Thoughts on Psalm 33:5 and Carl Jung

The Earth is Filled With the Goodness of the Lord.  Psalm 33:5 KJV

An excerpt from the full chapter.

“I either did not see or gravely doubted that God filled the natural world with [only] His goodness.  This, apparently, was another one of those points which must not be reasoned about but must be believed.”  Carl Jung.

Why did Jung not see the goodness?  Surely he participated in producing good things for our world – through his art, his research and discoveries, his teachings…and his exquisite WISDOM.  Is the good so difficult to see?  Why?

Is “goodness” a perception?  Many people use a common phrase, “perception is reality”.  While I disagree with the popular interpretation of this, the intellectual dilemma now appears: if there is a perception of no goodness, then is it possible that, for that individual or group of individuals, there actually is an absence of goodness?  If goodness is a construct of love, and if, for those people, that love does not exist, then perhaps perception actually is reality, in this case.  So now begs the question:  is the psalmist wrong?  Is the Earth filled with the goodness of the Lord?  Or is David, assuming he is the psalmist, one of many people who experience that goodness, and who sees it everywhere, while others do not?

Or, must we diligently seek goodness, and strive to uncover God’s goodness in our world, so as to engage a deeper level of gratitude, and thus a larger sense of the goodness of God?

…more on this tomorrow.

Pledge to end modern day slavery

Talk to me!  Please!  A few days ago I made a speech at the National Human Trafficking Awareness Day event at Worcester City Hall.  A few people thought I said something offensive.  Perhaps I did.  So I posted the transcript last night and I am wondering why the silence?  Was what I said really offensive?  Slavery is offensive.  Collecting money from somebody so they can feel that they have right to violate another person is offensive.  Shopping in American stores and purchasing items that were made by slaves overseas, so the business owners can get rich…that’s offensive.

So read my words (scroll down my page and you will see them from last night) and tell me what you’re thinking.

And then I want you to think about this.  I am writing a pledge.  Please take this pledge and help me gain commitment from my friends and family that we won’t profit from the exploitation of children, men, or women.  Please promise me you will try to get inside my head, and inside my heart, long enough to realize that, for me, there is no “us” and “them”.  Understand me.

Read the pledge and respond with a simple “Yes” if you’ve been able to see inside my heart, and inside the hearts of these millions of innocent people who are exploited.  The only difference between them and me is that I am free.  That’s it.

“I pledge to do my part to end slavery and human trafficking.  I will listen, reflect, research, and take a stand.  I will NOT profit from slavery in ANY form.  I will be a solution, not a cause, of an atrocious human rights violation that is occurring everywhere in our world, including our own backyards.  I promise to help.”

Assertive Communication Skills

“To know oneself, one should assert oneself.” This is an interesting quote from 20th Century French philosopher and novelist Albert Camus, a winner of the Nobel Peace Prize for Literature. Camus reportedly would not call himself an existentialist, but his followers labelled him as one, mostly because of ambiguous and deeply abstruse statements and quotes such as that one. Let’s take a closer look at Assertiveness and the concept of assertive communication: what does it mean for professionals, and what do other experts have to say about it?

Dorland’s Medical Dictionary defines assertiveness as a form of behavior characterized by a confident declaration or affirmation of a statement without need of proof; this affirms the person’s rights or point of view without either aggressively threatening the rights of another (assuming a position of dominance) or submissively permitting another to ignore or deny one’s rights or point of view.

According to the Mayo Clinic, a top U.S. hospital located in Rochester Minnesota, Assertiveness can help you control stress and anger, and can also contribute to improved coping skills. An informative article on the Mayo Clinic website makes two sets of important contrasts concerning behaviors: Assertive/Passive Behavior, and Assertive/Aggressive Behavior.

Assertive vs. passive behavior
If your style is passive, you may seem to be shy or overly easygoing. You may routinely say things such as, “I’ll just go with whatever the group decides.” You tend to avoid conflict. Why is that a problem? Because the message you’re sending is that your thoughts and feelings aren’t as important as those of other people. In essence, when you’re too passive, you give others the license to disregard your wants and needs.

Assertive vs. aggressive behavior
Now consider the flip side. If your style is aggressive, you may come across as a bully who disregards the needs, feelings and opinions of others. You may appear self-righteous or superior. Very aggressive people humiliate and intimidate others and may even be physically threatening.

More of this information can be found here, on the Mayo Clinic website.

