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From Fear to Trust

Everyone wants joy and happiness, but few realize that mental, physical and emotional well-being are the foundation to them all.

Each of us has the power to make choices to be our most joyful, loving and creative selves. So what holds us back from making positive choices to realize our full potential?
Our fears.
Fears of not having enough. Fears of not being loved enough. Or fears of not being good enough.

As leaders in our fast changing world, we need the skills to be able to face our fears, learn and adapt to change, constantly. The most successful individuals and companies are the ones who are able to adapt to change quickly.What prevents learning and growth are our fears. The biggest one is the overriding need for safety and security.

Here is some wisdom from Abraham Maslow:
“… Growth forward is made possible by the feeling of being safe, operating out into the unknown from a safe home port, of daring because retreat is possible… Assured safety permits higher needs and impulses to emerge and to grow towards mastery… In the choice between giving up safety or giving up growth, safety will win out.”
What Maslow is saying is fear holds us back, and trust enables us to grow.
Whenever we encounter a new situation, we need to have the confidence and trust in our abilities and our organization, to cope with the challenges and support us. It takes courage to grow, and trust in our environment to overcome the fears we may be feeling.
  • What factors in your environment are helping you build the confidence needed for a growth mind-set?
  • How are you enabling your people to embrace change with confidence in their abilities?
  • What is leadership doing to build a safe and secure workplace that will support you if you fail?
Having a growth mind-set enables us to learn and adapt to change. It must be supported by the right workplace culture and leadership. A workplace culture that encourages creativity and failure. This is because innovation entails trial and error. With a leadership style that builds trust and trustworthiness, that values you and your abilities.
Here is a team building tool to help you build greater awareness for the issues surrounding trust on your team.
The Trust Matrix (Graphic 5.3) and Trust Matrix worksheet (Worksheet 12-1) or pages 83 and 222 from my book, Conscious Culture.
How can you overcome your fears?
• Have confidence in your abilities.
• Have the courage to know you are safe and secure
• Trust yourself and others (this can be a biggie!)
Using the Trust Matrix Worksheet as a team building process empowers teams members to move from fear to trust.  It creates a safe environment for dialogue where individuals can share the  team’s strengths, and those areas where improvements can be made.
Joy and happiness are your birth-right. We mustn’t let our fears hold us back from experiencing the best this life has to offer.
Much love from Singapore
Joanna

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 – Awakening the Heart of Leadership Potential

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.

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.

What Hinders Innovation? A Leadership Culture of Fear

At the conclusion of my webinar Culture Eats Strategy for Breakfast I ask the question: “What would you do if you knew you could not fail?”

How many of us limit our potential and thus reduce our level of employee engagement because we fear repercussions from our behavior or judgement by our peers?

In many workplace cultures, a culture of fear governs people’s behavior. We fear not having enough which can lead to control and greed. We fear not being appreciated, loved or respected enough which can leads manipulation, and blame. We fear not being good enough which can lead to bureaucracy, information hoarding, and silo mentality.
When it comes to innovation and creativity, how many of us will not put forward an idea out of fear of not being right, or we wait for that one piece of data that will ensure it’s acceptable. And eventually the idea loses its timeliness and the opportunity for collaborative inspiration passes.

An excerpt from the book Conscious Culture , by Joanna Barclay
A few years ago, Shell CEO Peter Voser laid out a bold vision for Shell to become the most innovative energy company. Inspired by this call to action, chemical engineer Mandar Apte, part of Shell’s Game Changer program, designed the Empower initiative – an educational, staff-led curriculum that uses meditation exercises sourced from the International Association for Human Values to build individual capacity and enable creativity and innovation.
Apte: “Innovation starts with an idea, a hunch, a gut feeling. You don’t really know whether it’s going to be successful or if it’s going to fail unless you try it. You keep doing small things one at a time and you have small wins. Even failures tell you something, so you go back and you analyze. Innovation is a process.”

And with Empower, staff are provided with tools to develop greater emotional intelligence and inner resilience to improve focus and overcome failure.

Apte: “One has to learn how to drop the old habits, the old ideas, the old concepts, and taking a pause from the business of today, create a gap in your mind from the train of thoughts. That’s what meditation allows you. It gives you tools and techniques to pause. The second step involves social processes and interpersonal skills. If you can invoke compassion or empathy in yourself, where you are not judging yourself, you’re not criticizing yourself, nor are you judging somebody else, then I think there is a space for insights to be created. These qualities are crucial for grooming your own innovative skills and nourishing the innovation culture in an organization.”

The challenge for leaders is how to measure the return on investment, and gauge the impact and success of programs like Empower. At Shell they decided to capture anecdotal evidence through stories of empowerment that changed the culture and people’s work habits.

Apte: “Some stories are about how people have been able to make unique connections. By nature they may not have chosen to interact with somebody else, but through the Empower techniques, they have built connections that are beyond their traditional skill pool. It’s through such connections that you can start thinking about non-traditional ideas. That is how you can leverage someone else and together, co-create something. It’s not an “I-win-and-you-lose” world. It’s a world where I need to think about how I can win and how I can make you win. The third kind of story we measure is when a group of staff have gone through the Empower program and then they organize a workshop for their peers… creating a culture of empowerment around them.”

What impact has Empower had on helping Shell employees become better leaders?

Apte: “I think everybody is a leader and everybody strives to do the best they can. The Empower program, because it is based on breathing and meditation techniques, is a tool-set that you walk away with and can practice every day. It’s like running a marathon. You have to do the meditation practices every day to build your capacity to overcome the blocks to your own innovation and creativity. Secondly, regular meditation practice helps develop positive habits that will support you and the company to be creative and more innovative. I think Empower has provided these self-development tools to staff and empowered them to play a role in the innovation culture”.

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.