PULSE Enneagram

I attended a concert last night.  Cyndi Lauper opened for Cher.  Cyndi is 60 and still having fun and entertaining others.  Cher is an icon.  She looks Fabulous at 68.  These ladies love what they do.  Cyndi had a lot to say to the old folks who remembered the things she was talking about and to the young ones in the crowd she said “Look it up.”  in her delightful Queens’ NY accent.  It was a great evening.

What keeps them so youthful?  I think it has a lot to do with attitude.  They are very different people.  If I were to observe for direction and orientation, and I did, I would identify Cher’s orientation as past.  She talked about her past accomplishments and much of her show was spent reminiscing with video of her from the past. Rather than move toward the crowd, she moved away.  I know that sounds strange but she didn’t engage that much.  Between songs she disappeared to change costumes.  She looked fabulous and reminded us that that was what she was there to do. Cher has always been a differentiator.  She works at adding beauty to the world … her own. And there is a melancholy about her that she hides with costumes and fabulous acts on stage with her.

Cyndi on the other hand, is present oriented. Her album is remastered and rereleased to freshen it up.  Although she talked briefly about the past, she responded to the audience in a very present kind of approach and she sang from her heart for us, songs we knew and songs we were less familiar with. She was sharing in the here and now.  She knew where she was.  She entered through the crowd wearing a red serge jacket and a tan hat as a tribute to the Mounties.  She also did one or two songs in a Calgary Flames jersey. She moved TOWARD the audience.  We could not escape her. She was in our faces and we all loved it.  Cyndi is a take charge kind of girl who is going to make sure that girls and everyone else have fun.

In both cases the youthfulness comes from a strong sense of self and a willingness to keep moving, to keep doing what you did when you were young so that you can maintain that feeling.  When it stops being fun I know they will stop.  Cyndi does it because she can.  She is doing musicals and taking shows on the road because she loves it.  I think Cher does it for others … her fans … who adore her and remind her how fabulous she really is.

Thanks to both of you for crushing the ‘granny’ stereotype.

I am not sure why but this morning I have been thinking about the movie “The Wizard of Oz.”  I think at the Academy Awards they recognized the 75 th of anniversary of the film.  I remember P!nk singing “Somewhere Over the Rainbow.”  Maybe that is why it is with me.

The characters …Scarecrow, Tin-man and Lion … were all searching for something.  Even Dorothy was looking for a way home.  These characters represent our Head, Heart and Body.  Scarecrow was looking for a brain. What the Wizard gave him was evidence of his already being smart with a diploma.  The diploma gave him the confidence to move forward.  The Tin-man was looking for a Heart, ways to connect with other people.  The Wizard again gave him evidence that he already demonstrated the compassion he was seeking. The Lion was looking for courage.  He wanted to be brave in the face of present danger.  The Wizard gave him a medal as evidence that he had already demonstrated courage and bravery. Confidence, compassion and courage.   Head, heart and body.

Dorothy, too, discovered that she had had the power to return home all along.  All she had to do was click her heels together three times and say …”There is no place like home.”  Like Dorothy we all  have  the power we need within us to make a change and make a difference.  We can demonstrate confidence, compassion and courage under certain circumstances but we may not be very good at recognizing our own strengths.  Think about a time when you had the confidence to make a change and the compassion and courage to make a difference.

BE the Wizard today.  Give someone else evidence that they already possess confidence, compassion and courage.  Do it by noticing for them what they may not recognize in themselves.  Tell them their own story from a different perspective.  They will smile.

So let’s continue the SHIFT approach to evaluating and perhaps adjusting your life to meet your needs with a discussion of what Independent Spirit means.   The middle finger represents relational intelligence.  I have chosen to use independence as a scale for measuring relational intelligence because having a sense of independence is so important to be able to manage yourself in any relationship.  An independent spirit means that you are fully aware that you deserve to be treated well, to have respect and consideration as well as to give it to others.  It means that you make decisions based on your own AND the others best interests. That way you are better prepared to manage the space between you and the other person.

It is less likely that you will become lost or stuck in a relationship that is toxic if you have a great measure of self-esteem to work with.  No doubt that self-esteem will come from high scores on all of the scales.  It is important to know who you are and that you can stand on your own two feet. Know, too, what you have to offer in the relationship whether it is a work environment or not as well as what you can gain from being in the relationship.

Learning about yourself in relation to others is important.  There are many psychological tests and self-help books that can help you with that.  I love the Enneagram for helping me understand the space between me and others and how I can manipulate my responses to get the responses that serve us both. Manipulate might be a strong word but it really means that you can adjust what you are doing to improve the interaction and make it healthy for both of you.

Some might argue that interdependence should be the top of the scale for relational intelligence.  Maybe …. But a measure of  independence is a prerequisite for healthy interdependence.  Let’s start there.  Are my needs being met in the relationship?  If not renegotiate the relationship or leave it all together.  This may sound a little one-sided.  The other question of course is are THEIR needs being met?  If not what can I do to meet those needs and maintain the relationship?

You have heard me talk about the five As before.  Relational well-being really needs all five.  Appreciation, affection, approval, acceptance and allowing for both parties to gain a level of independent well-being within your relationships.

What I mean by independent spirit is better understood if you consider life as a talk show. You would be Oprah.  You are in charge of who the guests are on the show.  You control the conversation and when appropriate you give them the stage but you always maintain that independent decision-making about what’s good for the show.

It is the middle finger.  Use it if you need to to get what you need to maintain your relational well-being.



