Monday, June 22, 2009
Brian V Moore
Brian V Moore, International Speaker and Facilitator Extraordinaire!
Brian V Moore, international speaker and facilitator, is the founder and MD of 20 year-old Mthimkhulu International.
He is a Zambian born South African , of Irish descent , brought up in Port Shepstone and adopted by a Zulu Tribe.
He speaks several languages fluently, especially Zulu. He currently greets in more than 60 other languages. He received a Community Builder Award from Archbishop Desmond Tutu for his contribution to bringing peace to the once troubled Dusi Canoe Marathon.
Brian is the key founder and creator of the Celebrating Humanity Programmes. His vision, focus and commitment toward Transformational Team Building has transformed lives across the board and instills a new sense of hope for all who attend his courses and presentations. Known traditionally as "Hadebe, Mthimkhulu or Bungane", in the Zulu community, he has lived an incredibly full South African life - and is filled with passion for Africa and its peoples.
He is the author of an e-book, titled, “Team Conflict Resolution Strategies”, which is currently used locally and internationally i.e. USA, UK, Australia and South Africa. He has a great depth of knowledge and experience in business, customer care, conflict resolution, communication, diversity, relationships, traditions and traditional proverbs.
Brian was recently the guest speaker and Chairman of the World Learning Summit in Hong Kong in February 2009. He was also the Business Sponsor and Speaker at the Annual Diversity Conference held in London.
He has spoken and facilitated change with thousands of people in Zambia, Namibia, Hong Kong, Rhode Island - USA, Connecticut - USA and across South Africa.
Brian’s storytelling, ability to involve his audiences and his tremendously human touch will delight, wow and entice multi-diverse audiences to see diversity at a much different and deeper level.
Brian is willing and able to travel anywhere in the World, to enchant your people! Experience the Moore Magic!
Labels: brian moore, diversity facilitator, diversity sepaker, diversity traininer, speaker, team building, team conflict resolution., team work specialists
Friday, April 24, 2009
Diversity Collisons
Linked in Discussion
From Billy Vaughn, PhD
Editor-in-Chief Diversity Officer Magazine.com
What are three examples of cultural collisions in the workplace?
Studies show that cultural diversity leads to increased innovation, competitiveness, and impact on the bottom line. However, harnessing that diversity is the key. One of the challenges is that cultural collisions increase as cultural diversity increases. This is one reason that cultural sensitivity training is so popular. What are some common cultural collisions you have experienced, witnessed or heard about?
My response
Good day to you Billy!
Our experience is that there are many very visible cultural collisions. Yet the most dangerous are those that run below the level of consciousness. These emanate from deep programming and affect the decisions that we make in terms of who to work with, talk to, confide in and select.
The visible results of these decisions often emanate in cultural them and us collisions. You always choose "them", and never "us." (This is not always cultural - in fact it is often other areas of diversity - be they gender, personality, communication style, history, experience, level, education, age etc.)
It is at this point that all the normal signs show up - backstabbing, gossiping, negativity, clashes and arguing. It is then that personalities clash and work styles just seem so incompatible.
And this is where transformational team building plays a huge role in building diversity intelligence, as a component of emotional intelligence.
Brian Moore
b@africa-dreams.com
From Billy Vaughn, PhD
Editor-in-Chief Diversity Officer Magazine.com
What are three examples of cultural collisions in the workplace?
Studies show that cultural diversity leads to increased innovation, competitiveness, and impact on the bottom line. However, harnessing that diversity is the key. One of the challenges is that cultural collisions increase as cultural diversity increases. This is one reason that cultural sensitivity training is so popular. What are some common cultural collisions you have experienced, witnessed or heard about?
My response
Good day to you Billy!
Our experience is that there are many very visible cultural collisions. Yet the most dangerous are those that run below the level of consciousness. These emanate from deep programming and affect the decisions that we make in terms of who to work with, talk to, confide in and select.
The visible results of these decisions often emanate in cultural them and us collisions. You always choose "them", and never "us." (This is not always cultural - in fact it is often other areas of diversity - be they gender, personality, communication style, history, experience, level, education, age etc.)
It is at this point that all the normal signs show up - backstabbing, gossiping, negativity, clashes and arguing. It is then that personalities clash and work styles just seem so incompatible.
And this is where transformational team building plays a huge role in building diversity intelligence, as a component of emotional intelligence.
