PROGRESSIVE IMPACT

After watching the recent Republican debates, last week’s New Hampshire primary and the campaigning since then, I’m convinced that the GOP is on a path to self-destruction. And that’s regrettable. It deprives the country of a serious debate over different views about the roles of government, business, labor and citizens in general in dealing with the problems we face. Of course, that debate would assume that there’s an agreed-upon set of realities about the current world.

Unfortunately, that’s a tall order. It’s more likely that Mitt Romney, if he’s the candidate, and his party will present a vision that’s largely disconnected from — even denies — facts and realities about today’s world. Therefore, they’re likely to offer solutions to problems that derive from their alternate reality.

One way to explain this oddity is from a political psychology perspective. That is, let’s examine the emotional attitudes and beliefs that may underlie the Republican Party’s view of reality and the solutions they offer to problems as they define them. For example, the party appears wedded to a singular view of what “success” in life is, and should be. And yet, that vision is increasingly disconnected from emerging new realities. Those point to the need for a broader, more inclusive view of success in today’s world, and how to achieve it.

The New Normal

You’ve probably noticed the following: Read more…

Politics, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, globalization, interconnection, Politics, psychological health, resilience

I often hear people tell me that they feel their work is getting in the way of their life. And they’re only partly joking. In fact, several recent research studies find that the workplace is pretty unpleasant for many people. Large numbers of men and women are severely stressed or depressed at work, often to the point of being unable to function and becoming sick, emotionally or physically. The numbers are at the highest levels, ever. Conventional explanations point to career uncertainties in today’s economy, or heavy workloads. Those are obvious contributors, but I think such explanations miss a deeper, more systemic problem that’s pervasive throughout the workplace culture of most organizations today.

In brief, it’s that management practices, the workplace relationships that result from them, and the overall business model is stuck within a 20th century mindset and worldview. And that’s dysfunctional in today’s world of chaos, interdependency, and transparency. Today, collaboration and openness are essential for generating and sustaining success, both in work and in life outside of work. The new world environment includes clear shifts in what people look for and want from their careers; and from the organizations to which they’ll commit their creative energies. These new realities are pushing companies to transform how they do business and how they treat people working within them. The push is towards supporting new learning, creative innovation, and long-term vision that promotes sustainability as well as contributes to greater well-being via the product or service.

What Happens At Work

With those emerging shifts in mind, some of the new findings shed light point to what may help support these transformations in people’s life at work and within business leadership. Consider a new survey from the consulting firm rogenSI. It reports that about 25% of the global workforce is depressed. The primary source is Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, inner life, psychological health, stress, workplace conflicts

The day Steve Jobs died — Oct. 5 — coincided with HBO’s broadcast of the first part of Martin Scorsese’s documentary on the life of George Harrison, “Living In The Material World.” That conjunction of events brought to mind some interesting parallels between the lives of Jobs and Harrison. I think we can learn something of value about their life journeys — their ups and downs, their losses and transitions during their middle years and… how they handled the prospect of death.

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" careers, inner life, midlife, psychological health, purpose, resilience, social impact

A recent study reported that “nice guys” who are “agreeable” achieve less success in their careers than those who are more rude, dominating, aggressive, hostile and dismissive of others. But is that so? I think the researchers’ findings reflect some confusion about the traits and behavior that underlie the most productive and successful careers and companies in today’s evolving workplace.

A team from Cornell’s School of Industrial and Labor Relations, Notre Dame and the University of Western Ontario conducted the study. They surveyed people’s self-reported descriptions of their level of “agreeableness.” The researchers found that men who rated themselves “highly agreeable” earned less money than men who described themselves as less so — on average, about 18 percent less annually. The gap was found among women as well, but to a lesser degree. Regarding these findings, one of the study’s co-authors, Beth A. Livingston, concluded that “Nice guys are getting the shaft.”

But how, exactly, did the researchers define “nice” or “agreeable” in the study? Moreover, it’s notable that defined “success” solely in terms of income, and that may not be the criteria that everyone uses — especially since the post-2008 crash.

The researchers asked the participants to rate themselves along several related dimensions, such as “agreeable” vs. “quarrelsome;” “difficult” vs. “cooperative;” and “stubborn vs. flexible.” One problem with this is Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, careers, new business model, psychological health, resilience, workplace conflicts

• A large trade association is stung by accusations from staff that it practices racial and sexual bias. Anger and resentment erupt when a senior VP is threatened with a lawsuit.

• A public interest organization engaged in social justice advocacy is confronted with staff allegations of hostile, abusive management practices. “We’re all committed to our mission,” its director tells me, “so we shouldn’t be having these kinds of problems.”

• A humanitarian organization witnesses increasing dysfunction of a senior staff member. Management time is swallowed up trying to deal with the person’s declining performance, absenteeism, and erratic behavior toward coworkers. The CEO doesn’t know what to do. Fire the person? Get him help? He asks me, “How do we balance compassion for this person with our need to carry out our work?”

All organizations want to be successful, whether for-profit businesses or those in the non-profit world, large and small — such as trade associations, humanitarian government contractors, advocacy groups or government agencies. All of them grapple with new challenges emerging from our insecure and shifting economic, political and cultural environment. The later also includes growing workplace diversity and changing attitudes about career and leadership. But organizations in the nonprofit realm are especially vulnerable to problems like the examples above. That’s partly because  Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, new business model, psychological health, workplace conflicts

A common theme among self-help teachings and new age spiritual ideas, such as The Secret, is that you have the power within you to make your “dreams” come true by focusing your mental energy, your “intent” on them. Then, they will come to you. But some new research claims that doing so can actually make you less likely to achieve what you wish for.

The research says that fantasizing about achieving goals makes you less likely to achieve them because it drains the energy you need to pursue them. I think the research is as flawed and distorted as The Secret and similar teachings, but for very different reasons. Let’s take a look.

This study, from New York University’s Motivation Lab, found that “positive fantasies” predict poor achievement because they don’t generate the energy to pursue the desired future. That is, if you create idealized images of future outcomes, your fantasized ambitions are less likely to become reality. That’s because positive fantasies are de-energizing.

The research contains so many confused ideas and faulty assumptions that it’s hard to know where to begin. But it does, indirectly, open a door to understanding some important elements for turning your goals into reality. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" careers, inner life, psychological health, purpose, resiliency

In my previous post I described how abusive bosses and psychologically unhealthy management harm both employees and business success, and I explained that such behavior in the workplace is increasingly dysfunctional in today’s highly interconnected, interdependent economic and social environment. This follow-up piece offers some suggestions for dealing with such situations when you find yourself within them.

Many people struggle to find ways to better cope when subjected to unhealthy, abusive management. Often that means learning stress management techniques. They can be helpful, especially when you don’t think any alternatives exist. But ultimately, they aren’t enough. However, reframing how you envision your situation to begin with can open the door to proactive, positive actions in the situation you feel trapped in.

Cathy’s example contains some ways you can do that. She was at mid-level in her company and had a record of steady promotion. At one point, senior leadership in her area changed abruptly, and she was now reporting to a newly appointed boss. “I’m here to shake things up,” he told everyone when he took over. “Everyone’s job is on the line.”

Cathy’s assessment of her new boss was that he didn’t really know her area of expertise, nor was he very interested in learning about it. Nevertheless, he freely criticized her work. Moreover, he kept sitting on a promotion that she had been in line for.

It wasn’t just her: Her boss stirred up much resentment among others because of his arrogant, controlling, dismissive style. When Cathy researched something he had requested and presented it to him, he exploded, Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, careers, flaws in love relationships, psychological health, stress, workplace conflicts

“This company values incompetence,” he continued. “That’s the real problem. That shows you how screwed-up it is. But they’re telling me that I’m the problem! That I need help? It’s the people upstairs that need it!” He shook his head in dismay.

Sound familiar? People like Ralph are all too common in companies today. He illustrates just one type of abusive boss, often part of an overall unhealthy management culture that takes an enormous toll on both workers and business success.

In this post I describe some examples of that toll in today’s workplace culture and point towards some ways to deal with them — ways that require something different from the usual coping and stress management strategies.

You might guess, correctly, that Ralph was oblivious to the fact that his description of others was how his co-workers and subordinates described him. One of his colleagues had e-mailed him after their last encounter, saying “If you ever set foot in my office again, I’ll throw your ass right out the window.” Ralph dismissed that with a wave of his hand, saying, “That’s typical – he’s threatened by me because he knows I’m leagues beyond him. Always have been.”

Ralph is a senior executive and, in fact, a high-level performer in his company. But his abusive management and poor relationships were generating a growing chorus of complaints. To its credit, his company wanted to salvage rather than fire him, and offered him an executive coaching program. But Ralph saw this as punishment.

Of course there are psychological roots to behavior like Ralph’s. But that doesn’t matter much to the people who have to deal with the consequences on a daily basis. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, resilience, stress, workplace conflicts

The latest “sex and power” scandals flashing across the media in the last few weeks underscore just how commonplace, even repetitive, they’ve become. Some are new, like the sexual assault charges against former IMF President Dominique Strauss-Kahn, or Arnold Schwarzenegger’s revelation that he had fathered a child with a former member of the household staff. Some are recycling, like John Edwards’ indictment or Newt Gingrich’s presidential aspirations, which revive memories about his lying about an affair while impeaching President Clinton for lying about an affair.

The list goes on, the latest being the Anthony Weiner’s “rolling disclosure” episode. The Washington Post recently compiled may of the scandals into a nice summary – for those who are interested in keeping track.

But I think this steady stream of sex-related scandals is just the most titillating and graphic part of something more widespread and troublesome in the lives of many men and women today: the gap between people’s public lies and private truths.

That is, many people live with contradictions between their inner lives (the truths about their desires, emotional experience, self-image and ideals) and what they do with those truths behind the scenes, hidden from view (their private selves), and the lives they conduct publically, in their career paths, their relationships with their families or others they deal with and the positions they espouse or advocate (their public selves).

