Engaging and Empowering Employees with Facilitative Leadership

Leading discussions where participants are engaged in focused conversations, sharing perspectives, learning from each other, is a very effective form of continuous learning and facilitative leadership. When people are treated as equals and given accountability in the decision making process, they feel empowered to take ownership and responsibility for the solutions. Continuous learning, accountability, engagement, empowerment, and teamwork are the successful elements needed for successful transformation and high performance.

– Remember the last time you sat around with your colleagues, discussing a problem, there was energy in the room, camaraderie, everyone was participating, and contributing to solving the issue?
– Do you recall the sense of connectedness you felt, and level of commitment it generated?
– Didn’t it feel good being asked to collaborate, share your knowledge and experience, and make decisions that would make a difference?
– How successful was the implementation because you had shared goals and a way to achieve them?

Instead of facilitating by “the seat of your pants” and instinct, I would like to invite you to learn Group Facilitation Methods that teach leaders how to design and lead the most effective focused conversations. Some of my clients have even called the processes “Group Coaching”.

The power in the Group Facilitation Methods is learning how to ask the right questions at the right time. How does the human mind think? What role do our emotions play in decision making to ensure ownership and responsibility? How do you combine both the intellect and emotions to get the best results from a focused conversation? These questions and more are answered on the course.

Below are a few comments from Richard Saucier, Director, Treasury Board Secretariat, who attended the course in June 2013:

“I really enjoyed the course. It provided useful methods to interact with people, especially the meetings I need to chair. The structure of the group facilitation methods makes sure all the important aspects of a topic are covered, especially the emotional.”

The significant problems we face cannot be solved at the same level of thinking that created them” Albert Einstein

To lead change and transformation leaders need to create new consciousness (awareness) and sense of connectedness to build real commitment. Knowing how to design conversations that develop new thinking, and internal cohesion leads to greater success.

Group Facilitation Methods learning objectives:
– Access the wisdom of the group
– Improve horizontal communications
– Engage and empower participation
– Develop new awareness and connectedness
– Build commitment
– Strengthen harmonious teamwork

The course comes with the book “The Art of Focused Conversation” – 100 Ways to Access Group Wisdom in the Workplace.
Plus one hour of free coaching.

In-house courses are available upon request, with a maximum of 20 participants.
Contact Us for more information about how we can customize a program for you.

How would you like to become a leader that is known for empowering their people and achieving successful change?

 

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Personal Fulfillment

Connecting Personal Fulfillment to Performance

Leaders get excited when they figure out ways to increase personal motivation for their employees. Why? Because external means of increasing motivation are having less impact and are being removed in times of economic restraint.

So how do you find out ways to increase people’s sense of personal motivation? Ways that will engage them more and increase their sense of personal fulfillment on the job that also increases their performance.

Believe it or not it’s very simple and very powerful.

Ask them what they value most on the job and in the workplace.

You would be amazed to find out that everyone I have asked in my seminars and workshops recognizes the leap in performance when their values are lived. And conversely, the negative impact when their values are ignored or stepped on. In fact they would not want to continue working there, and many have said they left jobs because their values were being ignored or not being lived.

As leaders we often think it is necessary to hide our human values. In doing so this contradicts the power of our emotional intelligence.

Your empathy, compassion and caring for individuals will raise your esteem in the eyes of your staff far more that being autocratic and controlling.

How? When people know how much you care, then they care how much you know. They will listen and follow your leadership because caring builds trust and trustworthiness. Have you ever listened to someone you didn’t trust? Not likely.

Our values are an incredible, untapped resource because most of us are unaware of what our personal values are. We don’t make the time for self reflection and we certainly don’t discuss them in a group setting to see how they can be connected for the benefit of all. In reality they are the one thing that connects us all and empowers each one of us.

We all get up in the morning wanting to do good, be our best, to make a difference in the world and add value to life. This enlivens us and makes us feel good. When we feel good we have a positive mental attitude.

