October 25, 2023 • 17 mins
Heyyyy :)
Episode 07 is finally here!! This episode will explore why a System Of Transformation prioritizes staying connected to the heart of its members.
- Quality 04 - The Pulse of Transformation
- A culture of safe communication
- A culture of honesty
- Working together to find creative solutions
Let's heal generational and transform global !!!
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- Instagram - @therealanuhernandez
- TikTok - therealanuhernandez
- Facebook - Anu Hernandez
- Email: therealanuhernandez@gmail.com
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My book, But Jesus is available online at Amazon, Barnes and Noble and WestBow Press.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:11):
Welcome to the Systems OfTransformation podcast, a
podcast that is dedicated to thedynamics of generational healing
and global transformationthrough a trauma informed lens
and a Christian perspective.
I am your host, Anu Hernandez.
And welcome to episode seven,The Pulse of Transformation.
(00:33):
It has been a while since I havedone this.
So let's see if I still got it.
Okay.
Oh my gosh, my voice.
It's morning voice too so Ihaven't really talked to anyone
other than my mom.
Today's episode is going to becalled the pulse of
transformation because when Isat down to write my outline for
(00:54):
this episode, it became evidentto me very quickly that the
people that comprise a systemare truly the heartbeat of every
system.
Whether we're talking about youas an individual.
Whether we're branching out intomore group systems.
I believe that it is the humansthat keep our systems beading
(01:20):
and living.
And give something that is justan abstract concept, a very
practical, beautiful life filledexpression of those ideas and
thoughts that we have when weare putting together different
systems.
We have been doing this seriescalled, The Qualities of a
(01:41):
System of Transformation.
And so today we're going to lookat quality number 04.
I'm just going to read it out.
A system of transformation isconnected to the heart of its
members through a culture ofsafe communication and is
willing to provide honestresponses and find creative
solutions together.
(02:01):
I'll read a one more time andthen we'll break it down
together.
A system of transformation isconnected to the heart of its
members through a culture ofsafe communication and is
willing to provide honestresponses and find creative
solutions together.
There are four parts of thatstatement that I want us to look
(02:24):
into a little more deeply today.
One is that a system oftransformation is connected to
the heart of its members.
How many systems do we know?
Where there is such adisconnection between the
different groups of people thatare involved in keeping that
system alive and thriving.
(02:46):
This can start at an individuallevel, how many of us are so
disconnected from ourselves?
We have lost touch with who weare and what makes us, us.
What we like, what we dislike,what we find harmful, what we
find beneficial.
So connection connection is soimportant.
(03:07):
There is no way you can be anagent of transformation without
being connected to the differentcomponents and people in your
system.
Many times you see this even inlarger organizational systems,
in family systems.
Excuse me, family systems whereparents are disconnected from
(03:31):
their children or children aredisconnected from parents.
In a business setting, if youhave the leaders of that
particular organization in termsof business, have a certain
mission and vision, but theydon't know what their people are
experiencing or what theday-to-day looks like, there's a
(03:52):
disconnection between yourvision and the day-to-day
implementation that candefinitely impact how
transformational your missionand vision translates to be over
time.
So it's very important tounderstand that people keep your
mission and vision beating in asense.
And so you have to be in syncwith the pulse of what's
(04:16):
happening with your people.
Even with your clients orcustomers, whoever your people
are, whether it is yourchildren, your workers, your
congregation, your society, yourneighborhood, whatever it is.
It's always important to beconnected with those things
because that's where you canaccess so much wonderful data,
(04:39):
that will actually benefit youas somebody who is a visionary
of that particular system.
And it's important to have avision because without a vision
your people will perish.
Without a vision for yourself,you will perish.
Wherever you find yourself onthat spectrum of a system,
whether you are part of theleading components of it, or
(05:03):
whether you are part of theimplementation part of it, where
you are taking this vision andtrying to bring life to it, it's
important that you and I willspeak from the other side too.
