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I hear in this text, Ralph
Waldo Emerson speaking to
those of us---who obeyed the
secret impulses in our own
characters to establish the
profession of Animal Behavior
Consulting and build the IAABC.
The dialogue with Our Heroes
typically seems to go through
three phases:
First~ DISSATISFACTION . “Something
needs to be done here.”
Second~ MAYBE “maybe
I can do it”, “maybe I
can fix it”
Third~ COMMITMENT: “Alright,
I will make it happen!”
And they build their committees
and they stick with it.
This is the heroism described
by Emerson.
Now, along the way, we also
discovered the rule of thumb
for doing anything that hadn’t
been done before:
- We would encounter resistance
and criticism!
We were even rejected. It
didn’t happen often.
Just enough to keep us humble.
Rejection of us & rejection
of the work manifested itself
in two forms:
#1--- Somebody would conclude
that we were doing things
the wrong way. The
critic would be certain that
whatever we were doing, it
should be done in some other way.
Because it was not being done that way,
they would not help us.
Now, I used to wonder, how
did they know which way was
right? They weren’t
in there doing the work with
us so they didn’t know
what we had to work with.
And, whatever we were doing
usually had not been done
before so it’s not like
there would have been a pattern.
But, they would stomp off
anyway, leaving us to
do the work.
#2 --- Form of rejection:
They would ask, “Why hasn’t this been
done yet? . . . Unbelievable!
Just unbelievable!”
They were saying that, any
association that was doing
things right would
have X in place already; and
the organization would not
still be in need of having
it done.
Now, I couldn’t figure
out how they knew where we
should be in the process?
So I called this the “Wanting
us to be at the end all the
way from the beginning” syndrome.” And,
since we weren’t where
they thought we should be,
they refused to help us.
So, there we were the rest
of us, chugging along, with
prudent people not commending
us.
And it was our persistency
that made for progress.
I want tonight to be a celebration
of those of us who persisted,
in small ways and big ways,
and because of our persistency
and faith (by faith I mean,
not in a religious sense,
but “its gotta’ get
better than this”)----because
of our persistency and faith,
the IAABC is standing tall,
no longer a marginal or invisible
profession, and we expect,
never to be marginalized again!
How do we account for our
success?
Of course, #1---PERSISTENCY
Machiavelli said:
"There
is nothing more difficult
to takein hand, more perilous
to conduct, or more uncertain
in its success, than to
take the lead in the introduction
of a new order of things."
#2---SYNERGY
Defined, as, the interaction
of two or more agents or
forces so that their combined
effect is greater than the
sum of their individual
effects.
Starting with BOARD OF DIRECTORS:
We have an amazingly strong,
talented, and principled board
and it’s been a privilege
for me to work with them:
We wanted healthy processes.
We wanted synergy. This means
that everyone puts their views
on the table. Often there
is a clashing of ideas, like
a clashing of cymbals. That
is as it should be---board
members are there to represent
the diverse views of the membership.
And the results from this
clashing of ideas have been
better than any of us could
have achieved on our own.
I think most members here
will agree that this process
is pervasive throughout the
organization---in the committees,
education, and in our relationships
with the allied professions.
#3----PROTECT A CREATIVE
PROCESS: We protect each program
from the intrusion of end-stage
thinking. We don’t expect
anyone to be at the end all
the way from the beginning.
By not crowding our creators,
original ideas can percolate
and reach maximum formation,
in their own time.
#4---FIDELITY TO MISSION:
Our decision-making is guided
by our mission. Advocacy is
guided by mission. If others
engage in activity that works
against our mission, we have
taken stands against that
activity.
#5---COMPETENCY: Our members
would develop the knowledge,
skill and ethics base needed
to do the work at hand. We
provide educational opportunities
as member benefits. We monitor
so that information shared
is reliable and state-of-the-art.
#6----HUMANE PRACTICES: We
support humane methods and
embrace the LIMA principle (Least
Intrusive and Minimally Aversive
interventions first).
#7----POSITIVE REGARD: As
professionals we are expected
to treat others with respect,
including those whose opinions
and methods differ from our
own. That is what makes it
possible to protect LIMA without
causing harm to colleagues
who might not have the same
loyalties. Our bones-to-pick
are with issues, not individuals.
We generally wish others well.
So with these principles
in mind, we persisted.
“Progress comes
from the collision of
powerful forces within
the hearts of those who
strive for it”
~ Sidney Poitier, The
Measure of a Man
Tonight, let us celebrate
everyone who in big ways and
small, contributed to the
good that this organization
is doing.
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