Hi folks,

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Check out the Free psychological flexibility guide in the upper right of this page.

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I’m going to do a 2-day training in Denver in April. Here’s a brief presentation about the training.

Kevin

PS: You can sign up for the workshop here: http://events.constantcontact.com/register/event?llr=455lm4iab&oeidk=a07e8kw9qjzb1d82aca

I will be presenting to the New England ACBS Chapter on March 3, 2014. You can find them on the ACBS Website (http://contextualscience.org/new_england_chapter). I will be sending materials prior to the presentation. If you would like to receive those materials, sign up for this event at http://events.constantcontact.com/register/event?llr=455lm4iab&oeidk=a07e8r4ju4s06afffcd.

This is work that I do with David Sloan Wilson (evolutionary biologist), Steve Hayes (clinical psychologist) and others toward influencing workgroups of all kinds. As we all know, workgroups can be great. Then again, they can be miserable and stuck. If we can influence the miserable and stuck ones toward being fun and creative, then life just might be better for us all.

The idea is to combine the psychological flexibility model (ACT is built on the psychological flexibility model) with evolution science. The core notions of evolution science are Variability, Consequences and Heritability. From a biological perspective this means that with each new set of offspring there is some variability. Said another way, the children are slightly different than the parents due to DNA and other factors. Some of those variations can lead to consequences. Some are life, death and the ability to produce offspring. The ability to produce offspring with where the heritability comes in. Through DNA the successful variability is inherited by the offspring. As this Variability, Consequences and Heritability process operates across thousands and millions of years, we can see how this process influences the fossil and other evidence.

Humans also know how to influence each other in the short term. This is necessary because humans are social animals who join together to increase the chances of survival of each other and ultimately the human race. ProSocial is concerned with small groups of people who join together for the common good.

Elinor Ostrom observed many groups around the world who came together to manage some common resource like water. She observed those that were succeeding and those that were not doing as well. She finally articulated what she observed as 8 design principles of successful groups. They have since been known as Ostrom’s 8. Teaching Ostrom’s 8 has become a way of influencing groups toward more successfully managing common resources. What if Ostrom’s 8 could be used to help groups working toward some common goal such as having a better neighborhood or workplace? The jury is still out on whether or not Ostrom’s 8 can help such groups, largely because getting groups to the point of using Ostrom’s 8 is a challenge. Once we can get them using Ostrom’s 8, then we can tell if the idea works.

There are of course many ways of looking at how a low functioning group might not learn and use Ostrom’s 8. Contextual-Behavioral Science looks at it from the psychological flexibility point of view. Psychological flexibility (and inflexibility) is part of language. The idea is that language rules (often called verbal rules) can become rigid and inflexible. An example is the following familiar exchange:

Question: This is not working, why are we doing things this way? Answer: Because it’s the way we have always done them.

Of course things could be done differently, but the verbal rules are being treated like the law of gravity. Relational Frame Theory (RFT) is the name of science behind how language gets so much power over human behavior. Since RFT seems to do a pretty good job of explaining how humans get stuck in verbal rules, we can then create a method for reducing the stuckness on verbal rules. One of those is called Acceptance and Commitment Therapy (ACT).

So the idea is to use ACT to loosen the grip of verbal rules on a workgroup and then quickly show them what has been observed as workable and flexible set of rules called Ostrom’s 8. (ACT at Work is already in book form and it has been well researched as a stress management intervention.) However, ACT is a bit large and cumbersome for the task, especially for engaging very low functioning workgroups. A much less cumbersome way of introducing the ACT process and beginning to loosen up a group is The ACT Matrix.

The ACT Matrix boils down the ACT process of loosening the dysfunctional impact of language. First comes the vertical line that represents the process of transforming real world sensory information into mental (verbal) processing. Next comes horizontal line that represents the function (or purpose) of behavior. In just a few minutes a group of individuals can be taught how to Notice each of these processes by noticing the difference between sensory and mental experiencing and noticing the difference between how it feels to move toward (one function of behavior) and how it feels to move away (another function of behavior). Noticing these two differences quickly works to lessen the impact of verbal rules on behavior, which is known as increasing psychological flexibility.

With the increased psychological flexibility in place people are better able to learn Ostrom’s 8 and put them into practice. When using the ACT Matrix diagram this is done by adding two lines to the diagram and relabeling the spokes.

Notice also that each spoke is numbered from 0 to 10. This is a way that the workgroup can later monitor how they are doing on each of Ostrom’s 8. So if a group measured itself as having all 10s, then the group would be rolling along (spoke and wheel metaphor). A workgroup that had one or more significantly less then 10, e.g., 5, would be having a bumpy ride.

At this point the workgroup learns more about Ostrom’s 8 and how to implement each spoke. Such learning is a process.

