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Don’t be a Pawn on a Board

By Dena Arstall (BC11)

Last month, I made the difficult decision not to apply for a senior board position in the racing industry. It was a position I had aspired to and for which I was qualified. Moreover, someone, who I hugely respected in the selection process, had suggested I put my name forward. What was stopping me send in an application at the very least? I decided to examine my motives in a broader context.

Recently, I attended a ‘Women in Racing’ meeting. The topic of women on boards had been addressed, along with the failure of the industry to recognise the skills a woman can bring to the boardroom. Perversely, many of the best conversations between women take place in the sanctuary of the Ladies’ cloakrooms and many truths are expressed in these unofficial meeting rooms. A few of the incumbents were discussing the event and seemed demotivated by the boardroom discussion.

“Why do senior women assume that all women want to be on flipping boards?” Cubicle 1 exclaimed

“I agree. I just came to share ideas and meet other women in the industry”, Cubicle 2 rejoined

“I am not here to fill quotas”,  articulated Cubicle 3 over the drone of the hand dryer.

I now had reason to consider these sentiments. What did I really want? It is a question that coaching clients often ask and needs careful unpicking.I decided, on reflection, I was trying to serve the racing industry. Taking this position might achieve this but was it suited to my skillset? I re-read the executive description and decided not. I also formed the impression that the role was neither creative nor expansive and might not exist in two years time. Was this what I was aspiring to?

I reminded myself what made me interested in applying in the first place. One answer is that I was flattered to be considered a potential candidate… not a basis for a decision. More important, perhaps, was the fact that I had been asked. This gave me a certain obligation to consider the role. This obligation was intensified by my knowledge that the Davies Report would put an onus on this employer to hire a woman candidate if possible. I realised i was fulfilling a gender obligation: namely as a suitable candidate I had a duty to apply. This disturbed me. My ambitions, unconsciously, were being gender motivated. I felt, I should apply despite having logical and instinctive reasons for not doing so. Indeed, I would have to stand off existing committees that were important to me and which satisfied my wish to help the industry I cherish. Increasingly, I am finding with coaching clients, there are current gender expectations of women that push them into accepting roles they are unsuited to and do not want. I was now experiencing this first hand.

To be authentic and get the most out of a role, you must genuinely want it. Do not accept it because of a feeling of obligation that will be articulated by the words,” I should do it”. I sit on racing committees and boards because of a genuine desire to make a difference in an industry I care about. That same desire gives me license to relinquish roles I am not suited to in any other way than being a women. To follow a blind pursuit of the boardroom, not only demeans my aspirations, but those of women in general. We can all become pawns on boards, but self awareness will ensure that we play at a higher level.

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The FT Guide to Business Coaching

By Professor Mary Watts (BC09)

Many months ago when Anne’s Scoular’s book `The FT Guide to Business Coaching’ was first published I read it, enjoyed it and wrote an excellent review of it that I’m ashamed to say I never posted on the Amazon site. Time went by, my guilt increased, but I kept returning to the book, re-reading and seeing new in what I had already read. Today, as I sit enjoying the scenery in a very southern part of France and reflect on a very dry coaching psychology article I have just read, my thoughts have turned again to Anne’s book. The magic ingredient of course, isn’t just that it’s easy to read, enjoyable, useful and a whole host of other things, but that it is authentic and REAL. It relates to real things, real life, it isn’t stuffy and it isn’t trying to be academic (although it is as skilfully written and debated as any text I know). It creates with the reader everything that a good coaching relationship should create. It communicates.

Thank you Anne

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It’s All in the Mind – Neuroscience & Coaching

by Liz Gooster (MC11)
 
Neuroscience. The word carries an air of the unfathomable, a whiff of science fiction. Yet scientists are making bounding advances in peeping into the windows of, if not our souls, our brains. Piquantly described by Dr Geoff Bird as a ‘sloppy bag of disgustingness’, the adult human brain weighs in at 1.4 kg and has the consistency of set yoghurt. The make-up of the brain is a mass of headspinning statistics: it consists of 80-100 billion neurons connected by 100 trillion synapses in a forest of mental pathways; has 1 trillion ‘support’ cells; and contains 176,000 km of myelin (the fatty white matter which coats some of the neurons in the brain and allows them to transmit information more quickly than uncoated neurons – making them the fast lanes of the mind).
 