Brian Moore
b@africa-dreams.com
Labels: diversity management, diversity training, team building, team conflict resolution, workplace diversity
Monday, February 02, 2009
Diversity Training Video (Transformational Team Building Video)
This is one of the many inclusive, non threatening wasy that we open up communication and understanding in our Celebrating Humanity workshops.
The drawings are changed for the different groups, diversities and countries that we find ourselves in.
Enjoy!
Brian Moore
The drawings are changed for the different groups, diversities and countries that we find ourselves in.
Enjoy!
Brian Moore
Labels: arthe moore, brian moore, celebrating humanity, communication, cross-cultural understanding, diversity, diversity training, diversity training video, team building, teamwork
Wednesday, January 21, 2009
Diversity Training Video (Transformational Team Building Video)
Here is an a short video of a 3 day - plus 1 day follow-up team building/ diversity training/ team conflict resolution video for over 10 people - facilitated by Mthimkhulu International - the Team Building in South Africa specialists.
Enjoy,
Brian V Moore
082 552 3352
Enjoy,
Brian V Moore
082 552 3352
Sunday, October 19, 2008
Team Conflict Resolution Interventions. Standing at a Crossroads.
Team Conflict Resolution Interventions.
Standing at a Crossroads.
Teams, businesses and organizations that are under pressure to transform their troubled teams, are often challenged by the wealth of “solutions” offered, by companies. Some of these solutions are great - and many are doomed to failure.
If your team is being forced to find a solution, your team is at a crossroads of danger and opportunity.
The danger lies in choosing the wrong “solution(s”) and yet, if you get your choice right, there are huge hidden opportunities to build individuals and teams, and thereby reap great rewards.
Self-defeating team conflict resolution programs will have strategies that:-
• try isolate to the “troublemakers”, and get them to resolve their differences.
• exclude any member/s of the team in the process.
• hand the management of the team’s behaviors, with agreements from “team agreed resolution”, to your managers/ supervisors.
• isolate, intimidate, or simply ignore certain team members.
• neglect the development of communication skills, team and individual personality skills, understanding of the carious diversities within the team.
• Go with a talk-down and divisive diversity training program.
• Use unsuitable and un-focused team building programs - that isolate even 1 member of your team..
If any of these factors form part of your attempts to resolve team conflict, the process, and your money, will be wasted. More so, it could negatively impact your team - in the long term..
The opportunity to build teams is found in the wisdom, uniqueness, talents and skills of your team. When we hire people, we hope that they are mature enough to manage their own behavior. After we sign the employment contracts, we then begin to control their every action. We put managers in charge of all decisions. Soon we have people who will not even go to the toilet without permission.
Our over-control has taken away their sense of value, ownership, accountability and responsibility. And this is where team conflict begins.
The methodologies included in Celebrating Humanity Diversity Training and Transformational team-building programs - outlined in our book - Team Conflict resolution Strategies - ensures that team transformation is non-threatening, unifying and inclusive. It ensures that we give the power back to your teams - to manage their own behavior - through their own agreements.
This takes incredible stress off managers and supervisors, and the business/organization. In turn, empowered people drive your business in a safe and respectful place created by themselves.
Our teams have been called in to resolve conflict when the psychologists, and conflict resolution specialists have been unsuccessful. The people that we meet are often disillusioned, angry and isolated. Management is stressed, backstabbing, gossiping and labor disputes are the order of the day. And all of this is after numerous “conflict resolution solutions.”
Our teams bring fun, communication, respect and understanding into the team - before we even look at developing team-based codes of conduct. And when we leave - we have put in place ongoing team-managed processes - supported by our follow-up processes. Our feed back is always taken at least a year after the initial program. And the results are always excellent - without fail!
Read the book - and use the lessons therein, or call in our teams. Whichever way your go - this will be the best decision you will ever make.
Brian Moore - Copyright. October 2008
www.celebrating-humanity-projects.com
info@africa-dreams.com
Mobile: +27 82 552 3352
Mobile: +27 82 774 5521
Standing at a Crossroads.
Teams, businesses and organizations that are under pressure to transform their troubled teams, are often challenged by the wealth of “solutions” offered, by companies. Some of these solutions are great - and many are doomed to failure.
If your team is being forced to find a solution, your team is at a crossroads of danger and opportunity.
The danger lies in choosing the wrong “solution(s”) and yet, if you get your choice right, there are huge hidden opportunities to build individuals and teams, and thereby reap great rewards.
Self-defeating team conflict resolution programs will have strategies that:-
• try isolate to the “troublemakers”, and get them to resolve their differences.
