Posts Tagged ‘leadership’

An unpopular way to inspire

In a world where everyone appears to be shouting loudly (whether verbally or through the written word in their social media posts) to push others to think differently and act differently, it can seem as if forcing one’s hand is the only way to bring about change.

How did this become the norm, and when did the art of inspirational leadership lose its foothold?

It was the 14th century when the word inspire first came into use, carrying much of the same meaning then which it does today: to influence, move, or guide, not by force, but by a divine power, empowering followers to action. It was a metaphorical use of its Latin root inspirare which means to breathe or blow into to create something new. We figuratively refer to this when we say things like, “that vacation was a much-needed breath of fresh air”, or when a particular confrontation is stifling, “I need to get some air”.

I can’t help but think of a blow-up life raft, which, when uninflated, is rather useless, but when filled with air, is capable of fulfilling its intended purpose of floating upon turbulent waters to carry its passengers where they need to be. Inspirational leadership is like that. It’s the act of breathing life into others so they are then capable of being their best self, not only fulfilling their intended purpose, but motivated to rise above to create and achieve great things.

“If your actions inspire others to dream more, learn more, and do more, you are a leader.”

— John Quincy Adams

Back to the yelling. When you hear inflamed insults, name-calling, and outbursts of verbal venom spewing forth, do you feel inspired to dream more, learn more, and do more? Do you experience inspirare, your heart and soul filled and brimming over with the oxygen-rich motivation to become your best self and accomplish bigger, better things? Or instead, do the angry affronts leave you feeling rather deflated?

Inspirational leadership is the ability to mobilize individuals and groups by articulating a clear, compelling and motivational vision for the future. Those who possess this superpower (I jest, we all are capable of it, with some superpower effort!) are able to bring people together in unified efforts to reach an intelligible, enthralling objective. And one very effective way to do this is to be a servant leader.

Servant leader. It’s a phrase first coined by Robert K. Greenleaf in 1970 in his essay The Servant as Leader. It’s not the most provocative phrase, is it? Where’s the passion, the persuasiveness, the power that we so often associate with leadership? For many, the word servant evokes images of weakness and ineffectiveness. If this is you, I challenge you to allow for a paradigm shift, for this humble, quieter style of leadership may very well be the most powerful breath of fresh air needed to inspire others.

Leaders who practice servant leadership focus on others’ needs and objectives, and seek to understand the why behind those needs and objectives. They are able to see and appreciate others’ perspectives. They actively look for ways to increase others’ satisfaction and make themselves available, with gladness, to offer assistance.

Think of someone you know who truly understands you, who ‘gets’ your hopes and dreams, and actively does as much as they can to help make them happen. They listen to you. They validate your viewpoints. They take time out to be with you, show an interest in your life, and truly care. When asked, they are happy to offer support to help you be successful. They celebrate your achievements and mourn your losses, by your side.

If you are so fortunate to have someone like this in your life, a servant leader, you understand the positive impact of the inspirare they provide. Imagine if all of us had these life-breathers encircling and lifting us up. In his article in the Small Business Chronical, Fraser Sherman outlines how servant leadership, in the workplace, can boost morale. He notes “Employees feel valued and they know you are looking out for them. That inspires them to work with more enthusiasm and [better] serve the customers, which benefits your bottom line.” Servant leaders also encourage a collaborative workplace, and provide a model of authenticity where employees, in turn, feel safe enough to be authentic, deepening levels of trust within the organization.

Palena Neale, Ph.D., writes in her Forbes article, “Why Servant Leadership is More Important Than Ever“, that our current “new normal” with different ways of operating, sickness, layoffs, furloughs, and at-home employees make this novel style of leadership vital. She writes, “Wider societal impacts include adverse effects on the global economy. This calls for a more comprehensive, communal leadership approach: leadership that is focused on serving others.”

In contrast, think of leaders you know who are not on the lookout for the needs of their teams. They focus on their own objectives and often diminish the needs of others. They don’t make time for those ‘beneath’ them, and when they do interact, they are distracted, quick to give quick, “off the shelf” advice or solutions, hurrying the conversation along. They fail to go above and beyond, and team members find themselves saying things like, “I hate to bother you…” or “I’m sorry to take your time but…” at the start of any ask. These individuals tend to speak poorly of others (leaving you to wonder what they say about you when you’re not there), point blame away from themselves, and rarely stand up for the underdog.

Sadly, leaders such as this leave their teams feeling deflated and discouraged.

“I don’t know what your destiny will be, but one thing I know; the only ones among you who will be really happy are those who will have sought and found how to serve.”

— Albert Schweitzer

It’s easy to point the finger at those in leadership. “If only leaders would figure this stuff out!”, we say in exasperation. However, we’re talking about emotional intelligence here — that ability to exhibit self-awareness and self-management, and tune into others’ emotions and manage our relationships with them appropriately. If you’re ever tried to control someone else’s behavior, you probably know how well that turns out. We can only change ourselves. So instead of waiting on those who bear the title, let’s instead take the brave task of looking inward as to how we can improve our own inspirational leadership skills. Here are a few tips to get started:

  • Get to know people. Ask others how they are doing and really stop to listen. Use open-ended questions to understand the why behind their needs, hopes, dreams. One of my favorite coaching questions, after someone has shared, is,”What else?”
  • Keep an eye out for small ways you can be of service to others. Open the door for someone, offer up the best parking space, spend an extra 5 minutes listening. Offer to buy a colleague’s coffee. Give a sincere compliment. These little gives can help build a new habit of service.
  • Schedule time for others. I know you’re busy. We all are. If it helps, set aside a small amount of time each week on your calendar as ‘Others’ time, so doing something for others actually DOES fit into your schedule.
  • Adopt a yes attitude for a while. When others make requests, think how you CAN help them instead of all the reasons you can’t. If it’s a no, it’s a no, but before you commit to the no, consider alternate ways you could turn it into a yes.
  • Keep your promises. Nothing sucks the air out of someone like a broken promise. Be realistic in what you can do and if you do agree to help someone, make that the priority. You will always have ‘better’ things come up…other opportunities and demands which compete for your time and attention. Though those things may be more attractive — stick to your word.
  • Become an over-deliverer. It’s one thing to meet someone’s needs, but going above and beyond can inspire others to new heights. Again, start small. If someone needs five minutes of your time, offer them ten. If they ask to have coffee, take them out to lunch. If they need an hour off work to tend to stressful events at home, if possible, tell them to take the day.
  • Develop the habit of follow-up. We all appreciate it when someone gives us the time of day, but if it’s a one-off incident, the value of that connection begins to fade with time. Follow up with them. Check in with them, and ask about details you discussed last time. If you’re one of those people who says, “I’m not good with names — let alone details!”, write down the things they share with you and review before your next encounter.

Servant leaders have a desire to be the change someone else needs. These days, it’s not the most popular way of leading, and surely won’t get you a lot of attention. And for most of us, it doesn’t come naturally, and it doesn’t come easily. But it is a skill set worth developing. Not only will your efforts breathe life into those around you to be their best, they just may inspire you to discover your own purpose and direction as well.

“Be the change you wish to see in the world.”

— Mahatma Gandhi

Leading with a coach approach

“The greatest good you can do another is not just share your riches, but reveal to him his own.” — Benjamin Franklin

Article contributed by Amy Sargent.

Very few situations create more resistance than the tasks we’re forced to do. Maybe it’s tracking expenses, or meeting with someone who makes you uncomfortable, or having to reach a sales quota to keep your job. When we have to do something, we often don’t want to, and find every excuse to avoid it. But when we’re motivated  and inspired to accomplish something, especially by intrinsic motivation (the type which draws from our internal values, resulting in ‘feel good’ rewards), we can hardly wait to get started.

More often than not, inspiration does not happen in isolation. Our motivation usually comes from others, often from someone in a leadership position. Think of the last great thing you accomplished. Did you complete the entire feat alone, or were there others who were part of the process, possibly by your side every step of the way, encouraging, bolstering, and inspiring you to be successful?

Some people seem to be gifted with the ability to see other’s potential and take action to help them be the best they can be.  In reality, the skill set they possess can be learned. These rare specimens show a genuine interest in helping others, and take the time it takes to thoroughly understand others’ hopes and dreams. They are able to help others recognize their strengths and also their areas of growth, understand their personal and professional values, and guide others toward moving past hurdles which may be tripping them up. They are able to give constructive and timely feedback when needed, and truly have a heart for the long-term development of others as they stretch toward excellence.

We call these people coaches, or mentors. And when these qualities show up in a leader, we’re inspired. Jack Welch said this, “Being a leader changes everything. Before you are a leader, success is all about you.  It’s about your performance, your contributions, about getting called upon and having the right answers. When you become a leader, success is all about growing others.  Your success as a leader comes not from what you do but from the reflected glory of the people you lead.”

The old style of leadership where the boss has all the answers can prove to be very demeaning to those who work with him/her.  When teammates don’t feel like they have a voice, or the environment is not a safe place to exercise their voice, they soon will shut down and not speak up.  This quickly makes the idea pool quite shallow. Because innovate employees are often some of the best, they will no longer be interested in working there.

How can you tell if you’re an old-style leader?  If you can say yes to the following, you may want to shift how you manage others:

  • You direct, dictate, and do most of the talking
  • You presume and assume
  • You manages only for results
  • You solve problems in isolation
  • When things go awry, you assign blame

“Sometimes a person just needs a little inspiration or a different thought to get them propelled in the right direction”. — Tondeleya Allen

On the other hand, leading with a coach approach can inspire and empower your best employees. What is a coach approach? Coaching is a developmental process designed to help individuals and teams achieve and sustain top performance in support of the organization’s goals. It’s a venue for promoting discovery, learning, growth and higher levels of performance. It’s a collaborative effort where the coach serves as a strategic thinking partner, and manager and employee think and plan together. Think of it as an ongoing partnership, a sustained alliance.

Those who lead with a coach approach tend to:

  • guide, empower, and listens a lot
  • explore and discover
  • manage the development of employees
  • create partnerships with employees to collaboratively solve problems
  •  take responsibility when things go awry.

Learning to lead with a coach approach is about understanding the needs of those who work with you.  Here are a few things that people are looking for in someone who is managing them. They want to:

  • Know what is expected of them
  • Have the opportunity to do their best every day
  • Make a contribution
  • Be recognized for their work
  • Have someone at work care enough to encourage their development
  • Have their opinions count and be heard
  • Have the opportunity to learn and grow
  • Be respected

There are many benefits of being a leader who inspires others to be their best. First of all, it makes the manager’s job easier and reduces turnover and associated cost. It increases productivity, improves work quality, and promotes innovation (because the environment is a safe place to take risks). It provides clarification of the manager’s expectations, and “stretches” people to reach for bigger goals, to name a few.