It's important for people tofeel connected to the vision and
mission of certain things.
Which brings me to the nextpoint.
Or next part of this statementthat I would like to delve into.
(05:27):
It's important to create aculture of safe communication.
Safety is an unseen feeling.
You may not see safety as atangible agent but safety is the
foundation on which any thrivingsystem is built.
(05:47):
So creating a culture of safecommunication within your system
is very important.
There is safety and consistencyand there is safety in
anonymity.
I understand that when it's asmaller system you cannot be
anonymous, you have to show upand express yourself.
But anonymity really comes intoplay when it's a larger setting
(06:12):
of a system.
When people are in a group, thiselement of anonymity is
something that can add anadditional layer of feeling
safe.
People need to feel like theyare safe enough to be able to
share how we are expecting themto function in certain roles and
bring to life these ideas thatwe have, without retaliation,
(06:37):
without losing their sense ofrespect and without being
invalidated as experts in theirroles.
I understand that not everyone'sperspectives can always be
implemented or changedimmediately, but I do also
believe, and I will say as aperson myself, if I feel heard
(06:57):
and I probably have said this onprevious episodes as well.
If I feel heard, genuinelyheard, empathized with and
connected with as a human, I amokay with certain things not
changing.
I am okay with not getting myway all the time.
I think we need to give people alittle more credit of being
(07:18):
adult enough, unless they arechildren, and we can teach them
in that case, of understandingthat in larger systems things
will always not go their way.
Now, this is where I see a lotof issues, is that when, when
none of the people's needs arebeing heard or met, or when the
(07:39):
needs that are being met and thechanges that are being made are
only convenient to the people onthe other side of the equation,
then we have a culture of unsafeinteraction and communication.
I would like us to think aboutthis a little more.
Do we have enough avenues andspaces to gather data and
(08:01):
information or feedback from thepeople in our systems in an
anonymous way?
We've all done surveys.
We've all done exercises wherewe are expected to provide
feedback.
And I could tell you if there isa sliver of me feeling unsafe in
that relationship, or if asurvey has any type of like
(08:26):
logistical information that maygive clues to who I am in this
survey, giving that feedback,unless you are my best friend
who I trust with all my life andheart, there is no way I'm going
to answer 100% honest without a100% anonymity clause in that
equation.
(08:47):
How have we built that feltsafety and that emotional
safety?
Cause all comes down to feelingpsychologically and emotionally
safe.
Have we really connected withour people in this system to
make them feel safe enough torisk their positions or roles or
their place in the system toshare honestly and vulnerably
(09:11):
with us whether it is convenientfor us to hear or not.
Have we built those places andhave we modeled to the people
involved in our systems, thatwhen you do share there will be
no retaliation, there will be nopassive aggressive rejection of
(09:31):
what you have so bravely andcourageously chosen to open up
about.
It is also important to docommunication exercises
consistently.
No matter what system we'retalking about, unless there is
an ongoing back and forthcommunication, chances are the
disconnection is going to growover time.
(09:53):
And you don't want to risk thatdisconnection because you're
going to lose the heartbeat, thepulse of why it is you're doing
this thing in the first place.
The last and final piece that Iwant to focus on is that is
system of transformation iswilling to provide honest,
responsive feedback and findcreative solutions together.
(10:16):
People can tell, people can tellwhen you are being dishonest.
Call it intuition.
Call it the holy spirit.
You can always tell whensomebody is not being truthful
with you.
It's important that when certainconcerns are brought up, when
certain suggestions are broughtup, even if they're positive,
that the responses we are givingare not defensive and dishonest.
(10:42):
I understand that a 100%transparency policy is not
always practical, realistic, orhealthy.
There might be things that needto be communicated in a certain
way, protecting certain piecesof that information and keeping
things confidential for theoverall success.
(11:02):
For example, in a family parentsmay not communicate all details
of an adult subject, or aconcept with their children.
Age appropriate communication.
