Creating With Our Word

December 17th, 2008

In The Beginning Was The Word

Just as the supreme creates with the word, we too create our lives with our word. Self-reflection is a core principle in personal growth, and it can be especially illuminating to consider our relationship with our word. In the Vedic tradition there is a literature called Upadeshamrita, or The Nectar of Instruction. The book concludes with a depiction of the most elevated spiritual consciousness, and it starts with a description of the importance of effective management of our words, for anyone interested in spiritual progress.

In the transformative communication seminars that I conduct we ask participants to examine the effects of kept and broken agreements. Typically, experiences and feelings connected with violated agreements include hurt, embarrassment, anger, betrayal, confusion, lack of clarity, disappointment and feeling devalued. Agreements honored are usually related with experiences such as trust, gratitude, responsibility, fulfillment, security, clarity, and respect. The purpose of such examination is not to moralize about the importance of keeping our promises. It’s about realizing how our relationship with our word affects our experience of life.

In this regard I suggest that there aren’t big or small agreements. Consider, for example, that I say, “I’ll call you tomorrow,” and I don’t call. We may think, “It’s no big deal.” With respect to our relationship, however, will the consequences noted above be in effect? Probably they will. At some level, your trust for me will likely diminish, and our relationship will be less whole.

Commitment is essential for self-development. Without it, we’re likely not going to significantly expand our possibilities and comfort zone. When we make agreements, we’ll probably find that, despite our best efforts, we sometimes don’t follow through. A strategy for handling broken agreements with integrity is a valuable tool for restoring relationships.

The Five As

An effective approach is the “five As”, which are 1) Acknowledge, 2) Accept responsibility, 3) Account, 4) Apologize, and 5) Amend. “Acknowledge” means to recognize that we have a broken agreement, and to express this to the person whom we transgressed. Accepting responsibility, the second of the As, denotes realization that I responded in a particular way that caused me to not honor my word. The third A is Account. Expression of accountability consists of genuinely explaining what happened. Apology is the fourth A, and it’s noteworthy that it’s fourth, not first. Oftentimes we act like apology is the first and only step in effectively handling a broken agreement. “I’m sorry” can be more about my need to restore my image, than about sincerely reinstating the soundness of the relationship. Amend is the fifth A, and consists of actively redressing the situation.

A Culture Of Trust

‘Tis a season for making resolutions, when we consider things we can do to better our lives. This is a powerful opportunity to enhance the culture of trust in our relationships, and within ourselves. My proposal is that we invoke special awareness of the effects in our life and relationships when we make an agreement and keep it.

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7 Principles For Fulfilling Relationships #4 – Win/Win

November 17th, 2008

In this episode of the series, David talks about the principle of “win/win” and describes its relationship with the spiritual principle of abundance.

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Dealing With “Desk Rage” (Additional Interview)

October 21st, 2008

It is clear to see that tensions in the workplace are growing rapidly in this demanding economic environment.

In this video, Dr. David Wolf Ph.D describes various techniques to diffuse workplace hostility and create a more peaceful work atmosphere.

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Dealing With “Desk Rage” (Washington D.C. Interview)

October 21st, 2008

In this Washington D.C. interview, Dr. David Wolf Ph.D discusses the topic of “Desk Rage”, and gives various straightforward, easy to apply strategies and tools to effectively handle desk rage in the workplace.

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Dealing With Desk Rage

October 7th, 2008

With increasing prices in nearly every market, many employees are now being expected to work more, for less pay. It is clear to see that tensions in the workplace are growing rapidly in this demanding environment.

In this Fox News interview, David Wolf Ph.D gives tools and techniques that are immediately applicable in your life, to deal with workplace hostility and create a more pleasant, peaceful, and appreciative workplace environment.

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Changing the Company Culture Through Transformative Communication

September 23rd, 2008

Without talking with you first, a supervisor unleashes his fury on an employee. He wanted those reports on his desk by noon. It’s 4:30 PM and he still doesn’t have them. In these situations, the employee will typically cower, suck it in, and build his own rage, till the pressure cooker explodes, perhaps at a co-worker. Or maybe the employee is the type to yell back or argue, or perhaps to desperately try to explain what actually happened, as the torrents of his supervisor’s hostility rain down on his head.

