Archive for the Motivation Category

The Inner Sense of Interoception

Posted in Life and Learning, Motivation, On Resilience, Uncategorized with tags , , , on September 27, 2021 by racheljackson

Every so often a piece of knowledge I have sought out to help me in my parenting becomes front of mind in my work. In August, it was an article in the Guardian by David Robson entitled “Interoception: the hidden sense that shapes wellbeing”.

I found out about interoception (which my spellcheck is determined to reset to ‘interception‘) whilst trying to understand my son’s struggles to regulate his behaviour at school. Bright, sociable and empathetic, his autism shows up in his frustrations with others, his aggressive outbursts and his continual distraction from task.

As a baby I would have to remove anything from his immediate vicinity that could be in any way interesting in order for him to submit to sleep and even in near clinical conditions he would still struggle to drift off. It was when he was a toddler that we started to notice that his behaviour would worsen significantly when he needed to go to the loo, or was hot…or cold…or hungry – and it wasn’t until he was 8 and I was reading furiously to try to understand how to help him socially, that I came across the term interoception and things started to click into place.

Interoception is the perception of the internal state of one’s body – awareness of heartbeat, balance, blood pressure, breathing, digestion, muscle tension. It is gathered by tiny sensors throughout the body and sent to the brain to enable us to regulate our bodies effectively. There is increasing evidence to suggest impairment in this network of sensors, or in it’s communication with the brain, in those on the spectrum.

Where it gets even more interesting is when you read on to find that the sensors picking up temperature, heartbeat, muscle tension etc etc…are also clues to how we perceive emotion. We recognise, identify and even differentiate our emotional experiences based on these interoceptive messages coming from our bodies. When our heartbeat races, we feel anxiety. When our skin tingles we might feel fear, or excitement. Interoception has a huge part to play in our ability to identify, regulate and manage our emotional state. In fact impairments in interoception are one of the fundamental mechanisms implicated in Alexithymia – a disorder characterised by difficulties in recognising and reporting on one’s own emotions.

For my son, this means that the end of almost every movie is characterised by rolling around, kicking out and constant movement. The muscle tension we feel in the emotional climax of the story – which we might call sadness, or excitement, or fear, he experiences as a desire to move – something he calls “fidgetysilly” – and it makes him intensely anxious because he knows his behaviour is potentially inappropriate, especially in a cinema!

Interoception is now one of the fastest moving research areas in neuroscience. Prof Manos Tsakiris, a psychologist at Royal Holloway, University of London talks of “a constant communication dialogue between the brain and the viscera”.

The vast majority of this dialogue occurs at a physiological level – not only below conscious awareness but in advance of any sense of emotion – essentially a pre-cognitive awareness. It’s only as the brain begins to interpret these messages into emotional signals that we experience what we might call a ‘feeling’ which may then inform our choices and behaviours.

Scientists are now recognising how interoception underpins our ability to problem solve effectively, to intuit and empathise, to plan and to think creatively. Within that continual chatter between body and brain are vital clues to help us monitor both our mental and physical wellbeing – from maintaining our focus and motivation, to responding appropriately to challenges from our colleagues; from building confidence to take risks, to managing stress and anxiety at work; from the amount of water we drink daily, to the number of breaks we take or the way we sit at our desks.

So paying attention to message from our inner sensors is critical – research on depression suggests that those suffering from low mood are poorer at detecting changes to their own heartbeat, perhaps explaining that sense of emotional numbness and de-personalisation associated with the condition. But alas it’s not quite as simple as that; patients identified with anxiety are fully aware of their own heartbeat changes – but where tuning in should support their mental health, they often amplify these changes and ‘catastrophise’ their significance – seeing a small change in heartbeat as bigger than it is.

So how do we flex our ‘interoceptive muscles’ and increase our effective use of this constant dialogue?
So far, research does suggest positive results from ‘interoceptive therapies” including heartbeat detection tasks, interpreting emotions in speech and mindful attention to internal sensations – but there is perhaps an easier way to build your muscle…

Researchers have found that maintaining physical fitness (particularly srength based training) can help effective interoception. When we lose fitness through lack of exercise, we experience higher heart rates (and more post exercise pain like DOMS) following any form of physical or emotional challenges than we might if we maintain physical fitness. The brain is prone to interpret these sensations as being due to anxiety – rather than to physical movement – with a resulting impact on mental health. Essentially by building a body that can cope with strain…we begin to build a mind that can do the same. The more in tune we become with our physical movement, sensations, balance and bodily needs, the more we are able to feel in charge of our emotions, behaviours and social interactions.

My son is 11 now and we are increasingly aware of how intensely he experiences physical sensations from both the external and internal environment. If we can help him to interpret and respond to these effectively I am confident he will continue to grow in his ability to manage the emotions and behaviours they give rise to. In the meantime, I’m going to go and lift some weights in readiness for helping my clients navigate their own emotional journeys.

