No Judgment, no anger, no pressure for action – principles for a magical conversation?

Change is a constant and as Mark Manson in The Subtle Art of not giving a F*ck says “uncertainty is the root of all growth and opportunity”. What we do know with certainty is that the workplace, be it corporate or enterprise, entrepreneur or academic, management or worker bee, is changing and therein lies out opportunity to create a future unlike the past blending life and work, society and family, giving back and making profit.

11849231_379372528927960_1427513343_nFor me, careful consideration needs to be given to the conversations (and awareness within every word shared) as to what that future will evolve into…within four years half of the workforce will be a lot younger than me (according to latest research the Global Workforce will be Millennials), and I believe it is not about just letting the young take over. I don’t believe either that the world would be better if only women ran it, I deeply know that everyone counts and that we need to value and understand the mix… men, women, young, old, every skin-tone, creed and sexual orientation, every diverse factor of who we are as human beings, needs embracing. Not so that we can win every argument or be a walk over. Indeed, I dream of a world without arguments – lively debates yes, interesting dialogues, knowledge input but not without quests to learn relevance, valuing our differences to weave that tapestry of ‘the good life’ we’d all like.

Magical conversations – run by new principles – no judgement, no anger, no pressure to action, a sacred space, the desired round-table environment, time sensitive, topic focused, remembered learning for the right reasons, a place to freely contribute and create value for all. I have been called naive in my life, ‘Mollie Sunshine’, too positive… hey I don’t apologize for any8482996_f496 of those reviews. In 10 years, my grandchildren will be teenagers on the verge of …. running their own business, contemplating a trip to Mars, taking up further learning (and not at college) or maybe something I cannot even imagine.

Let’s use our imagination, more powerful than knowledge, to be here right now in the moment, life is precious. Do you agree?

pauline@pauline-crawford-omps.com

More information on what I believe in, my vision, my passion and purpose.

Creating Magical Conversations

Power Struggle Between a Man and a Woman
Power Struggle Between a Man and a Woman

As time moves on in 2017, it becomes apparent that we’re still stuck in terms of men and women getting their act together at the top of the corporate world, the political world and many parts of our social and domestic world. There are good stories of collaboration and men and women co-creating amazing ventures together, of communities recognizing the value of women in the workplace and as leaders, yet these stories are shrouded by nasty stories of male rhetoric and vicious “put-downs” of women, and cries from women about bad behavior of men, especially prominent political figures. It’s time to stop this cycle of negativity, this struggle for power, life is a game not a battle field. It’s time to live life not kill ourselves with hate and fear.  It’s time both men and women recognized their ripples of magic before we all get sucked into  mayhem.

Let’s take business.  I hear so many stories still about how we should have more women at IMG_2253the top of business yet we don’t have the increase in numbers that is possible given the pool of educated talent available. We need to change the ‘track record’ of the criteria for women in the boardroom; and stop women still arguing the toss about whether if they had been in charge, the economic crisis would have not happened. I would like to focus on what we can do together to evolve a new ‘magical conversations’ between all parties in many diverse situations especially where we get stuck. We do this so that we can build a healthy, loving, energized and engaged thriving work and life culture, rather than keep on going over the past.

Our world is changing fast and today is no longer like yesterday so I believe it’s time to change the rules.  It is the “how’ that is our challenge!

This is the time to look outside the past restrictions which have stopped progress. Magical Conversations are not soft and fluffy. They are based on all parties being valued, all parties having an equal right to contribute and all parties understanding the ‘rules’. Ah ha you say – there are rules!  Yes simple and all-embracing. The rules are simple – no judgments, no anger, no restrictive behaviors, no outrageous or harmful img-20160731-wa0010behaviors allowed.  All must be heard, not all views are right, and not all views are wrong, but all views are considered on the table and no conclusions or decisions are made without consensus and at the very least a degree of observation, patience, perseverance and imagination.  So can you feel the magic? The magic is in the mix of contributors, the selection of topics, plus the agreed positive willingness, energy and commitment to mutually respectful outcomes.

Are people ready to shift their perspectives and be truly inclusive? Many factors come to bear but let me first focus on the gender divide and make it more dynamic and positively productive. Then magic may occur faster!

