Tag Archives: learning

Finding Control Amidst Ongoing Crises

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I recently told someone that I was not engaging in viewing much news right now.  The 24/7 nature of war reporting, allied with the negative bombardment of horrific images through social media, with the constant doubt about validity and truth, meant that I was becoming consumed by the sheer volume of information. Rather than feeling informed, I felt overwhelmed, if not traumatised.
Their response was that this decision to ‘look away’, while the world burned, was exactly what the warlords would wish us to do. To hide our heads in the sand, look the other way, and let them get on with destruction, killing and lawlessness with impunity.

This is certainly a powerful argument, and it got me thinking.
Does me (little old me) not looking at all the reports coming out of Iran and surrounding countries, mean that I am not concerned?  No.
Does it mean I am not interested in the geopolitics of Ukraine, or the prospects for finding a way out, and to finding a path to peace?  No.
Am I somehow betraying, or turning my back on people’s suffering in Palestine, by not consuming as much information as is humanly possible to consume?  I don’t think so.

I believe that there is a confusion in our brain about the role of “Control”.  When bad things happen, it is natural for people to look at what they can control?  We don’t like loss  of control. Grasping for control is ultimately linked to our desire for survival. “If I lose control, I might die!”   That may sound extreme, but deep down in our belief systems, that fear lurks.
Now, some might feel that one way to regain control of a situation that they can do nothing about, is to read as much, watch as much, or listen to as much news as they can.  It is not clear how that gives more control, but it may satisfy a part of the fear centre in our brain, that we are, at least, staying informed, allowing us to rail against all the bad things happening.

Others may occupy a position, from which they  feel control is better preserved or protected, by “choosing” what, when, and how much, they consume. By rejecting 24/7 coverage.  By treating social media coverage sceptically. By being selective about what one consumes, and when, helps some individuals take back control.

This strategy may also ensure that the deluge of bad news does not dominate our attention, allowing us to carry on with everyday tasks, activities or hobbies, and helping us to maintain a sense of control and autonomy in a world that, too often, leaves us feeling helpless.

Where does your attention move to when you feel a loss of control?

The Present Serves us Well

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Learning from Wimbledon (revisited)

I have followed Andy Murray’s career, and his emotional journey, since he first burst onto the scene as a gangly teenager. This year will be his last as a professional tennis player, and he will leave behind so many great stories, and great lessons, and not just relating to Tennis. I am leaving this previous post here, as I think it is still hugely relevant, and I want to thank Andy for all the entertainment, thrills and sheer drama, he has served up over all these years.

Recognise the fact that the past is past, and that soon you won’t have any future left – so you really might as well be here. It’s not so bad. Often enough, it’s wonderful. And in any case, there’s nowhere else to be.”   Oliver Burkeman

Investing in People

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Reading an article in The Scottish Review this week reminded me of some organisations’ baffling approach to learning, growth and development of their people. It may seem obvious to most readers of this post that investing in the ongoing growth and development of your people is a ‘no-brainer’. However, it is sadly not always the case, and too many firms, institutions and businesses scrimp on people and their learning, until demands are forced upon them, whereupon it may be too late.

Dr Mary Brown’s son asked his company for training over a long period of time but all requests were met with stony silence. On securing a post with another company, which did place training of its staff as a high priority, his current employer suddenly sprang into action and offered him inducements to stay. It was too late. He left.

But this is not unusual. Too many managers see training and development as a luxury ‘add-on’, rather than an essential part of every successful organisation’s strategy. A rapidly growing proportion of the younger generation entering the workforce place training, continuous learning and coaching even higher than starting salary, when it comes to what attracts them to new job opportunities.

A backward thinking manager once said to their colleague,

“But we can’t throw all that expensive training at them. What if they take it all, learn all this new stuff, and then decide to up and leave?”

The wise colleague said, “Maybe! But just think how much more worrying it would be if you don’t, and they stay?”

Get Vulnerable and Get Curious.

