Author: Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development in the workforce. One blog is about that. The other is about tennis.

Invincibility, Superheroes and Individuality

I’ve been thinking lately about what it means to be invincible. How does a person feel invincible? How does a team feel invincible? How does a company feel invincible? How does a nation feel invincible?

Invincibility, and what it makes us feel we can do is an interesting concept.

I’m a tennis fan, and for just under ten years, Roger Federer ruled the game on most surfaces. He was world number one for most of that period. In golf, Tiger Woods raked up the number of majors titles he was winning. In Formula 1 racing, Michael Schumacher was arguably the world’s best driver. In business, Bill Gates created an empire and a legacy like never before all because of a simple product.

Did these people feel invincible at the top of their game?

Individuals are capable of creating such excellence in what they do that they can’t be surpassed.

I enjoy comic book characters. In truth I’ve only ever enjoyed one superhero over any other, and that’s Spider-Man. I like the others for the worlds created around them, the powers they possess, the enemies they have to fight, and the fact that in the end good always conquers evil. But you take any of those characters, and as individuals, they achieve great feats – saving loved ones, defeating bad guys, cleverly deciphering puzzles, saving the day. They’re always reminded of their mortality because normally there’s always some kind of impending death threat, or actual death occurring which spurs them into action.

Thankfully, in most countries at least, we’re spared those kinds of realities where loved ones are at threat of death.

And those superheroes, they all have a sense of invincibility about what they do. That’s why they keep on. Because regardless of the personal harm, they will survive, and they will be great at what they do. Their struggles and their fights harden them, give them experience, and they learn deeply about themselves and others.

It’s all quite enrapturing.

But what happens?

Quite soon, individuals realise that they need others around them. It’s almost inevitable.

We know that in the main, humans are social beasts. We actively seek out human contact wherever possible. It’s why social apps of various sorts are so popular – they tap into a fundamental human quality which is about connection.

But when we have those around us who provide us with a deep sense of support, that’s when amazing things happen.

That’s when things like the Olympic Games happen.

That’s when things like the Avengers come together.

That’s when things like football teams are victorious.

That’s when things like man lands on the moon.

That’s when things like a book of blogs comes together.

Amazing things happen because someone believes in someone else enough to say – whatever you think, whatever you want, whatever you need, I’m there by your side, ready to make it happen.

That support, when it’s present in a team, that’s invincibility right there.

Finding a group of people to come together with and create a community from isn’t hard. Taking that group of people and doing things which push the boundaries, that’s hard. It takes effort, it takes courage, it takes commitment. But when the people you’re with are encouraging, positive, and you’re working towards something amazing, that’s an unbeatable experience right there.

What superheroes realised is that when a threat came to be that was greater than any of them individually, that’s where they came unstuck. When they could take all of their super powers and bring them together, that’s when they became an unstoppable force.

I’ve written before about signature strengths, and I think that when we find our signature strength, is when we find our super power. And when we find our super power is when we can start to explore how to be our invincible self.

Popular thought, UKIP and progressive thought

This is a post about UKIP.

And definitely not in support of them.

I don’t even know where to begin with the nonsense that is Nigel Farage, his style of debate, and UKIP as a party.

I’ve said it before, and I’ll say it again, UKIP are not a progressive thinking party. They are about exclusion, discrimination and promoting offensive thinking as normal.

On so many levels, Farage is taking the concept of political debate and popular thought to such a low base of thinking and debate that it’s just ridiculous.


He says that immigrants are causing strain on the NHS. The NHS isn’t under strain because of the type of people using it. It’s under strain because they’ve had to undergo some of the most severe budget cuts they’ve ever had to endure, in some cases with complete primary care services being stopped in order to just exist.

The other end of this is he’s advocating a private healthcare system akin to that of the USA. Sure, because private healthcare is working so well in the USA, right? Aside from that, he and other self-interested MPs and Ministers such as Jeremy Hunt and George Osborne are keen to sell the NHS in order to privatise healthcare and make money for themselves. That’s not about provision of service in any shape or form. That’s about nothing more than greed.

The NHS isn’t without its problems. Selling it off, blaming the immigrants, and denying national problems like obesity are not the solutions. At the same time, the NHS has been voted the best in healthcare across the world and they share their knowledge with many medical institutions across the world – so who decides how bad the NHS is?