• exclude any member/s of the team in the process.
• hand the management of the team’s behaviors, with agreements from “team agreed resolution”, to your managers/ supervisors.
• isolate, intimidate, or simply ignore certain team members.
• neglect the development of communication skills, team and individual personality skills, understanding of the carious diversities within the team.
• Go with a talk-down and divisive diversity training program.
• Use unsuitable and un-focused team building programs - that isolate even 1 member of your team..
If any of these factors form part of your attempts to resolve team conflict, the process, and your money, will be wasted. More so, it could negatively impact your team - in the long term..
The opportunity to build teams is found in the wisdom, uniqueness, talents and skills of your team. When we hire people, we hope that they are mature enough to manage their own behavior. After we sign the employment contracts, we then begin to control their every action. We put managers in charge of all decisions. Soon we have people who will not even go to the toilet without permission.
Our over-control has taken away their sense of value, ownership, accountability and responsibility. And this is where team conflict begins.
The methodologies included in Celebrating Humanity Diversity Training and Transformational team-building programs - outlined in our book - Team Conflict resolution Strategies - ensures that team transformation is non-threatening, unifying and inclusive. It ensures that we give the power back to your teams - to manage their own behavior - through their own agreements.
This takes incredible stress off managers and supervisors, and the business/organization. In turn, empowered people drive your business in a safe and respectful place created by themselves.
Our teams have been called in to resolve conflict when the psychologists, and conflict resolution specialists have been unsuccessful. The people that we meet are often disillusioned, angry and isolated. Management is stressed, backstabbing, gossiping and labor disputes are the order of the day. And all of this is after numerous “conflict resolution solutions.”
Our teams bring fun, communication, respect and understanding into the team - before we even look at developing team-based codes of conduct. And when we leave - we have put in place ongoing team-managed processes - supported by our follow-up processes. Our feed back is always taken at least a year after the initial program. And the results are always excellent - without fail!
Read the book - and use the lessons therein, or call in our teams. Whichever way your go - this will be the best decision you will ever make.
Brian Moore - Copyright. October 2008
www.celebrating-humanity-projects.com
info@africa-dreams.com
Mobile: +27 82 552 3352
Mobile: +27 82 774 5521
Labels: diversity training, team building team-building, team conflict, team conflict resolution
Thursday, July 17, 2008
Why be stressed about diversity training - when you can Celebrate Humanity?
The answers to all problems, lie hidden deeply within mankind.
As a very fortunate human being, who has travelled amongst many diverse groups of people in the world, it always surprises me when people have challenges with "diversity training." I can see absolutely no reason to fear the skills, knowledge and perspective that other human beings bring.
Our own self built blocks to growth.
One of the biggest obstacles to growth, is our natural focus on building our "own identity." This begins the process of separation from people who are different to us.
I am a boy, I am a girl, I am American, I am African, I Portuguese, I am Chinese, I am white, I am black, I am Indian, I am Christian, I am Jewish, I am thin, I am fat, I am old and I am young.
All of these statements ensures a separation from others, as if they were not not your human equal. Because from here we can make statements like, "Why would I want to have anything to do with them - they are not even (add your "identity" here.) No, in fact they are (add their "identity: here)".
And unfortunately, the very same people who strongly identify themselves with their own personal, group, physical, National, colour, religious classifications, are those who invariably limit their experience of people and the world. Many of them will angrily speak out against "diversity training", as if it were a punishment and a mockery of who they are, as human beings. Why should I learn about THEM? Why don't They learn about US?"
And of course the people that they are asked to learn about, are never spoken of as being remotely human. They are spoken of in their classifications. These "whites". Those "Muslims". The "blacks". And a lot of really rude name tags. This always makes it easier to slip back into the comfort of our own personal identity.
Living in the question and in a state of "Wow!"
Those of us who have no limitations to who we associate with, learn from and understand, are so fortunate. We simply love the fact that, as small children do, we can live in "the question." Living in the question allows to spend most of our time asking questions and learning from others. It allows us to have our own little University of life and everyone that we meet, becomes a teacher. And we the students. "Why do you...?", "What does this mean...?", "How do you greet and ..."
This is the state of "wow!" And many children live there. This way of being puts us in the most delightful position of continuously building respect, understanding and wisdom.
Living in the answer - the dangers.
The opposite way of living in the question, is to live in "the answer." The biggest danger here is when one has an absolute impression of one's personal identity and the absolute knowledge that it brings. This is the state of "rightness." I am right and you are wrong. It is at this point that we limit ourselves.