An assertive personality is something that many people are born with, therefore it is natural for them. However, the good news is that assertiveness is a behavior which can be learned. Naturally assertive people and their approaches can and should be studied, thus enabling those who are naturally aggressive, passive, or some combination of these factors, to learn. When naturally assertive people are modelling the way, here’s what we will find:

• They have a healthy level of self-esteem.
• Assertive people feel empowered.
• They feel free to express their feelings, thoughts, and desires.
• They are also able to initiate and maintain relaxed relationships with others.
• They understand their rights, and the rights of others.
• They have control over their anger, and other strong emotions. This does not mean that they do not experience these emotions, but it means that they are able to effectively manage them, and talk about them in a productive manner.
• Assertive people have been found to be comfortably and reasonably accommodating, and willing to compromise with others.
• They are proactive rather than reactive.
• Are able to resist non-assertive forms of communication that are meant to intimidate or manipulate.

Now let’s talk about Assertive Communication. I'm a big fan of Dr. Jon Warner and his work entitled Assertiveness Style Profile. Once again Warner gives us an interesting analysis, and remarkable labels for four very specific communication styles:

1. Firmly Asserting
2. Passively Observing
3. Warmly Proposing
4. Aggressively Controlling

By utilizing Dr. Warner’s Profile, we learn about a great variety of degrees of assertiveness. The four categories described above are detailed, and also combined with other factors such as level of energy and level of empathy. Assessment results can now be plotted and analyzed according to all of the factors mentioned. And Dr. Warner also provides strategies to move toward enhanced assertive communication. Below is the chart that Warner has created to assess and analyze individual assertiveness styles.

An added bonus that Warner gives us is information about body language, and how it relates to each individual assertiveness style. It’s important to note that Dr. Warner’s Assertiveness Style Profile has no right or wrong answers—it simply analyzes and describes each person’s own unique style based upon their honest responses to a series of statements. Finally, Warner describes assertiveness as “getting what you want from others without infringing upon their rights”. Sounds like a win-win!
Looking at some other viewpoints, we find that assertiveness in business is a critical skill. John Folkman, a contributor for Forbes, lets us know just how important effective assertiveness is for a leader. In his article The 6 Secrets of Successfully Assertive Leaders, Mr. Folkman describes the outcome of a survey where assertiveness was ranked against good judgement. Here are the surprising results:

“Leaders who were rated high (in the 75th percentile) as having good judgment but lower on assertiveness had only a 4.2% chance of being highly rated as an effective leader.

On the other hand, leaders who ranked high on assertiveness but lower on good judgment had a 12.5% chance. However, leaders who ranked high in both characteristics had an actual 71% change of being rated as one of the best leaders.”

The article then takes us through “The 6 Secrets”, which are provided, in brief, below:

1. Connect and Communicate with everyone.
2. Give honest feedback in a helpful way.
3. Use good judgement to make decisions.
4. Walk your talk.
5. Maintain excellent relationships.
6. Look for opportunities to collaborate.

Read the full article for further details about John Folkman’s take on assertiveness and its importance to managers, CEOs and other influential people.

Finally, for further development, Robin Currie recommends the book,Managing Assertively, by Madelyn Burley-Allen. Burley-Allen’s work delves into assertiveness and assertive communication, and also helps the reader to vastly improve his or her “people skills” using her eight building blocks method to become a more effective manager.

There is a plethora of information available on assertiveness, developing assertive communication, and enhancing communication skills. These are invaluable tools for all people, whether in business, family life, volunteering, coaching, teaching, or parenting.

Nehemiah – an inspirational achiever

Here are my first thoughts on Nehemiah as an important character for me, especially at this time.  These first thoughts will be expanded upon over the next several days so check back for updates!

What an exciting Bible chapter, about this visionary man who, in his obedience to God and his purpose (and here was can also say His purpose).  Nehemiah had all of the characteristics of a successful leader.  His dedication and commitment were intense and unparalleled, and he was a resourceful entrepreneur.  What a great example Nehemiah is for somebody who is embarking on a mission, especially if that mission is one that this person feels is ordained by God himself.  Here’s an outline of the phases, as I see them, which chronicle the holy journey of rebuilding the walls of Jerusalem after the occupation had set in.

1. Birth of an idea
2. Internal planning phase
3. External planning phase
4. Support
5. Execution
6. Overcoming obstacles and obstructions
7. Details
8. Sustainability

Nehemiah’s work is fascinating, and his completion of a deeply important project, inspired by his devotion to God is absolutely marvelous.  Let’s now examine his process.  How did he come to understand his purpose?  How did he lay out the plans in his mind, which led to his first steps?  What were his first steps?  How did the phases of the project unfold?  The transformation of an idea from its origin as a single thought, into action steps is critically important.  And to see the fruition of a great victory one must exercise patience, intention, and tenacity.  Nehemiah did all of that, and more.

