Tag: respect

On Being Respected

How does someone learn how to become a person people respect? Arguably, the best way to develop a deep understanding of this is through stories that depict characters that, as they mature, grow into individuals that have the set of characteristics that people highly respect. In the Cool Steve Stories, a coming-of-age trilogy of a boy growing up in Brooklyn, I have attempted to provide my readers with just this type of story.

A Hero Grows in Brooklyn

The first novel of the trilogy, A Hero Grows in Brooklyn, can be downloaded for free on any e-book reader, iPad, or computer. It is also available as a paperback book.

In the trilogy, the topic of respect initially arises when Steve is only five-years old. His Uncle Ricky has taken him to Yankee Stadium, and Mickey Mantle has just won the first game of a double header with a spectacular catch in center field.

The story continues from here:

“Hey Steve,” says Ricky as he stretches his arms way above his head, “while we wait for them to get ready for the next game let’s take a walk. My legs are getting stiff.”

“Can we go way up there?” Steve asks pointing to the seats high above them.

“Let’s go see,” says Ricky.

In the crowded aisle between the dark green seats, slowly they make their way up to a covered cement walkway with hordes of fans on long lines seeking to buy peanuts, hot dogs, ice cream, beer, and soda. Uncle Ricky looks around to get reoriented.

“Let’s try this way, Steve.”

“Wow, Uncle Ricky, I never seen so many people!”

The crowd thins out along an upwardly sloping tunnel. Soon, they emerge into bright sunlight and Steve finds himself in the upper deck behind home plate. This view provides a bird’s-eye perspective. Looking down from the wall in front of the upper deck’s first row of seats, Steve’s mouth flies open, and he suddenly takes a step back. “I bet a guy could get pretty hurt if he fell from here!” he cries.

“Ya wanna find out,” Ricky responds mischievously. “Here. I’ll give ya a boost,” and as he says this he bends down, interlocks the fingers of his hands together and holds them by Steve’s feet.

Steve feigns anger, throwing some mock punches at his uncle while laughing.

As they begin the journey back to their seats, Steve notices the unique smell of stale beer and Cracker Jacks.

“So, Steve, you getting excited about starting kindergarten in the fall?”

“I hear they got some mean kids there.”

“There are always a few kids trying to earn respect by pushing kids around.”

“Resect? What’s that mean?”

“Not resect, respect.”

“Yeah, re… respect, Uncle Ricky, what’s it mean?”

“Well, if ya like a guy then ya…” Ricky begins to say but then pauses. He was about to say, If you like a guy you respect him. But then he thinks about his older brother Mike, who happens to be Steve’s dad. Ricky realizes that he likes Mike, even loves him, but he doesn’t truly respect him. Then Ricky wonders to himself if you can dislike a guy and still respect him. Hmmm.

“Well?” says Steve.

“I guess I’ll tell ya what my dad used to say about respect. You’re a little young ta understand this yet but anyway, every now and then your nonno, in his heavy Italian accent, would say ta me and your dad when we were young, ‘Ricky, Mike, if ya wanna get respect ya gotta learn how ta use this-uh, wit’ this-uh, and wit’ this-uh,” and as Ricky imitates Steve’s grandfather saying these words he points first to his right arm’s biceps, then to his head, and then to his heart.

The little Yankee Stadium scene that I just described, only begins the process of encouraging people to start thinking about the nature of respect. Why Ricky doesn’t respect Steve’s dad, and how Steve, when he becomes a teenager, manages to become respected are answered by reading the rest of the trilogy. By following over the course of a few months the characters as they deal with specific situations that we can relate to, we find ourselves envisioning how we might handle similar situations. As psychologist Rollo May put it, these types of stories are the fibers with which a person weaves a coherent fabric of identity and meaning.

Other Ways to Learn About Respect

An alternative to stories for learning about respect, is to review a list that some people put together of the characteristics that they believe lead to respect. One such list, for example, is provided by wikiHow’s, titled “How to Be Respected.” Among the items listed is:

Being a Good Role Model

Present yourself well

Set an example for others

Make your own decisions

Don’t be overly materialistic

Don’t procrastinate

Be a cultured person

Keep your language clean and respectable

Exude confidence

Be optimistic

Stick to your word

Excel at something

Admit to your mistakes

Avoid getting overly intoxicated in public

Stick up for yourself when you need to

Respecting Others

Greet people in a proper and friendly manner

Never bully others or take advantage of their weaknesses

Give everyone a chance

Be prepared to see other people’s side of the story

Don’t act like a know-it-all

Be discreet

Each item on this list comes with a few examples along with a picture illustrating the point that is being made. Although I believe that there are some essential characteristics left off the list, and many of the examples are too vague to readily put into practice, the items are worth thinking about.

I think the list can be usefully employed as part of a discussion on this topic, especially if those participating in the discussion are encouraged to tell a little story of their own depicting an incident in which someone they know acted in a way that illustrates the items on the list.

Of course another way to learn the skills that lead to respect is to begin reading this blog, starting with the first post, and systematically going through each succeeding post at your own pace. It’s free, and engaging in discussions can be done by posting comments in the “comment section” that appear at the bottom of each of the posts.

Conclusion

Regardless of how else you choose to learn about respect, the Cool Steve Stories is a great way to supplement your learning. The process has elements of fun, sadness, frustration, excitement and humor.

To end today’s post, let’s take a little look at how five-year old Steve ended his day at Yankee Stadium.

After Steve’s mom, Marie, makes him take a shower, it’s time for both of them to watch the Ed Sullivan Show, a Sunday night tradition of theirs.

“Did it start yet?” asks Steve hurrying into the room wearing his pajamas, still dripping from his shower.

“Not yet,” says Marie as she turns the RCA dial to channel two. “Hmmm. That doesn’t look so good.” She adjusts the rabbit-ear antenna so she can get rid of the shadows that are interfering with the picture quality. “There,” she says, “that’s better. You need anything before the show starts?”

“I’m fine, Mom.”

“Well, in that case, I’ll just come over here and sit by my handsome young man.” Together they settle in on their green sofa to enjoy the night’s variety acts.

Steve likes the juggling act. Not only does the guy get balls flying all around, but he also performs a smooth routine using cigar boxes that dance in the air.

During a commercial, as Marie goes into the kitchen to get something to nibble on, Steve gets two pink rubber balls and a baseball and tries to juggle. As he tosses one ball up and then the second, he observes that he is already too late to catch the first because it is about to hit the floor. He tries again and again.

Marie comes back into the living room with a large bowl. The aroma of fresh buttered popcorn enters Steve’s nostrils. He puts the balls down, goes over to the sofa, snuggles with his mom, and together they munch away on the soft, fluffy treat.

“Steve, what was all that commotion I heard in here while I was making the popcorn?”

“I was trying ta juggle, Mom. It’s kinda hard. I’m gonna practice a little everyday till I get it.”

The show drifts by. Marie recalls the quarrel she had with Mike before he left for the bar. He had promised to defrost the refrigerator today, and it hadn’t gotten done. Oh, if this had been the only unfulfilled promise of Mike’s she would have said nothing, nothing at all. But time and time again!

Aching memory after aching memory drift through her thoughts as Dean Martin croons his way through “That’s Amore.” Then Marie looks over to her son. She sees the golden highlights of his dark brown hair, his beautiful face, his sweet lips, the sparkle in his eyes… and as she gazes at him waves and waves of joy flow through her.

The show comes to an end. Steve begins to yawn. It’s been a long day.

“Come on, Steve, it’s time to go to bed,” says Marie.

When they get to Steve’s bedroom, Marie tucks Steve in with his teddy bear. “I love you, Steve,” she says as she leans over and kisses him on his forehead.

“I love ya too, Mom.”

Snuggling with his teddy bear, Steve closes his eyes. His mind drifts here and there. After a while, he begins to dream of one day becoming the next great Yankee centerfielder.

