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Coming Home – Listening to Our Inner Voice

It’s time to return home to Ottawa, Canada. My inner voice has been calling me home for over a year now. There are family concerns, work related opportunities, but most of all, my intuition is telling me it’s time. I know it’s a calling from my soul and something I cannot, and should not ignore. The same happened to me last summer when I decided it was time to get certified as an Equine Facilitator and develop a program working with horses in conscious leadership development.

Listening to our soul is the same as listening to our inner voice. The voice of our authentic selves. Unfortunately, most of us don’t have the courage it takes to do this. We are so used to listening to the voice in our head which tell us:
– “The time is not right.”
– “You’re not good enough, smart enough, rich enough, or strong enough.”
– “You don’t have the right credentials.”
– “Who do you think you are?”
– “If you don’t do it right the first time, you don’t have any business doing it at all!”

If we listen to this voice of self-deprecating doubt, how can we ever reach for and achieve our dreams? Where do these voices come from? And why do we let them make the most important decision in our lives?

Our authentic inner voice comes from a place a strength. A place of goodness that wants the best for us. Sadly, what happens from an early age, is we hear these voices from those around us who have a huge influence in our lives. Instead of listening to ourselves, we let others define who we are and what we are capable of.

The same happens in organizations. Every person in your organization has a voice. What are they trying to tell you? What would they be saying if you gave them a voice? What are their hopes and dreams for the company and what it could achieve if you listened to them?

One of the reasons I love being a professional group facilitator, and focus on cultural transformation with the Cultural Transformation Tools from the Barrett Values Centre, is they give people a voice in the process of change. It is in the process of dialogue on the results from the assessments, when inner transformation happens. And inner transformation precedes outer transformation.

The assessments are very simple and yet very profound. Simple because they ask only 3 questions. Profound, because the answers identify the corporate soul. In reviewing and reflecting on the results the group makes meaning of the assessment by giving voice and developing a common understanding for the values they selected. Those things which are most important to them.

The most powerful and impactful benefit of sharing values, people build a deep sense of connection and trust. Why? Because our values are the language of the heart, and the heart does not lie. Trust, loyalty, respect, where do you experience these in your body? Your head or your heart?
How are you giving voice to your inner self to achieve the dreams you have in life? How are you giving voice to your people in a way that could help you evolve and realize the full potential of your organization? Self-leadership gives us the power to make good choices for ourselves, because a happy inner life leads to a healthy mind and body.

The same is true for organizations. As leaders, we need to stop and actively listen to our people. They are the corporate life force, the human spirit filled with positivity that has wisdom which can give the best guidance in times of change.

Yes, it can be scary, not knowing what the future will bring. The same was true 5 years ago when we left home and ventured to the other side of the world. We had no idea what would be in store for us. How would our message be received? Would we find work?

In not listening to the voice of self-doubt, my husband and I have had the adventure of a life-time. We’ve met the most incredible people, and yes, leaving is bitter-sweet. But we know, it’s important to listen to the calling of our souls. Now, it’s time to come home.

Good bye Singapore with love. And thank you for all the wonderful memories.

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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.

How to Survive Artificial Intelligence – Conscious Leadership

Artificial Intelligence is scaring a lot of people.  It’s creating an uncertain world, causing everything we know to change at lightning speed. With information racing towards us at an unprecedented pace, we have more information at our figure tips now, than at any other time in human history.

How do we process all this information? We can’t. It is too much.  Instead of being knowledge workers, we have become garbage collectors, with information being collected (that is never processed) or deleted.
Artificial intelligence and machines are doing the job we can’t. When you think about it, it’s not our ability to think any longer, that differentiates our value from machines, rather our “human-ness “.  Our ability to feel emotions with heart, like compassion, and empathy, and building relationships based on connection and trust.

With the technological advancements that are disrupting our world, machines are out-thinking us in more and more fields.  What used to define us as humans was our ability to think.

The question of our times is “What does it mean to be human in a time of artificial intelligence and smart technology?”