Quick tips to improve your Interoception:

  • Pay attention to how your body feels. Before you get up in the morning, notice your breathing. Notice where there is muscle tension or pressure in any organs or tissue. Develop a habit of tuning into your body regularly throughout the day – perhaps in each transition between activities.
  • Develop a habit of regular exercise – weight or strength training is not just for body builders. It is for any age or ability. Pick up a 2l bottle of water, push an old tyre, pull a chair or heavy cushion – better still join a gym or a yoga/pilates class. At the very least start walking, cycling, moving more!
  • Notice your emotions more – do some journalling of how your feelings changes over time. It doesn’t have to be an essay every day. 5 minutes of easy reflection can be a really powerful way to get better acquainted with how, when and why your emotional states fluctuate.

Forgive me….

Posted in Life and Learning, Motivation, On Resilience with tags , , , , on November 5, 2015 by racheljackson

…because I’ve just REALLY enjoyed my work!  Two weeks ago I ran my first free resilience seminar at Suffolk Food Hall for a great group of HR experts from a wide range of local businesses and it was FUN!

Today I ran another workshop at the CEFAS labs in Lowestoft courtesy of the lovely Karin Rundle who gave us her great lecture theatre for the morning – and I had FUN again.

90% of people are dissatisfied with their job and many are stressed and frustrated and unable to see the way out. If you want to get back the FUN and bounce in your role, maybe these words from an old old source will resonate with you. image

Becoming a Warrior

Posted in Life and Learning, Motivation, On building my business, On Dialogue, On Leadership, On Resilience, On Women in Work with tags , , , , , , , , , , , , on June 5, 2015 by racheljackson

In September my eldest son starts school.  I find it hard to believe that its been 5 years since my life as I knew it was turned upside-down and inside out by the realisation that the bus I had been driving for so long now had passengers…with views of their own!  To see him dressed up in his new uniform ready to build his own bus and start to drive it…based on observation of his newly acquired stabiliser-free cycling…is terrifying and satisfying all at once.  With my youngest bringing up the rear with constant questions and narrative about the world…I am starting to remember where I was going when this all started and am quietly pleased that in fact the holding pattern that I put in place back in 2009 has actually stood me in pretty good stead.  I am still self employed, I still have money in the bank and in the business, I am still in contact and working with many of the same clients, and in fact I have learned an awful lot about myself, emotional intelligence, resilience and mindfulness as well as leadership and organisational development along the way.  I have built new friendships and grown new skills in staff engagement, surveymonkey and bullying and harassment (training not applying!) at Colchester Hospital, been trained in Open Space facilitation and Dialogue by the amazing Sheila Marsh and Roma Iskander at the Participation Agency, designed new courses with Dr Angela Smith with some great exercises, and helped my husband set up the beginnings of a route out of the rat race.

This week I made a big step forward though…I have joined Sam Pollock’s amazing Warrior Woman programme – a weights-based, holistic, female only route to building not only my fitness, but also my commitment, courage and strength to get back to who I need to be.  I have pushed ‘prowlers’, strained towards my toes and hollered my way towards a successful pull up (yes just the one).  My goal?  To regain my own freedom of spirit.  My measure? The ability to hang from a climbing wall overhang and calmly lift my feet up to where I want them.

Life in the Slow Lane

Posted in Motivation, On building my business on July 26, 2010 by racheljackson

A couple of months back I asked a friend of mine – also pregnant – which week she was at.  She looked at me…and stood for a bit…and said she wasn’t sure.  As a vivid counter of weeks as they pass I was heartily shocked.  How could anyone not know!  Isn’t that akin to a 10 year old who doesn’t know how many weeks are left in the summer holidays?!

I don’t know if it’s time passing or my neurons sinking deeper into my belly area but I confess to having lost track of how many weeks have passed in my baby-production run. I think it’s about 28 but I wouldn’t want to be quoted! I also have to confess that I have no idea on earth how the pot of yoghurt I found on the doorstep last week got to be there.  It could be something to do with two tasks clashing and some of the instructions getting lost…but I couldn’t tell you.  I have entered the slow lane.

Whilst I have immensely guilty feelings when I think of all those mothers on full-time hours up to the moment their waters break…my slow-down situation is enforced by a choice of self employment two years ago which dictates that selling workshops and coaching when I probably can’t deliver a thing beyond September is both irresponsible and foolish.  As a result I now occupy an interesting world of new emotions which I suspect will become more and more familiar as I shift from being a couple to being a family: the world of Not Knowing (and to not really being able to do much towards knowing either!).

When I leapt into self employment back in 2007, I felt trepidation it is true, but I felt both able and excited to be taking the reigns of my life; to making decisions about where to live, how to work, what to deliver to my clients.  The world moved in familiar 3mth cycles between selling and delivering work and despite never really knowing precisely what was around the corner, there was some sense that I was driving the bus and could make sure that it went in roughly the right way.

