Process Man
Process Man

“The longest talk we’ve had in years!”

“I use the (PCM) tools daily. I had a 30-minute conversation with my 25-yr old son by using complimentary gestures, tones and body language and being attentive to his – the longest talk we’ve had in years! Usually he just grunts a reply and walks away! And, the conversation was about cleaning his room and moving furniture around – amazing!  Also, I used PCM today with a member of our staff team, to wonderful results.  Although I was frustrated, I used the Requestive Channel and her body language showed me it worked! I am able to better delegate to my team now, and let go of the need for perfection. The result..better performance.  THANK YOU, Next Element!”

- J.J. Sweeting, Executive Assistant for Suzy Amis-Cameron (wife of James Cameron), Malibu, California

Seeking Autonomy

It is a Thursday afternoon and I am sitting on a balcony, sipping coffee and working on emails.  I realize how energizing it is for me to be able to take time away from the office and be confident in my decision, knowing that I can be autonomous and that I have a great work environment at the office of Next Element, or anywhere.  Work will get done,  whether I am in the office, at home, or on a quick trip with friends or family.

In chapter 4 of his book, “Drive,” Daniel Pink talks about autonomy.  He explains autonomy as being self-directed, acting with choice, while being happily interdependent with others.  He also refers to “ROWE,” which means, Results Only Work Environment.  This concept was created by Cali Ressler and Jody Thompson, two former human resources executives at the American retailer, Best Buy.

In ROWE, work is not managed, it just has to get done.  How, when, and where, is up to each person.  People continue to have specific goals to reach, and time lines for completing those goals, however, they are given a lot of autonomy as to how they achieve the needed result.

I really resonated with this concept of focusing on the result, and having a work environment that supports each persons’ unique gifts and motivators, giving myself permission to be there for my children after school, and know that I can be a professional business woman at the same time… it’s so energizing and affirming!

I believe everyone is seeking autonomy in some form.  From time-to-time, everyone wishes they could attend a child’s school event, take advantage of a sunny day for some golf, or carve out a couple of hours to read and be inspired by a book.  And to know you can do these things without worry, and know your supervisors and/or peers support your choices, provides an overall sense of autonomy that has a powerful effect on individual performance and attitude.  I also believe healthy autonomy contributes greatly to overall health.

2010 May E-News

2010 May Issue, “Have You Made a Deposit Today?”

“The Process Communication Model provides a powerful context for engaging others on their terms. I am thoroughly impressed by the historical applicability and predictive power I see in this approach.”
- Mike Pomeroy, Six Sigma Master Black Belt, Human Resources

NE CORNER
Investing in relationships happens daily in even the smallest ways. Whether
giving compliments, noticing the good, listening to understand, or
acknowledging the little things, people will remember the experience of the
relationship long after they forget what was said. – JK, JR & NGR

PCM NUGGET
Good process is like money in the bank. People often ask us; “How exactly do
you facilitate trust, enthusiasm, and participation?” The answer is: match
perceptions, close channels, and offer psychological needs. As simple as
this sounds, it is profoundly effective at inviting people to feel heard,
valued, and invested – regardless of the content of the conversation. And,
it takes practice to get better. Every time you match a perception, close a
channel, or offer a psychological need, you are making a deposit in that
relationship. Trust is something that is built one interaction at a time.
-NGR

IN THE NEWS
An article by our dear friend, Sylvia Dresser, was recently published on the
ASAE & Association for Leadership website. This article is about the
success she experienced with a small staff using the Process Communication
Model (PCM) titled, “The Right Communication Tool,” we think you’ll enjoy
it. -MLE

WHERE WE’LL BE
We hope to see you at the Rolling Hills Country Club in Wichita on June 7th
for the annual Wichita Chamber Golf Classic. We’ll have a refreshment
tent by the clubhouse, and rumor has it that Hot Wings may be available.
Some of us are also hoping that Process Man will surprise the golfers with a
guest appearance!

We hope to see you at one of our open enrollment seminars in Illinois and/or
Michigan this summer! See “Upcoming Events” for more information. -MLE

UPCOMING EVENTS
PCM® Core Competency Training June 14–16
Advanced PCM® Conflict Resolution Seminar June 17–18

Go deep, get more practice, and learn advanced concepts for leading
through conflict. Discover how a person’s sentence structure can give you
clues into how they live their life and make decisions. Learn the core
issues that can keep each personality type in distress. This, and more, in
our 2-day Advanced PCM Conflict Resolution Course.

We are very excited to announce two new locations for your convenience!
In Frankenmuth, Michigan:
Process Facilitation Seminar June 9 – 11
Advanced PCM® Conflict Resolution Seminar August 11 – 12

A special thank you to Tracy Weber and her staff at Kaleidoscope
Learning Center
for making this possible!

In Lincolnshire, Illionois (the greater Chigago area):
Process Facilitation Seminar July 19 – 21

A special thank you to Sylvia Dresser, owner of Third Season Consulting for
making this possible!

