[Opinion] The Promise of the Computer Leaves Some People Behind

Access to the means of production in an increasingly computerized global economy is THE social justice issue of our time if indeed the computers ate—and will continue to eat—all of our jobs.

There is an issue with the fact that rural areas in the United States (and worldwide) have limited access to the wonders of the Internet and computer based development, because of the fact that their geographical location is not urban.

There is an issue with the fact that a student who would love to move back to their hometown of 20,000 people can’t because the computerized opportunities they were trained to take advantage of, don’t exist in rural areas.

There is an issue when the only response from the increasingly dense urban populations to the increasingly sparse rural populations is “Well…move to the city.” Or even worse “Well, you chose to live in the country.”

Yes, people have a right to move around and live where they can, and they have a right to experience the consequences that come from making those decisions. The most iconic image of post-modern film history is that one outside the window of Deckard’s car in Bladerunner as he escapes the populated, polluted, oppressive—but full of opportunity—city, to go live in the vast, open, country. It is telling that fiction gets this dichotomy righter than lived fact.

Considerations of access, of course bring to mind the question of who will pay for such changes? The choices before us are either hard, difficult, and without obvious answers as to the outcomes of any of them:

The fact of the matter is, Universal Basic Income to everyone is not economically feasible in a country of 320 million individualists.

More calls for higher tax rates will only economically stifle entrepreneurship and further the gap emotionally between the “haves” in the city and the “have-nots” in the rural areas.

So, if we really believe that the role of government is to be a safety net, then what greater net should government be providing, than the net of advocacy, pressure, and even protection around access to the computerized means of production, via high speed cable that goes past “the last mile”?

If we don’t believe that such advocacy and protection is the work of good government, then the truly fortunate few should be creating businesses, entrepreneurial opportunities, and using every means at their creative disposal to make sure that the rural populations—which are increasingly poor, increasingly white, and increasingly politically hostile to the new order of computers because they are finally experiencing the end of the Industrial era—have the means to make a living.

And another app for doing something that our mothers used to do, won’t really bring that kind of meaning through job growth to those rural populations. Nor will it bring anything but pennies in the form of “sharing” or “gig” economic structures that cannot support the needs of children, families, or communities where education levels are low, and hope is fleeting.

If we believe that education is way out, and that not increasing access, but that instead increasing skills, e.g. teaching everyone to code, is the way to go, then we need to reform the education system from K-12 in truly, deeply, profoundly, radical ways.

And the enterprising few need to leave the cities, head to the country, and be prepared to really dig in for ten to twenty years into reforming an educational system that is simultaneously perceived as the “only place to get a good job” and also seen as “the last best hope for our children.” And the enterprising few must do it while also showing a modest profit.

However, we do have another, more comfortable choice: We can collectively decide that the rural areas don’t matter. That geography is a state of mind rather than a physical place. We can decide that “those country people” are irrelevant. We can decide that the urban poor need and deserve more attention than the seemingly spread out rural poor. We can decide—when we look at all—to continue to use the language of the 18th, 19th, and 20th century to try to resolve and acutely 21st century problem.

We can make such decisions and continue to support policies, and politicians, of all stripes who engage in such decision making.

And all the reformation of education, the gradual migration toward denser and denser urban areas (and the concomitant spread of those areas outward), and the increase in computerization and automation, is guaranteed to lead to more cries of income inequality, racism, sexism, and calls for the acquisition of capital to made harder for the fortunate few, rather than easier.

Which will create more conflict, not less.

[Opinion] Self-Determination and Autonomy

As individuals continue to publicly engage in the completion of their own narrative arcs of conflict, personalized and individualized to them, external third parties have to determine at what point is it wiser to shut down their self-determination and deny their autonomy.

Self-determination basically says that parties in a conflict have a right to determine the outcome of that conflict with minimal influence from an outside, third party. Self-determination works really well when all parties in a conflict are on the same page and are talking to each other about the same thing. Self-determination doesn’t work so well when all parties in the conflict are pursuing their own ends selfishly.

