreciative inquiry provides opens people up to each other's stories to listen more deeply, trust more openly and take risks.  People are encouraged to be more courageous, and Mo quotes her mentor, Jane Magruder Watkins:

You do no harm asking for what's working.

Links to Other Resources Mentioned in this Show

The newly designed, Appreciative Inquiry Commons

New York Times Article, What Google Learned from its Quest to Build the Perfect Team

Bliss Brown Seminal Appreciative Inquiry Summit, Imagine Chicago 

Professor Amy Edmondson TEDx Talk, Building a psychologically safe workplace

Gervase Bushe Article,  Appreciative Inquiry with Teams

Angela Ahrendts TEDx Talk, The Power of Human Energy

“Passionate, positive human energy can provide a counterbalance to the disruptive negative forces of an age of unprecedented change. Through it comes confidence, inspiration and the power to transform things for the better.”  

Connect with Mo McKenna

Mo’s website http://www.returnonenergy.ca

Blog https://wordpress.com/post/momentsbymoment.com/1845

Twitter: https://twitter.com/momckenna

LinkedIn: http://www.linkedin.com/in/maureenmckenna%20

Facebook: https://www.facebook.com/maureen.mckenna.106

Let's Stay Connected

It's always great to hear from you. Please connect with me to ask questions or leave comments about this episode or the podcast in general, and there are several good ways to do this:

  • Share your questions and ideas on the Podcast Feedback page
  • Leave a voice message here, and we may feature your question on an upcoming episode
  • Leave a comment on the show notes below

Help Spread the Message of Positivity!

I would be extremely appreciative if you would subscribe, rate or review our Positivity Strategist podcast. Your ratings and comments will help a lot to spread the message! Here is a guide to writing a quick review, click on iTunes and Stitcher.

 

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If this episode was helpful or enjoyable to you,

  • I invite you to share it using the social media buttons on the bottom of this page.
  • I'd love it if you can leave a quick review, on iTunes and Stitcher.

Innovative Ways that Inspire Human Flourishing for All

When did you last come away from an experience that had such an impact on you that you were filled with a joy and a hope that transformed you?  You witnessed human flourishing and unity with others. You felt inspired by the conversations and connections. You felt alive and energized. You experienced a sense of wholeness, oneness and community cursing through your body and a peace and infinite hope for what else is possible.

I am filled with gratitude that I just came away from such an experience.  The event was the Fourth Global Forum held at The Fowler Center for Business as an Agent of World Benefit, at Weatherhead School of Managemhuman flourishing - diversityent at Case Western Reserve University in Cleveland, OH.   Over 300 people were tasked to Discover Flourishing Enterprise: The Key to Great Performance.   We came from 29 different countries by invitation, from free will, to contribute our minds, our hearts, our skills, our knowledge.  We were curious and open and hopeful.  We shared stories, dreams and aspirations.

Diversity underpins Human Flourishing

We were a hugely diverse gathering of people: business owners, leaders and entrepreneurs, multi-millionaires and start-ups; professors and students; octogenarians and millennials; of spiritual traditions, or none.  We honored our diversity and our shared common belief: human flourishing exists at all levels: at the individual level, organizational and whole systems level.   We shared our stories, listened and asked questions. We dreamed together about what we can bring to life. We co-created designs and prototypes of possible futures;  and we rolled up our sleeves to develop deployment plans to turn our dreams and their prototypes into action.

Business as an Agent of World Benefit

human flourishing - AI Practitioner CoverIt was my first time at a Global Forum, even though through my Appreciative Inquiry Certification at Weatherhead, I became familiar with and practiced at interviewing business leaders on the topic of Business as an Agent of World Benefit (BAWB).  For this event, I volunteered as an Appreciative Inquiry facilitator.  To my absolute delight, I was invited to co-facilitate the working group from AIM2Flourish with Professor Lindsey Godwin, my hero and dear colleague from the David L. Cooperrider Center for Appreciative Inquiry at Champlain College in Burlington, VT.

Appreciative Inquiry in Practice

To read more stories about the transformation that seemingly unlikely partnerships are delivering in the field of human flourishing,  please check out the special edition of the AI Practitioner  a publication of almost 20 years that focuses exclusively on the applications of Appreciative Inquiry across the globe.  This is a very generous gift from the owner, Wick van der Vaart, who co-edited this edition with David Cooperrider.