If Farage and his followers don’t want to live in a UK which has the best healthcare system in the world, he should move to a country where it meets his needs. I suspect he won’t do that, mostly because he can’t make money by another country selling off their healthcare system.


Farage claims that immigrants are causing a strain on the UK housing situation. Sure, let’s take a London Borough like Tower Hamlets and claim that all the problems of housing people are like what is experienced there.

The problem with UK housing is due to the fact that there hasn’t been enough development in the UK for at least 40 years. We need to be building in the region of hundreds of thousands, and we’re developing more in the line of tens of thousands. That’s what’s causing the strain on UK housing.


This one really pisses me off. Farage claims to say what the common man thinks – and supports his people who say racist and offensive things. Of course he’s very astute about how to support them. He’ll say things like:
“They’re only saying what other people think,” or “They’re not right for public office, but they’re entitled to their opinion,” or “It’s not offensive to use terms like that if they’re meant in jest.”

I don’t even know where to begin with this thinking.

Causal racism is still racism. Honestly, I don’t know anyone these days who wants to be casually racist, mostly because they don’t want to be racist. Not because they’re being politically correct, but because they actually don’t want to offend anyone. I don’t even know how this is an acceptable argument.


I’m just getting more and more annoyed as I write. Right, so the whole world is experiencing globalisation and the effects it has on economies, businesses and, you know, life, and what does Farage want to do? He wants to place strict conditions on people entering the UK to work to promote skills development in the UK. Except, immigraton, people settling and contributing to society have been in existence forever (ok, not forever, but certainly in the modern world of the last 150 years). It’s not a recent thing. It’s actually been accepted for a seriously long time.

The obvious swipe to be made here is that Farage’s wife is German, and it’s just an epic contradiction that he doesn’t want the thousands of people to come and live and work in the UK, but it’s ok for his foreign wife to do exactly that. I mean, seriously?

Oh no, wait, it’s because there’s no one else in the UK who can perform the duties his wife does? Which are, largely, administrative in nature.

And I almost forgot that he wants immigrants coming into the UK to have a health screening to ensure they don’t spread diseases into the UK population. Just think about that for a moment. Forget the morality of it, just consider the practical application and enforcement of this type of initiative. It would mean an agency of some sort with a highly skilled workforce – because not any Joe could perform a proper health check – monitoring our borders of all sorts giving a health check to people before they enter. Or it would mean doing this at the country of exit – still something we would have to fund. Where’s the money going to come from to do this?

Immigrants form a core part of the UK and its make up. Immigrants are why we have a fully functioning NHS. They include everyone from Sikhs, to Jews, to Muslims, to Nigerians, to Italians, to Poles, to Chinese, to Russian and pretty much every other corner of the world you can think of. In the main, all of those groups of people are fully functioning members of society. Farage, instead chooses to focus on those coming from Eastern European countries because they haven’t got over being Communists and are still stuck being criminals. Ugh. This guy takes stereotypes and has a lot of fun with them. He’s offensive, but he’s having fun. Which is still offensive.


Farage seems to think that UK business has its hands tied by EU regulations. In practise, UK business doesn’t, but you know, let’s not follow the facts, let’s follow random opinion instead. He wants businesses to be able to discriminate at will against its workforce.

Remember that globalisation piece I mentioned above? With education becoming more available to people across the world, this means the potential workforce available to business is wide. We’re in an age where meritocracy can truly become the way the best people get the best jobs. Instead, Farage seems to think limiting the openness of our borders, and stepping away from the EU will mean the UK will become more prosperous. A fair and open society is what we’ve become. Farage seems to think stepping away from this will be better for the UK. No, he’s just trying to justify his anti-EU stance by using UK business as a crutch.


This one makes me laugh the best. In all their years so far, UKIP haven’t been able to get someone successfully elected as an MP. The only way this happened, the only way, is because of two defectors to the party from the Conservatives. These two defections caused an automatic re-election in their consitituencies, and lo and behold the two people who were the incumbents held on to their seats. Tehcnically, UKIP have two MPs.

In reality, the two people re-elected just held on to their seats. That they were UKIP didn’t have any part to play (in my opinion). So now, Farage and his peeps think they are gaining popularity with the majority. It’s hard to argue that they’re not influencing public debate. What’s worrying is that some people aren’t even trying to think better about what they’re hearing. Instead they’re swallowing up what he has to say – for no better reason than he has a pint and smokes.