——————————-

Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

Tags A Hero Grows in Brooklyn, learning through stories, Mickey Mantle, respect, respect list, The Cool Steve Stories, Yankee Stadium

Bob Dylan conflict resolution crazy criticism DSM insults madness meditation mental disorders Mental Illness Name calling negative criticism psychiatry psychopathology The Diagnostic and Statistical Manual of Mental Disorders

Bob Dylan on Madness

As some of you may know, Bob Dylan has a show called “Theme Time Radio Hour.” As the title suggests, each episode is centered on a theme. He begins his episode on madness as follows:

“Let me ask you a few questions, friends. Are you disinterested in work or family life? Do you suffer from sleep disruption? Have you had significant changes in appetite? Have you had paranoid thoughts? Thoughts of grandeur or invincibility? Any feelings of persistent anxiety or perhaps panic attacks? Are you hearing voices or seeing people who are not there? Do you have thoughts of dying? Do you exhibit strong or violent anger? Do you have the inability to pursue a normal life, normal activities or normal relationships? Well, I’m no doctor, but perhaps you’re mad as a hatter; crazy as a loon. Have you lost your morals? Are your bats in the belfry? Maybe you’re nutty as a fruitcake? Crazy as a coot? Taxed in the head? Bunkers? Bananas? Deranged? Are you crackers or daffy? Unhinged or loco? Not all there or all around the bend? Maybe you’re cuckoo or buggy or simply non compos mentis? Do you talk to yourself? Do you ever binge out on food? Do you swing suddenly from one mood to another? Do vague acquaintances treat you as though they know you far better than you would expect?

Allan Ginsberg

“Allan Ginsberg once said that he had seen the best minds of his generation destroyed by madness. Now for the next hour we’ll be providing the sound track. We’re going to look at madness, insanity, and craziness.”

Introducing his theme in this way may seem like quite a mouthful for Bob, but he manages to carry it off rather well. There is deep, dungeon-like music in the background, and he varies his voice in a manner that is full of concern and dramatic interest. Besides, if you think Bob’s description of his theme is lengthy, take a gander at the latest American Psychiatric Association’s description of a related topic. In its book titled Diagnostic and Statistical Manual of Mental Disorders, 5th Edition, over 900 pages are consumed describing various “mental disorders.”

The theme of “madness” is relevant to this blog’s theme because when people seek to insult others, we commonly hear words like, “You’re mad,” “You’re crazy,” “You have a mental disorder,” and “You’re mentally ill.” Negative consequences often flow from such name calling. Individuals flinging these efforts to insult often become less respected by those who are their targets. Those who are their targets sometimes end up having less respect for themselves. From here, conflicts can escalate, leading to losing friends, problems at work, and even violence.

Dylan’s First Madness Song

Bob introduces the first song for his show on madness as follows:

“If craziness was a country, this would be the national anthem. Here’s Patsy Cline in a little number written by Willie Nelson–“Crazy.”

Patsy’s beautiful voice, accompanied by gentle piano riffs, drifts into its melancholy words–“I’m crazy, I’m crazy, for being so lonely. I’m crazy, I’m crazy for being so blue.”

The song goes on from here to weave the sad story of a woman calling herself crazy for loving a man whom she knows will soon be leaving her. She feels she’s crazy for worrying when he’ll leave, and crazy for trying, and crazy for crying, and crazy for loving this man.

Here we learn of just one type of experience that falls under the enormous umbrella of madness.

Connecting Madness With Genius

As the song phases out, Bob begins to tell us that according to Aristotle, “No excellent mind is without a tincture of madness,” a position with which Bob heartily agrees. He declares that “There is a thin line between genius and madness.” Defending this, he introduces us to several individuals who had been declared mad by some, and yet achieved at impressive levels in many valued fields. Thus, he tells us about the brilliant writer, Ernest Hemingway:

Earnest Hemingway

“Ernest Hemingway, for example, was convinced that people were out to assassinate him. His wife, Mary, tricked him into a mental hospital by telling him it was to treat his high blood pressure. He got shock therapy and maybe a dozen other treatments. It didn’t help. It left him more paranoid, delusional and depressed. He was afraid that his wife would put him away again, which many people believe is what led him to take his own life with a shotgun in July of ’61.”

Bob then tells us about the great jazz musician, Charlie Mingus:

Charlie Mingus

“Charlie Mingus spent some time away, although he later claimed he only had gone in to get papers declaring he was incompetent to get out of a contract with the gangster, Joey Gallo. Whatever the reason, he spent some time in Bellevue and was diagnosed as a paranoid schizophrenic.”

After this, Bob tells us the story of two more jazz greats–Bud Powell and Charlie Parker. Both at times were troubled by demons.

Then there was a comic writer:

One man that was no stranger to madness was Bill Gates. He was the editor of E. C. Comics. He had a series of horror comics in the ’50s, but then he was targeted by the government who said that his comics were ruining the morals of America’s young people. He was supposed to water down all of his books. He had one humor comic he called “Mad.” He changed it to a magazine so it wouldn’t be subjected to the comics’ code of authority. It became a huge hit and generations of kids got their first lessons on comedy from the usual gang of idiots that he assembled. He never sold advertising in the magazine while he was alive and there were no sacred cows. Bill Gates, madman of free speech.”

Bob soon moves on to the story of a hell of a fine baseball player:

“One guy that was accused of cracking up was Jimmy Piersall. He became a professional baseball player at 18, signing with the Boston Red Sox in ’48. On May 24, 1952, just before the game against the New York Yankees, he got into a fist fight with Yankee infielder, Billy Martin. After that, he scuffled with his teammate, Mickey McDermott. The final straw came when Jimmy Piersall spanked the four-year old son of his teammate, Burnt Stevens during a game in the Red Sox clubhouse. The four-year old had tried to tweek his nose and poured lemonade down his shirt. You can see Jimmy’s position–Boy, you need a spanking. There were a number of incidences like this and he was sent down to the minor leagues. He got into a lot of trouble down in the minor leagues, and spent some time in the West Borough State Hospital. He was diagnosed with manic depression, but he still returned to baseball by the opening of the ’53 season. And get this, he finished ninth in the voting for the MVP award, and the next year he was the Sox’s regular center fielder.”

Feeling That We Are Crazy Is A Common Experience

In addition to describing these individuals who were thought to be mad by some and yet achieved greatness in various valued arenas, Bob provides diverse examples of regular Joes and Jills who displayed behaviors that were viewed as crazy by either themselves or others. These examples touch a chord in the listener because they illustrate experiences that are pretty close to what we have all experienced at different points in our lives.

Thus, the show’s take away lesson, as I see it, is that if you catch yourself calling yourself names such as “crazy” note that many of the most talented people have had similar experiences. Note, as well, that such criticism is too vague to be helpful. Learn to become more aware of these thoughts, to stand back and simply observe them passing through your mind–“Oh, there I go again calling myself mad.’ In time, you will come to a point at which you will formulate some more specific approach to make improvements in your life. The practice of meditation can help you to learn this skill.

If you are tempted to call someone else these types of names, remember that such names are way too vague, encompassing thousands of unusual and usual experiences. For criticism to be truly helpful, it is usually best to craft a statement that avoids name calling and statements about what someone did wrong, and instead provides specific suggestions for what the target of the criticism can do to improve. If you can not come up with such a statement right away, perhaps it would be best to delay the criticism until you have some time for your creative impulses to come up with something better than “You’re a crazy, mentally ill fool!”

Although these are my take away lessons for today’s post, let’s end with how the more poetic Bob Dylan ends his madness show:

“Time flies when you’re talking crazy, and we gotta get out of here. But before we do I want to leave you with the words of the man who is the voice of the barroom, poet of the gutter, and Shakespeare of the alleyway. Here’s a poem by Charles Bukowski called “Some People.”

some people never go crazy.
me, sometimes I’ll lie down behind the couch
for 3 or 4 days.
they’ll find me there.
it’s Cherub, they’ll say, and
they pour wine down my throat
rub my chest
sprinkle me with oils.
then, I’ll rise with a roar,
rant, rage –
curse them and the universe
as I send them scattering over the
lawn.
I’ll feel much better,
sit down to toast and eggs,
hum a little tune,
suddenly become as lovable as a
pink
overfed whale.
some people never go crazy.
what truly horrible lives
they must lead.”