Public lies that contradict private truths have been part of our culture for some time. But in my work with people over the last few decades, I’ve seen it grow more rapidly since 9/11 and the economic/political events of the last few years. As I reflected on the reasons for this gap, how it damages people and our society, Read more…

Midlife Conflict and Renewal, Politics, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, inner life, Politics, psychological health, purpose, resilience, social responsibility, workplace conflicts

“Every being is intended to be on earth for a certain purpose.”
– Sa’di, 12th Century Persian poet

I’m often asked, “Why can’t I find the purpose of my life?” Over the decades I’ve heard many men and women — whether they’re psychotherapy patients working to build healthier lives or business executive trying to create healthier leadership — say at some point that they don’t know what they’re really here, for, on this planet. They’re not necessarily religious or spiritually inclined, but they feel a longing for that “certain something” that defines and integrates their lives.

Many turn to the various books and programs purport to identify their life’s purpose, but most come away dissatisfied. No closer than they were before, they identify with Bono’s plaintive cry in the U2′s song, “I still haven’t found what I’m looking for.”

And yet, many do find and live in harmony with their life’s purpose. Here are some of my observations about why many don’t, and how they differ from those who do.

First, I think everyone feels a pull towards some defining purpose to his or her life, no matter how much it may have become shrouded over along the way. In fact, you can say that all forms of life, all natural phenomena, have some purpose. There’s always movement or evolution towards some kind of outcome or fulfillment — whether it’s a tree that produces fruit or clouds that form to produce rain. But we humans become so enraptured by our daily activity, engagements, goals and so forth, that our awareness of our own unique life purpose is easily dimmed.

And there are consequences to not knowing or finding your purpose. I often see men and women who’ve become successful in their work or relationships — their outer lives — and yet they feel hollow, empty, unfulfilled. They describe feeling “off-track” in some way, or incomplete, despite a conventionally successful life. Sometimes they wonder if they’ve been on the “wrong” path all along — chosen the wrong career, or the wrong life partner. Or that perhaps they Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, common good, global citizen, inner life, psychological health, purpose, resilience

The following is a guest blog by Tilo Ponder, a Los Angeles based Writer/Producer of documentary films.  Tilo Ponder has spent her career as a catalyst for dynamic and integrated campaigns across all media, working with major entertainment and consumer brands in her 20+ years of working in the advertising agency world. Given the chance to parlay that experience into a more purposeful existence, she co-founded GoodMakers Films.  Tilo’s intense passion is a driving force behind GoodMakers Films, a non-profit organization which creates dynamic promotional documentaries that empower charities to get their message out to a global audience.  tilo@goodmakersfilms.org

When my 21-year-old daughter suddenly left NYU Tisch a year and a half ago and came home to Los Angeles, she didn’t really know what she was returning to do — only that she was deeply concerned about how rapidly the deteriorating economy was impacting the world around her. She reported that her college friends were feeling anxious and depressed, some of them dropping out of school as their parents, who had lost their jobs, were unable to keep up with tuition payments.  In our home, we were scrambling to keep everything going, but were committed to keeping our daughter in college, no matter what.  My husband is a freelance commercial director, I was at an ad agency heading up production and also running our own production company. Add to this, managing investment properties in other states, shuttling our 5-year-old son to pre-school and sports activities, while also supporting an 18-year-old daughter living in Scotland and a 2-hour daily work commute — our lives were jam-packed, but worked somehow. 

Our daughter’s announcement that she was taking a “semester break” created unrest and an ominous feeling that a small piece of our intricately maneuvered lives were being un-wedged in a dangerous way. I secretly wondered why she couldn’t just stay put.  Having tucked her away at a good college, I had assumed that she’d be set for 4-5 years, and that afterwards she’d be on her way to a prosperous career.  I challenged her assertions that her generation was apathetic and directionless, citing how it was her generation that only a year earlier ensured our nation’s first black president because of their passionate involvement in the final days of the campaign.  My daughter agreed on that point, but added that after so much build up to “change” and the subsequent downfall of a global economy, her generation had even less to believe in than before.

Given that, I wasn’t prepared for what followed. Read more…

Psychological health in a post-globalized world, Work & Career "4.0" career development, common good, empathy, global citizen, inner life, interconnection, purpose, social impact, social responsibility

When President Obama urged Americans to “win the future” in his recent SOTU address, he called upon the innovative, communal spirit that’s enabled us to “do great things.” Ironically, that part of his message exposes a glaring contradiction: How we’ve defined achieving “success” in our lives has become outmoded and maladaptive in our 21st Century world. To meet the challenges of our “Sputnik moment,” we need to revamp our thinking about what success is, as well as what psychological orientation is necessary to achieve it.

Consider this: The old, conventional view of a successful life is mostly defined by financial and self-interested criteria — getting, consuming and possessing for oneself. As Ronald Reagan once said about pursuing the “American dream” everyone “...wants to see an America in which people can get rich.”

But as President Obama pointed out in his address, “That world has changed. And for many, the change has been painful.” The reality of today’s interconnected, highly interdependent world, greed is not good. It’s psychologically unhealthy; it undermines the values, mindset and actions people need to strengthen in order to meet the challenges we face as individuals and as a nation.

That is, our security, success and well-being now require strengthening communal values and behavior; working towards common goals, the common good. Acting on self-interest alone, especially in the pursuit of personal power, steady career advancement and money Read more…

Midlife Conflict and Renewal, Politics, Psychological health in a post-globalized world, Work & Career "4.0" career development, common good, empathy, global citizen, health, Politics, psychological health, resiliency, social responsibility, sustainability

Chrystia Freeland has a very insightful, well-documented and researched analysis in The Atlantic about how the super-affluence of recent years has changed the meaning of wealth…and the implications for all of us.  I’m posting it here for Progressive Impact readers.

She writes:

F. Scott Fitzgerald was right when he declared the rich different from you and me. But today’s super-rich are also different from yesterday’s: more hardworking and meritocratic, but less connected to the nations that granted them opportunity—and the countrymen they are leaving ever further behind.

If you happened to be watching NBC on the first Sunday morning in August last summer, you would have seen something curious. There, on the set of Meet the Press, the host, David Gregory, was interviewing a guest who made a forceful case that the U.S. economy had become “very distorted.” In the wake of the recession, this guest explained, high-income individuals, large banks, and major corporations had experienced a “significant recovery”; the rest of the economy, by contrast—including small businesses and “a very significant amount of the labor force”—was stuck and still struggling. What we were seeing, he argued, was not a single economy at all, but rather “fundamentally two separate types of economy,” increasingly distinct and divergent.

This diagnosis, though alarming, was hardly unique: drawing attention to the divide….

Click here for the full article.

Politics, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, globalization, interconnection, new business model, psychological health, social responsibility

As the 52 year-old man entered my office one afternoon, he asked, plaintively, “How do you start over when you can’t start over?”

He had just been let go by his company; he was devastated and frightened about the future. Despite a successful corporate career, he had no prospects in sight, and his wife’s income wasn’t enough to support the family — especially with a daughter in college and a son headed there next year.

He’s one of a rising number of people who’ve been hit hard by the recession in two ways: a forced “career transition” (the euphemism for firing), which is always difficult, and the emotional consequences of job loss, which are more severe in today’s world of uncertainty and insecurity about what the future holds.

Nevertheless, I think the career-related and emotional impact of the economic implosion could prove to be the best thing that ever happened for some people’s lives.

To explain, let’s look at the man I described above. Like so many others who’ve sought my help over the years, he had defined his worth, his value to others, his whole identity, through his career. Now he felt thrown out to sea, alone, not knowing how to “start over when you can’t start over.” In the years prior to the economic meltdown, he could have expected to land another position within a reasonable period of time. He’d probably be dealing with a manageable degree of anxiety.

But that was yesterday. The current economic recession is taking a severe emotional toll on many people: Increasing anxiety and depression, family conflicts and stress-related physical ailments. Moreover, the practical and mental health consequences of job-loss and job-seeking can be especially severe for midlifers. In fact, many are considering the possibility that they may never work again.

So how can I say that this situation could be the best thing that ever happened to someone? It’s because I’ve found Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, inner life, midlife, psychological health, purpose, resilience, stress, workplace conflicts

I often hear the following laments from younger and older careerists — about each other:

Younger workers: “These older people just don’t get it. They expect us to just fall into line, follow bureaucratic rules, and they don’t show us respect for what we know or what we can do.”

The older workers: “These young people just don’t understand how to function within an organization. They want recognition, promotion, everything before they’ve earned it, step-by-step, like we had to do. That’s not how reality is.”

They remind me of a couple who said about each other, “It’s not that we see things differently. It’s worse than that: We’re seeing different things!”

In a way, they are. Different career orientations are like lenses through which you view the world. In my recent post on the rise of the 4.0 career, I wrote that this shift is most visible among Generation X and Generation Y workers, but that it’s a broader movement as well, originating with baby boomers and the 60s generation who are now moving through midlife. But as the 4.0 career orientation grows, it’s also spawning the above differences in perception. In this post I describe the younger generation’s contribution to the 4.0 career transformation. It began before the economic meltdown and will continue to have an impact on organizations and personal lives in the years ahead, post-recovery.

To recap a bit, what I call the 4.0 career orientation includes but extends beyond the 3.0 career concerns that emerged in the last 20 years. The latter are about finding personally meaningful work and seeking a good work-life balance. In essence, the 3.0 careerist is focused on self-development. In contrast, the 4.0 orientation includes but also moves beyond those more personal concerns. It’s more focused on having an impact on something larger than oneself, contributing something socially useful that connects with the needs of the larger human community. The vehicle is opportunity for continuous new learning and creative innovation at work. The 4.0 orientation links with the movement towards creating successful businesses that also contribute to the solution of social problems. Read more…

Climate Change & Green Business, Psychological health in a post-globalized world, Work & Career "4.0" career development, careers, common good, interconnection, new business model, psychological health, resilience, social impact, social responsibility, workplace conflicts

The following is a guest post by Tijana Milosevic, a Belgrade-based freelance writer. Before returning to Serbia, Tijana received an MA degree from the School of Media and Public Affairs at the George Washington University in Washington DC and worked with various public diplomacy and international communications organizations in Washington. She currently lectures in media psychology and media research at Singidunum University for Media and Communications in Belgrade. Tijana was trained with the Radio Free Europe in Washington and BBC World in London. She is also the recipient of the Goldman Sachs Global Leaders Award and numerous Open Society Institute scholarships. tijana.milosevic@gmail.com

Coming from Serbia — a country of six million in Eastern Europe that once belonged to a larger, war-torn entity called socialist Yugoslavia — I wasn’t fully aware of the notion of “career anxiety” when I came to Washington DC for my MA degree. Until one evening, that is, at the very onset of the school year.  A colleague of mine who was just turning twenty-seven raised his glass and voiced his fear: “Twenty-seven: no serious job and no stable career track.”

