The Ten Conversations of Effective Teams by Bob Dunham | Jan 31, 2014 | Bob Dunham's Posts, Embodiment, Generative Leadership, Leadership, Teams, Uncategorized | 5 comments 5 Comments google adwords keywords on March 24, 2014 at 6:37 am Hi! I’ve been following your website for a long time now and finally got the courage to go ahead and give you a shout out from Kingwood Tx! Just wanted to tell you keep up the excellent job! Reply Juan Manuel Nino on February 12, 2014 at 3:30 pm Thanks for bringing it. I was needing it. How can make it happen? Deep in our hearts we know it, however most teams do not want to spend the time. It seems easy but it seems easier to put it in the back burner, hope for the best and fight the battles as they come. How to overcome that tendency? Reply Bob Dunham on February 12, 2014 at 4:00 pm Thanks, Juan. Our tendency to avoid arises from fear, fear at the “edge” of our confidence, of our knowing, of our competence, of our comfort zone, and of our courage. Leadership, teamwork, and human interaction takes courage, the courage to go beyond our edge, to face uncertainty and to face others. It is here that we learn to make new safety, new conversations, and new “we” space. Entering the unknown, and the known that we hold as a threat or with resignation, takes practice. The practice to face and enter, to turn toward and rest into, to let the body learn where we are not in control. There we learn to keep our center, to hold a place of invitation to others, to accept the declines and resistance that may come, and to ground ourselves in our care, commitment, and possibility for the future. Overcoming the tendency to avoid is a fundamental leadership skill, practice, and challenge. Reply Ignacio Ortega-Alvarez on February 2, 2014 at 11:34 pm Bob, This article is excellent and very helpful for me in this particular moment. It helps me focus on the conversations I am missing. THANK YOU!!! Reply David kamnitzer on January 31, 2014 at 9:22 pm thank you so much. I am very interested in learning more about how to intervene in the area of moods, especially the mood of resignation. The only approach I currently know how to use is to identify it and see it for what it is and encourage people to recommit to possibility. I know this is difficult for many people to embody. Reply We'd love to hear your thoughts! Please comment below... Cancel replyYour email address will not be published. Required fields are marked *Comment * Name * Email * Website Δ This site uses Akismet to reduce spam. Learn how your comment data is processed.