The law of performance states: Mental Attitude x Ability = Performance

When our mental attitude is low or 0 guess what kind of performance we have? All the ability in the world (knowledge, experience, training, education etc.) won’t help you perform better when you mental attitude is in the dumpster.

What prevents us from achieving our best and feeling good at work is conditioning (or culture) and our own mental models.

Can these be changed and transformed? Yes for sure. Our own consciousness (or awareness) is the tool and the object of change.

When I am aware or conscious of something change happens. If I am not aware things continue as they were.

What new thing have you discovered today? Having an inquisitive mind, being open to information without personalizing or seeking to blame, are mindsets that allow new thoughts, ideas and possibilities to emerge.

Expanding our consciousness is a way to access imaginable ideas that have not been thought before. They empower and enable personal and corporate transformation.

If you are looking for new ways to increase the effectiveness of your team or organization start by identifying the values that mean the most to people. Find out what they are currently experiencing both positive and limiting, and what they would like to be experiencing instead.

Then starting implementing 2-3 actions that demonstrate you are listening.

And watch your performance improve.

Be sure to visit our Resource Center for valuable leadership development resources

 

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Healthy Conversations to Improve Staff Engagement

In recent cultural values assessments conducted for clients interested in feedback about their workplace culture, several things have been showing up consistently. The desire for the following competencies related to facilitative leadership. With low staff morale, engagement and productivity, I believe we as leaders need to be the change and start having more facilitative dialogue with Staff.

The first step in transformation of any kind is to become aware of the problems and the need for change. Organizational transformation happens one healthy conversation at a time. Therefore each conversation we have with Staff is an opportunity to build engagement and empower them to be the change they want to see.

What is the quality of the conversations you are leading with staff?

How do you rate yourself on the follow facilitative leadership competencies?

Facilitative Leadership Competencies

  • Seeks advice. Builds consensus. Creates positive spirit.
  • Strong focus on continuous learning, continuous renewal and innovation.
  • Actively engaged in own personal development, and supports personal development of direct reports.
  • Empowers staff to make decisions. Resists the temptation to micro manage the work of others.
  • Adaptable, courageous and enjoys challenges.

Tips for Healthy Conversations:

Speaking: Say what you mean

Speaking with care enables people to understand and dialogue with your ideas

  • Think before you speak
  • Your voice and body communicate
  • Stick to the topic
  • Speak with the person or group
  • Say what you intend
  • Imagine the results

 

Listening: Hearing what others mean

Listening is about trust, respect, involvement and information more that it is about ears.

  • Stop talking
  • Look, act and be interested
  • Don’t interrupt
  • Try to get inside the other’s perspective
  • Listen between the lines
  • Watch body language

 

Asking: Interacting with intention

Questions are the vehicle that take us to interaction and understanding.

  • Clarify what has been said
  • Probe to find deeper meaning
  • Generate non-linear, creative thinking
  • Promote looking below the surface
  • Encourage reflection
  • Move toward action

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an- Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

 

Critical leadership team element – trust and internal cohesion

A critical element in building cohesion is having a culture of trust.
I’ve been working with several organizations lately who are in the process of transformation and trust is has been named as a big hurdle for senior leadership teams to address.

What does it take to build a culture of trust?

There are twelve basic conditions that must be met to build a climate of trust. Teams must master all these components to create a high performing team and a high performing organization.

Intent

Caring: To look out for the well-being of the organization and all its employees.
Transparency: To be clear about the motivations that lie behind all decision-making.
Openness: To be accepting and receptive to the ideas and opinions of all employees.

Integrity

Honesty: To be truthful and frank in all interpersonal communications.
Fairness: To act without bias, discrimination or injustice towards all employees.
Authenticity: To be consistent and sincere in thought, word and action at all times

Capability

Skills: To accomplish professional tasks with ease, speed and proficiency.
Knowledge: To be very familiar and conversant in a specific topic or professional subject matter.
Experience: To accumulate practical knowledge through personal observation.