16939506_10154447883563099_4414038946700759001_nFor over 30 years I have addressed many lively groups; business men and women, many solo entrepreneurs, many corporate players, many owners of small successful businesses, and my theme is always generally about “Life, Love and Legacy” and my passion that we live a fulfilled life whether male or female, at home or at work.   My vision for my audiences to ‘take responsibility and ownership for your lives”. I am often asked by women how they can bring love and energy into their business existence and I suggest it is the only way to have a healthy existence. We need to attract wise men to live and work with us as business professionals, and also as mothers, sisters, friends, aunties, daughters and colleagues, as customers and suppliers, as multi-faceted, emotional, caring, intelligent, highly talented, visionary collaborators for today’s future.  Some men may never have been approached with this in business terms.  It’s down to us to stand by our true nature.

I believe if we all can take a wise stance, and for women to draw on our ancient wisdom, our natural strengths and attributes as females, be it of many different types and styles, generations and cultures across the world. Women can then embrace men and persuade, inform, influence and emerge new ways to work together.

cropped-img_02481.jpgMy wise advice to female audiences is consistent; let’s play our best card, draw the female baton and hand it on to other women around the world; use our whole brain, left and right, while recognizing the limitations, rules and regulations that have been placed on us can be changed.  Let yourself own the special place we’re now at and work together to give reasoned viewpoints as to why and how we change these rules.

Women have fantastic opportunities now to get involved in business, in politics, in social change and in determining our children’s future. Yes, it may be a long road of change, but it’s happening as we sleep, eat and go out to work day by day. More and more men and women want a more purposeful world, a world where work and life find a more compatible coalition. And magical conversations are occurring everywhere.img-20160324-wa0016

My questions to women (and those wise men who recognise our value) to ensure we come to together to progress our future in a sustainable and co-creative manner;

What part did women play in the design of our current world? What can women be responsible for in our conversations with women and with men?

What did each of us learn from our lives to date that give us skills that can play into business and enterprise and social change designed often by a male world and in many arenas of business for many hundreds of years?

How can we discuss, debate and declare our authentic advantage as women without threatening, fighting with or demoralising men?

And why will men listen and hear us in a way that extends an open hand of collaboration?

I am uplifted to meet more and more wise men and women, of all generations who think, feel and act in a space of conscious awareness of others and the community around them. I am being asked every week to bring these Magical Conversations into a wider arena and that I pledge to do through my programs, mentoring advice and facilitator development. I intend to set the ripple circling outwards and see how far the magic can reach.

Choice, Uncertainty and Love-Based Principles

As I p10646809_803367209713218_7116161803102089016_nresent to audiences across the world, in the UK, in Europe, in the US and currently in Malaysia, I notice variety, diversity, differences and similarities, and always magical happenings.  Yet today I find myself asking  “how, in our challenged world, do we each make the best choices using reasonable and unbiased observation?”   To help us in uncertainty, let’s use a good deal of common-sense, simplicity and love-based principles to guide us.

The world is simultaneously horrified, fascinated, thrilled, aghast, scared and amazed by choices made; Trump, Brexit, women marching enmasse, refugees fleeing and endless wars raging- and always the human rights of potentially marginalized minority groups high on everyone’s agenda. And yet so much more is occurring at an unconscious and far reaching depth that is both good and cleansing of our old stuck ways.  And it’s not all bad as so many think and fear. Of course, many don’t like uncertainty. IF we believe everything happens for a reason and nothing happens without connection to everything (as I do) then ‘hope springs eternal’ and we might accept that today ‘uncertainty is the root of all growth and possibilities’.

Change is always the current that flows and takes us forward. Time to be, to do, to think, to feel, to create differently and with compassion and understanding. The key to our future is, I believe, reasonable conversations, magical ones in deed. In these such conversations, we share our views without blame nor calling peopl1453516_10152433450297222_1129468450_ne undesirable names. We recognize that we may be diametrically opposed in our views but seek common ground that is inclusive of all needs and full of common sense as to which degree all needs can be met. Conversation, compassion and an intentional perseverance and wish to serve is essential. This forms a Magical Conversation

By listening to hear rather than knee jerk reactions to respond, we can more easily account for the many layers of difference – culture, generation, gender, sexuality, ethnicity and disability – to embrace a connected world rather than feeling caught up in every personal issue. Listen with smiles and compassion. We need to look beyond the ‘news reports’ and the media hype and where uncertain of opinion makers, be your own wisdom and share with care!

Men and 2016-12-23 12.22.03.pngwomen share this planet and the responsibility lies with us all. Let’s communicate from our heartfelt choices and common-sense heads, wise men and women alike, in true magical conversation style and allow the future to unfold without anger.  Time to co-create this love-based, healthy happy world one day at a time….join me and my husband Jim and help our legacy to become a reality as we desire to “leave the world a better place for having been here”!