Today, I sit, thinking about what I will be doing in just over 3mths and it’s like a blank wall.  I know I should have a baby in my arms and I have a vague idea what that might be like (probably very naive) but no sense that i could be driving the bus.  Take it forward to 6mths…9mths…my desire to take action and control starts to kick in…surely by then I will have found some form of routine, some confidence that I am back on the bus and will be planning my re-entry into work…but what does that require?? Will old clients still have me on their radar for running workshops and coaching?  Will the wheels of word of mouth have lead to new enquiries…or to people assuming that I was “out of action” and unavailable for work? Should I be contacting people regularly throughout my child’s early months – to keep on their minds…or should I wait until I am actually able to commit to work with them? Should I be working on new approaches or products in the interim so that sales arrive on my Blackberry ready for the day I can no longer stand daytime TV and need intellectual challenge ? – or am I being naive to think I will be able to study/produce anything whilst tending to a newborn? Should I take on coaching work in those first few months or will that too be unrealistic?

For the first time in my life I feel totally “on hold”…and there isn’t even any annoying “waiting music” to keep me company! In fact, at the moment I’m not even sure who I’m calling, whether they’ll answer…or what I want to say to them if they do…

Is this one of those times in life to sit back and watch the river go by…or should I be paddling in some direction or other…?

If anyone has any thoughts or experiences to share…I’d love to hear from you…

Leader – Manager – Coach

Posted in Motivation, On Coaching, On Leadership with tags , , on November 23, 2009 by racheljackson

One of the most frequent questions I get asked in my training sessions around leadership is how to balance leading staff, managing their performance and coaching their development without losing the integrity of any one of these activities.

Many managers have grown up through the ranks amongst the teams they lead and the transition from team member to leadership is rarely an easy one to navigate.  I have even listened to a number of leaders downplay their role in order to retain the warm and comfortable relationships they have previously enjoyed with their erstwhile peers.  Whilst this shows a great and laudable degree of empathy and support for their people, it can be tough to lead from the middle and it’s worth making the essential psychological step of recognising that if your name is on the door with “manager” written underneath…then you cannot help but play your part.

There are a number of things that can hold leaders up in this transitional period.  The first comes from the fact that many leaders are promoted because they are the best at their particular role;  They are great with customers, they thrive on the challenge, they bring in the highest sales.  They are motivated primarily by the desire to do a brilliant job and gain recognition for that.  Sadly, the recognition they often receive is a promotion to a role where they are no longer the highest performer, they do not speak to customers or have nice numerical KPIs with which to measure their performance.  In short, the very activities that lead them to love their job, are now done by the people they are expected to motivate and manage.  Many many leaders then find it all too easy to slip into treating their people like an extra pair of hands and try to achieve through demonstration, advice and micro-management.  They want to stay close to the action and be in control and their teams respond in one of two key ways: they become dependent and simply follow, or they feel constrained and play up or leave. Helping new leaders to shift to leading rather than managing means finding them new goals and new measures for success and helping them to understand the new behaviours that will enable them to develop the autonomy of their teams and performance on a higher stage.

The other thing that holds back new leaders is the fear of not being taken seriously by staff who may often have applied to the same position that they have been granted.  Such managers resort to passivity and platitude rather than authority and leadership and often create the very conditions that they fear. It is not easy to juggle empathy with authority but one sure way to maintain closeness with your team at the same time as providing sufficient separation to retain authority is to engage in coaching discussions.  I’m not talking here about one to one long term therapeutic sessions or once a year performance discussions, but simply the day to day act of listening and facilitating rather than telling and directing.

Whatever your history in the organisation, you will have a different perspective and different information than the person you are leading.  Most managers I have trained find it almost impossible to avoid using that perspective to provide answers and suggestions as the first response to staff questions.  If you can hold back all your incredible wealth of knowledge and experience and instead adopt a coaching curiosity, you may be surprised to find that your team have the capacity to advise themselves…and that the added confidence they gain from you biting your tongue so that they can explore their own potential means that you get more time to lead and less time spent managing. It may not be as instantly gratifying or self-assuring…but it will make you a more inspirational and connected leader in the long run.  You may also be surprised how much less your people need to be “managed” and motivated by you and how instead they take accountability for their own performance.

Asking for help…

Posted in Motivation, On Coaching with tags , , , , on September 21, 2009 by racheljackson

Yes I know….everyone struggles with first admitting they need a hand and second asking for one. As a coach, consultant and expert on self motivation, personal development, change and resilience, it is all too easy for me to believe that having the full tool kit means I am able to fix the bus myself, get all the passengers back on it and keep on driving without ever losing a moment of sleep. Not true. Even coaches need coaching and today I had my first formal coaching session in a long time. Now forgive me for saying this as it will sound blatantly self serving, but I call it the first formal coaching session because I actually paid for it! Working in this field means that whether you like it or not, most networking lunches, courses and even social occasions end up with not a small amount of unprompted, pro bono coaching. However, its been a long time since I formally contracted for some support…and it feels very different indeed. The exchange of cold hard cash suddenly encourages the coachee to take the whole thing a little more seriously, to perhaps value the advice more, and for me at least, to feel more motivated to actually do what I commit to do in the sessions. Why is this I wonder? Despite years of occupational psychologists’ research into the loose and complex relationships between financial reward and motivation…why is it still that commitment comes at a price?