AIM2Flourish

human flourishing - AIM2Flourish Logo

AIM2Flourish was born out of the Third Global Forum in 2014.  Since then Roberta Baskin and Claire Summer (who as of June, 2017 now leads AIM2Flourish)  and a handful of business leaders and professors have taken the dream to made it flourish.  They have worked on an AIM2Flourish curriculum for university professors to link their students to enterprises that are not only doing well in the conventional business sense, but also doing good for their employees, their customers, the communities in which they operate, committed to human flourishing for all, including the planet.  Moreover, the really unique and cool contribution that AIM2Flourish offers its partners is to invite the participating business schools and their students to identify the enterprises whose innovations and contributions to the world are also addressing any one of the 17 the United Nations Sustainable Development Goals (SDGs).

Human Flourishing - Sustainable development goalsThe business students – the leaders of tomorrow – move beyond learning in the classroom into the field of real business.  Imagine the impact on them and the enterprises they interact with.

U.N. Sustainable Development Goals (SDGs)

I was human flourishing - prize trophydeeply honored to co-facilitate the AIM2Flourish working group comprising students, professors and business leaders from a number of South American countries.  This group included AIM2Flourish Prize Winners.  Their awards came from sharing the stories of the businesses who were helping to contribute to human flourishing by addressing some of SDGs.   The working group was brilliant and energized and committed to grow the AIM2Flourish mission by modeling leadership for 21st century and strengthening flourishing relationships across the plant.  I was struck with awe and filled with gratitude to watch them and hear them embrace the human flourishing - deployment planAppreciative Inquiry process with aid of their cell phones to translate English text into Spanish and then back into English to share their insights, dreams and plans.

And even though we had a language barrier, we communicated and shared delight and joy at our mutual understanding of each other.  We felt connected, united and impassioned by our shared commitment to amplifying human flourishing across the world.

 

Abundance of Talents, Generosity and Innovations

At this Fourth Global Forum every participant was a gift and there was an abundance of talent that spoke to our positive core of human flourishing, and wish I could name everyone, as every single person deserves credit. However, here's the line-up of outstanding keynoters and presenters, including David L Cooperrider, Chris Laszlo, Barbara Fredrickson, Tom Robinson, Jonathan Halpern, Jeff Hoffman, Shinzen Young, Jennifer Deckhard, Peter Senge, Julie Reiter, Fred Tsao.   Jon Berghoff was the masterful lead facilitator with his brilliant group of associates who made it such an outstanding event. Fun and practical improv tips were delightfully lead by Betsy Crouch and Zoe Galvez, co-founders of Improv HQ.  The talented graphic recorder was Jo Byrne,  Here is a sample of her talent.

And, I got to meet the charming Chuck Fowler, whose generosity and vision for a flourishing world started this all off.

Please, if you get the opportunity to attend the Fifth Global Forum in 2020, treat yourself to an experience that will fill you up and sustain you at many levels.  You will  enter into communion with those who care deeply about human flourishing and are actively leading positive change.

Opportunity to Hear Flourishing Voices in my Podcast Episode

There's also a podcast episode where you can hear the voices of participants at the the Fourth Global Forum:
Business Leaders, Professors and their Students Expose Flourishing Enterprises


The New Human and the New World – What does that Mean to You? – PS 64

Episode Introduction: The New Human and the New World

In this episode with Dr Lynda Klau, I continue on the theme of exploring neuroscience and why it is such a hot topic and creating an explosion of curiosity in all kinds of fields. It’s become significant beyond medical science into in the field of day-to-day human development and spirituality, helping us understand how working with knowledge of our brain, along with our mind, body, heart and relationships are creating the new human and the new world.

Lynda shares with us why she is so excited about neuroscience and how it’s impacting her, her clients and the world, and, how together we have the potential to co-create the new human and the new world.

It couldn't be more appropriate for Lynda to chat with me on this topic because she is the founder and director of LIFE UNLIMITED:The Center for Human Possibility. She is called to do this work in helping herself and others evolve to higher levels of development. She is a licensed psychologist, coach and speaker with over two decades of training and experience, working with all kinds of people. New human. Portrait Lynda KlauIn her practice, she draws from a formidable toolbox of cutting-edge modalities: mindfulness meditation and the present moment, breath and voice work, guided imagery, communication and relational intelligence, and so much more. She’s so well researched across many disciplines, Eastern and Western traditions, and offers a truly holistic, integrative perspective to her clients. I ‘ve personally know Lynda for 15 years, and I know her to be the real deal.

A Calling to Help Evolve the New Human

As a start to our conversation, I express my curiosity about what might have been some of the threads in Linda’s earlier development and professional experiences that have lead her to shift her work to include the study of the brain – including her particular orientation, interpersonal neurobiology – and why it’s so significant at this time. She shares an intimate story of experiencing a profound shift during a workshop when an acute awareness of self-love, love for all, and an overwhelming sense of participating fully in life struck her. It was such an epiphany that she knew in that moment she wanted to dedicate her life to helping others find that inner spirit. A guiding vision for her own life to live in this place of deep connection to her unconditioned self was established. Over time she has come to bring her work to help create the new human, as she coins it.