Autonomy says that parties in a conflict have a right to make their own decisions, and to experience their own consequences. Consequences are an interesting element of discussions and debates around autonomy, because they come from a toxic mixture of responsiveness and reactiveness. Plus, there’s the interesting shift of responsibility around consequences: One party would rather not experience them; the other party would rather that they did.

When autonomy and self-determination are combined, sometimes parties in conflict feel as though they have a responsibility to administer consequences. This doesn’t come about without making a judgment about the other party, their motives, their autonomy, and without taking away their own self-determination.

Equal and opposite reactions apply mostly to physics experiments, and mathematical equations, but break down in the world of reality when they bump up against autonomous, self-determining, human actors. Neither is physics a worthwhile explanation (or justification) for dealing out consequences to another party in judgement. When this happens, human nature—deeply flawed, deeply evil, deeply selfish—takes over. And tools from social media applications to projectile weapons, become the means for one party to deal out consequences in judgment.

The thing is though, for as many justifications (or explanations) that are provided for engaging in judgmental behavior, using tools immediately at your disposal, there is little requisite increase in wisdom. And even if there were an increase, to paraphrase from Gandalf, “even the wisest among us cannot see all ends.”

No one can predict change in a party in conflict.

Just like no one can predict continuity.

Hindsight and confirmation bias trap both parties in a cycle of vicious violence, where peace takes a back seat, to reaffirming threatened identities, and maintaining a laser-like focus on the outcome of the conflict narrative that fits the worldview that doesn’t force change at all.

 

[Opinion] Show Them What They’re Made Of…

Show them what you’re made of.

Why would you do that?

The ultimate call to escalation, ego, and more conflict, comes first in the call, then the attempt, and at the end, either the success (they saw what you were made of—and backed off) or failure (they saw what you were made of—and you were found wanting) is writ large for others.

Instead, here’s a better idea.

Show them what they’re made of.

Many parties in conflict have little idea of how much of themselves they show to another party through the conflict process. They give little consideration to the levels of vulnerability and exposure that they engage in when they choose to escalate. Many parties lack the awareness to know that their language choices, their communication styles, and even their conflict management stances, are all forms of reveal.

A magic trick has three parts: the pledge (the magician shows you something ordinary); the turn (the magician makes the something ordinary seem extraordinary by making it disappear); and the prestige (the magician brings back the ordinary thing).

Every conflict communication requires you to be a successful magician of resolution. Conflict is ordinary. To make it disappear through showing the other party what they’re made of, is the turn. And then to bring the conflict interaction back around to resolution (or at least engagement) is the prestige.

Show them what they’re made of.

[Strategy] How to Avoid Being Swept Away by Conventional Wisdom

There are two things to remember about conventional wisdom.

The first thing to remember is that the wisdom is conventional. Meaning that it’s the perceived wisdom of the crowds, held tightly, based in a cascade of life experiences, in accordance with what is “generally” done or believed. Conventional means standardized.

The second thing to remember is that the wisdom isn’t really wisdom. Meaning that the wisdom of the conventional variety is based in theory (what we’d like our interactions in the world to be like) and belief (what we’d like to believe our interactions should look like), rather than good judgment, principles, or any species of scholarship, lore, or sophistication.

Conventional wisdom only works when it works. And when it doesn’t work, people who formerly relied upon its benefits (as a shortcut to not engaging, thinking, or developing other ways of looking at the world) are often confused and irritated.

There are no simple ways out of the trap of conventional wisdom, but here are a few ideas:

One of the simplest ways to overcome the thinking around conventional wisdom is to realize that common sense is no longer commonly held. With the fragmentation of American culture in particular (and global culture in general) the power that commonly held sense used to hold is now dissipating.

