How to Develop Positive Beliefs About Aging

Previously, I discussed the pervasive impact of negative beliefs about aging and the life-enhancing benefits of positive age beliefs.   In those posts, I drew on the mind-opening research of Professor Becca Levy, author of Breaking the Age Code: How Your Beliefs About Aging Will determine How Long and How Well You Live.  In her book, Becca not only explores the potential negative or positive impacts of our beliefs about aging, she also  offers multiple ways to develop a positive mindset that will enable us to live longer and with a better quality of life.  She provides numerous examples of people in different fields who have achieved incredible things in their old age.  Becca stresses the need for each of us to be proactive in building positive beliefs about aging to counteract the influence of ageism which is with us from the time we hear our earliest fairy tales until we experience palliative care

The ABC approach to developing positive beliefs about aging

In her book, Becca introduces the ABC Method to liberate us from the socially-derived negative beliefs about aging and free our minds to realise the potential inherent in aging.  Her ABC method incorporates three core elements – awareness, blame and challenge:

A – Awareness

Becca suggests that developing positive age beliefs begins with ourselves, increasing our awareness of our own thoughts and the way this impacts our words and actions.  We can increasingly become conscious of how we speak to people in different age groups – how we positively recognise “age diversity” (rather  than perpetuating “age blindness”).  She recalls that on one occasion, she found herself talking in a childlike manner to older people (“elderspeak”) and immediately pulled herself up and changed the way she spoke to these people.  Her newly  adopted adult-to-adult communication was respectful of the wisdom and experience of the people she was addressing. This is an example of reflection-in-action, a skill we can develop by practising reflection on our actions as a habitual approach. 

Our awareness can develop by building a “portfolio of positive images of aging”.  We can do this by reading newspaper reports and articles about people who have excelled in various fields of endeavour.  Another rich source of positive age images is memoirs written by people who describe their accomplishments in old age despite early childhood setbacks, including traumatic experiences.  An incredible exemplar of this approach to developing positive beliefs is Maya Angelou.  She not only broke new ground in writing memoirs but wrote her seventh memoir, Mom and Me and Mom, in her eighties.  Her accomplishments in many fields such as  poetry, writing, acting, film, singing and activism are memorialised in a website in her name.  Becca cautions us, though, to avoid trying to model ourselves on a single, exceptional older person – she argues that a more attainable goal is to strengthen qualities in ourselves that “older role models” exhibit (such as Maya’s work ethic).

We only have to look around us for positive models of aging amongst our friends, relatives, colleagues, our medical carers and other professionals.  This involves developing relationships with, and paying attention to, people who have aged and yet who continue to contribute positively to their career arena, the local community or society generally.  We can also seek the company of elders.  Nadine Cohen, author of the exquisite, debut novel, Everyone and Everything, actively seeks people of her mother’s and grandparents’ age and finds that she is “usually richer emotionally” because of their counsel and wisdom.  

B – Blame

Becca argues that we should put the blame where it truly belongs – not our biology but the ageism that surrounds us in every facet of our life.  This involves consciously developing awareness of our social environment in our everyday life.  It means being able to identify “negative age stereotypes” perpetuated in education, the arts, medical professions, and in daily conversations with friends, colleagues and family members.

As we develop this external awareness, we can begin to identify the “upstream causes” impacting the health and wellness of the aged. Becca maintains that “age beliefs are an upstream predictor of health and well-being”.  She contends that if we actively develop positive age beliefs we can change our health habits.  This approach is in line with the research that shows that to create new behaviours, we need to challenge the assumptions that underlie old behaviours – it is not enough to practise new behaviours if we want sustainable change.

C- Challenge

Becca recommends challenging ageism in whatever form it takes.  She points out the example of antiageism activist, Ashton Applewhite, author of This Chair Rocks: A Manifesto Against Ageism, and the blog Yo, Is This Ageist?   Ashton is actively and publicly challenging the hidden negative beliefs as they are reflected in newspaper articles, headlines, advertisements, and elsewhere and educating readers by responding to their questions about ageism.  She also has a YouTube channel incorporating her Talk at Google and other presentations addressing ageism.   In her Ted Talk, Let’s End Ageism, she points out that ageism is “a prejudice that pits us against our future selves – and each other”.