Who is this New Human?

The new human has evolved to show characteristics such as kindness, compassion, love. The new human is connected spiritually to herself and others. She experiences the joys of silence; feels safe and whole; is trusting, aware and values the importance of choosing.  She knows the power of her new brain to help her choose her life.New human - women contemplating on cliff

The New World

What’s so simple yet so significant about Lynda’s message is that it’s not enough to be an individual to have made the choice about living life as a new human and being fully present to life. What is even more uplifting is people taking their new awareness and choosing to be together, to collaborate and co-create the new world. This shift is one from just needing to survive to flourishing.  An understanding how our brain, mind and relationships can be differentiated and integrated to develop this new human is what will bring on the new world, where we will flourish.

From Fear to Freedom

On Lynda’s website you can learn a lot about her perspective on making the transition from fear to freedom. It’s been told many times that fear is the driver of the instinctive old brain which is located low in the back of skull and the emotional /social brain, the limbic located in the the mid-brain. The new brainlocated in the front of the skull, the neocortex is there, in conjunction with the mind and relationships to help us evolve ourselves and support others to do the same in a collaborative way. We can make this a shift becausewe now have the capacity to pause, reflect and choose. We can be free.  When we know we can choose, we use our whole brain capacity, and our whole self, transitioning through the emotions of fear to to integrating the front part of the brain with awareness of being able to make different choices.

Fear in our modern world is not provoked by the orange and black striped big cat in the jungle. It comes in the form of burnout, overload, stress, overwhelm, relationship breakdowns – we are back surviving as a way of living, instead of being aware of our how we have the brain, the body, mind and heart to truly flourish.

Transformational Moments Invite Us to Do the Work.

Opportunities that make us recognize what holds us back and keeps us small come in different ways. Being open to them is what creates the change. Transformational moments can drop into our laps AND we still have the do the work. As Lynda explains so clearly, that is the choice part. Seeing the opportunities in adversity is a choice.

When you choose to embrace life and accept all that comes as an opportunity, you are more open to co-create;  the universe steps in and you begin to see many synchronicities and serendipities.

Everything thing is an opportunity to grow – at all levels. When you collaborate with like-minded others, you begin to build a world that works for everyone and supports everyone.  The transformational change methodology of Appreciative Inquiry is one way to facilitate meaningful collaboration and co-creation.

Second Chance to Choose our Lives

Please listen in to Lynda as she shares with me the crux of her perspective, grounded in the new sciences. Namely, our new brain,  mind and relationship intelligence allow us to exercise our mindful self to stand in a different place from all the conditioning of our past. The new human recognizes that we can be free of that old, habitual response. We now have a second chance. Growing up, it’s likely we lost our connection with our innate self. We were dominated by what we were told we were and what the world is. Our evolved brain, mind and body allow all that’s within us to surface, so we can observe beliefs and thoughts with compassion and curiosity. We feel the emotions in our body, and with this elevated level of consciousness we are aware that we don’t have to identify with any of this old stuff. We are open to everything-within and without as we shift from avoidance to awareness.

Everything holds an Opportunity for Learning, Healing, Growing

I wanted to conclude these show notes with a quote that Lynda references in the show. It speaks to her message of the new human living into a new world:  To love the questions, to be curious and to live into both.  The point is to live everything.

“Be patient toward all that is unsolved in your heart and try to love the questions themselves, like locked rooms and like books that are now written in a very foreign tongue. Do not now seek the answers, which cannot be given you because you would not be able to live them. And the point is, to live everything. Live the questions now. Perhaps you will then gradually, without noticing it, live along some distant day into the answer.”

Maria Rainer Rilke, Letters to a Young Poet

How to Connect with Lynda

Lynda's website DrLyndaKlau.com

Lynda on Google+

Lynda on Facebook

Lynda on LinkedIn

Lynda on Twitter

Let's Stay Connected

It's always great to hear from you. Please connect with me to ask questions or leave comments about this episode or the podcast in general, and there are several good ways to do this:

  • Share your questions and ideas on the Podcast Feedback page
  • Leave a voice message here, and we may feature your question on an upcoming episode
  • Leave a comment on the show notes below

Help Spread the Message of Positivity!

I would be extremely appreciative if you would subscribe, rate or review our Positivity Strategist podcast. Your ratings and comments will help a lot to spread the message! Here is a guide to writing a quick review, click on iTunes and Stitcher.

 

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Subscribe-iTunes-180x120

Listen on Google Play Music

Subscribe Via RSS

If this episode was helpful or enjoyable to you,

  • I invite you to share it using the social media buttons on the bottom of this page.
  • I'd love it if you can leave a quick review, on iTunes and Stitcher.

