Tag Archives: Managing Feedback

MAINTAINING THE STATUS QUO

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route-66

 

 

 

“Route 66”

“If you ever plan to motor west,

Travel my way, take the highway that is best.

Get your kicks on Route Sixty-Six.”

The Open Highway

For relationships to be healthy, meaningful and satisfying we should measure them with more than just ‘longevity’ as the sole matrix.  Relationship should last because they’re beneficial and good for the parties involved, and because both parties desire the relationship to do so.  The key then once a relationship has become set in a stable and relatively predictable state is how to manage that status quo over the course of time.  An appropriate analogy would be that of the Great American Road Trip where the destination in which you’re going to, in many cases, is less important than the overall experience of the trip, the unplanned and planned excursions you take along your journey and the quality of time spent with your partner on the open road together, but like most things can be ruined by common minor elements, that build up over time or a single major fouling.  Keep in mind that a negative has been proven to offset a positive at a ratio of 8:1, and therefore the majority of what we will cover are those elements where we typically get in our own way of relationship health, stability and satisfaction.

 Letting go of the wheel

Our gender schemas are deeply embedded within our own cognitive and social frameworks regarding what defines masculine and feminine and the roles for each.  Social agents work to formalize, instruct and to guide us in these roles, which are often at odds with biology and unspoken expectations and negotiated agreements established through behavior within the relationship.  One of the clearest examples of this is ‘who leads and manages the relationship?’ (who’s driving the relationship), which was negotiated through unspoken expectations and behavioral actions in the beginning of the relationship and the problems that become of it when that early agreement is renegotiated at a later stage.  At its core, relationships begin to fail when a man let’s go of the leadership obligations he’s entrusted with and is expected to carry out.  I’ll let Greg Swann, a good friend, philosopher and thorn in many people’s side, pick up the argument in a blog post he did a while back;

“Do you dispute this? He was in charge of the relationship from the beginning. He initiated it. He nurtured it. He pursued it. He escalated it. And he put the ring on it. Is any of that untrue?

He is the leader of that marriage, and he is the only leader of that marriage, because the relationship exists only because he quite literally made it happen.”

Ladies, in the beginning, you were happy to forfeit agency, accountability and social equality in lieu of privileges your gender is offered in traditional social structure, but now once comfortable and secure within the relation, seek additional benefits and privileges by renegotiating those terms under a la carte feminist ideals, prerogatives and sense of entitlement…  which technically is fine, but just don’t be surprised and blame your partner, when your relationship fails or you file for divorce because you were “unhappy” (leading cause stated for divorce, of which women initiate +70% of the time).  If your ‘happiness’ did depend upon your partner to provide it (as claimed) and you’ve taken the responsibility, accountability and agency from them to do so… sorry cupcake, that’s your fault.  I can totally empathize with women and understand the desire to grab a wheel of a moving vehicle when the driver isn’t in command of the vehicle (relationship) or is absent-minded and distracted from his duties.  Your job is NOT to grab the wheel and wrestle for control, but to wake him to his deficit.  Should that fail, you’d both be better off if you where honest and upfront about it and took a different journey with an appropriate man behind the wheel…  Guys, should you have any passenger grab the wheel of your relationship and attempt to steer it, I would immediately pull over and let them off at the side of the road.  This would be true for ANY passenger; her, her friends, parents, sibling, children and to include your family, friends, etc… otherwise, if you’ve decided you’re just going to ride, don’t get behind the wheel in the first place.  On the other hand, if you are truly interested in maintaining the status quo that you had when you first started dating; learn to drive; whether that’s a Ferrari, mini-van or school bus.

Falling asleep behind the wheel

A significant issue to long-term relationships is the compliancy that comes with the security of a stable and predictable relationship.  We simple invest less energy into the relationship, because it doesn’t demand it and we fail to ask for it.  We fall prey to a comfortable trance, that turns into monotony,  that dulls our sense of spirit and adventure.  We can address this by not falling asleep to relationship maintenance elements of sustainment, stability, quality and relational dialectical tensions.  As partners we should carefully drive the course of the relationship between these lane markers associated with balancing these relationship maintenance elements and towards our objective goal.  And much like lane dividers and rumble strips, we should communicate to our partner and they us, when the relationship is veering from these guide lines and for us to then take action and properly steer back onto our course.