I was twenty- three at the time and could not comprehend why anyone would be obliged to have a “career track,” let alone a stable one, especially at (what I saw as) the tender age of twenty seven. In fact, I had never entertained the concept the way my American friends were referring to it.

While many Americans move out of their homes when they’re 19 to hit college, the East- European model is quite different.  Countries are smaller, and if there’s any migration it is directed typically towards the capital, so young people continue to live with their families through college. Because of high unemployment rates and poor standard of living, they aren’t expected to become financially independent, and many depend on their parents well into their late twenties or even early thirties -without a sense of shame that such state of affairs entails in the US. These factors reduce the relevance of what Americans often describe as “the treadmill feel”- an almost compulsive desire for continuous promotions, financial gains, followed by a rise in social status, and an increasing social anxiety.

In societies that are similar to mine, the American model is looked down upon as “harsh capitalistic,” “individualistic” and above all “alienated,” as American parents are not perceived to provide enough financial and emotional support for their children. In fact my family and friends had observed that I shouldn’t have chosen America, since I would probably feel better in Western Europe – where life is not as fast paced as in the US and capitalism still has a “human face.”

For example, Americans still work nine full weeks (350 hours) longer than West Europeans do and paid vacation days across Western Europe are well above the US threshold. The French still have the 35 hour working week, while the hourly productivity is one of the highest in the world. On the other hand, in the US an increasing popularity of employment therapy suggests that a high-paying job still comes first, as job issues “have a huge mental health component,” and therapists emphasize the importance of “toxic co-workers and the ramifications of massive layoffs.”

Numerous writers have outlined the dangers of isolation and careerism in the American society. In her famous work “Eichmann in Jerusalem,” Hannah Arendt equates careerism with lack of thinking that led to Holocaust: “what for Eichmann was a job, with its daily routine, its ups and downs, was for the Jews quite literally the end of the world. Genocide […] is work. If it is to be done, people must be hired and paid; if it is to be done well, they must be supervised and promoted.”

In Serbia even young and busy corporate-minded career professionals do not have to mark their calendars to meet with close friends.  One can always find the time for a spontaneous chat over coffee. Still, this laid back culture is now beginning to change with an increasing development of free market capitalism.  I still remember how strange it felt when I first came to DC and had to schedule coffees and lunches with people weeks or even months in advance. I found it odd that people rarely picked up the cell phone (which, granted, could be merely my personal experience, although many Americans confirmed it!) and would often leave the time and date of the call in their voicemails, which implied the other person might not get back to them in a while. I also came to discover that what Americans often referred to as “friends,” people from my region would prefer to call “acquaintances.” The term “friend” cannot be reserved for someone you meet once in a couple of months and do not know well enough to open up to.

Those experiences bring to mind a memorable line from from “Eat, Pray, Love,” a biographical story recently turned into a Hollywood blockbuster starring Julia Roberts: “You Americans know entertainment but you do not know how to enjoy yourselves,” Roberts plays a successful thirty-something American who decides to embark on a soul-searching trip to Italy, India and Bally after realizing her job, husband and newly bought house are not what she really wanted from life. Perhaps that’s a superficial take on what many would describe as an equally superficial Californian trend to “do something spiritual,” but the above quote shows there’s something to the American career frenzy that remains unique to the United States. The opportunity cost for “dolce far niente” or “the joy of doing nothing,” runs high.

Reflecting on this, I ran into an interesting take on “Eat Pray Love” by a 23-year old blogger: “We are not sympathetic to spiritual personal crises anymore. If you want to have an emotional breakdown about something, you better have a logical, elaborate and secular reason; otherwise you will be dismissed as whiny, annoying and laughable.” I wonder if her comment has to do with the lack of experience or the possibility that the generation entering the work force will not have an adequate justification for its desire to escape the treadmill feel– amidst all the superficial takes on this complex topic.

Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, gen x, gen y, global citizen, inner life, psychological health, workplace conflicts

Even in the midst of our economic disaster that’s hitting all but the wealthiest Americans, a transformation is continuing within people’s orientation to work. I call it the rise of the 4.0 career. 

This growing shift concerns how men and women think about and pursue their careers. It also defines the features of organizations that they want to work for and commit to. This shift that I describe below transcends its most visible form: Generation X’s and, especially, Generation Y’s attitudes and behavior in the workplace. Those are part of a broader shift whose origins are within men and women at the younger end of the baby boomer spectrum.

I first encountered this while interviewing yuppies (remember them?) in the 1980s for my book Modern Madness, about the emotional downside of career success. I often found that people would want to talk about a gnawing feeling of wanting something more “meaningful” from their work. They didn’t have quite the right language back then to express what that would look like other than feeling a gap between their personal values and the trade-offs they had to make to keep moving up in their careers and companies. The positive ideals of the 60s seemed to have trickled down into their yearnings, where they remained a kind of irritant.

Flashing forward 25 years, those people are now today’s midlife baby boomers. Their earlier irritation has bloomed into consciously expressed attitudes and behavior that have filtered down into the younger generations, where they’ve continued to evolve. Today, they’re reshaping how people think about and pursue their careers within today’s era of interconnection, constant networking and unpredictable change.

I’ll oversimplify for the sake of highlighting an evolution of people’s career orientations:

Career Versions 1.0, 2.0, 3.0… And The Emerging 4.0

The 1.0 career describes  Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career development, career dissatisfaction, careers, global citizen, midlife, new business model, psychological health, purpose, social impact, social responsibility, sustainability, workplace conflicts

In my previous post I wrote about a rising “social psychosis” that’s visible in three areas of our society. It’s likely to prevail for some time, but I think it’s like a wave that’s crested and will crash to the shore. The reason is that the “social psychosis” is a backlash against a steadily growing consciousness and behavior that refocuses personal lives and public policies towards promoting the common good.

By the “common good,” I’m referring to a broad evolution beyond values and actions that serve narrow, self-interests; and towards those guided by inclusiveness — supporting well-being, economic success, security, human rights and stewardship of resources for the benefit of all, rather than just for some.

It’s like a stealth operation, because it hasn’t become highly visible yet. But polls, surveys and research data reveal several strands of change that are coalescing in this overall direction. I describe each of them below, and they may appear to be unrelated. Yet I think they’re driven by an underlying perspective — that we’re all like organs of the same body, and the body doesn’t thrive if any of the organs are neglected or diseased.

It’s an awareness of interconnection of all lives on this planet, and a pull towards acting upon that reality in a range of ways. They include rethinking personal relationships, the responsibility of business to society, the role of government in an interdependent world.

A 21st Century Mindset

The rise of the common good reflects a sense of “global citizenship” and an obligation to be a “good ancestor” to future generations who inhabit this planet. In fact, it embodies behavior and policies that fit the needs for effective functioning — both personal and political — in our post-9-11, post-economic meltdown world.

That is, in previous posts I’ve argued that this new era of unpredictable change in a non-equilibrium world requires Read more…

Climate Change & Green Business, Politics, Psychological health in a post-globalized world, Work & Career "4.0"

There’s an old saying that if you want to see into your future, just look into a mirror. That is, how you live your life each day — through your choices, your values and behavior — shapes and determines who you will be in the future.

Many people today don’t like what they see when they look into that mirror. Especially when so much feels out of control: Economic decline with no end in sight; social and political changes that can feel frightening, even threatening; career uncertainty; relationships unraveling under stress; climate disasters, both man-made and natural. All of these events impact your mental health and overall well being, as research and survey data show: Emotional, physical and social symptoms are rising, such depression and anxiety, obesity, demagoguery from media personalities like Glen Beck, emotional disturbance in the workplace…the list goes on.

All of that can make you feel frozen in today’s world. How can you find a psychologically healthy path into the future, in the midst of such confusion and turmoil? And, within a cultural and political environment that feeds self-serving, shortsighted behavior?

I’ve been addressing the impact of living in our new world upon people’s emotional health on my posts for this blog, Progressive Impact.  In this post, I suggest three ways to “reboot” you life in positive ways, within today’s unpredictable, interdependent and often scary world.

Wake Up!

Common lore is that it’s harmful to wake up a person who’s sleepwalking, but that’s not true. And when you’re sleepwalking in your life, Read more…

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Upgrade To Career 4.0; Practice “Harnicissism;” and Become a Good Ancestor

In a previous post I wrote that a key pathway to psychological health and resiliency in today’s world is learning to “forget yourself.” This post describes ways to do that in three important realms of your life – your work, your personal relationships, and your life “footprint.”

In the earlier post I explained that “forgetting yourself” doesn’t mean neglecting your own legitimate needs or concerns. Rather, it means letting go of our human tendency to overly dwell on ourselves – our own concerns, needs, desires, slights, complaints about others, and so on. Psychological health and resiliency in today’s world grows when you can do that and put your energies in the service of something larger than yourself: problems, needs and challenges that lie beyond your own personal, narrow self-interest.

That may sound like a paradox, but it’s based on a new reality: Today’s world is changing more rapidly than you can imagine and is becoming immensely interdependent, interconnected, unpredictable and unstable. In this new environment you can’t create or sustain a positive, healthy life through the old ways of reactive resiliency, of coping and hoping to rebound.

That is, chronic unhappiness, dysfunction and overt emotional disturbance lie in store for those who remain too locked into thinking about themselves and who use old solutions to achieve success in relationships and at work. For example, trying to achieve power and domination over others, and thinking you can hold on to that. Fearing collaboration and avoiding mutuality with people who are different from yourself, or with whom you have differences. Looking for ways to cope with stress and restore equilibrium or “balance” in your life. And overall, being absorbed by your own conflicts, disappointments and the like. The latter are inevitable, and dwelling on them is a breeding ground for resentment, jealousy, and blame. That’s a dead-end. The consequences are visible in people who are unable to handle career downturn, who experience mounting relationship conflicts and who suffer from a range of psychological problems like depression, boredom, stress, anxiety and self-undermining behavior.