Students and Business Leaders Hook up to be a Force for Good, with Roberta Baskin – PS58

Episode Introduction

Award winning journalist, Roberta Baskin is a most distinguished guest on Positivity Strategist podcast.  Roberta has had a stellar career in investigative journalism with more than 75 journalism awards both print and TV, including prestigious Peabodys, duPont Columbia Awards, and multiple Emmys.  During this time of global reporting, there was a stirring within: a shift that has brought Roberta to where she is today, Executive Director of AIM2Flourish.

Episode Overview – Business as a Force for Good

Roberta Baskin on Force for GoodAIM2Flourish is a non-profit organization, founded at Case Western Reserve University, whose mission is to accelerate the shift to a Business for Good mindset by recognizing the positive impact of today’s business leaders, and changing the way tomorrow’s leaders are taught.  What is so exciting about AIM2Flourish is that these future business leaders get out of the classroom into businesses that are doing good and positively working towards achieving any one of the 17 United Nations Sustainable Development Goals with a target date of 2030.

It’s as if Roberta had been preparing for this new role during her entire journalistic career.  Her investigations, during her time as a journalist, resulted in making beer healthier, exposing sweatshops in the shoe and soccer industries, uncovering pediatric dental abuses, and succeeding in banning dangerous products.

Did You Discover Appreciative Inquiry or Did Appreciative Inquiry Discover you?

Whenever my guests come from the world of Appreciative Inquiry (AI), I invite this question: Did you discover Appreciative Inquiry, or did Appreciative Inquiry discover you.  You’ll love Roberta’s quirky answer. (She’s very playful by nature, having enjoyed her company at a number of Appreciative Inquiry gatherings).  As a recovering journalist, Roberta offers that she needed to do the AI Certification twice, because she was programmed to focus on the bad stuff in the world.  Her default mindset was conditioned to find out “what’s wrong?” in situations rather than “What’s possible?” What a 360 turn!  When she met Appreciative Inquiry thought leader, David Cooperrider, her worldview flipped, as does most people’s when they discover AI, and/or meet with Professor Cooperrider.

Restorative Narratives

It's very encouraging to hear Roberta offer examples of media organizations that are focusing on the best of humanity even in the worst of times.  Journalists who report on tragic circumstances in ways that restore hope, resilience and possibilities that lift up the human spirit to inspire us all.   Restorative narratives shine the light on how even in pain and suffering, there are beautiful stories of hope and resilience and possibility.

Examples of generative journalism can be found in Images and Voice of Hope, Constructive Journalism Project, Solutions Journalism Network, Axiom News and Huffington Post has a What's Working Section.

Changing Business Education by Changing the Story of Business

If we hold the belief that business can be a force for good, how might we change the way colleges and universities teach business skills?  Instead of the same old traditional curriculum, we might inquire into the biggest global issues facing businesses today and create innovative partnerships and experiences for students to learn actively from personal experience rather than passively through books and the internet.

Organizations who value innovation, longevity and human flourishing as strategic imperatives,  demonstrate that their financial bottom line is so interconnected with our planet’s and people’s well-being.

Developing Leaders for 21st Century

AIM2Flourish partners with professors in business schools around the world with materials to help their students research, and engage in conversations with innovative business leaders, and begin to conceive potential solutions that will not only advance business goals, but also address the 17 UN Sustainable Development Goals.

The 17 UN Sustainable Development Goals provide such an opportunity for business students to work on real issues such as ending poverty and hunger, shifting to clean energy, controlling climate change and working for peace.  All this is possible.  Our collective conscious has awakened to our global oneness.  We are all in this together.

Being a Force for Good Benefits all Stakeholders

AIM2Flourish is the world’s first global action-learning platform showcasing business innovation that tackle some of our biggest challenges. Founded at Case Western Reserve University, business students across the globe use Appreciative Inquiry framed questions (AIM = Appreciative Inquiry Method) to search out and report on golden innovations that address the 17 UN Global Goals.

As a participating business, the benefits are many:  brand reputation; being aligned with purpose-driven students; aligning with other leaders in the social responsibility space;  recognition as a positive change agent in the world and providing solutions to some of the world’s greatest challenges.

AIM2Flourish Stories and Ways to Participate

As you listen to Roberta, you will be inspired by students’ stories.  I encourage you to go to AIM2Flourish.com,  join up and participate in being a force for good.  The students and the companies that are being showcased will appreciate it and you’ll feel great about your contribution.

AIM2Flourish logo Force for GoodIf you wish to participate more actively, please reach out to Roberta. Her links are provided below.

Accept Roberta’s invitation to create your own profile on AIM2Flourish.