In other words, people who are led with a coach approach become satisfied, engaged employees. Research shows that organizations with above-average employee satisfaction scores also had:

  • 38 percent higher customer satisfaction scores
  • 22 percent higher productivity
  • 27 percent higher profits

Learning to incorporate a coach approach to leadership can help you go from being a good leader to a great leader.  And along the way, you’ll be able to bring others along with you toward that greatness.

“Great leaders can inspire their people to unprecedented feats, convey grand visions of the bright future that beckons, rally the people to heroic efforts in defense of their country or their beliefs.” — Will Peters

Don’t miss the view

Article submitted by Amy Sargent.

I woke early and hopped on my bicycle, barefoot, and pedaled over to the beach in the first rays of the morning light. Pinks, oranges, and purples danced across the water’s surface. Sea gulls flocked together on the shore and sat silently looking seaward, dreaming of discarded sandwiches and half-empty bags of chips. A lone heron stood on one foot, stately and elegant, and a silvery fish jumped with a splash.The waves rolled in gently and the breezes whispered promises of peace and hope. Early mornings on the beach are the stuff dreams are made of.

That is, if you look past the trash strewn across the sand, remnants of yesterday’s revels. Broken glass, empty soda cans, bags of garbage, diapers, broken chairs, plastic sand toys, dismantled canopies, busted umbrellas, fast food wrappers, grocery bags, cigarette butts, and oh, those plastic water bottle lids by the dozens.

Here’s a thing I was thinking about. If I only focused on the garbage, and believe me, there was a LOT, and reflected on what kind of people would leave such a mess, the whole beach experience would be pretty crappy. I could get on social media and yell about it, criticize, and make snide remarks, making it clear I am not “these type of people”, and how the world is going to h-e double hockey sticks because of it. I could pretend “it’s my duty to inform you” of how degenerate people are and describe in detail their dastardly ways so you, too, can jump on my bandwagon. I could word my posts in such a way which breeds fear and panic about how polluted our world is, where no one would ever want to venture out to that dangerous, scary place called the beach again.

But look at this picture. Despite the messiness, the vista was breathtaking.

With a focus bent on the negative, I could have missed it.

Or, I could consider a different perspective. I could shake my head, then get busy picking up some trash. It’s not fun. It’s actually kind of gross. It hurts my back a little, too. But doable. Instead of scorning “them”, I could choose to offer forgiveness to those who don’t know better (or maybe do and make a choice to care about things different from me). And all the while, soak in the stunning beauty which surrounds me.

Every day we read and watch nothing but negative behaviors on our news feeds. There’s some pretty awful stuff going on, hurtful and shocking and scary. Is it tainting your view of all humans? Of our country? Of this world?

And what are you doing about it? Are you helping pick up the broken pieces during these crazy times, or just kicking them around, making an even bigger mess?

I know, the trash is real, and it’s ugly. And there are dangers associated with it, and things are not as we’d like them to be, and we’re scared. But try to keep living, humanely, despite it all. It’s easy to kick around the anger, fear, and worry, spreading it to everyone you know. It’s harder to bend down and pick it up, and put it in its place.

If you feel at a loss as to what you can do to help in these unsettling times, consider picking up some of the residue left by others who are hurting, angry, and struggling. Grab a bag and carry it for them, and find a place to discard it, even if you don’t think they deserve it. Maybe it comes in the form of sending encouraging words in a text. Maybe send some money anonymously to help someone who is struggling financially. Maybe share a positive post. Maybe make someone laugh. Maybe let them know you value them. Maybe share a meal, send a gift card, or ask someone how they are doing, and take time to really listen. Discover their needs, their fears, their dreams, and figure out how to help clean up the mess. Because we all end up in messes sometimes. And we all need others to help when we find ourselves in that messy place.

And while you’re doing that, look up.The sunrise is amazing. Sure, these days you have to look a little harder to see it, but it’s there, every morning, the dawning of a new day. So lift up your eyes and look from the place where you are, to the north, and to the south, and to the east and to the west. You won’t want to miss the view.

Offering kindness: An innovative way to lead

Article submitted by Amy Sargent.

Not sure about you, but I’ve never once been inspired by someone’s angry, political rant. Oddly, I’m not moved to action by someone shouting at me to do/not do something. Accordingly, when someone hurls insults, calls names, or attempts to shame…again, strangely, I don’t find that motivational. Over the years, I have changed my viewpoint and actions exactly zero times as a result of that sort of behavior. You? Maybe I’m just stubborn that way.

Here’s a thought: If you really want to influence the way someone thinks, convince them that your way is best, or lead people into action, maybe consider a different approach.

Do something kind for them.Tell them what you appreciate about them, in detail. Thank them for who they are. Forgive them of past wrongs. Anonymously send them money with an encouraging note. Pray for them (all the while asking to see how you might be ‘off’). Send them a gift in secret. Treat them to coffee, or dinner, and when you’re together, do nothing but ask open-ended questions and listen. Offer respect. Validate their differing point of views, even if you don’t agree. Encourage them.

And if that’s just asking too much, consider getting out and doing something wonderful for someone else today…not by yelling, ranting, or condemning, but by showing active love. It’s kind of hard…especially when times are tough…but we can do hard things.

Yes, be smart. Be wise. Be alert. Be discerning. Be shrewd. And be kind.