In contrast, positive resiliency in today’s environment is the byproduct when you aim towards common goals, purposes or missions larger than just your own narrow self-interests. That keeps you nimble, flexible, and adaptive to change and unpredictable events that are part of our new era. Then, you’re creating true balance, between your “outer” and “inner” life.

Here are three ways you can move through self-interest. Each describes a shift, or evolution from the older, reactive form of resilience to the new, proactive form:

Upgrade your career to the 4.0 version; Practice “Harnicissism;” and Become a Good Ancestor

Yeah, I know — those descriptions sound odd. Read more…

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2. Building Your Inner Life

In a previous post, I wrote that your inner life is usually neglected, in contrast to your outer life.  I gave some guidelines for identifying and reducing the gaps between your inner and outer life.  That’s an important step towards building psychological health and resiliency that works in today’s 21^st Century world of heightened interconnection and instability.

Here, I’ll describe some specific steps you can take to strengthen your inner life and make it the driver of your decisions, choices, and actions within your outer life.

Think of your inner life as something you develop through practice, similar to building stronger muscles, or developing skill in a sport or play a musical instrument. Below are some inner life practices most anyone can do. The more you do, the better, because they reinforce each other.

Fill Your “Inner Reservoir”

• Sit quietly, without distraction. Observe your breaths as you breathe slowly, in and out. Count each breath as you exhale, from one to 10; then repeat. Twenty minutes daily is ideal, but if you do only five, that’s a good start.

An “entry-level” meditation-breathing practice, this one builds an emotional shock absorber.  It helps maintain centeredness and focus when dealing with your outer life demands and conflicts.

Some forms of meditation are rooted in Eastern and Western religious-philosophical traditions; others in current medical and scientific knowledge about effective stress-reduction. All provide a range of physical and emotional benefits that strengthen your inner life. Ongoing research supported jointly by the Dalai Lama and the U.S.-based Mind And Life Institute shows that meditation produces changes within specific regions of the brain associated with greater internal calm, resilience to stress, and focused concentration.

Amazingly, one study found that the sound Read more…

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1.  Why “Work-Life” Balance Is A Myth

Meet Linda and Jim, who consulted me for psychotherapy.  Linda is a lawyer with a large firm; Jim heads a major trade association.  They told me they’re totally committed to their marriage and to being good parents.  But they also said it’s pretty hectic juggling all their responsibilities at work and at home They have two children of their own plus a child from her former marriage. Dealing with the logistics of daily life, to say nothing of the emotional challenges, makes it “hard just to come up for air,” Linda said.  Sound familiar?

Or listen to Bill, a 43-year-old who initially consulted me for help with some career challenges.  Before long, he acknowledged that he’s worried about the “other side” of life. He’s raising two teenage daughters and a younger son by himself – one of the rising numbers of single fathers.  He’s constantly worried about things like whether a late meeting might keep him at work. He tries to have some time for himself, but “it’s hard enough just staying in good physical health, let alone being able to have more of a ‘life,’ ” he said. Recently, he learned he has hypertension.

It’s no surprise that these people, like many I see both in my psychotherapy practice and my workplace consulting, feel pummeled by stresses in their work and home lives. Most are aware, at least dimly, that this is unhealthy – that stress damages the body, mind and spirit. Ten years ago, a report from the U.S. Department of Health and Human Services, found that 70 percent of all illness, physical and mental, is linked to stress of some kind.  And that number has probably increased over the last decade.  Much of this stress comes from struggling with the pressures of work and home – and trying to “balance” both. The problem seems nearly universal, whether in two-worker, single-parent or childless households.

I think these conflicts are so common because people have learned to frame the problem incorrectly to begin with. That is, there’s no way to balance work life and home life, because both exist on the same side of the scale – what I call your “outer” life. On the other side of the scale is your personal, private life – your “inner” life. Instead of thinking about how to balance work life and home life, try, instead, to balance your outer life and inner life.

The Other Balancing Act

Let me explain. On the outer side of the scale you have the complex logistics and daily stresses of life at both work and home – the e-mails to respond to, the errands, family obligations, phone calls, to-do lists and responsibilities that fill your days. Your outer life is the realm of the external, material world. It’s where you use your energies to deal with tangible, often essential things. Paying your bills, building a career, dealing with people, raising kids, doing household chores, and so on. Your outer life is on your iPhone, BlackBerry, or your e-calender.

On the other side of the scale is your internal self.  It’s the realm of your private thoughts and values.  Your emotions, fantasies, spiritual or religious practices.  Your capacity to love, your secret desires, and your deeper sense of purpose.  In short, it embodies who you are, on the inside.  A “successful” inner life is defined by how well you deal with your emotions, your degree of self-awareness , and your sense of clarity about your values and life purpose.  It includes your level of mental repose:  your capacity for calm, focused action and resiliency that you need in the face of  your frenetic, multitasking outer life.

If the realm of the inner life sounds unfamiliar or uncomfortable to you, this only emphasizes how much you – like most peple – have lost touch with your inner self.  You can become so depleted and stretched by dealing with your outer life that there’s little time to tend to your mind, spirit or body. Then, you identify your “self” mostly with who you are in that outer realm. And when there’s little on the inner side of the scale, the outer part weighs you down. You are unbalanced, unhappy and often sick.

When your inner life is out of balance with your outer, you become more vulnerable to stress, and that’s related to a wide range of physical damage.  Research shows that heart attacks, stroke, hypertension, diabetes, a weakened immune system, skin disorders, asthma, migraine, musculoskeletal problems – all are linked to stress.

More broadly, when your inner and outer lives become unbalanced, your daily functioning is affected in a range of ways, both subtle and overt. When operating in the outer world – at work, for example, or in dealings with your spouse or partner – you may struggle with unjustified feelings of insecurity and fear. You may find yourself at the mercy of anger or greed whose source you don’t understand. You may be plagued with indecisiveness or revert to emotional “default” positions forged during childhood, such as submissiveness, rebellion or self-undermining behavior.

Even when you’re successful in parts of your outer life, neglecting the inner remains hazardous to your psychological and physical health. Without a developed inner life, you lose the capacity to regulate, channel and focus your energies with awareness, self-direction and judgment.  Personal relationships can suffer, your health may deteriorate and you become vulnerable to looking for new stimulation from the outer-world sources you know best – maybe a new “win,” a new lover, drugs or alcohol.

And that pulls you even more off-balance, possibly to the point of no return. The extreme examples are Read more…

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“Becoming Sane…”  Part IV

In Part III of “becoming sane….” I wrote that our prevailing model of psychological health needs revision for today’s world – for outward success in a changing world, and for internal well-being.  I concluded by saying that a key to emotional resiliency and, more broadly, psychological health, in current times is learning to “forget yourself.”

So what does that mean?  Not thinking about your own needs?  Not looking out for yourself?  Not quite.  I’m using the phrase “forget yourself” to highlight an important capacity for health, survival, and “happiness” in today’s tumultuous, interconnected environment: the capacity to focus more on problems, needs, and solutions beyond just your own.  That is, the person who is too absorbed in his or her own self, own conflicts, own disappointments, and the like is much less able to engage the larger dilemmas and issues in positive, solution-oriented ways.  And that deficiency circles back to create dysfunction, damaged relationships, and career downturns.

Along the way I’ll be writing more about specific ways you can learn to “forget yourself” in your work, your relationships and your role as a global citizen. Here are some guidelines that help lay the foundation.

Three Responsibilities:

Think about your responsibilities as a human being living in today’s world, and on this planet.  Specifically, consider the following three responsibilities. They can serve as helpful guidelines for moving through and beyond the tendency we all share — to focus too much on our own selves.

Responsibility for your own mind-body-spirit

Recognize that it’s your job, alone, to continue learning and developing your emotional, mental, creative and physical capacities. Enlarging these capacities helps provide the flexibility and adaptability you need to deal with changes, good or bad. Don’t become like the character John Marcher in Henry James’ “The Beast In The Jungle,” who waited passively, believing that something significant was going to happen…and ended up with a failed life.

Responsibility for those less able

Part of the new criteria for psychological health include this awareness:  You grow through your efforts to help and support others, less able than yourself, to find and follow a healthy path in this world. Find someone who needs and would welcome your aid, whether your children or family member. But stretch further, to include a stranger or those within the extended world community who suffer from lack of clean water, from famine, disease or torture. Organizations and individuals who could use your help are a click away on the Internet.

Responsibility for the planet

Reflect on the fact that your actions at home or in your community can help maintain a healthy, sustainable planet for future inhabitants, including your own descendants. Or, they can further jeopardize the environment they will live in. Look at your own actions in your home, your community, and at work. Ask yourself, are you becoming a “good ancestor?”

Some Steps You Can Take:

Loosen the grip of self-interest

Use self-awareness to observe – and contain – your Read more…

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Becoming Sane….Part III

In previous posts on the theme of “becoming sane in a turbulent, interconnected, unpredictable world,” I described why conventional emotional resiliency doesn’t work in the 21^st Century; and what that means for building a psychologically healthy life in today’s world.

In this post I’ll explain why many of the conflicts men and women deal with today stem from this contradiction:  The criteria for adult psychological health accepted by the mental health professions and the general public doesn’t really describe an adult. Nor, for that matter, does it describe psychological health.

A contradiction, to be sure, so let me explain: As we entered the world of the 21^st Century our definition of psychological health was largely defined by the absence of psychiatric symptoms. The problem is, that’s like defining a happy person as someone who’s not depressed.  Moreover, sometimes what appears to be a psychiatric symptom reflects movement towards greater health and growth in a person’s life situation.

But more significantly, our conventional view of psychological health is, in effect, a well-adapted, well-functioning child in relation to parents or parent figures.  Or, a sibling who interacts appropriately in a social context with other siblings. Either way, it describes a person functioning within and adapted to a world shaped and run by “parents,” psychologically speaking.

That is, we pretty much equate healthy psychological functioning with effective management or resolution of child- or sibling-based conflicts. For example, resolving and managing such child-based conflicts as impulse control; narcissistic or grandiose attitudes; and traumas around attachment, from indifference, abandonment, abuse, or parenting that otherwise damages your adult capacity for intimacy or trusting relationships.

Healthy resolution of sibling-type conflicts includes learning effective ways to compete with other “siblings” at work or in intimate relationships; managing your fears of success or disapproval; containing passive-aggressive, manipulative or other self-undermining tendencies; and finding ways to perform effectively, especially in the workplace, towards people whose approval, acceptance and reward you need or crave.

