Cultural Perpetuity

What kind culture do you wish to perpetuate?  What specific actions, policies, behaviors, and outcomes would it manifest?

I learned the term ‘cultural perpetuity’ this past week, from a thought-provoking article on how Maslow’s Hierarchy was influenced by and also misrepresented Blackfeet Nation teachings:

  1. Self-actualization. Where Maslow’s hierarchy ends with self-actualization, the Blackfoot model begins here. In their view, we are each born into the world as a spark of divinity, with a great purpose embedded in us. That means that we arrive on earth self-actualized.
  2. Belonging. After we’re born, imbued with a divine purpose, the tribe is there to love and care for us.
  3. Basic Needs & Safety. While in Maslow’s model, we find love and belonging only after attending to our basic needs and safety, the Blackfoot model describes that our tribe or community is the means through which we are fed, housed, clothed, and protected. The tribe knows how to survive on the land and uses that knowledge and skill to care for us.
  4. Community Actualization. In tending to our basic needs and safety, the tribe equips us to manifest our sacred purpose, designing a model of education that supports us in expressing our gifts. Community actualization describes the Blackfoot goal that each member of the tribe manifest their purpose and have their basic needs met.
  5. Cultural Perpetuity. Each member of the tribe will one day be gone. So passing on their knowledge of how to achieve community actualization and harmony with the land and other peoples gives rise to an endurance of the Blackfoot way of life, or cultural perpetuity.

I also listened this week to the Building an Anti-Racist Workplace episode of Adam Grant’s podcast WorkLife.  It’s an insightful, enlightening, and empowering interview with John Amaechi, whose work I will now explore further.  In their discussion on allyship, Amaechi points out that we upstand against racism and sexism not just to help our individual friends or coworkers, but because we uphold certain core values.  Thus, we speak and stand up to defend and disseminate a certain culture—to perpetuate it:

Adam Grant (21:43):
I wanna talk a little bit about sort of the- the ally perspective here. Just thinking about my own failures in anti-racism and other people who I know, recognize the problems and care about the problems, but haven’t done much about them, I keep coming back to this literature on psychological standing.That sense that, you know, it’s- it’s not my place, it’s not legitimate for me to speak up because I’m white. What are your thoughts on overcoming it and getting those people who are by-standing for those kinds of reasons on board?

John Amaechi (22:13):
There’s a couple of things that I’m trying to do. One of them is to stop the alignment of allyship with black people as individuals and start the alignment of allyship with their own principles or with their organization’s values. So racism is an incivility. Sexism is an incivility. I do not require sisters nor a mother, nor a wife to be against sexism and misogyny because it is an incivility. If I’d intervene on something that’s racist, it’s not on my behalf or another one of my black colleagues. It’s because it’s an incivility against the values that people say they share. Today it’s not about an individual. It’s about standing up for your values and understand that you don’t need to have a black person in your team for that to be important because the presence of a black person has never been required for racism to occur. The presence of a woman has never been required for sexism to occur. As men, we know that the absence of woman reveals sexism and misogyny.

What culture do you lead?

In my role as interim clinical director of a small practice, I see myself as a steward.  My best contribution to most places I inhabit is to highlight and foster relationship and connection.  At work, this manifests as effective teamwork, high engagement, and positive morale.  Last year as we recruited for a new medical assistant (MA), I got to listen on the phone as our current MAs interviewed a candidate.  Through my own questioning, the candidate’s responses were short and sedate.  Then each MA on the team met with her, describing with energy and conviction how they live out our core values of collaboration and accountability, as well as our mission of providing compassionate, holistic patient care.  With each encounter, I heard the candidate’s responses lengthen and deepen.  I heard her own energy and engagement rise to match that of the team.  It was one of my proudest moments as director—I could see (hear) and feel how far our culture of connection has come, and how it could persist after I pass the baton to the next director.

What is the dominant (perpetual) culture in America?

