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Matt Schlegel

It’s Earth Day — Who Cares?

April 22, 2022 by Matt Schlegel Leave a Comment

Today is Earth Day and my thoughts turn to humanity’s response to the climate crisis and the mass species extinction currently underway.  Focusing on my own country, the United States, arguably most Americans are now becoming aware of these problems.  In the early phases of problem solving, the sequence humans go through is awareness of the problem (Step 1), caring about the problem (Step 2), and coming up with ideas to solve the problem (Step 3).  We are in the early phases of solving the climate problem, and I would arguably say we are stuck in Step 2 – not enough people yet care about the problem to move into ideas for solutions. Why is that?  Here are some thoughts.

One framework to explore humanity’s poor response to the crisis is through the lens of addiction.  The addict will deny the problem until the problem itself subsumes them. For instance, for the alcoholic, the thought of not drinking is terrifying. It’s much easier to keep drinking than to face that terror.  Not until the terrors caused by drinking outweigh the terror of quitting does the addict face the problem and start to make changes. Helpful to the addict is the hope for a better life after the transition.

How does addictive behavior relate to the climate crisis? The root cause of the climate crisis is burning fossil fuels and polluting the atmosphere with greenhouse gases, especially CO2. Are Americans addicted to our fossil fuel lifestyles?  As one of the highest per capita consumers of fossil fuels on the planet, the answer is certainly yes.  Giving up fossil fuel consumption for most Americans is unimaginable, and the thought of doing so is terrifying.  Giving up my amazing Viking Stove? My Ultimate Driving Machine? My annual ski trip? My European vacations? My family cruise to Alaska or the Caribbean?  And for what?  At least the alcoholic who gives up their addiction and goes through the transition gets the opportunity to be healthier, feel better, build stronger loving relationships.  What do you personally get if you give up your fossil fuel lifestyle?  Nothing. Not a thing. It’s all sacrifice without any reward.  All the benefits of weaning yourself off of your fossil fuel addiction accrue to future generations.  Meanwhile you must endure all the hardship, emotional and physical, of your sacrifices.

When I was a student, I was addicted to nicotine. My high school buddies dipped tobacco so I started. The good stuff too – Copenhagen. My inside lower lip got hard and scaled. My lower front gums receded. My teeth turned yellow.  While it helped me stay up late to write papers in high school and college, once I graduated I wanted to stop.  I finally did—went cold turkey.  No one in my social circles tried to stop me or protested when I quit.  I wasn’t hanging out with other people who were also addicted to nicotine, so there was no social pressure enabling my habit. Afterward I did feel better.  I had better capacity for exercise. My lip and gums healed. I probably saved myself from contracting cancer. But it wasn’t easy. I had to endure pangs of craving.  Those pangs lasted for about 10 years. That’s how addictive nicotine is.

I am now in the process of weaning myself off fossil fuels.  I drive an electric vehicle and since my city supplies electricity from renewable sources, my daily car transportation is fossil-fuel free.  I do have a gasoline car, and it is parked in the garage rarely used.  I have converted all my home appliances — cook top, water heater, HVAC — from gas to electric, all powered by fossil-free energy. All this equipment cost more than the equivalent fossil-fuel appliances, so there has been no savings to me for doing this–no immediate benefits to me or my family.

I informed my business partner that I want to discontinue traveling to our annual conference. I asked him if I could participate remotely in order to avoid burning fossil fuels.  He is not happy with this.  I think he will make the accommodation. We will see.  Further, he has restricted my access to prospective clients.  He said that if I am not willing to travel to meet them face-to-face, then he will not give me the leads. He will only provide leads in my immediate area, where I can drive my EV to meet them.  In spite of two years during the pandemic learning to have virtual video meetings, he still insists that I meet prospects face-to-face. In this case I am getting social pressure to burn fossil fuels, and my business is being penalized for not doing so.

I do not even want to get on an airplane to travel for pleasure any longer. The roar of the jet engines would be a constant reminder all the kerosene being burned. Up until CoVid, I traveled frequently. A-List on Southwest airlines. Clear membership.  While I no longer plan to fly unless it’s an urgent family matter, what’s the benefit to me of giving up travel?