It’s no surprise, then, that many people feel and behave like children in a grown-up world. Examples permeate popular culture.  A good one is the popular TV show, “The Office.” It often portrays the eruption of these sibling-type conflicts, as the workers act out their resentments or compete with one another to win the favor of office manager Michael, another grown-up child who is self-serving and clueless about his own competitive motives and insecurity.

Unconscious child-type conflicts are often visible within intimate relationships and family life, as well.  They provide a steady stream of material for novels and movies. You can see, for example, fears of abandonment in a man who demands constant attention and assurance that he’s loved; or low-self worth in a woman who’s unconsciously attracted to partners who dominate or manipulate her. Of course it’s critical that you learn to become aware of and manage effectively whatever emotional damage you bring from your early experiences into adulthood. We all have some.  That’s a good starting point for adult psychological health, but it’s not sufficient.  A well-adapted member of a community of other “children” and “siblings” within a psychological world of “parents” is not the same thing as a healthy adult.  Especially not within today’s interconnected, non-linear world.

So – without a picture of what a healthy adult would feel, think and do in the current environment, you’re left with questions but few answers. For example:

• How can you maintain the mental focus to keep your career skills sharp and stay on a successful path at work when you suddenly acquire a new boss who wants to take things in a new direction? Or if your company is acquired by another, or goes out of business?
• How can you best respond, mentally, if you have a new baby and a drop in family income at the same time that globalization sidetracks your career?
• How can you handle the pressure to work longer or do more business travel when your spouse faces the same demands?
• What’s the healthiest way to keep your relationship alive with fresh energy – or avoid the temptation of an affair?
• And how do you deal emotionally with the threat of terrorism — always lurking in the background of your mind — while enjoying life at the same time?

We now live within a world where the only constant is change, and where a new requirement is being able to compete and collaborate with everyone from everywhere about almost everything.

Doing that with self-awareness and knowledge of how to grow and develop all facets of your being – that’s the new path to adult psychological health.  But you need to know where to find the path.

Learning From The Business World?

Actually, I think we can learn a lot about what’s needed for psychological health from changes occurring in the business world. Read more…

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“What Happened To My Mental Health?”

In Part I of “Becoming Sane in a Turbulent, Interconnected, Unpredictable World,” I wrote about why you need a new kind of emotional resiliency for success and well-being in today’s world.  Here, I’ll extend those thoughts about resiliency to psychological health in general.  Just as we need to redefine resiliency, I think we need to reformulate what a psychologically healthy adult looks like in this transformed world.  Here are my ideas about that:

Throughout most of the last century, adult psychological health has been largely equated with good management and coping skills: Managing stress within your work and personal life; and effective coping with or resolution of whatever emotional conflicts you brought with you into adulthood – and we all bring along some.

So, in your work that might include being clear about your career goals, and working your way up a fairly predictable set of steps to achieve power, recognition and financial success – all the things that we’ve equated with adult maturity and mental health.

At home, it would mean forming a long-term relationship that withstands the power struggles and other differences that often lead to affairs or even divorce.  You would assume that the healthy adult doest that via compromise at best, or disguised manipulation at worst.  In addition, you would accept “normal” decline of intimate connection and vitality over time.

But the fallout from the worldwide upheaval over the last few years have turned all those criteria of health upside down.  To be clear, it’s important to be able to manage conflicts that could derail your career or personal life.  But doing that isn’t enough to ensure future success, sanity or well-being in this turbulent and highly interdependent world we now live in.

Massive, interconnected forces within this globalized, unpredictable world add a host of new emotional and behavioral challenges to living a psychologically healthy, well-functioning and fulfilling life.

I deal with the fallout almost daily: People who’ve functioned pretty well in the past, but now feel as if they’re standing on tectonic plates shifting beneath them. Despite their best efforts, they struggle with mounting anxiety about the future of their own and their children’s lives, and confusion about their values and life purpose.

There’s the former Wall Street financial executive who told me he’d always defined himself by “making it through the next end zone” in his career, working long hours to ensure financial success. Now, as his company – and career – crumbled, he found that in addition to sacrificing time with his family, he had sacrificed his health: He has diabetes and high blood pressure. “Kind of a reverse ‘deal-flow,’ ” he lamented to me.

And the management consultant, pressured to ratchet up her travel to keep her career on track. “I’d been coping with everything, I thought,” she told me, “though I don’t like needing Zoloft to do it.” Instead of her career becoming more predictable as she gained seniority, her career propelled her into an even wilder ride. “Now I don’t have enough time for my daughter or my husband,” she said. “What kind of life is this? . . . My husband’s checked out, emotionally. And what am I teaching my daughter?”

Or the lawyer, who’d prided himself on “eating what I kill, and I’m a good killer.” He told me he has “more money than I ever dreamed of,” but also says that, “secretly, I hate what I do for a living.” But what’s the alternative, he asks, without “looking like a dysfunctional failure if I opt out?” After a failed marriage, he entered therapy and had begun to realize how his father’s unfulfilled dreams of “success” have impacted his own life — when suddenly his father died. “I’m in a tailspin,” he says; depressed and confused about what his own purpose in life is.

All of these people were on the kinds of life paths they expected would bring them predictable rewards. But counting on that linear upward climb is now hazardous to your mental health.

In fact, following that old path can make you more vulnerable to Read more…

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The other day Federal Reserve Chairman Ben Bernanke stirred up some interesting reactions.  He said in a speech that Americans are faced with having to accept higher taxes or readjustments in programs like Medicare and Social Security, in order to avoid ever-increasing budget deficits that will be catastrophic.

Now I’m not an economist (see former Undersecretary of Commerce Ev Ehrlich’s blog for such matters).  But I started thinking about Bernanke’s comments — and the reactions from some Republicans and assorted “anti-tax patriots” who came out with guns blazing (metaphorically….so far) — from a psychological perspective.  I find some psychological attitudes and ideology about the role of individuals in society driving the reactions to what Bernanke raised.  They’re visible as well in the angry, hostile response to the health care legislation and, more broadly, the fear and loathing of “government takeover.”

Here’s what Bernanke said:

“These choices are difficult, and it always seems easier to put them off — until the day they cannot be put off anymore. But unless we as a nation demonstrate a strong commitment to fiscal responsibility, in the longer run we will have neither financial stability nor healthy economic growth.”  And, “To avoid large and ultimately unsustainable budget deficits, the nation will ultimately have to choose among higher taxes, modifications to entitlement programs such as Social Security and Medicare, less spending on everything else from education to defense, or some combination of the above.”

In The Washington Post story reporting Bernanke’s speech, writers Neil Irwin and Lori Montgomery point out that:

“…the economic downturn — with tumbling tax revenue, aggressive stimulus spending and rising safety-net payments such as unemployment insurance — has driven already large budget deficits to their highest level relative to the economy since the end of World War II. This has fueled public concern over how long the United States can sustain its fiscal policies.

The upshot of what we’re facing appears to be this: Our current way of life is unsustainable.  So what’s a possible remedy, according to Bernanke and others?  Raising taxes, not lowering them.  Cuts in Medicare benefits.  Raising the retirement age.  And bringing rising health care costs down.  To  do any or all of that requires a different mentality about our responsibility and obligations to others in our society.  And it’s not pleasant.  That’s the psychology part.

That is, we’re highly attached to the ideology that we are and should be separate, isolated individuals; that each of us should look out for one’s own self-interest.  And we define that largely by material acquisition and money.  Hence, opposition to “redistribution” of wealth, even though that’s exactly what we do via taxes that support all the services that we expect society to give us.  We also define our self-interest as psychologically healthy, mature, even; the hallmark of a succesful life.  Those that don’t do as well are not my problem.

Except now they are:  We’ve been hit with the reality that our world is so interconnected that someone else’s “problem” is also our own.  To consider subordinating some of our personal wants and goals for the larger common good feels foreign and frightening.  Yet that’s exactly what we’re faced with doing. It begins with shifting our mental perspectives towards recognizing that we’re all in the same boat — not just we Americans, but all of us in this global community.  And it means stimulating the emotional counterpart of that perspective — the hard-wired capacity for empathy.  And then, making the sacrifices that result from embracing the new realities.  The economic collapse has made the need for those shifts very apparent.  We’re faced with learning to sacrifice in ways that we’re not used to doing, in order to thrive as individuals and a society in the world as it now exists.

But such shifts meet with strong, ingrained resistance and denial.  They’re fueled  by unrealistic, almost delusional notions that pursuing self-interest at all costs will lead to success and well-being. So, for example, Republicans pounced on the suggestion of increasing taxes.  They also went after remarks by Paul A. Volcker earlier this week, who spoke very directly in favor of higher taxes.  He said that the U.S. might have to consider a European-style sales tax, known as a value-added tax, to close the budget gap.  He said “If at the end of the day we need to raise taxes, we should raise taxes.”

That’s a pretty direct, unvarnished statement of reality.  But Republicans accused Obama of plotting a big tax hike, for nefarious purposes.  ”To make up for the largest levels of spending and deficits in modern history, the Administration is laying the foundation for a large, misguided new tax, a first-time American VAT.” Sen. Charles E. Grassley said in a statement.

Onward goes the struggle between facing reality and dealing with it, or not facing it….and still having to deal with it

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Why Emotional Resiliency Doesn’t Work In The 21st Century

It’s becoming clear that our understanding of emotional resilience – what it is and how to achieve it — (and, more broadly, psychological health)  doesn’t mesh very well with today’s realities. Conventional descriptions of resilience and pathways to mental health don’t enable you to handle the challenges and stresses we face in the 21st Century.

Let me explain. Resilience is generally defined as the ability to cope successfully with misfortune or traumatic events. Being able to bounce back from adversity and keep on going. What helps you do that includes, for example, reviewing your strengths, focusing on positive thoughts and feelings, learning stress management, looking down the road to what you can manage better. And, by getting psychotherapy and medication when you’re unable to bounce back very well on your own.

Prior to the 21st Century, that view of resiliency and how to build it was more relevant than today. The adversity and disruptions you were likely to experience were more stable, in a sense. The world was more predictable, more linear, with respect to the kinds of stresses and disruptions that would occur – as emotionally troubling as they might be.