While people like Ashton and celebrities such as Madonna and Robert De Niro are speaking out publicly against ageism, Becca contends that we can help to overcome ageism in society if we “call it out” when we encounter any form of ageist remark in the relationship circles in which we move,  Becca recounts her discussion over coffee with Irene Trenholme who at 99 years of age ran the Secondhand Prose bookstore which donated all it profits to the local St. Johnsbury library.  Irene proved to be an exemplar for challenging ageism.  Whenever she encountered an ageist remark or action, she would firmly indicate that this was inappropriate, including challenging her doctor who spoke too loudly to her (assuming that, because of her age, she was “hard of hearing”).

Becca challenges many myths that surround aging and encourages us to take up the task of questioning firmly-held beliefs that have no scientific foundation.  She provides an Appendix in her book which she describes as “ammunition to debunk negative age stereotypes”.  She lists common negative age stereotypes and offers facts (proven by research) that can be used to debunk these stereotypes, including “cognition inevitably declines in old age” and “older persons are technologically challenged”.  In relation to the latter myth, Becca points out that Mildred Dresselhaus innovated the field of nanotechnology in her seventies.

Underlying the assumption that older people are technologically challenged is a foundational ageist myth that I call the “blank slate myth”.   People often assume that those who are older lack any related knowledge, skill or experience in a particular area, e.g. technology.  They forget that the technology they enjoy today was pioneered and developed commercially (long before some were born) by people who are now in their later years.  I am now 77 years of age (2024), but I have a long history of involvement in the development and application of technology in education and the workplace in the 1970’s, 1980’s, 1990’s and early 2000’s:

  • National Project Team – the design and implementation of the first online, national, accounting and management information system in the Australian Taxation Office (1973 -1977);
  • National Project Team – the introduction of word processing and personal computers in the Australian Taxation Office;
  • Role of Director, Computer Operations, Australian Taxation Office, Queensland and the Northern Territory;
  • Sensitive National projects associated with physical computer security and deterrence and detection of computer fraud;
  • Role of National Change Manager for the implementation of online learning and teaching in the Technical and Further Education Institutes across Australia (2000-2004);
  • Role of a Leader in Squidoo – a social media platform developed by Seth Godin (2007-2014);
  • Creator of a 6-month, online Social Media Marketing Course – 24 weekly PDF’s (2010);
  • Creator of e-books on internet marketing, social media marketing and Squidoo marketing strategies (2009-2012);
  • Creator of blogs on affiliate marketing (2005-2012) and small business marketing (2011-2012);
  • Co-Creator with colleagues in Germany and America of the article-based, social media platform, Wizzley.com (2011);
  • Sole author of my current Grow Mindfulness blog (2016 – present; 745 posts).

I spend very little time on social media platforms these days, not because I’m “technologically challenged” but because I have other priorities.  My priorities at the moment are to write my mindfulness blog (1,000 word post per week); co-author a book on “managing people”; and write a memoir.

The “blank slate myth” not only applies to technology but also many other areas of endeavour.  I found that it applies even in social activities.  I still play social tennis in my late seventies and I am often confronted with the manifestation of this myth in our social tennis games.  For example, I recently played with a younger partner who shouted out to me not to hit a shot that was clearly going out (by at least 2 metres), assuming that, through lack of experience (or loss of memory/faculties), I had not been able to judge that the ball would be out.  Having played more than 10,000 sets of tennis (including competitive tennis at an A-Grade level) over more than 60 years, I have a fairly advanced awareness of what shots are going to go out – it’s embedded in my body memory.  I can, for instance, when lobbed by an opposition tennis player, chase down the tennis ball and hit it back over my head and land it in the court (the secret is to face parallel to the back fence of the court so your body knows where it is in relation to the court outline).   To me, the “blank slate myth” defies logic and denies the richness of skills, intuition, insight and reflexes developed over many years.

Reflection

In thinking about the impact of negative and positive age beliefs, I became very conscious that, despite social conditioning, what we believe about aging is up to us – and our beliefs determine our actions. I incorporated this reflection in the following poem that I wrote recently;

The Choices You Make About Aging

If you are positive, you open up your potential –

life’s joys and pleasures are yours to gain.