Then, when you stop for a moment and glance behind you, you might be surprised by how many followers you have, looking to you to lead them, wanting to know more of how you think and learn from you.

Or, keep shouting into that social media megaphone, attacking and demeaning. It’s a choice we each get to make.

No matter how many shut downs, lock downs, viruses, conspiracies, quarantines, curfews, scandals, wars, and rumors of wars, that’s one freedom no one can take away.

13 Ways to Be More Collaborative

Article submitted by Amy Sargent.

Boy, are people cranky these days! And for good reason, right? Our norms have been turned upside down, and, combined with fear, uncertainty, financial strain, and worry — it’s a sure recipe for contentiousness.

Just take a look at just about any social media page. People can post the most innocent of comments — or not — but no matter, there’s always someone, or some-many, who will jump on their soapbox and argue, call names, sling insults, and make snide remarks, sometimes just to be disagreeable. Why is it when things get tough, we tend to throw teamwork and collaboration out the window?

Some would say it’s human nature and can’t be helped.

“Bad temper is its own scourge. Few things are more bitter than to feel bitter. A man’s venom poisons himself more than his victim.” — Charles Buxton

Oxford Language Dictionary defines human nature as “the general psychological characteristics, feelings, and behavioral traits of humankind, regarded as shared by all humans.” Why, then, if it’s something we all share, are some people kindhearted, uplifting, and encouraging, while others seem prone to be the thorn in everyone’s side?

It comes down to choice.

Contrary to popular belief, we get to choose how we react to the emotions we are feeling. Every single one of us can either choose the path of collaboration, or, decide to go down the path of contentiousness. We have the choice to either fall victim to our emotions and allow them to take us down the spiral of negativism, cynicism, and criticism, or use them as a vital source of data which can lead to greater connectivity and cooperation with others, leading to healthier, happier relationships.

No matter your circumstances, no matter how tough things are, no matter how utterly frustrated you may feel, you get to choose how you respond.

Experiencing negative emotions is normal. But we don’t have to act out on them. So why does it feel like poor behavior sometimes is an automatic reaction, one that can’t be helped? The answer has to do with how our brains are wired. When presented with stimuli which trigger a strong emotion, the signal first arrives to the emotional part of your brain, and communicates that you either need to fight or take flight, without delay. It takes another six seconds for the signal to hit the rational part of your brain and allow you to use reason in choosing your next steps.[How to best manage the six seconds that can change your life (for the worse)].

If you choose to react within those first six seconds, chances are your choices may be clouded by the hot emotions you’re feeling. Those are the moments when we shoot back that feisty text, fire off a heated email, or exchange hurtful words in a disagreement. This out-of-control response is a result of an amygdala hijack, a term coined by Daniel Goleman in 1995. The amygdala, the part of the brain designed to respond quickly to  threats, in order to protect us from danger, can interfere with our functioning in our day-to-day lives where perceived threats are now rarely a matter of life and death. 

If we delay reacting by just a few more moments, allowing the brain to take the emotional stimuli and process it with the rational part of our brain, we have a much greater likelihood of making a thought-out, cooperative and productive decision. [Amygdala Hijack and the Fight or Flight Response]

Easier said than done.

Becoming a team player, and leading others toward collaboration, takes emotional intelligence, including self-awareness, self-management, other awareness, and relationship management, to pull it of. These traits often don’t come easy. But with some focused effort and the help of a social + emotional intelligence coach, you can take steps in a new direction.

If working collaboratively with others is not one of your strong points, here are some things to try to work toward  a more cooperative approach:

  • Hit pause. When you feel your temper rising, take a break. Inhale deeply, step away, take a walk — anything to give your brain a chance to bring reason to the table.
  • Look for opportunities to team up with others. Instead of going it alone on your next project, find a few others to collaborate with and let them know you’d really appreciate their input.
  • Enhance your listening skills. When others offer their insights, even if you don’t like what they’re saying, tune into what they’re trying to communicate and take a genuine interest in learning more. Understanding their motivations may help you be more open to a differing viewpoint.
  • Keep others informed as to your goals, projects, timelines, and successes along the way. Communicating with others helps them feel like part of the team.
  • Be sure to say thank you to those who are working with you. Gratitude goes a long way in building rapport with others. Some people thrive on public recognition while others appreciate a private “thanks”. Learn your team members and be generous with your appreciation.
  • Lead without dominating. Seek out ways you can ask for input and allow for time and space for others to come up with suggestions, ideas, etc…especially those who may be quieter or less assertive.
  • Give validation freely. Letting others know their input is valued, even if the ideas presented are not ones you’d necessarily incorporate, goes a long way in building a cooperative spirit. An old proverb says, “In a multitude of counselors there is safety.” A variety of ideas, even the ones which sound crazy or far-fetched, can contribute to finding successful ones.
  • When conflict arises, attempt to resolve it sooner than later. Unresolved conflict can eat away at cohesion. Though avoiding hard conversations may seem easier in the moment, they’ll need to take place eventually. The sooner you can resolve disagreements, the sooner you can move forward toward your goals.
  • Treat everyone with respect and courtesy. There’s never a time when it’s OK to be rude, distasteful, or demeaning. No matter the job title, position, or lot in life, practice treating all people with high regard.
  • Share your resources with others. Don’t be an idea-hoarder. Who knows if your insights may spark imaginative ideas in others?“

“Many ideas grow better when transplanted into another mind than the one where they sprang up.” – Oliver Wendell Holmes

  • Allow others to take credit. Your innovative ideas may spur others to come up with creative ways of doing things…so much so that they may forget the original idea came from you. That’s OK. Exercise enough personal power to not need to have all the credit all the time.
  • Empower others to be successful. Good leaders look for ways for others to be successful. Which of your behaviors turn others off? What hurdles may be keeping others from feeling like part of your team? What needs do they have? How can you go out of your way to meet those needs?
  • Get to know your colleagues. Learn their spouse’s names, ask about what their kids are up to, and seek to understand their motivations and personal interests. When team members feel understood, and appreciated, they’re much more likely to be strong contributors.

