{"id":28026,"date":"2021-12-02T15:29:50","date_gmt":"2021-12-02T23:29:50","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=28026"},"modified":"2021-12-02T15:41:39","modified_gmt":"2021-12-02T23:41:39","slug":"28026-2","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/28026-2\/","title":{"rendered":"The Scuba Creed"},"content":{"rendered":"

<\/p>\n

The subtle definition of insanity–going in circles. We have never done it that way before so we will choose to keep doing the same thing in hopes we will get different results; big circles.\u00a0 Insanity is the subtle rationale for Robert Kegan and Lisa Laskow Lahey\u2019s book An Everyone Culture: Becoming a Deliberately Developmental Organization.<\/em> They offer a way out of the circle of insanity for businesses by presenting a new way of people development.<\/p>\n

Kegan and Lahey bring their breadth and depth of psychological development research and experience to their current book An Everyone Culture<\/em>. <\/em>They invite business leaders to imagine what could change if they deliberately challenge everyone in the organization to engage\/participate in developing culture through intentionally leaning into their growing edges to advance one\u2019s own way of being. Their proposition of a new model for businesses is in hopes for organizations to realize the potential of its employees more fully and therefore the organization itself. Deliberate Developing Organizations curate space for everyone to seize opportunities for deeper learning and development.<\/p>\n

Using three organizations as case studies to illuminate how DDO may be embodied, the authors provide insight into the power of practicing deliberate development. At the heart of the \u201cmeaning-making\u201d process of development are three dimensions of Edge, Home, and Groove. Each dimension of the DDO has 4 features they describe as \u201cdiscontinuous departures\u201d[1]<\/a>they consider to be qualitative differences from the typical approaches to employee development. It is at the intersection of these dimensions that individuals may grow into \u201cbecoming better versions of themselves\u201d[2]<\/a> and by which the organization too becomes a better version.<\/p>\n

<\/p>\n

The authors believe adults thrive when given opportunities to learn. What better way to grow than through our weaknesses and errors? When there is a culture of trust, humans are less inclined to hide their vulnerabilities. In a community of support intentionally designed to engender investment in each other, practices of accountability and empowerment birth a wholeness of being in the individual and community. There is power in the community when everyone is bringing their “whole self” to work. No longer will organizations need to go in circles; they can be in partnership with each other creating a lively dance.<\/p>\n

As far as the impact of the book on me? Mind. On. Overload. In my brief encounter with the book, I saw connections with so many of the books this semester. There are not enough words left in my post to enumerate them! The overarching theme that resonates with me is the power organizations can have if leadership is intentional in curating practices that integrate the wholeness of the person by way of \u201cpeople development\u201d. This concept is at the heart of my NPO. As Christians we are called to be mindful of the needs of those around us. In attending to the wholeness of an individual we impact the wholeness of the community, leading to a healthier society.<\/p>\n

A few of my initial questions are: How can the impact of people development as listed on page 1-2 be understood in the church structure? How might we apply the \u201cincubator of people growth\u201d[3]<\/a> to individual churches and denominations? Does the \u201cpursuit of new incomes\u201d[4]<\/a> manifest in the ways people approach church? Do the three plateaus in adult mental complexity[5]<\/a>impact the decision on what church a person gravitates towards? And what does it mean to not only have self-differentiated individuals but self-differentiated church structure?<\/p>\n

I found Yochanan Altman, Ph.D. offers this critique, \u201cThe academic in me would like to see a more rounded assessment and to hear about the dark side: age profiles (is this a youth culture?), turnover (what happens to those expelled from \u201cParadise\u201d?), the tyranny of peer pressure to conform.\u201d[6]<\/a>\u00a0 His wonderings are interesting and worthy of adding to the discussion when I dive deeper into An Everyone Culture.<\/em><\/p>\n

<\/p>\n

SCUBA INSTRUCTOR\u2019S CREED
\nAs a scuba instructor I have the opportunity to see:
\n<\/em>\u2022 Fear changed to courage
\n\u2022 Faintheartedness converted into accomplishment
\n\u2022 Timidity transformed into confidence
\n\u2022 Anticipation turned into passion
\nAs a scuba instructor I can:
\n<\/em>\u2022 Open hearts and minds to the hidden beauty of nature\u2019s creation and our obligation to protect it
\n\u2022 Foster self-esteem in another person
\n\u2022 Teach the value of character and integrity
\n\u2022 Transform another human being and change a life for the better and forever.<\/p>\n

When I graduated with my Open Water Scuba Instructor certification, they handed us a card with this creed. I welled up with tears. Immediately I had a sense of confirmation that my goal to use SCUBA as a platform for ministry was in my hands. This creed embodies the essence of my understanding of being a pastor. I think it also speaks to the purpose of An Everyone Culture<\/em>. If I can work to apply DDO dimensions in the places I work, I believe these places would stop the circles of insanity and not drown underwater\u2026unless of course we don\u2019t pay attention to our air gauge and run out of air\u2026but that is for another blog.<\/p>\n

[1]<\/a> An Everyone Culture: Becoming a Deliberately Developmental Organization .<\/em>Page 87.<\/p>\n

[2]<\/a> Ibid. Page 5<\/p>\n

[3]<\/a> Ibid.<\/p>\n

[4]<\/a> Ibid. Page 8.<\/p>\n

[5]<\/a> Ibid. Page 62.<\/p>\n

[6]<\/a> https:\/\/www.shrm.org\/executive\/resources\/people-strategy-journal\/Summer2016\/Pages\/book-everyone.aspx<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

The subtle definition of insanity–going in circles. We have never done it that way before so we will choose to keep doing the same thing in hopes we will get different results; big circles.\u00a0 Insanity is the subtle rationale for Robert Kegan and Lisa Laskow Lahey\u2019s book An Everyone Culture: Becoming a Deliberately Developmental Organization. […]<\/p>\n","protected":false},"author":148,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[2146,2148,2147,1931,2032],"class_list":["post-28026","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-intergratedself","tag-keeganandlahey","tag-people-development","tag-an-everyone-culture","tag-self-differentiation","cohort-lgp11"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/28026","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/users\/148"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=28026"}],"version-history":[{"count":3,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/28026\/revisions"}],"predecessor-version":[{"id":28029,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/28026\/revisions\/28029"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=28026"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=28026"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=28026"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}