Statistics confirm my experience as a coach for individuals and businesses— hostilities and resentments in the workplace are on the rise. Close to 50% of workers in the United States report yelling and verbal abuse on the job. About one-tenth report physical violence and worry that their place of employment may not be safe. Economic pressures leading to more work to do, with less resources, time, and finances, contribute to increased frustrations, tensions, and even violence at all levels of organizations.

As an HR professional, your best way to effectively handle stressors is to focus on effective communication strategies. When we bring to mind “communication,” it’s natural to first think about how we express ourselves–our ability to communicate our experience and ideas in a way that impacts people. Still, in my coaching and seminars I usually begin with another element of communication—listening.

Learning to Listen

A relevant saying for the workplace is that people don’t care what you know till they know that you care. A great way to demonstrate that we care is to show we understand. For an angry person, or anyone in an emotionally charged situation, understanding can be like life air. If we get the wind knocked out of us, all we want is air. At that time, a pile of money, or our favorite meal, or a good joke doesn’t mean a thing. Similarly, sometimes what we most want is to be understood, and at such times good advice, an astute analysis, or even praise or reassurance won’t satisfy. If you notice that someone in the office, including yourself, is feeling misunderstood, consider that this could be the seed of growing tensions, hostilities, and resentment.

A technique to show that you have listened and understood is to mirror back in your own words what the person said and the feeling behind it. This is an invaluable skill to master—and to teach your employees. With reference to the scene at the start of this article, the employee might reflect, “I see that you’re angry with me because you wanted those reports by noon and you still don’t have them.” Empathic responses can go a long way toward diffusing hostility and creating a culture of genuine dialogue, as distinct from an atmosphere of simultaneous monologues. A dialogue is founded on commitment to understanding, as opposed to a pseudo conversation, which might be described as a vocal competition in which the one catching his breath is called the listener.

Several years ago I worked as a children and family counselor. On one occasion an enraged father stormed into my office. “How could you tell the judge to keep my kid in foster care?” I could have yelled back, perhaps referring to his continued substance abuse or his irresponsibility in fulfilling his performance agreement. This would have likely escalated his fury. Or I could have calmly explained to him what he could do to get his child returned, which was the outcome that both of us desired. I began with empathy, matching his intensity. “I know you are furious with me. You’re upset that I recommended to the judge to keep your child in foster care for another three months.” He continued his tirade, and I continued my attempts at showing understanding of what he expressed. After a few minutes, he did sense that I was not his enemy and that I cared about him and his son. His anger diffused through empathic listening and we were able to have a civilized and productive dialogue, during which I shared with him information about what he could do to accelerate the process of his child’s return. Once he knew that I cared, he began to care what I knew.

It’s important to distinguish between understanding and agreement. To empathically demonstrate understanding does not mean that you agree. Perhaps sometimes you consider the perspective and reaction of the other person justified, and sometimes not. Especially in those instances when we don’t agree, it’s especially helpful, albeit challenging, to suspend the expression of this disagreement and show that we understand what the person is saying and the emotion behind it. This entails really listening to what the other person is actually saying, rather than being preoccupied with what we are saying, inside ourselves, about what the person is communicating.

Research in labor-management negotiations indicates that when one party reflects back what the other party expresses, before saying what they want to express, problems are resolved twice as quickly. This may seem counterintuitive, because it would seem to take much longer to follow this process. When asked about this in company coaching or workshops that I conduct, I acknowledge that using the strategies of transformative communication does take longer—up front. In the mid- and long-term, though, it is quite efficient, because we circumvent difficulties that arise from lower-level communication.

Research has shown that in a multitude of professions, including police work, factory operations, business management, financial consulting, and sales, higher empathy correlates positively with better performance, results, and satisfaction. A study at a large polyester fiber plant demonstrated that empathy was the quality that most differentiated the most productive teams of workers from others. In the field of medicine, greater empathy correlates positively with more accurate diagnoses, higher patient satisfaction, and other desirable outcomes.

Courageous and Considerate Expression

Through high-level listening, we naturally create an environment where what we express is also respected, heard, and carefully considered. The ability to assertively express ourselves is essential for creating healthy boundaries in the workplace. Lack of such boundaries is a source of misunderstandings and anxiety.

To teach employees an effective strategy for assertive expression, remember the acronym WIN.