Do not underestimate the complexity of this question, and its profound implications.  The first answer is, of course, it depends whom you ask.

For far too many, the dominant American culture is white male supremacy.  For the past year, I myself find it inescapable.  Increasingly, every time I consider what to post to this blog, or jeez, every day and in almost every domain, the primacy of white men pervades my consciousness like smog on a hot, humid day.  Let me be clear:  White men are not each and all bad; I do not assume every one is a racist sexist, even the actual assholes.  But whenever American systems are examined, we find that they are primarily designed, favored, empowered, and perpetuated by and for white males—it’s baked into our societal structures, hence the terms ‘systemic’ and ‘structural’ racism and sexism.  If you are a white male, it may be hard for you to see the barriers that have not impeded your life journey (Amaechi discusses this in the podcast as well).  You may have answered that dominant American culture is one of success with hard work, of equal opportunity, and of individual freedom.  Of course that is a culture we’d all love to perpetuate.  How could we achieve it for everybody?

What culture do you work to perpetuate?

I think it’s about the values and commitments we hold highest and manifest most in our daily activities.  What do our daily encounters say about our priorities?  What do we want more of, and thus work for every day, for ourselves, our friends, our colleagues, patients, parents, and children?  I want mutual respect and unqualified acceptance.  I want sincere valuation of diversity and real, wholehearted inclusion and integration of that diversity—of thought, experience, wisdom, and perspective—into a coherent, synergistic mosaic of strengths, engaged in service of elevating every individual to their highest potential.  I want to perpetuate a learning culture, one that operates with a growth mindset, founded on kindness, generosity, humility, curiosity, and resilience. 

None of this happens automatically; even well-established gardens of inclusive culture require regular tending.  I have to renew my commitment every day, in every encounter.  I fall down regularly.  And I give thanks every day for loving companions who help me up.  I try also to appreciate the challengers, to see them as allies rather than enemies or hindrances.  That is walking my talk, no?  To value those whose goals and values don’t align with my own, to find a place for them—for everybody—in my world?  I’m strengthening my practice of self-assessment.  How did I walk the talk today?  How can I do even better tomorrow?  The more concrete and specific, the better—words, actions, and attitudes.  It’s my own version of “trudging the road of happy destiny.”

On that note, I leave you with two more resources that hold me up this weekend:

First, Hank Azaria’s conversation with Dax Shepard and Monica Padman on the Armchair Expert podcast.  They discuss addiction, privilege, and racism, among other things.  What an inspiring example of vulnerability, courage, humility, connection, and lifelong learning and growth.

Second, a Forbes profile of Sharon Salzberg, 4 Ways Loving Kindness and Mindfulness Can Change Your Life.  You may read them and think, “Duh, I know that.”  But ask yourself, how does your knowing translate to doing

We have our whole lives to practice.  As Simon Sinek says, the goal is not to be perfect by the end; it is to be better today.

Letter to Self, November 4, 2020

Dear Cathy,

HOLY COW what a year, amIright?  How are you?  What was yesterday like?  I know you wanted to sign up to work the polls, and decided to be at work with your team instead.  Maybe they didn’t need you, but you thought it was right.  What was the vibe, could you feel the pulse? 

How have you observed people holding their own stuff together, and helping others do the same?  How have you done this… and not?  What do you need right now?  What does the family need?  And your teams?  Friends?  Leaders?

Today is your friend’s birthday, make sure you call her. 

And maybe keep the calendar clear this weekend (except for that alphabet workout on Sunday, of course).  Give yourself and the family time and space to breathe and settle down.  There may not be an outcome for a while—it’s anybody’s guess at this point!  It’s all so nuts.  Whatever happens, we must find a way to recover and reconnect; this is imperative.

How will you conduct yourself in the coming months, regardless of the outcome? 