Most of our thinking about emotional resilience and healthy functioning, then, fits a world in which unanticipated negative events are fairly predictable. They follow a fairly understandable course, following which you can reasonably anticipate a return to some form of previous stability. In that world, wars eventually ended. The economy went through recessions, then recovered. You might suffer a career or relationship setback but could assume that there was a path to recovery.

That notion of resilience and the ways to build it remain an important foundation for mental health. But they don’t help so much when you’re faced with the challenges of today’s environment. That’s because the very notion of resilience and the strategies for bouncing back are reactive. They focus on responding to something that happens to you, rather than on what you need to be doing proactively, as part of your way of life.

Starting with 9-11, and especially since the economic meltdown that began in the fall of 2008, we’ve been living in a world that’s rapidly transforming beneath our feet. Today’s world is an interconnected, interdependent, diverse, unpredictable and unstable global community. And that’s created new psychological challenges for everyone, challenges that require a highly proactive mentality.

Without it, you might feel like the woman who consulted me recently. Even before she sat down she said,  ”I don’t know whether to reach for the Prozac….or Prilosec!”

Her grim humor masked her “recession depression” and other emotional battering. She didn’t know what would help. I’ve witnessed that a great deal in the last few years: Career and financial worries or losses; the ripple effect of those upon family life; anxieties about what sort of future one’s children are headed into, especially with climate change and terrorist threats; and the increasingly polarized views about our government’s role in people’s lives. Research and clinical observation show that all of the above are taking a psychological toll on relationships, families, career expectations, and on people’s entire sense of what they’re living and working for — their life purpose.

Unfortunately, those of us in the mental health professions haven’t been much help with these issues. Most of us continue to look through the rear-view mirror at a model of resiliency and health defined by coping with and managing conflicts in relationships and the workplace; conflicts that you can bounce back from and reestablish some kind of stability…all while continuing to pursue self-interest, such as getting your needs met, your personal goals achieved, your “happiness” acquired.

But today’s world of ongoing disruptions, continuous uncertainties and insecurity has become the new normal. Seeking to bounce back to stability and focusing on self-interest, which we’ve learned to think is the pathway to success, health and well-being, isn’t the right ticket.

In short, there’s no state of equilibrium you can bounce back to. In this highly diverse, interdependent, interconnected world.  Trying to do so is a fast ticket to dysfunction and derailment. You can’t reestablish equilibrium within a constantly shifting world. But engaging these new realities in positive ways will support your success and well-being.

Research shows that you can proactively build specific emotions, thoughts and actions that are effective for adapting to life in the non-equilibrium world we now live within. That’s encouraging, because I think we’re evolving towards a new definition of psychological health via rethinking resilience.

The criteria of a new, proactive resiliency – maybe call it “prosilience – may sound contradictory because they include letting go of self-interest in your relationships and work. The new view of resilience emphasizes being flexible, open and nimble; being able to shift and redeploy your personal resources – emotional, creative, intellectual – towards positive engagement with others.

Resiliency grows from putting your energies, your values, emotional attitudes and actions in the service of the common good – something larger than just yourself. That’s what supports both success in your outside life and internal well-being. And in today’s rapidly transforming world, you need both.

In the future look for new posts about perspectives, research and actions that relate to “becoming sane in a turbulent, interconnected, turbulent world.”  Through them I hope to contribute to a revised and needed reformulation of what psychological health and resiliency are in today’s world — in all realms of life:  intimate relationships, career challenges, engagement with diverse people, and in our responsibilities as  global citizens.

Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" careers, common good, empathy deficit disorder, marriage conflicts, new business model, psychological health, resiliency, social responsibility

In two recent New York Times columns, both Frank Rich and Charles M. Blow dug beneath the current surge of anger and right-wing extremism and came up with some penetrating insights about the sources of the outrage; insights that are also the tip of an iceberg:  Both of their analyses reflect a broad, sweeping evolution within the mentality of men and women that’s been taking place beneath our feet for the last several years.  I’ll describe some of those broader changes below, but first let’s look at what Rich and Blow describe.

Rich points out that the “tsunami of anger” today is illogical, in the sense that the health care legislation is less provocative than either the Civil Rights Act of 1964 or Medicare.  He also reminds us that the new anger and extremism predated the health care debate:

The first signs were the shrieks of “traitor” and “off with his head” at Palin rallies as Obama’s election became more likely in October 2008. Those passions have spiraled ever since — from Gov. Rick Perry’s kowtowing to secessionists at a Tea Party rally in Texas to the gratuitous brandishing of assault weapons at Obama health care rallies last summer to “You lie!” piercing the president’s address to Congress last fall like an ominous shot.

He’s pointing out that major changes are occurring in the demographics of our country.  These changes – and others, concerning what people look for in relationships and in their careers —  are beginning to have major impact on us psychologically, including our psychological health.  For some, they generate tremendous fear that can give rise to hatred and aggression; a desire to “take back our country.”

Rich points out that:

Demographics are avatars of a change bigger than any bill contemplated by Obama or Congress. The week before the health care vote, The Times reported that births to Asian, black and Hispanic women accounted for 48 percent of all births in America in the 12 months ending in July 2008. By 2012, the next presidential election year, non-Hispanic white births will be in the minority. The Tea Party movement is virtually all white. The Republicans haven’t had a single African-American in the Senate or the House since 2003 and have had only three in total since 1935. Their anxieties about a rapidly changing America are well-grounded.

Then, in a similar analysis, Charles M. Blow writes in his column:

It’s an extension of a now-familiar theme: some version of “take our country back.” The problem is that the country romanticized by the far right hasn’t existed for some time, and its ability to deny that fact grows more dim every day. President Obama and what he represents has jolted extremists into the present and forced them to confront the future. And it scares them.

Even the optics must be irritating. A woman (Nancy Pelosi) pushed the health care bill through the House. The bill’s most visible and vocal proponents included a gay man (Barney Frank) and a Jew (Anthony Weiner). And the black man in the White House signed the bill into law. It’s enough to make a good old boy go crazy.

Blow cites a recent Quinnipiac University poll that found Tea Party members to be just as anachronistic to the direction of the country’s demographics as the Republican Party. For instance, they were disproportionately white, evangelical Christian and “less educated … than the average Joe and Jane Six-Pack.”  Blow points out that this is at the very time

when the country is becoming more diverse (some demographers believe that 2010 could be the first year that most children born in the country will be nonwhite), less doctrinally dogmatic, and college enrollment is through the roof. The Tea Party, my friends, is not the future.

Well said.  Mounting demographic and psychological research are confirming and extending what Rich and Blow describe.  In fact, several strands of change have been underway and coalescing into a changing psychology of people – their emotional attitudes, mental perspectives, values regarding work and relationships, and behavior towards people in need or who suffer loss.  These are shifts within a wide range of thought, feelings and actions.  Here are some of them: Read more…

Climate Change & Green Business, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" anger, career dissatisfaction, demographic changes, global citizen, intolerance, Politics, psychological health, resiliency, social responsibility

In a previous post I wrote about the rise of the “4.0” career, and how it contrasts with earlier orientations to work.  In brief, the 4.0 version is an emerging shift towards a broader vision of career “success.”  It includes the desire for new learning, growth and personal meaning from work – increasingly visible themes over the last few decades, and what I’ve called the “3.0” career orientation.

What’s different about the emerging 4.0 career is that it’s an expansion beyond looking for greater meaning and sense of “purpose” through one’s work.  It also includes a desire for impact on something larger than oneself, beyond one’s personal benefit.  It’s becoming visible in the pull men and women report towards wanting to contribute to the common good -  whether it’s through the value and usefulness of a product or service.

The 4.0 career is part of the emerging new business model focused on creating “sustainable” enterprises.  It’s part of what’s known as the new “triple bottom line” — financial, social and environmental measures of success.

In this and in future posts l’ll describe some 4.0 career themes and how men and women illustrate them.  This is important because the transformations now underway in global societies, which became more dramatically apparent following the economic nosedive in September 2008, have tremendous implications for career survival and success.  The unstable, unpredictable new world upon us makes the 4.0 career orientation the path towards both outward success and personal well-being in the years ahead.

As a step towards finding the 4.0 career path, consider this little historical nugget: Read more…

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In a recent op-ed piece in The New York Times, columnist Bob Herbert wrote that the G.O.P. has become

…the party of trickle down and weapons of mass destruction, the party of birthers and death-panel lunatics. This is the party that genuflects at the altar of right-wing talk radio, with its insane, nauseating, nonstop commitment to hatred and bigotry.

Glenn Beck of Fox News has called President Obama a “racist” and asserted that he “has exposed himself as a guy, over and over and over again, who has a deep-seated hatred for white people or the white culture.”

Mike Huckabee, a former Republican presidential candidate, has said of Mr. Obama’s economic policies: “Lenin and Stalin would love this stuff.”

The G.O.P. poisons the political atmosphere and then has the gall to complain about an absence of bipartisanship.

And over the weekend, such civil rights leaders as John Lewis were subjected to racial slurs; Congressman Barney Franks was slammed with homophobic labels as he walked to the Capitol.  Much of this occurred with the egging on of Republican House members, shouting and sign-waving from the balcony, as they watched Tea Party members engaging in what Michael Steele described as just “stupid things” being said by “idiots.” But they aren’t.  They are statements of bigotry and racism.

The interesting thing, psychologically, is what propels this in 2010, and how pervasive such intolerance is, in our country.  I think it may be more widespread in appearance than in reality, however, though it certainly looks like the former.  And Herbert is dead-on when he writes,

…it is way past time for decent Americans to rise up against this kind of garbage, to fight it aggressively wherever it appears. And it is time for every American of good will to hold the Republican Party accountable for its role in tolerating, shielding and encouraging foul, mean-spirited and bigoted behavior in its ranks and among its strongest supporters.

I think the real trends across our culture are in opposite directions — towards greater, not lesser tolerance; towards awareness that we’re all interconnected in this globalized world, and that we rise or fall together, as a species. Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" bigotry, empathy, empathy deficit disorder, global citizen, interconnection, Politics, psychological health, stress

The eminent historian Tony Judt, author of the seminal work Postwar, about the dynamics of Europe since World War II, has written an important new book, in my view, Ill Fares the Land.  The New York Times has called it a “…bleak assessment of the selfishness and materialism that have taken root in Western societies (that) will stick to your feet and muddy your floors. But the Times adds that “Ill Fares the Land is also optimistic, raw and patriotic in its sense of what countries like the United States and Britain have meant — and can continue to mean — to their people and to the world.”