Results

Reputation: To be held in favorable esteem by bosses, peers and subordinates.
Credibility: To consistently articulate ideas in a convincing and believable manner.
Performance: To discharge personal responsibilities with accomplishment and excellence.

Internal cohesion should begin with the leadership team. If the leadership team is out of alignment with each other, the whole
organization will be at odds with itself, and cultural entropy will be high.

We have found that the biggest single success factor in building a high performance organization is creating a cohesive leadership team. We have also found this to be the factor that organizations struggle with the most.

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Responding to Employee Surveys the Facilitative Leadership Way

Are you in a position of responding to an employee survey or perhaps planning one to find ways of improving performance?

Once you have the data, then what? DO SOMETHING!

I know this sounds obvious, however, there is evidence many organizations fail to respond appropriately. There is nothing more de-moralizing and disheartening as an employee to be asked for input and see no results. Being on the receiving end can be exactly the same – de-moralizing and disheartening to see the diversity of hopes and expectations.

What to do? How to respond in a way that engages and empowers your workforce, increase team cohesion and commitment to action? What happens in many cases is analysis paralysis where leaders do not respond in a timely way.

Leading the facilitative way is the most efficient and effective way to respond to employee feedback. Why? As human beings we have 6 basic needs: security, relationships, power, control, fairness, and competency.

Leading the facilitative way gives people:

  • Security – a sense the leader cares about them;
  • Relationships – it strengthens relationships and builds a sense of connectedness helping people understand each other better;
  • Power – to come up with solutions to the challenges and opportunities;
  • Control – their voice and ideas are heard in the process of change;
  • Fairness – it is open and transparent enabling people to see how decisions are made;
  • Competency – it builds communication and listening skills, and awareness of what is going on in the organization.

As a IAF Certified Professional Facilitator (International Association of Facilitators)
and ICA Certified Technology of Participation Faciliator (ToP) (Institute of Cultural Affairs)
I can do 2 things for your organization and help you respond to your employee survey:

    1. Provide facilitation services to build common understanding of the survey
      results and an action plan going forward with a shared vision and shared values.

Or

    1. Train your people to become facilitative leaders by offering 2 in-house courses:
  • Meetings That Work
  • Group Facilitation Methods
  • See attached descriptions – Both are offered in English and French
  • Maximum class size of 24 participant

Feed them fish or teach them to fish

For the past 13 years I have been facilitating using the ToP methodology.
Recently ICA Associates Canada invited me to become an ICA program Instructor.

Both these programs are effective and efficient ways to build organizational
capacity, uplift the human spirit and implement the ABCs of high performance: Awareness, Belongingness, Commitment

For more information on the benefits on The Facilitative Leadership Way.

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Feeding the Human Spirit

What inspires a person to give countless hours to community service and not be willing to go the extra mile for their employer?

This question came up yesterday in a seminar on Creating Cultural Impact I was delivering to a group a public servants. They were interested in learning how to create a high performing workplace culture in the aftermath of deficit reduction.

Culture in this sense is defined by how people do things, the way they work together, make decisions and management style.

I could sense it was an ‘ahha’ moment for the group, discovering the power of inspiration that drives people to give of themselves and want to make a difference for no financial return.

If they aren’t doing it for the money then what motivates people to do volunteer service and how can leaders tap into this source of inspiration and performance to create a high performing workplace culture. That’s the million dollar question for organizations.

We all have motivational drivers that cause us to do certain things and ignore others. These drivers make us unique and they add to the challenge in the workplace of managing diversity on a team. What inspires one person may not be the same for another person.
For example teamwork may inspire one individual while autonomy may be another’s preference in work style. The secret to creating a high performing workplace is valuing people for who they truly are and enabling those values to be lived.