W What happened
I Inside feelings and thoughts
N Needs and wants

What happened. When we express, especially in interpersonally delicate situations, it is important to differentiate between what happened and my reaction to or interpretation of what happened. For example, suppose your assistant agreed that he would deliver phone messages to you within two hours after he receives them, and at the end of the week you discover that there are half a dozen messages you still didn’t receive. We might think an expression of what happened is, “You are so irresponsible, unreliable, and inconsiderate.” Actually, though, that’s not what happened. What happened is, “You agreed to get me phone messages within two hours, and this week there are at least half a dozen messages I haven’t received after several days.”

Inside feelings and thoughts. After stating what happened, an effective strategy for expressing ourselves is to use “I” statements to let the other person know how we feel. For example: “I am angry with you…I’m disappointed…I’m upset…,” rather than “you” statements, such as, “You are so undependable…If you do that once more…”

Needs and wants. Finally, we can state our needs and wants using “I” statements. For instance, “I’d like us to work cooperatively in a pleasant and trusting atmosphere. For this to happen, I need for you to honor your agreements to punctually get messages to me.”

Applying communication techniques such as mirroring and WIN sets the foundation for win-win outcomes. A win-win paradigm involves commitment to everyone being satisfied. This means that we invest the time to understand what constitutes a winning result for others, and that we know how to assertively express our vision, limits, and concerns.

The Influence of Environment

Mastery of communication contributes greatly to a supportive and nurturing office culture. Consideration of several other factors will also reduce unnecessary anxiety and workplace pressures. Esther Sternberg refers to “hierarchy stress,” and describes common scenarios related to systemic hierarchical dynamics in organizations that generate high stress levels for persons at all levels of a company. She describes contributing stressors, such as cramped, noisy surroundings, an interpersonal atmosphere that relies on fear and disparagement to motivate, uncertainty of steady employment, inflexibility in scheduling, underlying assumptions of mistrust amongst and between employees, management and ownership, and lack of psychological or financial reward for good performance.

Of course, a certain level of stress is desirable, as it inspires us to perform in excellence. Just as some physical stress strengthens muscles, a degree of work-related stress moves us to increase our capacity for production. When a muscle has no chance for relaxation between periods of stress, however, it gets damaged. Thus, creating a work environment that addresses stressors in a balanced way facilitates everyone in the company to optimize productivity and experience satisfaction in doing so.

Management at the Volvo factory in Sweden found a high rate of heart disease, stroke, and dissatisfaction amongst assembly line workers. They introduced environmental modifications to reduce stress. This included physical adjustments as well as a structure that was much more empowering, and less repetitively mechanized, for the workers. Workers felt valued and respected, maladies decreased, and job satisfaction increased. Simultaneously, product quality increased. Win-win for everyone.

Be-Do-Have

Another important factor in lessening workplace pressures is to like what we do. If our job is aligned with our integrity, a source of meaningful purpose, then we will be more capable to handle challenging situations in a life-enhancing manner.

In this regard, much of the coaching I do in companies is internally focused, centered on development of intrinsic qualities that are conducive to career and life satisfaction. Often these efforts are geared toward shifting from a have-do-be to a be-do-have approach.

Have-do-be might sound something like, “If I have a few hundred thousand dollars in the bank, and a house of a certain size, and a particular position in the company, then I’ll be secure, satisfied, and powerful.” Actually, this is a weak stance, because it assumes that I am intrinsically not secure, satisfied, and powerful. If you shift to the paradigm of be-do-have, you know that to experience security, satisfaction, and power is not dependent on having anything external, because you inherently are secure, satisfied, powerful, balanced, vibrant, and confident. From that foundation you may choose to focus your energies toward obtaining a position or acquiring assets. In be-do-have, you choose happiness and security, rather than chase happiness and security. It might sound like this: Because I am happy and have a positive outlook, I do better work and pursue meaning in my work, and this leads to increasing financial rewards.

One of my coaching clients and I once focused specifically on him being patient and peaceful—qualities that were missing in his life, and which he wanted to cultivate. With earnest effort he connected with the patience and calm inherent to his being. During our following coaching session, he described with surprise that his supervisor had asked him to accept a position with increased responsibility, involving training others. The supervisor particularly mentioned that she offered the promotion because of his patience, and his ability to remain calm in stressful situations. Being patient and peaceful naturally resulted in acting in ways that patient and peaceful act (in this instance a more rewarding career activity), and having things that patient and peaceful people have (in this example an increased income). That’s be-do-have.