If machines can replace us in thinking, what is the distinctive value we can offer that makes us uniquely human? The one thing machines will never have is “a heart”.

This is good news and bad news.  Having “heart” has been getting  a lot of positive attention recently.  However, leaders and managers still perceive having “heart” as a weakness. For this reason, they are not comfortable sharing compassion, authenticity, relationship building, and empathy.  They park their C.A.R.E. cars in the parking lot every time they come into work.

In our Conscious Leadership the Path to Awareness and Well-Being with Horses workshop, we work with leaders on their personal leadership in the presence of horses for two reasons. One – Emotional and personal growth.  Two – Horses have hearts five times the size of humans. The interaction with horses slows our heart rate down, we feel more calm and at peace as we de-stress and release tensions and anxieties.

Above all, in the workshop we encourage participants to connect with their feelings and hearts, through:

– interactions with the horses,

– in dialogue with each other,

– in contemplative and coaching practices.

 

We take the responsibility of developing Conscious Leaders very seriously. As transformationalists, our aim is to transform individuals, and organizations. Creating work place environments where human connection is valued and lived.

Changing the concept: “I think therefore I am.

To: “I care, therefore I am.”;

“I hope, therefore I am.”;

“I have a purpose, therefore I am.”;

“I reflect, therefore I am”.

To compete with the tech revolution, we’ll need to connect with more heart and connect between hearts.  People will be seeking human-to-human connections, the thing you can’t download, but have to upload from one human to another.

With 18 years’ experience as a Professional Facilitator, I have seen the difference it makes when we connect with each other in dialogue, sharing experiences and deeper connections.  People speaking about their personal values, connects at the heart level.  Values are emotions connected to the heart. Values such as trust, loyalty and respect.

When we connect with each other and share our ideas, we learn, we become more motivated,  our communication and understanding  improves , we are more enlightened in solving our global issues.

Connecting with each other we:

–       generate commitment

–       bond as a team

–       increase engagement and performance

–       resolve our challenges

 

Organizations that learn how to make the human connection the center of everything they do, will thrive and be the most resilient.  The best way to survive AI is to empower the whole organization, engaging staff in the process of change, being connected to their heads and hearts.

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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 Cost of an Unconscious Culture – Are Your Leaders Asleep at the Wheel

Do you know how many people are leaving each year and what an unconscious culture is costing your organization?

There is a saying, “Culture eats strategy for breakfast”.  Using the metaphor of an iceberg, Culture is the under belly.  It’s the thing we cannot see, but know the terrifying power it has. We only have to be reminded of the of the Titanic, the unsinkable ship, and the terrible loss of life that was suffered.

Workplace Culture is similar in so many ways. If you aren’t assessing your corporate culture, then it’s probably fair to admit you have an unconscious culture. “So what?” You ask.

 I hope all CFOs are reading this. Pay close attention to the following calculation:

Cost of Employee Turnover = # of Employees Leaving  X  Annual Salary  X  Cost to Replace (between 90 – 200% of annual salary)

Manufacturing Real Business Case:

  • Organization with 150 people and 30% annual employee turnover = 45 employees

Note: Singapore’s average is 20 – 30% annual employee turnover

Example:

  • 45 employees leaving X $60,000 annual salary X 120% annual salary = $3,240,000 million dollars

The business cost to SME organizations with 30% turnover is $3,240,000.

With 20% turnover, the cost is $2,160, 000 million dollars.

That’s a huge cost which can be directly linked to an unconscious corporate  culture.

The thing to ask yourself is “What are the employees experiencing that would make them want to leave?  When they do leave, what does it actually cost to replace them? The cost of training someone new, the cost of lost relationships they take with them. Calculate all the lost opportunities and business potential the person was providing, that is now gone.

There is an even worse scenario.

Consider an unhealthy, disengaged, disempowering culture that creates a toxic work environment. Where poor behaviour becomes the norm. And People to not leave.

Those who are dissatisfied, and disengaged stay and cause more toxicity.

