Leanne Cruden’s Post

One of the places I have learned most about groups, organisations, power and its uses and abuses is the Group Relations Conference environment. If you are thinking of coming to the @ISPSO Annual Meeting in Sofia in July, please join my colleagues sarah wynick, @Mellini Mahadevan and I for a Professional Development session focussed on what we have learned - and can learn. Here's a short video saying a little more! https://lnkd.in/eqcPG5ju

Just completed the "Developing Cross-Cultural Intelligence" course!

It was an honour to present at last week's Oxford Brookes International Supervision conference, and a big thanks to Peter Jackson and the team for organising it. The day was "jam packed" and as a veteran of these events my strategy for learning is to relax into the presentations and trust that "what sticks" is sufficient. So over the next few weeks, I'll be sharing those snippets that reached out and hooked me... I won't pretend this will be an accurate summary of the event... nonetheless I hope they are worth the sharing....?? 🤔 Let me begin with a link to a poem ... this actually came from a response from Fenella Trevillion a colleague in the audience. The presentation was about ruptures and disruption in a supervision relationship by David Lane and Sarah Corrie. The conversation was about how (im)possible it was to create a safe enough space. Fenella floated the idea of creating a brave enough space .... I loved it!! Apparently her inspiration came from this poem https://lnkd.in/evdmjAa7 What's your sense? As a supervisor do you aim to create a "safe enough" or a "brave enough" space for supervisees? As a supervisee, what's your hope... to work in a "safe enough" or a "brave enough" space? I'd love to hear your thoughts..... #supervision #psychologicalsafety #holdingspace

Party's over, now back to where I left off! Yes it's true my "book-iversary" (thanks Sarah Barker for the new vocab!) are over for another year. So...before I ate far too much birthday cake, I attended Oxford Brookes International Supervision conference (early May) and I promised to share my "take-aways" with you. Here's no.2 : During David Lane and Sarah Corrie session on Resistance and Ruptures we David made this comment "if you stop paying attention to the working alliance, resistance arises" His words rang loudly - I know this to be true intellectually, practically and viscerally - yet hearing this phrase, put so succinctly and so matter-of-factly, it was like I was meeting this idea for the very first time. And it offered me relief. For a long while now I have wondered why I have seem to have very few "humdingers" within my supervision groups, perhaps I should be more challenging, perhaps it existed but I was blind to it ! Of course who knows what level of resistance and rupture is, "normal". His phrase brought solace because I am aware of how much focus I place on attending to our alliance. After the arrivals round, I always invite a moment or three to think about our contract (particularly when I sense a metaphorical roll of the eyes, well it is likely the umpteenth invitation to contract!). In established and familiar groups, I have noticed a level of acceptance and ease amongst the participants that "everything is fine just as it is". And yet this creates an unease in me - what might we be over-looking?! To keep our alliance in our awareness, sometimes I invite a round of re-contracting, asking "What of our contract feels important to you today?". I have also experimented with asking participants to put in chat, one thing they wish to offer the group and one thing they want to ask for (bearing in mind whatever they intend to bring to discuss). Then before each participant takes the supervisee chair, I check in to see if what they put in the chat, still feels true. Sometimes it does .... and surprise, surprise sometimes it has shifted. Either is fine, as I now know that our working alliance is alive, not just assumed. As coaches we all know the importance of contracting, and yet sometimes we want to dive in and get on with the supervision. Yes this is an indication that the underlying level of trust is strong - however, David's words have reassured me that my deliberate interruption of flow, forcing attention on how we will work together today, is time well spent. So some questions I'd love to get your views on : * how many humdingers of conflict do you have in your groups? * how do you keep your working alliance alive? * what happens when the supervisor is blind to conflict in the group? BTW: here's take-away 1 in case you missed it https://lnkd.in/dKjSU8yd

Join The Pacific Institute's Winner's Circle Network: https://lnkd.in/edPEwf6G Here's the weekly message if you missed the email: What Do We Really Need? The distinction between needs and wants is often blurred, as we may focus on pressing "needs" such as a promotion or a certain social status. This can lead to tension and stress, as we feel pressured to meet these needs without achieving them. However, if we shift our thinking from a need to a preference, we can find a more positive way to experience life. For example, if we want fame, we may find that the world will continue to spin without it. Similarly, if we want to be recognized in our current job, we may find that this desire can be met through volunteer work. In order to understand the difference between wants and needs, it is essential to be honest with ourselves and find the truth behind our needs. This shift can significantly change how we experience life and may be worth trying.

Did you know that corporations failing to keep adequate records is one of the most common findings in examinations by the Office of the Registrar of Indigenous Corporations? Some examples of problems our examiners find: - not keeping the register of members updated - not keeping a register of former members - discrepancies between the register of members kept by the corporation and the copy they lodge with ORIC - minutes of corporation meetings not recording resolutions or the business discussed, and not signed by the chair - not getting consent in writing from a newly appointed or reappointed director - no records to explain financial transactions - missing employment contracts for staff and other employee records. Is your corporation doing a good job of keeping these records? Good record keeping can help your corporation control fraud or theft, make compiling reports easier, and prevent internal disagreements. Thank you to everyone who contributed to this CATSI Conversation.

Our final spot from the "Power of Being You" series is with RSM Enegry Consultant, Taimur whose curiosity of exploring other countries and cultures enables him to better serve his clients as he's always looking to fully understand the companies he works with: https://bit.ly/dash_rsm

It’s Stampede time in Calgary! WABE’s Secretary/Treasurer Cameron Thomson stopped in Diversified’s Kickoff Soriee and meetup with Ken Gould and Calaigh Copland. Connecting with WABE friends at industry events reminds us we are not alone in the work we do. Taking time to meet new people working in your field can give you an alternative perspectives, a chance for creative ideas to be seeded or a feeling of pride sharing your career story. Engaged employees tend to have stronger relationships with their bosses, are better prepared to tackle new challenges and changes, feel more valued by their employers, manage stress more effectively, and experience greater overall life satisfaction. At WABE we believe there is value in connecting and providing a space and events for our industry friends and business to gather. https://wabe.ca

🎥 Just finished editing a video for the Student Marketer Community, JCUS! 🇸🇬🎓 If you're about to start your journey in this amazing city, this video is a must-watch. From finding your way around to settling into student life, we've got you covered. A huge thank you to Sophia Liang, Melissa Tan, Vivek Vardan Reddy, and David Uy for sharing their honest insights—they’ve truly made this session special. Whether you're a prospective student or already here, this webinar is packed with practical tips to help you thrive in Singapore. Catch the replay and join the conversation! 🎬 Watch it here: https://lnkd.in/g-JZRQ9U #JCU #Jcusingapore #Studentmarketercommunity #AuthenticConversations"

Join The Pacific Institute's Winner's Circle Network: https://lnkd.in/edPEwf6G Here's this week's message! Power Comes from Within Power can be perceived negatively, leading to abuses and undesirable impacts on our lives. However, there are also positive uses of power. People often believe that power means having control or loss of control, but it is actually about having the power to act, influence, cause, create, and do. Power is not an external force, but rather an internal one, derived from feeling accountable and authority for one's life. It comes from a strong, vital, and respectful connection to others, including family, friends, and community. This personal power benefits both the individual and others, and if used correctly, it benefits others more. To understand personal power, one should ask themselves if they feel powerful and why. If they do, then the next question becomes, "How do I use my power?" Each answer reveals a facet of our personalities and souls. By recognizing and utilizing personal power, we can empower ourselves and others in our lives.