I realize I share this story from the point of view of my white, male privilege.  I am not trying to garner sympathy.  I am only trying to make the point that tackling climate change will require individuals to make sacrifices with no immediate or near-term benefit to themselves. The benefit horizon will be measured generationally—all benefits will accrue to some future society (hopefully.) The individual’s behaviors will have to be motivated by other reasons, altruistic reasons.

Some will argue that individuals cannot make the difference, it will require that institutions take the action required to wean us off fossil fuels.  Yet, institutions will only respond when people care enough to force them to act. And this happens all the time. When people feel an imminent threat, they care enough to force intuitions to act—to take a dangerous product off the market, or to install a traffic light at a busy intersection.  The response immediately lowers the threat level and the feelings of terror individuals experience. Those of us who do feel the terror of climate change can make our voices heard and force institutions to act.  And we are raising our voices. But there’s not yet enough of us to make a difference. And we know that any positive changes we make now will only be recognizable decades in the future and then only if the ecosphere is allowed to start healing itself.

As we endure the hardship of weaning ourselves of our fossil-fuel addiction, we cannot even expect gratitude. Who will thank us?  Certainly not younger generations.  No generation yet has done enough to wean itself from fossil fuels to deserve such gratitude. Neither direct benefit nor gratitude can serve as motivation for what we must now undertake.  The motivation must come from something else.

Whether we like it or not, the problem of climate change will impose itself on each of us. Once we become aware of the imposition, we will have feelings about it—anxiety, grief, rage, etc. We will be motivated to process those feelings somehow. It’s my current belief that these feelings will form the basis for action on climate. Forming teams to work collectively on problems with a shared vision for a better future is a cathartic and highly motivating human process. I think that collaborative teamwork itself can be sufficient motivation to work towards stemming mass extinction and stabilizing the climate.

My suggestion on this Earth Day? Find community members who are also feeling the problem. Create a shared vision for your community’s future, establish goals, and start working together to achieve those goals. In my city our goal is to reduce fossil fuel emissions 80% below 1990 levels by 2030.  I am going to dedicate myself to helping my community achieve that goal.

Collectively we must spend the next 3~5 years and wean ourselves from our fossil-fuel addiction. The main benefit to the individual will be immersion in the fabric of a caring group working towards shared goals. If you care, find or form a group in your community and get started.  Do you care?

Filed Under: Climate Crisis, Problem Solving

CleanTech Entrepreneur Sri Sukhi on Leadership, Climate and Feelings

April 12, 2022 by Matt Schlegel Leave a Comment

Sri Sukhi is a data scientist and serial entrepreneur who taps into his strong feelings about climate change for his leadership and motivation in creating solutions to reduce the use of fossil fuels. He founded and served as CEO of Solecular, a software company that maximizes efficiency and output of renewable energy plants.  His current company, EmitZero, provides a software platform that helps companies decarbonize their supply chains.  Sri describes feeling disturbed, especially with slow progress on solving the climate crisis, and despite that feels the urgent need to continue moving forward and making progress.  I appreciate how Sri serves to show both companies and individuals paths to decarbonize and reduce fossil fuel emissions.

Find Sri Sukhi here: https://www.linkedin.com/in/srisukhi/

EmitZero: https://www.emitzero.io/

[Video Transcript]

Matt Schlegel:

How are you feeling about climate change and how are those feelings influencing your behaviors? Thanks for joining me in conversations with leaders who are engaging with their feelings as a leadership tool for both inspiration and motivation. Today, I’m speaking with Sri Sukhi, a data scientist and entrepreneur who has founded and led several software companies focused on solutions that are leading us to a decarbonized society. And now for the conversation.

My guest today is Sri Sukhi. Sri is a data scientist and serial entrepreneur who turned his attention to grid level wind and solar energy solutions when he founded and served as CEO of Solecular, a software company that maximizes efficiency and output of renewable energy plans. His current company, EmitZero, provides a software platform that helps companies decarbonize their supply chains. Sri, it is a delight to have you here with me today. Thank you so much for joining me.

Sri Sukhi:

Hey, Matt. Yeah, thank you for the opportunity.

Matt Schlegel:

Yeah, I love it. Appreciate it. Let me just start off. The climate report just came out this week. How are you feeling about climate change right now?