The first scale for measuring well-being on the SHIFT hand from the last blog, SHIFT Happens, is the scale for mental or intellectual well-being. It can be found on your pinky finger. How sharp are you today? That is the first question. Are you feeling on top of things mentally or are things a little foggy and dull today? On a scale of 1 to 10 how would you rate your mental well-being today?
Scales are personal. Only you can determine what they mean for you. Generally speaking you have an average day that ranks around a 5 on your scale, a day where nothing gets missed and things go well. Nothing too exciting happens.  You answer questions that are asked of you and you accomplish routine tasks in routine ways.
Then there are days where a spark of curiousity illuminates the ideas in your head and you can hardly stand how brilliant you feel. Usually someone notices that you are ON and that lights you up again and away you go. The ignition is usually based in curiousity and the fuel is satisfaction of the curiousity, a new idea or a synthesis of thoughts that create new packaging for old ideas. A 10 day on the scale from 1 to 10, where your ideas are at your fingertips … literally.  You have a sense of feeling encouraged and motivated and in the groove.
And then there are days where you can’t even string a sentence together. On those days you tend to rely on your other modalities or intelligences to get you through. Some days all of the scales are close to the palm of your hand, at a 1 on the scale. On those days it might take the igniting of one intelligence to pull the scales up for all of them. Mentally it is curiousity. If you can find something to be curious about you can improve the scale almost immediately. Sometimes I just get curious about why I am feeling so dull minded. That can be enough of a spark. I write about it because words and language serve our mental wellness. Or I read something that might provide a spark.
Rest is important. We are dullest when we have had little rest. Energy is important and we can take energy from that spark of curiousity. Nutrition is important. There are many studies about brain food. Exercise is important. Sudoku or cross words or brain teasers give us a work out. Water is important. Hydrate you r brain. That three o’clock drop in mental capacity is best served by a tall glass of water. My First Nations friends always remind me that water is the first medicine. To improve on our sharpness scale it is important to keep hydrated.  Rest, Energy, Nutrition, Exercise, Water = RENEW for brain health and wellness.

Keep the mind Sharp so that we can SHIFT our integrated scales toward greater personal well-being.

A Sharp Mind – Pinky

A Happy Heart – Ring

An Independent Spirit – Middle

A Fit Body – Index and

A Trusting Soul – Thumb

Use your fingers to do your own check in now.

Watch for the next blog on ideas for improving your Heart well-being on the Happy Heart Scale.

If you are familiar with PULSE conversations you know that they provide you with tools to move people from the RED Zone of retaliation and anger to the GREEN Zone of connection and collaboration. I have often written about it when I talk to mediators and negotiators because in those circumstances people enter the conversation ready for a fight, in the Red Zone.

Recently I was working with a coaching client on his approach to an up coming difficult conversation. What I realized that we were doing together was creating a strategy for STAYING in the GREEN zone from the beginning. So we talked about how to avoid triggers and word choices that would make it impossible for the other person to take offense and move to red. It was an enlightening exercise for both of us.

We took turns playing the roles. I read to him what he had prepared and he could hear immediately what words might trigger an unfavourable reaction. Then we talked about remaining curious rather than accusatory, asking questions rather than giving opinions, listening for tense orientation and matching it for best opportunity to connect, matching and mismatching to move them to the purpose of the meeting, being clear about that purpose from the beginning and in fact following closely the PULSE structure to insure a positive outcome.

This is a very different purpose for the PULSE frame and associated skills but a very useful one for anyone in leadership who needs to deliver news in a way that won’t incite riots. How do you work with someone to have them come to understand some hard to hear news without triggering emotional responses that can negatively impact the working relationship? There are deliberate steps to follow and effective tools at your disposal. GHOST, POWER and HEART to name 15…..

I am hosting 40 hour PULSE Course in October and November. The first 16 hours are on line at your leisure, at your own computer with me providing feedback as you finis the modules. You receive a link and a password the first week in October. Then November 14, 15, 16 I have room for three more people to work with me on the practice part of the program in St Albert at the office. If you are interested or would like to recommend the program to someone else, let me know.

I am leaving for Europe today. I will blog when I can. Europe always inspires me. France and Italy this time. Au revoir ….

Today I had a nice chat with a school administrator interested in what we do at PULSE.  I decided to reprint the email I sent to him because it provides  information that others may like to have.  Comments welcomed…..
“It was nice to chat with you today.  I just wanted to follow-up with a few items as promised.  The dates of the 2 day workshop that is an open enrolment opportunity is April 12 and 13 at the Petroleum Club in Calgary.  That particular workshop is focused on collaborative teams and the attitudes, skills and knowledge that you will receive from the presentation seem to me to be a good fit for the situation you find yourself in.  There may be a mix of industry and government people in attendance.  As discussed we will charge you our government rate.
Alternatively we could offer a separate, education focused seminar to you and three or more other colleagues at your campus.  You would have greater input into the content of this type of seminar as we would be free to customize the program.  As I mentioned on the phone I taught G&T and have grand-son at Janis Academy who is Autistic spectrum.  With my experience as a teacher, vice principal and principal before I became a mediator, in the court system and with government agencies and now as a trainer and author on conflict resolution along with your knowledge of the situation on the ground,  you and I should be able to find the right combination of questions and answers and opportunities for experiential learning to meet the needs of all of those involved.
Our training always involves using the tools to teach the tools so everyone comes away with applicable and timely tools to put to immediate use.  they come away with an understanding of what to do, how to do and why to do it.  They come away with a protocol, and a process for effective and meaningful conversation … no matter the purpose or the participants.  Students, parents, staff will all respond differently when you put these simple principles to work. AND we include 30 minutes of follow on coaching after the program.
I also want to mention the webinar series that begins in February as an alternative or a supplement to the two-day face to face seminar in April.
February and March we are also offering Mediation Certification with the Alberta Arbitration and Mediation Society.  The first 4 sessions are webinars that provide the basic Concepts that support mediation and why it works.  Than the Concepts course is followed by three days of Practice, where you would practice the skills of a mediator with the guidance of qualified mediator coaches.  As I mentioned, these courses lead to certification with the ADRIC.
The Sociology in the Workplace seminars I spoke about are being given to sociology classes at Mount Royal University Monday and Tuesday of next week.  The same presentation has been given to the Calgary Change Management Think Tank where it was entitled … “What gets you up in the morning?”  I think this could provide your staff with a nice introduction to another way to consider or filter the behaviours they see in the building.  I would offer you that one hour presentation for free for your staff.  We only need to find a time that works.  As I mentioned it provides a sociological construct based on a three by three matrix of people and how they relate to others and the world.  People are moving with you, away from you or towards you.  They are also oriented to the past, the present or the future.  put these 3×3 on a grid and you have the nine sets of Beliefs, Expectations, Assumptions, Concerns and Hopes, the BEACHs of the human experience in society.
Finally I want to mention our Principals; Faces of Change book.  I will drop a copy by your office Monday or Tuesday.  There is also a five-day seminar that we have developed to accompany the book but it doesn’t sound like a perfect fit for your situation at the moment.  I would appreciate though, if you could read it through and provide feed back as to the value it has for school administrators and ways the you could see us distributing it to other principals.
I am excited by the possibility of working with people who are on the ground in education.  Over the past number of years I have worked with government departments here and in the US but my heart is still in education.  If there is a way that I can help make that path easier for you, your colleagues, the students and parents at your school I would be honoured to be invited to do so.
Thanks again for the call ….