Looking back, you have learned and matured much in the past 4 years—STRONG WORK, MAMA!  Haha, finally, I get to say this to myself. 😉  Remember when you could not help but RAGE and YELL on Facebook, when you succumbed to impulsive ad hominem, then felt helpless and exhausted?  The exhaustion feels different this time, no?  It has more meaning, more purpose.  Because you have done the inner work to show up as your better self.  You have reflected, consulted, read, challenged, practiced, rejected, regulated, and engaged.  You’ve also basked in the nourishing light and warmth of mentors and role models, showing you the value and fruits of magnanimity and grace.

You participated better this time.  You wrote and mailed postcards.  You phone banked to fellow Chinese Americans.  You focused more on what you’re for than what you’re against.  Most of all, you did your best to elevate conversations.  You seek the Strong Middle, where people can have heartfelt, empathic, and often uncomfortable conversations, in service of connection.  You compromised none of your core values, and held certain ones in front, like curiosity, kindness, respect, and generosity.  Often such attitudes were not returned, from either ‘the opposition’ or ‘your own side’. 

But you got enough to keep going, and now you’re stronger.  And it’s all stoked the embers of positive change—the rock circle around your inner campfire enlarges.   You’ve found friends who also seek connection across difference.  Together you will create wider space and build a beautiful bonfire—visible from afar, inviting, welcoming, warming, and inspiring.  There’s a knock you can no longer ignore; you are called to do more.

Let this letter serve as your ethos manifesto—a first draft, at least.  When you feel frustrated and hopeless, when all you encounter tell you it’s a lost cause; when you feel attacked and diminished, and tempted to behave badly or give up, read this.

It’s an Infinite Game.  The goal in an infinite game is not to ‘win’; it’s to stay in the game.  Others may play to vanquish you, your cause, or one another.  This will never happen—there will always be new players; the issues, conflicts, and polarities will never go away.  Your job is to modify the game, to make it more humane for all players, while you advance your finite goals.  The costs of playing should not outweigh the rewards as they do today.  You know you can help rebalance, to give voice, strength, and power to those whose Why is connection.  That is how you will leave the game better for having played.

Center.  Ground.  Focus.  Engage.  This mantra served you well for years.  You know your own core values.  Their roots run deep and strong; they hold you up; trust them.  You know the truth of your message, no matter how it gets assailed.  You also draw strength and light from your amazing friends. They will stand by you—and you them—you hold each other up high.  Trust that, too.

No ad hominem.  Your mantra for the past few years:  Present. Open. Grounded. Kind. Loving. Smart.  You can be strong and flexible—strong back, soft front, wild heart, as Joan Halifax and Brené Brown write.  It serves no one for you to engage with negativity.  Firmness, directness, and steadfastness, however, along with fairness, humility, and accountability, will get you far.  Standing in these practices, I am confident you will regret less in the end. 

One Day, One Moment, One Breath at a time.  Everywhere you go, in every challenge, mindfulness emerges as a universal sustaining practice.  You always have your breath.  You can always use it, this quintessential polarity that teaches us about simplicity and infinity.  Lean in to it.  Draw in strength, respire peace.

Finally:  Dance.  Less news.  More music.

You’ got this.

Pre- and Post-op Election Care

Christine Gilmore, “The Path to Peace,” October 2020

Happy Fall, my friends!  Are the leaves near you as brilliant and wakening as they are by me?

This morning I had another Zoom call with my Braver Angels pals Mande and Sharon—we have met monthly since soon after the pandemic’s onset.  I come away feeling seen, valued, and loved every single time.  And we hatch plans to change the world, too—stay tuned. 😉

Mande’s rock star sister hosts “Jeffersonian Dinners,” where friends gather and discuss a meaningful question—a modern day salon—oh, be still my heart.  This week’s question, for the Jeffersonians and me alike:  “After the election, how can we come together?”

Coming together now means connecting and healing.  It means committing to this as work, no more blaming and playing victim.  It means each of us owning our part, because we are all active participants in all of our relationships, and the current state of our culture is the sum total of all of our complex, inextricable relationships. Coming together fosters peace, which I think we all yearn for, especially now.