Pauline Crawford-Omps is the AMBASSADOR OF MAGICAL CONVERSATIONS

A tale of two cities… one male, one female

In the search for a new understanding and a different conversation between men and women, let’s take a oblique perspective and a story of many new possibilities using the unlikely metaphor of bears (men) and birds (women) to tackle a challenged business world and an economic mess.  Maybe there are two different cultures merging, two natures, one vision? Maybe this story is not so unlikely? 

Once upon a time . . . DSCF0441 the business City had been built over many decades on the “square mile” principle; every inch measurable and maximized for the owners, each square inch sold and resold, marked up, traded down; every skyscraper fields a magnificent view yet many streets were cold from the deep shadows the towers made. The inner streets were paved with gold and had a labyrinth of tunnel journeys and caves connected by long corridors, lift shafts and stairs and out of this a very hard-nosed culture had grown.  This City,  was inhabited by the Bears.

There was another City – known more as a Community – hidden away over those past decades.  This was designed to be a community culture, with open landscape, cozy rooms, and play stations for the younger members to learn and flourish, nesting nooks for conversations, space for innovation and creativity coffee breaks; here there were support systems that shared resources and reduced waste. This inner city was a mesh of inter-connected live wires and tree top nests. womenThis inner community was inhabited by the Birds.

The Bears and the Birds were well known to each other as they had shared the earth together for millenniums, breathing the same air, drinking the same water, eating up the same resources; however they needed different things, they had different biological needs, and even though they often held similar aspirations and dreams for their future, their perspectives on how that came to be where subtly different.

Their challenge was to understand each other as the two cities grew side by side, and business and life began to interweave. Over the last decades where viral changes, technology and flexible ways of working and living had become blended in style, some top level Bears observed their world was changing and surrounding market and social boundaries collapsing, evolving, and revolving in ever decreasing circles. Many natural and economic disasters challenged the very foundations of the world that both Bears and Birds loved. They now faced a world-in-crisis and obstacles that threatened to undermine life as previously known.

The Bears continued to prowl their City. Some were gruff, grizzly and dangerous; some were strong and proud of their mighty presence; others were young cub Bears who were learning from their elders; some were afraid of their own shadows and yet many acted like teddy Bears, warm and cuddly, keen to protect and nurture their young.

The Birds were very different to the Bears; many variable types with plumes of many colored feathers, bodies of different sizes and wing spans spread to glide and soar; big and small, wild and tame; some flew in formation, others lived as family units, others fought their own battles, while many twittered happily over the garden wall. They all sang beautiful and creative songs. However once they were attacked, damaged or caught on the ground or attacked by Bears, the Birds were terrified. Losing a limb, a wing, or a feather made them victims.

Some Birds learned to adapt to business and became even “terrifying” to the Bears; they swooped and soared; they preyed on the most vulnerable; the cub Bear often headed for the caves when he saw a vicious Bird coming.  However many Birds sang from their hearts and were full of the sweet evening song of common sense, the sound of their voices infiltrated the airwaves of business and life as they traveled to and from work and home (as home was very precious to them) and they grew in numbers as the scent of financial independence made them flutter and flourish.

Increasingly the Birds started invading the Bear’s City (where the Bears had regularly inhabited for their daily work) seeking bigger worms and prospects for their life’s survival. They realized there were rich pickings for them too.  However it was tough going for the Birds to begin with as the Bears were big and strong. They had built their City to be the powerhouse that generated wealth and provided resources for their own caves. Their traditions were well embedded in their mindset.  They like to come home to their home nesting Birds. They didn’t always approve of working Birds. They made it a perilous journey for many working Birds, who tried to perch on the higher levels of the skyscrapers, looking for safe habitats and life-saving perches.

17msf03oyscsspngMany Bears didn’t want the Birds to get into their work spaces and high-rise hard -earned stakes; however the Birds were determined that they were there to stay, and grew in numbers every year. The more conscious wise Birds and Bears knew that, for the survival of their species, the only way forward would be together.   The Bears could not understand why Birds talked in circles, chattered with others and used seemingly random tangents to think through problems. Bears thought and acted in boxes, directed in straight lines and expected solutions to every question. The Birds longed to bring their circular birdsong to be truly valued and honored by the Bears, as an intrinsic and valuable part of a fulfilled and successful work-life balance. After all, they valued the Bears for their strength, tenacity, logical thinking and especially  their ability to be the major provider to the family. The Birds loved the adoration that the Bears give them at home and in many communities where they nurtured their families of young Bears and Birds.