PictureDr. Nancy Love

Calgary, St Albert, Vancouver

Next week I am heading to Hawaii for three glorious weeks of writing.  I want to thank all of you for responding to the writing on the blog and providing valuable feedback for what will be the BEACHs book.  Any further comments you have on the BEACHs would be welcome and timely right now.  I am working hard to complete this two-year project.  There have been distractions and set backs and …well you know what its like when a project is not your first priority… it just doesn’t happen.  I guess I have been waiting for the book to finish itself…. That is not happening so I am off to commit my time in the sun and on the BEACH to the completion of the book.

It is not a hardship to write in Hawaii.  It is such a beautiful place.  This year getting away from Canadian winter isn’t as compelling as it usually is.  It has been mild. But there are no BEACHs here in Alberta.  NONE.

2012 will be a great year.  Leap years often are for me.  It is a purple year.  A year of peaceful productivity.  I am so looking forward to spending more time with you on the blog, in our new Red Team – Green Team webinar series and in person when I can.  This first month is about organizing and setting goals, which is critical, and about planning the year using the PULSE Frame so that the goals are achievable and the plans are sustainable.

Evaluating the ongoing projects and setting milestones for them is important for me.  Also important is the addition of a new project or two that will add value to what we already do.  I have made lists of things I want to know more about, things for completion and things to begin.  I need a new five-year plan this year, too.  Not sure what that will look like yet but it will definitely include more time here in the office in St Albert.  I really like it here.

Hope everyone had a great holiday season.  Happy 2012.

One of the very important considerations for the study of the Enneagram is its long history of a method for understanding the world in which we live and the human experience within it.  When you examine that history you see that Pythagoras and Socrates and Plato used the symbol in their pursuit of wisdom and knowledge.  George Gurdjeiff is often cited as the first to use the symbol in the way that it appears in modern times.  He lead the Seekers of Truth in the early 1900s on a quest for answers to the questions of the universe.  He was a cosmologist, studying the cosmos through ancient writings.  The I Ching, the Bible, the Koran, the Talmud, any evidence of man’s consideration of the universe and how it works came under the scrutiny of Gurdjeiff and his followers.  The Symbol represented what is known and contained a juxtaposition of the rule of 3 and the rule of 7.  Mathematics is better understood using the symbol.  The science of Systematics evolved from that particular preoccupation of Ouspensky, one of Gurdjeiff’s Seekers of Truth.  The symbol has been applied to many areas of study which is what Gurdjeiff and his followers intended. 

In 2008 at the Atlanta Conference of the IEA, I was mesmerized by Patrick O’Leary’s rendition of the Evolution of the Enneagram theory.  He presented a systematic overview from a scientific perspective looking at the Evolution of the Enneagram as you would the evolution of any theory. He himself was involved from the beginning and has met everyone along the way except for Ouspensky and Gurdjeiff who were alive around the turn of the 19th century.  He is a founding member of International Enneagram Association, the IEA. 

Speaking to the principles of and the evolution of theory, Patrick explains that it is a process of trial and error.  Biologically, genes change in their molecular constitution.  It is a random experience.  Nature tries out the new arrangement.  If it works it is passed on. If not it is eliminated.  Evolution’s second principle he says comes from environmental stress.  Those that weather the stress test are passed on and those that don’t disappear.  Analogously, the Evolution of the Enneagram has been a trial and error of ideas. Some ideas have found support and have stood the test of time but most have not. 

Patrick’s first experience with the Enneagram occurred in 1971.  It was the end of the 1960s which was a decade of phenomenal intellectual exploration which coincided with his own experiences as a graduate student in four different programs. In 1971 he was completing a degree in theology with the Jesuits working toward ordination as a priest in a program that rested on previous study of philosophy.  For him it was what he describes as “intellectual hell” with very little practical and/or scientific connection until he signed up for a course called “Religious Experience” being taught by a Jesuit priest who he had known as his high school math teacher.  The teachers name was Bob Ochs.  Bob took a sabbatical at Esalen in California at the end of the 1960s.  The experience had changed him.  Once a staid high school math teacher he now dressed in bell bottoms and flowered shirts and he was cool. 

Fifteen students gathered in Bob’s apartment sitting in a circle on the floor to begin a journey into Religious Experience. They were interested in anything that would uncover the mysteries of life.  Patrick had done the Myers Briggs, Gestalt, and the Encounter Groups and as a Jesuit he was required to do 30 days of intersections, with one half day in contemplation.  Patrick wanted something more, something that he could grab hold of to explain how he could relate to another human being.  Bob Ochs had the students sit on pillows and do breathing exercises.  They learned about Zen and meditation all of which was mind expanding and wonderful.  Somewhere in the process Bob began to talk about an Enneagram theory of personality that was unlike anything that Patrick and the other students had heard before.  He identified the different types of personality by a number and described each in enough detail that the students were hooked. 

Jerry Wagner was also a student of Religious Experiences with Patrick. Jerry and Patrick convinced Bob to offer Religious Experience 2 which became a course about the Enneagram and so they spent an entire year meeting twice a week for three hours learning about Enneagram.  Bob talked a lot about his own perspective.  Over the centuries and millennia of knowledge, scientists find names for things according to their body of knowledge and their needs of the moment.  Somewhere in the late 1800s and early 1900s a young man by the name of George Gurdjeiff gathered information from a variety of sources.  That was the beginning of the Enneagram as we know it today.  In the 1970s, Gurdjeiff’s vision was transmitted to Oscar Ichaso and the Arica Institute in Chile was born.  In 1971 Claudio Naranjo who had been with Oscar at Arica took his understanding of the Enneagram and brought it to Esalen but Claudio, the psychologist, put an entirely different spin on it.  1972 Bob Oches, after having heard Naranjo at Esalen, brought the Enneagram to Chicago, to the Jesuits who were studying there and there was an explosion on the understanding of the Enneagram.  In 1984 Patrick wrote the next book that systematically put all of the information in one place. 1987 Don Riso wrote the second book that spawns an industry and a knowledge explosion.  1988 Helen Palmer intuits the entire Enneagram into a book and disseminates it.  In 1994 she hosts a conference at Stanford, presenting her work.  The conference brings together those who had written about the Enneagram and those who were interested.  1500 attended which provided another explosion, and more ‘gene’ carries to carry the Enneagram even further into the process of evolution.  In 1995 – the International Enneagram Association was founded to complete a mandate from the 1994 Stanford participants to continue the evolution.  1996 the first conference of the IEA in Chicago was put on by Patrick O’Leary and Jerry Wagner.   2006 a conference in Italy provides the multination event and an opportunity for another explosion of ideas. The 2008 IEA Conference has 19 countries represented.

