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Backing Into Health

Laird's Blog -

Sunday, I lay on my stomach for the first time in four weeks (not because I was on the beach for spring break; I was getting a massage). Fortunately, it was better than I feared.

The Back Story 
My woes began six months, when I strained the muscles in my lower back by lifting improperly. Recovery from that was frustratingly slow but I was definitely progressing when I caught a cold in mid-February. The ensuing cough (the inevitable conclusion of a cold) kept the muscles around my ribs sore for a fortnight, and I was just getting over that when I accepted an offer to have some body work done around the first of this month.

Unfortunately, in a well-intended effort to stimulate the flow of chi, the practitioner was more enthusiastic than my torso could handle, resulting on two ribs popping out of position, right where they join the breastbone. This made breathing tricky (and coughing excruciating) and it's been a challenge all month to lift anything heavier than a coffee cup. This set back (back set?) was hard on my morale.

A couple weeks ago I went to see my local physician (an osteopath) to get his take on my condition. He confirmed that two ribs were out of alignment and gave me an exercise to do three times daily to help get everything realigned. Bit by bit, I've been feeling less tender and more able to function normally—now I can lift as much as two gallons (if I'm careful) and can work at my desk all day without a nap.

Thus, when my friend Jennifer suggested I sign up for a massage (being offered by the older sister of Jennifer's daughter's girlfriend, who was halfway through massage school and needing practice), I hesitated. I needed results that would be forward for my back; not backwards. 

Getting Back on the Horse Table
While I ultimately decided to give it a try, I arrived for my appointment with no small amount of trepidation. While I was quite stiff just lying down on the table (wondering how crazy I was opening myself up to semi-trained hands), I immediately enjoyed the heating pad on the upholstered table. My back muscles said, "Thank you!"

At the outset I explained my back history and the first portion of the massage proceeded well. I was so relaxed, in fact, that I almost fell asleep. Then the moment of truth arrived, when the masseuse asked me to roll over on my belly—a position I had not attempted since my ribs popped out. Encouraged by how things had gone so far, I gently turned over and was pleasantly surprised that the discomfort on my sternum was mild. Whew. (Of course, no pressure was being applied yet, so the test was yet to come.)

Working slowly, but deliberately, she gradually worked deeper into my back. At one time I was close to the edge of what I could tolerate and I asked her to not go any firmer. I was surprised when she reported that she was already working deeply and that she had hardly encountered any knots (I thought I'd be lumpier than an old mattress).

While happy with the results in the moment, I noticed that I was feeling increasingly sore in the hours afterwards and bed looked pretty good that night. What I couldn't tell right away was whether the soreness was productive (as in moving blood into damaged areas) or just adding to the strain on my poor body.

Fortunately I felt much better in the morning. More limber, and less reflexively tense—like I no longer needed to protect myself as much. For the first time in weeks I swept the floor, beat a rug, and did dishes, all of which were highly mood elevating.

Back to the Future?
To be sure, I'm not fully recovered, and I have no real idea how much longer that will take. For one thing, my ribs are still not right, sharply limiting how much I lift. While it's unquestionably better to be improving. I've got a long way to go before I can handle ordinary homesteading chores without assistance.

I figure that I'll have turned a major corner when I'm well enough to start stretching and exercising (even going for walks) on a regular basis. 

When I recall all those years when I blithely assumed the absence of pain to be "normal," I shake my head at the folly of it all.

11 People in One House? Hartford Zoning Case Part of National Trend - Connecticut Law Tribune

Cohousing News from Google -


Connecticut Law Tribune

11 People in One House? Hartford Zoning Case Part of National Trend
Connecticut Law Tribune
In recent years, nontraditional housing arrangements, often called "co-housing," have run smack dab into decades-old laws detailing just who can live together in a single-family house in a residential neighborhood. Such an issue has led to a high ...

and more »

11 People in One House? Hartford Zoning Case Part of National Trend - Connecticut Law Tribune

Cohousing News from Google -


Connecticut Law Tribune

11 People in One House? Hartford Zoning Case Part of National Trend
Connecticut Law Tribune
In recent years, nontraditional housing arrangements, often called "co-housing," have run smack dab into decades-old laws detailing just who can live together in a single-family house in a residential neighborhood. Such an issue has led to a high ...

and more »

Balancing Transparency and Discretion, Part II

Laird's Blog -

Earlier in the week I received this compelling email from a friend:

I'm thinking of proposing a policy at our democratic free school where charges of misconduct will be handled at the plenary level—in a meeting of the entire school. (I'm writing you because I often look to intentional communities instead of other alternative schools for inspiration about good process, because other schools don't use consensus like we do, and don't have as high a degree of student involvement.)

