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Heeding a Wake-Up Call Do you need to change?

<!–Heeding a Wake-Up Call ÔÇô Do you need to change? –>Heeding a Wake-Up Call Do you need to change?

Have you recently received a wake-up call and done nothing about it?

It could be a personal health problem, or a challenge related to your business. High blood pressure or threats from the competition, heart attack or equipment failure, these are all signals for the need to change. All too often, our attachment to old ways that brought success, coupled with our fear of the unknown, cause us to deny, explain away, or overlook these wake-up calls. Consequently the wake-up calls get louder, more painful, and more costly.

Finally, when the true “aha moment” happens, and you listen to your wake-up call, you’ll begin to see things differently. This is called a mind-set shift. The shift enables new thinking and options to emerge, responding to what’s happening around you.

The shift in mind-sets can happen, and often does, at all levels of the organization. However, until the leaders get it, significant results will be limited. This is because the executive suite controls where the company invests its resources.

You can determine whether your change is transformational by answering three basic questions:

1. Does your change require you to change your strategies, structure, products, services or technology, to meet client requirements in your marketplace?

2. Does your organization need to begin the change process before the destination is fully known and defined?

3. Is the scope of the change large enough that the organization’s culture, people’s mind-sets and behaviours are required to change to implement the changes successfully?

If you answered yes to any two of the above reasons, you are likely going through transformation.

Most companies are still dominated by numbers, information, and analysis. That makes it harder to tap into intuition, feelings, and non-linear thinking – the skills that leaders will need to succeed in the future.” Mort Meyerson, Chairman, Perot Systems

When the wake-up call happens, the leader’s shift in mind-set will help them change how they think, behave and lead. They realize they must create something new and approach the situation in an entirely new way. They also begin to accept the old ways won’t work for their new challenges and they must also change personally.

This is when personal programs in self-awareness and self-mastery, or corporate programs like the TLEX Program, are most helpful.

FEAR and UNCERTAINTY

The transformation journey is a difficult one because it is full of uncertainty. Leaders quite often haven’t been on this road before. It can feel scary and uncomfortable. Working with a consultant who has been on this journey is a great assistance and highly recommended.

When leaders don’t have all the answers, it causes resistance to go up, and commitment and performance levels to go down. This is when leadership and engagement communication is needed most.

Tips for leading Transformational Change
How do you manage such an unpredictable process? You don’t.
At best you FACILITATE it.

Facilitative leadership communication skills enable you to create a culture of participation.

1. Begin by giving up an expectation of controlling the change process;

2. Next, actively pursue information and feedback to help you discover what you need to alter;

3. Enable people to learn from the feedback you gather, and turn the learning into appropriate course correction.

Facilitative Leadership Communication skills are an essential management capability to support transformational change.

Formulating strategies and methods to transform mind-sets and culture are critical aspects of change leadership. This is the expertise of the Culture Leadership Group.

Change strategies to engage your key stakeholders during transformation:

1. Stakeholder engagement early in the change process to understand the marketplace change they desire from you;

2. Leadership development, self-development, and personal growth training;

3. Listening sessions that model openness and authenticity;

4. Healing the past;

5. Communication strategies and plans that promote 2-way dialogue;

6. Team development that promotes open discussions;

7. Interpersonal communications skills including self-disclosure, truth telling, and active listening;

8. Conflict resolution and cross-functional relationship building;

9. Turning resistance into commitment by helping people resolve core human needs.

You might think that executives resist this type of work, but to the contrary. It opens doors they have always wanted to open, but just did not know how. And the outcome is often life changing and career shaping. In our experience, the degree of success is in direct proportion to the amount leaders embrace their own personal change.

Much love from Singapore.
Joanna….

Upcoming Events:
Culture and Workplace Happiness – Financial Women’s Association Singapore, July 13, 12 – 2:00pm
Art of Happiness
Develop Self-Mastery and Mindfulness, July 19 – 23

Pre-Conference Workshop
Leading Change and Building a Conscious Workplace Culture

At the CTT International Conference 2016: Values-Driven Leadership in Business and Society
Where: Toronto, Canada, When: September 26-27

Be sure to visit our Free Resource Center to get access to free e-books, worksheets and other valuable leadership development resources.

Our Signature Keynote- Bringing Happiness into the Workplace Culture.

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 your workplace culture and what is impact performance, 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, Global Speaker, Published Author, Certified Professional Facilitator, and 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.

Conscious Leadership

The core requirement for developing cultural capital is the right kind of conscious leadership. Leaders need to combine resilience and emotional capacity to continuously improve themselves as they continuously improve their organization. They make the change story personal by offering compelling reasons for change and engaging others. They model the desired behaviors and values and by so doing, the capacity for personal transformation. Attention and investment are made at the top of the organization to create a leadership team whose members are aligned and trust each other. Leaders are the number one champion of the change efforts and are seen involving themselves personally in the change.
Values-driven conscious leaders empower the organization to shift from “me” to “we”, and create cultural capital that is good for all. They provide direction and a concrete inspiring vision of the future that gives everyone a common sense of meaning and purpose. They are facilitative leaders who engage employees in dialogue, empowering them to voice ideas, experience, and knowledge. They create cooperative, collaborative relationships based on trust. Building commitment and with shared goals and values encourages people to work for a common cause. With respect and honesty, they model open communication and ensure staff have the necessary skills to achieve results.
Through cooperative collaboration and continuous learning, individuals perform higher and as a result the whole team and organization performs better. This collective action creates cultural capital that is good for all.

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.

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.

 

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.