[Strategy] How to Avoid Being Swept Away by Conventional Wisdom

There are two things to remember about conventional wisdom.

The first thing to remember is that the wisdom is conventional. Meaning that it’s the perceived wisdom of the crowds, held tightly, based in a cascade of life experiences, in accordance with what is “generally” done or believed. Conventional means standardized.

The second thing to remember is that the wisdom isn’t really wisdom. Meaning that the wisdom of the conventional variety is based in theory (what we’d like our interactions in the world to be like) and belief (what we’d like to believe our interactions should look like), rather than good judgment, principles, or any species of scholarship, lore, or sophistication.

Conventional wisdom only works when it works. And when it doesn’t work, people who formerly relied upon its benefits (as a shortcut to not engaging, thinking, or developing other ways of looking at the world) are often confused and irritated.

There are no simple ways out of the trap of conventional wisdom, but here are a few ideas:

One of the simplest ways to overcome the thinking around conventional wisdom is to realize that common sense is no longer commonly held. With the fragmentation of American culture in particular (and global culture in general) the power that commonly held sense used to hold is now dissipating.

The other thing to recall is that defaulting to conventional wisdom gives people in power a “leg up” over you and your situation. When they are operating within the confines of decorum, manners, and other conventional wisdom tropes, they can’t move as quickly to be creative, thought provoking, or to generate new wisdom based in changed mores.

Wisdom—just like courage—is in short supply. And it always has been. Wisdom can’t be downloaded or Googled. It has to be lived. And separating wisdom from the confines of conventionality allows the parties with that wisdom to be more cautious when responding to change. But it also allows those with wisdom to be more impactful when change arrives.

Conventional wisdom is often based in laziness of thinking and lack of imagination and curiosity, rather than any species of patience. Patience is the province of the unconventional.

Conventional wisdom is the province of the crowds. And the crowds have been wrong before.

And they’ll be wrong again.

[Opinion] Integrating the Path to Peace in Your Life

There is knowing the path toward peace, and there is having the courage to follow the path.

Many people know what they ought to do (or should do) but refuse to do it, mostly due to the influence of fears.

Many people know what they ought to do (or should do) and accept that doing it will be a struggle, full of moments designed to grow a person spiritually, emotionally, and psychically.

Both of these stories (and that’s what they really are) are designed to be true but not decisive. They are designed to be stories that push others towards the path of peace, while also courageously allowing ourselves a pass from the courage to make difficult decisions. They are designed to be stories that exemplify the dictum that “the high grass gets cut down” without the commensurate application of what a principled decision would look like in reality.

The path to peace must be forged with courage, and individual decisions, rather than with desires, hand wringing, pomp, or outrageous circumstance. The path to peace must be integrated within an overall vision of ourselves and what our futures hold along the path. Otherwise, the only principle worthy of discussion will be had along the path through the process of conflict.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/

[Strategy] How to Put In the Work

Putting in the work has to happen even as the work changes.

Work is no longer just about physical labor.
Work is no longer just about mental labor.
Work is now about spiritual and emotional labor.

Putting in the work changes when the labor changes.

Labor is no longer about getting paid for just showing up.
Labor is no longer about waiting your turn, raising your hand, and asking if ‘Will this be on the test?’.
Labor is now about caring, engaging with other people, and doing it with courage.

Putting in the work is not about the tools.

Unfortunately, too many people are still confusing the tools with the work, and thus are missing out on chances to shape how the future of labor and work looks.

-Peace Be With You All-

[Opinion] Who ‘Unmakes’ Your World?

The hinge swings both ways.

Human beings made the system of conflict you are in; they can unmake it.

The knife cuts both ways.

In for a penny, in for a pound.

When you’re in a conflict, it may seem as though there is no way out of it. When you’re in conflict, it may seem that the hinge only swings one way, that the knife only cuts you, and that there is no way out.

Well, actually there is. But it requires you to do some courageous work early (when everyone is excited), in the middle (when everyone quits) and at the end (when victory appears in sight).

Hinges, knives, pennies, pounds, and the will to undo, unsew, unravel, unmake, and unwind, the mistakes we have already made, the damage we have already done, and the past that seems to never stop shadowing our futures.

-Peace Be With You All-

[Opinion] Challenging Your Conflict Culture at Work

Yes, changing your conflict culture in your workplace will require you to take risks with courage.

Yes, changing the conflict culture of your workplace will require you to start with yourself and them move onto all those “other people” who currently seem so problematic to you.

Yes, changing the conflict culture of your workplace will be unpopular, particularly if the people inside the organization like the outcomes they are currently getting with the approach to conflicts they are currently using.