Sri Sukhi:

Yeah. I think for those of us who are sort of in tune with the world of the climate reports and whatnot, we kind of see a disconnect between what is being talked about in the news, what’s being talked about in social media, and what climate scientists are telling us about. Just this like going back and forth between these two worlds, it’s just like really hard, right?

Sri Sukhi:

I was rock climbing yesterday at the gym and met this guy who… He’s a scientist, not a climate scientist, but a scientist who worked for one of the chemical companies in the Bay Area. He kind of asked me what I do, and it was like, “Yeah, I’m helping companies reduce emissions.” Like, “Wow, so you’re like an environmentalist?” I’m like, “Well, no, I’m not an environmentalist.” There’s layers. It’s kind of like I feel like I’m in this position kind of caught between two worlds. That’s kind of how I feel.

Matt Schlegel:

It’s like almost cognitive dissonance, where we know what’s going on with climate and yet the world just kind of keeps going along. Is there any particular feeling that strikes you? Is it like anger, or do you feel anxious or sadness? I mean, is there anything in particular, or is it just like a malaise for you?

Sri Sukhi:

It’s disturbing, right? That is how I feel. There are elements of anger, but it’s not so direct.

Matt Schlegel:

Okay.

Sri Sukhi:

It’s also like this feeling of like, “Well, okay. So if we have to hit peak emissions by 2025 and it’s 2022?”

Matt Schlegel:

Yeah.

Sri Sukhi:

There’s new natural gas plants being built, and there’s more oil being pumped, like, “Wait, this isn’t trending in the trajectory,” right? Again, even in terms of like what we are doing as a civilization is disturbing compared to what we should be doing in order to sustain this planet.

Matt Schlegel:

Right. Right. Yeah, disturbing. How would you characterize it? Would it be something like frustration? That disturbing feeling, it’s kind of coming out as a frustration maybe?

Sri Sukhi:

Yeah, that’s probably the closest. Rather than anger is like more of an active thing and this is a little more frustration because I’m trying to do my best, but it’s not nearly enough, right?

Matt Schlegel:

Yeah, yeah. We all need to be doing everything we can to really move the needle. It can feel frustrating and a little bit isolating when you don’t see everybody stepping up and doing it. I totally get that. How are you then channeling those feelings that you’re having into your work as a leader and how are they informing your leadership?

Sri Sukhi:

Right. In the organization, there’s constant steering and there’s a lot of need for alignment. What is that north star? And if that north star is, in our case, if it’s tons of carbon emitted, tons of CO2E carbon dioxide equivalent emitted, then how do we design our business model? How do we helped our economics line with that metric? That is how I channel it. Because you could be like, well, we just kind of inform people of what their emissions are and let them figure out what to do with it.

Matt Schlegel:

Right.

Sri Sukhi:

That’s like if we were to take that stance, and there are companies that are doing that, we could still be like a large successful company. But I would still feel that we missed the mark because we didn’t serve our other goal of actually reducing emissions, right?

Matt Schlegel:

Right.

Sri Sukhi:

That is how I believe I’m channeling it, you know?

Matt Schlegel:

Yeah. Your solution is not only reporting, you’re also providing guidance for how to further reduce the carbon footprint of the supply chain.

Sri Sukhi:

Correct. Guidance, as well as pathways and actual projects that can be implemented and connecting to vendors and then financing and all that.

Matt Schlegel:

That is such an important element because a lot of people do start to like realize they need to do something, but they don’t know what to do. Actually giving them the tools to take action. That’s brilliant. That is really brilliant. Well, now, I think that as time goes on here, we’re going to increasingly have people having feelings about the climate. I think a lot of people they’ll come to this with different feelings. It might be anger. It might be sadness. It could be anything.

Matt Schlegel:

But just from your point of view, as it seems to kind of manifest as this frustration, what advice would you give to leaders and aspiring leaders who are starting to feel frustrated that not enough is happening?

Sri Sukhi:

Well, it’s sort of how do you spread the word, but also how well are you practicing what you’re preaching, right? I don’t want to name any names, but there are sustainability leaders who are still driving in gas coasters, kind of burning on national gas in their furnaces. It’s not things they think about when it comes to climate action. Practice before you preach, right? That’s something that I do share with my fellow leaders.