Who are you? Some of the answers to this question are your personal values.
For example: I’m creative, I like teamwork, open communication, building relationships, commitment, integrity, honesty, respect, cooperation, making a difference, giving back … the list goes on. These values feed the human spirit. Some people would say they are the human spirit. They inspire us and are a source of life force energy.

What makes each of us unique is our personal values and beliefs. These values and beliefs drive our behavior. When you are able to live and experience your personal values they give you energy and a positive mental attitude. When you are not able to live these values, or they are being ignored or stepped on how do you feel? Do you want to continue working there and giving your 100%? No. Your engagement and performance drop off. Many people leave organizations because their values are not being respected or lived.

Gallup research shows the average level of engagement in organizations in North America is between 26-30%. What a waste of performance. People are coming to work but leaving their best at home.

The law of performance states: Positive Mental Attitude x Ability = Performance.

If positive mental attitude is 0 then no matter how much talent or ability you have, the performance will still be 0.

Personal values are what drive people to give of themselves and countless hours to community service. These same personal values will also drive individuals to excel and go the extra mile for their organization.

Hence a key factor in creating a high performing culture is aligning with personal values in the workplace. This means tapping into the personal values of individuals and finding out what will drive high performing behaviors. This knowledge serves to create a high performing culture.

We all want to wake up in the morning and be happy to go to work don’t we?

 

Be sure to visit our Resource Center for valuable leadership development resources

Our Elearning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

The High Cost of Low Engagement

Increasing employee engagement and performance are top of mind issues for business leaders.

  1. Do you know the cost of low engagement on your bottom line?
  2. What would you do differently if you did?

Low Engagement Scenario:

  • There are 100 people in the organization with an average annual salary of $50,000 = 5,000,000
  • Employees are at some level demotivated, but still competent – 40% demotivated
    • (Gallup average disengagement level in North America is between 65-70%)
  • This means they are operating at a level of performance – 60%
  • Operating loss of = $5,000,000 x .40 = (2,000,000)

Note: This loss does not count the cost of lost customers/clients because of dealing with one of these employees.

Demotivated and disengaged people do not like to be alone. They recruit others in the lunch room, company picnic… where ever there are opportunities to play the game “isn’t it awful”. Therefore if you do nothing the number of disengaged employees and costs will increase even more.

Demotivated employees usual stay for a minimum of 6 months or more.

How long do you want them to stay?

Have you considered what it really means to be engaged?

The new business paradigm of the 21st century has put more attention on culture, how things are done, decisions are made, and the work environment. Times have changed and with these changes management styles and leadership must understand and respond to what employees are looking for.  There are three key elements that will increase engagement.

Employees want to:

  1. Understand what they are responsible for;
  2. Be committed to the goals;
  3. Excited about where the company is going and helping it get there.

Why do Employees Become Disengaged?

  1. “Lack of energy” – they are not well-matched for the job, want to make decisions and not being allowed to
  2. “Lack of endorsement” – they do not feel valued, supported or included in the organization by their superior (recognition)
  3. “Inability to adapt to change” – they do not understand what is expected of them. The change strategy does not include training to support development of new desired behaviours.

To Shift Engagement

What would it be worth to your organization if you could measure your level of de-motivation and create a true atmosphere of full engagement that meets your corporate initiatives for growth? Check out the RESOURCES tab and download Improving Your Business Through Values to learn more about mapping and measuring your culture.

Does this interest you?

In our scenario with 100 people and 40% level disengagement, you are CONSERVATIVELY spending a minimum of $2,000,000 a year on demotivated employees.

Let’s SHIFT the perspective to what can be done cost effectively. If you were able to move your employees and increase engagement by only 10%, you would gain $200,000 to your bottom line.

Is this doable for you?

The way forward is changing what you value and associated behaviours. Change behaviours and you change business results.