Notice that at this point we have increased the Variability of workgroup behaviors by reducing the impact of unworkable verbal rules. The workgroup then observes the Consequences of the new behaviors and keeps the ones that work and discards those that don’t. Finally, the new behaviors are passed along to future workgroups (Heritability through language). It’s the evolutionary process applied to workgroup behaviors.

At this time ProSocial is looking for ProSocial trainers. I will be presenting an overview of that training to the New England ACBS.

Thanks to “Life by Design” in Caribou, Maine

 

On Friday, December 13 I had the grand pleasure of presenting to this great workgroup.

(BTW: Best I can tell, their leader, Deb, is the person we would all love to be working for.)

 

Here is a quick review of the day:

 

The Psychological Flexibility Model and Creating the Life You Want to Live

 

We started off with what is known as “The Psychological Flexibility Warmup” or “The first Loop around the Matrix”

 

This first Loop focuses on the individual within the workgroup. To share this point of view with others (and that’s the best way to learn) you draw a vertical line and put 5 senses at the top and mental at the bottom like this:

 

and then notice the difference between 5-senses and mental experiencing.

 

Next we add the horizontal line…Recall moving Toward someone who is important to you. Now recall moving Away from some unwanted internal experience like Fear.

 

and then notice the difference between how it feels to move toward an important person in your life and how it feels to move away from some unpleasant mental experiencing like fear.

 

 

Then we did the four questions:

Who’s important to you? (lower right quadrant)

What shows up inside of you (like Fear) and gets in the way of moving Toward who’s important. (lower left)

What behaviors do you do to move away from unwanted internal stuff, such as running to move away from fear? (upper left)

What behaviors could you do to move Toward who’s important to you? (upper right)

 

And then we did the “Second Loop” around the Matrix for the workgroup:

1) Notice (using the appropriate 5-senses) one or more of your co-workers. We went through each of the five senses, leaving off taste (tee hee).

2) Then we experienced our coworkers in our minds. There we could use all of our five senses all that we want (more tee heeing).

3) Then we noticed the difference between five senses and mental experiencing of coworkers.

4) Then we recalled moving Toward coworkers.

5) Then recalled moving Away from unwanted feelings regarding coworkers.

6) Then we Noticed the Difference between how it feels to recall moving Toward coworkers vs. moving Away from unwanted feelings related to coworkers.

7) Then came the four questions, but this time for the workgroup:

a) What shared purposes does this workgroup want to move toward?

b) What kind of stuff shows and gets in the way of moving toward the shared purpose?

c) What kind of behaviors do coworkers do to move Away from the uncomfortable stuff that shows up inside?

d) What kind of behaviors could all the coworkers do to move Toward the shared purpose of the workgroup?

 

 

Then Deb came to the whiteboard at the front to the room and did a Psychological Flexibility Warmup (Loop 1) with the group. Then another member of the workgroup (sorry, I forget her name) came up and also did the “Warmup.”

 

After the break we broke up into small groups and using PostIt easel paper everyone practiced showing each other the Psychological Flexibility Warmup. (Again, the best way to learn the Psychological Flexibility Point of View is to show it to others.)

 

Then right before lunch I presented the rather boring, yet important stuff about Positive Reinforcement (R+) on the Toward side, Negative Reinforcement (R-) on the Away side and then a bit about Relational Frame Theory (RFT). From a baby who is almost totally Sensory we learn to transform experiences onto sounds we can make called language. Humans are very, very good at language. So much so that we can start living life more in our minds (lower part of the Matrix) than in the 5-Senses, and this puts us at risk for getting Stuck in a special kind of Away loops (R-). For example, we might try to get rid of mental experiencing (like anxiety) that’s part of life. The more we try not to have anxiety, the more we have it. This vicious circle can eat up a lot of time and energy. I showed the workgroup the cover of Steve Hayes’ book Get Out of Your Mind and Into Your Life as an example of moving out of over processing life in the mind and using more of the five senses experiencing to learn from worldly experiencing. This “Sweet Spot” is represented by the circle at he center of the Matrix diagram.

 

Then we discussed how even the information needed for a 15-page care plan can be gathered using the Matrix diagram and it’s four quadrants.

 

Lunch: Fabulous food was brought in; these folks know how to do a party!

 

Right after lunch I answered a question from someone who had created a “personal goal and stress management matrix” and wanted to know about implementing it. I explained that while planning is very important in life, there’s a lot of life that just shows up and we need to be ready to create the life we want by flexibly responding with an Away or a Toward move in the moment. If we carefully notice the consequences of our actions, then we will learn through experience what is working to create the life we want. The visual metaphor is focusing on the center of the matrix where the lines cross after you have practiced noticing the two differences and have a good awareness of the four quadrants. By focusing on psychological flexibility in the center and keeping the other stuff in awareness, but in the periphery, you have the best chance of doing the planned behaviors AND responding in creative ways that might just work for creating the life you would like to live.