GENDER DYNAMICS Bears and BirdsNow once many Birds have discovered The City that the Bears have created, they wanted a bigger piece of the worm pie. They knew they could add new value – natural skills, more emotional intelligence, good relationship management and different consumer knowledge to that which the Bears had. They knew they could deliver much of what the Bears offered yet with a nurturing inclusive spirit that would sustain results in a better long term way; combining a healthier lifestyle alongside the tradition fiscal success. Yet given all that the Birds brought to the Bear’s City, the gateways to the high skyscrapers often proved difficult and had closed combination locks that barred the doorways to the boardroom.

Can the Bears and the Birds a new song today?

Now times are have changed. The internet highway, global trade, business from your home, education for all and entrepreneurship have all blossomed and the Birds are flourishing too and sing their beautiful songs and lyrics even more than ever.   Their activities, especially the younger Y and X Gen, and now Millenium Bears and Birds are creating new cultures and different perspectives that are meaningful and inclusive.

Of course some wise Bears and Birds are now getting together and writing tunes of collaboration with cords of perfection to sooth a noisy chaotic world. We need more to do so and share magical conversations. These species from all generations want to bring a new harmonic to the service repertoire of business but still some older more traditional Bears don’t understand these songs.  When they try to sing along, their deep voices threaten the very nature of the Bird song. The Bears often get stuck with their macho ‘pow-wow’ power groups and warrior sports games.

The Bears and the Birds seem at odds with each other yet there is also an intimate attraction between them; Bears and Birds love each other, and have done since the beginning of time.  When the attraction flourishes, they form families to parent new generations of Birds and Bears. Indeed, they naturally complement each other.

Can the Bears really let the Birds into The City in ways that truly integrate the needs of both? Can the Birds persuade the Bears to get together and co-create a new domain that integrates business and life, economic revival and social cohesion?

Is it “business, boom or bust”? Will bear-growl or bird-song win? Only time would tell. The end of the story is still being written …

The book “Who’s In Charge?” is due to be launched by the end of this year by authors Dr Pauline Crawford & Dr Jim Omps. It’s a story that unfolds as 3 Bears and 3 Birds come together on a mission to save the world. In this stor1-156 (2)y, YOU will find YOU and can discover who you are and how your relationship to others is key to value creation for all.

Magical conversations emerge when you use this blueprint… and the possibility of collaborative success paves the way to a better future.

Changing the RULES OF THE GAME…

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Pauline Crawford leads the conversation at London Conference July 8th 2016

The field upon which the game of life – in all of its incarnations – is played out has been much maligned for some years now. Much is debated by diverse groups that we need to level or change the playing field. To allow us to move forward on this often heated debate concerning the rise of women now pursuing careers to senior roles and/or running their own businesses, please note that the playing field of business is constantly evolving and impacting lifestyles in commercial, social and domestic arenas. Please note also that the current playing field of business is usually adequate enough for the game but maybe not entirely welcoming to all players. Often we don’t notice the change and the debate focuses on the surface requirements and not the rules of the game. It would be wise now to look below the surface and engage all players to understand that the rules of the game have been found badly in need of revision and updating.

To that end we suggest that the rules of the game cited above should be amended. For starters, let us suggest that whatever the current norm is for the rules occurring at this moment in time, it must reasonably be preceded by a minimum of three additional rules. For example:

Rule 1 – Anybody who wants to play the game and is qualified to do so will be granted the opportunity to play regardless of any other factors including – but not necessarily limited to – ethnicity, national origin, religious affiliation, sexual orientation, generation and/or gender.

Rule 2 – When on the field, each player will participate with the full approval, cooperation and support of all others on the field i.e. the organization and/or individual they represent as well as other team members, associates, family members and customers.

Rule 3 – Any differences of opinion, challenges, disagreements, questions and disputes will be resolved and/or otherwise settled by referring to Rule 1.

It should be clear to every person participating in commerce – be it in such areas as business, law, education, public or private service – regardless of which side of the gender fence you find yourself on – that these three simple amendments to the RULES OF THE GAME are a good beginning. There are doubtless many additional amendments and additional rules that come to mind, but at least this is a start.

Note – when men and women co-create the rules today, it is important to value gender dynamics and the essential differences not just between men and women, but between women and between men, in alignment with the market shifts and new working patterns we see due to technology, globalization and the empowerment of women at work.

When regarding a full range of professional, social and domestic life as factors for success, the game calls on all players to contribute the co-creation of any new rules. In today’s world, a shift to a gender-balanced perspective is a key component of success. It is imperative in today’s chaotic world, that men and women invite each other to co-create the rules of the game not merely for themselves but for generations to come.