What impact do you think this has on the whole organization?  Instead of attracting the best talent, you attract the “bottom of the barrel”. Unsavoury characters who bring with them even more problems.  Unfortunately, like attracts like.

Think of the reach and impact unproductive behaviours have. Every person who encounters them will suffer, somehow. Fellow employees, clients, customers, suppliers, community stakeholders.

Why do people leave organizations? Leaders believe the main reason is for more pay. However, the truth is people leave managers, not organizations. Leadership style has a lot to do with employee experience. The values and behaviours employees experience either inspire and motivate engagement and high performance.  Or they disengage and cause low productivity, negatively reducing the business’s effectiveness in achieving its targeted outcomes and goals.

Think of an organization you have left. What were the values and behaviours you were experiencing that caused you to look elsewhere for more meaningful work.  Where you would feel valued for all you had to offer.

There is a term used to describe all the limiting values and behaviours that cause conflict, friction, and frustration. It is Cultural Entropy.  When you think about entropy, what comes to mind? Something that is shrinking and dying from within. Examples are blame, disrespect, manipulation, control, distrust. You can see and feel the energy drain sucking the life force out. All these limiting behaviours have a negative impact on people’s ability to be creative, innovative, collaborate, connect, and trust.

The worst hidden cost of an unconscious culture is the loss of human potential. This is because loosing human potential directly impacts the human potential in the whole organization.

If you’re not growing, you’re dying. The entropy eats away all the positive intentions we have as human beings. I once stayed in a job for one year because I had given a commitment to the organization. However, the negative impact this had on my personality and spirit was tangible.  People could see my energy drain and the passion I have for my work, dwindle down. Until, at the end, I was so glad when the contract ended and I didn’t have to face the Monday morning blues.

So what are you doing to build a conscious culture?  This is why I wrote my book: Conscious Culture – How to Build a High Performing Workplace through Values, Ethics, and Leadership.

 Bottom line profit, and top line growth are directly impacted by your workplace culture, and people’s ability to perform up to their full potential. Your company brand is also directly impacted by your culture.  Who you are in the inside, the employee experience, has a direct impact of the client and customer’s external experience. This is your brand. Yes, workplace culture and company brand are directly connected.

In the assessments we conduct, we measure your organization’s entropy.  It is a measurement of all the limiting values and behaviours people select to describe your current culture. To find out the actual cost of your entropy, we take the % of entropy and multiply it by your HR Budget.

Cost of Entropy = % of limiting values x HR Budget $$$

Many organization today have 20 – 40% entropy.  With an HR budget of $3,000,000 that cost is $600,000 to $1,200,000.  That’s a lot of valuable resources spent on disengagement. Imagine what could be done if a portion was spent on building a high performing workplace culture by empowering people to reach their full potential.

As we experience more and more disruptive change, doesn’t it make good business sense to invest in your culture, and consciously build high performance? If you don’t, you can bet your competition is, because an organization’s culture is their #1 competitive advantage.  It is the only thing that cannot be copied or stolen because it’s made by you.

 Here are 3 tips for helping you start to build a conscious culture:

  1. Assess your workplace culture – get a baseline measurement so you can map, and manage cultural change in times of disruption.
  2. Revisit your mission, vision, and strategies – create a shared vision that will give direction and purpose to the whole organization.
  3. Select operational values and behaviours that will support your mission and vision, and build alignment.

Having a shared vision with shared values creates the internal cohesion necessary for high performing.  Take care of your people, and they will take care of your profits. Use your profits to take care of the planet, this is what I call conscious, sustainable leadership.

 

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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.

organizational culture

Build YOUR Desired Culture!

All power and effectiveness come from knowing how and acting appropriately.

 – Tao Te Ching of Leadership

The highest performing organizations pay attention to their organizational culture. In fact, they work hard at consciously creating and maintaining their culture, which they then use as a competitive advantage to attract, retain and develop the talent needed to achieve aggressive goals and objectives.