Driving within your ability

Far more sinister and damaging is the increased compliancy associated with not having our emotional, physical and sexual needs met within the relationship, nor holding frank, open and honest discussion regarding these with our partner.  This is in large part due to a number of factors that we fear holding these discussions, whether from the built up relationship equity, the fear of conflict and where this known conflict may lead, a lack of our abilities to hold, manage and appropriate conflict accordingly and any personal and social stigmas we may feel are attached to these sentiments, desires and needs, can and often hold us back from essential sharing and critical emotional communication with our partner.  We fear the risk to our comfort, more than we do our own authenticity and the health of the relationship.  By not establishing a case history and success within the relationship of being open and vulnerable to express our feelings, desires or needs, we subjugate these feelings and any solution that may be available, to an unhealthy status quo.  We simply will not risk testing the strength of our relationship in a significant way, where it hasn’t been proven capable of in a lesser way.  This of course poses a paradox between comfort and growth, defined by the saying “there’s no growth in the comfort zone” and the fact that relationship should be grown over time.   The status quo of personal and relationship development is advancement, which fundamentally means change.   As such, it would be wise to take the relationship only as fast and on a course, in which we can safely manage, but to steadily increase our ability to do so.  Are you advancing your knowledge, skill and experience base consistently to advance yourself and the relationship in an effort to stay together?  Do you have a repertoire of skills from which you can draw upon for difficult situations and are you adding to them on a regular basis?  This is your skill set and ability to drive a relationship safely and effectively.   If we cannot hold a conversation about minor relationship concepts of respect of property or space, such as shutting cabinet doors after use, how do we expect to hold an honest and open conversation about our partners in ability to hold our sexual attraction and meet our needs of intimacy?  To span this sort of gulf between us and our partner we need to already have established a setting of trust, respect and safety for already having navigated simpler, less stressful and dangerous situations.  Our abilities and skills need to be proven or the speed of the relationship needs to be slowed to the degree in which we can safely navigate these challenges.  We must also be keenly aware that the environmental conditions in which we find the relationship play significantly into our abilities to manage these tasks… the more adverse the conditions, the more care we should take in response.  This ultimately means we should not be advancing  any relationship beyond the limits of proven ability- a girlfriend with whom we cannot be committed to being fully honest, open with and that has sound conflict management skills (girlfriend track) should never be taken onto the marriage track under any circumstances where the risks, dangers and consequences are far greater.

The Sing-Along

The ‘sing-along’ is a time-tested ritual utilized to pass the time, break the monotony and to bond participants together as a group.  These songs are often central to our sense of identifying with those experiences and the timeframe in which they existed in our lives.  As children they may have been children’s songs or common folk songs.  As we get older they are replaced by anthems of youthful vitality, independence and freedom.  The question becomes then ‘what is the soundtrack of your relationship?’ and ‘what are you doing do foster it?’.  Playful relationship rituals thus become key to entertaining each other through the passing of time, to break the monotony of the rigors and stresses of life, to bond you and your partner together and to keep our interest in each other vibrant and alive.

Running out of gas

It isn’t a road trip if you can complete the journey on a single tank of gas… knowing the general range and context of your relationship travels will help you to manage the essential elements of individual and relationship ego depletion (emotional energy), of which there is only a limited amount, prior to exhaustion.  Just like a car, we can run on empty, as long as we’re constantly re-filling our emotional reserves and we are within range of those services, but should we knowingly face a journey in which that range and services will exceed our current reserve, we’d be wise to prepare for that in advance of that journey or as soon as possible, once we realize it.  To maintain a relationship in a healthy status quo we need to make sure that the degree of individual and relationship self-care exceeds the stresses and demands placed before us and the relationship.  This is where an emotional and empathic partner is invaluable.  Too often we will run ourselves low and to a breaking point, and they can identify it and help us to remediate the effects of stress through active de-stressing techniques, increasing simple acts of intimacy and uplifting our spirits in a wide variety of ways. 

(*** bonus tip for the ladies;  if you list being ‘sarcastic’ as an attribute on your dating profile…good men see this as a warning flag and will naturally avoid you out of self-interest and preservation.  Being ‘sarcastic’ means you’re only destructive- sarcasm never builds, it only destroys.  Who honestly thinks they can build a relationship, let alone a life, with anyone who’s valued attribute and nature is to destroy?)    