These jaw-dropping facts and figures launched the annual Meyler Campbell  lecture for 2011, given by Dr Geoff Bird of Birkbeck College and the Institute of Cognitive Neuroscience UCL and entitled ‘Neuroscience & Organisational Coaching’. Throughout Dr Bird’s captivating presentation you could have heard the metaphorical pin drop in the packed auditorium as our poor bags of disgustingness struggled to absorb the insights from the frontiers of this incredibly fast-moving science. If the knowledge that we are gaining of how the brain functions is staggering, the implications and applications of this knowledge are even more so. Scientific intervention, through the administration of drugs or electro-magnetic currents, can modify the working of the brain. This can be heralded as a massive leap forward in the treatment of diseases like Parkinson’s, where brain modulation has been shown to reverse the negative effects in up to 40% of cases. 
 
But what of drugs that make people smarter? Drugs such as Ritalin, commonly prescribed for children suffering from attention deficit disorder, really can improve how people learn. Some research has indicated that up to one in five US students take drugs like Ritalin to maximise their learning capabilities. So if it’s scientifically possible to rev up our brainpower, is it right to do so? Given that coaching involves helping clients change their patterns of thought and behaviour to enable them to reach their goals, should we as coaches be recommending that our clients take drugs to allow them to enact and embed change more quickly? Should we be taking drugs to allow us to accelerate our own learning and to coach more effectively? Weighty questions indeed – and the ethical debate around such matters may be closer than we think.
 
For the moment, the current ‘breaking news’ of neuroscientific discoveries can deepen our understanding of how coaching relates to what goes on in our brains. Our front brain is our conscious mind, processing one thing at a time, relatively slowly. Unconscious, fast, automatic thinking occurs in our back brain. Using the unconscious mind through activities like eye contact, mirroring of body language and imitation of language raises the level of trust and social interaction between client and coach. For instance, eye contact has been proved to actually cause fluent, frequent speech – so it can help clients articulate their issues. The only problem is that thinking deliberately about such things means that the conscious mind has taken over, when the best way to harness the benefits is to surrender control to the unconscious brain. This may not be the metaphysically insoluble problem it appears, because recent experiments have revealed that the unconscious mind knows much earlier than the conscious mind what our intentions will be – sometimes up to 10 seconds sooner. So maybe it doesn’t matter what we ‘think’, as the unconscious is in the driving seat anyway?
 
Geoff outlined two different types of learning and developing new patterns of behaviour: habit-based and goal-directed learning. Habit-based learning occurs in the unconscious mind as a result of neurons repeatedly being activated together when a particular action occurs, strengthening the synaptic connections between them and eventually making the action a habit. This requires a lot of repetitions so habit-based learning takes a relatively long time to occur (around 3 months), but once we’ve got it, we can retrieve the learning quickly and are unlikely to forget it. The ability to ride a bike is the outcome of habit-based learning. In contrast, goal-based learning can occur very quickly but because it happens in the conscious mind, it’s slower to retrieve and is forgotten more quickly. When both attention and emotion are focused on a goal, the ‘routing’ of our neural networks changes on a millisecond-by-millisecond basis. This goal-based learning occurs in coaching with tools like the GROW model, which achieve fast results. For coaching to bring about long-term, ‘hard-coded’ change, we need to combine both habit-based and goal-directed learning, within and between coaching sessions.
 
The human brain is truly amazing, and, as Geoff pointed out ‘just ridiculously complex’. Despite this complexity – and I find the idea that our minds will always keep some secrets from us strangely comforting – recent progress in neuroscience means we have more understanding than ever before about what goes on in our heads. The application of the findings of pioneering neuroscientists like Geoff in helping us reach our potential are, well, quite mindblowing.
 
Originally published on www.lizgooster.com.
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A new focus for coaches

by Dr Gillian Hyde, PCL

Back in October 2010 Dr Gillian Hyde, a consultant psychologist and Director of PCL ran a fascinating Meyler Campbell Fishbowl, demonstrating the use of the Hogan Dark Side (HDS) in executive coaching. The following is a piece about Managing risk: the human factor developed from a piece of PCL’s research and featured in the Sunday Times.

Success and survival rely on identifying opportunities and potential threats that stem from the risk characteristics of both individuals and teams, and their influence on organisational culture. On November 1, at RSA House, Geoff Trickey from PCL presented ground breaking research into Risk Type illustrating effective alternative routes through these increasingly pressing challenges by linking individual psychology to risk behaviour. He was joined by ex accountant turned organisational psychologist and executive coach David Cooper.

