Most people in the Learning and Development world will be familiar with a stakeholder management map:
This delightful formula helps to categorise the people who have some impact on an intervention you have been tasked to deliver.
I was reminded of it today. I think it’s helpful but on reflection, exemplifies the power-play I see in some organisations and more especially, managing the occasional conceited stakeholder.
Status can strut like a vainglorious peacock, deaf to it’s surroundings and determined to fulfil it’s self serving agenda. These peacocks (I mean some senior managers) live in a category B state (according to the stakeholder map).
Prisons, Peacocks and Pigeons
I looked up Cat B prisons and they are defined as:
‘Those (prisoners) who do not require maximum security, but for whom escape would still pose a large risk to members of the community’.
Haha, pretty spot on for a few people I’ve met. They can be lost in their own paranoid ego. Interacting with them can be a ‘large risk’ as they don’t listen, have a skewed view of the community you serve and if their views were to ‘escape’ it could mean disaster!
And I use the peacock analogy purposefully. They look amazing but 60% of their body is feathers (a lot of fluff), they have very sharp claws (they can be nasty) and are omnivores (so they’ll eat you if they get the chance!)
I’d rather have a principled pigeon than a puffed up peacock anyday!
In Macleod’s report on Engagement (Engaging for Success) he spoke about the four enablers, the last one being ‘integrity’ or the word I like to use, character.
Great leaders have character. This is my litmus test.
If I go out for dinner with a prospect and they’re awful to waiters, I will not work for them.
If they treat their reports with contempt. I will not work for them.
If they talk a good talk but their actions are contrary, then I won’t work for them.
So although the stakeholder map is great, look out for:
Is there purpose purely self serving? Are their principles honourable? These are diagnosed not by what they say but what they do.
Peacocks look fabulous but remember, it was pigeons who helped us win the war. The peacocks were useless and did nothing!
CAUTION: You may not be ready to read this blog. There seems to be three stages to forgiving: Hate – Hurt – Heal. If you’re still in the ‘hate’ phase this article may just make you more angry. So continue with caution and try to remain openminded. Remember you’re here because you’re interested in how to forgive.
Forgiveness is not something we do for other people. We do it for ourselves.
If you can grasp the above statement you’re on your way to forgiving and moving on. Moving on for your own:
- Future success
However the idea of ‘moving on’ stops us from forgiving as it seems you are excusing the behaviour that caused the pain. So by not moving on, you show yourself and the world around you how much this thing hurts and continues to hurt you and therefore don’t forgive BUT:
Hurt people, hurt people
The pain you perpetuate hurts you AND those you love. You pass on that hatred and hurt to others. You are the owner of a toxic funk that you continue to manifest and share with others. Maybe you had something to do with the situation that caused the pain, maybe you were an innocent bystander, either way this painful cycle of hurt needs to be settled.
You will need acceptance, courage and resilience to successfully navigate yourself to a place where you are able to forgive.
Anger and resentment forces you to relive scenarios that have hurt you with the mistaken belief that somehow this pain will damage the perpetrator BUT as you continue to pour salt on the wound, the pain keeps coming and often the perpetrator has already moved on with their life.
The choice is stark. Keep pouring or put the salt down.
Simple NOT easy. Victims tell me that of course they want to ‘move on’ but can’t as it would mean that the perpetrator has ‘won’. Let me remind you of the first sentence of this blog. Forgiveness is not something we do for others. We do it for ourself.
“Forgiveness is a nuanced thing. It’s a choice, a practice. In successful relationships, we’re probably doing it unconsciously on a daily basis. The English poet and philosopher David Whyte says, ‘All friendships of any length are based on a continued, mutual forgiveness.’ I love that quote!” She pauses, then laughs. “Or you could just call it, letting go of the rankle.”
Here are my three steps to let go of the rankle and forgive:
I found the answer to acceptance in the most unlikely of places, the Big Book of AA. In one of the stories, a recovering alcoholic says this:
Acceptance is the answer to all my problems today. When I am disturbed, it is because I find some person, place, thing, or situation—some fact of my life —unacceptable to me, and I can find no serenity until I accept that person, place, thing, or situation as being exactly the way it is supposed to be at this moment.
Acceptance does NOT mean the behaviour was acceptable.
Read the first sentence of this blog again. It’s about how you can move on. So here’s what I suggest.