Contribute to the Sightings page.  Here's an opportunity to write up an innovation you are aware of that may help students explore more.

You, your family, community or organization  can become part of the global improvement movement to achieve the 17 UN Sustainable Development Goals by 2030 – only 14 years away.

AIM2Flourish is housed at the Fowler Center for Business as an Agent of World Benefit in Case Western Reserve University's Weatherhead School of Management.

Links Mentioned

Website:  AIM2Flourish

Twitter: AIM2Flourish

LinkedIn: Roberta Baskin

Facebook: AIM2Flourish

Roberta on Wikipedia

Fowler Center for Business as an Agent of World Benefit

Recent Articles by Roberta

1) Huffington Post blog: Business 101: AIM2Flourish 

2) Kosmos Journal: AIM2Flourish

3) AIM2Flourish Blog 

Let's Stay Connected

It's always great to hear from you. Please connect with me to ask questions or leave comments about this episode or the podcast in general, and there are several good ways to do this:

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Shifting Power – Exciting Possibilities through Appreciative Inquiry With Tim Slack – PS55

Episode Introduction

Shifting PowerMy guest, Tim Slack is filled with energy, ideas, gratitude and generosity as he talks about his experiences with Appreciative Inquiry.  You’ll hear many references to people Tim admires, and whose work, contributions and essential being have been a positive influence in his work as a  master practitioner of Appreciative Inquiry.  Tim, along with Suzanne Quinney co-founded Appreciating People. They are recognized as UK leaders in the application of the power shifting approach of Appreciative Inquiry (AI) in communities, organizations and government agencies.

Tim lives and works in Liverpool in the UK, not far from Penny Lane, of Beatles fame, and, he reports, the tourists still flock there!

Episode Overview –  Shifting Power with Appreciative Inquiry

In this episode, you will hear from Tim, how extensively and innovatively he, his partner Suzanne Quinney and their associates are applying the transformational change method of  Appreciative Inquiry (AI) in the world. In our conversation, we offer that Appreciative Inquiry is undergoing a sea change – a transformation – of its own. Tim and many other AI practitioners continually contribute to the growing number of  practical and life-changing resources, expanding upon the traditional resources of Appreciative Inquiry across the globe.  We talk about the transformative impact of AI at the individual, community and organizational levels. Tim gives examples the resources he and his team have created and the groups he’s been working with: kids in schools, surgeons and nurses in hospitals, women returning from combat in the military, curators in museums, students in universities, the homeless, LGTBQ community, clergy and members of churches and more.

Did You Discover Appreciative Inquiry or Did Appreciative Inquiry Discover you?

I like to ask my guests about their initial experience with AI because growing evidence reveals that when we have our first exposure to AI, it feels so natural to us, that it seems we have “come home” and the entire worldview, principles and practices makes perfect sense to us as a way of being and working.

Tim scored the double jackpot – he discovered his future wife, Suzanne, and AI together. It was Suzanne who introduced him to AI.  They have been co-creating and lighting up the world ever since.  Together, they embarked on a long learning journey with and about Appreciative Inquiry from some of the best teachers and practitioners.  They developed professional relationships which over time developed into strong personal friendships, collaborations and ongoing co-creations.

Influences in Appreciative Inquiry

It delighted me to hear Tim offered that my book, Appreciative Inquiry for Collaborative Solutions: 21 Strength-based Workshops was very influential in helping him see the many practical applications of AI.  He also included Jackie Kelm’s books, Appreciative Living and The Joy of Appreciative Living as examples which take AI outside of academia and big organizational development summits into small group work, day-to-day practices and personal transformation. (Links below are offered below.)

Appreciating Church – The Book

Tim shares the story about how the Appreciating Church project originated.  A range of different church communities undertook trainings in AI, but the continuity element was lacking, meaning people experienced training and it stopped there.  So Tim and his colleagues created a longer term process so that the participants had resources to be able to apply it themselves in their own communities and beyond.  The program has been getting stronger and stronger over two years and in January 2017, the book, Appreciating Church will be available. This is an exciting addition to AI's body of work.

The opening lines of the book, dating back to the 14th century, quote St. Julian de Norwich (known to be the first woman to write a  book in the English language):

And all shall be well, all shall be well… for there is a Force of love moving through the universe, that holds us fast and will never let us go.”  St. Julian de Norwich (c.a. 1342-1416)

screen-shot-2016-09-19-at-6-02-50-pm

Click on the image to view a PDF outline of “Appreciating Church” – the book

Listen in to learn more about this very exciting work, what’s in the book and how it could be recontextualized to other communities.  Hint, it’s about a God of Abundance, not pain and fear or scarcity, and how we can use our strengths collectively.