PCL’s research report introduces the Risk-Type Compass and illustrates the differences in risk-type profile found between generations, between public and private sector employees, and between specific professions. The report also focuses on practical solutions for coaches, executives, managers, and individuals who need to get a grip on the risk issues faced by their organisation.

The presentation received excellent media coverage including a Sunday Times feature article, see link below.

Links
PCL’s research report: http://issuu.com/pclonline/docs/final_pcl_the_human_risk_report?mode=embed&layout=http%3A%2F%2Fskin.issuu.com%2Fv%2Fdark%2Flayout.xml&showFlipBtn=true
Sunday Times feature article: http://www.thesundaytimes.co.uk/sto/public/Appointments/article819471.ece

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Young and jobless: the voice of one in a million

by Meyler Campbell

Meyler Campbell Graduate Jessica Pryce-Jones’ company i-Opener was on the front page of the FT Appointments section November 24th November 2011 http://www.iopenerinstitute.com/media/45865/financial_times_-_24_nov_11_-_young_and_jobless.pdf

Congratulations Jess!

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Legends of the Coaching Turf*: Sir John Whitmore

by Liz Gooster (BC11)

‘Coaching should be more whisky and less water.’ This was the standout quote for me in Sir John Whitmore’s presentation at the recent Meyler Campbell fishbowl event. Rightly famous as one of the founding fathers of coaching, in business, sport and life, Sir John has also been a champion racing car driver, a ski coach and aHollywood film producer. An extraordinary character, just months after being hospitalised and in a coma as a result of a dramatically bad skiing accident, Sir John treated us to a breathstopping overview of coaching, the world economy, and everything in between.

As a newly-qualified coach whose training kicked off with Sir John’s bestselling Coaching for Performance, personally I would have preferred to trade some of the big-picture analysis for a nitty gritty display of the man himself coaching using the GROW model. However, it’s fair enough for someone who laid the foundation stones of coaching in the first edition of his book, more than 20 years ago, to want to move on to pastures new, and it was impossible not to be impressed by his vigour and forthright opinions. Standing straight and tall as a ship’s mast, he covered an exhausting range of topics in a voice booming like a captivating cannon ball. His wide-ranging speech leapt energetically from theme to theme, the core thread being that people skills are vital at a personal, organisational and even global level. The presentation was peppered with personal stories and tales of the colourful characters Sir John has met in the course of a life so eventful it would leave most of us reeling with fatigue.

Demonstrating the value we bring to clients is a constant challenge for coaches. You couldn’t get a clearer illustration of return on investment than Sir John’s example of the Royal Navy’s field gun race. This is a gruelling military competition that has been held for over a century. A top team of elite soldiers disassembles a massive gun, carries its crushingly heavy components over an obstacle course and then reassembles it at the other end – all against the clock, and against a competing team of equally finely honed men. I was enthralled to hear how a field gun team whose leader applied a coaching approach to training (having himself been trained by Sir John) raced to unprecedented victory, winning all five available cups in the tournament. Not only this, the team sustained just one injury (a broken wrist) during training, compared with an average of 16 in non-coaching teams. They went on to repeat the feat over three consecutive years. As Sir John said, ‘the results speak for themselves’. This is a stirring example of how coaching can help achieve seemingly unattainable results. (Follow the link to watch a video of the 1999 field gun race) http://www.youtube.com/watch?v=32s4qCCFnmk)

Less dramatic, but no less impressive, was the golf coaching video we watched, in which Sir John coached a novice golfer while a golf pro taught another using traditional training methods. The video was rather dated, and so the backdrop to the film was a row of slightly sinister looking players with 1970s moustaches and loose, grubby-looking outfits, a bit like the men in the ‘118 directory enquiry’ ads. Beyond these amusing distractions, the results again spoke for themselves. The lucky player who was coached by Sir John came across as relaxed, excited by her progress and energised by the whole process. The other was less fortunate: she appeared stressed, overwhelmed and confused. She made progress in her golf, but not as much as the coached player, and from an observer’s viewpoint, she’d had a less fulfilling journey.

So where does the whisky come in? Sir John cautioned us firmly against using wordy questions with our coaching clients, a warning which I’m sure resonated with several members of the audience, including me. Stick to the simple, clear and concise, he exhorted. This is the coaching equivalent of going easy on the water you add to your whisky, which dilutes its kick. Like an unstoppable train, he told us that ‘if your coaching doesn’t work, you’re not doing it right’ and reminded us that the responsibility falls back on us as coaches to adjust our approach until it’s effective. A legend of the coaching turf indeed, and a pleasure to hear him speak. Now, where did I put that whisky?