In his review, Dwight Garner explains that Judt is describing the “political and intellectual landscape in Britain and the United States since the 1980s, the Reagan-Thatcher era, and he worries about an increasing and ‘uncritical adulation of wealth for its own sake.’ What matters, he writes, ‘is not how affluent a country is but how unequal it is,’ and he sees growing and destabilizing inequality almost everywhere.”

It’s heartening to see at least one “public intellectual” – a vanishing breed – lay out in a direct, forceful argument the accumulating toll of greed and self-centeredness that has dominated our recent political and social landscape.  Judt describes these themes as “elevated to a cult by Know Nothings, States’ Rightists, anti-tax campaigners and — most recently — the radio talk show demagogues of the Republican Right.”

Judt observes, for example, that the notion that taxes might “be a contribution to the provision of collective goods that individuals could never afford in isolation (roads, firemen, policemen, schools, lamp posts, post offices, not to mention soldiers, warships, and weapons) is rarely considered.”  Click here for the full Times review.

I think Judt’s theme about serving the “common good” is growing throughout our culture.  It’s increasingly visible, for example, in the recognition that humans are “wired” for empathy and for serving something larger than their just their own needs — many of which are socially conditioned to begin with and fuel self-centeredness and narcissism.

In that vein I wrote about healing our “empathy deficit disorder” in my previous post, and author Jeremy Rifkin has argued much more broadly and in great depth about the rise of an “empathic civilization” in his major, well-documented new book.

I also see the awakening of interconnectedness and service to the common good increasingly visible in the rise of a new business model – one that combines having impact on the common good as well as achieving financial success.  The green business movement incorporates much of this emergence, as well as related trends towards sustainable investment, social entrepreneurialism and venture philanthropy.  I would add to those the growing recognition of the need for a psychologically healthy management cultures, as well.

Interesting, also, in Judt’s book is his argument that the left and right have switched sides, in a sense.  That is, he explains that today the right pursues radical goals, and has abandoned the “social moderation which served it so well from Disraeli to Heath, Theodore Roosevelt to Nelson Rockefeller.” He argues that it’s now the left that is trying to conserve “the institutions, legislation, services and rights that we have inherited from the great age of 20th-century reform.”  For another interesting take on the “reversal” of the left and right from the 1960s to the present, see economist Ev Ehrlich’s two-part essay on his blog, Ev Ehrlich’s Everyday Economics.

It sounds lame, but true: We’re sure living through some interesting times….

Climate Change & Green Business, Psychological health in a post-globalized world, Work & Career "4.0" empathy, empathy deficit disorder, global citizen, interconnection, new business model, Politics, psychological health, social responsibility

Now this is interesting:  Legislation has been introduced in Vermont to create a new kind of corporation.  Different from a non-profit, it would provide social good for the community, while returning gains to investors.  In a Burlington FreePress article describing this legislation, Seventh Generation co-founder Jeffrey Hollender is quoted as syaing that the bill “provides Vermont with a very unique and important leadership opportunity.”

The FreePress reports that the legislation calls for new and existing for-profit corporations to elect status as a for-benefit corporation with the purpose, among other things, of creating public benefit.  The bill, called the Vermont Benefit Corporation Act, defines “public benefit” as “a material positive impact on society and the environment, as measured by a third-party standard, through activities that promote some combination of specific public benefits.”

Will Patten, executive director of Vermont Businesses for Social Responsibility, backs the measure, saying “It’s a no-cost, positive piece of legislation that might have an impact on Vermont’s economy.”  Green Mountain Roasters is reportedly a prime candidate to become a benefit corporation, upon approval by two-thirds of shareholders, should the legislation become law.  Click here for the complete article.

This kind of hybrid corporation makes good sense in this era of economic and organizational turmoil and change — one that calls for out-of-the-box thinking about ways to combine economic success and service to the common good.  Increasingly, economists and others are observing that our institutions and their leadership vision are locked into 20th Century thinking and realities; and that new kinds of thinking and structures are needed to address the complex, interconnected issues facing societies and people today.  Harvard’s Umair Haque, among others, has been addressing these issues in his writings.

Climate Change & Green Business, Psychological health in a post-globalized world, Work & Career "4.0" hybrid corporation, new business model, social responsibility

I often hear a similar lament from both younger and older careerists….about each other.  The younger workers say, “These older people just don’t get it.  They expect us to just fall into line, follow bureaucratic rules, and they don’t show us respect for what we know.”

And the older one’s say, “These young people just don’t understand how to function within an organization.  They want recognition, promotion, everything before they’ve earned it, like we have.  That’s not how reality is.”

It reminds me of a couple that once said about each other – “It’s not that we see things differently.  It’s worse than that:  We’re seeing different things!”

Exactly.  So, what can we make of this?  Is it simply the current generation gap?  I think it’s more than that.  It’s part of a broader, growing shift in the mentality of adults towards career, personal life and the role of business in society.  But it’s more visible and pronounced in the so-called Gen X and Gen Y workers, who are the offspring of those “older” workers – the Baby Boom generation now at midlife.

Some interesting research and survey data sheds light on what’s occurring.  For example, a study of 3,500 wage earners conducted by the Families and Work Institute of younger workers.  One finding was a dramatic shift among younger workers in how they handle hostile or abusive work environments:  They won’t stay very long in them, in contrast to how older workers traditionally behave – acceptance and suffering.  The younger workers tend to leave, confident that they’ll find something better.  Or, they “play” with the situation, not letting it get to them emotionally, while they craft an exit strategy.

Puzzling to older workers is that younger careerists want to know, “How quickly will I take on new responsibilities? How meaningful will my work be — immediately?”  They look for a collaborative atmosphere in which all members of a hardworking team share responsibilities.  Older people see this as Read more…

Psychological health in a post-globalized world, Work & Career "4.0" gen x, gen y, new business model, social responsibility

Some readers have asked me to explain why I have a category labeled “Work and Career ’4.0.’”  Fair enough: A few of these blog posts are tagged that way, but I haven’t described what I mean by that designation.

What I call 4.0 is a shorthand way of describing a new evolution I see in people’s attitudes, behavior and desires about their work and career.  Think of 1.0” as more of a survival orientation to work.  It’s how people think about and engage in their work when they’re in situations of extreme hardship, political upheaval, or within socio-economic conditions that limit their opportunity and choices.  That probably describes the situation for the masses of people throughout most of history, and of course it exists today.  In such situations, just earning enough of a living to survive and support yourself and your family is your target, your criteria of  “success.”  Today, the conflicts that people experience within version 1.0 often concern working conditions, discrimination and limited opportunities for getting onto a career path that can lead to something better.

Version 2.0 emerged with the political and economic environments that gave rise to the modern “career”; that is, mostly within increasingly large, bureaucratic organizations from about the late 1800s into the early 20^th Century.  Those organizations required layers of management and administration – white-collar jobs.  Advancement became possible along a defined path, and was available to people who could gain a foothold within it, usually because of educational opportunities and/or social class advantages they were born into.  Seeking recognition, power, status, and material perks from steady advancement define success with Version 2.0.  It still predominates within today’s career culture.  It’s where you find the conditions that generate, for example, work-life conflict, boredom, workplace bullying, hostile management practices, and subtle racial and gender barriers to moving up.

Version 3.0 arose just in the last few decades.  It reflects Read more…

Psychological health in a post-globalized world, Work & Career "4.0" careers, globalization, interconnection, purpose, social impact

Boredom at work can as stressful and damaging as overwork – perhaps more so.  Sometimes it creates embarrassing situations, as it did for Joel, a mid-level executive.  He felt so bored that he sneaked out of his office one afternoon to take in a movie.

When it was over, guess whom he ran into coming out of the same theater?  His boss.

“We know that 55 percent of all U.S. employees are not engaged at work. They are basically in a holding pattern. They feel like their capabilities aren’t being tapped into and utilized and therefore, they really don’t have a psychological connection to the organization,” said Curt W. Coffman, global practice leader at the Gallup Organization, as reported in the Washington Post. And Jean Martin-Weinstein, managing director of the Corporate Leadership Council, a division of the Corporate Executive Board Co., cited findings from a survey of 50,000 workers around the world who were asked questions such as: “Do you love your job? Do you love your team? Are you excited by the work you do every day?”  Thirteen percent came out saying no, no, and very much no.  “They are disaffected, because they are basically completely checked out from the work they do,” Martin-Weinstein said.

Employees who are better utilized are more fulfilled.  They work more productively.  For example, Read more…

Psychological health in a post-globalized world, Work & Career "4.0" boredom at work, career dissatisfaction, stress, workplace conflicts

• A social justice advocacy organization is stung by accusations from some of its staff that the leadership doesn’t “walk the walk” when it comes to racial and sex bias. Complaints also include that the organization’s mission has become too diffuse.  Anger and resentment build.

• A public interest research organization discovers that shared staff commitment to consumer protection doesn’t preclude staff relationship conflicts or complaints about management practices. “We all believe in what we’re doing,” the Director tells me, “so we shouldn’t be having these kinds of problems.”

• A social service organization is faced with apparent emotional disturbance of a senior staff member. Increasing amounts of management time are spent trying to deal with the person’s declining performance, absenteeism, and behavior toward coworkers. The Executive Director is unsure how to deal with the problem, and asks me “How do we balance compassion with the needs of our agency, in situations like these?”

Sound familiar? I have observed many nonprofit organizations trying to carry out their public interest or social service missions effectively – but within a workplace and cultural environment that gives rise to problems like these.  Such problems reflect an increasingly common, interwoven mixture of personal and organizational conflicts.  Many are similar to those I find in for-profit companies.  But the unique circumstances of nonprofit groups makes knowing what helps – and what doesn’t – critical to maintaining their internal and external success.

Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, careers, new business model

During the holiday season, many people feel the need to volunteer their time to charity organizations.  Feeding the homeless is especially popular at this time of the year, and then often forgotten – duty done.  Such volunteering is often met with eye-rolling by the staff of organizations, who wish that such earnest desire to help would continue at other times of the year as well.