Authors – Dr James Omps and Dr Pauline Crawford

1-156 (2)Co-creators of a new blueprint, Gender Dynamics©, and upcoming book “Who’s in Charge?” these two experienced international educators herald a new era of conversation. “The time has come to sit around the table, co-create and design a new conversation, a magical conversation, for real-time, real-world needs” they suggest.  Essential to the success of such a conversation about new rules is the understanding that when men and women of many different gender-dynamics styles and diverse backgrounds, get together and value each person’s contribution without judgement (Rule 1, 2 and 3) they are the best mix for productive and sustainable results.

CHANGING THE PLAYING FIELD – Part 3 of 3

THE NEW BLUEPRINT HAS ARRIVED…

By Dr Pauline Crawford International Speaker and Facilitator

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The Time Is Now …

The much discussed and fabled playing field that so many of my gender seem so committed to changing, is the one that we all walk out onto as we prepare to challenge the men of the world to another round of “He Said … She Said!” There is one word that I would like to define before we start to choose up sides, appoint referees and crouch down into that menacing stance as we prepare to go head-to-head. That word is procrastinate. According to the highly vaunted Oxford Unabridged, it is as follows: pro·cras·ti·nate (prō-krăs′tə-nāt′, prə-) –  v.intr. To put off doing something, especially out of habitual carelessness or laziness.  v.tr. To postpone or delay needlessly.

Okay, let’s get down to business. Wait a second … that’s the game we play that is so badly in need of changing, right? I think we can agree that, while the list of male-female inequities is not be growing at an alarming rate at this minute, nothing much has been done to reduce it over the past few years. We know, for example, that the pay gap issue remains, the opportunities continue to narrow for women as they move up the corporate ladder, and that life and work are uncomfortable playmates when women choose to have a family and work outside of the home. In that regard it’s interesting to note that in the US many companies do not offer employer-sponsored maternity plans while Nordic countries both dads and mums are given paid time off around the birth of their child. Such policies are there to help women succeed but they vary widely across the world if they are offered at all. It feels very piecemeal as it applies to core issues.

Religious and cultural pressures often defuse the female’s ability to be more independent. Everybody does something so that they can say, “We did something.” Large corporations hire token numbers of female applicants, governments, true to their heritage, establish “reasonable” quotas then throw money at the problem, while the companies, businesses and individuals that are left provide a few of the right sound-bites after which they will procrastinate in the hope that, by just leaving it alone, the problem it will go away. I mean … remember the advice your mum gave you when you found your first pimple … “If you pick it, it may become a boil … just leave it alone and it will go away.”

The Un-Level Playing FieldSo why, given good evidence to support changing the playing field by changing the rules of the game, do so many traditional corporations choose to follow the same path they have always followed? Why, when virtually everything around you has changed so fundamentally over the last 200+ years do they choose to cling so tenaciously to rules and policies and a paradigm that no longer works? Simple! The corporate world is run by men who lack common sense and the energy to re-engage life and change. The education system that led them there is unchanged and un-level when it comes to boys and girls. Yet girls are now in the lead both in numbers and qualifications in so many subject areas.  Maybe men have lost the entrepreneurial spirit that created ‘business’ in the first place 200 years ago.  Many have got caught up in ‘doing things right’ (i.e. to the rules of yesterday) and not paid attention to ‘doing the right things’ (i.e. acknowledging women are making the same or even greater contribution to current profitable markets as men do).

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Common sense must rule the changes and an intelligent mutually beneficial blueprint put into action. Procrastination can no longer be tolerated. The time to rethink and rewrite the rules it TODAY … not tomorrow!

 

 

PHOTO CRAWFORD-OMPSCOMING TO THE UK FROM JUNE 14TH – 13TH JULY  AUTHORS PAULINE CRAWFORD AND JAMES OMPS WILL BE SHARING THEIR BLUEPRINT FOR SUCCESS AND PREVIEW OF THEIR BOOK ‘WHO’S IN CHARGE?’  Their approach is invite you to share the conversation by stepping onto a new blueprint that encompasses men and women of all shapes ans sizes, personality types and ages. It is a blueprint core to business and life and addresses all diversity issues that current challenge organisations today.

For details of their tour schedule during that time, available in Brighton and London, please email paulinecrawford.pc@gmail.com or what’s app +60132352225

CONFERENCE OPPORTUNITY WITH VOICE AT THE TABLE IN THE UK JULY 8TH LONDON

Join us for an opportunity to explore the dynamics of the playing field and how you can engage in the evolution revolution of a mutually beneficial future.