Others present a different history.  The Arica school suggests that Pythagoras was the originator of the Enneagram and that it was originally a Pythagorean seal.  It represents mathematics at its best.  Oscar Ichazo who founded the school at Arica was the first to identify it as a psychological tool.  Gurdjeiff was attempting to explain a cosmology, a working of all things, not only how people work but how the world works, how do the components of the universe work together.

Another principle of evolution is that it continues. Survival of the species is still by trial and error.  Ideas, theories like those of Pythagoras and Gurdjeiff evolve.

Through trial and error applications of the mutated ideas survive or not, and Oscar Ichazo’s psychological interpretation mutated by Claudio Naranjo and transmitted to the US at Esalen in California has caused an explosion of interest and spawned many new ideas.  My own sociological perspective, the Ethnography of the nine sub cultures represented in this book is another one of those evolutionary events that began with the cosmology of Gurdjeiff.

The Evolution of the Types

The Enneagram of Personality typing describes nine differentiated personalities.  The types and the numbers actually make sense to me.  One is PERFECTION, singular.  Two is CONNECTION, relationship between 1 and 2..  Three is SUCCESS, good, better and now BEST.  Four is DIFFERENTATION, separating from the others.  Five is DETACHMENT moving away to find room to think.  Six is SECURITY moving with the others to find a safe place to fit in.  Seven is EXCITEMENT, performing for attention and to have fun.  Eight is POWER, wanting to dominate and rule and Nine is PEACE wanting to see everything and include everyone is a peaceful perspective.

Although there has been agreement on the core essence represented by the numbers on the Enneagram, authors over the past few decades have chosen their own descriptions as the Evolution continues.  Here are descriptions of each of the types from Riso and Hudson, Palmer and Daniels, Reynolds and Wagner as well as some commonly used other description.  Riso and Palmer were among the first to write about Enneagram in the 1980s and Jerry Wagner was with O’Leary in the Chicago group of 15 with Bob Ochs.  Susan Reynolds has more recently published works on the Enneagram.

Connection BEACH 2

 In recent editions of their works, Riso and co-author, Hudson describe the 2 point personality as the Helper while Palmer and her co author David Daniels choose “the Giver”. The type has also been called the Caretaker, the Loving Person, and the People Pleaser.  Twos seek love.  Jerry Wagner identifies the passion or sin of the 2 as pride and the divine idea as love.  The Two point personality is described as generous and healing when they are healthy and possessive people pleasers on the unhealthy side.  Riso & Hudson and others have identified nine levels of health for each of the nine types.  Riso & Hudson identify the lost childhood message of the 2 as “you are wanted”.  What’s missing for people on this BEACH is CONNECTION.

Success BEACH 3

Riso & Hudson call the 3 point the achiever.  Palmer and Daniels refer to it as the Performer.  The Succeeded and the Effective person are also used.  Reynolds call the 3 personality type King of the Hill because of their deep seated need for prestige and to be envied.  The Passion or Sin associated with 3 according to Wagner is deceit and the divine idea is efficiency.  On the high side 3s are inspiring examples of excellence and authenticity.  On the low side they pursue success and status without regard for others.  Riso and Hudson identify the lost childhood message of the 3 as “You are loved for yourself”. What’s missing for people on this BEACH is SUCCESS.

Differentiation BEACH 4

The 4 point on the circle represents what Riso and Hudson refer to as the Individualist and what Palmer and Daniels refer to as the Romantic or Tragic Romantic. The artists as the original person are also used to describe this unique personality. Reynolds used Creative Seeker to describe 4s.  Wagner identifies envy as the passion or sin associated with 4 and the divine idea as uniqueness.  On the high side 4s model creativity and have intuitive powers.  On the low side they are moody, melancholy and self conscious.  Riso and Hudson identify the lost childhood message for 4 as “You are seen for who you are”.  What’s missing for people on this BEACH is DIFFERENTIATION.  They are seeking ways to be different and to be noticed.

Detachment BEACH5

The 5 point on the circle represents the Investigator according to Riso and Hudson and the Observer according to Palmer and Daniels.  The Thinker and the Wise Person are also used to describe this type.  Reynolds uses Masterful Hermit to describe 5s.  Wagner identifies their passion or sin as avarice because of their apparently stingy nature and associates wisdom as the divine idea for this type.  On the high side they are visionary intellectuals and inventors.  On the low side they are eccentric and isolated.  Riso & Hudson lost childhood message for 5 is “your needs are not a problem”.  For people on this BEACH what is missing is Detachment.  They seek solitude and time to think and consider.

Security BEACH 6

Point 6 is referred to as the Loyalist by Riso & Hudson and the Trooper by Palmer and Daniels., although 1988 Palmer referred 6 as the Devil’s Advocate.  It is sometimes referred to as the Loyal Sceptic or the Team Player.  Reynolds uses Loyal Guardian to describe 6.  Wagner identifies fear as the passion or sin and faith or trust as the divine idea.  On the high side 6s are full of courage and commitment. On the low side 6 struggles with anxiety and rebelliousness.  Riso and Hudson’s lost childhood message for 6 is “you are safe”. People on this BEACH are seeking Security.  For them it is what is missing from the world.

Excitement BEACH 7

Point 7 on the circle represents Riso and Hudson’s Enthusiast.  Palmer and Daniels call the 7 point Epicure.  The Materialist and the Joyful Person are also used.  Reynolds describes type 7 as the Optimistic Dreamer.  Wagner attaches gluttony as the sin or passion and joy as the divine idea for 7.  On the high side 7s become highly accomplished and are high spirited.  On the low side they can be distracted, way laid, impulsive and impatient.  Riso & Hudson’s lost childhood message for 7 is “you will be taken care of”.  What’s missing for people on this BEACH is Excitement.  They are seeking to have fun and be joyful.

Power BEACH 8

The Challenger is the name for point 8 given by Riso and Hudson.  Palmer and Daniels call it the Boss.  The Leader and the Powerful Person are also used.  Reynolds describes 8 as the Dominator.  Wagner attaches the sin or passion of lust and the divine idea of power or strength to the 8.  On the high side the 8 is magnanimous as a leader.  On the low side 8s are controlling and intimidating.  Riso and Hudson’s lost childhood message for 8 is “you will not be betrayed”. What’s missing for people on this BEACH is a sense of Power or control over their situation.