Sri Sukhi:

I took the effort of decarbonizing my house here and an earlier house that I used to own, but there are still… I know of like some cases where there are unavoidable emissions. When we order food, obviously they’re not driving in EVs, right? There’s the Scope 3 emissions of our personal household. The advice would be like, Hey, when you as a climate leader, when you are also practicing what you’re preaching, it’s a lot more powerful, right?

Sri Sukhi:

You can share from personal experience, right? Like, hey, I made the transition to reduce emissions in my life and here’s how I did it and here were the stumbling blocks, right?

Matt Schlegel:

Yes. It’s a very satisfying feeling, a very rewarding feeling. It sounds like it gives you the opportunity to have conversations about climate, but also just like what you’re doing in your business, suggesting actions for people to take. Don’t say just like have these feelings, but here e some things you could do and you’ve done it and you can share that.

Sri Sukhi:

That’s right. That’s right, yeah. Correct. Sustainability isn’t this other thing. It kind of runs through us, right?

Matt Schlegel:

Right, right. Well, this is great. This is such great advice. I thank you so much for are coming and sharing this, and I really appreciate all the work that you are doing to decarbonize supply chains and get us to a low no carbon world. I wish you the best success, and I hope that you can come back in the future and share more about what you’re doing and the successes that you’ve had, Sri.

Sri Sukhi:

Thank you. Thank you, Matt. I appreciate that. It’s great to have this forum and this dialogue, right?

Matt Schlegel:

Yes. Yes. Well, yes, thank you. We all need to share our stories and thanks again for sharing yours.

Sri Sukhi:

Yeah, thanks again. Thank you.

Matt Schlegel:

Thanks for watching. Disturbing is the word that Sri uses to describe his feelings right now about climate. He also identifies with the feeling of frustration. As a leader, he speaks to highlighting the north star of his organization, which is maximizing the amount of carbon abatement. I love how his company solutions not only report carbon, but provide direction to his customers on how they can continue to reduce carbon in the supply chain.

He also demonstrates how he walks the walk and takes action in his personal life to decarbonize his lifestyle. He uses that to demonstrate the possibilities for a decarbonized lifestyle with the people in his life. If you found this conversation helpful, please click on the thumbs up button and subscribe to the channel for notifications of future episodes. If you have any questions, please leave them in the comments section and I’ll respond to them as soon as I can. Thanks again.

 

Filed Under: Climate Crisis, Leadership

Roaring 2020s – What Are We Letting Go Of?

April 5, 2022 by Matt Schlegel Leave a Comment

This month fellow authors Twiana Armstrong, Kimberly Layne and I discuss Woman’s History Month, The Great Resignation, the increasing need for emotional spaces in the workplace, and how leaders can create transformative change in the workplace when they lead with intention. We identify that changing times require us to let go of old ways of thinking and looking to new ways of doing business.

Find Kimberly and Twiana here:
Kimberly Layne: https://www.kimberly-layne.com/
Twiana Armstrong: https://linkedin.com/in/twianaarmstrong

#Roaring20s #Roaring2020s #Leadership #DEI #DiversityEquityInclusion #WomensHistoryMonth #EQ

[Video Transcript]

[Twiana Armstrong]
The last 2 years have been a laboratory of change – the world as we know it has twirled, swiveled, and pivoted depositing a dichotomy of what’s normal. The1920’s workplace ushered in legislation in some industries mandating an 8-hour workday and the workweek fell to 50 hours. Influenced by such changes, business leaders argued across sectors for either goods and growth or for leisure time which addressed the social construct that long hours were unhealthy, dangerous, and counterproductive, especially to marginalized groups such as women and children. In the 2022 workplace we witness the Great Resignation. Leaders, what are you deciding to let go of this year in the face of this dichotomy? Do you argue the “Gospel of Consumption” for goods and growth, or do you argue on behalf of worker self-care? In this whirlwind of changes, we saw some business results exceed expectations. We also recorded a record number of women exiting the workplace in the face of competing priorities. As we honor Women’s History Month, the Letting Go Conversation will breathe life into solutions to rectify this exodus, as well as solutions to fix worker shortages. Leaders, add the “Letting Go Conversation” to your strategic plan. You owe it to your consumers and your employees. Kimberly, what say you about the Letting Go Conversation?