Culture in an organization is largely defined by:

  •  how people do things;
  •  the style of management;
  •  the way decisions are made.

Recent studies suggest that most strategic initiatives fail primarily because they do not address culture or identify necessary behavioural changes.

In focus groups and employee surveys, managers and employees are voicing concerns about the current workplace culture.  Silo mentality, information hoarding and bureaucracy are blocking desired values such as open communication, teamwork and collaboration. Blame, excessive control, and internal competition are limiting creativity, engagement and information sharing. Confusion, short term focus and a constant state of ambiguity are causing staff to feel insecure, anxious, and burnt out.  Leaders are struggling and looking for ways to create a sense of shared vision, shared values and harmonious work environment to motivate and inspire their staff.

To know the “how,” Cultural Transformantion Tools (CTT) from the Barrett Values Centre provide concrete data which enable leadership teams and staff to have in-depth conversations that lead to new levels of consciousness and awareness, shifts in mental models, and changes in behaviour.  Best practices for these conversations are highly inclusive, engaging employees to discuss workplace issues and exploring how they can function more productively.

Corporate culture used to be intangible.  Not any longer.  The CTT systematically maps and measures the values and behaviours of a team or whole organization to identify the values and behaviours that engage and energize employees.  They also identify values and behaviours that are causing the stress, frustration, and retention issues that diminish an organization’s productivity.  What you measure you can manage. The CTT enable organizations to engage in values management. By actively measuring and monitoring its values and behaviours over time, they continually adjust the culture for continuous improvement to sustain high performance.

The CTT identify what is blocking the road to successful transformation.  Understanding the issues leads to an ‘awakening’, a shift in mindset and source for new inspiration and strategies.

The CTT provide insights into the internal and external dynamics of transformation related to content, people and process.

Investing in the CTT Practitioner Training enables organizations to have an in-depth look at what they are dealing with when it comes to transforming the business and focusing on how people work together.  It can be the wake-up call for leaders to become more aware and choose a conscious approach to leading change.  The CTT provide insight sinto the internal and external dynamics of transformation related to content, people and process. Leading consciously has become a core requirement to seeing solutions to the challenges we face in the 21st century.  It takes conscious leadership to create a high performing culture.

To register for the CTT Practitioner Training:

https://www.oppia.fi/courses/cultural-transformation-tools-ctt/410f4d557ca59cc099c87c13f0480423

 

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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.

International Women's Day

A Challenge Facing Women Climbing the Corporate Ladder

Being a concsious leader means awakening your self-awareness and mastery,  knowing who you are and living in alignment with what is most important to you. When we live in alignment with what motivates us, we experience a deep sense of fulfillment, well-being and energy.

Unfortunately on the road to success, up the corporate ladder into a predominantly male world, women are parking their C.A.R.E. car and not bringing all of their people skills into the workplaceCompassion, Authenticity, Relationship building and Empathy are viewed as potential weaknesses. The impact of this is a workplace which is missing human connection. Not being able to bring all of one’s personal values into the workplace means there is a misalignment of our personal values, and this is a major cause of employee disengagement and low productivity.

When we’re feeling disengaged we experience emotional and mental suffering, stress, leading to phyical illness. Prolonged mismanagement of negative emotions is the superhighway to disease… DIS-EASE.

The values you choose to lead with are critical. They determine how people will interact, connect, and contribute to the goals you set for the organization.

Becoming a conscious, values-based leader means leading with the head and the heart. Values are the language of the heart. When lived, our values give us an unlimited source of energy and they fuel our performance.

So knowing what is most important and working together in alignment with those values is vital to you and your employees’ health, happiness and sense of fulfilment for strategic success.

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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.

 

Keynote speaker, Asia, Singapore, conscious leadership, Cultural Transformation

Slow Down, Cool Down

January 1, 2018, 1:20AM I boarded a plane in Singapore headed for Berlin. I was excited and couldn’t think of a better way to spend the first week of 2018 than on a meditation course with my spiritual master, Gurudev, Sri Sri Ravi Shankar.

