Tag Archives: personal development

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Leveraging Our PastJune 7, 2017

 

“Let’s have a working lunch so we can make sure to get through all the content.”  

When a client says something like that to me, I experience contraction and agitation. Why? Because this frame places a premium on the “content” (or the “it”). I am now simply a “content” dispenser and the groups I’m working with are passive consumers.  I momentarily imagine myself sitting in front of the group reading aloud from a large book. (more…)

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Want to Change? Go Further UpstreamMay 10, 2017

Recently I was hired to work with an intact team whose presenting issue was poor communication, with associated breakdowns in collaboration and decision-making. They knew they “needed to communicate better,” and by all accounts, they were absolutely right. (more…)

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Your Instabilities Are a Good Thing, and So Are Other People’sMarch 23, 2017

For many of us, the experience of adulthood involves what I call  “completion projects” in The Elegant Self.  Completion projects are our unexamined drives to become (or appear) more whole and complete. Because they are unexamined, they are the unseen agendas that appear to have most of us. (more…)

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Free To Go Off ScriptFebruary 15, 2017

I needed a breakthrough. Two important group facilitation events loomed in my near future. While I felt excited about them, I also felt terrified. As a lifelong writer who is more comfortable in the writing cave and in one-to-one mentoring situations, the very thought of guiding a group of writers gave me a chill. This was something I had veered away from religiously. But now, doors were opening and I felt called to step across the threshold. I could no longer say no. (more…)

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We’ve Flattened the Hierarchy—Now What?April 27, 2016

Increase transparency. Share power. Create self-managing teams. Become a learning organization.

If you’re an evolutionarily-minded leader and you want to embrace the future of work along these lines, how do you do it?

Are all self-managing systems of governance more or less the same, or are some better suited for your existing culture? Is your job to select the “best” (Most popular? Easy to understand?) approach for evolving your team or organization, and stick with it long enough to reap the rewards? (…Is Slack really all you need?)

How do we really change the way people work in meaningful ways?

While it is certainly true that changing the way we organize, make decisions, and share power will influence the way we understand and approach our work together, exterior innovations are only half of the change story—at most. Whether you’re trying to change a life habit or an organization, it’s tempting to orient to change as an exterior problem to solve. If I just do this behavior, things will improve.

Transparency, power sharing, distributed leadership and self management are all behavioral adaptations to complexity. We’ve hit upon these adaptations precisely because the current way isn’t working. But whatever the current way is—it isn’t merely what we’re doing. It’s how we’re understanding; thinking, making meaning, feeling, imagining, envisioning and identifying.

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Grow Your People, Grow Your OrganizationFebruary 5, 2015

In 2007 Accenture surveyed over 900 top executives in some of the world’s largest companies across North America and throughout Europe, China, and Japan about the need for more advanced management capabilities. Of those surveyed, nearly 50% of leaders said that their organization was not well suited to producing executives with the capability to manage and lead in the face of rapid change.

It’s clear that today’s professional environments demand greater sophistication of knowledge work; broader global perspectives, infrastructures, and multi-national systems; as well as leaders who are able to self-initiate, self-direct and self-manage. Yet at the same time, high performing leaders continue to be in short supply.

Whether we peer into big business, government, mature non-profits, mid-size companies or startups, the findings are similar: strong leadership is needed and the demand for it vastly outpaces our ability to ready the next generation of leaders to thrive in today’s business climates.

One of the few strategies that can help us to develop greater leadership aptitudes is the use of developmentally crafted curriculum, exercises and assessments. However (and unfortunately) most leaders in organizations are unaware of this body of research, and they aren’t using it to drive leader development in their organizations.

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The Universe planted a dream in your heart, like a bread-crumb marking the path to your own growth and liberation. Whether your heartfelt dream is a red-convertible, writing a novel, or world peace (the sky is the limit!) you can leverage the energy of your desire to attain your dream AND propel your evolution.

Some of us may have learned that desires can be unhealthy or distracting, and many of us have experienced the upsets of becoming too attached. While there is wisdom in being unattached, there is also wisdom (and power!) in our innate tendency to attach, desire, or simply to want something.

Big or small, there is a gap between where you are now and what you want. The space between now and your heartfelt dreams is where the magic is! This is where the growth opportunities live. Navigating this gap is about breaking through obstacles (outer) and resistance (inner) and becoming more You in the process.

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