Peace BEACH 9

The 9 point is labelled the Peacemaker by Riso and Hudson.  Palmer and Daniels call the 9 point the Mediator.  Others use the Preservationists and the Peaceful Person.  Reynolds describes 9 as the Peaceful Lamb because 9s avoid conflict at all costs.  Wagner identifies indolence as the passion or sin for 9 and peace as the divine idea.  On the high side 9 brings people together.  On the low side 9 is passive and stubborn.  Riso & Hudson’s lost childhood message for 9 is “your presence matters”. What is missing for people on this BEACH is Peace and contentment.

Perfection BEACH 1

Point 1 is known to Riso and Hudson as the Reformer.  Palmer and Daniels preferred Perfectionist.  1s have also been called the Critic and the Good Person.  Reynolds refers to 1 as the Evangelical Idealist because of their concern with high standards and moral principles.  Wagner attaches the passion or sin of anger to 1s and the divine idea of goodness.  On the high side 1 lives with integrity and reason.  On the low side 1 is resentful and perfectionistic.  Riso & Hudson’s lost childhood message for 1 is “you are good”.  People on this BEACH are seeking Perfection.  That is what is missing from the world.

All of these authors and others describe in great detail these types and provide integrated models of the human psyche with an emphasis on creating a full spectrum model of human growth and development.  From Jesuits like Wagner there are also spiritual overtones which harken back to the original work of Gurdjeiff as he searched for the answers to the questions of human psyche and everything else as he studied the ancient spiritual texts.

Others have researched the connection between Enneagram at the divine.  I have myself, written about the connection between the spiritual illusions as identified by Neale David Walsch author of Conversations with God.  I connected  illusion of judgement with point 1 the perfectionist; the illusion of conditionality with point 2, the helper or giver; the illusion of failure with point 3 the performer; the illusion of condemnation with point 4, the romantic; the illusion of ignorance for point 5, the observer; the illusion of requirement for point 6, the loyalist; the illusion of insufficiency for point 7, the enthusiast; the illusion of superiority for point 8, the boss; and the illusion of disunity of point 9, the peacemaker.

*Insert chart from Blog June 26, 2008*

As you can see from the chart I also connected them with qualities described by Riso and Hudson that each of the numbers strive for in order to reach an evolved or enlightened state.

The nine points and personality types are the tip of the Enneagram of Personality Iceberg.  The 9 types are categorized into three instincts:

  1. Heart or emotional instinct: type 2, 3, 4
  2. Head or intellectual instinct: type 5,6,7
  3. Gut or Physical instinct: type 8,9,1 (Reynolds 08 p. 87)

Authors also describe the instincts or centres with similar yet differentiated language.

All of that to say that although this book is based on thinking that began with a study of the conversation and the use of the Enneagram the evolution away from the personality typing is intentional.  I want to identify a stance… a place where people look at the world, a perspective that can change depending on input from the environment – internal or external.

So I have identified the BEACHs – Sets of Beliefs, Expectation, Assumptions, Concerns and Hopes.  Beliefs are what people hold to be true.  Expectations are what they seek in a given situation.  Assumptions are what they base their actions on.  Concerns are what they fear, what keeps them stuck and Hopes are what move them forward.  Each set has a title for the BEACH

Perfection, connection, success, differentiation, detachment, security, excitement, power and peace are the titles for the BEACHs … the places of and perspectives on the world.

People Using Language Skills Effectively

By Dr. Nancy Love


If you have been on the planet a while then you already know how to speak and listen to your fellow human beings.  You have probably experimented with different approaches to communication and have developed your own repertoire of how to get what you need out of a conversation.  You have been more or less successful in your everyday encounters and have learned to adjust what you say and how you say it according to the situation and the audience.  The skills presented in this article are not necessarily new to you.  These are the skills of conversation that you have used or that someone has used with you.  The purpose here is to define the skills in a way that will allow you as a mediator or, as I prefer to call myself, a conversation practitioner, to access them more readily and know when each skill can be most effectively put to use in a conversation and in the high conflict conversations associated with mediation. 

Using language skills effectively in conversation requires your attention and your intention to be deliberate and focused.  The PULSE conversation has helped many people resolve differences by showing them when and where to apply the skills and structure so that sustainable outcomes can be assured.  The PULSE Conversation Frame provides the structure for successful, effective conversations.  It is a five stage process that Prepares people for the conversation by setting a purpose, process and a protocol, determining a level of confidentiality and authority, defining roles and a time commitment at the beginning.  Parties then Uncover the circumstances from the past that precipitated the conversation and give a title to “the story” by answering the question “What is to be decided or resolved?”  Parties speak directly to each other to Learn the significance of “the story” and use that information to set criteria for a sustainable future.  Then they Search for options that will meet their criteria in a brainstorm session.  Once options are identified those that are feasible, doable and within the authority of the parties are chosen for consideration in the Explain stage where a detailed plan of action is generated by the parties.  Each of the stages relies on the different skills of the practitioner to create a sense of comfort, to be courageous, curious, confident and committed to the process and a sustainable, balanced outcome.



PULSE identifies twenty skills for conversation practitioners to use.  The twenty can be divided into four sets of five skills which support each other.  Table 1 lists the skills and indicates the relationship:


Table  1

Intention to encourage … GHOST HEART POWER Wheel of Change
 Comfort Gentle Hush Paraphrase Normalizing
Courage Honest Empathize Open Questions Transparency
Curiousity Open Attend Wait Immediacy
Confidence Specific Reflect Empathize Confrontation
Commitment Talk Trust Reframe Bridging


My intention is to describe the skills individually according to the acronyms or pneumonic we use to help people remember them (down the chart) and then re-examine them according to their shared purpose (across the chart) and include a description of where in the PULSE conversation the skill is used to greatest advantage.  This article focuses on the Gentle, Honest, Open, Specific Talk, the protocol of the PULSE conversation.


In the PULSE conversation participants are asked, invited really, to speak gently to each other.  Speaking gently allows the other person to keep on listening.  You know that when someone uses an aggressive tone with you, you tend to shut down, so to avoid any risk of shutting the other person down or raising their defences participants are invited to speak so the other person can hear what they are saying.  We use gently rather than respectfully because out of respect parties may hold things back or say things that may not be entirely true.  Speaking gently allows the other party to hear everything that is on your mind, not just the things that someone in their position ought to know.  Finding a way to say everything that is on your mind can be the key to quality, sustainable resolutions and decisions.  Choosing gentle words so that the impact is cushioned is a skill.  Speaking so others can listen takes practice because the situation and the perspective of the other person will influence the words, the tone, the pace, and the delivery of your version of the story.  Each person will have their own perspective on the situation and on the world.  To speak gently is to value the others perspective and to work at building a shared perspective from which to see the future together. 