[Kimberly Layne]
Thank you Twiana, before I share the letting go
I want to acknowledge that this is women’s history month, let us recognize the capacity of women to be nurturing and typically more comfortable with their emotional content. Leaders can learn from this presence of an emotional factor in managing their employees such as nurturing, care, and empathy, that women tend to bring into the workplace. These characteristics have been proven to be an intrinsic motivator for our employees to feel valued, connected, and understood.
So, I ask the leaders of today. what have you decided to let go of this year, to ensure your capacity to lead and grow your teams individually and collectively to their personal best, can be achieved?
Many of you know that I am big on the Power of Human Connection and the importance of in person communication and energy exchange to maximize the emotional connection between ourselves and our employees.
So, you might be surprised to hear me say that I am encouraging my leaders in my coaching sessions to let go of the mindset that we cannot be effective leaders, have high engagement, community, and creativity if we are not seeing or meeting with our employees, and clients in person.
These dear leaders, NOW is today’s reality, and our future – Hybrid or fully virtually environments. We CAN build connection, inclusivity, acceptance, and community and we must let go of the belief that we cannot.
Creative teams, employee connected cultures, and community workspaces can be achieved, and the typically labeled female “soft skills and a High EQ are the keys to creating the strong engagement, community, and inclusivity in your now reality.

Matt, what are you recommending that we let go of this year?

[Matt Schlegel]
Happy Women’s History Month.

The Great Resignation has much to do with women’s role in the workforce, especially those with the dual role of managing a household and juggling career and kids.

Increasingly, there’s a tremendous amount of emotional work being placed on us all, our family, our friends, our co-workers and ourselves. Dealing with the pandemic, now the war in Europe and all against the backdrop of climate change. It can be emotionally overwhelming. We need leaders who will let go of outdated stereotypes and envision a future that is more just, equitable and inclusive.

I found one such example at my own Alma Mater, Harvey Mudd College. In 2006, Dr. Maria Klawe was hired as the first woman president of Harvey Mudd. When she started about 30% of the student body were women, about the same as when I attended 20 years earlier. Today, women compose half of the student body. Further 40% of the faculty are female. Dr. Klawe illustrates the possibility of transformative change in an organization when change is undertaken with intention.
Also, she shows how you can let go of stereotypes like “Women aren’t good at math and science.” When women are giving the opportunity, they can perform equally well to their male counterparts.

Also, we need to let go of the idea that emotions aren’t allowed in the workplace. We’re human beings, we are emotional creatures, and it’s important to acknowledge that fact especially, during challenging times.

Successful leaders will intentionally create diverse and inclusive workplaces, ones that acknowledge our humanity.

 

 

Filed Under: Diversity, Roaring 2020s

Leading with Feelings — Enneagram Type 3 Climate Leader Dr. Steven Zornetzer

March 29, 2022 by Matt Schlegel Leave a Comment

Dr. Steven Zornetzer is an impressive leader. His past leadership roles include Associate Center Director for Research and Technology at NASA where he directed all research and technology development at NASA’s Ames Research Center. Before that he was a Director of Life and Biomedical Sciences for the Office of Naval Research.

More recently Dr. Zornetzer’ s attention has turned to the challenge of global climate change. He is involved in several efforts including Secure the Future 2100, the Arctic Ice Project and even contributes at the municipal level to decarbonize his city Sunnyvale CA.

Dr. Zornetzer is an Enneagram Type 3 who is increasingly tapping into his feelings to guide the direction of his leadership and efforts.  Type 3s typically suppress their feelings, a trait that would have served him well in technology and scientific research roles.  However, in times of climate crisis, human emotions increasingly come into play during problem solving.  Dr. Zornetzer shares his leadership journey and how emotions now play a more important role.

Find Dr. Zornetzer here: https://www.linkedin.com/in/dr-steven-zornetzer-3981548a/

Secure the Future 2100: https://securethefuture2100.org/

Arctic Ice Project:  https://www.arcticiceproject.org/

#Leadership #Commitment #EmotionalIntelligence #EQ #climatechange

[Video Transcript]

Matt Schlegel:

Thanks for joining me in conversations with leaders who are engaging with their feelings as a leadership tool for both inspiration and motivation. Today, I’m speaking with Dr. Steven Zornetzer, an extraordinary science and technology leader with a distinguished career with NASA and Office of Naval Research. Dr. Zornetzer now focuses his remarkable talents on efforts to slow the impact of climate change. And now for the conversation.