* Credit goes to Dena Arstall for the title of this post

(to read more from Liz go to her blog (http://www.lizgooster.com/2011/11/14/legends-of-the-coaching-turf-sir-john-whitmore/)

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SGCP announce 3rd European Coaching Psychology Conference

Innovation in Coaching Psychology - 13th and 14th December 2011

City University London, Northampton Square, London, EC1V 0HB

This is an event for those that are interested in or currently using coaching psychology in their practice, and those who wish to learn more about how they can benefit from coaching psychology for themselves or their organisations. There will be opportunities to hear from different organisations as they share their stories of using coaching psychology in house.

A snapshot of what you will hear about…

 “Using work-life balance theory and frameworks in coaching”

 “Developing politicians: Challenges and opportunities”

 “Conditional self acceptance: A potential barrier to engagement in leadership coaching?”

 “Innovations in coaching psychology practice through technology and the internet”

A few examples of who you will hear from….

 Adrian Furnham (UK), Regula Stammbach (Netherlands),

Ida Sirolli (Italy), Pascale Reinhardt (France),

Lisbeth Hurni (Switzerland), Tatiana Bachkirova (UK),

Siegfried Greif (Germany), Stephen Palmer (UK),

Where to find out more….

 Details about the venue, the programme, how to register, social event, etc, can be found at:

http://sgcp-conference.bps.org.uk/sgcp-conference_home.cfm

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Antarctica and beyond

by Ruth Storm (BC07)

Dear all,

I’m about to embark on another adventure and it would be great to have you follow along.  I’ll be skiing to the South Pole, mountain climbing in Antarctica’s Ellsworth Mountains, then exploring southern Chile.

You can follow me and the team I’m with on the following blogs:

www.southpoleroundtrip.com
www.weberarctic.com  (our Guide, Richard Weber)
http://south-pole.weebly.com/index.html (my team mate, Chris)
http://www.explorersweb.com/polar/ (overall coverage of all teams going to the South Pole this year, click on the main picture/Antarctica wrap-up to get full details)

Our journey is a 900 km ski from the edge of the Antarctic continent to the South Pole. We expect to take around 35 days to do this.  There is much more description on the websites above.  My time table (subject to weather) is as follows:

Nov 8 – depart London for Punta Arenas, Chile
Nov 16 – depart Punta Arenas for Union Glacier, Antarctica
Nov 20 – fly to start point, Messner Route to South Pole
Dec 25-28 – arrive South Pole!
Dec 28 – return to Union Glacier (Twin Otter plane pick-up) – the others will kite ski back
Dec 29 – Jan 5 – mountaineering in the Ellsworth Mountains
Jan 5 – return to Punta Arenas to await the others returning on Jan 12
Jan 12 – Jan 29 – explore southern Chile

Love, Ruth

 

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Harvard Medical School and McLean Hospital – Coaching in Medicine and Leadership

 
By Sascha Proudlove (MC11)
 
October 21-22, 2011 Boston MA
 
Wow. Coming to this conference felt like a visit to the epicenter of the coaching world. For me, it was a kind of stimulating vacation as the past 6+ months have been spent moving our family and two little ones (3 and 1) from the UK to the US (plus unexpected earthquakes, hurricaines, and snowstorms!). I left Daddy in charge for a few days in NJ and headed up solo to Boston, which is also where I grew up. 
 
Unlike the warm, familiar surroundings of the Royal College of Physicians in Regent’s Park or the Sainsbury Room at Portland Place, the conference had 500+ participants from every continent and an age range of mid-30′s to 60′s. About 30% were physicians or from the heath care field. I found a table for the welcome speeches and sat next to two terrific doctors, both of whom were looking to transition out of medicine and into coaching physicians. I hadn’t really thought about or been exposed to coaches outside of the business world. People were buzzing about the recent New Yorker article on coaching from October 3 by surgeon Atul Gawande, which I dug up and read when I got back to my parents’ house.  I was a bit surprised that I did not recognize any other participants. There were some lovely folks from the UK, mostly with medical backgrounds. I did of course recognize Carol Kauffman and Robert Biswas-Diener (who has a new book on Happiness). I ran up to Carol to say hello and in the midst of running and participating in this huge event it was amazing that she remembered me and my name! 
 
The first speaker was Jim Loehr, co-founder of the Human Performance Institute (www.corporateathlete.com). I had heard about him as my college squash coach gave me one of his sports psychology books. I had never thought of him as relevant to executive coaching. His theme was ENERGY and bringing together the two worlds of health care and executive coaching. After all my years of working in financial services and feeling guilty for trying to get out of the office to get a bit of exercise, this guy was amazing with his message to corporate leaders. 
 