Some people in the school community have concerns about my proposal because they believe that not every matter of safety should go to the whole school for consideration. Their main concern is in dramatic incidents like sexual or physical assault, where they are worried that a kid may feel afraid to go in front of the everyone to talk about what happened. What would you recommend?  


A counter-proposal is for a small conflict resolution group to make the decision, or to make a recommendation to the plenary, keeping information about the victim confidential. My hesitation with this approach is that we have used a committee for conflict resolution in the past and, in my opinion, it overstepped its authority and made big decisions without disclosing the details to the community.

What a good question! It's an attempt to balance due process (fairness) with confidentiality and the protection of both: a) the victim, from the potential embarrassment of having their experience examined in a public setting; and b) the accused, from the possibility of having their name smeared before it’s been determined if they’ve done anything wrong. In essence, this is another version of a topic I first wrote about July 31, 2014: Balancing Transparency and Discretion. It also touches on the dynamic tension between public and private: at what point is it the group's business to know about a private matter?

I think the priorities here are:

1. Having the lowest possible barriers to issues related to the group coming out, so that wrongs can be addressed and the innocent protected. You don't want: a) murky standards of accountability to undermine the group's resolve to address issues; nor b) your willingness to examine issues to be daunted by the prospect of volatility in the exploration.

2. Proceeding in a way that protects both authenticity and compassion. Thus, you want relevant information to be shared as widely as seems appropriate (trust is directly related to the dissemination of accurate information), yet at the same time you want to proceed in a way that seems least threatening and most accessible for the principal players.

Taken all together, I think what works best in this regard is a carefully selected Ministry Committee (the name is a traditional one in Quaker circles, referring to the task of laboring with members in tension with each other or with the group, and does not relate the relationship between individual and spirit). I like this approach because it tends to be less overwhelming than the plenary (supporting the concern raised by those uneasy with my friend's proposal), and because the committee members can be selected carefully to highlight the qualities wanted in this committee—which will hopefully translate into their being able to proceed more sensitively and sagaciously than the plenary.

Their mandate would be to hear and oversee the handling of complaints about member conduct that are not resolvable directly or informally.

In pursuit of its work, the committee would keep several things in mind:

A. Their first task will be to determine if the accusation places the school at risk such that the civil authorities need to be called in, or the rest of the school needs to be apprised immediately because of overriding concerns for endangerment to life or property.
 
B. If the danger or urgency of the accusation does not justify informing the whole school at the outset (Point A), then, at the conclusion of the investigation, the committee will discuss with the accused and the accuser what can be shared with the whole school, where the committee will try to secure permission to disseminate an even-handed summary of what happened as broadly as possible within the school community. 

C. Outside of what is agreed to be shared with the whole school or with the proper civil authorities (under Points A & B above), the committee is expected to not discuss details of the incident or its investigation with anyone outside the committee. This agreement notwithstanding, the committee may deem it prudent to keep sealed records of its investigations, against the possibility of future incidents of a similar nature, or involving the same players.
 
D. If Point A does not obtain, then the committee will conduct its investigation is such a way that is most comfortable for both the accuser and the accused, regarding matters of setting, timing, and support. (Note that the accuser and accused may have very different preferences in this regard, requiring delicate negotiations to resolve.)

E. If the committee recommends that punitive or behavior-limiting consequences are appropriate, then these will be discussed with the school’s governing board and ratified or adjusted as appropriate before they are implemented. That is, the committee is not licensed to impose sanctions on their own without review. This caveat accomplishes two things: 1) defanging the committee for those fearing its wrath; and 2) curtailing concerns about a runaway committee that exceeds it authority.

Mike April of Amherst celebrates 50th by helping building Easthampton Habitat ... - GazetteNET

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Mike April of Amherst celebrates 50th by helping building Easthampton Habitat ...
GazetteNET
The couple lives with their two children in Amherst's Cherry Hill Cohousing on Pulpit Hill Road, and as a result are familiar with sharing skills and resources. Barbara April said that in their neighborhood, neighbors frequently help each other out ...

