Part II: Getting at root cause in leadership development – symptoms of 360s represent only the tip of the icebergPosted by Dr. Holly Latty-Mann on May 28th, 2013 No Comments
Following up to our last blog, so how do you help someone work at the subconscious level – at root cause – in the name of leadership development in order to create positive change that’s permanent? Most people don’t want someone messing with their subconscious unless they are a credentialed psychologist at the doctoral level, yet there are ways to work at this level without those credentials. I personally would prefer my change broker to be a licensed psychologist as described, but I’ve seen it not be necessary.
Before describing methodology, I want to say that academic programs do provide excellent material and theories and oftentimes will provide coaches to spend one-on-one time with their attendees. I’ve attended these programs and learned a lot conceptually and intellectually through recent, rock-solid research findings. Because it is important to merge theory with practicality, you need an environment that will support deep, meaningful change while allowing you to feel safe with your dignity fully intact. In that kind of environment, preferably with less than 10-12 attendees, you are now in a position to experience the two important processes of 1) getting at your subconscious underpinnings along with 2) the emotional underpinnings of whatever represents that related material in your subconscious that is holding you back.
Research began about a decade ago and later appeared as a landmark article in the Journal of Social and Personal Relationships showing a strong, positive correlation between emotion and empathy. Blocked emotion is a huge obstacle to meaningfully connecting with other people. That’s why the unaware manager consistently hurts others while wondering why everybody is so darn oversensitive. To use a trite expression, he or she simply can’t feel their pain, because in most instances they can no longer feel their own. They instead may think their pain, think their relationships, think their emotions, even think their love. Real freedom is making the connection between the head and the heart so that you are no longer saying that you can grasp a certain concept intellectually but not emotionally.
People are emotional beings, and for those who have “successfully” blocked their emotions, it’s as if they are conducting their lives and leadership on 5 of the 8 cylinders with which they were born, so to speak. Unblocking emotion is such a small price to pay for freedom. This includes the freedom of knowing and enjoying greater intimacy at home and the freedom afforded through clear, uncomplicated communication at work, which is a by-product of everyone experiencing the real you, your authenticity.
Some people have worked very hard to create an act of leadership, but it still is experienced as an act, and it takes a LOT of energy to maintain an act. So how do you get to that authentic place? What methodology connects your head with your heart? The methodology is grounded in right brain experiences. Stay tune for more.
[Note. My very next blog will interrupt this specific topic to share my experience at a leadership workshop I attended earlier this month in Wisconsin. It is crucial people in the leadership development industry start seeing one another as partners in world change rather than competitors. I have tremendous regard for the work many of my contemporaries are doing, many of whom have approaches that deviate substantially from my own. What is important is for you to decide what resonates within you in a way that you simply decide to go for it.]