Learning to get along and work well with others will enhance your own sense of well-being, as well as contribute to happier, healthier relationships and a greater sense of community…something we all could use more of these days.

“If everyone is moving forward together, then success takes care of itself.” – Henry Ford

We get to choose

Article submitted by Amy Sargent.
We’ve all had to modify our habits and behaviors in the past month, and because of this, it’s become increasingly important we tend to our emotional wellbeing.
 
Giving up routines
It’s hard to let go of our normal routines, especially routines we enjoy. It can be frustrating, annoying, and depressing. This disruption to our normal routines can be confusing and scary and _______ (fill in your own adjective). And many feel downright restricted, for good reason. Some of us can still get outside — some can’t. Some of us have huge houses to roam — some are cooped in very small spaces. Some of us get to work — some are getting paid not to work — and some can’t work at all. Some of us are financially sound — some are struggling to pay rent and feed our families. Some of us are alone — and some feel overwhelmed by all of the family members at home under the same roof. Some of us are sick in hospital beds — and some are still enjoying health. Some of us don’t know anyone personally who has succumbed to the disease — some have lost dear, loved ones.
 
How will you respond?
Noo matter our differing circumstances, we are in this together. We have all had to modify our lifestyles to some degree. And despite what some can do and what some can’t do, we have one thing in common. Choice. Choice as to how we respond to this upheaval of life as we knew it.
 
One choice is to let ourselves be filled with fear, worry, and dread, allow negativity to take hold, and complain, gripe, and blame. Many go down this path, and they can — it’s their choice. However studies show that consistent stress, fear and worry can take a toll on our bodies. If continued, it can wreck our immune systems and mental health — and have a negative affect on everyone we interact with.
 
Another choice is to choose emotional wellbeing. It’s not always the easiest route. It takes considerable effort to fight against the natural tendancy of negativity when times are hard.
 
This month I watched a video of a man who ran a marathon inside his tiny, dark apartment living room. Can you imagine the monotony of running ’round and ’round your kitchen table for 6+ hours? And think about being his neighbors in the flat below! I saw that a neighborhood conducted a socially-distanced dance party. I saw quarantined individuals singing from their balconies. I watched a dad who made his daughters laugh uncontrollably (and drove his wife crazy) by acting like a dinosaur every time his girls said the words, “dinosaur dad”. I’ve seen a boy smiling as he rides his bike outside my window every afternoon. I’ve witnessed moms getting creative with crafts to keep their kids occupied. I’ve participated in video conversations where people shared things they’re grateful for. My neighbors have been gardening. One friend has been riding her horse. Another friend initiated weekly virtual happy hours with her colleagues. My daughter-n-law, who was sick with coronavirus, got a new puppy, and shared the photos of her laughing at his antics, which brought us all joy, despite the extreme discomfort she was in.
These people, as many around the world have done, have chosen to find joy despite their negative circumstances.
 
Yes, times are difficult. We face so much uncertainty and it’s easy to let fear creep in and take hold. But have you ever been one to choose the easy route? Think back on all of your own past success, accomplishments you are really proud of, great and small. Was it easy to get there? Did it really take no effort? You can do hard things. You’ve done it before and you can do it again. We all have and can.
 
Finding Joy
What do you like to do? What makes you laugh? What makes your heart sing? Yes, I know — you most likely can’t do these things, right now, in exactly the same way you did before. But are there ways you can modify a bit and still make them happen? Maybe it’s a video chat with your best friend. Of course that’s not as good as being with them in person — but at least you can see their face and hear their voice. Maybe it’s opening your window and letting in some fresh air — even if you can’t go outside. Maybe it’s practicing yoga in your tiny apartment — not as good as your class at the gym, but better than nothing? Maybe it’s watching a funny movie at home instead of the theater. Maybe it’s getting creative with the limited food staples you have and coming up with a new dish…even if it turns out badly! Maybe it’s grabbing a pencil and sketching what you see from your front porch. Maybe it’s writing encouraging notes to friends to cheer them up. Maybe it’s having family members take turns creating a ‘restaurant night in’ so you feel like you’re still eating out.
 
And maybe it’s learning to find joy in the little things which may have gone unnoticed up until now.
 
The choice is ours
Again, we can choose negativity. We get that choice. But our emotional health is vital during times such as this. So I’d like to encourage you to fight the tendancies toward pessimism. See if you can’t try at least one thing today which will lead to a positive outlook, even if it’s just for a moment. If you can’t muster anything up, simply write down a few things you’re thankful for. Then try it again tomorrow, and maybe extend the time you spend doing it. Each day, increase the number of things you write down, and begin looking in all the nooks and crannies of your life for more. Share these with others so they, too, can benefit from your walk toward improved an improved emotional outlook and possibly be encouraged to do the same.
 Choosing positivity is not being naieve, or silly. Trust me, we still will remain very aware of the trying circumstances which surround us all. Things like this aren’t something we can just block out.  This is tough, maybe one of the toughest things we’ve experienced. But despite what’s going on around us, most of which we have no control over, when we choose to engage in joy-producing activities, we can at least begin to exert energy toward the thing we have control of — our own emotional wellbeing.
We get to choose.