 

Then we did a “Bus” exercise. One person played the “Driver”, who identified an aspect of ‘Creating the Life You Want.’ Our driver chose “Health.” She then chose Walking as a behavior that could move her toward health. She then identified several “Passengers” who might show up inside of her and get in the way. She asked and directed a different coworker about how to playact the passenger inside of her head. She also identified and directed a couple of motivational passengers. Eventually, after much hilarity, it became clear that having a collaborative, accepting relationship with the passengers was less taxing than having an adversarial relationship with the passengers. She then took all the passengers along for a walk.

 

After another break we discussed the two basic questions of ACT:

 

 

1) What is the life you would like to go about creating for yourself?

2) What shows up and gets in the way?

 

 

We did some role playing about how to use words (and the matrix) to change the context that a behavior occurs within rather than trying to directly change the behavior. For example:

15 year old son says, “I want to be the best Grand Theft Auto (video game) player in the world!”

One possible response: “You are not allowed to play that game, period.” (Probably leading to the response of more playing of the game.)

Yes…And response: “Great! Once you are the world’s best Grand Theft Auto player, how will you next go about creating the life you want?”

 

We discussed how the first few words of an encounter sets the context for the following behaviors, so choose collaborative, affirming words as best you can.

 

We discussed that when working with others, showing the Psychological Flexibility Point of view (e.g., Matrix diagram) sets this collaborative, affirming context, so show it soon after you begin to work with someone.

 

Noticing Hooks and What You Do Next “Homework”

1) We all get hooked by people cutting us off in traffic, saying unkind words, seeing a beautiful person, etc. A ‘hook’ is one of these events that keeps churning inside of us for several minutes or more.

2) Do you think you will have the opportunity to notice a hook in the next year? How about in the next six months? How about three months? Then someone said, “Probably in the next ten minutes!”

3) Great! Next time you might notice the hook and what you do next. (Note: the purpose of what you do next is not important. Simply note the behavior you do next, e.g., walk, talk, sit, stand, etc.)

4) You can either do or not do this homework, both work equally well for learning.

 

The basic idea of the Psychological Flexibility Point of View is that almost every human has the ability to go about learning and creating the life they want to live. The problem is that the mind often shows up and gets in the way of learning.

The Matrix, combined with collaborative, affirming words usually results in Curiosity showing up. While using the psychological flexibility point of view we have a great curiosity about what the other person is saying. The Noticing Hooks homework (you can do it or not do the homework, both work equally well) sets up this curious stance and increasing the chances of creating the life you want to live.

 

Questions:

 

How might the Matrix be used with couples?

First have each member of the couple do a personal (and private) matrix.

Next have the couple work together and create a “Couples” matrix.

Someone added: You could do a whole family, each member fills out a personal, private matrix, then the family comes together to fill out a family matrix. Of course, mom and dad always have their combined “Couple” matrix.

 

Relationship         Relationship

 

We discussed that it all boils down to having curious and collaborative relationships with our minds and others.

 

Caribou Folks: If I forgot something, please add it as a comment to this blog, or email me and I will add it.

 

Thanks so much for a great day.

 

Sincerely,

 

Kevin

 

Like this post? Consider by a recording, click here (includes Dr. Polk working a virtual whiteboard with audio.)

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“Getting Started” Guide to Psychological Flexibility

The target of ACT is psychological flexibility.

ACT (both Training and Therapy) is based on noticing your answers to two broad questions:

1) “What type of life do you want to create for yourself?”
2) “What has been getting in the way?”

Psychological Flexibility is the ability to notice both of those questions in the moment and do behaviors that ultimately result in creating the life that you want. Noticing both at once is a bit tricky, so we use the following diagram (nicknamed The Matrix) as an aid for psychological flexibility.

 

Usually start with noticing the difference between sensory and mental experiencing. Then notice the difference between how it feels to move toward who’s important and how it feels to move away from unwanted mental stuff life fear.

Then add four questions:

a) Who is important to you? (lower right)
b) What shows up inside and gets in the way of moving toward who’s important? (lower left)
c) What behaviors do you do to move away from the stuff like fear, e.g, run, avoid? (upper left)
d) What behaviors could you do to move toward who’s important to you? (upper right)

If you focus on the center (where the lines cross) and notice the two differences and the four quadrants, then that’s the Psychological Flexibility Point of View.

“The life you want to be creating” involves both Toward and Away moves. The “trick” is to notice if the combination of Away and Toward moves is creating the life that you want to live.

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