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

Tags Bob Dylan, conflict management, conflict resolution, criticism, insults, intrapersonal conflicts, madness, mental disorders, name calling, respect

conflict resolution Listening skills silent treatment

To Listen, Or To Criticize?

Post author By Dr. Jeffrey Rubin
Post date January 21, 2015
2 Comments on To Listen, Or To Criticize?

In the above Sally Forth comic strip, we learn from Ted that Sally had a fight with her sister. By the third panel, Ted begins to criticize Sally, saying she is coming off like a robot, and then he expresses his view that she had been kind of dismissive of her sister’s news about becoming engaged. In the last panel, I get the feeling that Sally really isn’t in a state to listen to Ted’s criticism. And yet, Ted tries to push Sally to address his criticism.

The next day’s comic strip moves the story further along.

Here we see that Ted has come to understand that he would have been better off skipping the criticism that he had provided to Sally. Listening, he believes, would have been a better thing to do.

Now we see Sally confiding to a friend about how she feels about Ted’s criticism. We also learn that since Ted criticized her, she has not been talking to him.

Using this series of Sally Forth comics, today we will work on three key tasks:

1. Consider when it makes more sense for Ted to listen, rather than to criticize.

2. Examine what Sally could have done that might have been better than giving Ted the silent treatment.

3. Examine some essential listening skills for those times when we believe it is better to listen, rather than to criticize.

Before we move on to these key tasks, let’s move the Sally Forth story a few days further along.

Here we learn that Ted had begun to criticize Sally immediately after Sally’s fight with her sister. That’s a crucial point that will soon be woven into our various discussions.

Three Assessment Strategies to Decide Whether to Critique or to Listen

Here, I’d like to suggest three assessment strategies to help with the decision to critique or to listen.

1. Assess when the quarrel occurred. If the quarrel has occurred very recently, it’s usually best to go with listening. Trying to present a reasoned critique shortly after a heated quarrel makes little sense because it is extra hard for people to reason carefully when they are very frustrated and angry. By listening in a caring way you can play a huge part in helping the person to return to a state in which reasoning abilities are at their peek.

2. Assess whether it is crucial to share your critique immediately. I think you will find that in most situations your critique can wait a day, two days, or even a week. However, in some cases a conflict may require some immediate action and you may believe your critique is so crucial for making a wise choice, that pushing your critique to the fore makes sense.

3. Even if Ted had waited a reasonable period of time and had been making himself available to listen to Sally, before diving into his critique, it would still be a good idea for him to ask the following types of questions. “Sally, I have some time now, do you want to talk more about what’s been happening between you and your sister?” If Sally says yes, Ted would say something like, “So far, Sally, I’ve been mainly listening as you talked about what happened. I’m wondering if you think you’re ready to hear some ideas that I’ve been thinking about that might be helpful, or would you prefer me to stay in a listening mode?” After asking this question, Ted would assess how Sally replies. Even if she says she wants to hear his ideas, if her voice appears tense, or there is a tense expression on her face, he might be wise to tread lightly on anything that Sally might find too sensitive. Additionally, he might reasonably switch back into a listening mode if she appears to turn angry at something that he says.

Now, so far, I have been discussing what Ted could have done better to address Sally’s concerns. Now let’s take a couple of minutes to discuss what Sally could have done better.

The Silent Treatment Versus Assertiveness

In the Sally Forth story, Sally, turning angry at Ted, decides to give him the silent treatment. I’m wondering if there might be a better way for her to have handled this type of situation.

My wife, Andrea, is very assertive when it comes to these types of situations. If I begin to express my views before she is ready to hear them, she just gives me a clear signal to back off, and I respect her wishes. Maybe Sally could have said to Ted when he began to provide his critique immediately after her argument with her sister, “I see you want to critique what happened, Ted, but I prefer that you just go into a listening mode for now.”

If Sally, when she has returned to a calmer state, agrees that this assertive approach makes more sense than ending up giving Ted the silent treatment, she can practice doing this in her mind at least three times. These practice sessions are simple and involve closing her eyes and imagining how she felt right after her fight with her sister, then recalling how Ted began to criticize her action, and then imagining herself being assertive to Ted. By practicing this a few times, especially if she does this over the course of a few days, there is an excellent chance she will have no difficulty using the assertive approach the next time a similar situation arises.

Now, let’s once again turn our attention to what Ted could do in this situation. Both he and Sally agree that it would have been better for him to have gone into the listening mode, rather than the critiquing mode. But doing good listening doesn’t mean simply keeping your mouth shut while the other party talks. There is a real art to listening. In the next section, I’m going to present the three most helpful things to do while listening.

Three Helpful Things to Do While Listening

When Ted goes into his listening mode, there are a few things that he can do to make his listening more effective. First, every minute or two, he could briefly summarize what she had just said. This would assure Sally that Ted is paying attention. You can learn more about how this is done by looking up the topic, reflective listening. Second, if Sally turns sad about something she is discussing, Ted could express sadness on his face as well, look into Sally’s eyes, and softly touch Sally’s shoulder. This is called empathic listening. Finally, Ted could learn how to validate Sally’s feelings. For example, Sally says to Ted, “Every time I hear my sister has made some awful mistake, I feel awful inside.” Ted can validate Sally’s feeling by saying something like, “I know what you mean, I feel like that when my brother makes an awful mistake.” When someone validates a person’s experience in this way, it helps to communicate a connection between the speaker and the listener.

Okay, so there are some ideas to think about when considering whether to listen or to criticize. I hope you find within this post some food for thought. My Best, Jeff

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

Tags anger, conflict management, conflict resolution, criticism, critique, dispute management, Listening skills, negative criticism, respect, Sally Forth, Sally Forth comics, silent treatment

Albert Einstein conflict resolution desire dig for the conflict happiness interpersonal conflicts psychiatry respect wisdom

The Desire for Happiness

Dealing with the frustration that goes along with challenging conflicts has some similarities to sailors dealing with stormy seas—it is best to utilize a well-rehearsed plan.

For dealing with conflicts, one such plan begins with thinking of the word “DIG.” With a little practice, we can use this word to remind us of a simple way to summarize the conflict even in the midst of swirling frustration.

The letters of the word “DIG” aids us to remember the words, “Desire,” “Interference,” and “Guilt.” Once we recall these words, we use them in a particular way.

First, we state what our desire is in the conflict, then, what is interfering, then, why we believe the other party in the conflict is guilty of doing something wrong. After doing this from our perspective, we then go through the same process from the perspective of the other party.

If we are thoroughly practiced in using this skill, the word “DIG“ not only helps us to create this concise description of the conflict even while in the midst of rising anger, it also helps us remember to dig a little to consider not just the most obvious desire that is involved in the conflict, but also what might be other desires that are involved.

Of course, in simple, low frustration conflicts none of this is necessary. There are times, however, that you will find that when all of those around you are beginning to get lost in a storm, your even-tempered, systematic guidance will calm the waters and lead to inviting harbors.

Conflicts in Which Happiness is the Desire

Now, sometimes when we describe a conflict it takes the following form:

“I desire to be happy, but the other party is interfering. The other party is guilty of making my life miserable.”

The desire to be happy has a special place in the life of many of us. Nevertheless, today I would like to advocate that you think twice whenever you, or the other party in a conflict, describes the desire part of the conflict as “to be happy.”

What’s wrong with Happiness as a Desire?

Describing a desire in a conflict as “to be happy” is too vague. With a little effort you can usually dig a little deeper and find a more specific description. Typically, it is better for a boss to say something like, “I desire that you come to work by 9 A.M. at least 95% of the time than, “I desire that you make me happy.”