How did Nehemiah gain the approval of the most important people?  And how did he influence a team of recruits that were otherwise not only uninspired, but oppressed and subjugated?  When facing a goal as enormous as the rebuilding of the wall, and one that will surely be met with a great deal of opposition, find a person who has accomplished a project, something that rivals your own, and examine how it was executed. And remember, this undertaking was not only practical, but it represented something that would forever change the perspective of a nation through its dramatically symbolic nature.

#WALKFREE Remarks January 11, 2017 Worcester MA

As promised, here are the notes and remarks from my speech at Worcester City Hall during the National Human Trafficking Awareness Day event.  What’s notable is that January has been declared by President Obama to be National Human Trafficking Prevention Month.  These remarks came after a review of the Walk Free Project, 500 Miles to End Slavery.

Today is National Human Trafficking Awareness Day.  My thoughts here may be considered out of line by some, or possibly even offensive.  We are a country, much like many, many other countries.  We are a country turning a blind eye to slavery, as it exists, right here in our own backyards.

I’ll tell you what I mean by this.

Our government has declared an awareness day, to remember that modern-day slavery and human trafficking exist, and we were all very happy.  This declaration assisted us in the long, exhausting process of cluing in millions of Americans.  Americans, who are, to this very day, very, very poorly informed.

So let me get back to my point about Awareness Day.  What does that mean?  What does that mean for all of us who are involved in the fight…all of us in this room…and all of us who can not sleep at night, for thinking about the millions of children, men, and women who are enslaved today?  All of us, here today, we are aware.  We are in this fight.  So, the declaration of awareness day, do you want to know what it means to me?  Now?  Today?  After many years working as a volunteer organizer to keep fighting for this cause?  Human Trafficking Awareness Day, to me, has become Human Trafficking Acceptance Day.

Our own government, a government which is charged with the protection of its people, has announced that “yes, we have human trafficking”.  It’s going on right now, right here, in America.  Thousands upon thousands of our own American people, plus those thousands who are brought into our homeland, are sex slaves.  And they are domestic slaves.  And they are providing your manicure, and your massages.  And they are clearing your table and washing up from your visit to a restaurant.

So what’s the point of National Human Trafficking Awareness Day?  Is it to remind us that we continue to import billions of products that are manufactured overseas, by children and by entire families that are enslaved?  Our government is fully aware of this, yet, as a nation, we fail to take a stand and sanction these imports, and those countries.  We live and die by Walmart, and Nestle, and all of these “American” practices that not only accept slavery, because there’s a benefit to us to do so, but we are actually endorsing it through our consumerism.

So my question to you all today is:  where do we go, after 11:30 this morning when we leave here?  Where will we go and what will we do?  Will we go home, go about our day and reinstall our apathy?  The apathy which allows and appreciates the slavery right here in our own nation, in our state, our cities and towns, and in our own backyard?

I ask you:  is this going to continue to be National Human Trafficking Acceptance Day, every January 11?  Or will we press on, and strategize, plan, organize, and let our government know that this is not acceptable.  Slavery and trafficking are the greatest and most despicable human rights violations imaginable.  Yet we accept it.  I plead with all of you, and with our esteemed lawmakers:  let us work together.  We need each other,  We need to take this movement from this room, and bring it, through teamwork, up the chain through our local government, to the state level, and beyond.

Please join me and my team.  We are exhausted, we are spinning our wheels, we are fighting and fighting against a crime for which our government has actually created a national acceptance day for.  What, now, will you do?

Article Review - Can You Measure Leadership

Recommended reading is an article in the MIT Sloan Management Review entitled Can You Measure Leadership? In the article, Robert Gandossy and Robin Guarnieri address the urgency, as well as the accompanying challenges, to measure the effectiveness of the leadership at your organization.  Not only does this piece add more dimension to an area that is front and center for all businesses, it also supports two of the 12 Currie Success Principles©:

Currie Success Principle #5 Continuous Development

Currie Success Principle #9 Results Orientation

Please note on the first page of this article – another stern reminder that the world is about to change.  Paragraph #2 contains mission critical information that Bob and the Currie team have been repeating for the past several years:  “the so-called ‘key leader age’ will drop by 15% over the next decade…”  Now is the time for all distributors to plot the strategic placement of your future leaders.  And this article is in keeping with the theme of talent management that has been assembled this year, beginning with The 2012 Global Workforce Study[i].

The Sloan article takes us through the process of identifying the circumstances when a company has successfully developed leaders.  In other (Currie) words:  “What does [leadership] look like when it’s right”.  Then we learn how talent is analyzed, and finally the author provides some questions and measurements to help all companies create and implement a leadership measurement process.