Matt Schlegel:

My guest today is Dr. Steven Zornetzer. Dr. Zornetzer is an impressive leader. His past leadership roles include associate center director for research and technology at NASA, where he directed all research and technology development at Ames research center. Before that he was director of life and biomedical sciences for the Office of Naval Research. More recently, Dr. Zornetzer’s attention has turned to the challenge of global climate change. He’s involved in a number of efforts, including Secure The Future 2100, the Arctic Ice Project, and even contributes at the municipal level to decarbonize his city of Sunnyvale, California. I’m so eager to hear about his leadership journey into addressing the climate crisis. Thank you for joining me today.

Dr. Steven Zornetzer:

Thank you, Matt. Delightful to be here.

Matt Schlegel:

Yeah. And so why don’t we start off by just checking in and seeing how you’re feeling now about climate change.

Dr. Steven Zornetzer:

I’m feeling energized, motivated, and frightened.

Matt Schlegel:

Yes. It’s remarkable how so many of us, as we think about this, we have a number of different feelings, and how we move through those different feelings, even during the course of the day. Which feelings are driving most of the energy for you, would you say?

Dr. Steven Zornetzer:

I think about my grandchildren. I think about the kind of lives they’re embarking on, and how the lives that we’ve known in our youth and throughout our lives, how different their lives are going to be. And certainly, not in a better way, but in a very degraded way. They’re going to experience, if not directly and personally through the news and through day to day life and everything that they observe, they’re going to experience hunger around them. They’re going to experience more disease. They’re going to experience more poverty. They’re going to experience hellacious weather events, droughts, and fires, and freakish storms, and who knows what else. The IPCC, this international organization that the United Nations has chartered over the past decade or more to study climate change and make predictions, they came out just most recently with something they call the atlas of human suffering. And they project, over the next many decades for the rest of this century, they project the kind of degraded life that humans will experience on our planet because of humans.

Dr. Steven Zornetzer:

So this is what motivates me, is the kind of life my grandchildren are going to lead in. And what I say to myself is, what can I do? What minor teeny little legacy can I leave that will try to make their lives just a little bit better?

Matt Schlegel:

Right. Right. Well, that’s amazing. And it’s remarkable how just the contrast that we are going to see in our lives as, as you put it, the world starts to degrade, the environment starts to degrade, the climate starts to degrade, and how that’s going to impact everybody. And we’ve already started experiencing it, and we’re going to just see that continue. So yeah, it’s going to be very devastating. So how are these feelings that you’re having and your thoughts about the future of your children and grandchildren, how are they influencing your direction and behaviors as a leader today?

Dr. Steven Zornetzer:

Yeah. So when I retired from NASA about four years ago, I wasn’t planning to spend my retirement largely dedicated to these nonprofits that I’m working with. But it occurred to me, as I began to learn more and happenstance, things happen, you meet people, you start talking to people, you learn more things. And all of a sudden, I realized that there’s nothing more interesting and or important that I could be doing while I’m still [inaudible 00:06:03] and I still have enough energy to perhaps make a difference. There’s nothing more important that I could be doing that would be fulfilling for me than devoting myself to trying to educate people and do what I can to try to slow down the rate of climate change, buying more time for humanity to get off a carbon economy.

Matt Schlegel:

Right. So well said. It’s hard to imagine of a bigger problem, a bigger challenge to work on than the climate challenge. And you’re a lifelong problem solver. So what better problem to sink your teeth into now than one that requires you to join and demonstrate your leadership? I think ultimately all of us have to become climate leaders. So I really appreciate you stepping into that and realizing that. That’s amazing. So thank you for doing that. And so what advice then would you give to leaders and aspiring leaders who are starting to have feelings about climate change and the future of their family and their children?

Dr. Steven Zornetzer:

Well, that’s a very good question. For people who believe that they do have leadership potential or true leadership ability, just get engaged, get involved. There’s no dearth of opportunities out there to participate in, even if it’s nothing more talking to your neighbors in terms of, well, are you recycling? Are you recycling properly? Are you conserving water? Are you driving an electric car? What’s your next car going to be? Have you considered an electric car? There’s just little things you can do. Then there’s bigger things you can do. You can get involved in your community.