Another reason to avoid happiness in your descriptions of your desire has to do with earning respect. If you are like so many of us, you probably want to avoid coming off as shallow or having superficial desires. To explain a little more of what I mean by this, I’m going to discuss a little of what Albert Einstein said on this topic and then present a little parable.

Albert Einstein on Happiness

In a book titled, Living Philosophies: A Series of Intimate Credos, the first chapter is by Albert Einstein. There he states:

The ideals which have always shone before me and filled me with the joy of living are goodness, beauty, and truth. To make a goal of comfort or happiness has never appealed to me; a system of ethics built on this basis would be sufficient for a herd of cattle. (p. 4)

When I read the rest of Einstein’s chapter, I came away with the following image. He kind of viewed happiness as one-half of an oscillation process, with sadness and happiness going back and forth, thrusting his ship forward, and where he chose to steer his ship was in the direction that led to goodness, beauty, and truth.

This is a deeper way to view the nature of happiness, and for those of us who want to be respected for being deep, in contrast to shallow, I think that there may be some value in meditating on this.

To further challenge you to think more deeply about the nature of happiness, please consider the following parable.

The Parable of Probliss

Once upon a green-blue planet, a scientist invented Probliss, a super powerful happiness pill. It made people as happy as anyone ever dreamed of. In fact Probliss was so effective in improving the happiness in people’s lives that a group of psychiatrists developed a plan that would have all of the people on the planet lie down on gurneys in sanitized rooms and then be hooked up intravenously so nourishment and Probliss could be directly delivered into the veins of everyone. If at any point people felt a little less than perfectly happy, all they had to do was press down with a fingertip and wonderful Probliss would soar into their lives creating pure, pure happiness.

Some didn’t like this plan. “What, no music, no love, no friends? Man, that sounds bleak!”

“True, none of that,” said the psychiatrists, “but far more happiness.”

And it came to pass that studies were done. The results proved indisputable–those on these gurneys who were attached to these machines that provided nourishment and Probliss developed far fewer diseases. They lived over ten years longer, and they were less of a danger to themselves or others when compared to those who lived their lives going out in the world without Probliss. Those who chose to live their lives in the old way, were much more likely to die in car crashes, accidental falls, and homicides. People on Probliss never died from these types of causes because all they did was lie on the gurney in a completely sterile, happy, and healthy state.

Once these results came in, the psychiatrists decided that everyone, from now on, would be tied down to gurneys, even if it was against their will. “It was for their own good,” the psychiatrists explained.

Now some men and women did manage to escape into a deep, green forest, experiencing anguish and tears, love and creativity, but not perfect happiness.

The End

Conclusion

And so, whenever you think you want to seek happiness, consider the value that goes along with identifying a more specific desire. You’re still likely to experience some happiness while seeking this newly identified desire, and some sadness too as setbacks tend to occur. These alterations of happiness and sadness are part of the process that keeps our lives moving forward. Choose wisely in what direction you truly wish to head. And learn to appreciate that there are deeper values in life than happiness.

My Best,

Jeff

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional and social intelligence. To begin at the very first post you can click HERE.

Tags Albert Einstein, conflict management, conflict resolution, desire, DIG Conflict Model, dig for the conflict, dispute management, frustration, happiness, psychiatry, respect, wisdom

conflict management conflict resolution criticism emotional intelligence feedback free social intelligence and emotional intelligence curriculum interpersonal conflicts providing criticism providing negative criticism psychological maturity

Providing Negative Criticism: The Newest Guidelines

Post author By Dr. Jeffrey Rubin
Post date October 13, 2014
No Comments on Providing Negative Criticism: The Newest Guidelines

Readers of this blog well know that I often discuss immature and mature ways to provide negative criticism. Originally, I presented a post titled PROVIDING NEGATIVE CRITICISM: FIVE LEVELS OF MATURITY. There, in addition to providing an outline of what I believed was a good starting point to think about this topic, I asked readers for suggestions on how the outline could be improved. Many readers were not at all shy. While this was going on, I continued my own reading, and from time to time, I shared what I had learned. And now, just this week on the internet, I came upon an article that provided a new set of guidelines. I kind of like them, and therefore, decided to see what kind of reaction they might lead to. But first let’s quickly review what we already covered.

THE ORIGINAL FIVE LEVELS OF MATURITY FOR PROVIDING NEGATIVE CRITICISM

Below you will find preliminary descriptions of how people at five developmental levels of maturity provide negative criticism, that is, criticism that points out what we don’t like about someone’s actions, beliefs, or appearance. Level one is the most immature and uses observations of babies as its starting point. Each successive level is more mature:

This level requires displaying one or more of the following:

Cries without stating what the crying is about
Physically attacks the person being criticized
Damages property

Although these three descriptors may not sound like providing criticism, in some situations we can see that it is the very beginning of the development of this skill. Let’s say Jill takes baby Bob’s crayon away believing he is done with it. Bob begins to cry and takes a swipe at Jill. She manages, by moving away, to avoid Bob’s swipe. Bob now looks even angrier and crumbles up a piece of paper and flings it on the floor. An observer to this may conclude that Bob, in a sense, is criticizing Jill for taking the crayon.

2. This level requires displaying one or both of the following:

The criticizer does not explain what the offending behavior is, but instead expresses displeasure with glares, insults, shouting, silence, or threats that do not involve bodily harm. (For example, someone might be making too much noise and the criticizer might turn to the noise maker and glare, or cry out, “Jerk!”)
Threatens bodily harm regardless of what else is said.

3. The criticizer clearly states the criticism with enough detail so the criticized person, if he or she wills, can improve the behavior, idea, or appearance, but couples it with glares, insults, shouts, or threats that are not about bodily harm.

4. The criticizer states the criticism without bodily attacks, damaging property, glares, insults, threats, or shouts, and with enough details so that the criticized person, if he or she wills, can improve the behavior, idea, or appearance. If the person receiving the criticism becomes defensive or angry, the criticizer empathizes without returning glares, insults, threats, or shouts.

5. When the criticizer provides criticism, he or she does so in a manner very similar to a level four response, but beforehand, the criticizer considers the person who is the target of the criticism and the situation that he or she is in. As a result of such considerations, the criticizer may decide to alter the criticism.

IDEAS THAT FOLLOWED

After proposing the five levels of maturity, several additional ideas came my way. One person suggested:

Hey there. One thing that potentially could be even better than a level 5 way to provide criticism would be to ask the person permission to offer them a criticism. You could say like, “hey, would it be alright if I make an observation about the way you handled that situation” or “do you mind if I offer you a couple constructive criticisms about your song” or whatever. Then, if the person says yes, they won’t feel like they are being attacked because they’ve given consent. Or they’ll have the opportunity to say “you know what? I’m really sort of feeling on edge so maybe another time would be better for us to talk.” That way, instead of gauging for yourself whether or not the person is in a state to tolerate the criticism, you can let them decide for themselves. What do you think about this idea?

I responded:

I like your idea. It goes along with considering person variables. For me, personally, I’m almost always up to hearing criticism, even if it may sting. Therefore, always asking me for permission would eventually become tiresome. But until you know someone well, starting off the relationship as you suggest, makes sense. And if, in time, you learn the person is very sensitive about criticism, continuing asking for permission would be the wise course of action.

Others argued that unless you are invited to provide criticism, you should keep your mouth shut. And others argued that even if you are invited to provide criticism, if you don’t have anything nice to say, don’t say anything at all. I address these issues in a post titled, UNSOLICITED CRITICISM: GOOD OR BAD? Very briefly, I agreed that these ideas were worthwhile to consider before providing criticism, but after this consideration there were times when providing uninvited criticism makes sense.