This one’s a doosy. For no other reason than Farage is a smoker does he want to undo the ban on smoking in public spaces. What a ridiculous line of argument to take. Forget public health, Farage wants the right to smoke while he’s having his pint dammit.


When a person uses a gun on another human, it will either seriously harm them, or kill them.

You know why the UK has such low rates in relation to gun crime? Because guns are not readily available to anyone. That’s easily a win.

Farage wants guns to be legalised in the UK. Ever since the awful tragedy in Dunblane, guns have been banned in the UK. Regularly, REGULARLY, in the USA we hear of stories of people who killed others because of their own personal firearms or of children who have accidentally killed themselves because they were playing with their parent’s gun. This argument is made easy in the UK. It’s the right thing for people not to own firearms. It means those in society who can’t control their emotions when they’re angry won’t make a rash decision and use a gun to either seriously harm or kill another human being. People are not responsible owners of guns. They just aren’t.


I’m not politically savvy enough to argue this one articulately enough. People like Alex Andreou or blogger Flipchart Rick are far better at that than I. But this much I do know. Farage’s allegiances in the EU are with those on the far-right of politics, who advocate outright racism and exclusion of individuals.

For all the talk of the EU restricting the rights of UK business, one of the big importances is that human rights are respected across the piece. That trumps pretty much everything, and UKIP are trying to advocate practises which take away people’s dignity, their human rights and fair and decent work practises.


Farage and his lot simply don’t see women as equals – it’s chauvanism at its worst. When they advocate not employing women of child bearing age, it doesn’t matter what else they might say they believe – they’re just bigoted and misogynistic. It also doesn’t matter if there are women who are members of the party – that’s not the same as believing women are equal.


Ha ha, this one made me laugh – lots! Apparently gay people are the reason we had severe floods in the UK. And that old people are against gay marriage, therefore it should be banned. Or that it’s against God’s laws. Sure, because UKIP people are advocates of all things ‘normal’ in society. Say the guys who think it’s okay to casually be racist and offensive to people with disabilities by claiming that they are a burden on society. Or say that it’s okay to call Chinese people ‘Chinky’ because it’s what the common man says – except no common (wo)man has ever said that in a non-offensive way. The recent law allowing gay people to marry is a landmark moment in progressive practise of inclusion and diversity. I’ve read arguments that apparently the next natural step is to legalise paedophilia. I have no time for poor arguments like that.


UKIP are hell bent on denying that global warming exists. They claim that not every scientist shares the opinion that carbon dioxide emissions are at their highest levels because of man made problems. 97% of noted and credible scientists share this opinion. UKIP choose to listen to the 3%. Why? Because they want to make more money from the ventures that involve burning fossil fuels and not finding alternative fuels.

Seriously, this is like denying that mental health is a real medical problem. Because clearly people suffering mental health isn’t debilitating and affects life adversely.


No-one is against banter. Every person who has common sense understands the difference between banter and offence. When you cause offence because of your words, that’s being offensive. It’s not anything else. Farage claims he can’t make jokes anymore. He can’t make jokes anymore because when he does, they’re offensive. You know what other public figure is really good at making jokes that aren’t offensive? Barack Obama.


UKIP are not a progressive party. They are trying to make it normal for people to be casually racist, discriminate against people because they should be allowed to, and offend people for no better reason than being entitled to an opinion. Being entitled to an opinion, expressing it, and causing offence are all different things. If I have an opinion, express it, and it causes offence, I have a duty to respect the other individual and either change my opinion, or accept they are different. Farage doesn’t think that’s acceptable.

The point of a successful political party is to progress the country they are in. For the various ills of Labour, Conservatives and Liberal Democrats in the last 20 years, we have been highly fortunate to be in a country where opportunity is available to succeed. Some in society choose to by cynical about change and are positively resistant to progressive practise.

Once upon a time, people believed that the world was flat. That ‘fact’ got disputed by better thinkers of the day, and ultimately evidence. There are still (deluded) people today who believe this, but they’re in a serious minority. Progressive thought wins every time. It takes time, but it does win.

Peer based learning

I’m delivering a webinar this morning for the Learning and Skills Group on peer learning as a support to classroom based learning. Here’s my notes of what I’m going to be talking about.