Dr. Steven Zornetzer:

I got involved at the Sunnyvale Sustainability Commission even before I retired from NASA. And I found it eyeopening. How much can be done at the local level to mitigate some of the causes that are contributing to climate change, whether it be better electrification, incentives for changing out your furnace for a heat pump? Little things that people can do that make a difference when they’re aggregated, and certainly at the community level, even a small town like Sunnyvale.

Dr. Steven Zornetzer:

Get involved. Use some of your passion and some of your energy and focus it on what is the existential question of our time and existential problem of our time. There is no bigger problem right now, frankly. And if you care about your children and your grandchildren and the kind of lives they’re going to lead, now’s the time to act because we have a very small window here where we can make a difference because just a few tens of a degree Celsius increase in temperature on the planet may very well result in irreversible changes that, in our lifetime, certainly never be able to reverse.

Matt Schlegel:

Right. Right. Time is of the essence. Just a couple of comments. So I really appreciate how you are describing that there’s endless opportunities for people who are inclined to demonstrate their leadership skills, and hone and practice their leadership skills. And you can plug in at any level your neighbors, your neighborhood, your city. You are remarkable in your experiences, that you’ve gone all the way from your neighborhood all the way up to the global level. You’re highlighting that we can start anywhere. We can start right where we are today to demonstrate leadership. And that’s so important. And thank you for highlighting that.

Dr. Steven Zornetzer:

So you were asking, what advice would I give to other aspiring leaders? And I’ll recount a personal experience that actually put me on the pathway that I’m still on with respect to climate change, and global warming, and doing something that can make a difference. So this was back many years ago, 2008, when I was at NASA. And NASA Ames had won a competition within the larger NASA for the next new building within the agency. And that building was going to be built at NASA Ames. And I went to a briefing about the design of that new building and what they were planning to do to build this new building at Ames.

Dr. Steven Zornetzer:

So I was sitting in the audience and I was listening to the plans, and I was so completely underwhelmed by the lack of imagination, the lack of boldness with respect to this new building. I was sitting here in the 21st century, in the heart of Silicon Valley, this is NASA, and they’re building this ugly, rectangular building that could have been built in 1960, that had conventional heating and air conditioning, nothing imaginative or bold, or even responsive to the growing notion about climate change and what we can do, what we should do.

Matt Schlegel:

And what year was this again?

Dr. Steven Zornetzer:

2008.

Matt Schlegel:

Eight. Okay.

Dr. Steven Zornetzer:

So I was getting more and more frustrated as I was sitting in the audience. At one point, and this was so unlike me, I simply stood up and I said, “Excuse me,” and I raised my hand. Everybody knows who I am. I have a prominent leadership position in Ames, but I had nothing to do with roads, and commodes, and buildings, and that stuff. I was dealing with research and technology. But I said to them, “This is absolutely the wrong building to build, and we’re not going to build this building.” Now, I had no authorities to say that, but I said, “We’re not going to build this building. We’re going to build the greenest building in the federal government. That’s what we should do.”

Dr. Steven Zornetzer:

And I just said that, and everybody looked at me and like, are you crazy? How are you going to do that? And some people clapped. So I went back to the director and I told them this same experience. And he said, “You’re exactly right. Let’s build the greenest building we can possibly build.” And NASA headquarters, which gave us a budget and gave us a schedule to do this building said, “You guys can’t do that. No. We’re going to build the building we’ve already started to plan.” And we said, “No. We’re going to build the greenest building in the federal government.” Well, we did. I led that project, and that’s what got me started.

Dr. Steven Zornetzer:

Now, that was a very audacious thing to do. It was completely out of character for me to do that, but I was so frustrated by little think, and we really needed to do big think. And so that’s what we did. And for years, it was the greenest building in the federal government. It was lead platinum certified. It’s still a showcase building. We called it sustainability base. We incorporated aerospace technologies into this building. It was one of the very first smart buildings that used AI and other technologies to manage itself. It was carbon neutral, actually generated energy, not only for itself, but for the rest of the campus. It was a phenomenal building. And it just started with a sense of frustration. And so that’s what I say to aspiring leaders, be audacious, get out there, and do something.