The gains:

  • New ways of working with staff
  • Pinpointing exactly what is needed
  • More business focus and results orientation
  • Creating a positive “want to” íattitude toward tasks

The changes:

  1. New leadership behaviours to change the culture
  2. New employee behaviours indicating shifts in culture
  3. Improved business results

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Work Environments

Building More Meaningful Work Environments

How are you offering your people deeper meaning at work while at the same time achieving your organizational goals?

How do you connect and awaken the inner life force that inspires and drives each one of us to get up and face each day anew?

Most leaders have this desire, but are wedded to a way of thinking that treats people as a means to an end. For organizations to prosper, each person needs to connect their sense of purpose to that of the business. Understanding how to connect with people on a deeper level is the first step.

Becoming a more proficient facilitative leader or manager helps in building a more meaningful, engaging, empowering work environment.

Leaders who adopt a facilitative approach engage others in developing vision. Most visionary leaders are enriched when they interact with the ideas of others. Visioning together builds the kind of commitment that vision needs. Facilitative leadership has great potential for change.

When Managers adopt a facilitative approach, they increase the possibility of building powerful teams which bring visions and plans into reality. Working directly with those who implement projects and plans increases efficiency and effectiveness. Facilitative management build strong organizations.

I invite you to attend Group Facilitation Methods – a facilitative leadership communication training program that will help you to grow and develop these disciplines and roles which are necessary to support transformation and change.

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

16 Differences Between Successful People and Unsuccessful People

Letting go and embracing change is a big challenge, in our personal lives and at work.

Today I received this link in an email from my son-in-law, who, being very  thoughtful, was trying to help me through a difficult transition in my life. My husband and I are in the process of selling the family home and waterfront property which has been in our family for generations. It’s a place like no other. Just 20 minutes from downtown Ottawa, when you arrive and turn off the car, you feel like you’re 800 miles north, surrounded by 100′ Norwegian fir trees, and the tranquility of the Gatineau River.

Each of the 16 points about the differences between successful and unsuccessful people resonated on many different levels. They remind me of the values and behaviours I have written about in my soon-to-be-published book, Cultural Capital – How to Build a High Performing Workplace. I hope you find them useful.

1. Embrace change vs. Fear change

Embracing change is one of the hardest things a person can do. With the world moving so fast and constantly changing, and technology accelerating faster than ever, we need to embrace what’s coming and adapt, rather than fear it, deny it or hide from it.

2. Want others to succeed vs. Secretly hope others fail
When you’re in an organization with a group of people, in order to be successful, you all have to be successful. We need to want to see our co-workers succeed and grow. If you wish for their demise, why even work with them at all?

3. Exude joy vs. Exude anger
In business and in life, it’s always better to be happy and exude that joy to others. It becomes contagious and encourages other to exude their joy as well. When people are happier they tend to be more focused and successful. If a person exudes anger, it puts everyone around them in a horrible, unmotivated mood and little success comes from it.

4. Accept responsibly for your failures vs. Blame others for your failures
Where there are ups, there are most always downs. Being a leader and successful businessperson means always having to accept responsibility for your failures. Blaming others solves nothing; it just puts other people down and absolutely no good comes from it.

5. Talk about ideas vs. Talk about people
What did we all learn in high school? Gossip gets you nowhere. Much of the time it’s false and most of the time it’s negative. Instead of gossiping about people, successful people talk about ideas. Sharing ideas with others will only make them better.

6. Share data & info vs. Hoard data & info
As we all learned in kindergarten, sharing is caring. In social media, in business and in life, sharing is important to be successful. When you share you info and data with others, you can get others involved in what you are doing to achieve success. Hoarding data and info is selfish and short-sighted.

7. Give people all the credit for their victories vs. Take all the credit from others
Teamwork is a key to success. When working with others, don’t take credit from their ideas. Letting others have their own victories and moments to shine motivates them and in the long term, the better they perform, the better you’ll look anyway.