Position appropriatecommunication.
Leaders and people on the higherspectrum of managing things, I
guess may not be able tocommunicate everything that is
(11:25):
going on behind the scenes, butwhatever it is that you do
choose to communicate, I ask youto keep those pieces of open
communication, honest.
We have to be able tocommunicate with appropriate
parameters in honesty andtransparency.
(11:45):
I know when people are not beinghonest with me, I call them HR
scripts.
You know, when somebody is justtelling you something that has
been written out somewhere, orit is the thing that they need
to say.
And yes, even those areappropriate in certain spaces
and places.
And we need those.
I'm not saying we do away withthose.
(12:06):
But as a human, I can tell whenit is just a dead flat
regurgitation of somethingversus you're truly trying to
connect with me heart to heart,human to human.
Because you assume the best ofme and because you want the
system to thrive and you knowthat I am here to do my best.
(12:27):
I am not saying everybody alwayswants the best for things.
I am really hoping you see that.
I'm not speaking from a naiveperspective of oh, no, one's
going to try to take advantageof us.
No, there are people that willtry to take advantage of things.
There are people that will tryto do the bare minimum.
(12:48):
There are all kinds of thingsthat can happen.
I understand that.
And I understand the darker sideof humanity as well.
Even within myself.
I understand human nature.
But as people who want to bringtransformation, we have got to
be strong enough to look atthose things and still stay
(13:10):
strong in the tenderness of ourheart towards whoever we're
trying to achieve thesetransformative systems through
and with.
So it's important, one toprovide honest responses to
matters that are beingdiscussed.
It's so much easier when theculture has cultivated safety
(13:33):
between its members because thenthere's also this inherent trust
of I can rest in knowing thatyou are not going to blatantly
lie to me.
And you will tell me what youare able to tell me within those
appropriate, respectfulboundaries of your role versus
(13:53):
who I am in this system.
It is also very important thatwe work as teams together to
find creative solutions.
I learned somewhere recentlythat the answer is always in the
room.
We just have to be willing toinvest the energy and the time
to discover what it is, and whata gift it is if you can find
(14:17):
creative solutions together.
As a manager, when I was leadinga group of people, sometimes,
most of the time, there areperspective, ideas and solutions
that I did not even remotelyconsider that somebody else
would introduce into theconversation.
(14:38):
And I made it a point to alwayscommunicate with those people,"I
didn't think about it that way.
I never thought.
Sorry.
I never saw it that way."Because I wanted them to know
that is a perspective that isvery different from how my mind
functions.
And thank you for bringing thatto the table.
And here's the thing, findingsolutions to problems is not
(15:01):
always fun.
They're not always easy.
But when they are done togetherand when they're done with that
honest, united, connected pulsethey are so life-giving to a
system of transformation.
And it is so needed for peopleto feel like they can contribute
(15:21):
to the very systems we areasking them to dedicate
themselves to.
Okay, so let's wrap this uptoday.
I hope this was useful andhelpful information.
I'm just sharing some of thethings that I've been processing
recently.
I'm going to review one lasttime.
A system of transformation needsto be connected to the heart of
(15:43):
its members.
All of you need to be connectedto one another and not just a
perceived connection, but a realconnection.
So talk about it, create thatculture of safe communication.
Let people share knowing thatthis is not the time to be
judged or assessed or discernedbut just to share.
(16:07):
It's okay if you see thingsdifferently.
It's okay.
If the outcome is not what thatperson wants.
Be willing to provide honestresponses within safe
boundaries.
And finally work together tofind creative solutions.
Create those opportunities tohave that moment of human
(16:30):
connection.
It is very important to havehuman connection while working
towards the fulfillment ofmissions and visions together.
That is the whole point of uscreating systems for human
beings to work together, tobring something to life.
And if we just allow things tounfold together, I guarantee
(16:55):
you, you are going to find themost beautiful solutions to the
things that you would like tochange.