When employees are using the tools and techniques of transformative communication, it creates a workplace conducive to handling potentially volatile work situations with composure and poise. Commitment to the interpersonal and self-development techniques of transformative communication converts conflict into cooperation in the company culture, and helps make “work” an enriching and inspiring place to be.

There is a proverb: If you love what you do, you’ll never have to work. My aim in teaching transformative communication through experiential seminars and personal and corporate coaching is to facilitate “work” environments where increasing numbers of people never have to work.

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Talking Can Beat Workplace Stress

September 2nd, 2008

Originally from CourierPostOnline.com • September 1, 2008

Written by Anita Bruzzese

Do you feel like no one at your workplace really listens or understands you?

If so, you’re not alone. And, if those feelings sometimes make you feel angry, depressed or frustrated, then you’re really not alone.

David Wolf, founder of the nonprofit Satvatove Institute (www.satvatove.com) in Florida, said that a lack of employee communication has led to many problems in the workplace, prompting many workers to feel that they have no control over what happens on the job. And that, he said, it what leads to so much unhappiness and dissatisfaction — not only at work, but at home.

“You have to decide: Is life happening to me or am I the author of my life?” said Wolf, a communications coach. “What is your perspective? Are you being responsible for what happens, or are you just being tossed by the waves?”

He stresses that no matter what the situation at work, we can “claim our power.”

“That means that no matter how someone might be behaving at work, we can choose how to respond,” he said.

For example, instead of getting stressed and angry when a co-worker is late with a project, you can choose to be more patient, or you can choose to admit that you’re angry, but to express it in a healthy way. (“I’m angry that the report is late. I need you to honor your commitments so that I don’t fall behind in my work.”)

Further, Wolf said our workplace stress and frustrations could be eased by spending more time seeing a situation from another perspective. One way to do that is by writing three different viewpoints of a situation at work that was tough. By putting yourself in someone else’s shoes, you can gain a greater understanding of how you could have reacted differently, he said.

Wolf also urges workers to spend more time with face-to-face interactions, rather than relying on e-mail or instant messaging.

“I’m not blaming technology for communication problems, but I do think it creates a barrier,” he said. “Half of what we understand from someone else comes from nonverbal communications. Even if you’re writing an old-fashioned letter, you take the time to dispassionately choose your words to convey your emotions. But with e-mail and texting, it’s the worst of both worlds — you’re missing nonverbal cues and you’re responding spontaneously, without carefully choosing your words. It can cause a lot of miscommunication.”

Wolf said it’s also important for employees to focus on what they can do to improve communications with others in order to make themselves feel more in control of job situations. Some workers, he said, fall into the “I’m a victim” trap, which can not only make them ineffective and unproductive, but bug the heck out of other people.

He is quick to point out, however, that being a victim and being victimized are two different things.

“If your house is burglarized, then that is wrong and unfair and you may feel angry or hurt. That’s being victimized. But if five years go by and you’re still complaining bitterly about how the burglar ruined your life, then you’re being a victim,” he said.

“You can’t change the past, but you can decide how you will deal with it,” Wolf said. “Some people stay in a place of bitterness and resentment because they get something out of it. They may complain and gripe and hang on to the resentment rather than change. They would rather do that than risk failure.”

Wolf, author of “Relationships That Work: The Power of Conscious Living,” (Mandala Publishing, $14.95) said that by changing the “lens” with which we look at our jobs, our colleagues and our bosses, we can change our perspective. And that, he said, is what can lead to great happiness, fulfillment and contentment in all areas of our lives.

“Understanding can be like air for us. When the wind is knocked out of us, we just want air. That’s all anyone wants, is some understanding,” he said. “If we do that for people, we can transform our workplace.”

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Radio Show

August 20th, 2008

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How to Deal With “Desk Rage”

August 20th, 2008

Author Advises How to Deal With “Desk Rage”
By Sheryl Silver

“If you’re on the receiving end of someone’s desk rage, understanding is a powerful tool to employ,” said Wolf. “If we can show that we understand what the person raging is saying, we can often diffuse the situation and help them deal with their grievance(s) in a calmer, more effective way.”

David B. Wolf, PhD, author
Relationships That Work: The Power of Conscious Living
You’ve probably heard of road rage — but what about “desk rage”? It’s a term used to describe the hostility and on-the-job outbursts people experience when they can no longer control their anger or cope with frustrations at work.