With 210 people already trained across the participating churches, Tim talks about the shifts that have already occurred and the impact this work is having, as it expands.  He also pays tribute to Jane Magruder Watkins and Ralph Kelly in embarking on this work.

 

Appreciative Inquiry Resources AKA Essentials

I find it delightful to plug into Tim’s perspective.  The “resources” he continues to create for the AI community – trainers, practitioners and their clients are referred to as “essentials.” Check out the Essentials page on the Appreciating People website.   They are truly beautiful and valuable – content-wise and aesthetically.

AI – A Sea Change?

We talked about the shift that we are witnessing in the applications of AI.  The sea change lies in the acknowledgement that AI is not just about big systems and organization development.  There is a desire to find out more about “the self” and desire to apply Appreciative Inquiry for personal growth and change.  Living in times of chaos and turbulence, we are looking for resources to help us be more grounded, to give us a framework that offers us hope and possibility, enabling us to tap into our inner strengths.  AI does this.  A recent survey I conducted confirms this trend.

Journaling

The value of journaling to support the “appreciative muscle” came out of the work Suzanne Quinney had been doing with the hostel residents (Suzanne describes the power of this work in an earlier conversation I had with her.)  The questions, the inspirations, the prompts in the journals allow the person to document their thoughts, reflections, insights along their journey.  Tim has created a number of journals that are specific to different contexts.  For example, “How To Be More Awesome” for students; “Food for Thought” for people who want to strengthen their appreciative muscle. The process of journaling can help in building resilience.  Questions are drawn from Appreciative inquiry and activities from the field of Positivity Psychology, such as daily gratitude, mindfulness and wellness activities. Tim is a big advocate of multiple learning modalities, including art and humor.

Shifting Power – Ensuring all Stakeholders ARE IN

During  our conversation, one of the tools Tim mentions is the ‘ARE IN’ check-in process, created originally by Marvin Weisbord and Sandra Janoff who created “Future Search” which was based on the original Search Conferencing Participatory Planning and Design methodology. (Open the Positivity Lens Reveal below to learn more)

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One of the challenges in bringing the whole system together to explore an organisation’s development plans is to ensure you have got the ‘right’ people there.

ARE IN could be a useful mechanism to ensure buy-in and ownership – which is a precursor to shifting power – give voice to all.

This acronym is a useful reminder when planning a large scale, whole systems change experiences.

The ARE IN tool, was developed by Marvin Weisbord and Sandra Janoff, as part of the ‘Future Search’ methodology.

They recommend that a whole system event or process should include participants who ‘ARE IN’, i.e. those with:

A uthority to act (e.g. decision making responsibility in an organisation or community);

R esources such as contacts, time or, money;

E xpertise in the issues to be considered;

I nformation about the topic that no others have;

N eed to be involved because they will be affected by the outcome and can speak to the consequences;

This check list implies you have people in the room who can make decisions and who can ensure change is sustained beyond the planning stages. 

What is Excellence?

Tim leaves us with hints of what Appreciating People are beginning to work on – looking at excellence in surgical procedures in hospitals. He concludes by pondering if the next question we could be asking, after the seminal AI question “What’s already working well” is

“What is excellence?”

A banquet of food for thought!

Links and Mentions

Tim’s Wesbite: Appreciating People

Tim’s email: Tim Slack  [email protected]

Tim’s Blog Posts: News from Appreciating People

Tim’s Twitter: @AppreciatingPeople

Tim’s LinkedIn:  Tim Slack

Interview with Suzanne Quinney: Social Innovations by Appreciating People, with Suzanne Quinney

Interview with Jackie Kelm: Three Steps to Appreciative Living, with Joy Engineer Jackie Kelm

St. Julian de Norwich – Amazon Page

 

Books Mentioned in the Episode


Let's Stay Connected

It's always great to hear from you. Please connect with me to ask questions or leave comments about this episode or the podcast in general, and there are several good ways to do this:

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How Positive Emotions Make us Better Problem Solvers

Positivity is your power. It operates like a muscle. The more you use it, the stronger it gets. Negativity has a power.  In fact, negativity has a stronger pull on us in evolutionary terms.  Both positive emotions and negative emotions serve us. All emotions have a purpose.

What comes to mind when you hear,

“Don’t get so emotional”, or, ‘don’t go all emotional on me; “ or “he’s so emotional.”

Or, you hear people say, as I’ve heard said,

“She’s being so emotional! And I’m just saying the truth!  I’m a realist.”

Both Positive Emotions and Negative Emotions Serve

All emotions serve us.  You can be real and positive simultaneously — AND, you can also be real and negative simultaneously . Neither is inherently good or bad. They just are; and they serve us for BOTH our survival AND our flourishing.