What I have learned through the study of personality typing and from my own sociological research, living among people in conversation for the last 30 years is that there are nine basic perspectives on the world. Each one represents 40 Degrees of the entire 360 Degrees of perspective available to us as human beings.  Each is a set of Beliefs, Expectations, Assumptions, Concerns and Hopes that have come to be known as the PULSE BEACHes.  Knowing the 40 degree perspectives in conversation, the PULSE Beaches, gives speakers knowledge and flexibility as they choose their gentle words.  The perspectives have two dimensions.  One represents their orientation to the world.  The other presents their movement in the world, what I have called their direction in conversation.  People in conversation come with one of three orientations.  They are either focused on the past, the present of the future. Each orientation will take one of three directions; moving toward, moving with or moving away from.  See Table 2 for the complete list of nine perspectives on the matrix.  For example, those who are focused on the past come from emotion and will take have one of three directions or perspective that they take.  They may be moving toward the circumstance.  I call these people dancers.  They may be moving with the circumstance.  I call them dutiful, which is how Helen Palmer and Riso and Hudson talk about them.  They may also be moving away from the circumstances.  I call them detachers.

Table 2 – PULSE BEACHS – nine sets of Beliefs, Expectations, Assumptions, Concerns and Hopes

  Past – Heart Present- Body Future- Head
Dancer – moving toward Success Power Excitement
Dutiful – moving with Connection Perfection Security
Detacher – moving away Differentiation Peace Detachment


The names of the individual BEACHes describe what people on those BEACHes are seeking in their lives, what is missing for them, from their perspective that would make the world complete.  Once the speaker has identified if the person is coming from a dutiful, dancer to detacher perspective and whether they have a past, present or future orientation then they can deliberately choose their words to create a story that the other can hear.

The invitation to speak gently gives parties the freedom and the comfort to enter the conversation.  They understand that although conversations in the past may have been unsuccessful, the opportunity to say things differently and the invitation to listen to someone who is speaking in a gentle way, changes the dynamic enough to move people toward changing their mind or their perspective on the situation.  Having a conversation practitioner present as witness to the conversation, someone who can “hold the space” for the conversation also gives them a sense of safety or comfort as they prepare to enter the conversation.


Red Zone                                             Green Zone
Yellow Zone

At first you wouldn’t necessarily identify being honest as a skill, however, the role of honesty in conversation cannot be overstated.  It takes courage to be honest and to say what you are thinking.  The satisfaction of both parties as to the outcome will depend on how honest they have been and how honest they perceived the other to have been.  Perception of honesty, genuineness and authenticity is crucial in conversation.  It is necessary if a sustainable outcome is to be achieved.  When we are in conversation our instincts are engaged and we can sense any indication of threat on the one hand or connection on the other.  Disingenuous or dishonest words or body language or ones perception of dishonesty will keep parties stuck in what I call the Red Zone of retaliation (Cycles of Perception – Figure 2).  They perceive a threat and experience anger and a reflex of fight, flight or freeze.  Dancers will move toward and fight the other.  Detachers will go away or flee from the other. Dutifuls move with the other and, not knowing what to do, will freeze.  Whichever reflex is triggered, it will facilitate a behavioural response that the other perceives as a threat.  The cycle of anger, flight, fright or freeze and perception of threat continues until perceptions change.  A key element for changing perceptions is honesty.  If parties can find the courage to be honest, to say what they are thinking, in a way that allows the other person to keep listening, then the cycle can change.  One genuine, honest, open gesture can turn a conversation around.  When both parties experience the conversation as authentic and honest, then perceptions of threat are replaced by perception of connection or relatedness.  A conciliatory gesture or any action or word perceived as honest and conciliatory, any perception of voluntary vulnerability will begin to move parties through the Yellow Zone of conversation to the Green Zone of conciliation.  In the green zone the reflexes that are triggered when vulnerability and connection are experienced are to release, relax and relate.  Parties release the emotional response of the heart, they relax their body and begin to relate on an intellectual level, in their heads.  x

The fight is released. The flight is relaxed and the freeze begins to relate again to the world.  Release, Relax, Relate reflexes begin a new cycle of release, relax, relate which allows parties to continue to be honest and authentic with each other.  The skill is to notice and support the attempts at honesty and conciliation.  In conversation these attempts can be hidden in aggressive forms or erased by the “but” in the middle of the sentence.  For the practitioner, modelling honesty for parties is essential.  Listening for and identifying authenticity is also essential.  Asking them to say more about the honest, conciliatory pieces will help to move them closer to resolution by shifting them toward the Green Zone.

Honesty is also important in the Red Zone.  If things go unsaid, if people choose to be less than honest and leave feelings unexpressed then the quality of the resolution or decision is jeopardized.  Thinking not Talking (TNT) is dangerous, explosive really.  People harbour resentment for hurts not addressed and the parties are destine to repeat the patterns.  Encouraging honesty in the conversations is the first step toward establishing honesty as a key element of the relationship going forward.  Honesty in expression of content, process and response takes courage on the part of the parties and can make all of the difference in the outcome of the conversation.  Parities need to lay all the cards on the table face up.  “I think or know this …” “I am doing this …” “I am feeling this …” At each stage honesty plays a role.  When parties can be honest with each other and themselves in preparing for the conversation, when they can be honest about the past circumstance and uncover what the conversation is about: when they can learn from each other what is truly important to them about the circumstance so that they can identify criteria for a better future, when they can search real possibilities for the future, based on their criteria, in an honest, genuine exchange of actions then they are better prepared to explain in writing a sustainable plan of action for the future. 


As important as being gently and honest are, it is also necessary for parties to be open to learning what the other person is saying and to allow what is being said to influence their own version of the story.  This also takes courage and a curiousity.  It is scary to allow yourself to think that the other person’s point of view may have some validity.  We all convince ourselves that we are right about things.  It’s what keeps us sane and keeps us going.   And everything we hear or see or experience provides us with more evidence of our “rightness”.  Being open to what is being said takes courage.  To be curious about the others person’s story requires a commitment to building understanding and relationship.  To be curious about what they are saying requires me to give up my story.  “My story” is supported by evidence, based on beliefs I hold, conclusions I have drawn, from meaning I have added, to the data that I have selected from what really happened.  To be curious and open to other perspectives means letting go of what I know and noticing different things about the situation or the other person.