In a post titled “PROVIDING NEGATIVE CRITICISM: A LESSON FROM THOMAS JEFFERSON” I explained that recently I had been reading an excellent biography of Jefferson by Jon Meacham. There, I learned that early in a relationship Jefferson typically avoided mentioning any fault in his new companion. He felt that later, once the relationship was well developed, was a better time to discuss differences of opinion. As Meacham describes Jefferson’s style, “people often talk too much and listen too little, which can be self-defeating, for in many instances the surer route to winning a friend is not to convince them that you are right but that you care what they think. Everyone wants to believe that what they have to say is fascinating, illuminating, and possibly even epochal.” In that line of thinking, Jefferson advised a daughter: “Much better…if our companion views a thing in a light different from what we do, to leave him in quiet possession of his view. What is the use of rectifying him if the thing be unimportant; and if important let it pass for the present, and wait a softer moment and more conciliatory occasion of revising the subject together.” Now Jefferson clearly recognized there was exceptions to this general rule, but nevertheless it makes a great deal of sense that whenever we are tempted to provide negative criticism careful consideration of this idea makes sense.

Another set of comments came from a few parents who argued that although the five levels of maturity made sense when adults were interacting with other adults, when parents provided negative criticism to their children, yelling, and even hitting were perfectly permissible. I responded to this in a post titled, PROVIDING NEGATIVE CRITICISM: DEFENDING THE FIVE LEVELS. The issues this raises are simply too complicated to summarize here, so I’ll just refer interested readers to that post.

Finally, someone on Facebook presented the idea that it is helpful to use the sandwich approach to providing negative criticism. Here you begin with a slice of some positive comment, then you put on top of that the negative criticism, and then, on top of that, you provide another slice of positive criticism.

OK! So, basically, in a very abbreviated manner, those are some ideas we have already discussed. Now, to a new set of guidelines.

Philosopher Daniel Dennett’s Approach to Providing Negative Criticism

Recently on the internet I came upon a post by Maria Popova titled, “How to Criticize with Kindness: Philosopher Daniel Dennett on the Four Steps to Arguing Intelligently.” There I learned that Mr. Dennett has provided the following guidelines for composing a successful critical commentary:

You should attempt to re-express your target’s position so clearly, vividly, and fairly that your target says, “Thanks, I wish I’d thought of putting it that way.
You should list any points of agreement (especially if they are not matters of general or widespread agreement).
You should mention anything you have learned from your target.
Only then are you permitted to say so much as a word of rebuttal or criticism.

I kind of like this. Whereas it is not inconsistent with the original five levels of providing negative criticism, it provides some additional ideas to consider.

Over the course of a week or two I’ll come up with some specific examples that demonstrate Dennett’s approach. Until then, my best wishes to you all,

Jeff

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Tags conflict management, conflict resolution, criticism, Daniel Dennett, dispute management, feedback, free social intelligence and emotional intelligence curriculum, negative criticism, providing criticism, psychological maturity, respect, Thomas Jefferson

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Women and Criticism

On this blog, I often discuss immature and mature ways to deal with criticism. The advice that I offer is designed to be helpful to males and females alike. But recently, in an Op-Ed piece in the New York Times, Tara Mohr argues that when it comes to criticism, women can benefit from advice specifically targeted to the unique cultural situation that they find themselves in.

The New York Times Article

Ms Mohr, in her thoughtful article titled “Learning to Love Criticism,” tells us:

Criticism stings for all of us, but women have been socialized to not rock the boat, to be, above all else, likable. By the time a girl reaches adolescence, she’ll most likely have watched hundreds of films, television shows and advertisements in which a woman’s destiny is determined not by her own choices but by how she is perceived by others. In those hundreds of stories, we get the message: What other people think and say about us matters, a lot.

In addition to these messages in the media, for centuries women have had less rights than men. Being likable, or at least acceptable to stronger, more powerful men, became a primary survival strategy. For many women around the world, this is still the reality.

Given this history, we might think that women have mastered the skills to insure that they are liked, but in the business world there is some evidence that problems exist.

A Recent Survey

In a recent survey that looked at 248 performance reviews from 28 different companies, both men and women gave more negative feedback to the women being reviewed. Here are a few examples:

“You can come across as abrasive sometimes. I know you don’t mean to, but you need to pay attention to your tone.”

“Your peers sometimes feel that you don’t leave them enough room. Sometimes you need to step back to let others shine.”

“The presentation ultimately went well. But along the way, we discovered many areas for improvement. You would have had an easier time if you had been less judgmental about R—‘s contributions from the beginning.”

This kind of negative criticism showed up twice in the 83 critical reviews received by men. It showed up in 71 of the 94 critical reviews received by women.

There are three possibilities that present themselves here:

1. The women received more negative criticism despite not acting in any distinctively different way than the men because of distinctively different expectations of how women “should” act;

2. The women who received more negative reviews actually acted distinctly different in certain ways than the men and it is these differences that led to the additional negative criticism;

3. It is a little of both.

An Informal Survey

Interestingly, from my perspective, are the results of an informal survey of someone I know who was intimately involved in evaluating and promoting personnel. Here, early criticism was about equal between men and women, but more women took the negative criticism they received to heart and made changes prior to their following evaluation. This ultimately led to their promotions. The majority of the men who got negative feedback seemed uninterested in making any changes and subsequently lost their opportunity for promotion.

From this, I think that it is not only possible, but perhaps even probable, that despite the pattern suggested in the more thorough survey, there is great variability across settings.

Some bosses may have an archtype that a great leader is a tough, no nonsense person who only projects a demanding sense of profits. Such an attitude will provoke a very different style of criticism around the office than one that supports the idea working for profits doesn’t have to mean that we must abandon basic principles of human dignity.

Let me just add that the person involved in providing and promoting personnel in the informal survey happened to be a master at providing very specific feedback. Consider the example provided above in which someone stated in a review:

“You can come across as abrasive sometimes. I know you don’t mean to, but you need to pay attention to your tone.”

Such a statement potentially can be helpful as one looks within and seeks to come up with a less abrasive way to respond in situations. However, the feedback would be far better if a supervisor, let’s call him Bill, invited a subordinate, let’s call her Mary, to a one-on-one meeting shortly after an abrasive incident occurred. At that meeting, Bill does several things. He gently explains that he is about to imitate how Mary had acted, using her tone of voice and what was said. Then, after imitating for her how she acted, he displays for her in a role-play how he would prefer she act when a similar incident arises. He then proceeds to ask Mary to imitate what he just acted out. Then he goes through this process with Mary until she can actually copy the less abrasive style to his satisfaction. If Bill provided this level of specific feedback, it would be potentially far more helpful then the two-sentence feedback that was actually provided.

Advice

I very much support the recommendations that Ms Mohr provides in her New York Times piece. For example, at one point she writes,

If a woman wants to do substantive work of any kind, she’s going to be criticized — with comments not just about her work but also about herself. She must develop a way of experiencing criticism that allows her to persevere in the face of it.

How can this be done? “A woman,” says Ms Mohr, “can identify another woman whose response to criticism she admires. In challenging situations, she can imagine how the admired woman might respond, and thereby see some new possible responses for herself.”

I won’t go into all of the recommendations of Ms Mohr, suffice it to say her article is well worth reading. But I do think it is essential to point out that a single article will not do the trick for most of us, women or men, who want to learn to become a master at dealing with criticism. It takes several months of regularly bringing before our minds examples of criticism, followed by a discussion of how to transform each specific example into something better. My blog provides one way to go about doing just this. Readers can begin with the introduction to this blog, and move forward at their own pace by clicking on the next newer entry post. Additionally, by reading the trilogy of novels that I’ve written, people become immersed for a few months in adventures that illustrate the struggle to seek respect even under the most trying circumstances.

Well, that’s this week’s edition of From Insults to Respect. Here’s to hoping you’ll join us again real soon.

Jeff

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional and social intelligence. To begin at the very first post you can click HERE.

Tags conflict, conflict management, criticism, dispute management, disrespectful, insults, negative criticism, negative feedback, New York Times Op Ed, psychological maturity, respect, Tara Mohr, types of criticism, women and criticism

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Empathy, Kindness, and Maturity

Post author By Dr. Jeffrey Rubin
Post date July 10, 2014
3 Comments on Empathy, Kindness, and Maturity

“Rickey, you’re looking like you’re feeling blue,” I said softly to this 13-year boy I had been counseling for a few months. As I looked at him, I observed some sadness rising up within me.

