I haven't been posting recently - well, you might say I haven't been posting at all really. I'm changing that. Now. I keep getting the message over and over again to do something for myself - to make things happen for myself instead of chasing others. I'm keeping this website up since it holds some info about me that is linked elsewhere. But look for another blog-to-be-podcast site where I will take my ideas and just see...just TRY to see if people are attracted rather than me chasing. At the moment, I don't know what to tell you other than to google my name and perhaps it will come up. I don't know the name of the blog or podcast but that will be solved today. I'm starting something TODAY. I hope you do too. It's the start of a new era for me. I'll post back here to let you know where to find me when I get set up. Right now, I'm off!
I was listening to Star Talk Radio last night, a podcast hosted by astrophysicist, Neil Tyson, whose guests included: cognitive scientist/pianist Dr. Monica Lopez-Gonzalez, composer/programmer Prof. David Cope, Bill Nye, scientist and comedian, and David Byrne, the frontman singer from Talking Heads discussing the science of creativity. They were confirming that creativity needs boundaries to eliminate the infinity of factors in order to solve a problem. They all confirmed that the process of ‘science’ and ‘art’ is the same starting with a question or an idea except that the tools that are used are different. I quite agree. I also agree that there has to be boundaries and deadlines to achieve. The discussion continued to be intriguing, enlightening, and affirming of many of my ideas and research as well.
There are so many people within organizations that are crossover creatives - people who are artists in one medium or another, who must make a living, of course, but have so much to contribute artistically to the organization if only it would be appreciated and nurtured. I have known so many people who are very talented in their area who could offer organizations a different perspective, a different process for achieving goals, or enhanced thinking toward innovation through their creative approach, but business is often mired in "this is the way we've always done things." Managers are often scared to vary from a way of thinking or doing. Leadership is often stuck, perhaps even naively, by their power and authority. I'm not here to blame anyone or any process, but I do get frustrated by organizations who propound to be innovative and forward thinking that continue to pay women less money for the same work, motivate their workers by fear, and only manage using mid-20th century (or earlier) models of work and structure ignoring the advances made through applied research and practice.
That's my rant this morning. It popped up from asking a friend about the status of an arts and business department in a well respected university. As always, I wish them the best and hope that business will one day allow for the full engagement of their employees in the best way that they can contribute.
I just read an article by Jeffry Klugman from the journal, Family Process from 1974. Here, he talks about the difference between the terms "fusion" and "enmeshment". Fusion refers to individual behavior that takes place in a system, and enmeshment refers to a systemic behavior containing individuals. The difference is slight - just one of perspective, functioning, and how to intervene. This is particularly useful information if one is working in enmeshed family systems within family-owned businesses. The individuals are fused, meaning there is rigidity in behavior and one cannot move without affecting the other. Also, in an extreme form, a symbiotic relationship develops whereby an individual expresses the sense of "I can't live without you; I have no independent existence." Fusion can exist simultaneously with enmeshed family systems - "it is the family as a whole that manifest the process", says Klugman.
Let's add a layer to the individual as fused and enmeshed family system: that of the sphere of family business. So, there is the individual who may be fused to another family individual and this fusion is affecting the family functioning and it becomes enmeshed. When this enmeshed family system with the fused individuals attempt to operate within another system - that of their business, the ripple effect extends into not only the family, but to other unintended participants: the employees.
I am exploring these concepts and I'm sure they will continue to engage my thinking on future blogs. In the meantime, please feel free to comment and let me know what you think about this. Consultants: How have you worked with family businesses that are enmeshed? Employees: What is your experience of working in a family business that you perceived as enmeshed? Family members: Did you realize that your family business was enmeshed? What did you do?
This is a blog where I write my thoughts that are triggered by something that I've read, experienced, or pondered. If you see something here that triggers your thoughts, I'd love it if you shared it with me. Feel free to email or call me with your thinking and/or experiences.