Feel free again to reach out tome, I am on different social
media platforms.
You can also email me attherealanuhernandez@gmail.com.
I would love to connect withpeople.
I am loving this process and allthe things that I am learning
(17:18):
along the way.
So thank you so much for joiningme today and until next time
heal generational and transformglobal.
Bye everyone!!
Welcome to the Systems OfTransformation podcast, a
podcast that is dedicated to thedynamics of generational healing
and global transformationthrough a trauma informed lens
and a Christian perspective.
I am your host, Anu Hernandez.
And welcome to episode seven,The Pulse of Transformation.
(00:33):
It has been a while since I havedone this.
So let's see if I still got it.
Okay.
Oh my gosh, my voice.
It's morning voice too so Ihaven't really talked to anyone
other than my mom.
Today's episode is going to becalled the pulse of
transformation because when Isat down to write my outline for
(00:54):
this episode, it became evidentto me very quickly that the
people that comprise a systemare truly the heartbeat of every
system.
Whether we're talking about youas an individual.
Whether we're branching out intomore group systems.
I believe that it is the humansthat keep our systems beading
(01:20):
and living.
And give something that is justan abstract concept, a very
practical, beautiful life filledexpression of those ideas and
thoughts that we have when weare putting together different
systems.
We have been doing this seriescalled, The Qualities of a
(01:41):
System of Transformation.
And so today we're going to lookat quality number 04.
I'm just going to read it out.
A system of transformation isconnected to the heart of its
members through a culture ofsafe communication and is
willing to provide honestresponses and find creative
solutions together.
(02:01):
I'll read a one more time andthen we'll break it down
together.
A system of transformation isconnected to the heart of its
members through a culture ofsafe communication and is
willing to provide honestresponses and find creative
solutions together.
There are four parts of thatstatement that I want us to look
(02:24):
into a little more deeply today.
One is that a system oftransformation is connected to
the heart of its members.
How many systems do we know?
Where there is such adisconnection between the
different groups of people thatare involved in keeping that
system alive and thriving.
(02:46):
This can start at an individuallevel, how many of us are so
disconnected from ourselves?
We have lost touch with who weare and what makes us, us.
What we like, what we dislike,what we find harmful, what we
find beneficial.
So connection connection is soimportant.
(03:07):
There is no way you can be anagent of transformation without
being connected to the differentcomponents and people in your
system.
Many times you see this even inlarger organizational systems,
in family systems.
Excuse me, family systems whereparents are disconnected from
(03:31):
their children or children aredisconnected from parents.
In a business setting, if youhave the leaders of that
particular organization in termsof business, have a certain
mission and vision, but theydon't know what their people are
experiencing or what theday-to-day looks like, there's a
(03:52):
disconnection between yourvision and the day-to-day
implementation that candefinitely impact how
transformational your missionand vision translates to be over
time.
So it's very important tounderstand that people keep your
mission and vision beating in asense.
And so you have to be in syncwith the pulse of what's
(04:16):
happening with your people.
Even with your clients orcustomers, whoever your people
are, whether it is yourchildren, your workers, your
congregation, your society, yourneighborhood, whatever it is.
It's always important to beconnected with those things
because that's where you canaccess so much wonderful data,
(04:39):
that will actually benefit youas somebody who is a visionary
of that particular system.
And it's important to have avision because without a vision
your people will perish.
Without a vision for yourself,you will perish.
Wherever you find yourself onthat spectrum of a system,
whether you are part of theleading components of it, or
(05:03):
whether you are part of theimplementation part of it, where
you are taking this vision andtrying to bring life to it, it's
important that you and I willspeak from the other side too.
It's important for people tofeel connected to the vision and
mission of certain things.
Which brings me to the nextpoint.
Or next part of this statementthat I would like to delve into.
(05:27):
It's important to create aculture of safe communication.
Safety is an unseen feeling.
You may not see safety as atangible agent but safety is the
foundation on which any thrivingsystem is built.