Yes, it will seem to take a long time to change your own internal conflict culture, in the same way that it will seem to take a long time to change the external, organizational culture.

No one is going to ever give you enough permission, reassurances, or hedges against outcomes occurring that you may not like, so that you won’t have to take on any risks at all to make change.

But not one significant innovation—of people, products, processes, or philosophies—has ever occurred without the changes that conflict brings. And if your culture truly wants to innovate, then changing the conflict culture is the first innovation you have to embark upon.

-Peace Be With You All-

[Advice] Fighting on Ground You Didn’t Choose

We often engage in conflicts on ground we didn’t choose.

We go into engagements with people and wander through them, surprised by the depth of the presenting problems, caught off guard by the visceral nature of the emotions, and completely off balance in how to respond.

In addressing conflicts on topics we didn’t choose (the ground) we often take the Donald Rumsfeld approach of engaging in the conflict we didn’t want with the tools we already have, and we wind up in the opposite of the General Grant position of worrying about what we are going to do in the conflict. Our responses become reactions, our reactions become incendiary, and then we engage in conflict avoidance the next time a problem arises on ground we didn’t choose.

There are a few ways out of this:

Make a plan. Never go into an interaction with someone where you know that a conflict will arise, without making a plan for what you’re going to say or do.
Implement the plan. Many plans fail for lack of execution. Many approaches to conflict fail, because it’s easier to rea a list of best practices and then forget about that list, than it is to implement them.
Ruthlessly focus on your goals in the interaction. Make goals in the planning stages and then ruthlessly focus on accomplishing them. Your goals might be to preserve the relationship, to side-step an older argument, or even to hold onto your heart, but no matter what they are, focus on accomplishing them.
Let adults be adults. Don’t own the other party’s emotional content. They can carry it around by themselves well enough without you. Constantly checking in on yourself internally as you engage, may seem like a daunting task, but here’s the thing: it’s even more daunting to just surrender and accept the other party’s paradigm or premise.
Get out. Sometimes, an exit from an interaction is the entirety of the purpose of your interaction. There’s nothing wrong with choosing this as a goal. But how you exit one interaction, sets up how you enter another.

The best case scenario is to engage in conflict on ground you have chosen. Barring that option, engage with intentionality and focus.

-Peace Be With You All-

[Advice] Hold Onto Your Heart

In any conflict, the hardest thing to do is to hold onto your heart.

When people mediate conflicts, whether professionally or informally, they run the risk of being demoralized by seeing the behavior of participants in the conflict.

Have you ever heard the joke about the family and divorce mediator who mediated their own divorce after doing this work for many years?

It’s not a good joke.

Hold onto your heart. Hold onto your vulnerability. Hold onto your tenderness. Hold onto your openness.

It’s too easy to let go when everyone around you is letting go as well.

-Peace Be With You All-

[Advice] What Is For You?

“I guess this isn’t for us.”

“It’s always been done this way in our field.”

“I can’t do it because I don’t have the positional authority.”

“What will my co-worker’s say when I do this?”

“It’s easier to sue the people than to settle with them.”

All of these statements are fear based. All of these statements are stories; stories individuals (and there are a lot of them) tell themselves to stop themselves from embarking upon doing the hard work that matters. Doing that work will require a sacrifice of time, power, authority, influence, and many other intangible assets, and many of us are unwilling to give those assets up, because a bird in the hand is worth…well, exactly what we’ve always been told it’s worth.

Whether you’re choosing to dance with the Devil you do know, or choosing to avoid (or accommodate) the Devil that you don’t, you’re dancing with the Devil either way.

How about this instead: Don’t dance.

Don’t dance with the naysayers (no matter how powerful they appear to be); don’t dance with the status quo (no matter how entrenched it happens to be); don’t dance with the expectations and assumptions of others who have no idea how important the work is. Instead, dance with your own fear and seek not to conquer it; instead, seek to collaborate with it assertively.

Then, not only will the process, the philosophy, the service, and the project be for you, but it will also be for everyone else who can’t dance with their own fear.

-Peace Be With You All-

[Strategy] Here’s What’s Instructive…

There’s no other more instructive event for the modern communications professional than a national election.

There’s white space and absence, in the midst of all the noise and the presence. What people do say is almost as instructive as what people don’t say.

Challenge the premise of the question, create a reductionist argument without objective meaning, play to the crowd as if no one is there to watch.

Be a marketable commodity, while also being a unique niche value, all the while, doing the daily narrative dance with the media.