“Ever since I remember, I always slept with my dog, Prince,” Rickey mournfully replied. “This morning, when I woke up, he was…he was…he was dead. He died!” A tear began to run down his cheek. “I really loved him, and now he’s dead!” More tears.

By now, a strong wave of sadness had washed over me. My voice became choked up, and no doubt my facial muscles twisted into a distinct look of deep concern. This reaction was not an act. I didn’t say to myself that the professional thing for me to do here is to appear concerned. My feelings of concern came to me as naturally as the warm feelings that come over me when I see a striking sunrise.

What is Empathy?

When we experience empathy we feel what we believe are the emotions of another. Empathy promotes prosocial behavior. For social beings, negotiating interpersonal decisions is as important to survival as being able to navigate the physical landscape. Empathy motivates individual behavior that aids in solving communal challenges as well as guide group decisions about social exchange. Its influence extends beyond relating to someone else’s emotions, it correlates with an increased positive state and likeliness to aid others.

Is Empathy a Sign of Maturity?

Empathy is not a type of skill that you either have or don’t have–it varies by degrees. It begins at a very early age. We see this when babies, upon hearing another baby cry, display signs of distress. And upon seeing a parent distressed while trying to reach for an object that is just out of reach, most toddlers will often crawl to the object and push it closer to the parent until the parent can pick it up.

As children get older, their empathy tends to increase. Boys, early in their teenage years tend to have a short period in which their empathy development goes a bit into reverse, but at about age 15, they begin to move forward again in developing this skill. This development tends to continue into young adulthood for both males and females, and for many, even well beyond. Since more fully developed skills of empathy tend to be more effective in achieving goals in the long run, people often view this as a sign of maturity.

Can Empathy be Learned?

Because empathy increases as a person gets older, we may become complacent when seeing our youth acting insensitive, or even downright cruel. We might simply chalk it up to immaturity, decide to rely on time itself to do its job to increase empathy, and therefore end up doing nothing to foster its development. In my view, this is a serious mistake. Many research studies have demonstrated that a number of methods can be used to increase empathy, and it makes sense that we utilize them to benefit individuals and their communities.

Methods that Increase Empathy

We can teach children to reach more mature levels of empathy in several ways. For example, when we read to them, we can pause from time to time and ask how each of the characters in the stories are probably feeling. If one of them is likely to be sad, we can express sadness in our face, thereby modeling an empathic response. We can then ask, “If the sad character was a friend of yours, what do you think would be a kind thing to do?” When the child comes up with a helpful suggestion, we could enthusiastically express our agreement that such an act would indeed be kind and then say that we respect people who are kind. If the character is happy, we can model the expression of happiness and ask a few questions about why the character is happy.

Here’s another idea. Have children learn on a daily basis in cooperative groups. Cooperative learning is the instructional use of small groups so that students work together to maximize their own and each other’s learning. Research has demonstrated that when this happens often enough, students not only learn more, they enhance their skill at getting along and increase their empathy. In these studies, throughout the day there was time for the development of individual goals, but daily students had to learn to function under cooperative conditions as well.

Although to my knowledge cooperative learning research has been studied exclusively within school settings, I believe families can effectively use this approach. For example, whenever the family goes on an outing, a parent can say something like, “Let’s all work together to make this a great time. Before we go, let’s take a few minutes to think up some ways we can all chip in to make this happen.” Then, each member of the family takes a turn suggesting what he or she can do to cooperate to achieve this shared goal. During the trip, parents can make sure they notice whenever someone is cooperating and play it up as being very appreciated.

For older children, and for us grown-ups as well, the most consistent way to increase empathy is through meditation. In an earlier post (see here) I presented a detailed description of a simple form of meditation and presented the scientific evidence for practicing this ancient art to reduce stress and ruminating on angry memories. Well, as it turns out, practicing meditation has been shown to also increase empathy, along with its close relative, kindness.

By the way, one of my favorite kindness stories involves the psychologist and philosopher, Professor William James, his son, Willie, and the professor’s brother, the esteemed writer, Henry James.

The two brothers. Henry is on the left and Professor William James is on the right — Henry is on the left and William James is on the right

A Story About Kindness

When Willie had grown to be a young man, a biographer who was working on a book about his recently deceased Uncle Henry, asked to speak with him.

“Did you get to know your Uncle Henry?” the biographer asked.

“Oh, yes. He would live with us for months at a time. When I was very young, I grew to love him because he took a very genuine interest in me. Most adults back then would just nod at me and maybe muss my hair, but Uncle Henry, he would take the time to engage me with challenging questions. Like he’d ask me what I had been thinking and feeling about things and people. And he always wanted to know what I thought other people were thinking and feeling. He had a nice, kind way of listening, too.”

“Can you recall for me a particular incident that occurred between you two that stands out in your mind that captures something special about your Uncle Henry?”

“Oh, yes.” Of all the events that occurred between Willie, the incident that stood out most vividly for him is the following:

One day, 9-year old Willie learned that his Uncle Henry was going abroad. The news saddened him for his absence would last a full year.

Upon Uncle Henry’s return to Cambridge, Massachusetts, the literary community entreated Willie’s dad, Professor William James, to throw a grand party for his brother to welcome him home and to discuss his latest literary achievements.

On the night of the party, Little Willie pleaded with his father to let him attend, but the professor insisted it was simply not a proper event for a young boy.

That night, Little Willie snuck out of his bedroom and peered through the banister posts at the top of the stairs. And when the grand proceedings began, oh, what a sight to remember.

All the great literary figures came—Ralph Waldo Emerson, Henry David Thoreau, Nathaniel Hawthorn, and on and on. Each person who greeted Little Willie’s Uncle Henry did so with such awe and respect that Willie found this absolutely astonishing.

The next morning, Little Willie found Henry in the library already hard at work on his latest manuscript. Willie exclaimed, “Uncle Henry, Uncle Henry, the way everybody treated you last night, saying what a great man you are! Uncle Henry, what does it take for a man to be great?”

Henry smiled, put down his fountain pen, took a second or two to rub his chin, and then leaned forward toward Willie. “Willie, there are three things a man must do to be truly great. First, he must be kind; second, he must be kind; and third, he must be kind.”

Well, that’s my post for the week. Until next time, may you find the empathy within to remain ever mindful not to judge others by what you can or cannot see on the surface. Understand that the true wealth of individuals lies deep within, and it may be your kindness, caring and compassion that will tap into the riches of their souls.

Tags cooperative learning, emotional intelligence, emotional maturity, empathy, free social intelligence and emotional intelligence curriculum, Henry James, maturity, psychological maturity, respect, William James, wisdom

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Providing Criticism with Shouting, Insults and Threats: Is There a Place for It?

Post author By Dr. Jeffrey Rubin
Post date June 13, 2014
7 Comments on Providing Criticism with Shouting, Insults and Threats: Is There a Place for It?

“Left turn!” hollers the drill sergeant to his new recruits.

Private Smith begins to turn right, but catches his mistake as he notices the other recruits turning in the correct manner. He manages, although a bit clumsily, to end up turning left.

“Boy, don’t you know your left from your right?” the drill sergeant shouts in Private Smith’s face.

“Yes, Drill Sergeant.”

“I’m so glad to hear that, boy!” shouts the drill sergeant. “Now listen-up you stupid maggot! If I order you to turn left, you turn left! Do you got that, boy?!”

Yes, Drill Sergeant.”

“If I catch you turning right again when I order you to turn left I’m going to have you scrubbing the latrine with a toothbrush for a week. Do you got that, boy?!”

“Yes, Drill Sergeant!”

In the above scenario, we see an example of a sergeant providing criticism, and as he does so, he shouts, insults and threatens Private Smith. The army leadership believes that for this type of situation this style of providing negative criticism is helpful.