Castro resident's three-year quest to shut down a hacker hostel - San Francisco Chronicle

Cohousing News from Google -


San Francisco Chronicle

Castro resident's three-year quest to shut down a hacker hostel
San Francisco Chronicle
Raines Cohen, a co-housing coach and community organizer with Cohousing California, which supports cooperative living situations, said hacker hostels “are totally in the spirit of the tech culture, building places where people can connect and support ...

Group Works: Balance Process and Content

Laird's Blog -

This entry continues a series in which I'm exploring concepts encapsulated in a set of 91 cards called Group Works, developed by Tree Bressen, Dave Pollard, and Sue Woehrlin. The deck represents "A Pattern Language for Bringing Life to Meetings and Other Gatherings."

In each blog, I'll examine a single card and what that elicits in me as a professional who works in the field of cooperative group dynamics. My intention in this series is to share what each pattern means to me. I am not suggesting a different ordering or different patterns—I will simply reflect on what the Group Works folks have put together.

The cards have been organized into nine groupings, and I'll tackle them in the order presented in the manual that accompanies the deck:

1. Intention
2. Context
3. Relationship
4. Flow
5. Creativity
6. Perspective
7. Modeling
8. Inquiry & Synthesis
9. Faith

In the Flow segment there are 15 cards. The first pattern in this segment is labeled Balance Process and Content. Here is the image and thumbnail text from that card: 
Content refers to what you are talking about and the results of a session. Process is how the conversation happens. Like two wings of a bird, both are needed for balance, lift, and progress. My first thought, when looking at this captivating image, is whether the bicycle represents process or content. It's a Zen koan. Ordinarily the person is atop the bike, but not in this case. Also, I note that the seat is facing down and has no butt on it. While I'll stipulate that this graphic conveys a sense of flow and wonder, it's also rather chaotic, demonstrably ungrounded, and suggests only a tenuous through-the-handlebars connection between process and content. Meetings are not, in my book, a throw-it-all-up-in-the-air-and-let's-see-what-happens matinee performance featuring an acrobatic facilitator solo.
OK, now that I have that off my chest, let's work with the text. I understand—and fully support—the idea that the Group Works patterns are meant to illuminate and promote the development and nurturance of cooperative culture. This is in direct contrast with the competitive culture of the mainstream. One of the distinguishing features of cooperative culture is that it will tend to matter just as much how you accomplish a thing as what you accomplish. 
Thus, in cooperative culture, the way you go about things has been elevated to a higher status than in the value hierarchy in which the vast majority of us were raised. The way this plays out, as is suggested in the text for this pattern, is by balancing content and process.
Having said that, it's important to understand that this is not a tug-of-war between the two (product versus process). Rather, it's a dance—where attention to each enhances the other. When this is misunderstood, product-oriented folks may complain that "good process" simply takes too long, drawing out a foregone conclusion for the sake of form. Going the other way, process-oriented people may resent pressure to focus on solutions, fearing that cutting to the chase may risk cutting out input, or that asking people to agree prematurely risks choking down proposals (rather than enjoying a sit-down meal you are wolfing down fast food, with a concomitant risk of indigestion). In my work as a facilitation trainer, I prefer to style this pattern: balancing content and energy. I hold out the ideal of coming to agreement as expeditiously as you can without leaving anyone behind (or in a state of bewilderment, standing on the sidelines). Good meetings solve problems (or at least clear up ambiguities and identify a road map for next steps) in such a way that participants are energized and feel better connected. 
While this is not that difficult to achieve when there is no serious disagreement about a topic, I hold this standard even when there is. The primary challenge of cooperative culture is how to disagree about non-trivial issues and have that examination lead to both solid decisions about how to respond, and a sense that relationships among participants have been enhanced, rather than strained or degraded. While that may sound like a magic act, it can be done. (In fact, it wouldn't be much of an exaggeration to say that my 28-year career as a professional facilitator and process consultant is rooted in my ability to consistently deliver that result.)
One of the main skills I bring as an outside facilitator is the ability to work simultaneously with content and energy—making sure that we're making steady progress on the agenda, while at the same time bringing the group into closer connection and deeper understanding of one another. In the business world (where the bottom line is king) professional facilitators are often asked only to manage content, and success is measured by how quickly you can dispose of issues. In the cooperative world (which includes that of cooperative businesses), that's not good enough: you also need to be sensitive to, and able to work deftly with, undercurrents and the disjunct between a person's words and their tone and body language. In the cooperative world, you need to be able sense when a topic is completed, not just know how to manage a parliamentary call for cloture and tally a vote.  In short, you are not aiming to create flow simply by the speed with which you resolve issues. Instead, you are paying express attention to the flow of energy in the context of working content. Sometimes (for example, when a participant experiences a strong upwelling of emotion in connection with a topic) it's important for the flow that you purposefully slow things down. While bypassing the feelings might be quicker, you would do so only at the risk of compromising energy, which is generally a poor bargain. Good flow means creating a sense of purposeful movement that brings everyone along.
The bad news is that the skills needed to be good at working content are almost completely unrelated to the skills needed to manage energy. The good news though, is that both can be learned. (I know because I've been teaching facilitators how to do both for 11 years.) As far as I'm concerned it is foundational to cooperative culture that we learn to balance content and energy. Luckily, I don't necessarily think that means you have learn how fly through the air with your bicycle upside down.