However, like many such courses, the stillness of our mind is often tested before we reach the event. When I arrived at the airport, I soon discovered my original flight had been cancelled.

“Ahhh”, I thought to myself. “The Sanyam course begins!”

“Slow down, cool down”. These were the first words spoken by Gurudev, and soon became the theme for the week. I took a sigh of relief thinking…

“Perfect, this is just what I needed”.

Like most personal development programs the benefits experienced are mostly internal and difficult to put into words, so I won’t even begin to try. Suffice to say, after the course and a week at home, my nervous system is saying “Thank you!”.

If I had to choose one word to describe the week, I’d say “Celestial” 

In Part 3 of my book on how to lead cultural transformation, I begin with Chapter 7 entitled: Tools for Inner Transformation. Why? Because before you can lead change, you must develop the skills to be able to access new sources of wisdom that will guide and empower you to lead transformational change. Otherwise you will continue to do what you have always done, and that is not transformation. Transformational leadership requires you to go inside and access new imaginal ideas through your intuition, awareness, and creativity.

What blocks or supports transformation is the state of our mind and quality of our awareness. Our mind is both the tool and object of change. When we encounter challenges or problems, do we respond or react? I used to react in difficult situations and in the process manage to alienate those I loved the most. My emotions would get the better of me and I knew I was not thinking clearly with all my mental abilities. Now, with more awareness, I respond with a curious mind that is more centered and calm.

Tools for inner transformation are those that develop inner awareness and access knowledge in our subconscious mind. To access wisdom at this level, one needs to still the thoughts of the conscious mind. This can be achieved through the breath and meditation. An added benefit to stilling our thoughts is the peace of mind, mental clarity, and rest it gives to the whole body.

From the moment we wake until we go to sleep at night our minds are busy working at 14 to 32 cycles per second. This takes a lot of energy and is why we come home feeling exhausted even though we have not been physically active. Sitting for twenty minutes twice a day in meditation is a healthy practice for leaders to reduce stress, relax, and re-energize. The whole point is to do nothing.

Mounting medical research continues to suggest that our health, quality of life, and even the length of our life are all affected by our mental and emotional states. Now the hard science has caught up: a comprehensive scientific study has shown that deep relaxation changes our bodies on a genetic level. What researchers at Harvard Medical School discovered is that in long-term practitioners of relaxation methods such as yoga and meditation, far more ”disease-fighting genes” were active, compared to those who practiced no form of relaxation.

As a corporate leadership consultant I have to be the first to experience a process before I can share, lead, and teach my clients a new method. This takes dedication to personal development and the desire to constantly learn, grow, and reflect.

Much of the personal awareness I have developed can be attributed to the tools and techniques taught on the TLEX Program. I highly recommend this as the first leadership development program for your leadership team if you are looking to develop transformational leadership in your organization.

You will be so happy you did! 🙂

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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.

Thank you

In gratitude to all who have made 2017 a memorable year!

In particular, my husband, for supporting me on this incredible journey of discovery, and making a difference.

It takes a lot of courage to move to other side of the world and into a different culture.  He’s having fun, collecting research for his first book: “The Stupid Expat!”  Indeed, we keep having those unforgettable experiences. 🙂

As 2017 draws to a close, this is a perfect time to thank all those who have joined us on the journey.

To the leaders who were willing and open to hearing new messages and trying new things.

To the students who invested in learning how to build values-driven organizations and share in this passion to empower human potential.

To the Barrett Values Centre for investing in South-east Asia:

  1. Conducting a roadshow to promote their Cultural Transformation Tools in Singapore and Kuala Lumpur;
  2. Providing the next level of training certification to develop cultural transformation practitioners in Asia.

It has been exciting to see the growing desire for this knowledge, and 2018 looks even brighter with our first CTT Practitioner Training January 29 – February 1.

Countries who were enriched by this knowledge in 2017 include:

  • Argentina, Bahrain, Bali, Brazil, Canada, Germany, India, Indonesia, Sinagpore, and the USA.