Desk rage isn’t a new phenomenon but according to David B. Wolf, PhD, author of Relationships That Work: The Power of Conscious Living, it appears to be on the rise.

“I don’t have statistics to document the increase in desk rage,” said Wolf, “but anecdotally, I am hearing about it more lately from managers with whom I do coaching.”

The stresses of the current economy may be a contributing factor. Besides rising fuel prices and lower home values, Wolf pointed out that after companies cut their employee ranks, as many have done recently, the remaining employees tend to inherit the tasks their terminated co-workers handled.

“Typically, these employees are asked to handle the increased workload with no increase in salary and no real expectation of job security,” said Wolf. “The situation is a recipe for frustration and a rise in desk rage.”

While Wolf says most people don’t handle desk rage well, he believes they can learn to cope more successfully with it by employing certain communication techniques.

For starters, Wolf said it’s important to remain emotionally neutral when an episode of desk rage occurs. “Sometimes the anger being expressed is about a third party — a boss, another co-worker. But even if the rage is directed at you, don’t react defensively,” said Wolf. “Take a deep breath, keep your voice low, and remember the person’s rage isn’t really about you.”

The key, according to Wolf, is not letting fear or your own anger take hold in such a situation. “If you’re on the receiving end of someone’s desk rage, understanding is a powerful tool to employ,” said Wolf. “If we can show that we understand what the person raging is saying, we can often diffuse the situation and help them deal with their grievance(s) in a calmer, more effective way.”

“Understanding, by the way, does not necessarily mean agreeing with the person,” added Wolf. “Sometimes we might think the person is justified in their anger but sometimes we don’t. How we respond to the person expressing the anger, however, is key to de-escalating the rage factor.”

“Mirroring” what the person is saying is one way to convey your understanding. This approach involves restating, as best you can, what you just heard the person say to you. For example, if the raging co-worker said, “You screwed up my presentation by not having the report I asked for. We’re going to lose this client thanks to you!” you could respond, “I know you’re furious. You’re upset I didn’t have the report you requested and think this could jeopardize our client contract.”

“This approach allows the outraged co-worker an opportunity to confirm that what you heard and understood was correct — or to say, No, that’s not what I said,” noted Wolf. “When this technique is utilized in labor/management negotiations, it’s helped to speed the result because it helps prevent misunderstanding while creating an atmosphere of understanding.”

What if you’re not on the receiving end of desk rage but feel as if you’re the person about to explode at work? Wolf recommends taking a deep breath and stating the facts of the situation upsetting you — minus any anger. For example, you might say, “The last time we met, you agreed to be at work on time daily and to call me if you were going to be late. Three days in the past week, you arrived more than a half hour late — and one of those delays was during a staff meeting when I really needed your assistance.”

Next, Wolf suggests using “I” statements to express how you feel. Regarding the previous situation, you might say, “I was frustrated by this and feel disrespected.” He suggests avoiding “you” statements such as “You made me angry.”

Finally, tell the person you’re annoyed with what you need or want, again using “I” statements. With the incident above, you could state, “I want an assistant who is respectful and responsible. I need you to honor your agreements.”

What’s the point of this approach? “We’re not denying our anger but by communicating in a less emotional and judgmental way, we’re maximizing the potential to have our concerns heard and acted upon positively,” said Wolf.

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Defusing Tense Work Situations

August 18th, 2008

By Dawn Anfuso, Workwise
Article Launched: 08/06/2008 09:05:45 PM PDT

Years ago, while working at a fast-food restaurant, I witnessed a manager chase an employee around, yelling obscenities at him. Even at my young age and inexperience, I knew that wasn’t proper workplace behavior.

As the economy declines, and companies cut their work forces, this type of rage tends to manifest frequently among the workers “left behind.” They’re expected to do more for the same salary – with less job security, little hope for a raise and skyrocketing gas prices cutting into their earnings. It’s a recipe for frustration.

A 2008 study published in Human Resources Executive Online found that frustrated employees may represent 20 percent or more of the total work force.

When tension spreads in the workplace, so does the potential for hostility and desk rage. In fact, the National Institute for Occupational Safety and Health reports nearly half of American workers have faced yelling and verbal abuse on the job, and one in four workers have been driven to tears.