CHANGING THE PLAYING FIELD – Part 2 of 3

CHANGING THE RULES OF THE GAME 

By Dr Pauline Crawford, International Speaker & Facilitator

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Same-Old, Same-Old …

Okay … so you’ve been in a boardroom or two and you’re struck by how similar they are one to another. There is the imposing table that dominates the room with a dozen or so comfortable looking chairs surrounding it … whatever its shape. You also notice that the most comfortable looking of those chairs is located at one end of the table of the other. Now that we have a mental picture of the playing field that so many seem obsessed with changing, let me refer to my previous blog and reiterate the point that I made therein … the playing field is not the issue. More to the point, the goal must be – and the sooner the better – to consider, assess and change policy, procedure and dogma as warranted … in short … to change the rules of the game!

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What or who determines how one must play the corporate game? Is it a policy manual gathering dust on an office shelf somewhere? If so, who compiled, composed, created, authored, inscribed, transcribed, engraved, penned, carved in stone, scripted, entered, and/or recorded that document? More than that, how are existing laws, rules, guidelines, dogmata, and accepted courses of action amended, edited, corrected, revised, modified, and/or rewritten? How does a qualified candidate/employee make it to that coveted prize … the top rung of the ladder of success? Is it truly policy or are things more controlled by a vote or two from what is – generally speaking, of course – a predominately male group of voters? What are the rules of the game that determines just who gets to pull his or her chair up to that majestic table and be one of those who decide the direction of the organization … the strategies and the big picture? Whether or not it’s a boardroom or an office that sits on the top floor with the great view, we need to know that this part of building is not built upon a glass floor.

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Men and women around the table making the future grow in innovative ways

It is imperative that we work to change the rules of the game. In order to initiate the process, we can no longer buy into those old arguments that continue to crop up every time one of us has the temerity to broach the subject of changing the rules? Those “same-old, same-old” conversations have been designed to drain our resolve in challenging the status quo. “Why fix what clearly is not broken,” is an expression that has absolutely no traction given the mountain of evidence to the contrary.  The system that was implemented more than 200 years ago IS broken, and it is far beyond ‘fixing’ at this point in time. It must – and it will – be changed and replaced. This journey to our future is about MEN and WOMEN succeeding and thriving together. That degree of change mandates a new blueprint, a “We are in this together blueprint,” where the old last is thrown away rather than using it to repair a worn out shoe or to cobble a new one that simply duplicates it.  A shoe that fits exactly as the old one did is simply a reiteration of that ‘same-old, same-old’ argument that we’ve been hearing for decades if not centuries. And just when should we anticipate the needed change be implemented? Well … in my opinion … The Time Is Now!

 

COMING TO THE UK FROM JUNE 14TH TO JULY 13TH AUTHORS PAULINE CRAWFORD AND JAMES OMPS ARE SHARING THEIR BLUEPRINT FOR SUCCESS AND PREVIEW OF THEIR BOOK ‘WHO’S IN CHARGE?’  Their approach is invite you to share the conversation by stepping onto a new blueprint that encompasses men and women of all shapes ans sizes, personality types and ages. It is a blueprint core to business and life and addresses all diversity issues that current challenge organisations today.

For details of their tour schedule during that time, available in Brighton and London, please email paulinecrawford.pc@gmail.com or what’s app +60132352225

CHANGING THE PLAYING FIELD – Part 1 of 3

CHANGING THE PLAYING FIELD

By Dr Pauline Crawford International Speaker and Facilitator

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Are we misled by a lack of common sense?

As I watch the morning news on television, what I see is a world falling further into chaos with each passing day.  It causes me to reflect on the basic nature of men and women and the hope that something intrinsic and infinitely perfect will produce future generations of happy well-adjusted males and females who are truly counterparts. Still, my experience has been that men and women grow more contentious and antagonistic every day.

Today’s technology and the increasing exposure to global commerce can be very enabling. This digital equity – for lack of a better term – makes it possible for virtually everybody to access the global marketplace, regardless of ethnicity, culture or gender type. One would think that this, in and of itself, changes the playing field. Interestingly – and in my opinion – it does. One can actually see that the playing field has been changing all along. It’s kind of like when we were all kids … you could play your games in the house, in the garden, in the street or on a local playing field. The playing fields of our memories and those that exist today have changed right along with us.