It’s easy to be cynical about holiday volunteering.  But for an increasing number of men and women, young and old, volunteering their time, service, and expertise has become an integral part of their lives; an expression of their core values.  And that raises the question: Why do people volunteer?

Moreover, how does it impact your own life, as well as those whom you help? Over the years I’ve explored these questions with men and women, and tried to help them discover the meaning and impact of their volunteer work upon their own lives, both personally and professionally. I’ve found that volunteer work can impact peoples’ values, perspectives, and even their life goals.  For many, it spurs new growth, spiritually and emotionally.

This makes sense.  Over the years, as I’ve investigated the link between career success and emotional conflict, I’ve found that many highly successful, career-oriented men and women acknowledge feelings of inner emptiness, and absence of meaning in their lives. At the same time, many say that their volunteer work is the only arena that provides a sense of meaning and human connection.  Far greater than their career, and – sadly – often greater than their intimate relationships.

Read more…

Midlife Conflict and Renewal, Psychological health in a post-globalized world, Work & Career "4.0" empathy, health, midlife, psychology, volunteerism

I think the reasons suggested for the uproar over President Obama’s Nobel Peace Prize miss a deeper issue.  First, no one would dispute that Mr. Obama has not yet achieved the level of contribution to world peace that other honorees have.  He, himself, acknowledged that.  Critics of both right and left argue that the reward reflects an unhealthy cult of personality, and that his rock star status has overwhelmed better judgment.  Some point to the Europeans’ apparent delight at sticking it to Dubya.  And, needless to say, racism is part of the angry outbursts as well.

But there’s a missing source of the outcry.  It’s probably less conscious; certainly less articulated.  It’s that the award gave a new focal point for mounting fears generated by a profound shift the world is undergoing on many fronts: The economic meltdown; global dangers and threats; the impact of climate change.  It’s an interlocking world, in which everyone has to figure out how to compete and collaborate with everybody else.  And it’s a diverse world – not “out there,” somewhere, but right here in people’s community and workplace.  Moreover, shifts in how people conduct their social, sexual and individual lives are visible all around.

In today’s new era of tumultuous change, we’re shifting from an environment of  old-style “command and control,” in private relationships, careers, and organizations, to “collaborate and cooperate.”

This wave-change, this new reality that the future has arrived, is very hard to digest for some. I’m not referring, here, to the Fox crowd — the right-wing commentators and pundits.  Most probably know better; and know what’s going on throughout our society and the world.  They may not like the changes taking place – perhaps symbolized for them by a black man in the White House.  But they’ve chosen to exploit fears among segments of the public hardest hit by these massive changes.  They’re exploiting them for their own avarice and self-promotion. Read more…

Climate Change & Green Business, Midlife Conflict and Renewal, Modern Love, Sex & Relationships, Psychological health in a post-globalized world, Work & Career "4.0" global citizen, psychological health, resiliency, social responsibility

Four years ago, U.N. Secretary General Kofi Annan appointed Harvard professor John G. Ruggie to be Special Representative on business & human rights. This new mission was charged with investigating human rights abuses by transnational corporations and other business enterprises. Since then, it’s focused on such areas as discrimination, pesticide poisoning, child labor, drinking water contamination, sexual abuse, and the displacement of indigenous peoples.

But I think another, largely overlooked category of corporate behavior deserves inclusion as a human rights violation:  Management practices that damage the mental health of a company’s own employees.

 Unhealthy management and leadership harms employees and, therefore, their work performance.  Most everyone is familiar with the damaging effects of abusive, hostile, arrogant and narcissistic bosses; of manipulative or deceitful leadership behavior, often directed by senior management towards each other; workaholic demands that result in burnout and diminished productivity; intimidation and threats, subtle and overt; public denigration and humiliation; destructive political maneuvering and closet discrimination.  The list goes on.

Typical consequences for individuals include depression, rage, severe stress or anxiety, withdrawal, paranoia and, increasingly, lawsuits.

As a consultant to business leadership and a psychotherapist for 30 years, I’ve helped people at both end of the spectrum — from the mailroom to the corporate suite — deal with the consequences.  Moreover, I’ve seen an increase of such practices since the economic meltdown began in September 2008.

Unhealthy leadership and the culture it spawns Read more…

Psychological health in a post-globalized world, Work & Career "4.0" careers, global citizen, globalization, new business model, psychological health, social responsibility

The Washington Post’s Pulitzer Prize-winning columnist Gene Robinson has a great piece about the paranoia of the “birther” movement — those, including members of Congress, who claim that President Obama was not born in the US, is an alien, not an American citizen, a “Manchurian candidate” after all, and so forth.  http://tinyurl.com/ktstgj

A recent poll shows that the overwhelming majority of those who believe in this conspiracy are Southern Republicans.  I think it’s pretty clear what’s behind this movement, and why some members of Congress go along with it; or refuse to repudiate it.  It’s the simple fact that we’ve elected an African-American President of the United States.  As Chris Matthews has pointed out on “Hardball,”  this alleged “controversy” is not about documentation; it’s about pigmentation.

That’s a polite way of saying “racism.”  I think the “birther” believers are really saying to themselves (and to each other) “Oh my God, there’s a black man in the White House!”  So they’ve got to de-legitimize him. I hope that more public figures expose this for what it is, and not skirt the issue.  Or give credence to it, as Lou Dobbs has been doing on CNN. The larger issue, though, is that our country is undergoing massive transition and evolution in many areas.  We are moving away from a dominant white male culture.  It’s estimated that in about 40 years white people will be in the minority.  Already, five states have non-white majorities.

This is our future — we’re headed towards a multi-racial, multi-ethnic America.  While the fears of those who view this as threatening can be understood, the expression of those fears through hatred, conspiracy theories and potential violence should not be tolerated.

Psychological health in a post-globalized world, Work & Career "4.0" global citizen, Politics, psychological health

“Before the murders started, Anthony Marquez’s mom dialed his sergeant at Fort Carson to warn that her son was poised to kill.

It was February 2006, and the 21-year-old soldier had not been the same since being wounded and coming home from Iraq eight months before. He had violent outbursts and thrashing nightmares. He was devouring pain pills and drinking too much.

He always packed a gun.

‘It was a dangerous combination. I told them he was a walking time bomb,’ said his mother, Teresa Hernandez.

His sergeant told her there was nothing he could do. Then, she said, he started taunting her son, saying things like, ‘Your mommy called. She says you are going crazy.’

Eight months later, the time bomb exploded when her son used a stun gun to repeatedly shock a small-time drug dealer in Widefield over an ounce of marijuana, then shot him through the heart.”

So begins “The Casualties of War,” by Dave Philipps, which appeared recently in the Colorado Gazette

It was forwarded to me by my old friend David Addlestone, who founded the National Veterans Legal Services Program in Washington, DC and led it for many years, until stepping down in 2008.  Addlestone – whom the American Bar Association called “a Human Rights Hero…who dedicated his entire professional career to vindicating the rights of the often scorned warriors…” has fought for veterans’ legal rights for decades, going back to the Vietnam era.

So it’s no surprise that he would be calling attention to this latest human rights tragedy underway regarding the mental health of our returning veterans and the behavior their psychological condition provokes.

Philipps’ article documents chilling accounts of the emotional damage suffered by many vets, often leading to violence, murder and self-destructive behavior – both while on duty and especially after the vets return to “normalcy.”  Unfortunately the military appears to not take very seriously — and even eggs on, in some cases — the mental traumas that the returning soldiers bring with them.  See the rest of Philipps article at http://tinyurl.com/ngo3hz

Our elected officials and our institutions need to address this, perhaps with a war-to-peace transition program Read more…

Psychological health in a post-globalized world, Work & Career "4.0" empathy, global citizen, psychological health, resiliency, stress

Great Nicholas Kristof piece in NYT about Scott Harrison’s Charity: Water http://bit.ly/yfRgm

I interviewed Scott for an article I wrote in the Washington Post in 2007 and was impressed with his ability to put his business and media savvy and talents in the service of addressing a humanitarian problem.

Even more impressive and significant is his personal story arc: From an awakening out of a self-centered life; which led to an unexpected, almost serendipity experience; which led, in turn, to creating a successful venture — one that’s having tremendous impact on people who are deprived of something as basic as clean water. http://www.charitywater.org

I’m finding that people like Scott are emblematic of a growing evolution within personal values and behavior, today: Redefining success away from self-centeredness, greed and purely personal gain; and towards using your talents to serve the common good.  My study of this evolution suggests that it reflects an emerging new definition of psychological health that fits the needs of our post-globalized era.

Climate Change & Green Business, Psychological health in a post-globalized world, Work & Career "4.0" career dissatisfaction, global citizen, interconnection, psychological health, purpose, social impact, social responsibility

Much talk in the media about the need to be “resilient” in the face of economic meltdown, career uncertainties, stress at home and work, etc.  The conventional advice – like trying to “balance” work and life, managing your stress with proper exercise, diet, meditation, and focusing on positive thoughts and feelings to help you cope with it all — good stuff, per se, but it’s not going to help very much in this current world, which is transforming beneath our feet in ways that can be hard to fathom or deal with.

Conventional solutions aren’t effective because they point you to coping and managing with conventional conflicts.  Our changing world requires much more of a proactive position – perspectives, emotional attitudes and actions that address a new reality: that our lives and well-being are totally interconnected, globally.  We succeed or fail at work and in relationships to the extent that we can, in effect, “forget ourselves,” and focus on serving the larger, common good.  It sounds like a paradox, but we’re all global citizens now, and whatever attitudes and actions support positive engagement — other people, co-workers, or missions larger than our own narrow self-interest – they circle back to increase success and security in our own lives.

Psychological health in a post-globalized world, Work & Career "4.0" global citizen, globalization, psychological health, recession, resiliency

We see an increasing focus by corporate executives on actions that promote sustainability. This is a positive development, but we need to focus on describing, promoting and teaching the leadership mentality, mindset, and perspectives that will support those actions throughout all levels of an organization.  Otherwise it becomes dissipated or lost. A positive, supportive management culture is an essential ingredient, from the start.  Too often, this is overlooked or neglected.

Climate Change & Green Business, Work & Career "4.0"