Welcome

Thank you for inspiring me to document musings and learnings from the field of leadership, team performance and conscious change. I trust you'll find the exercises, resources and insights useful whether you are a leader, team player, coach/consultant or change agent.

Thursday, November 21, 2013

Re-Union

I was reminded of the value of human connection in a workshop with www.crrglobal.com. That we yearn for and deeply appreciate a sense of relatedness (especially at work) is profound.

So, we may miss the point in all our efforts to learn and apply communication, conversation and feedback skills. While important, what seems to matter most is the intention or attitude that we bring to our interactions with others.

If we say all the right things in the perfect order but miss the stance (or metaskill) of respect, inquiry, genuine curiosity, understanding or awareness, we miss giving (and receiving) the gift of our humanity and what springs from it.

To experience the tone or energy of connection for yourself, check out this 3 minute ad called Reunion.

Tuesday, November 19, 2013

Creative Self Check List

We spend a lot of time learning how to recognize and manage our reactive self (which is important and valuable), but what if we used as much energy getting to know and express our creative self?

If there is a part of us that knows everything and has access to what we need in every moment, how do we know it when we see it? Here is a check list to get you started from healer Candace Lienhart:

  • Sense of humor
  • Calm, centered, mindful, present (not emotionally charged)
  • Open to a variety of solutions (vs being attached to one answer)
  • Willing to look at what is going on (vs. focusing on what is wrong)
  • Has information and reference materials
  • Can call a friend for help
  • Does no harm or damage
  • Never “outclassed”
  • Authentic- Not afraid to expose self
  • Nothing to lose
  • Knows the answer sits next to problem (if it is yours)
  • Want to better his/her own best (vs. compete against others)
  • No punishment or weapons
  • Has information from the past but doesn’t live there
  • Tells the truth
  • Alive in each moment (Doesn’t know in advance- can’t plan)
  • Has no place to fall
  • Full protection- Safe place because connected to highest truth
  • Neutral (vs. fear, anxiety, lack of self-worth, guilt, anger)
  • Strives for the highest and best of all
  • Knows there is room for everyone to be fabulous
  • Suspends judgment and quick assessments

The best way to begin is to invite your highest self to the party by asking.

Tuesday, November 12, 2013

Change Roles


Any change that is happens on a team seems to elicit a bell curve response. 20% will champion the cause and leap into the change effort with full engagement. 20% will challenge, resist or actively disengage. 60% will hang out with caution on an invisible fence waiting to see what happens or move back and forth between champions and challengers.

While all choices are valid and have wisdom (the champions are often energetic path finders, the challengers strong tradition holders and cautionary great road builders), it's interesting that leaders tend to focus most of their energy, attention and effort on the dissatisfied and wonder why change efforts fail or take so long.

If you want to inspire productive change (and keep your star players in the process) experiment with another strategy. Enable the champions to rock and roll. Identify ways to get the fence sitters moving from indifference to engagement. Set clear expectations and firewalls for the actively disengaged.

Address the key questions on everyone's mind - What is it? Why is it important? Can I do it? Do I want to? Include team members in the process and be clear what decisions they can and cannot influence. Then keep your attention on those willing to explore or move with the change.

Those who cannot adjust will become disturbers, leave or be fired. Once the majority is enrolled most of the rest will follow (by inspiration not fear)!

Wednesday, November 6, 2013

Interruption Technique

What is the most time (and energy) consuming part of an interruption?

It is getting back to what we were doing when the interruption occurred. It can take up to 20 minutes per interruption to get back on track. Even if we find ways to minimize interruptions (and the frustration they can engender) questions still need to be answered.

Next time you get interrupted acknowledge the request. In person or on the phone you may calmly greet the person and say, "I'll be with you in a minute." If the interruption is via email or text pause before you read it.

Then, write down the next thing you are going to do on a post-it-note. NOT a bookmark of where you are, but document your next step, action or task.

Now give your attention to the question or person. When you are done, look at your post-it-note and your brain will bring you back into the work groove more quickly.

If this works, 4 well-managed interruptions a day could give you more than 1 hour a day back!