What Services Do Servant Leaders Provide?

Article contributed by guest author Dennis Hooper.

Sometimes leaders ask if I help organizations understand and implement “servant leadership.” Maybe the individual has heard of the concept but can’t imagine how it functions, considering his or her current beliefs about leadership. I love exploring existing perspectives with inquisitive people, helping them see a more effective model and allowing them to adjust their leadership behaviors.

The most common image of leadership involves the traditional pyramidal hierarchy. Developed centuries ago, the corporate organization chart clearly identifies what portion of the empire each leader controls. “These people work for me” is the operative mental outlook. Within this framework, many leaders find it hard to consider “what can I do to serve them?”

So, let’s start thinking about servant leadership by representing the organization through a different model. Imagine how we might use a tree as a more appropriate organizational metaphor.

Visualize that the individuals who do the work on a day-to-day basis are the leaves. They are supported by the branches, which are the organization’s managers and supervisors. Top management is the trunk supporting the branches and leaves and delivering water and nutrients up from the roots.

The trunk and branches provide substantial support for that portion of the organization where the “real work” is accomplished. When the winds of change blow, the trunk and roots provide stability, keeping the tree anchored firmly. The tree’s extensive root system collects revenue from customers, and the trunk delivers the needed capital equipment, raw materials, tools, and supplies to the leaves.

Through this simple paradigm shift, many individuals are immediately able to better understand the concept of servant leadership. The trunk and branches function collaboratively to ensure the health and growth of the twigs and leaves. A tree is a living organism; if any part becomes diseased, the life of the entire tree is in jeopardy.

If the organization remains healthy, the parts that do the “real work” are pushed higher, competing favorably with surrounding trees for sunlight. Growth, through increased production and reliability, is a natural desire among those doing the work. The trunk and branches grow only as much as is required to deliver the resources needed by the growing numbers of leaves.

Pyramids were never intended to grow; they were designed as tombs! Trees, however, are alive and beautiful. With apologies to Joyce Kilmer, “I think that I shall never see a pyramid lovely as a tree.”

Now, let’s consider the real-time services that you provide when you function as a servant leader. Let’s start with you as entrepreneur, gathering resources and sending up the first shoot. Leaves are added as survival seems viable. Growth occurs quickly in those first few years as the tender seedling seeks sunshine and manages to avoid consumption by insects and herbivores.

Once the organization matures, you as leader provide opportunity, resources, a healthy work environment, and clear expectations. Depending on the surroundings, you communicate direction so that everyone is empowered to achieve the inspiring vision of robust growth. When problems arise, you listen and collaborate to eliminate obstructions and obtain needed resources.

You offer coaching, feedback, respect, and expanded responsibilities. You inform everyone of the organization’s results and you invite new ideas. You offer encouragement, hope, balance, and clarity. You tell the truth. You plan so last-minute requests rarely occur. You keep promises that you’ve made. You ask people what they need, and you work to provide it.

Lest we take this model too far, let’s acknowledge that those doing the “real work” are accountable to your authority. However, the leaves rarely need to be reminded why they exist. They realize that their role–processing sunshine, water, and nutrients–is a critical function for the success of “the tree team.”

As a servant leader, you support and empower those who do the “real work” of the organization!

A Spark of Creativity

Article submitted by Amy Sargent.

If you’ve ever watched fireworks, whether as a small child or as an adult, it’s likely you’ve experienced moments of awe at the grandiose pyrotechnics illuminating the night. What’s even more amazing is that all it takes is a relatively small, smoldering stick to spark the explosive array of color, sound and light overhead.

When it comes to creativity, it seems some are able to come up with innovative ideas comparable to a dazzling display, where others of us can’t even seem to get the match to light. And it’s true: some people are more creative than others. However, each of us have the ability to improve our creativity, and all it takes is a small spark to light things up.

“If you want something new, you have to stop doing something old.” –Peter F. Drucker

We often think of creative people as those who can draw, or paint, or pull off an amazing performance on stage. At the office, the creative gene may seem to be limited to those in leadership. Or maybe you see ingenuity as the role of those on the creative team in the marketing department. At home, it may be assumed that it’s your significant other’s role to keep things new and interesting. I like to think that creativity spans a broader demographic, and is a behavior which can be achieved by anyone who puts their mind (and effort!) to it. Consider creativity in a more comprehensive sense. For example, it could be as simple as being open to and actively pursuing novel ideas. It’s being willing to take on new approaches, and seek out fresh ideas from a variety of sources. It’s being able to consider new solutions to old ways of doing things, and being willing to ask questions which generate new ideas–and encouraging others to do the same.

Creativity can be about taking risks to test out a new idea to see if it’s a worthy one. It’s about being curious. People who are creative tend to be flexible and adaptable, and view ‘failure’ as feedback instead of a setback.