Here’s what’s instructive about all of this:

Who are you for? If you are for everyone, you aren’t going to attract the attention and awareness of anyone.

Who are you against? If you aren’t against anybody, then you better be inspirational or maybe a little insipid, but never both—and never, even at the same time.

Who’s all in? If you aren’t going for the “gusto” then you aren’t going anywhere. Halfhearted attempts peter out halfheartedly.

Communicate strongly, confidently, and incessantly to cut through the noise, but be prepared to have your bluff called, your desires questioned, and your rigor stressed.

The reason only one person can become the head of a party or a country, is that the outcome—at a communications level—is scarce; and getting there is monumentally hard.

-Peace Be With You All-

[Opinion] The Dark Heart of Man

Let’s talk about the kind of communication we want to have.

In person communications have always been fraught with difficulty, misunderstandings, miscommunications, negative escalations, and conflicts. When people talk with each other face-to-face there is always the opportunity for confusion and conflict, particularly if the conversation in question is questioning deeply held stories around values, worldviews, and frames.

It takes a lot of emotional quickening to escalate from a conversation to a confrontation to a conflict to a fistfight to a war. There are many discrete steps in face-to-face communication that social norming has established, developed, and refined for thousands of years to limit such escalation. But, as is always the case, human beings’ tools for communication get better, friction and misunderstanding increases, even as the speed of communication increases, and conflicts flare up.

From carrier pigeons to riders on horseback to the telephone to mail by airplane to emails and now Twitter, there have always been people who would rather have a fight than share an idea. And as the speed of our tools has increased how fast we get a message and then react to it, (going from days or weeks to micro-seconds) there hasn’t been a commensurate increase in the heart of rational contemplation.

Thus we get to social media communication. Trolls, bad actors, spammers, and others use the immediacy of social communication tools to psychologically manipulate people on the other end of the message into reacting rather than thinking. And there’s really only two reactions such individuals are seeking: fight or flight.

They aren’t looking for a measured argument.

They aren’t looking for reasonable discourse.

They aren’t looking for knowledge or growth.

They are looking for either a respondent’s heels or their fangs.

In the case of the Internet, and the communication tools we have built on top of it, we have exchanged immediacy for escalation, and have confused passion for legitimacy of an assertion. This is particularly problematic for people delivering messages that are outside the “mainstream,” or that rely on dispassionate examination of facts, rather than passionate reaction to opinions.

Ease of access to digital tools also allows communication to be focused on the tawdry and the spectacle—which is short term—instead of the deliberative and the reasonable—which is long-term. The creators of these digital tools—the owners of the platforms—may be publicly or privately traded companies, but make no mistake: the platforms are private property and the Internet, while vast, is not a place where 1.6 billion participants need to (or deserve to) cast a vote on the operations of a series of companies that built the platforms in the first place.

What kind of communication do we want to have?

The answer to that question, at least as is evidenced by the numbers of people using these communications tools, seems to be that we want friction free, painless, non-relational based communication when we want it, how we want it, that allows us to do what we want, when we want, how we want. But this is an inherently selfish and vain position, based in our perception of want, rather than a relational need.

Online communication will always be fraught with difficulty and no amount of changing a name policy, policing speech we don’t like, or building walls and doors into platforms, is going to prevent than difficulty. This is because the tools we use to communicate are the problem because of the assumptions and expectations built into them.

We’ve got to figure this out though, because at a global scale, there won’t be a positive outcome from communications wars between people. We are already seeing the beginnings of skirmishes around the edges of platforms such as Reddit and Twitter. We are also seeing responses to such skirmishes from companies such as SnapChat and WhatsApp, which promise to build platforms with more friendly assumptions around safety, conviviality, and trust built into them, rather than welded on from the outside as an afterthought.

More special interest groups meeting with Facebook isn’t going to solve this communications problem.

More governmental lobbying at scale by Google isn’t going to solve this problem either.

More closing off, disengaging online, or demanding more censorious penalties for people we don’t like, saying things that make us feel threatened, abused, or bullied (the aforementioned trolls, bad actors, and spammers) isn’t going to solve this problem either.

The solution to all of this, as with most things, lies in changing the motivations toward selfishness, vanity, and revenge that lie deep in the heart of man.

And, to borrow from Einstein when he was talking about the outcomes of the development of nuclear weapons, I’m going to bet that the founders of Google, Facebook, Twitter, Reddit, and many, many other chatrooms, message boards, and email systems since the web was democratized, secretly wish, deep in their hearts, that they could go back in time, and instead become watchmakers.

-Peace Be With You All-