Communications expert David Wolf says few people know how to cope effectively with desk rage because they’ve never been taught simple techniques to deflect it.

Wolf, a life skills coach, a social worker and the author of “Relationships That Work: The Power of Conscious Living,” offers techniques to defuse workplace frustration:

When someone rages at you:

Stay emotionally neutral. Take a breath, keep your voice low and slow, and don’t take
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it personally. Don’t let fear or your own anger take hold.

Restate in your own words what you just heard. Don’t add judgments or interpretations.

Be a mirror. Each time he or she comes back at you, accurately reflect back what he or she just said. They’ll quickly see that you’re listening to them. Watch how this simple technique converts hostility into reasonable dialogue.

and understanding When you’re feeling rage:

Simply state the facts of what happened. Don’t interpret or analyze them. For example, say, “You agreed to be at work on time, and to call me if you were going to be late. Three days in the past week you arrived more than a half hour late – and one of those days we had a staff meeting at which I really needed your assistance.”

Use “I” statements to express how you feel. For example, “I am frustrated by this and feel disrespected.” Avoid “you” statements, such as “You made me angry.”

Finally, tell the person what you need or want, using “I” statements. You might say, “I want an assistant who is respectful and responsible. I need you to honor your agreements.”

Dawn Anfuso is a South Bay-based business writer and former managing editor of Workforce magazine. If you have workplace or job-search questions, email Dawn at dawnanfuso@ yahoo.com. Writers will remain anonymous.

http://www.dailybreeze.com/ci_10121247?IADID=Search-www.dailybreeze.com-www.dailybreeze.com

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“This training provided me the opportunity to learn skills that will enable me to help others, and to gain many spiritual realizations. And most importantly, through this seminar I’ve become empowered to change that part of me that I would like to change.”

“I truly enjoyed the personal transformation life skills workshop. What really enforced the concepts were the role-playing and the games. The experience I felt while putting into practice what I learned is something I can draw on. I know these skills will only serve to enhance my work with my clients and my relationships with my family. Thank you.”

“I thought that this course was very valuable. I learned skills I will apply in my personal and professional life. It was very helpful the way the class was set up – when we learned a skill we immediately applied it so as ‘to use and not lose’. I was amazed at how quickly we were able to penetrate and get to the real issues… On a scale of 1-10 I would give it a 10+.”

“Now i see that it’s not enough just to care about the other person. To be a good helper requires real work, thoughtfulness and knowledge. I feel greatly benefited from taking the course and feel confident that the effect will begin to snowball as I continue practising what i’ve learned. In particular, I feel an increased awareness of how to communicate more effectively and how to be a real helper to another person. Besides all the helpful skills I learned and increased awareness I experienced, I had a lot of fun! The loving mood of our group and our growing experiences together made me wish it would never end. Keep teaching the course!”

Diane Consbruck, Homemaker

“I so relish the taste of mastery and excellence that permeated the course… I love poetry. The course stimulated poetry-in-motion – i.e. all styles, lengths, meters, euphony, cacophony – produced interesting and diverse strains of music, planting seeds of remembrance of who and what we truly are and the potential we all possess for reclaiming our divinity.”

Debra Sue Lynn

“… After the seminar, I feel more aware of who I am, more conscious of the way I behave, of the way I interact with others, and less in need of pretending something about me in order to get approval from others.”

“During and upon completing the Advanced Seminar Experience, I found that it was possible to feel completely free from the anxiety, confusion and pain that was a constant part of my life before. I may not always be free from it now, but I know that it’s possible, and that brings hope, positivity, and the power to reconnect with that soaring feeling of the true me – without any covering.”

“… the personal growth that I received from the seminar has been rewarding. I have a new sense of strength with my voice. I feel I have the ability to become more clear, confident and connected with the relationships I want to improve on.”

“Satvatove was a super-cleanse. David and Marie create a space where it was okay indeed encouraged to just be myself. Such a relief to simply be accepted and encouraged no matter what was brewing inside me.”

“ “Living as the soul”. That realisation has been the most powerful for me, having taken the Satvatove Advanced Seminar. Throughout my life, I have heard that we are spiritual beings, not of this mundane body and mind. That our material experiences are due to the mind and ego, but that the goal is to transcend these things and live as the soul.”

