Testudo – Shields Up
Dr. Irvine Nugent, PCC, CSP
I help organizations and their leaders expand their emotional intelligence so they can build more engaged and resilient workplaces. Talks about #emotionalIntellgience #resilience #leadership
I was watching a drama series on the Roman empire recently and there was a scene where a legion was about to come under attack from an avalanche of arrows. The centurion screamed, “testudo” which was a signal for them to go into the testudo formation or tortoise formation. Rapidly the soldiers in groups used their shields to form a tortoise-shell-like protective cover in the front, sides, and above their heads against enemy weapons.
The more I thought about this image the more I think it also models our human behavior. When we think we are under threat we go into testudo mode and put up our shields. Part of this of our in-build human imperative to survive, to keep safe. Sometimes however we can perceive lots of things is threatening when a matter of fact they are not.
For some people, the word “feedback” can be made us go testudo.
I’d like to try a little exercise with you. I’d like you to think of yourself in a situation where a person is criticizing you. Just imagine their voice and what that feels like in your body.
What do you notice?
Do you feel a tightness in your body?
Did your heart rate change?
Did you feel your body is smaller?
In many ways, we do with our body what that Roman legion did. Our shoulders come up and out neck begins to shrink as we become smaller to protect ourselves.
Now I would like you to do the opposite I like you to think about yourself in a situation where someone is praising you and talking about the positive impact of something you did. Just imagine their voice and what it feels like in your body.
What do you notice?
Is there a change in your posture?
Did you notice a smile on your face?
Feedback does impact us. Very often we are not fully aware of its impact especially if the feedback challenges us. It’s so easy to go into defensive mode and not realize that we are there, in testudo mode. The problem is that when we’re in this defensive mode we become closed off and lack any openness to something that might be helpful and help us grow and develop.
How can we be more open to feedback that might potentially help us grow?
One method is to put on a scientist’s white lab coat. A scientist is trained to do two things very well, make observations and ask questions. These are two incredible practices when we deal with feedback or criticism. Questions can give us better clarity, especially about what needs to change or improve. When given some feedback think about some questions that might help you understand the feedback better. It is important to recognize that we may not be able to ask good questions at the moment of the feedback as we have been caught off guard. If this is the case, then ask if we can have some time to think about it and get back with any questions you might have.
For this week’s EQ workout, I have mapped out seven different strategies to help us manage feedback in a more effective way.
https://irvinenugent.com/7-ways-manage-feedback-at-work/
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1yExcellent advice on receiving feedback. Thank you.
I make complex things simple & boring things interesting 💡 Creative Catalyst, Visual Facilitator & Brand Specialist for Innovation & Tech, Speaker, Semiotician, New Yorker Cartoonist
1yI "testudo" myself Dr. Irvine Nugent, CSP ! When a client wants to talk, I automatically jump to the conclusion something must be wrong, when 99% of the time it's either to ask a simple question or to give me POSITIVE feedback. After a while, one has to learnto laugh at ones childhood conditioning and ignore it. :D
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1yThiis is the coolest new word of the week by far Dr. Irvine Nugent, CSP! TESTUDO! I love this so much! It is so true in my work with speakers too - when presenting, running Q/A or mock calls - what an incredible image, thank you for sharing.
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1yGreat ways to handle, Dr. Irvine Nugent, CSP! I love #6 the most. I have tried it for about a year, which really changed my life, perspective, and responses. I also add another perspective: it's about the feelings and the point of view of the person who gives feedback. And I have learned it the hard way as being the person to give negative feedback for no reason but because I was tired, irritated and unsatisfied and transitioned my frustrations to an innocent victim! Lisa Rothstein, Brand Storyteller will recognise me in this.
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1yExcellent article, Dr. Irvine Nugent, CSP. I agree with many of my fellow commenters that how feedback is given makes all the difference. It is remarkable how much adding in negative filler works (but, however, etc.) takes a neutral statement and turns it into criticism. "Thank you for drafting a great letter. Our next steps should be XYZ." magically turns into criticism and makes the person feel like they did something vaguely wrong when one little word is added: "Thank you for drafting a great letter; however, our next steps should be XYZ." And that negative turn makes it very difficult to hear the second part of the sentence because our brains go into stress and "testudo" mode.