Facilitation Trainings on Tap

Laird's Blog -

A year ago I had breakfast with a friend in Michigan who had participated in my two-year facilitation training back in 2005-07, and she shared a story about how my program helped her professionally.

She applied for a job in a large city that would require her to bring together various stakeholders who were not used to talking with each to make common cause. That meant setting up and running effective meetings, building trust to where people shared openly, and then assisting them to come to a united understanding despite substantive cultural and political differences. After wending her way through the application and interview process she became a finalist for the position.

To determine who would be selected, each of the finalists was asked to facilitate an hour-long meeting of the hiring Board. Since facilitation was a key skill wanted in the job, the Board figured they could do no better than to observe the candidates facing live bullets.

At the conclusion of the segment that my friend facilitated, a Board member came up to her on break and confided, "Before today's meeting you had no chance of being hired, because you didn't fit the demographic we thought best for the job. However, after witnessing you in action, now there is no way that we won't hire you." And thus she got the job.

Her story sent goose bumps up my spine, as that's exactly the kind of impact I've hoped the training would have.
 • • •Since debuting the two-year facilitation training program in 2003, I have delivered the course in its entirety eight times (as each training consists of eight three-day weekends, spaced approximately three months apart, that means I've conducted 64 training weekends—enough to fill a chessboard). While those eight are all water over the dam, I'm marketing three new editions right now—all of which I'm hoping will launch before the end of the year.

As a cooperative process consultant and group dynamics expert, it's the most fun thing I do. 

Below is a list of what's available starting in 2015. I'm sharing this with my readers because a primary focus of my blog posts has been about group dynamics and I'm hoping that some of you may be interested in signing up for an experience like that of my friend in Michigan, or otherwise are willing to help spread the word among those you know who hunger for more productive meetings and healthy models of cooperative leadership.

For these trainings to manifest, we need two things: a) a minimum of eight paying students (while a dozen would work much better in terms of the trainers' compensation, we can make it work with eight); and b) host groups for each weekend that will provide room and board for students, plus live meetings for them to facilitate, in exchange for which the group receives:
—outside facilitation (done by the students, yet guided by professionals)
—a professional report on what the host accomplished in the meetings and what it might work on in the future
—two free auditor slots in the training weekend that it hosts
—first-hand familiarity with other talented facilitators in the region, who become a resource whenever the group wants outside facilitation in the future

Who Would Benefit from Taking This Training?I'm glad you asked. Foremost, it's for people who aspire to learn the skills of high-end facilitation—by which I mean the ability to track both content and energy, as well as to develop a feel for making consistently good decisions about what to do with that information in the dynamic moment to create effective meetings that bring participants closer together. 

Yet the training is much more than that. It's also for:

o  Understanding what it means to create and sustain cooperative culture
This is the foundational linchpin of a world that works better—one that stands in sharp contrast to the alienation and isolation of modern life, that tends to be rootless, hierarchic, and adversarial. People crave a more connected, authentic, and compassionate life, and this course offers the tools needed to create that, both for yourself and the groups you work with.