 

The Pit Stop

On any great journey there is going to be a need to take care of a wide variety of personal and relationship type needs.  Much like a pit stop on a road trip, these are the times in which basic service and maintenance checks and services should be completed.  We should be asking our partners about their relationship satisfaction, even if you’re aware of their general feelings of happiness and satisfaction, there’s always room for removing stray bugs that smear and litter our relationship windshields.  These are the points in which we should be checking the levels of relationship communication and making sure that the mechanisms of sharing and expression are well lubricated.  How’s the alignment of the relationship tires?  Are they properly inflated and is tread wear within service life conditions?  Verifying, tending and reinforcing relationship boundaries needs and expectations are all critical to safe (drama free) and efficient running relationship.  Soliciting feedback will be more accurate than solely utilizing observation techniques to gauging this.  We should also plan on these occasions relationship planning; checking the course, direction, distance and destinations in which you both intend to take the relationship to make sure that the relationship and life journey is mutually satisfying for both of you.

Settling for Winona

Some trips are one-way affairs, with no intent upon returning back from whence you came.  The intent is to take the relationship to a particular destination and for it to permanently reside there.  I began this post with the analogy of the Great American Road Trip and I specifically kept the ideal Route 66 in mind.  Now I’d like to add to it just a little bit…  That highway was originally the route settlers took starting from Chicago to go to California and was utilized to avoid crossing the Rocky Mountain and the Sierra Nevada mountain ranges, which was consider very risky and dangerous for the time.  The song by the same name, Route 66, delineates stopping points, towns and cities of that journey within its lyrics;

 It winds from Chicago to LA,
More than two thousand miles all the way.
Get your kicks on Route sixty-six.

Now you go through Saint Looey
Joplin, Missouri,
And Oklahoma City is mighty pretty.
You see Amarillo,
Gallup, New Mexico,
Flagstaff, Arizona.
Don’t forget Winona,
Kingman, Barstow, San Bernandino.

On a two thousand mile journey, a lot can and more often than not, does happen, especially if you’re a settler in ox pulled carts, let alone in an air-conditioned convertible (Yes, people actually do drive with the top down and AC on full- its awesome).  There is a notion in the West that where some people’s wagon wheels broke, they settled, for failure of financial capital, resources, knowledge or sheer gumption prevented them from settling where they initially intended or set out for.  In the frontiers of relationship development, if your choice destination is that of California, make sure that you plan and prepare for these types of predictable occurrences, so that you do indeed settle in California instead of Winona and that relationship management, maintenance and repair are a part of your relationship status quo.

Relationship Maintenance Management

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Like a boss

“Big problems start from little ones”

Maintenance Objective

The purpose of relationship maintenance management is to generate an atmosphere conducive to regenerating and increasing emotional energy committed to the preservation of invested relationship capital between two parties; that is between you and her. Just as with any other goal or objective, if you know where you want to end up, you are vastly more likely to get there. With relationship maintenance management we want to sustain and reinvest those initial feelings, energies and beliefs we have of our partner back into the relationship, in order for it to increase our overall feelings and satisfaction associated with emotional connectedness, intimacy and love, to minimize wear and tear on the relationship and ultimately to preserve it.

A man’s responsibility

Despite incredible transformations regarding gender equity within our cultural make-up, women on a whole still expect and desire men to take the leadership role and be accountable for the health, direction and vitality of the relationship they are in. It is simply your gender assigned role, biologically and culturally expressed and as men we are defined by it- boys just don’t take on these roles. While many women would openly deny this, or profess a measure of egalitarianism towards responsibilities and accountability(what they say), what women actually do is quite revealing…(don’t trust what people say, trust what they do), as indicated by the most cited reason for instigating a dissolvement of a marriage (women instigating divorce 70% of the time), was the wife’s unhappiness within the marriage; that she just wasn’t happy, validated or fulfilled, i.e., not for actual cause or violation of marriage covenants, but an inferred responsibility of the man’s inability to manage and maintain her satisfaction within it. That responsibility falls to you; she says so, society say so and the family court system too.

***I make no bones about it, choosing to be in a relationship vastly increases a man’s obligations three-fold; first mastering himself, second fostering relationship competency within his partner and third in stewarding accountability of the overall relationship. It is little wonder why in this culture with removed incentives towards relationships, that many men are opting out of relationships altogether for a whole host of legitimate reasons, the least of which are the honest complexities and accountability involved in establishing, managing and maintaining a healthy, vibrant relationship.