“If you have always done it that way, it is probably wrong.” –Charles Kettering

Looking at it in this light, how creative are you? Here are some questions to ask yourself.  If you answer yes to any of the below, your creativity could probably use a spark:

  • Do you worry about impending yet necessary change in your personal or professional life?
  • Do you respond negatively to new situations?
  • Are you one to complain when changes occur?
  • Do you take an inflexible stance when new ideas are introduced?
  • Are you hesitant to take on new challenges?
  • Have you ever said, “That’s not the way we do things”?
  • Do you drag your feet toward change even when you recognize the ‘old ways’ aren’t working anymore?

If you have more yes’s than no’s, there’s no need to write yourself off as hopeless. Creativity and innovation are competencies of emotional intelligence, that ability to be aware of our own emotions and those of others, then manage our behaviors accordingly. And the good news about emotional intelligence is that it can be improved, with some effort.

But first, why develop your creativity? Research shows that increased creativity can:

  • lift us out of ruts
  • sparks new ideas
  • provide fresh perspectives
  • open up better ways of doing things
  • give us a positive outlook
  • connect us with others
  • create a sense of accomplishment

“Imagination is everything. It is the preview of life’s coming attractions.”–Albert Einstein

Most of us who don’t think we’re creative allow ourselves to get stuck behind one or more of the following hurdles. Which one of these is preventing you from sparking something new?

1-Negative self-talk. “I’m just not creative,” you may tell yourself. And based upon what you’re thinking, it may seem as if it’s true. But in all verity, each of us can be creative in some shape or form. In his article, “Challenging Negative Self-Talk”, Ben Martin, Psy.D., suggests we start by testing the accuracy of our negative self-perceptions, by asking one or all of these four questions:

Just because someone has criticized you in the past doesn’t mean you have to wear their stamp of disapproval like a scarlet letter. Allow yourself to see yourself as imaginative despite the negativity of others.

2-I choose distractions. Would you rather mindlessly scroll on your phone or carve out time for innovative thinking? Here’s a quick test:  Yes or no – do you pick up your phone every time you have a free moment? If so, you may be limiting your ability–and time–to think creatively.  In an article entitled, “Why You Should Put Your Phone Down”, author Alexandra Hayes notes that “Allowing your mind to wander is a prerequisite for having a eureka moment, and when your gaze is perpetually glued to your phone, mind-wandering is nearly impossible.” [https://thriveglobal.com/stories/brain-body-benefits-less-screen-time/?]. Next time you pick up your phone, consider setting it back down and allowing your mind a little freedom to wander, and wonder.

3-I’m too busy. When my kids were little, they’d tire of a game or activity and whine, “I’m bored”.  Instead of fixing it for them by providing a new, engaging activity, I’d often respond with, “OK”.  It wasn’t long before they’d find something else to do, on their own. As adults, we tend to stay so busy that we never allow ourselves to feel bored. However, boredom can spark creative ideas. “Bored people feel that their actions are meaningless and so they are motivated to engage in meaningful behaviour,” concludes Wijnand van Tilburg, co-author of the paper, “Bored George Helps Others: A Pragmatic Meaning-Regulation Hypothesis on Boredom and Prosocial Behaviour.” [https://www.theguardian.com/science/2011/may/06/boredom-good-for-you-claims-study].

So consider freeing up your schedule for some ‘nothing time’, allow yourself to feel bored, and see what happens next.

4-Innovative ideas are not safe in this environment. Your surroundings may not feel like a safe place to exercise creativity. You may have a boss who disregarded an idea you had, or a significant other who laughed at your last novel suggestion for a fun, family activity. It makes sense why you may choose to shut down your creativity. In an article entitled, “Why A Culture of Innovation Doesn’t Work When People Are Afraid”, author Pere Rosales points out that when our work environment conditions us to keep quiet and do what we’re told, instead of exercising creativity, employees are concerned more with not coming across ignorant or incompetent. The result? “People keep everything—from big ideas to good questions—inside,” severely limiting new and innovative ideas for growth. [https://inusual.com/en/blog/why-a-culture-of-innovation-doesnt-work-when-people-are-afraid].

If you are in a situation such as this, it may be time to have a conversation with your manager or human resources professional, or, at home, with your significant other about how it is important for you to feel you have a say in helping to create new direction when needed. As well, be sure you are doing your part to create a safe environment for creativity, making sure not to criticize or ridicule new ways of doing things.

5-I don’t know where to start. Sometimes getting started is the biggest hurdle in sparking creativity. In Josh Spector’s article, “How to Start a Creative Project When You Don’t Know Where to Begin”, he speaks of the importance of recognizing there are two aspects to every creative project: ideas and execution. Sometimes we get overwhelmed by the actions we’d need to take that we shut down. Spending time on a simple brainstorming exercise can get the ideas flowing, thus helping us launch.

When you’re ready to ignite your creativity, here are a few prompts to journal about or discuss with a close friend or coach:

  • In which areas of your life are things feeling stale or stagnant? How does it make you feel?
  • What is one shift you foresee needs to be made in your workplace? At home?
    • What is your role in preventing necessary changes at work? At home?
  • If you were to make changes, who else would it involve and how would the changes potentially impact them?
  • What conversations do you need to have and with whom to initiate change?
  • What is one thing you can do today to start in a fresh direction?

Making the smallest of effort towards creativity may be just the spark you need to create your own fireworks display!

“There’s a way to do it better – find it.” –Thomas A. Edison

A Fresh Start

Article contributed by Amy Sargent.

“When the path ignites a soul, there’s no remaining in place. The foot touches ground, but not for long.”

― Hakim Sanai

Have you ever gone for a walk in freshly-fallen snow?