Neuroscience teaches us that negative emotions and positive emotions activate different neural connections in the brain. They release different chemicals and overtime they influence our biochemistry and change us at the cellular level in different ways.

Below is a very personal story. The purpose is to show how negative emotions set us off on one course of action that impact our brains and bodies;  and positive emotions set off a other another response. You’ll also observe that you can’t shift out of a state of negativity and despair until you begin to experience a shift to positive emotions towards hope.

If you’re feeling negative there’s most likely one solution you’re stuck on and it's hard to shift from that place of stuckness.  When you experience positive emotions, you're more fluid and you'll find you are open to many more different possible directions that will help you with solutions to help solve your problems.

The brain lights up differently to different responses. Functional magnetic resonance imaging (fMRI) in the brain shows that different neural pathways light up when subjects experience negative responses versus positive. fMRI is a relatively new procedure that measures the tiny metabolic changes that take place when a certain part of the brain is activated.

Positive Emotions help with Problem Solving

Positive emotions light up the part of the brain that helps us see the big picture. To help people do that, you first induce some kind of positive experience, such remembering a past experience that was joyful or warming, or listening to music, or seeing pictures of loved ones; or you remind them of something that’s special to them or they want, then you are more likely to open them up to connect in a more resourceful way to the issues at hand and help with problem solving.

This is why accessing positive emotions is foundational to creating positive change.

Personal Story

My sister Skypes me in tears. She apologies for not being in touch but she's been in a really bad place and she’s calling to let me know she’s quitting her job. She blabbers in between sobs, that she's coping, she's bad feelings: she's overwhelmed, and feeling totally incompetent; she feels she's letting the side down; she feels a failure and wants to give up. She blurts out she's going in to work the next day to tell her boss she's quitting.

I'm in shock. She loves her job, after having a tough time starting out in life. She’d hated school. She got into the wrong crowd; did drugs, got expelled from one school. But she loved animals and started working at an Animal Hospital and Shelter.  She loved it. She adopted cats and bred cats for years.

After several years being a vet’s assistance, she decided she wanted to become a nurse. But she didn’t have the educational qualifications to enter nursing and in those days – in the 1980s nursing training was actually conducted in the hospitals. So, she hired a math and English coach; got all the references she needed, passed the entry exams and thus began her nursing career of 25 plus years.

Years fly by and she ends up an Emergency Room nurse. Several weeks before this call when she's sobbing that she's quitting her job, she'd been offered a special job in a shiny new wing of the hospital. It was an honor to have been invited to apply and she was successfully awarded the job and therefore, she was being acknowledged very highly in being chosen to work in the shiny new hospital wing.

And now – three weeks into it, she wants to throw in the towel. She's feeling so bad that there's only one way out for her – quit – it’s the flight response of that old reptile brain. You fight or you flee. She has no fight left, as she's emotionally drained and physically and mentally exhausted.

I knew that to get her to shift from feeling totally powerless to finding some personal power was the only way that she could begin to imagine a different future.

Coaching Family is a Challenge

It was a tough call for me, because I think many of you will agree, coaching a family member is not easy. There’s a lot of emotional baggage you both carry around with you. Yet, my sister was in serious pain and it pained me to see her that way. I wanted so bad to help her.

So after acknowledging how she was feeling, and showing that I had been truly listening by reflecting back some of the words, and feelings she had been expressing, I asked the following questions bit by bit, allowing her the space to respond in her own time in between sobs, gasps and silences :

  1. In five years time, how do you want to look back on your almost 30 year nursing career?
  2. You’re so proud of your achievements, how do you want to remember all these efforts and successes in the future?
  3. How do you want people to remember you?
  4. What have you imagined about your own retirement and your own retirement party?

I could go down this line of inquiry because I know her history and I know that many of her friends were beginning to retire and they loved to party.

I started to notice a shift in her body and face – the crying stopped, long pauses of silence, some feeble sounds of acknowledgement about what she had achieved and how important her work was to her, because she really did love her work and the people she worked with and cared for.

Then like a bolt, she said, “I know what I can do”…..and she came up with her own solution.  She would go to her boss the next day, not to quit, but ask to go back to her old job, which was still open to her. She had FORGOTTEN about that option.  She was so overwhelmed, that the negative emotions that had shut her down and closed off options.

The solution was always there, but the negative energy she had spiraled down into had prevented her from possibilities thinking.

In hearing this story, you could add some of your own perspectives as you make sense of this story. Here are two common ones.

Fear of failure

Fear of failure is self-sabotage that prohibits us from taking action. If you think back to your own early childhood when you might have been fearful of raising your hand to contribute your ideas in the classroom situation because you if your were wrong, you were chastised and made to feel bad.