What we know as human beings is that once you buy a red car, there are suddenly hundreds of red cars on the street that we have not noticed before.  The Ladder of Inference, Figure 3, and the reflex loop tell us that we see what we are looking for and we hear what we are listening for.  In fact our conclusions may be based on meaning that we have added to our own interpretation of events.  We may have projected meaning on to the actions of the other party that were simply not what they had intended at all.  The role of the conversation leader, the PULSE Practitioner, is to help parties stay open to the other person’s story by backing them down the ladder of inference to the shared, observable data so that new meaning can be added to the story and a different outcome can be achieved.

What we also know now, is that there are nine ladders. (See Table 2)  Three of them are oriented toward the past, three toward the present and three toward the future.  Three are moving toward the other, three are moving with and three are moving away.  Being aware that every story has nine perspective or ladders allows practitioners and parties to stay open to other interpretations of the story.  Like poetry, the circumstances we find ourselves in are open to interpretation.  Listening to different interpretations of the same story broadens our understanding.  It is not necessary to change your story.  You have the freedom to choose between understanding and agreement.  The purpose of the PULSE conversation is to create a safe environment where parties can prepare, uncover, learn, search and explain a broader understanding of the circumstance.  If the parties have heard new information and allowed it to influence their story, if they have remained open to another interpretation and demonstrated courage or curiosity or commitment to understanding the circumstance then the conversation is effective and perceptions and perspectives may change.



The Reflexive Loop (our beliefs affect what data we select next time)

The Ladder of Inference, Chris Argyris (Ross 1994)

Supporting openness in the conversation is tricky business.  Practitioners invite parities to be open to what is being said.  When the practitioner is not sure that party A has heard party B they can ask party A to “say more about…” to ensure that party B has the opportunity to hear and be influenced once more. To keep the conversation open, the practitioner guards against making the party appear to be wrong.  I have seen too many mediated conversation be derailed by a well intentioned mediator asking party B to repeat what party A said.  Either party B gets it wrong and party A is incensed or party B feels like the mediator has chosen party A’s story over theirs.  Either way no progress towards resolution is made.  One or both parties are likely to turn on each other or the mediator.  Asking Party A to say more about their own statement allows them to elaborate, allows party B to hear again and everyone saves face, remaining open to the story.  Of course the skilful mediator will then ask B to elaborate or “say more about…” a conciliatory word or words they may have used earlier to balance attention and focus equally on the parties.  Practitioners remain open to hearing what is being said and allow what they hear to guide their actions as they encourage parties gently and honestly to be open to the conversation.


Being Specific in a conversation eliminates misunderstanding and confusion.  It requires confidence from each party to trust the other with the details and confidence to the process.  When parties are encouraged to use examples and explain meaning then the climbing of the ladder of inference is slowed, halted or even reversed.  Many disputes turn out to be misunderstandings.  Encouraging the use of specific examples can clear things up and the future can become obvious.  Often in mediated conversation I hear “Oh … I didn’t know that … well then let’s do this ….” and things come quickly to resolution.  Sometimes parties may be using the same word and attributing totally different meanings to the same word.  This can happen at each stage of the conversation.  Have you ever had a conversation where later you wondered if you were both talking about the same thing?  When I served as high school principal I remember an incident where I had a brief conversation in the corridor with one of my staff members.  I asked how things were going for her.  She described the outcome of a situation she had been dealing with and although I was surprised by what she was saying I accepted her judgement as to the appropriateness of her response to the parent we were discussing.  I was puzzled so later I approached her again and learned that there were two “Janes” in her class and she had been talking about Jane 1 while I had been thinking about the situation with Jane 2 and her parents.  A simple miscommunication like this might have led me straight up the ladder of inference to a belief that the teacher was not in touch with what was going on in her classroom and I may have subconsciously begin to treat her differently.  She may be confused by my actions and do things that would feed into my reflexive loop and strengthen my false assumption because I was interpreting her actions as less than competent.  This kind of reflexive exchange can blow out of proportion to a full scale dispute with parties on both sides misinterpreting the actions of the other.  A simple clarifying question “Which Jane are we discussing?” can clear everything up so that both parties are on the same ladder.

Even when things have begun to derail, curiosity and confidence in the process can bring it back especially if that curiosity leads to evidence that builds confidence between the parties.  “I’m confused…” can elicit more information and add clarity.  “I’m confused” works better than “You’re crazy.” It is the gentle version. “I” statements such as “When you (insert behaviour), I feel (insert emotion) because (insert belief, expectation, assumption, concern or hope) is important.” You may even add “I prefer (insert alternative behaviour).”  This kind of specific talk builds trust and opens the conversation.  Focusing on the details, the specifics of the content, process or response within their conversation allows parties to begin to distinguish between their own unique perspectives, the others unique perspective and the common perspective they have for the future.  The unique perspectives legitimize their differences and the common ones give hope for a future together.

Being specific about how the conversation is proceeding (Prepare,) what the conversation is about (Uncover), why it’s important (Learn), what could be done (Search) and what parties agree to do (Explain) helps the practitioner and the parties move through the process.  Specific examples about what has happened in the past, what is happening now and what may happen in the future leave no doubt about the plan and its intention. Specificity leads to clarity at each stage and contributes to the sustainability of the outcome.  Stones left unturned may hide content, process or responses that may have a negative effect on the outcome and the relationship.  Practitioners keep their antenna up for any indication that parties have not understood each other.  The POWER tool, Paraphrase, Open Question, Wait, Emphasize and Reframe is used to redirect toward a clearer shared understanding of the positive aspects of the conversation and the relationship.  Focusing on the specific details of what is working in the conversation and the relationship allows parties to see the story and each other differently and the future becomes obvious.


Another way to move parties toward a balanced, sustainable outcome is to keep them talking.  Talk is the answer.  Circumstances do not change without a dialogue on the specific topic that is contributing to any sense of discomfort.  We often talk about the feeling in the office when the “undiscussables” are present.  The ‘elephant in the room’ is what we call the things that people feel ill prepared to discuss.  There is a level of fear, anxiety or insecurity attached.  The uncertainty, based on assumptions and different ladders, leads parties to the fight, flight, or freeze reflexes, and keep parities in the Red Zone where, rather than naming and dealing with the elephant, a cycle of retaliation is created.  Talk is what people need to do in order to move past the reflexes of fight, flight or freeze.  Choosing to talk, to have a conversation about the elephant can change things.  The first question directed at the subject throws light on the elephant and frees people to talk about it rather than around it.  The moment of curiosity is the first moment of change which can lead to the release, relax and relate reflexes of connection that build relationship in the Green Zone. 