To all our partners and associates, thank you for reaching out and connecting. It’s a joy and honour to collaborate and share the wisdom and experience of leaders who are making a difference through values. Becoming the best for the world, not just the best in the world.

And last, but certainly not least, a very special thanks to our internet and social media teams. Our internet presence is growing and we were engaged several times this year for talks on Conscious Leadership through Values. As a result, Joanna did her first TEDx client talk to a leading woman’s group and even managed a few laughs. 🙂

Our promise in 2018

We are looking forward to joining you on this exciting journey and will continue providing thought-leadership. Adding value to you and your organization, so you can be healthier, happier, and more fulfilled.

Much love from Singapore.

Joanna

Engagement Leadership to Build Trust

The most successful projects I have worked on in my career were the ones where leaders made a large investment in managing the impact of change on their people. These included a personal commitment by the leaders to understand the challenges the employees would be going through.

Along with a significant financial commitment, leaders invested emotionally in “engagement” communications. The purpose of engagement communications is to raise awareness, calm fears, and develop a desire for new skills and capabilities to support people emotionally during the implementation of change.

On one of these huge Information Technology (IT) transformation projects,  I travelled across the Canada visiting each client office as part of a travelling road show. In the morning, staff heard about the history of the project and why, what, and how the new technology was selected. In the afternoon, they received a demonstration of the new office technology system.

The road show was a terrific success on many levels. It shared information, giving people the data they needed to understand why change was necessary. It showed willingness for openness and transparency in the decision-making process, as the leaders were present answering many questions. This engaging communication process started to build trust relationships between the business functions and IT Support groups, a necessary component for engaging communication and harmonious collaboration. The roadshow presented how the new systems and processes were going to function so people could begin to understand the new expectations and how their jobs were going to change.

Above all it demonstrated to staff how much their leaders cared about them and showed the leaders’ willingness to understand the emotional impact this change would have.

As a leader, showing you care goes a very long way to building trust and a sense of belongingness with staff. It provides the opportunity for people to voice their concerns and hear what will be done to take care of them. It’s often the heart-to-heart opportunities to communicate that have the most profound effect in building trust and a strong sense of commitment. This emotional commitment will carry you through the many challenges that are sure to happen on projects.

If you are wondering how to develop engaging leadership and build trust, come and join the Cultural Transformation Tools workshop in Mumbai India November 21 – 24.  Understand what it takes to create an organizational values system and workplace culture with openness, belongingness, and trust. These organizations are the most successful on the planet because staff are empowered to reach their full potential.

There is nothing more powerful than a turned-on, empowered human being.

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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 Difference Between Motivation and Inspiration

Five years ago, the morning of my first webinar on Cultural Transformation, I was awoken at 3:30am by a huge ahha!  I leapt out of bed, jumping around the room, feeling like I had just found the pot of gold at the end of a rainbow.

It was a realization so powerful it has become my life’s purpose to share with leaders, everywhere. A source of inspiration that comes from within, and no cost to an organization.  I knew this would be an enormous gift, finding a source of inspirational energy which would increase engagement, commitment, and high performance.

How do current management practices seek to increase performance? Perhaps you have created new strategies to attain goals which will enable your organization to continue to grow and develop, or respond to external changes in the environment. You know the new goals will require additional effort and commitment, new values and behaviours, even cultural transformation.

In response to situations like this, management create rewards to motivate and incent new behaviours to achieve the goals. Unfortunately, external rewards to motivate are short-lived.  They have a short shelf-live because they fail to connect to the true source of inspiration, which is found internally within us.

True inspiration creates enthusiasm, energy and commitment.  It’s long lasting, unlimited, and generates high performance. When you inspire a person you are connecting to their sense of purpose. A higher purpose connected to personal growth and wanting to make a difference.

How can leaders tap into this source of inspiration? What is this source of unlimited human potential which inspires humanity to do great things, over achieve, give self-less service toward making a difference? This was my ahha moment.