HOT WING UPDATE

Nate enjoyed Hot Wings at the Green Mill, in Wichita, KS. Their tower of power wing stack delivered substance and style. Three floors, three
flavors, one delicious experience. The wings were meaty and we enjoyed the unique sauces, although we had to ask for additional sauce to get the full
experience. I give these a four out of five.

We’re always looking for excellent Hot Wings, send us a picture and review
of your favorite!

CONNECT WITH US
Follow us on Twitter and Facebook – then, keep an eye out for periodic
limited time opportunities to SAVE BIG on our seminars and services! We’ll
also be incorporating Process Man into our promotions – ready to have some
fun?
Jamie www.linkedin.com/in/jamieremsberg
Jeff www.linkedin.com/in/jeffreylgking
Nate www.linkedin.com/in/nateregier
Facebook.com/home.php?#/pages/Newton-KS/Next-Element/90015689726
Twitter@nextelementks

http://next-element.com/blog

Training The Dragons In Your Life: Lessons From An Unlikely Hero

“I don’t want to kill a dragon.”

At this moment, we know that Hiccup has discovered something special within himself.  For most of the movie, the scrawny, misfit son of a Viking warrior has repeated the phrase, “I can’t kill a dragon,” as if he is a victim of his own weakness and character flaws.  As How to Train your Dragon unfolds, however, we experience a moving story of choice, courage, and the true meaning of compassion. What can the unlikely hero in this movie teach us?

Lesson 1: When drama is the norm, insanity rules

A village five generations old, yet every building is new. Why?  Because the dragons keep destroying the village, and the stubborn inhabitants keep rebuilding it.  In the dance of drama, people assume the roles of Persecutor, Rescuer, and Victim. The Persecutor righteously attacks or blames others for his own problems.  The Rescuer martyrs herself overdoing for others without empowering them; and the Victim accepts the abuse day after day as if it’s his destiny.  All three roles play off each other, and recruit others to join the dance.  Insanity is doing the same thing and expecting different results.  That’s the nature of Drama – lots of damage while nothing changes.

Lesson 2: Even good people (and dragons) do bad things

The Process Communication Model (PCM®) suggests that when people are not getting their inborn psychological needs met in healthy ways, they will attempt to get those same needs met in negative ways – which is called distress.  Whether it’s a Viking father fearful that his son won’t make him proud as a dragon-slayer, or a toothless dragon who just wants a friend, we all can do some pretty damaging things out of desperation.  How to train your dragon is a story of looking past the negative behaviors to the essential human needs beneath.

Lesson 3: Energy spent trying to control negative behavior is wasted

The entire identity and culture of the Viking clan is tied-up in defending against, and defeating the dragons.  From elaborate books on the arsenals and ordinance of each dragon species, to dragon-slaying basic training, every waking hour is spent focusing on how to deal with negative attention behaviors.  While his classmates are embroiled in gladiator-style trial and error, Hiccup discovers that attending to the authentic needs behind the negative behaviors of dragons increases his effectiveness and efficiency beyond what anyone else has imagined.  Trying to control negative attention is fruitless.

Lesson 4: Cultures of Openness, Resourcefulness, and Persistence produce unlikely heroes

Hiccup makes the choice to respond openly, resourcefully, and persistently to the dragons. By opening himself up to the Night Fury, he creates a safe space for both to learn from each other, and gains the trust and protection of this feared dragon.  He resourcefully applies his skills in new ways to make progress – for example, he uses his blacksmithing skills to craft a tail-fin prosthesis for his new friend.  Rather than doing for the dragon, he assists the dragon in empowering itself.  And, he persistently sticks with his new friend, Toothless, as they both learn how to fly with new appendages.

Lesson 5: Leveraging diversity can produce incredible results

For me, the final scene of this movie was the most poignant.  As Hiccup awakes from the epic final battle, we realize he has lost his left leg.  Then, we see that his blacksmith mentor has crafted him a cutting-edge prosthesis, already retrofitted to operate the system he originally built to help his dragon-friend fly.  As the movie ends, these two imperfect beings are working together to compensate for their weaknesses and leverage their strengths.  As others in the village come around, we see that they have made friends with, and learned to utilize the tremendous skills of the dragons to do good instead of harm.  The Vikings have always been creative and dogged in their determination.  The dragons have always been powerful.  Finding ways to make these gifts mutually beneficial instead of mutually destructive was one of the most powerful lessons of the movie.

Lesson 6: Choosing compassion instead of drama takes courage and perseverance

Throughout the movie, Hiccup is ridiculed by his family and clan for being weak, stupid, and misguided.  Yet he persists, realizing that while anyone can feel justified by doing the same thing they’ve always done, it takes much more courage to chose a new path.  By dropping his knife at the moment he could have killed the most feared dragon of them all to become a hero in the Viking world, Hiccup chooses instead to find the connection between these two supposed enemies.  By doing so, he changes the course of history for his village.

Choosing compassion instead of drama takes courage, and can reap benefits beyond your imagination.  Make the effort today to learn new ways of relating to others, new ways of leveraging the diversity around you, and be a Hiccup in your world.

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