8. Set goals and life plans vs. Do not set goals
You can’t possibly be successful without knowing where you’re going in life. A life vision board, 10 year plan, 3 year forecast, annual strategic plan, and daily goal lists are useful tools of the mega-successful people in your life. Get your vision and goals down on paper!

9. Keep a journal vs. Say you keep a journal but don’t
Keeping a journal is a great way to jot down quick ideas or thoughts that come to mind that are not worth forgetting. Writing them down can lead to something even greater. You can even use mobile apps or your Notes function in your phone. But don’t fool yourself by saying you keep a journal and not following through.

10. Read every day vs. Watch TV every day
Reading every day educates you on new subjects. Whether you are reading a blog, your favorite magazine or a good book, you can learn and become more knowledgeable as you read. Watching television, on the other hand, may be good entertainment or an escape, but you’ll rarely get anything out of TV to help you become more successful.
11. Operate from a transformational perspective vs. Operate from a transactional perspective
Transformational leaders go above and beyond to reach success on another level. They focus on team building, motivation and collaboration across organizations. They’re always looking ahead to see how they can transform themselves and others, instead of looking to just make a sale or generate more revenue or get something out of the way.

12. Continuously learn vs. Fly by the seat of your pants
Continuously learning and improving is the only way to grow. You can be a step above your competition and become more flexible because you know more. If you just fly by the seat of your pants, you could be passing up opportunities that help you learn and grow!

13. Compliment others vs. Criticize others
Complimenting someone is always a great way to show someone you care. A compliment gives a natural boost of energy to someone, and is an act of kindness that makes you feel better as well. Criticizing produces negativity and leads to nothing good.

14. Forgive others vs. Hold a grudge
Everybody makes mistakes; it’s human. The only way to get past the mistake is to forgive and move on. Dwelling on anger only makes things worse – for you.

15. Keep a “To-Be” list vs. Don’t know what you want to be
A “To-Be” list is a great way to strategize for the future. I want to be an elected official one day. I want to be a TED speaker. I want to be the CEO of a public company. I want to be a great mother and wife. Unsuccessful people have no idea what they want to be. If you don’t know what you want to be, how can you achieve success? What do you want to be?

16. Have Gratitude vs Don’t appreciate others and the world around you.
Moments of gratitude, each and every one, transform my life each day- and unquestionably have made me more successful and more happy. The people who you are grateful for are often the ones who have a huge part in your success. Be sure to thank everyone you come in contact with and walk with a spirit of gratitude and appreciation and even wonder, about the world around you. Gratitude is the ultimate key to being successful in business and in life.

Now it’s your turn. Which of these 16 items resonate most with you?

As organizations are pushed to do more and more with less, stressing and burning out their top talent, your workplace culture becomes more important to motivate, inspire and ensure high performance.

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Expanding our Consciousness | Culture Leadership Group

Consciousness is Tool and Object of Change

Most of us get up in the morning wanting to do good, be our best, make a difference in the world, and add value to life. This enlivens us and makes us feel good. When we feel good we have a positive mental attitude.

Can our values change and transform over time? Certainly. Our own consciousness or awareness is the tool and the object of change. When I am aware or conscious of something, change can happen. If I am not aware, things continue as they were.

What new thing have you discovered today? To become more conscious, it helps to have an inquisitive mind, being open to information, positive or negative, without personalizing or seeking to blame. These mindsets allow new thoughts, ideas, and possibilities to emerge.

Expanding our consciousness is a way to access creative, innovative ideas that have not been thought of before. Such ideas empower and enable personal and corporate transformation.
If you are looking for new ways to increase the effectiveness of your team or organization, start by identifying the personal values that mean the most to people. A free individual personal values assessment is available be going to:
www.personalvaluesassessment.com

Once team members have completed the assessment, debrief the results together as a team. Find out what is important to people, what they are currently experiencing both positive and limiting, and what they would like to be experiencing instead to make work meaningful. Then carry out two to three actions to show that you heard and are actively listening.

And watch the impact on your team’s performance!

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.