Those kinds of past experiences come up when you are in a negative state. Those memories of past pain tell you to stay safe. The hormone cortisol is released when under stress. And if you’re constantly stressed, the release of too much cortisol over time can lead to serious health issues.

And coupled with the biological responses, you have the psychological response from the old stories you tell yourself to keep keep you “safe”. Those little voices in your head that come from somewhere: “Play it safe. Stay Put! Leave the courageous acts to others!”

I’m reminded of a thought-provoking quote from Dr Mark Goulston “to be only safe, you’ll end up sorry.”

Fear of the unknown

Equally pervasive is another kind of fear, and it’s related. It’s fear of the unknown or fear of others; and it’s far more subtle; therefore, you may not be as aware of it; yet, it does stand in the way of your personal leadership and your ability to embrace any kind of change.

In the workplace, fear of the unknown and fear of others may be evidenced when a new person joins the team, a new leader is hired, or a new company takes over yours. You close off to new inputs and so  you are not allowing yourself to be open to change.

This fear comes from the need for self-preservation. You may fear others who may not be like you, or who have different perspectives that you don’t yet understand. This fear absolutely gets in the way of building relationships, and slows down progress.

In Summary

To sum up, here are some facts about the different purposes of both positive and negative emotions that come out of this story. When you are in a negative, depressed, anxious, fearful state, you close yourself off from seeing there are many possible directions you can go in, or choices you can make, or options you can consider.

You have to be able to access the positive feelings before you can have any positive thoughts, let alone take positive action.

Positive emotions expand your awareness and help you come up with, different possibilities for action.

Positive emotions get people to see the big picture.

Once you induce something positive into a situation,then you're more open to find solutions and be a shining example of an agent for positive change.

20 Positive Outcomes from a Strength-based Approach to Change

Change is Popular

Strength-based approach to changeThe topic of change doesn't go away.  Google the phrase books on ‘change‘ and 1,570,000,000 results come up.  Change methods results in 928,000,000 searches;  change management 474,000,000;  change leadership 493,000,000; strength-based change 51,200,000; strength-based leadership  4,150,000.  You get my point.

There are countless ways to approach change. Your values, mindset and experience will determine what fits for you.  We talk about winners and losers in change.  There is money to be made in change, especially if you are brought in to design or facilitate it.

Responding to Change

With regard to organizational change, where you sit in an organization is likely to determine how you might view it.  You could adopt any of the following perspectives and actions. You could:

  • Deal with it
  • Force it
  • Mandate it
  • Institutionalize it
  • Defend it
  • Implore it
  • Ignore it
  • Create it artificially – from a place of fear, threats, organizational weaknesses, fire and brim stone and forcing compliance
  • Invite it
  • Embrace it
  • Request it
  • Play with it
  • Recommend it
  • Create it transparently – from a place of possibility, opportunities, strengths, aspirations and foster commitment

Strength-based Approach to Change

When you take the perspective that every system – human or otherwise – has something that works already – it opens up the opportunity and the possibility to begin to address change from those perspectives.

Invite more of what works already so we can do more of THAT!

You know what?  People respond to that.  When a community discovers together what it does well already and openly celebrates, and acknowledges assets, successes, and its collective capabilities, it creates upwards spirals of energy and interest that fuel a spirit of WE can do this, Vs. IT can't be done.

The deepest principle in human nature is the craving to be appreciated ~ William James

There are a number of ways to invite people to be active participants in their own change. Appreciative Inquiry, Open Space Technology, World Cafe, Search Conferencing are such examples.  Creating a safe space for people to share the best of their past and co-create their dreams and pathways for a bright future speaks to creating change from a transparent place.  It requires trusting open, collaborative, generative and generous perspectives and practices.

20 Positive Outcomes

When you invite people to discover the high points of a past change experience where they focus on what works Vs do a post mortem on the weakness and failures, this is what can be unleashed:

1 stories of best performance

2 celebration of past successes

3 growing positive metrics

4 sharing most favorable feedback

5 energized activities

6 engaged communication

7 willingness to jump in

8 go that extra mile

9 volunteer mindset

10 abundance of ideas

11 increased support for each other

12 greater sharing of ideas

13 openness to customer feedback

14 greater collaboration around initiatives

15 more communication across the organization

16 increased transparency

17 greater acceptance of risk

18 sharing resources

19 leadership shows up where least expected

20 joy and play become part of work

The list is a just a start.  What else have you discovered?  Let's build the evidence for strength-based change to develop our communities and places of work.

What You Study Grows – Appreciative Inquiry Principle

What you study grows

A key Appreciative Inquiry Principle is what you study grows…. or, what you focus on grows, or, said in other words: where you put your attention, action follows. That's not trivial.  It is written in ancient scriptures, “seek and you will find”, “ask and you will receive”.

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