Our human values.

Yes, we all have them. They are a gift that connects each of us to one another, at the heart level.  The power and effectiveness lies in leaders learning how to work with human values consciously and effectively. Awakening them is part of the transformation process in changing mindsets, behaviours, culture, systems and structures.

When you respect and trust someone, where does this feeling come from? Your head or your heart?  Values are the language of the heart because this is where we experience them, and the energy of the heart does not lie.

Consciously building a work environment that enlivens respect and trust has tremendous potential. Ask yourself: How do you feel when you are respected and trusted? What is the impact on your performance? How would you feel if you did not experience respect and trust? What impact would this have on your performance?

When you find out the values which are important to your people, and seek to enliven these values in the workplace, you are tapping into an unlimited source of inspiration, power, and potential to achieving your goals.

You can easily test this by conducting a Small Group Values Assessment. Discover how to tap into the human potential in your organization by awakening the life force energy in values.

Values-driven organizations are the highest performing. They are 1649% more profitable than the S&P500 over a 15 year period.  In times of economic downturn, they are the first to recover.  Why? When employees’ basic needs and growth needs are met, they bring  enthusiasm and commitment into the workplace, inspiring innovation, creativity and high performance.

Remember, your long-term power as a leader comes from inspiring your people, not just motivating them. Seek to connect to the soul of your organization by working with values, the language of the heart, a gift we are all born with.

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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 Transformation

What is the mind?  Vibrating consciousness.

The organizational values of individuals have energetic resonance

to create the future.

Consciousness creates matter.   Gita Bellin

My husband and I have been married for twenty-seven years. Like many long term relationships we have had our ups and downs. During some of the challenging times, our different beliefs and values created conflict and a feeling of separation, driving a wedge in the love and connection we felt for each other. Particularly challenging conversations for us were about politics, where our opinions seemed to be polar opposites. We’d end up in conflict, with raw emotions and hurt feelings because we could not agree with each other and there was no sense of togetherness on the topic.

Have you ever had this feeling in a relationship close to you?

One day I was teaching a yoga class, feeling very grounded on my mat on the hardwood floor, calm and centered as I spoke. The theme for the day was “Skill in Action,” how valuable it was to apply the skills you learn in life to all aspects of living. As I was teaching the lesson a realization began to dawn in me. Why not use all your training in human dynamics and communication to solve my own relationship problems. There was a chuckle inside my head as I heard myself laughing at how self-centered I’d been. It’s one thing to teach the knowledge and another to really live it.

From that day forward I became more aware of the motivational values of people around me and what made them tick. I did a lot of soul searching on my own values. I discovered one of my top values is commitment. By living this value more authentically I recognized how much more satisfying it was to feel committed and live the value of commitment in our relationship, than it was to focus on our differences. Our different beliefs were not going to change any time soon, and, quite possibly, they exist to spark growth in each other. However, what did change as a result of the shift in mindset and focus to accepting my husband’s values and who he was, was a new outlook that has made our relationship happier and more joyful.

As we develop conscious awareness of our own values, this helps us to become more conscious for the values of others, especially those we lead. One way to increase your consciousness about values is to have a conversation.

Ask people to name one of their top values:

  • Why this value is important to them?
  • What they do to live this value?
  • What is the impact living this value has on their performance at work?
  • How would they feel if this value is stepped on or ignored?

During this conversation you will see their life force come alive, their demeanor shift, their facial features lift and brighten, and their tone of voice have more energy and life.

To discover your own Personal Values Assessment click: www.CultureLeadershipGroup.com/pva

Conscious leadership transformation is internal.  It’s a shift that happens on the inside which impacts our behaviour.  This is why leaders must be the first to transform when leading change. They need to be the change and role model for others to follow.

It all starts by becoming more conscious and aware of who you are, and the values that define you.  When you do, you have discovered a source of life force energy that connects to your soul, and source of joy and happiness.

 

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.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

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.

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