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I accept that my perception of what is going on the world is tinted by the lens through which I find myself viewing it.  Brexit, Trump, Knife Crime, The Wall, Gaza. The daily menu for rumination is endless.  But what worries me most are the reactions I see and hear around me; in the street, on the train, in the barbershop, on radio phone-ins, and on social media. People sound angry. Angrier, it feels to me, than just a few short years ago.  Not just a good old-fashioned straightforward type of anger. The anger that wells up in our chest when we observe an injustice only to dissipate soon after.  No, the current anger that is milling around among us is more impatient, more intolerant and much more pervasive.

What’s going on?  We hear the cry around us all the time for greater certainty.  I hear it everywhere.  People demand answers and they want them now. They want decisions and they don’t understand why decisions are not being made, now. They have had enough of politicians, they have dismissed experts, indeed they feel that the whole ‘establishment’ (whatever that actually is) has let them down and they have simply had enough.

This is unfortunate timing, as we are living in an era that is arguably the most volatile, uncertain, ambiguous and complex period in the history of the planet.  The term VUCA has been coined specifically to capture this and has become something of a trendy managerial acronym.  If there was ever a time when we humans need the capacity to live with, and cope with, VUCA conditions, then this is it.

image by Alexey Kljatov // creative commons

But this growing intolerance is not happening simply by chance or because the world has hit a particular high water mark of VUCA. It appears to me to be more sinister than that.  It is being fueled by politicians and governments, ably supported by elements of the media, to generate populism and simplistic thinking.   Arguments are reduced to ‘Yes versus No”. “Us versus Them”. “Right versus Left”. Social media often gets blamed for causing shallow analysis and lack of critical thinking, and I have some sympathy with that view. But, let’s be clear, social media has exaggerated and amplified things, it has not created the problem. When we are engaged in our social bubbles we get fed more of what we already believe. Information comes to us, not as conversations with arguments and rationale, but as  soundbites, as snippets, as shock headlines. We become more and more lazy in the way we consume data. Continue reading →

Talismanic coaching: where science meets superstition

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This Article was published originally in Coaching Psychology International, Volume 8, Issue 1 (Summer 2015) – ISSN 1758-7719 – pages 16-19. 

In Daniel Goleman’s (2013) Focus, he proposes that in a world of ever-increasing 24/7 distraction, we need to become better at focusing in the here and now. In this paper we propose the benefit of “superstitious conditioning” through the use of a Talisman to help
clients focus their attention in post-coaching situations.

Learning, at its most fundamental, is based upon the creation of neural connections which either strengthen or inhibit behaviour, facilitated by attending or not attending to stimuli. Learning can be said to happen when a new state (ie, a new connection) or a new association of existing connections occurs. The stronger the associations become, the more they become embedded, meaning the associated behaviour will be more readily enacted.

As coaches, we are in a highly privileged position, able to utilise this knowledge of how learning occurs for the benefit of our clients. We can share with them tools and techniques to create and strengthen associations. Once changes are fully embedded, then the tools may no longer be required, but, in the early days, having a proxy association to aid the formation of a neural association assists with sustenance of early progress.

However, all too often in coaching, after gaining insight, clients return to the everyday fray of work. Here, they lose conscious awareness of their coaching goal as it becomes displaced by more demanding pressures. Continue reading →

The Dumbing Down of Knowledge

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The world is faced with enormous challenges, and we need creativity and innovation more than ever. Whether today’s focus is on climate change, terrorism, economic collapse or disease, the ‘old-world’ thinking that got us here will not be good enough to lead us to where we need to get to.

www.searchinfluence.com/No one can dispute that the growth of the internet and the explosion of personal device ownership has made available more data to more people in the space of just a few short years than was ever available in the history of humanity. The trouble is that knowledge search algorithms generally assume that volume is good. The more something is searched for, the more privileged it becomes. The information at the top of the list does not reflect quality, it reflects desirability. And, it fosters laziness. Personalisation ensures that we are presented with our ‘favourites’, the things we have ‘said we enjoy’ in the past.  Despite the diversity of knowledge that is potentially available, the interfaces through which we access information, ironically, narrows our universe.