“… In the course I really plugged into my true, genuine being, and the courage and self-respect to express myself and BE myself, whatever that may be. It’s still a work in progress, but I know now that I have the tools and experiences necessary to keep that going in my life. Thanks Satvatove.”

“I greatly enjoyed the course. It exceeded my expectations in all ways. There was a good mixture of lectures, brain-stimulating activities, and group interactions… I found the whole process made me so much more aware. Not only did you present knowledge on specific skills, but you also gave knowledge that improves and empowers our overall state of consciousness. I feel totally rejuvenated because of that… I will definitely recommend this course to others. It was structured and presented better than any of my college courses.”

Kar Delaney, College Student

“I found that the course was a very valuable experience. I feel I benefited greatly. Communication with my children has already improved dramatically. My limited perspective has also become apparent as well as the means to broaden it.”

David Musterer

I sincerely appreciate all you did. What I learned helped me center, prepare myself to do this beautiful thing. You pointed me in a direction to find many things not only to finish, but that will serve me well in this life.

I was able to listen to one of your radio shows with Marie and you interacting with a caller. I feel more relaxed after the listen. And now I know how to access it, which is another great feeling. Thanks for the link.

“The course has given me invaluable tools for dramatically increasing the quality of my life. I can openly and honestly say that it is the best course I have ever taken. The facilitation created such an incredible atmosphere required for Read more

“Marie! Loved the energy you brought to the course! I was surprised what came up for me today, and last night, and I am interested in what will come from the introspection it inspires!…”

Tapped into my sensitivity + vulnerability in a safe environment + I am inspired to go further … earned tools to take responsibility for my broken agreements + awareness of the grungies + payoffs, so I can transform and instead be in my integrity w/ honesty + trust.

“Good experience, with lots of applicability for my product management and coaching work. . .”

“Retaking the course definitely helped me to integrate more fully the basic skills that are essential to true communication…I got the validation that I can listen (sometimes!). This has lifted my spirit in ways that will continue to expand with time. Marie is amazing in her heartfelt intention to truly share this transformative practice to as many as possible…

“I wish I had taken this 40 years ago. It will change my life and connect me to my family.”

“This was my second time taking the Foundational. Taking the Foundational after the Advanced Course was like taking a completely different course than the first Foundational experience. I have undergone a rapid transformation since the Foundational and approached this Foundation with a completely different consciousness and was able to gain just as much if not more this time than last time. I was able to be a sponge this time, taking in as much as I could.”

“Deep and inspirational experience. I created breakthroughs. Truly enjoyed it.”


The Foundational experience was truly amazing…It was an unfolding process that brought me a new comfort and sense of peace which came from a higher place. . .

However, the reality of the immeasurable value of the course became apparent within the first three hours of the first day of the Foundational Seminar. The principles that are rooted in the truest nature of humanity as spirit beings and the fusion of great world religions and cultures mirrors the things that unite humanity across, cultural, physical, and emotional boundaries we create as societies and individuals. This course has awakened potential within me I forgot I had. I want more! I would recommend it to everyone!

The life you want is attainable through this. I walked in here thinking that I had been duped into paying for a fake motivational course. I am walking out with a newfound look on life- A new paradigm that never existed for me before. My confidence and trust in myself is soaring.

I have never seen it’s equal and I have studied with the best, with the inventors or those who studied with the inventors of processes from rebirthing to EST, Gestalt, Rolfing, Somatics, kundalini yoga, and other psychomeditative processes. I have found your work to take people to just the right places. I am impressed to see all that I have studied come alive in such a concentrated and devotional form. Previously, I have had the skillset, heart and intuition available to help others crack their shells. But never have I seen it done on such a large scale, with such depth and breadth and in such a short time and such a grounded way.

So I will try this again, especially when I am attached to not letting go of my view/point….I’ll even gather the courage to try it with those close to me, where it is needed most, and yet harder to do. I’ll risk my point not being valued, in order to create a space where those close to me feel honored, and their point valued…..

“Satvatove was the best decision I’ve made in 2009 and it’s not my habit to make poor decisions. Since that weekend and because of what I learned about Kyle, I’m now closer with friends & I communicate in all aspects Read more

I’ve had two main careers and several other ‘jobs’ in my 51 years. Taken a plethora of courses in self-help and improvement. Grown spiritually, emotionally and mentally. NOTHING compares or comes close to this experience as a catalyst for personal Read more