The other thing to recall is that defaulting to conventional wisdom gives people in power a “leg up” over you and your situation. When they are operating within the confines of decorum, manners, and other conventional wisdom tropes, they can’t move as quickly to be creative, thought provoking, or to generate new wisdom based in changed mores.

Wisdom—just like courage—is in short supply. And it always has been. Wisdom can’t be downloaded or Googled. It has to be lived. And separating wisdom from the confines of conventionality allows the parties with that wisdom to be more cautious when responding to change. But it also allows those with wisdom to be more impactful when change arrives.

Conventional wisdom is often based in laziness of thinking and lack of imagination and curiosity, rather than any species of patience. Patience is the province of the unconventional.

Conventional wisdom is the province of the crowds. And the crowds have been wrong before.

And they’ll be wrong again.

[Opinion] You Can Bet Your Bottom Dollar

If you’ve got all your money in front of you, and you put it all on black (or red) you might just be betting your last dollar. Your bottom dollar, if you will.

Employers and employees in the last century used to believe that motivation and morale were traits that could be squeezed out through the regulation of labor, one 22-pound shovel at a time.

But in this new century, as the wheels have come off of the Industrial Revolution, it’s hard to take the measure of modern motivation and morale. Motivation, and even morale, have become individualistic and based, not in professional loyalty, but instead in social public display. Many people—employers and employees alike—have come to understand, without saying out loud, that they have to be willing to abandon old notions of employee loyalty, and even work ethic in order to advance in the workplace.

But many people don’t want to push their chips forward. Many people—employees and especially employers—don’t understand what they’re meeting in a future where motivation is exemplified through doing things that don’t show up on a resume and that don’t scale immediately. Many employees, and employers, feel as though they are putting their souls at hazard.

And as more technology replaces human motivation (which is a trait, not a state) and human morale (which is about the soft skills of team development, rather than the hard skills of work ethic and loyalty and—increasingly—intelligence) becomes less interesting to employers as a trait to develop, many more people are going to choose to not be a part of this world.

Which will inevitably lead to conflict, which may come burnished with the patina of the 20th century language of social justice, equality, and overall restlessness, but underneath will be about motivation, intelligence, access, talent, and even the ability to engage in emotional labor.

Rather than continuing to seek in vain the next 22-pound shovel.

[Podcast] The Death of F2F Communication

Our personal assistants have names like Cloe, Clara, Julie, Luka and Amy.

[Podcast] The Death of F2F Communication

[powerpress]

Our devices have names like Alexa, Siri and Cortana.

We are getting the future we were promised, though not evenly distributed (as has been pointed out in the past), and not in the same areas simultaneously. Soon, HAL 9000 will be in our homes, not in a deep space vehicle.

We have FitBits, Jawbones, and Apple and Android Watches. We are slowly getting augmented reality, virtual reality and even electric, automated self-driving cars.

Voice data, movement data, and biometric data collection technologies lie at the “bleeding edge” of future machine-to-human communication technologies. We do not have laws or regulations to deal with the consequences of having these devices; which are always on, always recording, always collecting and always reporting to someone—somewhere.

We have given up our privacy for convenience, and whether or not you believe this is a Faustian bargain, the deal is in the process of being struck even as you are alive and watching it happen. And the people of the future will not lament the loss of face-to-face communication, any more than present generations lament the passing of the horse and buggy.

How should conflict professionals respond to the death of face-to-face communication and the rise of machine-to-human communication?