- Must get leaders to understand the critical role health is to leadership
- Not only give permission but compel leaders to take better care of themselves
- What ignites human capital? Energy. How do you get it? Exercise, sleep, taking care of yourself. 
- We are facing a human energy crisis (plus obesity, etc., etc.)
 
He is a science guy and everything backed up by data. His institute was bought by Johnson and Johnson and he has a 9 acre campus in Orlando where they train corporate athletes and professional athletes. He is working with a NY company called Nextjump where you get a bonus if you take your vacation and work out during the day (so you don’t come home with an empty tank to your family, etc.). How to combat the human need to rest at around 2pm based on our circadian patterns. 
 
My strategy for the conference was to follow around the speakers I was most interested in. I had to tear myself away from Carol, as I love her work, but thought it was a good opportunity to check out some people in the field I had not yet been exposed to in person. I tailed Jim Loehr on day one and Manfred Kets De Vries on day two. I had of course heard about Manfred and actually own some of his books, which I have not had a chance to read yet. Just hearing about all of his accomplishments made me think that he would be a very serious psychoanalyst-type. I was absolutely delighted to be completely wrong. He is truly warm, funny, self-depreciating and engaged. It was really special to also meet his wife, Elisabet with whom he works at INSEAD. In the small world department, one of Manfred’s close colleagues and friends at INSEAD turns out to be a very old friend of my step-father’s (who has no connection to coaching at all)!  Other speakers included Margaret Moore, Richard Boyatzis, Robert Brooks, Diane Coutu, Michael Pantalon, and many more. 
 
Manfred’s session was on the group executive coaching his team does at INSEAD. They showed a video simulation of an intervention. Very deep work and experience/psychoanalytic training comes in – not for amateurs and quite profound stuff. They start the sessions by giving each participant markers and paper and asking them to draw a self portrait. 
 
I got to eat lunch at Legal Seafoods, a Boston institution, both days – a real treat. We were right on the waterfront in the newly regenerated part of Boston with great views of the harbor and the skyline. It was also Head of the Charles weekend, bringing back lots of memories. 
 
On Saturday, the grand finale was a presentation by Eric Whitacre and a choir from the New England Conservatory of Music (another neat connection as I used to sing and study there when I was quite young). Eric is a 41-year old very good looking composer and conductor of choir music. He is American but now lives in London with his family. He is making “choir geeks” cool. As someone who has never much appreciated modern classical music, I thought his pieces were beautiful. He used the choir to demonstrate coaching skills (less is more) and they performed two of his ethereal pieces – Lux and Sleep. These pieces were also sung in his virtual choirs 1 and 2 – if you haven’t already seen them, go to You Tube and type in Eric Whitacre Virtual Choir 1 and 2. Hundreds of people around the world recorded themselves singing his work and the voices are combined into a global choir, literally. It was one of the best examples I have seen of our shared humanity and changing the world for good…a high note to conclude the event. I will definitely make every effort to attend in future years. 
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John’s Memorial Service

By Anne Scoular

Funnily enough this was the first posh Memorial Service I had been invited to – as a colonial Angloholic I had of course for years read avidly about these events, “the Great and the Good” coming together in a uniquely English unspoken combination of celebration of a life, and formal mourning after the first shock of grief for the close family has passed and they can really be present. Didn’t know the form, so asked a dear neighbour what I should wear: one must have one’s head covered she said firmly, dark tights (oh I thought, no trousers then) and although she conceded that other ladies might not, to be correct one should wear gloves – though when shaking hands “take the right one off hold it in your left and shake hands with the widow with an ungloved hand – because, tartly, ”you’re not the Queen”. And to my surprise, no coat – only permitted in deepest bitter cold it seems, and I realise with hindsight one does indeed see people on TV etc arriving at events in smart suit jackets,  un-coated, learned something. Grey is good, not deep black and did I have “something bright” for the lapel – I gestured at my usual gold dragon would this be OK, there was the tiniest flicker before she said yes of course, realised afterwards she meant diamonds.

With hindsight my neighbour is not only an older lady, but a devout and conservative Catholic, and John was none of those things and neither would his Memorial Service be. I did realise I might well be the only one in a hat but didn’t care, he changed my life, I am deeply deeply grateful to him and have lost a man I loved so sod it I was dressing up – he would have worn an equally unaccustomed tie to mine.