There’s something magical about taking those first steps onto the pristine white canvas of a serene, snow-covered landscape. A few years back, I had a mile walk between the city transit stop and my office, and often, after a snowstorm, I’d be the first to traipse through the deep snow which had accumulated overnight. The soft crunch under my boots blended with the dazzling sunlight dancing on the frozen terrain brought much delight on cold, wintery days. At the end of the day, I’d notice that many other footsteps had joined my own on the new path I’d blazed that morning.

It’s often like that when we decide to venture out in a new direction of life. With each brave stride, our footprints carve a way for us and others to make a shift toward fresh perspectives and experiences.

What better time to do this than at the start of a new year?

When is the last time you ventured down a new path? If you’re like most of us, change can be disconcerting. Many of us settle into our habits and get so comfortable that any disruption to ‘the way things are’ can throw us for a loop. It’s easy to fall into this routine of not only resenting change, but avoiding it at all costs.

But life seems to be chock-full of continual change, and it’s nearly impossible to tread the same path year after year, without incurring negative outcomes. Unforeseen circumstances — and the emotions which accompany them — can hit with the ferocity of a bitter winter storm, and if we’re not ready to plow through it, we can get ‘snowed in’ to old patterns and ways which don’t serve us well.

Part of being open to change is seeking out opportunities to learn new things. Whether you are a coach, an HR professional, a leader, or an individual looking to grow, I’d like to propose Social + Emotional Intelligence Coaching, a unique niche to add to your coaching skill set. Learning to coach others to improve their self-awareness, self-management, other awareness, and relationship management can bring about more life satisfaction to you and those you lead. Taking this new step can help you forge a passage though the ups and downs of life, making the way a little easier to navigate for both you and those who follow.

So bundle up, don your snow boots, and consider exploring the new path of social + emotional intelligence coaching in the new year. We offer online courses each month to certify you as a Social + Emotional Intelligence Coach and equip you to administer the Social + Emotional Intelligence Profile. Not only will you be giving yourself the gift of a fresh start, you’ll be able to turn around and lay the course for those you work with and lead as they attempt to cross their own barren landscapes.

Learn more in our monthly free one-hour webinars. Click here to learn more or register today!

http://www.the-isei.com/certificationcourses.aspx

What Services Do Servant Leaders Provide?

Article contributed by guest author Dennis Hooper.

Sometimes leaders ask if I help organizations understand and implement “servant leadership.” Maybe the individual has heard of the concept but can’t imagine how it functions, considering his or her current beliefs about leadership. I love exploring existing perspectives with inquisitive people, helping them see a more effective model and allowing them to adjust their leadership behaviors.

The most common image of leadership involves the traditional pyramidal hierarchy. Developed centuries ago, the corporate organization chart clearly identifies what portion of the empire each leader controls. “These people work for me” is the operative mental outlook. Within this framework, many leaders find it hard to consider “what can I do to serve them?”

So, let’s start thinking about servant leadership by representing the organization through a different model. Imagine how we might use a tree as a more appropriate organizational metaphor.

Visualize that the individuals who do the work on a day-to-day basis are the leaves. They are supported by the branches, which are the organization’s managers and supervisors. Top management is the trunk supporting the branches and leaves and delivering water and nutrients up from the roots. The trunk and branches provide substantial support for that portion of the organization where the “real work” is accomplished. When the winds of change blow, the trunk and roots provide stability, keeping the tree anchored firmly. The tree’s extensive root system collects revenue from customers, and the trunk delivers the needed capital equipment, raw materials, tools, and supplies to the leaves.

Through this simple paradigm shift, many individuals are immediately able to better understand the concept of servant leadership. The trunk and branches function collaboratively to ensure the health and growth of the twigs and leaves. A tree is a living organism; if any part becomes diseased, the life of the entire tree is in jeopardy.
If the organization remains healthy, the parts that do the “real work” are pushed higher, competing favorably with surrounding trees for sunlight. Growth, through increased production and reliability, is a natural desire among those doing the work. The trunk and branches grow only as much as is required to deliver the resources needed by the growing numbers of leaves.

Pyramids were never intended to grow; they were designed as tombs! Trees, however, are alive and beautiful. With apologies to Joyce Kilmer, “I think that I shall never see a pyramid lovely as a tree.”

Now, let’s consider the real-time services that you provide when you function as a servant leader. Let’s start with you as entrepreneur, gathering resources and sending up the first shoot. Leaves are added as survival seems viable. Growth occurs quickly in those first few years as the tender seedling seeks sunshine and manages to avoid consumption by insects and herbivores.

Once the organization matures, you as leader provide opportunity, resources, a healthy work environment, and clear expectations. Depending on the surroundings, you communicate direction so that everyone is empowered to achieve the inspiring vision of robust growth. When problems arise, you listen and collaborate to eliminate obstructions and obtain needed resources.

You offer coaching, feedback, respect, and expanded responsibilities. You inform everyone of the organization’s results and you invite new ideas. You offer encouragement, hope, balance, and clarity. You tell the truth. You plan so last-minute requests rarely occur. You keep promises that you’ve made. You ask people what they need, and you work to provide it.

Lest we take this model too far, let’s acknowledge that those doing the “real work” are accountable to your authority. However, the leaves rarely need to be reminded why they exist. They realize that their role–processing sunshine, water, and nutrients–is a critical function for the success of “the tree team.”

As a servant leader, you support and empower those who do the “real work” of the organization!

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