I believe we cannot die at peace unless we live in peace first, and peace must be cultivated.  A life of peace necessarily embraces openness, curiosity, humility, vulnerability, patience, and generosity.  How lucky I am to know so many models in these domains, like Sharon, who teaches these exact skills—she helps us train.  It’s like prehab—getting the body healthy through clean eating and good sleep before surgery.  Then we build on this foundation in rehab, increasing range of motion as well as both core stability and mobility—think of this as a metaphor for interpersonal encounters and relationships.  It doesn’t just come, even if you’re a natural, and times like this will test your talent as well as your skill.   “If you don’t have the practice then you can’t show up consistently,” Sharon wisely explains.  So what are the practices?

How do you make people feel?

By now you must recognize Maya Angelou’s simple and profound words: “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

In these coming weeks and months—actually for the rest of our lives—what if we each attended more to this?  What if we all take responsibility for at least half of how people feel after they encounter us?  And what if we all committed to making every encounter as positive as possible for the other person, ahead of ourselves?  Tonight I will review only two of the myriad practices for pre- and re-hab’ing our ailing culture. 

What are you already doing to make things better?

Listen More Deeply—Much More Deeply 

Listen through the words and beyond your own head. 

The most superficial listening level focuses on what I think of what someone is saying.  I listen to refute and proclaim, to be right, to dominate, to dismiss, and maybe even shame.  Conversations and relationships go south and disintegrate quickly in this scenario.  Yuck. 

We can connect, however, when we start listening holistically to the words, imperfect and inarticulate as they may be, to hear what people think.  How do they perceive, understand, and rationalize (we all rationalize)?  Where, intellectually, do their opinions and positions originate?  This kind of listening can lead to truly curious questioning and when done well, to important insights and deeper understanding.

At the third listening level, where we truly connect personally, we hear how people feel.  Humans are fundamentally emotional beings with the capacity for rational thought, NOT logically thinking beings who happen to have feelings.  If I’m able to hear emotions, then recognize, identify, relate to, and acknowledge them, I diffuse and de-escalate.  This is often the first moment of deep connection in an encounter. 

Lastly, listen for core values.  When conversations escalate and we suffer emotional hijack, often some core value (eg honesty, fairness, integrity, equality) has been violated.  When I recognize this I can then relate and connect, and this mutual understanding almost automatically further de-escalates a conflict.

Elevate Your Opponent’s Humanity

Some years ago driving to work, I saw a young man, maybe in his twenties, cross the street in front of me.  He looked fit, dressed casually, a little scruffy on the face.  Suddenly I saw him not as a pedestrian, or an office worker, or a fellow Chicagoan.  I saw him as a mother’s son.  I wondered to myself, is she thinking of you right now?  I bet she’s proud, no matter what you do.  I hope you carry her love around with you all the time.  I hope it sustains you.  I hope that for my own children.

Listen to Simon Sinek interview Bob Chapman on his podcast about leadership.  Chapman, a father of 6, likens leadership to parenting.  His Why is to make people feel cared for rather than used.  He sees each of his employees as someone’s precious child, and thus someone to be valued and loved, just like he would want his own kids to be treated.

How do we do this?  We recognize people’s strengths.  We acknowledge their core values, we validate their feelings.  We respect their opinions and engage in disagreement with understanding and not ad hominem attacks.  We aim for 5 positive interactions/exchanges for every negative one, to cultivate relationships of deep trust and safety. 

What if we did this with the people who disagree with us?  If we imagine debating someone with each of our parents watching, how would that change the dynamic?  If we truly cared for each other as members of one human family, how much better could this all really be?

I’m thinking hard (and soft) about how best to use my time, energy, creativity, relationships, and writing in these coming months.  We’ve dug ourselves into a great, big, muddy (sh*tty) hole, yes.  And we absolutely can dig ourselves out.  But it will take all of us.  I’ll try to keep reminding us.

The only way out is through.  The best way through is together.