Because of course hat etc, was displacement activity – I was in some sort of denial about John’s death since when last I saw him, about three weeks before he died, he seemed still his old self – at home, much thinner of course, still able to talk (thank GOD my deepest fear had been, given the cruel illness he had, he might lose that – which for him, who lived by ideas and talking and sparking ideas would have been more unbearable than even all the other horrid things he bore so bravely), dressed as normal, on his sofa, his grandchildren running around playing happily – and when I left, he courteously stood up and walked me to the door. (This surface normality concealed of course ferocious courage and will on John’s part, and unceasing exhausting constant work by Sally and the incredible hospice people.)

But that’s what Memorial Services are for – to break it gently to us that this IS true. It was at the Priory Church of the Order of St John in Clerkenwell. Packed of course, but to our relief we spotted a row of Meyler Campbell friends and Daniel and I slipped in beside them. Penny to my left, Andy beyond her (bless him, came all the way from Cornwall), Sam and Ann O further along the row, Verity. And a few rows forward, I could see Oonagh and Sarah sitting beside each other, I was so pleased they each (both I knew feeling great sadness at the loss of John) would have each other for company. Others I didn’t spot in the throng emailed sadly but appreciatively afterwards. The order of St John (yes, the chivalrous medieval knights, how appropriate) did him proud. John had done a decade of strategy and coaching for them pro bono. First words from the Prelate of the Order spoke almost with wonderment at the depth of John’s listening. Then “Lord of all hopefulness”, sung by that congregation loudly and firmly. (We had it at our wedding, that helped.) Then John’s brother Robert – different and yet the same, round twinkly eyes, and reading a poem (below) which caught John in all his myriad facets to such perfection we all almost gasped. A heartfelt tribute by Dr Munji Athreya from New Delhi, about their days as lively students at Harvard, fiercely debating the great subjects of the world with constant energy and joy – but which then swept around John’s extraordinary global career. Then the Dean of London Business School. The world’s great business schools in truth seethe with vicious politics, LBS is no exception, and every single member of the audience knew it, so eyebrows were raised to see what would be said. But though delivered with reserved dignity, the Dean’s evidence personal distress at losing John, and his true respect and affection for the great man, shone through as powerfully as his listing of his great academic achievements. The hymn “He who would valiant be”, so appropriate for a man of such integrity and determination to make a difference, that it got too close to the bone – had to reach down while singing and get hankie from handbag.

Then both his sons spoke, separately. In my view, the greatest achievement of all, whatever else in life, is the raising of fine children, and the pinnacle of John and Sally’s life was there before us – even greater than his string of accolades and awards, his Himalayan first ascents, being adviser to the Governments of Japan and Peru and countless others and many of the greatest corporations, was the way these two boys spoke of their father. I lost it. Through my tears I felt a hand coming from next to me, and Penny bless her held mine while I cried. Someone said the Lord Prior of St John spoke well, well he may have, I heard a resonant booming voice and fine phrases, but I was thinking of John, and what his sons had said. Prayers. The final Hymn, “Jerusalem”, (also at our wedding) a combination of singing it as loudly and strongly and with feeling as I bloody well could, straight to John, and back to the hankie. The Blessing deeply appreciated.

After all that, although the Order paid John and the congregation the great further tribute of opening up the medieval Crypt below for us to visit, and deep lover of history though I am, it was an unusually cursory look (and hugs with an equally moved Richard who we bumped into there), as was desperate for a cup of tea. That was in a glorious hall across the road, by the arch one sees, and with the extraordinarily good little museum below also open for us – they really DID do him proud. One cup of tea went down like a vodka shot, and I wolfed a food bite. Second cup, and was fit to talk a bit, but  didn’t stay very long.

So for those many members of the community from far and wide who wanted to be there and couldn’t, rest assured Sally Robin and Nick, his brother Robert, the great Universities around the world, John’s many students admirers coachees and friends, the Order, the music, the setting, the organist, the poetry – truly, they, we, remembered him well.

Poem read by John’s brother Robert (with apologies to unknown copyright holder)

 

Success” by Bessie Stanley

He has achieved success who has lived well,

laughed often and loved much;

who has gained the respect of intelligent men

and the love of little children;

who has filled his niche and accomplished his task;

who has left the world better than he found it;

who has never lacked appreciation of earth’s beauty

or failed to express it;

who has always looked for the best in others

and given them the best he had;

whose life was an inspiration;

whose memory a benediction.

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