(05:47):
So creating a culture of safecommunication within your system
is very important.
There is safety and consistencyand there is safety in
anonymity.
I understand that when it's asmaller system you cannot be
anonymous, you have to show upand express yourself.
But anonymity really comes intoplay when it's a larger setting
(06:12):
of a system.
When people are in a group, thiselement of anonymity is
something that can add anadditional layer of feeling
safe.
People need to feel like theyare safe enough to be able to
share how we are expecting themto function in certain roles and
bring to life these ideas thatwe have, without retaliation,
(06:37):
without losing their sense ofrespect and without being
invalidated as experts in theirroles.
I understand that not everyone'sperspectives can always be
implemented or changedimmediately, but I do also
believe, and I will say as aperson myself, if I feel heard
(06:57):
and I probably have said this onprevious episodes as well.
If I feel heard, genuinelyheard, empathized with and
connected with as a human, I amokay with certain things not
changing.
I am okay with not getting myway all the time.
I think we need to give people alittle more credit of being
(07:18):
adult enough, unless they arechildren, and we can teach them
in that case, of understandingthat in larger systems things
will always not go their way.
Now, this is where I see a lotof issues, is that when, when
none of the people's needs arebeing heard or met, or when the
(07:39):
needs that are being met and thechanges that are being made are
only convenient to the people onthe other side of the equation,
then we have a culture of unsafeinteraction and communication.
I would like us to think aboutthis a little more.
Do we have enough avenues andspaces to gather data and
(08:01):
information or feedback from thepeople in our systems in an
anonymous way?
We've all done surveys.
We've all done exercises wherewe are expected to provide
feedback.
And I could tell you if there isa sliver of me feeling unsafe in
that relationship, or if asurvey has any type of like
(08:26):
logistical information that maygive clues to who I am in this
survey, giving that feedback,unless you are my best friend
who I trust with all my life andheart, there is no way I'm going
to answer 100% honest without a100% anonymity clause in that
equation.
(08:47):
How have we built that feltsafety and that emotional
safety?
Cause all comes down to feelingpsychologically and emotionally
safe.
Have we really connected withour people in this system to
make them feel safe enough torisk their positions or roles or
their place in the system toshare honestly and vulnerably
(09:11):
with us whether it is convenientfor us to hear or not.
Have we built those places andhave we modeled to the people
involved in our systems, thatwhen you do share there will be
no retaliation, there will be nopassive aggressive rejection of
(09:31):
what you have so bravely andcourageously chosen to open up
about.
It is also important to docommunication exercises
consistently.
No matter what system we'retalking about, unless there is
an ongoing back and forthcommunication, chances are the
disconnection is going to growover time.
(09:53):
And you don't want to risk thatdisconnection because you're
going to lose the heartbeat, thepulse of why it is you're doing
this thing in the first place.
The last and final piece that Iwant to focus on is that is
system of transformation iswilling to provide honest,
responsive feedback and findcreative solutions together.
(10:16):
People can tell, people can tellwhen you are being dishonest.
Call it intuition.
Call it the holy spirit.
You can always tell whensomebody is not being truthful
with you.
It's important that when certainconcerns are brought up, when
certain suggestions are broughtup, even if they're positive,
that the responses we are givingare not defensive and dishonest.
(10:42):
I understand that a 100%transparency policy is not
always practical, realistic, orhealthy.
There might be things that needto be communicated in a certain
way, protecting certain piecesof that information and keeping
things confidential for theoverall success.
(11:02):
For example, in a family parentsmay not communicate all details
of an adult subject, or aconcept with their children.
Age appropriate communication.
Position appropriatecommunication.
Leaders and people on the higherspectrum of managing things, I
guess may not be able tocommunicate everything that is
(11:25):
going on behind the scenes, butwhatever it is that you do
choose to communicate, I ask youto keep those pieces of open
communication, honest.