How does the army’s views on providing negative criticism compare to mine?

Providing Negative Criticism: Comparing My Approach with that of the Army’s

Regular readers of this blog know that I have presented a post titled, “Providing Negative Criticism: Five Levels of Maturity.” If you check that post out, you will see that the sergeant’s style appears to most closely match the level 3 description, which is as follows:

Here’s an example of a style of providing negative criticism that matches level 3:

A level 4 style of providing criticism, that is, one level more mature than level 3, is described as:

4. The criticizer states the criticism without bodily attacks, damaging property, glares, insults, threats, or shouts, and with enough details so that the criticized person, if he or she wills, can improve the behavior, idea, or appearance. If the person receiving the criticism becomes defensive or angry, the criticizer empathizes without returning glares, insults, threats, or shouts.

Here’s an example of a level 4 style of providing negative criticism:

You are not likely to see anything that looks like a level 4 style of providing negative criticism coming out of a drill sergeant’s mouth during a training situation if he or she is speaking to a private.

And so, it looks like my level 5 model for providing negative criticism runs counter to the army’s view, at least in some situations. But before we conclude this, let’s first take a quick look at how a level 5 style is described:

5. When the criticizer provides criticism, he or she does so in a manner very similar to a level four response, but beforehand, the criticizer considers the person who is the target of the criticism, and the situation that he or she is in. As a result of such considerations, the criticizer may decide to alter the criticism.

As we can see, people who provide criticism in a manner consistent with level 5 are apt to do so in a manner that is very similar to the level 4 description. However, before they actually provide the criticism, they consider the person who is the target of the criticism, and the situation that he or she is in.

In this regard, I think it’s worthwhile to point out that as tough as sergeants may be on privates, they act very differently when speaking to someone who has a higher military rank, such as a lieutenant or general.

That is, sergeants first consider who they are speaking to before deciding on how they will provide negative criticism. This is one of the hallmarks of a person who tends to provide negative criticism in a manner that is consistent with level 5.

The Army’s Reasons for Supporting the Drill Sergeant’s Style of Providing Negative Criticism

The army’s leadership believes that those who hold a higher military rank are better qualified to make tough military decisions than those who hold a lower rank. They based this belief on their process for selecting who is invited to get training for a higher rank, the quality of the training that is provided, and the fact that only those who successfully complete the training are promoted. Those who do not perform well after they are promoted are demoted.

In a number of military situations, quick decisions are necessary to achieve military objectives while minimizing the number of casualties. If platoon leaders see enemy troops rapidly advancing, with their guns blasting and bombs going off, there simply is not a lot of time to discuss how to respond. Those with the most training for dealing with this situation rapidly cry out orders and those with a lower rank rapidly obey.

Now, with all of the gun firing and bombs going off, military leaders are probably going to shout out their orders to be heard. If some of the privates suddenly feel offended because their leader has yelled at them in a tone of voice that strikes them as unfair criticism, without proper training perhaps they might start yelling back, “How dare you talk that way to me!” Perhaps they might even physically attack the leader for the perceived insult. Such actions would seriously delay the carrying out of orders and thereby risk the military objectives and the lives of the soldiers.

During battles, there are times when even the best trained personnel may become irritable. Perhaps a captain might have lost a soldier she was very close to. If the captain, in her irritable state, was to slip up and accidentally speak to someone who is at a lower rank with a tone of voice that seems a bit disrespectful, would valuable time be lost because of an argument over the perceived insult? To avoid wasting time on these types of arguments, the army leaders have come to support training soldiers to respond immediately to orders even if it comes with criticism that might not be viewed as ideal in more typical situations. I think their position is reasonable.

Applying a Drill Sergeant’s Style of Negative Criticism to Situations Beyond the Military

Many people who have been in the army, having experienced basic training, come to believe that what worked well in the army should work just as well in all other situations. And so they begin to provide negative criticism in a style that matches that of a drill sergeant.

Some parents try this with their kids, and when the kids are young it often seems to work. But too often the drill sergeant approach leads to a building up of bitter resentment. Some teenagers end up running away from home, while others essentially end their relationships with their parents as soon as they are old enough to live on their own.

I know someone who was given the job to coach a women’s college basketball team. He had in the past, coached a boys college team and found the drill sergeant approach had worked, in his estimation, fairly well. Occasionally a good player would quit the team, but he felt that this was just the cost of maintaining good discipline. But when he tried the same technique with the women’s team, more than half quit. In order to field any team at all, he had to go to the women who had quit and apologize. In the end, he found that there were alternative ways to provide negative criticism in his new situation that worked much better for him. The incident reminds me of a great scene in the movie, “A League of Their Own.”

In the army, if someone thinks about quitting, there are very serious consequences. The army can put the quitter in prison for a time, give him or her a dishonorable discharge, etc. Moreover, there are a number of positives for hanging in there even under the most trying of circumstances. There is the honor that comes from helping your country, a military salary, VA benefits, etc. When we raise children or coach a team, the consequences for quitting or staying in the relationship are very different.

And so, for those who think it makes a great deal of sense to use a drill sergeant’s approach for providing negative criticism in non-military situations, I urge caution. People have strong desires to be liked and to escape from situations in which someone seeks to interfere with their freedom to make their own decisions. A drill sergeant’s approach runs counter to these desires. It is only in rare situations where rapid action is required, the available leadership is well trained, and other desires are so strong that shouting, insults and threats may make sense.

Tags conflict management, conflict resolution, criticism, dispute management, disrespectful, drill sergeant, drill sergeants, insults, name calling, negative criticism, respect, threats, wisdom

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Does Your Fearfulness Make You a Coward?

Post author By Dr. Jeffrey Rubin
Post date May 28, 2014
1 Comment on Does Your Fearfulness Make You a Coward?

As far back as I can remember, the first time I called myself a coward was when I was in fourth grade. The teacher gave the class an assignment requiring each student to get up in front of the class and give a speech about a book we had read. We were allowed to use some cue cards but were not permitted to read the speech word for word.

At home, when I thought about that assignment becoming due in a week, my heart pounded and I thought that I’d end up looking stupid. Then I thought to myself, I’m such a coward. I called myself a chicken for being scared and a number of other names as well. At the same time, I began to do some other things. I chose a book that I would report on, wrote out what I would say, and rehearsed in front of a mirror. In the end, my little speech turned out just fine.

Did viewing myself as a coward, and calling myself names help me in any way to get through this ordeal? It is indeed true that it was part of the process that led to a good outcome, and partly because of this, it became associated with what I needed to do to achieve success in other fearful situations–kind of like a superstition. But, in time, I learned to deepen my understanding of the nature of fear, and I no longer bother with framing myself as a coward or deliberately calling myself insulting names. Oh, from time to time, some of the old words still spring up in my mind during fearful moments, but I simply observe them passing by in a nonjudgmental manner, and they fade away in a few seconds.

What did I learn that led me to this understanding? Well, to get at this, I think a little parable might help.

The Parable of Mother Nature’s New Creation

Once upon a time, Mother Nature came up with a new creation—human beings. At first there were just a few of them.

In winter, the nearby lake iced up. To keep the food supply flowing, some bravely walked out on the lake and created ice fishing. Others refused to go out on the ice explaining that they were fearful the ice would break and they would end up all drowning in the frigid water.

Although the ice fishers were brave when it came to walking on the ice, some were fearful when it came to dealing with other situations. For example, some fishers refused to farm because they were fearful of the bugs and slimy creatures that were uncovered during the turning of the soil.

Barty, one of these early humans, was way too fearful to go on the ice to fish, so he tried to help out his little community by farming. The insects and slimy creatures scared him, so after about an hour, he left the field and returned to his little hut a bit shaken by what he had experienced.

Seeing her son looking fearful, Barty’s mother told him a story filled with rich images of how thankful the other humans were when the farmers showed up in the evening with wonderful fruits and vegetables. With those inspiring images, Barty went out a little longer the next day, and a little longer the next, and soon he got so used to the bugs and slimy creatures that they no longer scared him.