And it is people in power, be they powerful in families, companies, teams or countries, who invariably bring aggression to their interactions. They deeply fear losing their power. And they hate the fact that the may be proven "wrong."They will fight to protect what is theirs. They will fight to keep the status quo. Because the have "the answer." They KNOW what is "right!"
We all add to each other.
When we get to the point of understanding how much we add to each other, we begin to tap into the incredible richness of humanity. The wealth of knowledge and wisdom that is encapsulated in the very difference that cause fear in some of us.
No-one wants to change others, nor take away their sense of personal identity. In fact that is your very unique human value. That is what ensures that YOU add to other people. Show it, share and enjoy it - and add to it with questions. Do not let it limit you. Or cause you to be a source of conflict.
Diversity training, or Celebrating Humanity.
Now Diversity Training has it's positives, however if incorrectly presented, it keeps on separating people as if they were of a different species. Almost as if we are curiosities - to be observed from a distance and "accepted."
This is not true. We are all human beings. We all have something unique to share, even if we are the "same." Yes, the answers to all problems lie hidden deeply within mankind.
And it is at this point where our programmes change the perspective ,from one of Diversity Training, to one of Celebrating Humanity. As Steven Covey says, "Seek first to understand, then to be understood."
When we are celebrated, we can celebrate others. These unique programmes are developed to bring that safety and celebration to all of our delegates.Through these programmes, we remove team conflict and build families - through better life skills.
We deliver our particular brand of Team building in South Africa - anywhere in the world. We have worked in the USA, Zambia, South Africa and have Celebrated Humanity with 2500 miners in Namibia. And our principles are simple.
We are most unstable, when we continuously seek to confirm our stability and who we are. Conversley, we are most settled when we understand that we do not know everything, and that is OK. And we ensure our sense of well being and value, by continuously seeking understanding.
And that is why we should always spend time learning about others, and attending course similar to the Celebrating Humanity programme. And therein lies our own personal freedom and a new personal identity - as a member of the human race. And with our freedom comes the freedom of all human beings.
Yes, the answer to all problems, lie deeply hidden within all human beings.
Kind regards,
Brian Moore
As a very fortunate human being, who has travelled amongst many diverse groups of people in the world, it always surprises me when people have challenges with "diversity training." I can see absolutely no reason to fear the skills, knowledge and perspective that other human beings bring.
Our own self built blocks to growth.
One of the biggest obstacles to growth, is our natural focus on building our "own identity." This begins the process of separation from people who are different to us.
I am a boy, I am a girl, I am American, I am African, I Portuguese, I am Chinese, I am white, I am black, I am Indian, I am Christian, I am Jewish, I am thin, I am fat, I am old and I am young.
All of these statements ensures a separation from others, as if they were not not your human equal. Because from here we can make statements like, "Why would I want to have anything to do with them - they are not even (add your "identity" here.) No, in fact they are (add their "identity: here)".
And unfortunately, the very same people who strongly identify themselves with their own personal, group, physical, National, colour, religious classifications, are those who invariably limit their experience of people and the world. Many of them will angrily speak out against "diversity training", as if it were a punishment and a mockery of who they are, as human beings. Why should I learn about THEM? Why don't They learn about US?"
And of course the people that they are asked to learn about, are never spoken of as being remotely human. They are spoken of in their classifications. These "whites". Those "Muslims". The "blacks". And a lot of really rude name tags. This always makes it easier to slip back into the comfort of our own personal identity.
Living in the question and in a state of "Wow!"
Those of us who have no limitations to who we associate with, learn from and understand, are so fortunate. We simply love the fact that, as small children do, we can live in "the question." Living in the question allows to spend most of our time asking questions and learning from others. It allows us to have our own little University of life and everyone that we meet, becomes a teacher. And we the students. "Why do you...?", "What does this mean...?", "How do you greet and ..."
This is the state of "wow!" And many children live there. This way of being puts us in the most delightful position of continuously building respect, understanding and wisdom.
Living in the answer - the dangers.
The opposite way of living in the question, is to live in "the answer." The biggest danger here is when one has an absolute impression of one's personal identity and the absolute knowledge that it brings. This is the state of "rightness." I am right and you are wrong. It is at this point that we limit ourselves.
