The techniques that are outlined in the BDP increase emotional connection and make boards and teams more effective, collaborative, engaged, and much more aligned with the company’s strategies, vision, mission, and core values. Our experience working with boards and executive teams show that the more secure members are, the more positive, cohesive, and effective they become.
Negative emotions cause rigid and constricted patterns of interaction and create unsafe environments. This limits engagement, collaboration, and prevents the board or team members from developing secure relationships with each other.
The goal of BDP is to:
- Expand and re-organize key emotional responses
- Create a positive shift in interactional patterns
- Foster safe and secure board and team relationships
By the end of the process, board and team members not only be reconnected but will know how to stay united and strong in addressing challenges together. These challenges include dealing with changes in the economy, in the environment, the competition, or taking the organization through a transition.
An Example of the Change Process
In a session, a CEO’s numbness and withdrawal expands into a sense of hopelessness, a feeling of distress, and disconnection. He begins to assert his need for respect and, in doing so, becomes more accessible to his board. He moves from “There is no point in talking. I don’t want to fight.” to “I do want to work together with my board. I want them to give me a chance. Stop poking me and let me learn to be there for you.” His directors’ critical anger then expands into fear and shame. They can ask for and elicit reassurance. They move from ” You don’t get it.” to “It is so difficult to say – but we need you to reassure us.”
New cycles of bonding interactions occur and replace negative cycles such as pursue-withdraw or criticize-defend. These positive cycles then become self-reinforcing and create permanent change. The relationship becomes a safe haven and a healing environment for every board or team member.
In dealing with human interactions (with the proper training) it is relatively straight forward to identify emotions and negative patterns which diminish our cognitive and social abilities. In order to break these unproductive cycles or to institute change of any type necessitates organizations and leaders to learn new “emotional connection“ skills; hence, the importance of BDP. It is a transformational journey enabling organizations and leaders to unleash the power of emotional connection.
This does not happen overnight, it requires enactments, time, and hard work. Through the application of BDP you and your organization can achieve positive and sustainable results leading to enhanced and more effective team functioning and decision making. The result is ultimately improved performance and Return-On-Investment (ROI).
For a summary article describing BDP, click here.