Some of these human beings who were fearful of either ice-fishing or farming tried to come up with other ways to be helpful. A few worked on coming up with techniques to preserve food that were grown in summer so that it would remain edible during winter. In time they created several approaches that allowed for a more varied winter food supply.

Then one day something terrible happened on the ice. It cracked and all of the fishers drowned in the freezing water. Some who were afraid to go out on the ice watched in horror. Barty, when he heard what happened, began to tremble. And then he thought to himself, it’s a good thing some of us were afraid to ice-fish or we would have all perished.

Parable Discussion

As it turned out in this parable, it was a good thing for this new creation of Mother Nature that some of the human beings were fearful of the ice. Otherwise all of the human beings would have died in this one horrible event. Because there were those who were fearful of the ice, this human characteristic was essential for keeping this new creation of Mother Nature thriving until this very day. Having some diversity in what people fear need not be a sign of cowardliness but helpful for survival.

In my view, when we experience fear, we are wise to spend some time embracing this feeling and deeply experiencing its physical sensations in a nonjudgmental manner. Then, some of the skills I discussed in my last two posts for transforming our fear into actions that lead to achieving our desires are employed (see posts titled Free of Fear and Overcoming Fear). These types of experiences are an essential part of who we are and lead us on to our most treasured accomplishments.

Tags conflict, conflict management, conflict resolution, cowardly, cowards, criticism, dispute management, fear, free social intelligence and emotional intelligence curriculum, human beings, insults, Mother Nature, name calling, negative criticism, respect, wisdom

challenge change conflict management conflict resolution emotional intelligence fear free of fear free social intelligence and emotional intelligence curriculum intrapersonal conflicts making changes narratives overcoming fear relationships respect social intelligence

Free of Fear

A few nights ago, Andrea and I went to see a show billed as “The Free of Fear NYC Debut and Album Release Concert.” Our two sons, Lennon and Jack, had written the album’s music, played most of the instruments, and were the front men for the show, so naturally we went.

My expectation for the evening was to see a set of musicians walk on stage and play all of the pieces that appear on the album. There was indeed that, but far, far more. I and the rest of the audience were treated to a fascinating mixture of visual and auditory art created and performed by a variety of colorful individuals all seeking to explore this idea of being free of fear.

Off in one of the corners of the venue was a collection of thematic paintings and drawings.

Along a side wall, a video screen displayed moving visuals that appeared to be in sync with the band’s stirring musical performance.

Dramatically performed poetry readings, a thoughtful short story, and an intriguing dance number were all interwoven into the overall evening experience. Most unexpected of all was an aerial acrobatics act that could have easily been something out of Cirque du Soleil. Here, as the musicians played a kind of eerie celestial number that mounted in intensity, a lovely woman became entangled in two black curtains that symbolized fear. As she appeared to mightily struggle with these curtains—yanking herself high above the audience, twisting, twirling, suddenly falling upside down to within an inch of her skull, clawing back up once again and finally freeing herself–audience members were left with their jaws hanging from their mouths.

What Is Free Of Fear?

As the musicians in the band describe it:

Free of Fear is the music we always wanted to make but, up until now, never knew how to. It is the intention of creating from a neutral ground of infinite possibility, a place of total spontaneity, completely in the moment, unfettered by fears and self-doubt.

However, during the process of creating this music we experienced countless moments of uncertainty, lack of confidence in our abilities, insecurity about if people would like our sound, and a host of vague, strange, unnameable fears that arose while writing, recording, practicing, and performing our creation. During those moments the concept of Free of Fear has been a rallying cry inspiring us to overcome those trepidations and bring us back to the moment of this point in the journey, reopening ourselves to a deepening gratitude for the vibrations of the universe.

And now we wish to extend that rallying cry to you. We invite you to join the Free of Fear Movement. Its purpose is to foster an environment of encouragement that instills confidence and inspiration in each individual to create the art that only they can make. We invite you to explore the reality of the fears and insecurities in your own life, to stand up to them, and to step foot onto a path of creating and living the life that you truly wish to lead.

My Reaction

After the last notes were played and Andrea and I drifted into the cool night air, thoughts drifted through my mind. Enjoying being with a group of people, sharing a musical experience, dancing to lively rhythms and meeting interesting new people were beautifully achieved. A band seeking to inspire people to overcome their fears that have been preventing them from doing the things they really would like to be doing–I guess I kinda like that idea. Inspiring narratives have begun to stir a process within, deepening my understanding of the nature of an intriguing emotion.

A few months earlier, I had written a post on Nelson Mandela, and I have now begun to think more deeply about how he inspired so many throughout the world. Certainly one reason is his gripping narrative that involves resisting injustice despite the fear of a violent repressive regime, then his 27 years of suffering in prison, and then his phenomenal rise, against all odds, to become president of his country. But there is something else. Once he got out of prison, Mr. Mandela put forth a vision of why his struggle was important, a vision that allowed millions of people to enter into a connection with him and with one another. “Great anger and violence can never build a nation,” Mr. Mandela declared. “We are striving to proceed in a manner and towards a result, which will ensure that all our people, both black and white, emerge as victors.” With such words, Mr. Mandela invited all of humanity to work toward a more just world.

The Free of Fear movement has a narrative that, in a sense, is like Mr. Mandela, in that it describes a process of achieving something of value despite moments of fear, and it is a cause that most of us feel a connection to. The Free of Fear movement, to be sure, is a less dramatic story than Mr. Mandela’s, at least at this early point of its existence. The band members’ one year struggle with their own fears while living modestly in NYC doesn’t quite compare with Mr. Mandela’s 27 years in prison. And creating a fresh new set of music and presenting it on the modest NYC’s Shangri-la Studios’ stage with other artists’ creations is a much smaller scale event than what Mr. Mandela achieved on a national and international stage. But in a deeper sense, human beings can profoundly benefit from both types of narratives. The Free of Fear movement, currently, focuses on basic fears of your typical person on the street attempting to find the courage to ask someone out on a date, or creating something despite the fear that others might not like it. These types of struggles are more of what we may call your typical garden variety struggles, but to each of us who are struggling with them, they are of vital importance.

Consider, for a moment, the many people who have come to realize that their drinking has become a serious hindrance to their daily life and fear that they won’t be able to overcome this problem. Here is a problem that occurs everyday in pretty much every community. Over the years when I asked people who succeeded in overcoming this problem what was most helpful, the most common answer has been that they went to some self-help group meeting and became inspired by the many personal narratives of people who had struggled as they were, and despite serious set-backs along the way, they managed to beat their alcohol-related difficulties.

Interestingly, of all of these types of alcohol dependency recovery stories that I heard over the years, the one that stands out most to me concerns a man whom I will here call Bob. In addition to hearing these recovery types of narratives, Bob had an additional source of inspiration. Throughout the lowest period of his struggles, although most of his neighbors treated him with great disgust, there was one fellow who offered him a bit of kindness. Bob wanted to recover not only for himself, but because he wanted that bit of kindness to mean something. This kernel of kindness had grown in his breast and he desired to live in a way that honored all that it meant to him. For some reason I entered into a profound connection with Bob when I heard him tell his story in a choked-up voice.

And so, upon thinking about what it takes to inspire, these are two of the ideas that came to me–a narrative of a struggle that was eventually overcome, coupled with a vision of why the particular form of success was of value not only to the struggling individual but to others as well.

In my next post I’ll try to convey other insights I have achieved as a result of that delightful night in NYC. In the meantime, I hope you’ll take a little time to get acquainted with the fresh set of inspiring musical numbers now available on Free of Fear’s brand new album, See You On The Otherside. It is available for free at https://freeoffear.com/album_download.

Tags anger, challenge, conflict management, conflict resolution, dispute management, fear, Fear NYC Debut, free of fear, Free of Fear Movement, free social intelligence and emotional intelligence curriculum, Lennon Paul, Nelson Mandela, overcoming fear, respect