And it is people in power, be they powerful in families, companies, teams or countries, who invariably bring aggression to their interactions. They deeply fear losing their power. And they hate the fact that the may be proven "wrong."They will fight to protect what is theirs. They will fight to keep the status quo. Because the have "the answer." They KNOW what is "right!"
We all add to each other.
When we get to the point of understanding how much we add to each other, we begin to tap into the incredible richness of humanity. The wealth of knowledge and wisdom that is encapsulated in the very difference that cause fear in some of us.
No-one wants to change others, nor take away their sense of personal identity. In fact that is your very unique human value. That is what ensures that YOU add to other people. Show it, share and enjoy it - and add to it with questions. Do not let it limit you. Or cause you to be a source of conflict.
Diversity training, or Celebrating Humanity.
Now Diversity Training has it's positives, however if incorrectly presented, it keeps on separating people as if they were of a different species. Almost as if we are curiosities - to be observed from a distance and "accepted."
This is not true. We are all human beings. We all have something unique to share, even if we are the "same." Yes, the answers to all problems lie hidden deeply within mankind.
And it is at this point where our programmes change the perspective ,from one of Diversity Training, to one of Celebrating Humanity. As Steven Covey says, "Seek first to understand, then to be understood."
When we are celebrated, we can celebrate others. These unique programmes are developed to bring that safety and celebration to all of our delegates.Through these programmes, we remove team conflict and build families - through better life skills.
We deliver our particular brand of Team building in South Africa - anywhere in the world. We have worked in the USA, Zambia, South Africa and have Celebrated Humanity with 2500 miners in Namibia. And our principles are simple.
- At the level of respect, all people are equal.
- We all add to each other.
- There is only one race, ad that is the Human race.
We are most unstable, when we continuously seek to confirm our stability and who we are. Conversley, we are most settled when we understand that we do not know everything, and that is OK. And we ensure our sense of well being and value, by continuously seeking understanding.
And that is why we should always spend time learning about others, and attending course similar to the Celebrating Humanity programme. And therein lies our own personal freedom and a new personal identity - as a member of the human race. And with our freedom comes the freedom of all human beings.
Yes, the answer to all problems, lie deeply hidden within all human beings.
Kind regards,
Brian Moore
Thursday, June 05, 2008
Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace
Here is a snippet from our latest site. I am writing a book, which will be published soon!
Enjoy,
Brian
Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace: "How To Clear Stress & Conflict from Your Teams in 24 Hours!
These Fast, Effective and Simple Team Conflict Resolution Strategies Will Get Your Team Members Communicating, Supporting Each Other and Working Together - in the Long Term...
And You Can Use That Unity To Explode Sales And Get A Huge Advantage In Your Business...
... You Will See Results In As Little As 24 Hours... Without Mediation, Conflict Resolution, Therapists, Labour Lawyers or Psychologists,"
Enjoy,
Brian
Team Conflict Resolution: Simple, Effective Team Conflict Strategies that Really Work: For Teams, Office & Workplace: "How To Clear Stress & Conflict from Your Teams in 24 Hours!
These Fast, Effective and Simple Team Conflict Resolution Strategies Will Get Your Team Members Communicating, Supporting Each Other and Working Together - in the Long Term...
And You Can Use That Unity To Explode Sales And Get A Huge Advantage In Your Business...
... You Will See Results In As Little As 24 Hours... Without Mediation, Conflict Resolution, Therapists, Labour Lawyers or Psychologists,"
Protecting one's Turf - McDonnel's road
Conflict will often arise in the workplace, when we cross into team members "domains", the special little side-empires that they have built. Their "departments", or their offices. They live in fear that this space will be changed, by those around them.
They live in a small space, and suffer their pains alone. They believe that no-one else has felt their pain. And they feel the need t0 fight to protect their turf and keep their pain, as a reason to live.
I was on one of the Isles of Aran, off the West Coast of Ireland, yesterday - with my beautiful wife, Arthie.
We were taken on a tour of the island by a man, on his horse and carriage... His name was McDonnel and a very talkative man was he. He explained at length about his 100 year old carriage, where it came from, how it was made and how it was built with special wood. "Steamed it to bend it, they must have." he said - a number of times.
As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how "they" could make it better.
As each vehicle, bicycle and person entered into his 5 mile "domain", he complained. They should not be on his road, they should move over...etc.
When a mini-bus needed to pass, he told us, "They shouldn't be here. It's not right. They are too big for the road." He almost shouted under his wind-burnt lips.