Now let me ask you a question: are we all the same? In obvious ways, no we are not all the same. In other ways, however, we are. One of the key components we are apparently born with – and studies bear me out on this – is our innate desire to achieve.  Animals do not necessarily have this particular desire. Animals eat, sleep, hunt, procreate and die. We, on the other hand, have an inborn instinct to achieve, and when that desire goes unfulfilled, frustration and depression set in. This, in turn, can lead the male ego to engender anger, dissatisfaction and violence. These are all consequences of male depression. The sad reality is, if the male ego is blunted, females will, all too often, bear the brunt of the situation cheating10by being subjugated and disallowed the opportunity to explore their potential beyond the domestic setting to which they are consigned.

In our current and supposedly liberated and connected, world where globalization and social media often brings us news faster than we can cope with it, there are, in my considered opinion, too many women stuck in places and thrust into situations where men simply fail to value the resource that women are. Such situations will and do occur at home, in relationships, in a team environment and at work. The impact is always negative and always inhibitive.

Okay, so let’s say that we can accept the fact that the playing field – any playing field – is adequate for the larger purposes of our discourse on commerce and the myriad inequities and inequalities exposed therein. Let’s also agree not to pursue the argument that we need a level playing field or a better playing field or a new playing field. Consensus here is key to moving on to the more important issues. What – I’m sure some of you are thinking – is more important than a level playing field? How about … changing the rules of the game?

 

 

CONFERENCE OPPORTUNITY WITH VOICE AT THE TABLE IN THE UK JULY 8TH LONDON

Join us for an opportunity to explore the dynamics of the playing field and how you can engage in the evolution revolution of a mutually beneficial future.

 

COMING TO THE UK FROM JUNE 14TH TO JULY 13TH AUTHORS PAULINE CRAWFORD AND JAMES OMPS ARE SHARING THEIR BLUEPRINT FOR SUCCESS AND PREVIEW OF THEIR BOOK ‘WHO’S IN CHARGE?’  Their approach is invite you to share the conversation by stepping onto a new blueprint that encompasses men and women of all shapes ans sizes, personality types and ages. It is a blueprint core to business and life and addresses all diversity issues that current challenge organisations today.

For details of their tour schedule during that time, available in Brighton and London, please email paulinecrawford.pc@gmail.com or what’s app +60132352225

The DNA of Gender Dynamics© Part 6 . Learning to Engage One Another.

By Dr Pauline Crawford, International Speaker & Facilitator

hand_shake_m_1Ask any audience the question “ARE MEN AND WOMEN THE SAME?” and you will always get the same answer. NO! In every biological kingdom across the world – be it human or animal – the male and female of each species are designed to be different genders and to come together to create new life. No argument there. We laugh at the obvious differences as in this picture.  However, not all men behave the same, nor do all women behave the same, and the reasons for this are myriad.

I realized within a short period of time that I needed to take ‘what I knew’ back to the drawing board. I was learning that within each gender there was a range of physical body shapes that had a direct correlation to identifiable gender specific behavioral patterns that linked directly to left-brain, right-brain patterns and configurations. Beyond that, it was my belief that these patterns began to develop from birth. What I was witness to was the emergence of various types of women and men quite literally coming out of hiding, if you will, due to the necessity to survive in a world that struggled to make sense of the chaos of this gender evolution.

article-1364014-00BEEEF8000004B0-177_468x286Society at large continues to try to squeeze everyone into neat little boxes that men of great power and stature created centuries ago, long before women even began daydreaming about the possibility of working alongside men in the business world. Now, however, women, technology and changing needs are forcing us to rethink the playground we all live and work in. Nowadays the differences within each gender, especially women, are out in the open. Women now clamber to hold their place without truly understanding the biases that exist between women and women, and men and men, let alone between men and women. Each, in their own way, struggle to make sense of the influence required by those in charge.  New leaders are emerging; men and women alike who recognize that the players, as well as the ground rules need to change as the marketplace and life itself changes. The playground has both boy and girls in it. Why, then, do we choose to keep approximately half of our available human capital from participating in the growth and development process to become leaders. Why do we arbitrarily include and exclude at random?

boys_and_girlsLook in the playground, you see the girls play together, often in circles with their heads together. You see the girly girls sitting pretty and the tom-boy girls climb trees and playing football, ‘all girl’ and yet tough in their own way.  You see the boys hustle and tussle, playing running games, football and the like. You see that the more reserved, quiet and perhaps gentle boy plays football, but does not easily take to the more physically challenging parts of sport such as risking bodily injury and hitting opponents harder. Yet both are ‘all boy’ as they deal with their individual DNA and spirit.