Even in the corridors Continue reading →

No Time to Think

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Perhaps ‘the’ most tantalising allure of any advancement in engineering or technology through the ages has been the promise of saving us time. Cars, trains and planes certainly get us places faster than horses ever did. Bridges and tunnels allow us to take short-cuts over rivers and through mountains, saving us hours. Advances in IT and robotics mean that tasks previously handled manually have been automated with exponential levels of increased productivity.

Why, with so much technology and time-saving gadgetry at our fingertips, do people still present at coaching sessions with issues and concerns about their ability to manage their time? After all, our lives have never appeared to be more organised ~ or perhaps I should say digitised!   More and more of us are hooked up to the Net from morning to night.

Our smartphones and tablets wake us up, we check our diary for appointments and read our messages before getting out of bed. We catch up on missed shows on iPlayer or Stitcher while we commute to work. We juggle collaborating on Sharepoint, with watching company Webcasts, while occasionally dipping into our personal Instagram, Twitter or WhatsApp accounts. We may even check in on Foursquare while grabbing lunch, and be just as likely to choose where to go by WiFi availability as the quality of the food. On the way home we might burn some carbs, having gained access with our fingerprint or iris, which are digitised on the gym’s customer database. We immediately wire ourselves up to the screens on the machines so as to catch up on news, or check Facebook activity.  And when we get home, after a microwaved dinner, and a quick skype chat with your mum, our relaxation and wind down time may well include logging on remotely to your work’s email to ‘finish off’ a few things, and give yourself a fighting chance of making a clean start on things again in the morning (fat chance!).

Continue reading →

Fail Big, Fail Fast, Fail Often!

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In the week of the 2015 US Masters golf championship, many eyes are on Rory McIlroy. In 2011, an even younger McIlroy was on the verge of making golfing history. He carried a 4-shot lead into the final round, having played sublime golf for the first three days of the championship. However, on his final round he shot the worst round in history by any professional golfer leading after the 3rd round of the Masters. Not the piece of history he was after. Rory suffered what can only be described as a ‘meltdown’ in the unforgiving glare of the TV cameras and the golfing world.

Some pundits questioned his bottle, his psyche, his temperament, and his ‘big game’ mentality. Some said, “history shows that players who cough up big leads in big tournaments often don’t get another chance, their psyches permanently shattered by thoughts of what might have been.” (TwinCities.com) 

But, McIlroy went on to win 4 majors in the next three years, starting with the U.S.Open championship, just a few short months after his Augusta meltdown. He achieved his victory in some style too, setting a new championship record and becoming the youngest winner since 1923.
Continue reading →

What’s changing for you right now?

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                  When we are no longer able to change a situation,  we are challenged to change ourselves. ~ Viktor E. Frankl

All learning happens at ‘the edge’.   Going to the edge, and looking beyond, creates uncertainty.  After all, when nothing is changing and your world is predictable, what is the need to change, or learn anything new?  Sometimes changes are forced on us, sometimes they are sought.  Either way, they induce learning and growth.

This appears to be at the very heart of our existence as a species.  Skulls found in the Great Rift Valley of East Africa, the cradle of humanity, point to increases in skull capacity, and by definition brain size, at specific points in the earth’s history that correspond to periods of dramatic environmental change.

Professor Brian Cox’s recent BBC programme, Apeman to Spaceman,  explains that Brian Cox skullsthe earth experiences major and rapid climatic changes approximately every 400,000 years.  The skulls of various generations of hominin species (i.e. from australopithecus, to homo erectus, through to early homo sapien) reveal an almost doubling of brain capacity every 400,000 years.  The theory he advances is that human intelligence is quite literally a response to periods of rapid changes in the environment as a result of violent climate fluctuations.

And while this theory is concerned with enormous changes over thousands of years, the conditions for changes driving growth and learning are no less evident within single lifetimes.  Continue reading →

Embrace Confusion

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Stop and think!  How much of your waking hours do you spend being confused?  Or puzzled? Or maybe you prefer to use the the word ‘uncertain’?  If the answer is hardly at all, I would suggest you get yourself more confused, more often.

Being certain, being sure, having it all figured out, is not conducive to learning and growth. We are primed for learning when we are at the edge of of our knowledge. When our beliefs are challenged.  When the bubbles of our old certainties are popped. Continue reading →