We have to be able tocommunicate with appropriate
parameters in honesty andtransparency.
(11:45):
I know when people are not beinghonest with me, I call them HR
scripts.
You know, when somebody is justtelling you something that has
been written out somewhere, orit is the thing that they need
to say.
And yes, even those areappropriate in certain spaces
and places.
And we need those.
I'm not saying we do away withthose.
(12:06):
But as a human, I can tell whenit is just a dead flat
regurgitation of somethingversus you're truly trying to
connect with me heart to heart,human to human.
Because you assume the best ofme and because you want the
system to thrive and you knowthat I am here to do my best.
(12:27):
I am not saying everybody alwayswants the best for things.
I am really hoping you see that.
I'm not speaking from a naiveperspective of oh, no, one's
going to try to take advantageof us.
No, there are people that willtry to take advantage of things.
There are people that will tryto do the bare minimum.
(12:48):
There are all kinds of thingsthat can happen.
I understand that.
And I understand the darker sideof humanity as well.
Even within myself.
I understand human nature.
But as people who want to bringtransformation, we have got to
be strong enough to look atthose things and still stay
(13:10):
strong in the tenderness of ourheart towards whoever we're
trying to achieve thesetransformative systems through
and with.
So it's important, one toprovide honest responses to
matters that are beingdiscussed.
It's so much easier when theculture has cultivated safety
(13:33):
between its members because thenthere's also this inherent trust
of I can rest in knowing thatyou are not going to blatantly
lie to me.
And you will tell me what youare able to tell me within those
appropriate, respectfulboundaries of your role versus
(13:53):
who I am in this system.
It is also very important thatwe work as teams together to
find creative solutions.
I learned somewhere recentlythat the answer is always in the
room.
We just have to be willing toinvest the energy and the time
to discover what it is, and whata gift it is if you can find
(14:17):
creative solutions together.
As a manager, when I was leadinga group of people, sometimes,
most of the time, there areperspective, ideas and solutions
that I did not even remotelyconsider that somebody else
would introduce into theconversation.
(14:38):
And I made it a point to alwayscommunicate with those people,"I
didn't think about it that way.
I never thought.
Sorry.
I never saw it that way."Because I wanted them to know
that is a perspective that isvery different from how my mind
functions.
And thank you for bringing thatto the table.
And here's the thing, findingsolutions to problems is not
(15:01):
always fun.
They're not always easy.
But when they are done togetherand when they're done with that
honest, united, connected pulsethey are so life-giving to a
system of transformation.
And it is so needed for peopleto feel like they can contribute
(15:21):
to the very systems we areasking them to dedicate
themselves to.
Okay, so let's wrap this uptoday.
I hope this was useful andhelpful information.
I'm just sharing some of thethings that I've been processing
recently.
I'm going to review one lasttime.
A system of transformation needsto be connected to the heart of
(15:43):
its members.
All of you need to be connectedto one another and not just a
perceived connection, but a realconnection.
So talk about it, create thatculture of safe communication.
Let people share knowing thatthis is not the time to be
judged or assessed or discernedbut just to share.
(16:07):
It's okay if you see thingsdifferently.
It's okay.
If the outcome is not what thatperson wants.
Be willing to provide honestresponses within safe
boundaries.
And finally work together tofind creative solutions.
Create those opportunities tohave that moment of human
(16:30):
connection.
It is very important to havehuman connection while working
towards the fulfillment ofmissions and visions together.
That is the whole point of uscreating systems for human
beings to work together, tobring something to life.
And if we just allow things tounfold together, I guarantee
(16:55):
you, you are going to find themost beautiful solutions to the
things that you would like tochange.
Feel free again to reach out tome, I am on different social
media platforms.
You can also email me attherealanuhernandez@gmail.com.
I would love to connect withpeople.
I am loving this process and allthe things that I am learning
(17:18):
along the way.
So thank you so much for joiningme today and until next time
heal generational and transformglobal.
Bye everyone!!
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