We appreciate the chance to share this story from one of our readers. It is great fun for us to hear examples of how the TED* (*The Empowerment Dynamic)™ work transforms individuals and teams.


We were introduced to TED* a couple of years ago by a friend who listened to us describe challenges within our team that repeated over and over again.  Our business is a community supported innovation center. We work with our local community to develop sustainable solutions with an open source platform so others can learn from collective successes and blunders.

During our startup, we met and networked with many people who resonated with what we were creating.  Some were family.  Some were friends.  Some moved onsite with us. We observed how our onsite team (aka core team) would respond to each change…after all, it’s an innovation center!  Some embraced change and asked what they could do to help and others would recoil or sabotage themselves, and consequently our project.  We saw the same pattern in our larger community too.

We quickly realized that integrating TED* within our team was essential.  TED* allowed us to observe our DDT (Dreaded Drama Triangle™), which was inhibiting our dreams and stifling new ideas.  By helping each other step into their own creator orientation, we were confident that new relationships and solutions would benefit everyone.

DynamicTension-brhOver the next several months we began applying the TED* concepts within our core team.  We consciously practiced holding the dynamic tension to facilitate “ah ha” moments with those coming through our center.  As we worked, we observed that some people in our core team refused to shift from their own DDT.  We recognized a repeating pattern with some:

Withdrawal – Their participation dramatically decreased.  More time was spent in isolation despite many requests to reconnect.

Distraction – Meetings were often filled with constant emotional distraction making it impossible to focus on creating plans and dealing with other important matters.

Safety – Some team members felt unsafe to brainstorm new ideas when people stuck in their own DDT were present.

As we incorporated TED* into our culture, it became apparent we would not succeed if people who remained mired in their DDT stayed on our team.  We set clear boundaries to focus on outcome-oriented conversations and work with those who embraced their creator orientation.

We made the decision to no longer revisit drama-filled conversations that a few team members wanted to continually reconsider. We acknowledged that their dreams were valid, just not aligned with ours.

It was clear some people would have to separate from the team. Once we made that decision, we moved forward. Because of our experience with TED*, every transition happened with very little drama and people thanked us for our help and support. We are incredibly grateful for TED* because it is an invaluable tool for everything we do.  Thank you!