If you look, you will see what is possible –

aging models of achievement are everywhere.

If you challenge the myths, your mind is freed,

you can pursue your goals without constraint.

If you remember what you have achieved

you can draw on your sense of agency.

If you exercise your mind and body

you can restore your acuity and strength.

As you grow in mindfulness

through reading, research and reflection,

you can become more self-aware

and free of stereotypes, assumptions and insipidness.

What you believe about aging

influences the choices you make.

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Image by GreenCardShow from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site and the resources to support the blog.

Making a Difference by Spreading Kindness

Diana Winston from MARC, UCLA, offers a guided meditation podcast on “kindness” and she maintains that we can make a real difference in the world by spreading kindness at a time when there is so much local, national and international conflict.  Her loving kindness meditation cultivates mindfulness and a gratitude mindset for the practitioner and helps to diffuse anger and unkindness in the world.  We know from experience that if we extend a smile or thoughtfulness to another person, it is often reciprocated, just as abruptness and rudeness stimulates a reciprocal response.  Kindness is contagious and has a momentum of its own that leads to diffusion.

Diana reminds us that mindfulness involves being open and curious while accepting what is.  Openness extends to being thoughtful towards people we find “difficult” or who constantly annoy us.  Diana asserts, with conviction, that kindness is a natural property of the heart that we extend to others and also our pets.  Kindness in her words is “the desire for another person t be happy” and has a mental, emotional and behavioural aspect.  Mentally, it involves thinking kind thoughts and positive wishes for others; emotionally, it entails feeling kindly towards others and appreciating their uniqueness; and behaviourally, it means engaging in “acts of kindness”. 

Diana’s guided meditation focuses on “radiating loving kindness” through our thoughts and emotions and involves creative visualisation, the use of imagery.  She argues that kindness is inherent in mindfulness practice because it involves being willing to show up, to accept what is (including individual differences) and acknowledge connectedness to everybody and everything.  In her experience, not everyone will warm to this form of meditation as it involves visualising a “lake of kindness” .  However, for people who are not particularly visual, she offers the suggestion to focus on the positive thoughts and emotions behind the process. 

Guided meditation

Diana begins the meditation in the usual way encouraging us to adopt a relaxed and comfortable posture and to take a number of deep breaths to enable us to relax and focus on the mindfulness activity.  One of the aims of mindfulness mediation is to really focus on the present moment, avoiding obsessing about the past or becoming preoccupied with planning future activity (my main source of distraction!).  Diana moves onto encouraging us to focus on our own breathing in an accepting, non-controlling way. She suggests that our focus can be on the up and down movement of our abdomen or chest or the in and out flow of air through our nose.  She follows this activity with a focus on the sounds in the room or external environment, again just being open to what is sounding not trying to identify the source or interpret the meaning.   Diana suggests that if we become distracted (everyone does, even the mindfulness experts like Diana), we can re-focus on one of the anchors mentioned, e.g. our breathing or sounds.

Diana begins the visualisation process after about five minutes of silent meditation.  She encourages us to visualise walking with a companion (someone we admire or a close friend) beside a scintillating blue lake, whose radiance touches everything around it.  She calls this the “lake of kindness”.  After a short while, we enter the inviting waters with our companion, experiencing sensations of gentleness, warmth and immersiveness of the “kindness waters” – sensations that elicit feelings associated with kindness.  Now, we imagine our friends, who are on the bank of the lake, joining us in the water so that they too are immersed in kindness as the lake expands through displacement.

The challenging part of the guided meditation is envisaging other people, who we are not positive about, joining us in the “lake of kindness” – dissolving to some extent our reticence to be with them and encouraging us to extend kindness to them.  We are then all enveloped in the “kindness waters”.   We can then envisage the kindness waters moving into the ocean; up the rivers of villages, towns and cities; and extending to all the waterways of the world thus “suffusing the world with kindness”.

Reflection

Kindness is natural but we become absorbed in our thoughts, negative emotions, stereotypes and sense of superiority – thus precluding us from radiating warmth and kindness to others.  It behoves us to reflect on times when we have omitted to show kindness and to consciously undertake acts of kindness, such as sharing a meal with someone who usually eats alone.  We can genuinely make a difference in the lives of individuals and everyone we come in contact with, if we approach them with kindness in our heart, even through the simple act of smiling or sharing a book.