Matt Schlegel:

Yeah. Yeah. And the other, other thing that comes to mind about this experience is if you don’t bring it up, nobody else is going to bring it up. And so if you are feeling that you should be thinking about climate change, and we could be doing more, and nobody’s talking about it, believe me, people are thinking about it, but people just need to have somebody stand up and say it. Everybody’s thinking it. So just stand up and say it, just like you did. Just show that leadership, and people will follow you because people want to follow. Thank you so much for sharing that story. It’s so great.

Matt Schlegel:

Well, I know we could continue this conversation for a long time, and I really appreciate everything you are doing. And I do hope that as we move forward and you continue to make progress in your many efforts, that you can come back and share some of your insights, and offer more advice to leaders who are moving into the climate world.

Dr. Steven Zornetzer:

Thank you, Matt.

Matt Schlegel:

All right. Thank you.

Matt Schlegel:

Thanks for watching. I love how Dr. Zornetzer now focuses his energy on efforts to solve the climate crisis. He highlights how we can demonstrate leadership wherever we are with our friends, family, in our neighborhood, at work. He showed how people want to start taking action, but hesitate until someone starts the conversation. So just start the conversation. And if you found this conversation helpful, please click on the thumbs up button, and subscribe to the channel to get notifications of future episodes. If you have any questions, please leave them in the comments section, and I’ll respond as soon as I can. Thanks again.

 

 

Filed Under: Climate Crisis, Leadership

The Enneagram and Whole Brain Living

March 15, 2022 by Matt Schlegel Leave a Comment

In preparation for this week’s Enneagram workshop, I am re-reading Jill Bolte Taylor’s book, Whole Brain Living. You may recall Bolte Taylor’s famous 2008  Ted Talk (https://www.ted.com/talks/jill_bolte_taylor_my_stroke_of_insight) in which she recalled her experience her brain processing differently during a stroke.  She experienced her perception change.  She experienced her personality change.  As a Harvard-trained brain scientist and researcher, she recognized which parts of her brain were losing dominance and which parts were becoming dominant.

In his book, Personality and the Brain, Peter Savich maps left- and right-thinking brain and left- and right-emotional brain to the nine points of the Enneagram.  As I read Bolte Taylor’s experiences,  I can’t help but appreciate how her descriptions match up to behaviors described by the Enneagram.

The hemorrhage occurred on the left side of her brain and shut down left-thinking and left-emotional brain function. She became purely right-thinking and right-emotional dominant.

As I read her descriptions, I glean that before the stroke she was left-thinking brain dominant with a strong right-emotional brain.  This maps to either Type 3 or Type 8. With all of her accomplishments, I can’t help but think she was likely a Type 3 before the stroke.

For instance, on page 29 she writes, “When I salvaged the functions of my left-brain thinking module, with them came the goal-driven, well-organized, methodical, controlling character who had dominated my pre-stroke life.” She seems to be describing Type 3 behaviors here.

On page 25 she says, “Remember that Blackberry? It used to make my right brain moan.”  Clearly she already had ready access to her right-emotional brain, which could also be Type 3 in Savich’s model.  Type 3s also have access to the left-emotional brain, so she would have recognized a loss of that function during the stroke event.

She goes on to write on page 29, “I will admit that I truly enjoyed not having any of the pain from my past in my left-brain emotional module anymore.”   Enneagram Type 3s suppress their emotions.  In the period after the stroke and before recovery, she was relieved from the work of suppressing emotions.  When her emotions came back, she was reminded of the work she needed to do to suppress them.

She enjoyed the experience of right-thinking brain dominance. Curiously, the path of integration for Type 3 is towards Type 6, which is right-thinking brain dominant. What Bolte Taylor describes here is an Enneagram Type 3 moving along the path of integration towards Type 6 behaviors and exercising those parts of the brain.

Finally, when I watched the Ted Talk, I was impressed by the emotionally delivery of her experience.  Enneagram Type 3s have difficulty expressing emotion.  Enneagram Type 3s working in academic settings dominated by the emotionless Enneagram Type 5 dynamic would have just that much more difficulty expressing emotions.  Having gone through the experience of being relieved of left-emotional brain function and knowing how to better access right-emotional brain function seems to have given Bolte Taylor the ability to genuinely access and convey emotions in front of an audience.  The operating word is “genuine.”

I am excited as we continue to learn more about the Enneagram-brain connection.

Filed Under: Brain and Enneagram, Enneagram

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