As the girls grow and mature, they may well have the opportunity to become leaders like Chancellor Angela Merkel or Prime Minister Margaret Thatcher, very different types of women.  Boys may well have the opportunity to become the next President Bill Clinton or world leader Nelson Mandela, again very different types of men. Imagine them each these different types of boys and girls in the playground, and let me know your views?

Men and women around the table making the future grow in innovative ways
Men and women around the table making the future grow in innovative ways

As I began to recognize these variations of leading men and women in the boardroom, as leaders in government, as entrepreneurs hiring the next generation and in society at large, I observed changes afoot that lead us to new ways of working, using mixed gender teams and feminine leadership styles, where maybe the focus becomes people rather than profit, customer rather than cost savings. The playing field starts to change to a more collaborative end game where men and women share the playground with a dynamic harmony and results that suit all.  Such things are not out of reach.

The DNA of Gender Dynamics Part 5. Men and Women … Reaching a Critical Understanding

By: Dr Pauline Crawford, International Speaker & Facilitator


drama-queen
If we accept that men and women are different, in terms of an overall gender culture, how do we start to understand the intrinsic differences within each gender? More than that, how do we measure the impact that these differences are having today as women alter, and in some instances all but abandon their historically designated roles as mother, wife and homemaker?  Are changes coming due primarily due to generational variations, cultural pressures or sexual overlays? Is it because of religion or ethnicity? Interestingly, all of those things would, in my opinion, potentially lead to explosive and undesirable outcomes.

In my experience, in most parts of the world, men and women want to be successful, but for different reasons. It is critical to raise the awareness surrounding gender differences not just in nature, behavior, talents and skills, but with regard to desires and visions for each gender. Ask women what they mean by success and more often than not they will site personal values first – e.g. family, health and peace – rather than personal wealth and recognition.

Taking a look at the shifts occurring throughout the business world – men and women confronting the obvious biases held by each – I looked back on my own journey to help establish a point of reference.  I started by tracing the core DNA of Gender Dynamics© through observations I had made and noted regarding the variables that come into play when men and women interact. I realized that there were men who exhibited very masculine characteristics (I began referring to them as MM), and there were men who freely exhibited characteristics that would normally be regarded as feminine (I classified this group as FM). There were women, obviously, who displayed highly feminine traits (I denoted these women as FF) and there were other women who displayed some traits that appeared more masculine in nature (and I characterized them as MF). Here at last I found my true nature.  My tom-boy essence came to rest as a grown up mature woman.  The overlay that I have created can help us understand such diverse factors as generation shifts, cultural divergence, religious codes, sexual distinctions and preferences as well as the rapid changes occurring in the global community where men and women have got in a tangled mis-understanding and dis-regard. It must be noted, at this point, that my codification of the above traits are in no way indicative of one’s sexual orientation.

20235294-diversity-group-of-teenage-boys-and-girls-isolated-on-white-backgroundIn summary, I can confidently say my own research shows there are some core similarities among all men, and likewise among all women, stemming from our biological essence, and across whatever age, culture, sexual preference we are or where in this world we are brought up. To elucidate: men are the hunter/gatherers, think in boxes, one at a time… and part of their biological function is to impregnate women. Women are the center of the family are biologically geared to nurture and care for their family and surroundings. Whatever choices men and women make to expand their life in the creation of their wealth, the woman, if she chooses, will always bear the baby and take on the major family care role. It’s in our hormones and even when women are more masculine minded MF, as I am, and we strive for a career without regret, the emotional maternal core will raise it’s gentle head.  Some men may take the home-father role but they are still not nearly a majority influence.  Even Y Generation couples who are more evenly sharing their lives in employment, income and social activities, still leave more of the caring duties to the woman.  It’s natural, it’s nature. It now lines up against a natural urge for women to be in business, to be independent and successful as much as any man and still have a man in her life who she can partner on life’s journey.  We want it all!  I believe that the world needs to recognize and applaud core gender differences and the influence these have on our lives especially when women go forth into a men’s world or both genders champion ‘gender equality’ boy-girl-signswithout regard for our biological make-up.

What biology cannot be held accountable for is all the evolved bias and quite myriad stressful differences and blind-spots that exist and have existed between men and women for centuries. I’m talking about the differences that are at the epicenter of the ongoing debate raging between genders. The record clearly shows that men and women struggle with innate bias, imposed stereotypes, invoking human rights issues … disputes nearly as old as time itself. One of my objectives has been to provide a lens through which to examine and evaluate the domestic and professional shifts and conflicts between men and women in any situation. I have been able to do this and, as changes continue to occur and disrupt the ebb and flow of society, I continue to refine it. I will reveal the map in my next blog.