On one end of the spectrum you have L&Ders who firmly believe that stand and deliver is still the best way to deliver learning to the masses. At the other end you have self-directed learning. Peer based learning sits towards the self-directed end of that spectrum.

I personally believe that if we don’t adapt our methodologies for delivering learning well, we’ll become redundant through our own actions.

There are several examples of what this peer based learning looks like.

In the classroom environment I’m moving more towards asking people to use their smartphones to research material and read content. It saves me prep time, I just need to direct to a good URL, and boom they’re off. It allows people to read at their pace, take in the knowledge they want to, and then we can discuss this meaningfully as a group.

There are practitioners who are ‘flipping’ the classroom. This is where they send all the reading material ahead of the session, ask people to read it and then use the session to discuss and debate the content.

I grant these are less about peer led examples, but they’re good examples of how we’re creating other ways to support adult learning.

At a previous company we needed everyone to complete Prince2 Foundation certificates for project manager roles. Instead of sending them all on training or doing an in-house session, we bought the materials for everyone, and set them a 12 week deadline to have completed the learning materials. They had to meet weekly and self facilitate their learning with a mentor. On the last day a trainer came to consolidate their learning for half a day and then they sat an exam. We had 100% pass rate every time.

Opening up the way projects are set up with project teams is interesting. If you have business projects that need to be carried out and open these up to the business, you then invite people to step up who are naturally interested and can offer something useful to each project. The projects are guided with mentors from the business and then they are expected to deliver on these.

Instead of holding presentation skills training why not hold an internal Toastmasters group? A set time where people can come, practise their presentation with peers, get feedback and support, and all without formally being told how to structure a killer presentation. (There is a place for that, not everyone needs to know that).

Building on that you can have open mic sessions. Ask a subject matter expert to talk on a topic of their choice with an open invitation for anyone to attend. People interested in the topic will attend, there’s no expectation of people registering, and they’re learning topics of interest.

Communities of practice are where you bring together a group of people who have a common interest, give them the opportunity to talk and bang heads together and they get creative and innovative about what they need to work on next. No direction, no management, no objectives, just people with an interest talking to each other.

The hardest part about these examples is that most of them don’t require management via an LMS. They just need facilitated support and in some cases actual facilitation.

It’s scary reading about these things because it’s easy to think you’re being left behind if you don’t do them. That’s partly true. What’s more true is that if we don’t move in the direction of the above all we’re doing is holding back the genius of our people because of our own ego. We are so desperate to prove our worth to the business that enabling these types of things to happen means that we can’t report on them being L&D lead activities.

The best thing we can do is be brave in our solutions and have the courage to experiment. The one thing I’ve learned in this role is that it’s ok to experiment because that’s a safe way to learn. We can fail well, we can have success well, and we can face cynicism well. Try one idea from the above with your teams. See what happens. Then try again once you’ve tweaked it. Then try again once you’ve got some experience under your belt. That’s what learning looks like.

Join in the webinar if you can from 1000-1100 on the #lsgwebinar hashtag. Have a search, click the link and I’ll see you there.

‘Twas the time before Christmas

‘Twas the time before Christmas, when all through the place,
Not a person was stirring, not even a new face,
The training was frozen for this time of yule,
In hopes that appraisals would be kicked by the mule.

There was plans being nestled all up in their reports;
While holders of budgets danced in their shorts;
And the HRD in her ‘kerchief, and the FD in her cap,
Went and got merry to avoid any more crap,

When out in the business there arose such a clatter,
We jumped out of our seats and had a real natter,
Away to the intranet we hustled along,
To see this new thing of which there was no song,

Amazing to see all these people were using,
A new fangled tool which could cause a bruising,
When what to our sights did we behold,
That people were talking, all forward and bold,

They shared knowledge so lively and quick,
I fought the cynics from throwing a brick,
For fear they were no longer in a tower,
They dared to thrust a policy of power,

And the people fought back with their words,
Trust us, Oh Execs, and follow these hordes,
We’re going to show you a new world!
Just don’t sit there all curled!