Dominance associated maintenance

Repeated studies have demonstrated and reaffirmed the common observation of the consistent erotic appeal of male dominance, as sexual cues of attraction and desirability for women in pre-relationship partner selection. Similarly, dominance associated attraction plays out within relationships when men maintain and enforce relationship structures (male leadership-accountability coupled with responsibility in meeting men’s gender expectations culturally and biologically), regulate patterns of behavior acceptability (boundary setting) and are disciplined in the care and adherence of behavioral actions protecting the health and vitality of the relationship (relationship maintenance). These acts of dominance have proven to have considerable impact to not only a man’s desirability sexually within relationships, but as importantly to a woman’s measured satisfaction within that relationship, which is the proven hallmark of relationship longevity, as a slew of studies and surveys consistently prove. Thus the unapologetic masculine trait of male dominance plays a significant role in providing a maintenance response to a woman’s natural hypergamic inclination (see hypergamy) of social and status dimorphism expressed by her partner within a relationship.  If that wasn’t enough, the simple function of dominance in nature is to reduce unnecessary energy expenditure; emotional, psychological and physical stress (ego depletion severely limits an individual’s and a groups efficiency) and the risk of injury between all parties.  When leadership is clearly established, behavioral codes enforced and the health and vitality of the group protected stress between individuals is greatly reduced, individual anxiety diminishes and the overall measure of satisfaction increases.  Women may cringe at the thought of the value of masculine dominance in leadership roles, but the alternative being proffered by feminism leads directly to loss of sexual attraction, relational and marital strife, divorce, single-motherhood, broken families and children raised with first hand understanding that marriage doesn’t work (there’s a -14% risk reduction in marriage if both partners parents are still married.)  Ladies, if you children truly mean the world to you, you’d be wise not just to let your man, be the man, but make sure that he is.  Make sure that he knows his role, obligations and duties and take ownership and accountability for those roles.  I have no doubt you’ll like the results far better than the current alternative.    

Technical competence

The most effective leaders, lead by example. They exemplify themselves as models for other to follow, which means a never-ending process of self-study, reflection, education, training and experience gathering through responsibility and accountability seeking. To be a competent leader, your technical skill sets have to be sufficient enough to supervise and as already explained, you are expected to lead and thus supervise your partner. In relationships, that means your relationship skills, management and maintenance abilities need to be mastered or you will be found to be a deficient leader and thus partner. You simply must understand and be proficient in the dynamics involved in relationship maintenance (see future blog post on relationship maintenance), if not you need to take corrective action to rectify that.

Education pay gap

I believe that this biological and cultural tendency of women to shirk leadership, accountability and responsibility roles even within relationships, plays directly out in the mythical ‘pay gap’ between men and women, when viewed that males tend to take on jobs and careers that require higher and more specialized education, training, experience, responsibility and accountability associated with those jobs, not to mention the health and occupation risks and overall nastiness of the nature of the jobs or careers that they take. As such, it would benefit men highly to recognize this fact, in developing similar highly specialized education, training and experience when it comes to relationships, i.e., that what we do for our careers and jobs, we should equally do for our relationships and as a consequence our lives would likely be enriched and rewarded just as effectively.

(RE: the ‘Pay Gap’- On the whole men tend to do dirtier, nastier and more dangerous work which pays better than cleaner, nicer and safer work conditions that women naturally seem to choose. Within similar career fields, women tend to choose work environments that have more social elements to them and less of a specialized and arduous educational regimen; women tend to be nurses, while their male counterparts become doctors. Those women who do become doctors tend to be general practitioners, which requires vastly less specialized training, education and acquired skills than surgeons, which is a vastly male dominated field.)

An alternative perspective to this position is if your partner is the typical average western woman, seeped in narcissistic ala cart feminist, entitlement, prized-princess, victim cultured mentality, well versed in the ‘single and loving it’ frame of mind, holds divorce fantasy infused marriage beliefs and your relationship maintenance skills are below or at hers, well you and your relationship are doomed.

Maintenance culture

As the relationship CEO, you are responsible for developing and sustaining the maintenance climate of the relationship, for ensuring the relationship is appropriately cared for, that the standard maintenance protocols are established and followed, while providing or directing resources, responsibilities, training, counseling and mentoring within the relationship. These are your maintenance management responsibilities. As too is ensuring that appropriate time is allocated within your relationship strictly for the care and preservation of it and that these efforts are clearly communicated, received and accepted by your partner. This is simply the business end of relationship sustainability. It often tends to be dirty work no one wants or cares to do. Too often we hear the ‘communication is key in a relationship’, nowhere will that be tested more than when communication is difficult, strained and to a very real degree unwanted (nobody like negative feedback), but honesty and open communication during these times is critical. As such, this will require both yours and your partners attention, directed energy and focus upon these efforts. Lip service to these efforts should not be tolerated. Your job is to lead the maintenance efforts; it is both your responsibilities to strengthen the relationship, as a result of it. It is far better and wiser to start that culture of open, honest maintenance centered communication when it’s easy, emotional goodwill is running high and the risk low, than when it’s needed in dire straits.