As he went he commisserated with Jimmie, his beautiful horse. And if Jimmie could talk, he would complain about the stopping, too. His head bounced high, after each stop - he too was on Jimmie's (McDonnels's) road.
Now I understood McDonnel, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me - because surely, I would never understand - I was not from McDonnel's road, or the Isles of Aran. McDonnel earns about 50 Euro per day (+-R600), for the one trip that he and Jimmie will make.
Poor McDonnel. Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road. Alone by choice, and looking for somewhere or somebody to blame.
This is one of the many challenges that we face in the workplace and can be likened to departmentalism.
Enjoy,
Brian
They live in a small space, and suffer their pains alone. They believe that no-one else has felt their pain. And they feel the need t0 fight to protect their turf and keep their pain, as a reason to live.
I was on one of the Isles of Aran, off the West Coast of Ireland, yesterday - with my beautiful wife, Arthie.
We were taken on a tour of the island by a man, on his horse and carriage... His name was McDonnel and a very talkative man was he. He explained at length about his 100 year old carriage, where it came from, how it was made and how it was built with special wood. "Steamed it to bend it, they must have." he said - a number of times.
As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how "they" could make it better.
As each vehicle, bicycle and person entered into his 5 mile "domain", he complained. They should not be on his road, they should move over...etc.
When a mini-bus needed to pass, he told us, "They shouldn't be here. It's not right. They are too big for the road." He almost shouted under his wind-burnt lips.
As he went he commisserated with Jimmie, his beautiful horse. And if Jimmie could talk, he would complain about the stopping, too. His head bounced high, after each stop - he too was on Jimmie's (McDonnels's) road.
Now I understood McDonnel, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me - because surely, I would never understand - I was not from McDonnel's road, or the Isles of Aran. McDonnel earns about 50 Euro per day (+-R600), for the one trip that he and Jimmie will make.
Poor McDonnel. Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road. Alone by choice, and looking for somewhere or somebody to blame.
This is one of the many challenges that we face in the workplace and can be likened to departmentalism.
Enjoy,
Brian
Labels: departmentalsim, team building, team conflict managment, workplace conflict
McDonnels Road
Too often when we live in a small space, and we suffer our pains alone, we believe that no-one else has felt our pain.
I was recently on one of the Isles of Aran, off the West Coast of Ireland, yesterday - with my beautiful wife, Arthie. We were taken on a tour of the island by a man, on his horse and carriage... His name was McDonnel and a very talkative man was he.
As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how "they" could make it better.As each vehicle, bicycle, person entered into his 5 mile "domain", he complained. They should not be on his road, they should move over...etc.
When a mini-bus needed to pass, he told us, "They shouldn't be here. It's not right. They are too big for the road." He almost shouted under his wind-burnt lips.
As he went he commiserated with Jimmie, his horse. And if Jimmie could talk, he would complain about the stopping, too. His head bounced high, after each stop - he too was on Jimmie's (McDonnels's) road.
Now I understood McDonnel, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me - because surely, I would never understand - I was not from McDonnel's road, or the Isles of Aran. McDonnel earns about 50 Euro per day (+-R600), for the one trip that he and Jimmie will make.Poor McDonnel.
Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road। Alone by choice, and looking for somewhere or somebody to blame. Poor McDonnel.
I was recently on one of the Isles of Aran, off the West Coast of Ireland, yesterday - with my beautiful wife, Arthie. We were taken on a tour of the island by a man, on his horse and carriage... His name was McDonnel and a very talkative man was he.
As we went along the beautiful, rock-walled roads, he began to discuss every aspect of the road, and how "they" could make it better.As each vehicle, bicycle, person entered into his 5 mile "domain", he complained. They should not be on his road, they should move over...etc.
When a mini-bus needed to pass, he told us, "They shouldn't be here. It's not right. They are too big for the road." He almost shouted under his wind-burnt lips.
As he went he commiserated with Jimmie, his horse. And if Jimmie could talk, he would complain about the stopping, too. His head bounced high, after each stop - he too was on Jimmie's (McDonnels's) road.
Now I understood McDonnel, I could see how this was his whole world was wrapped into those short and beautiful 5 miles of road. I could understand why he repeated himself to me - because surely, I would never understand - I was not from McDonnel's road, or the Isles of Aran. McDonnel earns about 50 Euro per day (+-R600), for the one trip that he and Jimmie will make.Poor McDonnel.
Alone, in his perception, saddened by his circumstance, because all of his life was based in his little road। Alone by choice, and looking for somewhere or somebody to blame. Poor McDonnel.
