The Movie Arrival is All About 2WK

Louise and Ian, a linguist and a scientist, are rushed by helicopter to the site of an alien arrival. Somehow they have to decode the alien communication system, or as Louise would say, have a conversation with them. The US Army, and indeed the world, wants to know ‘What is your purpose on Earth?’

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Louise wants to learn their language because it is the heart of how they think. The Army thinks that will take too long.

The whole movie is this kind of juxtaposition of linear and circular thinking. Louise is subjective. She constantly learns through her feelings. She experiences them fully, allows them to permeate her consciousness, and then awakens to the meaning they hold for her.

 

Ian is all about breaking things down into their base parts to find a logical reason for why they have assembled in the way that they have. He wants to know the operating principle that makes things predictable. And sometimes he finds it.

 

The armies of the world are all about linear power. They have ways to assert their will even against the will of others. The challenge is to determine where the line is. When is the danger significant enough for them to use major force?

Once an aggressive move is taken, they are geared up to use the advantage of time and take the first strike before there is retaliation. It is unimaginable that there is a love based world where no matter what your behaviour you are worthy of love. Love is offered not because you work hard or you’re family or even because you exist. Love is offered because it is the nature of the person offering.

The news reporters are looking for the elements of danger so they can report them. They are bound by a duty to report the facts and are held accountable by their peers. This keeps a degree of control over the development of fear. The problem is they report the fact in a fear inducing way and leave the viewer to fill in the emotional parts. The biggest problem with the army and the news and most of the men in the movie is that they have a one-world view. It’s actually ironic because they have evidence of another world right in front of them. It exists in the form of the aliens and in the radically different way that Louise sees the situation. They are always looking for evidence of danger. They never awaken to the possibility of love.

But the really scary part is the social media that spins an emotional frenzy of fear and leads to anarchy in the streets.

I don’t want to give any spoilers for this movie so I will say something that will only make sense after you have seen the movie. Consensus decision-making is not the power of a veto. Consensus decision-making is when a group of people decide they will leave no one behind. They will stay in the circular world of connection no matter what the disagreements between people. There is a build -n trust of group wisdom inherent to this standpoint. A trust in the process over productivity: together we will know what is the right thing to do. The answer exists somewhere in the overlap between our independent perspectives.

Finally, I think there is a brave assertion in this movie that men and women view the world differently. One of the best lines in the movie is at the end. I was reminded of the Cherokee Proverb that says ‘The job of a woman is to lead men to their souls. The job of men is to make women safe to walk the Earth.’

Oh, and before I go, I would give this movie two big thumbs up! It is definitely worth watching. Make sure you have time to discuss it afterwards. It is very thought provoking.

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What Do You Get From Complaining and Gossip?

 

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Will Bowen’s 21-Day complaint free challenge has been getting a lot of media attention lately. It made me wonder why people are finding this challenge so challenging. We, as a society, must be getting something out of complaining or it would be much easier to just stop. How does complaining benefit us?

Both complaining and gossip serve the same purpose. They either create or maintain relationships. If you look at the complaints and gossip happening at work, are they being used to create bonds between co-workers? Do the complainers feel united in their cause to expose wrongs or injustices? As Will Bowen explains, complaint filled workplaces can become toxic, unproductive, miserable places to be.

In circular thinking, relationships are at the core of everything. So, looking at complaining through a circular lens, there must be a better way to create and maintain relationships than using destructive, unproductive behaviours. How can organizations build a culture that is based on positive relationship building? Harvard Business Review’s article on Proof that Positive Work Cultures are More Productive, sets out a 4-step model to create a culture where relationships are created and maintained without the need to resort to these negative approaches.

We all know neither a culture nor habits are changed over night. Research shows it takes 21 days to break a habit. (Perfect timing for a challenge.) But when we start relating to each other from a positive approach, we will find we are not only more productive, but we also will discover the authentic relationships we’ve been looking for.

Discussion:

What purposes do complaining and gossip serve in your workplace?

What are some positive approaches to belonging and connecting to colleagues you have found successful?

Written By:

Michelle Eades

Things Change. So Can Your Approach

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Jim Hemerling’s Ted Talk illustrates just how inevitable change is in all aspects of our lives. Its our approach to change that makes all the difference. Personal transformation is seen as an exciting adventure. It motivates people to become better; inspires them to see change as a positive goal.

When organisational change is thrust upon us, we often fear the consequences. Its always easier to accept change when we make the decision to change. But how can organisations continue to run a business and make tough decisions, which often require changes, while creating a culture where change is embraced?

My thought is to change the approach first. Jim Hemerling suggests leaders approach organisational change by putting people first. His five imperatives for putting people first are: inspire through purpose; go all in; give them the tools to succeed;create a culture of continued learning; and have a clear, accountable vision.

Creating a circular thinking work place won’t happen over night. Habits are hard to break. However, when people feel included, wanted, and valued you will be surprised on how fast fear is replaced with trust.

Written by:

Michelle Eades