As we grow in mindfulness and kindness through loving kindness meditation, we can make a real difference in our own lives and spread kindness in the world.  For example, you often see people who have been given the opportunity to enter a line of traffic, extend this kindness to someone else further along the road.

Mindfulness meditations help us to reflect on our words and actions and their impact and reminds us that we are all connected as we share the fragility and vulnerability of the human condition.  It is a useful practice to reflect at the end of each day and think about our “acts of kindness” as well as when we overlooked an opportunity to be kind to someone.

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Image by Pete Linforth from Pixabay

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Disclosure: If you purchase a product through this site, I may earn a commission which will help to pay for the site, the associated Meetup group, and the resources to support the blog.

Mindful Leadership: Social Skills – Compassion

Compassion is recognising a person’s pain and suffering and having an active desire to alleviate that pain and suffering.

Dr. James Doty, in his Ted Talk on The Science of Compassion, identifies three components of compassion:

  1. noticing another suffering (realise)
  2. showing empathetic concern (relate)
  3. taking some action to mitigate the pain (relieve)

Hence, compassion differs from empathy in that the emphasis is placed on taking action to redress suffering, not just feeling with and/or for another person.

James Doty suggests that many organisational leaders who seek power and control, lose their capacity to empathise and their willingness to be compassionate.

However, he points out the research in a book by Jane Dutton and Monica  Worline, Awakening Compassion at Work, where the authors show that compassion positively impacts the bottom line.  They contend that the benefits are two-dimensional.  Firstly, trust, cooperation and satisfaction increase; secondly, burnout, turnover and absence decrease.

Shari Storm, in her TED Talk, Building a Compassionate Workplace, maintains that one of the major impediments to developing compassionate organisational leaders and a compassionate workplace, is the metaphors we use to describe work – which become embedded in our language, influences our thinking and shapes our behaviour.  She identifies both the war and sports metaphors as problematic because they promote competition and winning over care and concern.  She suggests that the family as a metaphor for work would open up increased possibilities for nurturing in the workplace.  It would also enable women to flourish and thrive because women would be better able to relate to such a metaphor.

Unfortunately, the sports/ war metaphors tend to be male-centric and feed the desire of men to be seen as “macho”.   What is not easily recognised is that compassion requires courage as well as concern – particularly where you have to break out of the leader stereotypes encapsulated in the sports/war metaphors.

Mo Cheeks, head coach of the Portland Trail Blazers, broke the stereotype at the start of the NBA playoff with Dallas Mavericks.  When 13 year old Natalie Gilbert, through nerves, forgot the words when singing the national anthem, Mo came to her aid, put his arm around her shoulder and gave her a helping hand by singing with her (despite not being a very good singer).  The crowd joined in and Mo has been universally praised for his courageous, compassionate action.  This event shows too that compassion is contagious – if only leaders would realise its power to transform organisations.

How can leaders show compassion?

There are multiple ways leaders can demonstrate compassion – what it takes is a compassionate mindset and the courage to act on it.  Here are just a few examples of compassion in action:

  • providing time off to people who experience trauma in the workplace
  • supporting middle level managers who have to lay off staff to deal with the anger and grief involved, as well as the rupture to the social fabric of the organisation
  • educating managers how to deal with mental health issues in the workplace, for the sake of the managers as well as for those staff experiencing mental illness
  • providing independent expert support to managers and staff who are experiencing difficulties
  • conducting rituals to express grief at the closure of an organisation or a major transition to a new structure
  • allowing staff time to deal with their negative emotions during major organisational change
  • publicly acknowledging the contribution of long- serving organisational members who are retiring – recognising that they will be experiencing mixed emotions including a sense of loss as well as excitement about their future.

As we grow in mindfulness, we are better able to notice when people are suffering, to show empathetic concern and act courageously to alleviate their suffering.

By Ron Passfield – Copyright (Creative Commons license, Attribution–Non Commercial–No Derivatives)

Image source: courtesy of WerbeFabrik on Pixabay