They created and shared and amassed a wonder,
Leaving behind the naysayers and asunder,
So up to the rankings of the social sphere,
Attracting and retaining all those who saw clear,

And then, in a twinkling, I heard on Buzzfeed,
The prancing and pawing of our very own creed,
As I drew a breath and was scrolling down,
Was waiting for me a gift of a crown,

In came the reports of people doing well,
And all of us sat and thought ‘What the hell’,
We thought we could keep doing what we knew best,
Until we saw just what had been WordPressed,

Their eyes-how they twinkled! All these people, how merry!
They were learning and applying without any sherry!
Here they were getting together and LinkedIn,
And YouTubing each other without the network sinkin’,

Who knew that people would find a way,
To create their own content and not let it stray,
They were respectful and courteous of all of their parts,
Showing just how to be when we use all our smarts,

With communities together where they could chat and be great,
They learned how to stand on shoulders without a crate,
A wink of an eye, and a twist of a head,
Soon gave all to know there was nothing to dread,

For what came next was the gift of great to all,
When Twitter was freed along with the Facebook wall,
The IT guys were very happy,
That unto them no-one was being crappy,

They left for the holidays all with a real heart,
And away they all flew to grab a shopping cart,
But I heard them all share through their own might,
“Happy Christmas to all, and to all a good night!”

Gamification in Learning and Development

I came across an article yesterday where the author was trying to connect how we can use gamification in learning and development. The author failed. Miserably.

What he tried to describe was essentially that through the use of exercises, energisers, icebreakers, and the such like, that this is gamification.

He also tried to suggest that in making learning fun, this is too gamification.

A little knowledge is a dangerous thing, as someone wiser than I said this morning in a blog post of his.

Gamification is using gaming principles to enhance the experience of carrying out an action. It uses things like badges, leaderboards, social sharing as fundamental principles of carrying out an activity.

A recent (and obvious) example is Foursquare – now called Swarm. This was a location based app where you could check in to a location. After a certain number of check ins, you could become mayor of that location. If it was a popular site, like a train station, you would often be competing with others in being the Mayor. If you checked in at numerous train stations, you got a badge for being a ‘trainspotter’. If you checked in at numerous coffee shops you’d get a badge for loving coffee. You also scored points for unique check ins, and those points would place you on a leaderboard. The people you were scoring against typically tended to be your friends on the same platform. Every check in could be shared via social media so others knew where you were and what you were doing.

What Foursquare did was take a very mundane thing – checking in to your location, and made it a fun experience. That’s gamification.

Energisers, exercises, icebreakers and simulation exercises are not gamification. They are good learning interventions and techniques that support learning design. Big difference.

In the L&D/OD context, we would use gamification in the following way.

If you have a management development programme, you could use gamification as a way of encouraging the delegates to engage with the programme. You could give people points for every module they attend, and through that create a leaderboard. If people complete certain modules, or they do other activities which are supportive of their learning, they could earn badges. These badges could go towards showing their contribution to and engagement with the programme.

On your Corporate Induction, you could use gamification in a very similar way I described with the management development programme. What this does it take the concept of completing a set series of tasks and activities which are deemed to be ‘vital’ and create some sense of ‘fun’ in doing them. Through e-learning and LMS, it’s quite easily possible to build these things in and socialise them via the marvel of intranets and internal comms.

It is easier to gamify things like compliance training because it’s one of those activities which a lot of people (if not everyone) have to do, and through these techniques create something more competitive and engaging in the completion of it.

I’m no expert in gamification, and in truth, think it’s quite a unique thing to introduce in businesses as a form of engagement activity. I certainly haven’t used it in my solutions, and I don’t search out ways to do so.

Is it disingenuous to search out happiness?

I’m digging deeper into Positive Psychology by reading Martin Seligman’s book Flourish. And I’ve been revisiting the work of Tal Ben-Shahar and his work on the science of happiness. There’s so much to this field that I’m becoming highly attuned to, and it’s getting me thinking.

The thing about this field of work is that much like the rest of psychology, the evidence for the insights is steeped in research. There have been multitude of experiments carried out to actually ‘test’ if certain things actually improve wellbeing and happiness.

Things like asking people to reflect on their day versus asking people to reflect on #3goodthings of their day. Reflection in and of itself is a useful technique to help you think about what happened in your day. Asking people to reflect specifically on three things that went well creates a sense of enjoyment in your day and a positive emotion linked to that. Done over a period of time, people who carry out normal journalling and reflecting, report no better improved wellbeing, whereas those who write their #3goodthings report increased feelings of positivity and happiness.