  • Get involved in the collection of data, the organizations that collect it, and even on the boards of organizations that make decisions and regulations about the use of it—peace builders have an obligation to no longer sit on the sidelines, hoping that none of this will happen. Getting involved in all parts of the process, from creation ot decision making, is the new obligation for peace builders.
  • Build businesses that act as intermediaries (mediators, if you will) between Alexa, Siri and whatever is next and the people who will seek to control what those devices reveal about people’s private lives—private conflict communications are about to go public. And peace builders have seen the devastating effects of such publicity on relationships, reputation and understanding through the first level of all of this—social media.
  • Prepare to address the stress that will be magnified through people curating their lives, tailoring their responses to what “should” be said, rather than what will actually be “true”—with the death of privacy through all of your devices in your house either recording you, tracking you, suggesting items to you, or even interacting with you, the line between what is truly felt, and what you actually say, will become even narrower. Peace builders should prepare through training to address this cognitive dissonance, because it will only take a few generations before more masking of previously transparent communication will occur.

As man and machine begin to merge at the first level with communication, peace builders should be engaging with the process proactively and aggressively, rather than waiting and being caught by surprise.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/

[Opinion] Integrating the Path to Peace in Your Life

There is knowing the path toward peace, and there is having the courage to follow the path.

Many people know what they ought to do (or should do) but refuse to do it, mostly due to the influence of fears.

Many people know what they ought to do (or should do) and accept that doing it will be a struggle, full of moments designed to grow a person spiritually, emotionally, and psychically.

Both of these stories (and that’s what they really are) are designed to be true but not decisive. They are designed to be stories that push others towards the path of peace, while also courageously allowing ourselves a pass from the courage to make difficult decisions. They are designed to be stories that exemplify the dictum that “the high grass gets cut down” without the commensurate application of what a principled decision would look like in reality.

The path to peace must be forged with courage, and individual decisions, rather than with desires, hand wringing, pomp, or outrageous circumstance. The path to peace must be integrated within an overall vision of ourselves and what our futures hold along the path. Otherwise, the only principle worthy of discussion will be had along the path through the process of conflict.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/

[Strategy] How to Put In the Work

Putting in the work has to happen even as the work changes.

  • Work is no longer just about physical labor.
  • Work is no longer just about mental labor.
  • Work is now about spiritual and emotional labor.

Putting in the work changes when the labor changes.

  • Labor is no longer about getting paid for just showing up.
  • Labor is no longer about waiting your turn, raising your hand, and asking if ‘Will this be on the test?’.
  • Labor is now about caring, engaging with other people, and doing it with courage.

Putting in the work is not about the tools.

Unfortunately, too many people are still confusing the tools with the work, and thus are missing out on chances to shape how the future of labor and work looks.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/

[Opinion] Who ‘Unmakes’ Your World?

The hinge swings both ways.

Human beings made the system of conflict you are in; they can unmake it.

The knife cuts both ways.

In for a penny, in for a pound.

When you’re in a conflict, it may seem as though there is no way out of it. When you’re in conflict, it may seem that the hinge only swings one way, that the knife only cuts you, and that there is no way out.

Well, actually there is. But it requires you to do some courageous work early (when everyone is excited), in the middle (when everyone quits) and at the end (when victory appears in sight).

Hinges, knives, pennies, pounds, and the will to undo, unsew, unravel, unmake, and unwind, the mistakes we have already made, the damage we have already done, and the past that seems to never stop shadowing our futures.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/

[Opinion] Challenging Your Conflict Culture at Work

Yes, changing your conflict culture in your workplace will require you to take risks with courage.

Yes, changing the conflict culture of your workplace will require you to start with yourself and them move onto all those “other people” who currently seem so problematic to you.

Yes, changing the conflict culture of your workplace will be unpopular, particularly if the people inside the organization like the outcomes they are currently getting with the approach to conflicts they are currently using.

Yes, it will seem to take a long time to change your own internal conflict culture, in the same way that it will seem to take a long time to change the external, organizational culture.

No one is going to ever give you enough permission, reassurances, or hedges against outcomes occurring that you may not like, so that you won’t have to take on any risks at all to make change.

But not one significant innovation—of people, products, processes, or philosophies—has ever occurred without the changes that conflict brings. And if your culture truly wants to innovate, then changing the conflict culture is the first innovation you have to embark upon.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/