Pay special attention to the Sample Nine-Block Framework diagram.  This graphic demonstrates “Results Orientation” in action, as it applies to leadership, which has historically been an area that is difficult to assess.  The Framework is a rating tool designed to assist top management in their endeavor to understand exactly how effective their leadership team is.  Notice that accountability is created by the public reporting of the results, and it is likened to McKinsey & Co.’s “team barometer” survey.  Now we understand the vision behind the measurement of leadership effectiveness, just as we understand the evaluation of financial results through the Currie Financial Composite©.

In the quest for “Continuous Improvement”, the authors have developed a series of questions that are critical to the growth of the leadership team.  These questions are geared toward different groups within the organization:  People Managers, Key Talent, Business Leaders, and HR Professionals.  By defining the parameters for a great leadership team, the company can develop a world class talent capture (refer to Currie’s website for Q2 2014’s recommended article:  Building a Game Changing-Talent Strategy[ii]).  The Currie Leadership Development Program and Operational Seminars are continuous development offerings that all distribution companies should be taking advantage of.  Other activities (think of the annual Currie Reading List and the quarterly article reviews) are designed to promote and inspire development initiatives.  At most Best Practices group meetings, Currie Management Consultants, Inc. encourages all Human Resources Departments to invent and implement a continuous development plan for each and every employee of the company.  (And remember, in our Model, we encourage a ratio of one HR executive per 100 employees.)  This is how we build solid, engaged leaders.

Finally, how do we apply the lessons from this article to our equipment distribution companies?

• Utilize a tool such as the Nine-Block Framework or the team barometer survey, create motivation by sharing the results publicly, or create a leader scorecard. All of these methods build a culture of accountability, as well as motivate and engage the leaders.  In other words, this is how we construct a “Results Oriented” leadership team.

• Encourage, inspire, excite, and motivate your leadership team through ongoing educational programs and advanced training. Invite your team to learn and grow.  In the Currie Leadership Development Program, Leadership Practices Inventory[iii] is utilized to help each participant assess their own inner “toolbox” and their capacity for growing from a good leader into a great leader through the following practices:  Encourage the Heart, Model the Way, Inspire a Shared Vision, Challenge the Process, and Enable Others to Act.

• “Hire for attitude, train for skill” (Herb Kelleher, former Southwest Airlines CEO). Identify your brightest talent and prepare your replacement! Remember Emperor Napoleon’s Military Maxim LIV:  “Assets should always be placed in the most advantageous position”.  Your company’s talent is not only an asset, but a precious resource that contains the power to propel your company into future successes.  Succession planning is an ongoing process that needs to be approached with vision, focus, and purpose.

Favorite quote from Can You Measure Leadership?:  “When a company has a true commitment to leadership, it becomes integrated with business planning and woven into the culture of the organization”.

[i] http://www.curriemanagement.com/2014/03/2012-global-workforce-study/

[ii] http://www.curriemanagement.com/2014/04/2014-q2-currie-article-review-building-game-changing-talent-strategy/

[iii] James M. Kouzes and Barry Z Posner

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San Paolo and his first letter to the Corinthians

Here’s a summary of another idea for a chapter in my book about Bible What-Ifs.

In Paul’s first letter to the Corinthians, he gives us some insights that I respectfully would like to challenge.  Yes, I have my issues with Saint Paul, as do many women, but I’d like to learn as much as I possibly can from him.

When we look at the King James Version, in Chapter 11, Verse 1, we are told to be followers of Christ.  We have all heard this many, many times.  We try our best every single day to do so.  But when we look at other Bible versions and other translations, we see a different command.  The Amplified Bible, and others, tell us that Paul said: “imitate me, just as I imitate Christ”.  Same thing?  No way!

Babies learn to walk and to talk through the process of imitation.  When interacting with infants, we find that they study their adult subject’s facial expressions, sounds, and other movements.  They are observing reactiveness, tone, and other mannerisms.  Then they do their very best to imitate, through a purely instinctive process.

As children we played “pretend”.  We were free and could decide who we wanted to imitate at that moment…superhero, police officer, teacher, parent, actor, magician, etc.  There was no limit to the choices we could make.   We learned, as infants do, by imitating and role-playing.  When did we stop doing this?  Why?

Later on in this exact same letter, Paul writes:  “…but when I became a man, I put away childish things”.  What childish things did he mean by this….specifically…at the moment he was writing this.? Was he thinking back to a time when he was a carefree child, playing outdoors, role-playing with friends, pretending?  Had he forgotten the joy of learning through imitation?  Had he ever been allowed to play freely, and experience learning by experimentation?  These are the questions I will address over the next few days, and then post the full paper.  Final thoughts:  Matthew 18:4, in the red letters.  “Whosoever shall humble himself as this little child, the same is greatest in the kingdom of heaven.”  You’ll see more about that.

Stay tuned…and think about it!