It seems obvious, but how many of us truly take the time to reflect on things that are going well? I find it incredibly hard to put into practise and can easily take for granted the things that went well. Articulating it, and writing it down helps cultivate a sense of optimism and hope for things improving and continually being better.

Things like how we cultivate better relationships. Through analyses of conversations between different types of relationships, we know that with your co-workers if you are sharing 3 positive comments for every 1 negative comment, you’re likely to have a healthy relationship with them. In your personal life, that ratio moves to 5:1 because of the bond between couples. What we also know is that moving below those numbers, and moving in the opposite direction of those ratios means that the relationships are likely to be negative and in most cases destructive. If the ratio moves higher in the positive, this suggests the relationships are hiding truths about the reality of working together or being with your partner.

Again it’s one of those things where we might think – yeah that makes sense, but how much conscious thought do we put to these things? After some point, most couples will start to fall into places of comfort with each other, and frustrations and annoyances get shared. It’s when those become more prevalent that the importance of being kind to partners can get lost. The same is true of workplace relationships – when annoyances become gossip become private conversations, goodwill gets lost and we stop being kind to each other.

Things like identifying your signature strengths and seeking out ways to put these into practise in a determined and clear way. Or looking back on activities or events and reflecting on how your strengths were at play during those times. When we play to our strengths, we often complete an activity feeling enthused, positive, ready to try again, and even invincible. You should check out where you can do an online free test to see what your strengths are.

We definitely don’t do this enough. As David D’Souza has commented, when we get to work we experience the reverse Superman effect. As we pass through the doors of being at work, we stop being our best selves, and become these automatons who are there to fulfil a job description and nothing more. Or when we’re undergoing an appraisal, the focus for many people seems to be about what’s not going well and areas for development are made the focus opposed to highlighting and truly celebrating achievements and positive outcomes.

Which is odd because we talk about performance management and identifying talent and coaching the high potentials, yet we’re rarely selecting people on the basis of their strengths. It’s often done on the basis of workplace competencies. We may have hired a person for their strengths, but at some point we will have said or implied ‘no sorry, your strengths are now getting in the way and we need you to just do this’.

Things like helping people build their resilience. When people feel equipped to deal with what comes their way, when they’re not being beaten down by the work or by people (metaphorically and literally), when they really understand how to ‘roll with the punches’, that’s when people can be their best. In a workshop recently a manager shared a reflection on how the previous eight months had been particularly trying but she can look back and sees a strength in her character for having experienced it, and for where she sees herself now. That’s an amazing example of resiliency and the capability and capacity for having that resiliency.

When we have this, through support networks, through friends, through communities, through effective training, through engagement, through inclusion, that’s when we feel special and we feel right. That’s when nothing can beat us down and everything is doable. Yet the focus tends to be “just get on with it, find your own way of dealing with stuff”. We’re passed that now. Or we should be.

Is it disingenuous to search out happiness? There are a good many people who will argue that you can’t artificially create happiness and that it has to be authentic. That doing things like the above creates a formula for activity which isn’t human and isn’t natural. Cobblers.

Is it disingenuous to cultivate happiness? I don’t believe it is. There’s a lot in life to present reality, to be cynical about, to feel downtrodden over, to hate, to resent, to just be negative over. Meaningfully doing things to notice and cultivate happiness means we help ourselves to build our own resilience and improve our wellbeing. If that feels disingenuous, then it is. If that feels like a worthwhile thing to do, then it totally is.

Obvious lessons in running an open workshop

1. Don’t plan to do it two Saturdays before Christmas.

2. Doing it on a Saturday is fine if you give people enough notice.

3. Trying to do it in a 5 week window isn’t enough notice.

4. People being interested is lovely. People booking seats is lovelier.

5. You need to rely on your network if you’re a sole provider to help you spread the word.

6. Or you need to partner with the right big names to get the thing to market.

7. The venue matters. More importantly, how you use the environment and venue matters more.

8. If you’re a sole provider/doing this infrequently, people need a bloody great experience to become your future advocates.

9. Practicality matters a lot. Theory is great, but when people can do things is better.

Big thanks to Phil Willcox, Meg Peppin, David Goddin and Perry Timms for their outright support in my plan to hold a workshop on positive psychology. I had to cancel due to low numbers. Watch out 2015, it’s gonna happen.