One of the key differences in cooperative culture (in contrast with the competitive culture that characterizes the mainstream) is that how matters just as much as what. In the wider culture it tends to be much more about the bottom line—so long as you're not breaking the law (or at least don't get caught). In cooperative culture the how gets elevated to a higher status, and that's what good process is all about.

o  Developing the skills of cooperative leadership
While the principal learning environment for this training is the plenary—meetings of the whole—where we're focusing on delivering drop dead great meetings, it turns out that the qualities wanted from leaders in cooperative settings map exceedingly well onto those wanted from facilitators: good listening; ability to easily shift perspectives to see a thing through another's eyes; minimal defensiveness when receiving feedback; ensuring that everyone is heard; ability to inspire; knowing your limitations and how pair with others to achieve complmenetary results; well organized; ability to bridge between disparate positions; able to function well in the presence of distress in others. So it's a two-for-one offering: facilitation training is also leadership training.

o  Personal growth
Learning to be a good facilitator (or an effective cooperative leader) entails personal work. Even if you never facilitate, or never assume a leadership role, isn't it worth your while to learn to how to listen deeply, and how to give and receive feedback honestly and constructively? Participating in this class may be one of the most real experiences of your life, where you will be seen fully and appreciated for who you are without anyone blowing sunshine up your ass.

o  Learning when and how to work constructively with non-trivial distress
One of the scariest dynamics for most groups is how to respond when one or more members enter serious distress. One of the key teaching components of this training will be how to respond effectively to conflict—not just how to survive it, but how to recognize and harness the information and energy of the moment to promote deeper understanding and connection.

o  Not limited to people living in intentional community
While it often makes sense to seek hosts that are intentional communities (because it's easier for them to absorb the room and board needs for a three-day training) we are expressly inviting students from non-community settings to get involved. In the past we've had people take the course who were college instructors (who appreciated the link between teaching and facilitating); professional mediators; people aspiring to start communities; and even a volunteer fire fighter. Don't be shy!

Following is a description of the flavor of each of the trainings being offered. All are geographic specific, yet are open to anyone willing to travel to get there. While all three are partially subscribed, there are openings remaining in all of them.

Option #1: Portland OR
This training will begin either June 18-21 (if we secure a host for that weekend) or Sept 17-20 otherwise. My training partner will be Ma'ikwe Ludwig (with whom I've done four prior trainings). Ma'ikwe and I just did a one-day demonstration/promotion March 14 at Cascadia Commons, a cohousing community in the Rose City, which helped pique interest.

As there is a considerable concentration of community activity in Portland we are expecting this training to be mostly concentrated in or around that city. However, we are casting the net as far south as Eugene OR and as far north as Bellingham WA, as there is strong interest in cooperative culture throughout this stretch of the Pacific Northwest, that Ernest Callenbach styled "Ecotopia."

For more information contact me or the program Coordinator, Janie Paige .

Option #2: New England
This training will start Sept 10-13, 2015, hosted by Mosaic Commons, a cohousing community in Berlin MA, a western suburb of Boston. My training partner will be Alyson Ewald (this will be our first time working together as co-trainers). We expect the weekends to move around within the six-state region, and possibly dip into nearby upstate NY. It all depends on where the offers are.

For more information contact me or Alyson .

Option #3: Southwest Colorado
This training will start Oct 15-18, 2015, hosted by Heartwood, a cohousing community in Bayfield CO. My training partner will be Betty Didcoct (with whom I've done three prior trainings).

While we are hoping to generate interest among other intentional communities in the vicinity (Taos, Santa Fe, Albuquerque), in this case we'll also be marketing heavily to cooperative groups that are not intentional communities in the Durango area—think food co-ops, progressive schools, and alternative healing centers—because they can benefit every bit as much as communities in becoming higher functioning in how they go about their business.

For more information contact me or the program Coordinator, Christine Maisano .
 • • •I hope to see you at one of the trainings.

My Health, According to Hoyel

Laird's Blog -

The phrase "according to Hoyle" refers to Edmund Hoyle, 1672-1769, an Englishman who made a name for himself compiling into book form the rules for various card games—gambling games in particular. In colloquial terms, the phrase has come to mean "the proper rules or protocol for doing a thing."

I bring this bit of arcana into play because I enjoy word play, I enjoy gaming, and yesterday I had a productive visit with my personal physician, Neil Hoyel, who operates out of a clinic in Memphis, our country seat. While I don't see Dr Hoyel that often, I like his down-to-earth nature and clear explanations very much. Though I never play games with my doctor, it amuses me that my straight shooting physician's last name is a simple anagram of Edmund's homophonic surname from three centuries ago (I just love how life randomly deals out such divertissements from time to time).

In any event, I went to see Dr Hoyel yesterday morning and here’s the report.

1. Cognitive Degradation
Back in January Ma'ikwe expressed concern that I might be losing cognitive ability. It relates to my habit of talking to myself (which I've done since I was a young child) and her sense both that the frequency of my doing it has increased and that I am not remembering what I'm saying to myself.