Managing Feedback, Coaching & Mentoring

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Coaching-Mentoring

“A relationship is only as good as the partners in it”

 

Developmental stagnation and the cycle of failure

We have an expectation that people over time learn, develop, and grow. We formulate these thoughts and notions under the heights of our own explosive growth, as children and young adults and just assume that, that progression continues throughout life. By now, if we honestly reflect upon that notion, we know it not to be the case, that unless the individual is honestly applying themselves in the search of knowledge, seeking out new ways of thinking, acting or behaving they’re developmentally stunted, in the age in which they learned those particular skills or knowledge base. Quite often it’s decades old and from another period of their life. We also have a fond notion that people learn from their mistakes and while this ‘can’ be true, it too, normally isn’t. It’s just far too easy to accept failures, big and small, reframe, and cast blame, then to continue on having truly learned very little. It is why people who seek to succeed continue to train themselves, seek direct feedback, solicit coaching to find their blind spots and objectively guide their process, while forming mentorship to help put it all into perspective. If we’re interested in developing relationship skills, fostering management ability and establishing maintenance protocols, nowhere is this more readily available and pertinent than that of the relationship we’re in. In that regard, relationships are tremendously fertile grounds for testing one’s abilities, attributes and to learn, if we create and utilize a framework for doing so.

Nurturing a culture of development

It is important to recognize that your partner is you team and like any good team, developing trust and communication is a key element for group performance. It is incumbent upon us, as relationship leaders and managers, to establish open lines of communication within the relationship, foster and nurture the trust in the communication process, through proven experience and exercise in their utilization. Simply put, we must practice good communication and trust development prior to our having to need them in a time of crisis. Learning a new skill during a time of crisis is a horrible learning environment and piss poor planning and management. We can start this by recognizing and validating our partners in what they are already doing well and what we appreciate. We can also solicit from them the same. Not only does this foster incentive for the behavior, but also initiates a communication process regarding behavioral performance. Over time this process quickly becomes part of accepted relationship culture and develops a natural reservoir of good will, that then can progress to specific negative behavior performance remediation with less resistance. While we cannot directly control our partner’s orientation for overall receptivity and likelihood of acting on feedback, we can foster an environment of support for it, by establishing trust, respect, and interpersonal validation in early communication efforts with our partner, rewarding performances improvements and clearly communicating a strong link between value and outcome.

The (3) ranges of development management

In developing a frame-work for personal development it is important to recognize three major categories in which development takes place and need to be managed separately; much like goals they consist of a series of ranges from short, medium and long-range in nature. They are the following:

Feedback– short-range in nature, that provides explicit, factual information on performance with specific emphasis on technique and skill. These elements can be measured and appropriate goals set with associated follow-up. They are task specific.

Coaching– will require greater knowledge transfer with longer duration of involvement. It requires an establishment of a solid connection of trust and respect and communication rapport within the relationship and centers less on technique and more on process and direction of areas of developmental concern, which may not be entirely known or identified at that time.

Mentoring– is done throughout the lifespan of the relationship. It is primarily process focused, requiring strong levels of emotional ties, broad objective viewing, and developmental guidance and support for future role and relationship visioning.

Application

At any given time, in investing in our partner and our relationship, we may be called upon to utilize these management traits in concert, in series or alone. If our partner by example lacks a particular skill, it will be incumbent upon us to provide specific feedback regarding that, provide a frame-work of coaching in which that skill development can be exercised and visionary guidance in the form of mentoring.

We may become aware that our partner has a subconscious developmental issues from their past that are playing out within our current relationship and needs/desires assistance and support in discovering, analyzing and overcoming those issues.

We may also find that our partners look to us as examples, a source of strength and inspiration or simply a vision for how to live and be.

Now rather than later

It is important to develop a positive and proactive culture of giving and receiving feedback, mutual coaching and peer mentorship within a relationship, to not only continue personal growth, development, and health, but to preemptively stop conflict spirals, which have their root cause in poor feedback, an erosion of trust and respect and poor interpersonal behavioral performance. During a process of relationship conflict, which is bound to occur, it is not the time to come to terms with previous errors of judgment, revisit old sources of tension and renegotiate how to coordinate with your partner, which is often the case when we don’t. By then you’re well behind the power curve. It’s far better to start now.