Keeping parities engaged in conversation, keeping them talking for ninety minutes is key.  Most conversations last something less than that which means there is not enough time for the parties to “shift” from retaliation to conciliation, from the Red Zone to the Green Zone.  Ninety minutes is a commitment to resolution and it allows enough time for the four forces toward having identified by Dr. Dan Dana to kick in and influence people’s perception.  The first “force” is fatigue.  People get tired of fighting, fleeing or freezing, especially if it is not working for them.  They can usually maintain it for 1ten minutes or event thirty minutes but there will come a point when they move away from that reflex especially if a skilled practitioner is helping them notice the open gestures that the other party may be offering.  Those gestures are often hidden in defensive language and may need to be supported with a gentle “Say more about that” for the shift to begin. 

Fatigue is only one of the forces and on its own it is likely to lead only to a greater sense of frustration.  The second “force” is our in born desire for peace.  All human being are searching for a level of comfort in their lives.  That comfort will look different to different people.  I can predict from what we know about people and perspective  that there will be nine definitions for a peaceful, perfect, connected, successful, different, detached, secure, exciting, or powerful world. (Table 2)  We are all seeking that sense of comfort however we define it.  The third “force” identified by Dana is catharsis, that feeling you get after you say what is on your mind and the sky doesn’t fall.  There is a sense of relief when you can be honest and actually express your thoughts, actions and feelings out loud.  Sometimes our thoughts are so loud in our head we believe that the other “should” know what we are thinking and can be surprised by the response once the thoughts become words. Once the words are out in the world for everyone to hear there is a sense of relief or catharsis that allows you to release your emotional response, relax you body and relate to the other party.  The release, relax and relate reflexes move parities to the Green Zone where conciliatory gestures create a new cycle. 

Saying what you are thinking (talking) so that you can feel the catharsis or sense of relief is one side of the coin.  Hearing a conciliatory gesture as true, genuine, authentic and being open to allowing it to “land” will put the fourth “force” to work.  Dana describes the fourth “force” as the “inhibitory reflex”.  It is that reflex you feeling when you hear or notice something that you interpret as voluntary vulnerability.  It is a natural biological reflex to an expression of vulnerability from members of your own species to release, relax and relate when they are doing the same.  Just the way you are “hard wired” for fight, flight or freeze when you perceive a threat, you are also “hard wired” to respond with release, relax, relate when you perceive voluntary vulnerability.  One way to ensure that people move through fight, flight and freeze to release, relax and relate is to keep them talking.  A gentle reminder that nintey minutes has been set aside for the conversation may be all that is necessary to have one conciliatory gesture land as an expression of vulnerability and for the perception to begin to change. 

Other Skills

Gentle, Honest, Open, Specific, Talk are the skills or the intention that we encourage from the participants and the ones that we model as practitioners of PULSE.  Together they represent the protocol for the conversation.  We also use the other skills in Table 1 to improve the quality of the conversation.  Skilful practitioners give the “inhibitory reflex” a boost by using the POWER skills to Bridge to the positive statements they hear.  Paraphrasing, using Open questions, Waiting, Empathizing and Reframing, the POWER skills, provide the evidence of the listening while listening with HEART, Hush, Empathize, Attend, Reflect and Trust provide the internal skills for staying focused.  The skills on the wheel of change, Normalizing to create a sense of comfort, Transparency to demonstrate courage, Immediacy to demonstrate curiosity, Confrontation to demonstrate confidence and Bridging to demonstrate commitment to a positive future are the skills of the practitioner in difficult conversations.  Each of these sets of skills will be elaborated in articles that follow.  Each of the skills in turn contributes to the comfort, courage, curiosity, confidence and commitment of the practitioner and the parties as they move through the structured conversation toward resolution or decision.  We call it World Peace – One Conversation at a Time…..


Works Cited

Dana, Daniel. Managing Differences. Kansas City: MTI Publications, 2005.

Love, Nancy. PULSE Conversations for Change. Calgary: The PULSE Institute, 2008.

Ross, Rick. “The Ladder of Inference.” In The Fifth Discipline: The Art and Practice of the Learning Organization, by Peter Senge, 242-246. New York: Doubleday, 1994.

Sometimes life gets in the way of plans.  That happens to me on a daily basis.  I plan to write in my journal and to finish the projects I have started.  I plan to meet with people who will enrich my life and who may give me the opportunit to enrich theirs.  I plan to spend time at the computer in deep thought generating the words and sentences and paragraphs that will become the chapters and the books that fill my head.

I have had these kind of plans since I got back from Hawaii in May.  Lots has happened since may but my head is still feeling as full as it was then and my notebooks have had little action.  First there was finding a place in Vancouver and then making the purchase and setting up house.  Then there was my Dad’s heart attack and the hours at the hospital.  Then there were the meetings with colleagues who might become clients and the new coach, who is wonderful and the redrafting of workbooks and the website and the …….  I am sure you know how it goes.

I also know that the life I am leading is helping me get to the writing in a more meaningful way.  I have also picked up a couple of books that are having an influence on my thinking and so now maybe the time is right or should I say write.

I am excited about this notion of mine to situate the Enneagram in Sociology rather than Psychology.  It makes sense to me.  I like my notion that perspectives rather than personalities provides more flexibility.  You can change your perspective more easily than you can change your personality.  There are nine perspectives on the world.  We hold them tightly and yet new information or critical situations can decouple us from that perspective and allow us to shift and change our minds about things.  It is a great idea with so many possibilities.

What I have written is the beginnings of the ethnography of each of the nine perspectives or BEACHs.  I am enjoying the creative opportunity to take what I know from years of living among the cultures I am describing and tell the story from each of the 40 Degree perspectives.  I hope you will enjoy the read.

Back to the drawing board – starting over – that’s how it feels each time I steal time to write.  It isn’t something that I can pick up where I left off and continue.  It is something I must start again each time and with each revision it improves.  I am waiting to see where it takes me.  The drawing board is a great place to be when you can be there everyday.  That is my plan.  Two or three hours a day with real progress and measured output … pages and pages of words and thoughts and paragraphs and chapters all heading for the press.

Thanks for your continued support….

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