Here's an overview of the incident that caused her to voice her concern. We had been working together professionally and came to a friction point about how to proceed at the end of a long day. After deciding how to handle the moment with the client, we retired to our apartment. While we both knew we needed to discuss the tension that had just occurred, we didn't get to that right away and in the interim I was processing the experience, as I am wont to, by having a conversation with myself. 

A few minutes later, when I was discussing the awkward dynamic with Ma'ikwe, she confronted me with a phrase she overheard me use while I was subvocalizing—something that was critical of her—and I reported that I had no relation to having said that. Mind you, I wasn't denying that I had said it (because I rarely have a clear memory of all that I say when talking with myself); I was only saying that I didn't relate to having said it. For Ma'ikwe this was evidence of cognitive loss. She was clear that I'd said it (and only moments before), so how could I possibly not access it? This scared her.

While I didn't like hearing that I might be losing cognitive ability, I also didn't trust that I would notice if I was, so it made sense to me to look into it (which idea was reinforced by our couples counselor when we shared the story with her). Because of my travel schedule, yesterday was my first opportunity to broach this subject with my physician.

Hoyel said the kind of test he could administer was aimed at people with clear signs of dementia which he could tell wasn’t what was going on with me after only a couple minutes of talking. There are, he went on to report, much deeper, more subtle tests available (the kind of things that take a couple days to conduct), but he said I’d be looking at around $2500 for those tests, which was more money than I was willing to spend (at least at this point).

I explained about my talking to myself, and he reported that it’s entirely possible for a person to subvocalize something that they’re not consciously aware of, and he thus didn’t take Ma’ikwe's experience of me not recalling what she’d just heard me say as necessarily meaning anything—all the more so in that I wasn’t getting any other data (so far!) regarding my dropping balls.

To be sure, this does not prove anything, and he understood my concern about not putting myself forward as a professional facilitator if I’m losing my ability to track well. However, he made the point that if the shift is so subtle that it’s hard to detect, then why worry about it, and that there’s not much I can do about advancing dementia anyway (if that’s what’s happening). Thus, he recommended keeping an open mind about watching for symptoms, because it will start getting more obvious if that’s what’s going on, or else it’s not happening—in which case there’s nothing to do.

That was good enough for me.

2. Sore Ribs
I explained my recent journey with back pain, going all the way back to Oct. When I got to the part about responding poorly to a recent chiropractic adjustment, followed by sore ribs near the top of my sternum, he felt my front ribs and it was clear to him that they were out of position (and therefore it was no wonder that they were painful). Knowing that I was tender, he tried a gentle technique to pop them back into position, but it didn’t work (rats!). He said he could have me to lie on my stomach while he “pounded them” back into place but I declined (I couldn’t imagine the pain).

Instead he gave me an exercise I could do myself (on hands and knees) to try to slide the ribs back in and recommended that I to do this 2-3 times daily until the ribs repositioned themselves. This at least I can do myself, limiting the pain to what I can handle. I realize that I have been walking somewhat hunched over because pushing my ribs out is somewhat painful, but now I know I should be breathing deeply and working more deliberately on good posture. (Having an idea what’s going on is so helpful.)

In any event, the rib pain has diminished and is less acute (whew). I can cook and tend the fire, but no roller skating or break dancing.

3. Cramping Feet
I’ve been noticing this on and off for months and it was on my mind to mention because I experienced it in both feet the night before the appointment. Hoyel recommended an OTC magnesium supplement so I picked up some 500 mg tablets on the way home and I had no cramping last night. So this may be a relatively simple fix. (Whoopee!)

4. Arthritis on my Spine
When Hoyel looked at the CT scan on my abdomen (done in early Dec when doctors were looking for kidney stones) he noticed that I have considerable arthritis on my spine. Uh oh. Although I am not aware of any symptoms relating to that, it’s certainly something to keep in mind. For one thing, I’m glad to have lost 30 pounds since Oct (less to pack around and less strain on my back, as well as my heart).

It looks like I'll need to be paying particular attention to range of motion exercises (needed anyway because of my prolonged inactivity since Oct), emphasizing good posture (do you detect a theme here?), knee-to-chest stretching, gentle spinal twisting, and cow-cat rotation of the pelvic girdle. I'm thankful that I've gotten the heads up about this from Hoyel, instead of from my back.

So that’s me as of yesterday. Now I'm ready to spring ahead. Merry Equinox everyone!

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