What would to say to the next generation?!

Charles Handy has been described as ‘one of the giants of contemporary thought’. We’ve been very privileged that he has been very actively involved with Caplor Horizons from the outset. For instance earlier this year Charles accompanied us to India to contribute to two of the organisations we have been working with there (see picture below). Many people heard that he had a stroke. We met him very recently. We’re pleased to pass on that he is making a good recovery. For those who are not aware of his work, according to one reviewer, ‘Charles’s earlier books - including Understanding Organizations and ‘Gods of Management - changed the way the world viewed management. His later work on broader issues and trends - such as Beyond Certainty’ and The Second Curve - changed the way we view society’.

Charles is pictured below talking to members of the core team at Alliance India in an activity called ‘the empty chair exercise’ in which he was responding to questions and sharing his insights and perspectives. 

Charles has a new book called ‘21 Letters of Life and its Challenges’. One reviewer explains how ‘Handy builds on a life's work to glimpse into the future and see what challenges and opportunities the next generation faces. How will people cope with change in a world where the old certainties no longer apply? What goals will and should they set themselves? How will they find purpose and fulfilment in their lives? Clear-eyed and optimistic by turns, he sets out the questions that everyone needs to ask themselves, and points us in the direction of the answers.’

This week we have been with Enclude, a very dynamic technology focused organisation based in Dublin. We are excited about developing a long term collaboration with them. They explain: ‘we know that the problems of society that charities are trying to solve are complex and require a multi-faceted and interdisciplinary response. We want to bring affordable, trustworthy and effective systems to Irish charities so that they can maximise their impact. As a non-profit, our relationship with our clients is a genuine partnership between charities whereby we share our knowledge and resources in order to enable I.T. solutions to drive their mission’

Ella Fitzgerald quote:"it isn’t where you come from; it’s where you are going that counts"

How can we create psychologically safe workplaces?

How can we create psychologically safe workplaces? Click here to watch Amy Edmondson, Professor of leadership at Harvard, speak for 11min. She is author of ‘The Fearless Organization’ (2018) and explains: “psychological safety is a belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes”. Her research initially pointed to “better teams making more mistakes not fewer”!? However, on delving deeper, she found that better teams were not actually making more mistakes; rather they had a “climate of openness” that enabled them to discuss mistakes, understand them and address the root causes.

Amy Edmondson found three things nurture a sense of safety: (1) frame challenges and mistakes to be opportunities for learning, recognising that we’re facing great uncertainty in the world and that we need interdependence within organisations; (2) acknowledge your own fallibility, which encourages others to speak more openly and creates safety; (3) be curious and ask a lot of questions which leads people to respond and discuss what is going on. She explains that great teams will have people bringing their “full selves to the workplace”. In the diagram below she summarises how teams with high motivation and accountability, along with high psychological safety, enable people to be in the “learning zone”, reducing traits such as anxiety.

The working title for our book is: ‘The Change Maker’s Guide to New Horizons’ with subtitle, ‘Organising differently for sustainable futures’. Last week we had a zoom call with various people involved. We find it an inspiring example of people “bringing their best work”. We have over 15 people involved. We have nine draft chapters completed. It is a major undertaking. Everyone is contributing on a voluntary basis. A very big thank you to all involved. We’re aiming to have it finalised by mid 2020.

Edmund Burke quote: ‘no passion so effectively robs the mind of all its powers of acting and reasoning as fear’

Could hope-based communications influence long term shifts in opinion?

According to a key leader at Amnesty International, ‘hope based communications might be the most effective way to bring about long term shifts in public opinion’. Drawing on inspiration from around the world, including Chile, uplifting examples are given in a brief article by Thomas Coombes. Five principles are identified: for instance, ‘offering opportunity instead of threat’ and ‘hope instead of fear’ in communications. Also ‘celebrating what you stand for instead of criticising what you oppose’. To read the article, and watch short clips to illustrate the principles, click here.

Hot off the press! Click here to read our latest Impact Report. And below is an infograhic. Particular thanks to Ben and Simon Oldroyd for the infographic.

Big picture, our efforts are focused on delivering our strategy whilst also establishing a new climate change and biodiversity initiative called ‘The Commitment’ (which we have introduced previously). Click here to see our strategy, and here to see the latest description about ‘The Commitment’, though this is very much work in progress.

Rosa Parks Quote: ‘To bring about change, you must not be afraid to take the first step. We will fail when we fail to try.’