| Henry Nimitz, a construction company owner, had been owed nearly $10 million for over three years by a ‘well-heeled’ utility. Not surprisingly he was hurt, furious, and alarmed – especially as this unpaid debt was holding up launch of the Employee Share Ownership Plan he had long promised his employees. Although he had learned to manage these strong emotions extraordinarily well, Henry knew they were adversely affecting his decision-making. So, when Tenzing Wales, a consulting broker, introduced him to Chinghiz Kayan, an Authentix Coach whom Tenzing knew had done good work in similar circumstances, Henry was intrigued. Chinghiz began by introducing Henry to the linguistic "I have X emotion now" (IHXEN). IHXENs are foundational to a set of Rational Emoto-Linguistics whose properties undergird the principles and associated techniques of the non-presumptive uses of English language known as Eye-Zen English. These principles can be summarized in the two words "empathic authenticity". Henry, an engineer by profession, worked with Chinghiz to practise IHXEN exchanges at key moments in coaching sessions of two to three hours every week for a few months. They explored and checked against objective data the intuitions and memories this practice released, and then refined the intuitions that seemed relevant to Henry's enterprise into reliable insight. Henry found these sessions cleared and grounded his thinking. Soon he and Chinghiz were able to focus their attention on finding a way via email to interest the utility president in meeting with Henry. While they were doing this, Henry also asked Chinghiz to work with Nimitz Construction’s corporate staff to launch an Employee Share Ownership Plan -- a project they had been working on with an ESOP consultant for three years. Chinghiz suggested that the ESOP team would be able to make Henry's offering terms more attractive to employees by affirming a commitment at all levels to personal growth by individuals into a set of corporate values. By sharing the Authentix Eight list of personal- professional values with the senior group, and by having individual consultations with each of its members, Chinghiz was able to put specifics on his suggestion in a written proposal for a detailed description of a set of values uniquely suited to Nimitz. Feedback from the senior group resulted in the corporate leadership team's approval of all eight of the definitions by which the disciplines implicit in Authentix values are specified and a lively debate of Chinghiz' other value proposals for Nimitz particularly. The debates were concluded by consensus around a total of 15 values -- on the basis that the 15 would constitute a ladder of disciplines to which all Nimitz people could usefully aspire. This gave everyone a boost in confidence that coherence between Henry and his prospective employee shareholders could more easily be found in the future. Henry added to this new confidence by having the value descriptions framed and by arranging to display them prominently in Nimitz' offices. The ESOP team then asked Chinghiz to thread the new Nimitz value descriptions into their ESOP Offering to Employees. When Chinghiz had done this to their satisfaction, they went ahead with the ESOP launch. To everyone's surprise and delight, the Nimitz ESOP launch attracted, without change to any of its commercial terms, buy-ins by 90% of permanent employees –- about three times the average for ESOP launches in the United States. Shortly thereafter the utility made Henry a starting settlement offer of $3 million. Henry and Chinghiz had turned the corner for Nimitz Construction from dudgeonly frustration at the top to fruitful negotiation and confidence in future "Team Nimitz" coherence. Henry's and Chinghiz' practice at moments of particular difficulty in decision-making of Authentix Coaches’ IHXEN linguistic, the cornerstone of the Eye-Zen English family of Rational Emoto-Linguistics, was the critical means by which Henry could turn the energy of his anger at the utility's unconscienable ignorance of the plight in which they had left his company into rationally purposeful energy for Nimitz Construction. Cost/benefit of the Authentix service: under $30,000 plus perhaps $50,000 to $80,000 in internal opportunity costs for a payback of $3 million and the solid base for a cooperative future of an ESOP launch that had generated much good will between Henry and his enterprising employees. Practice of the IHXEN linguistic was not on its own responsible for this remarkable result. The people who used it also applied many skills to make it happen. What the IHXEN linguistic did was help us become consciously aware of the emotions that from time to time threatened to divert us from productive problem-solving, and then to use their energy in purposeful teamwork. |
| Proficiency in the IHXEN Linguistic Pays Off Big for Authentix Client! -- a summary narrative by Angus Cunningham President, Authentix Coaches |
Names in this summary narrative have been disguised to protect confidentiality,
but are available to interested parties on a need-to-know basis.
but are available to interested parties on a need-to-know basis.
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| The Rideau Institute on International Affairs is an independent research and advocacy group based in Ottawa. It provides research, analysis and commentary on public policy issues to decision makers, opinion leaders and the public. It is a federally registered non-profit organization, established in January 2007. Authentix Coaches supports the mission of Canada's Rideau Institute. On the subject of Afghanistan, the Institute carries a comment by our President, Angus Cunningham, at the following link. |
