The Tarot is a book of change. It tells a story of the way things change. The process of learning Tarot is learning to recognise how the pattern of change appears around you.

I’ve followed my own path to learn the Tarot. Most of what I’ve learned in the last 20 years has come from the cards themselves. Studying their patterns, laying them out in different ways, cross-referencing. This is my quick summary of how I feel it’s best to take on learning the language of the cards.

1. Ignore all the esoteric stuff (to start with)

Don’t get caught up in all the complexity and superstition around the Tarot. There is an incredible amount of detail out there, all sorts of amazing systems, but you don’t need to worry about them for now. The Tarot you eventually learn will be your…


Forget the superstition, the Tarot is a map of meaning that lets you unpick complexity. To learn the cards, learn the system.

The Tarot is one of the great books, a deep and rich work of philosophy about the nature of life and change — written entirely in symbols. It’s also a tool that allows the reader to utilise both logic and intuition to peer into the mess of life, and untangle a thread.

The benefits of learning Tarot are huge:

  • Tarot will help you make better decisions
  • Tarot will allow you to better cope with change
  • The cards will train you in systems thinking
  • You’ll deepen your relationships
  • And “reading” the tarot will teach you to trust your intuition, a vastly…


Change the nature of your work.

We’ve got to learn to work in a whole new way. The very foundations of our organizations have to change. We need to make this change urgently, and we have to do it “without stopping the train”.

From static to dynamic

One of the ways to describe the changes we need to make is to say that we have moved from a static to a dynamic environment. Previously, in a static context, we would take a lot of time to define what something was, while not really bothering to work out how that thing would change. …


The future is too complex for anyone to have a plan, we have to learn to do things differently.

We’re in a time where the future is hidden from us. There is such uncertainty, such complexity in every direction, that no-one can see how we are going to get through to somewhere a little less dark. In this swirl of potential apocalypses the desire to find a hero, to find a great leader with a plan, rises all around us. We’ve spent the last few years obsessed with super heroes, surely now is the time for one to rise up and save us?

Unfortunately, it’s not possible for anyone to have a plan. There is simply no way that…


We’re exploring new ways of doing, being and working. It’s a long journey. We’d like to share the path. This is a snapshot of some of what we found along the way.

Newsletter #1 — September 2020

We’re out to ‘Change the nature of work’. We believe that doing this requires we strengthen the inner resources of the humans within an organization and create organizations that support that growth.

The end goal is to create people and organizations that thrive within an environment of continuous change.

We’re exploring a newsletter to share our personal voices, the conversations we have and the things we find. It’s far less filtered than what we say elsewhere.

Contents

  • Stuff we found online
  • Thoughts from our journals
  • Quotes and concepts that we found significant
  • Stories from our work
  • Practices that make a difference

Articles, resources and tools


The best way to allow your doubts to ferment and grow is to deny them and hide them.

“To create trust, share your distrust”. This line made me stop, get a pencil, underline the words, start the page, and read it again. “To create trust, share your distrust”. It made so little and so much sense. The best way to allow your doubts to ferment and grow is to deny them and hide them. When you let them out, when you share them they can be addressed and fade away.

How do we create spaces where we can admit our distrust? How can we do this in our homes, let alone with our clients? In my own life…


We’re exploring new ways of doing, being and working. It’s a long journey. We’d like to share the path. This is a snapshot of some of what we found along the way.

Newsletter #1 — September 2020

We’re out to ‘Change the nature of work’. We believe that doing this requires we strengthen the inner resources of the humans within an organization and create organizations that support that growth.

The end goal is to create people and organizations that thrive within an environment of continuous change.

Here we share our personal voices. We pull content from our daily journals and explorations and share it in an unfiltered form.

Contents

  • Stuff we found online
  • Thoughts from our journals
  • Quotes and concepts that we found significant
  • Stories from our work
  • Practices that make a difference

Articles, resources and tools

Things we found online

RAT (Rework Avoidance Theory)

https://www.geepawhill.org/2020/07/17/the-rat-rework-avoidance-theory


There is just one step that needs to be taken. It’s not even a big one. Welcome change. Don’t resist it, welcome it. Everywhere.

From static to dynamic

To thrive in a fast paced, constantly changing, environment, we need to shift one, fundamental assumption: Change is not a phase, it is continuous and will never stop. The only way to manage continuous change is to be better at changing, and to keep at it.

This is the paradigm shift: from static to dynamic. Stability does not arise from keep things the same, it now arises from being dynamic, from the ability to constantly evolve and adapt to meet the environment.

This need to see that stability is a state of dynamic balance, rather than a fixed point, applies…


This year has been a time of pretty intense soul searching. (For everyone?) As I work through all the collapsing structures of my inner and outer worlds, I’ve come to believe, more deeply than ever, that we must transform the way in which we approach human collective effort. I feel that there is no action more important than learning to transform our organizations.

My experience has taught me that there is no way we can create better organizations without fundamentally changing the nature of our relationships. And there is no way we can fix our relationships if we don’t seek to transform ourselves.

However, we’re all part of the system. We will struggle to evolve who we are if we don’t have the relationships to support us. Our organizations can play a huge role in helping us develop adult relationships. Start anywhere and follow it everywhere. Keep sensing where to go next, don’t neglect any part of the system.

If we start this…

Peter Brownell

It’s time to change the world. It’s time to create the future that we need. I seek the inflection points that can make tomorrow a better place.

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