Write it down. Use a pen and paper (not a computer) and put this whole sorry saga down on paper. This process is very cathartic and will help you begin to accept. Do not write about acceptance or consider it. Just write down what happened, every detail of the situation that makes you feel the way you do. Do not write it like a novel or think it has to be grammatically correct. Just write it down. How do you feel, what would you like to do to this person. Swear, write in big words sometimes. This is your time to consciously lay out what has happened. Keep writing until there is nothing else to say. This can be a painful process because it is powerful. All the thoughts in your mind are now in view, probably for the first time.
Once you have finished. Read it back. Is there anything missing? Add anything that’s missing. Then find someone you trust, better if they’re not in the situation and read out the whole story to them. It may be a priest, a counsellor or a good friend. Explain that this is an important part of moving on from the pain you are feeling. Do not rush this. Find time and do it properly. This is important. Once you’ve read it out, burn the letter. Make it ritual like. Light a candle and as the letter goes up in flames, watch it disintegrate and turn into ash and smoke. Symbolically, this is where your ‘moving on’ can begin. You have addressed the pain and can always return in your mind to this process that you’ve just gone through.
Your pain may not magically disappear but it will start to heal. Remember what Marina said. This is a daily mindful practice that keeps you on the right path and not subconsciously falling back into resentment.
Any time you feel you’re starting to go down the path of pain, breathe, accept and remember you’re doing this for yourself and your family.
You’re powering the change with the courage to accept and not have your life defined by something that has hurt you for so long.
Finally, AA taught me to live my life, one day at a time. So take this slowly, it’ll take time and one other gem from AA was this: it works if you work it! So good luck.
I often get my ‘gens’ mixed up and baby boomers confused with Xs. However I found this chart and it’s very helpful.
Segmenting our approach in Learning and Development to fit a particular generation is a rather large brushstroke but it’s a good start. Enjoy!
Chart found here
There’s more information on the different generations here
A friend posted this on Facebook.
I can be that idiot sometimes and it annoys the hell out of me. So when I read this it really reminds me to:
Listen more and talk less.
Steve Jobs was famous for saying “Simple can be harder than complex. You have to work hard to get your thinking clean to make it simple but it’s worth it in the end, because once you get there, you can move mountains.”
We can be inclined to complicate something to look really clever. From using ridiculous business speak to embellishing documents; we need to cut the crap, especially in presentations. That’s why presentation skills training is So important.
By the way I don’t adhere to the KISS principle (keep it simple, stupid). I don’t like calling people stupid and I don’t think calling myself stupid helps build self confidence. So drop the stupid go for keep it super simple!
There are lots of elementary mistakes that can be quickly resolved to help build connection with clients. One of the main mishaps is bombarding them with too much information, in the hope that they’ll like something. They can go away from such pitches confused and befuddled. Clarity of purpose with a clear and concise presentation is far more powerful than a plethora of information thrown at the client.
So keep it simple. Business is fundamentally about solving someone else’s problem. It’s about meeting and exceeding your client’s needs.
Building trust is simple, just not easy. It takes time but one way to scupper any trust is to baffle and bewilder. You may think you’re great but the days of confuse and conquer are long gone. Banks are being called to account for their practices that they didn’t even understand, public bodies have to show their working practices more clearly and the appetite for complicated and unfathomable consultancy has been truly quenched.
So keep it simple. At every step of your presentation see if you can cut it down, make it easier to understand. Get free presentation tips here.
Don’t go to the other extreme and become patronising just be clear, concise and I promise your presentation will be more powerful. Leonardo da Vinci was right when he said:
“Simplicity is the ultimate sophistication.”
Question: 5 frogs on a log, four decide to jump off. How many are left?
If you’re struggling, read on for the answer.
Change is simple just not easy. All you have to do is make a decision and then consistently do something about it. So why do so many fail?
I reckon when we decide to change, we think we have changed. Mistake! Simple does not mean easy. And surely your experience will tell you that you don’t get a free ticket to sustainable commitment from a decision.
Motivational coaching beats training
Motivational coaching is the smart choice for those who are serious about training that needs to stick. Traditional training methods simply don’t work very well. Yes you can learn stuff (even though some studies suggest you’ll only take in about 20% of the content) but that doesn’t mean you’re going to consistently implement those practices.
The answer is 5. They only decided to jump! So in training you may be inspired to change but after a week you’re back to you’re old ways. Motivational coaching works over a period of time to encourage long term change. At Power the Change we have courses that last six weeks rather than our competitors, whose training last 6 hours.
We fundamentally believe that behavioural change takes time and have put our money where our mouth is by delivering our coaching at competitive prices…yes that means our 6 week courses cost around the same as many 6 hour courses.
So don’t be a frog on a log. Take the leap and contact us now.