Looking back and generalizing the historical experience of political and cultural transformation of societies, we we might understand what our organizations is missing for having high-end communication and collaboration models.
In my talk I'm about to share such things as working culture and organizational values. Will share my experience how to test and to organize a purposeful work with communication and collaboration models.
Looking back and generalizing the historical experience of political and cultural transformation of societies, we we might understand what our organizations is missing for having high-end communication and collaboration models.
In my talk I'm about to share such things as working culture and organizational values. Will share my experience how to test and to organize a purposeful work with communication and collaboration models.
Emotional intelligence has become a familiar issue between academicians, counsellors and business leaders due to a considerable role in the workplace. Organizations may be able to increase productivity and improve employee well-being through assessment and training of EI. Successes and failures at work generate emotions that may feedback to influence job performance, health, and other work behaviours. Understanding the interplay between work and emotion requires the identification of emotional competencies. Systematic research matching facets of EI to specific job competencies needed in order to substantiate the relevance of EI to the workplace. Anupama | Dr. Ajay K. Rajan"Role of Emotional Intelligence at Workplace" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-1 , December 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8285.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/8285/role-of-emotional-intelligence-at-workplace/anupama
Book presentation that highlights the value of applying universal principles such as honesty, solidarity, modesty not only in work environments but in educational ones.
It's a book presentation that contains information contained in the book Business Think by Dave Marcum, Steve Smith and
Mahan Khalsa. The book is a real contribution to people engaged in the business world as it focuses on leadership principles and business competencies for building real contacts and communication channels.
Effectively coaching and developing High Potentials starts with informed selection. New research from MRG reveals that HiPos share a select group of core competencies that are consistent across the board. However, when segmented, the data also reveal surprising diversity within the HiPo population. When we examine the data by region, industry, and other demographics, we find that unique profiles develop within these segments – some that vary significantly from the overall HiPo profile.
Human Capital Growth Webinar: Amplifying leader development with new science ...Human Capital Growth
View this webinar to learn about the latest advancements on making leader development more accountable, scalable, and embedded into leaders' jobs.
http://www.humancapitalgrowth.com/amplifying-leader-development-with-new-science-and-technology.html
At SmartTribes, we cultivate rockstars at all levels of the org chart. In this presentation we discuss the 4 key traits that all rockstar talent MUST have, as well as how to identify, cultivate, and capitalize on that talent within your own organization. What will YOUR rockstar team accomplish?
[WEBINAR] Four Powerful Systems That Only The BEST Companies DeployJoe Mechlinski
Join Joe Mechlinski, CEO of SHIFT, for an interactive webinar that will reignite your culture. It features the top systems companies deploy to create magnetic, aligned, accountable, and highly engaged workplaces. https://www.shiftthework.com/systems-webinar
Leading in VUCA: Principals for Emerging Leaders Eva McLellan
Many new graduates will be walking into industries and organizations that are in the throes of VUCA (volatility, uncertainty, complexity and ambiguity). The leading expertise and perspective from tmany graduate programs will be a brilliant foundation. At the same time VUCA requires new attitudes and new skills, many of which are non-traditional and some of which are downright counter-intuitive. In this presentation I share a set of principles for thriving in the new VUCA-based healthcare environment that she has observed among the strongest and most inspiring leaders.
Leveraging Core Values for Healthier, More Productive TeamsTechWell
Although all teams require a healthy level of interaction, high-performing teams' interactions are all based on trust, respect, and shared goals. Such teams find ways to overcome the fear of conflict, and quickly identify and resolve issues that are getting in the way. Scott Ross shares how, when the Omnyx software R&D department determined their culture was hindering performance, they crafted a core values statement that has served them well for the past three years. Scott describes the ways they proactively and intentionally use their value statement to drive the culture they seek and discusses the results they have achieved. Take back the list of resources that Scott uses daily to help himself and others see how their actions add to and take away from their core values. Return to the office prepared to use this same process with your team and start on the road to a high-performing team whose members love to come to work every day.
We need people who are intensely curious, originally creative, courageously committed, consciously choosing, critical thinkers, trust-building collaborators, change navigators
and generous community contributors.
We explore how to use the latest brain and behavioural science to rapidly build the mindsets and habits required across these 8 capabilities.
Emotional intelligence has become a familiar issue between academicians, counsellors and business leaders due to a considerable role in the workplace. Organizations may be able to increase productivity and improve employee well-being through assessment and training of EI. Successes and failures at work generate emotions that may feedback to influence job performance, health, and other work behaviours. Understanding the interplay between work and emotion requires the identification of emotional competencies. Systematic research matching facets of EI to specific job competencies needed in order to substantiate the relevance of EI to the workplace. Anupama | Dr. Ajay K. Rajan"Role of Emotional Intelligence at Workplace" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-1 , December 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8285.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/8285/role-of-emotional-intelligence-at-workplace/anupama
Book presentation that highlights the value of applying universal principles such as honesty, solidarity, modesty not only in work environments but in educational ones.
It's a book presentation that contains information contained in the book Business Think by Dave Marcum, Steve Smith and
Mahan Khalsa. The book is a real contribution to people engaged in the business world as it focuses on leadership principles and business competencies for building real contacts and communication channels.
Effectively coaching and developing High Potentials starts with informed selection. New research from MRG reveals that HiPos share a select group of core competencies that are consistent across the board. However, when segmented, the data also reveal surprising diversity within the HiPo population. When we examine the data by region, industry, and other demographics, we find that unique profiles develop within these segments – some that vary significantly from the overall HiPo profile.
Human Capital Growth Webinar: Amplifying leader development with new science ...Human Capital Growth
View this webinar to learn about the latest advancements on making leader development more accountable, scalable, and embedded into leaders' jobs.
http://www.humancapitalgrowth.com/amplifying-leader-development-with-new-science-and-technology.html
At SmartTribes, we cultivate rockstars at all levels of the org chart. In this presentation we discuss the 4 key traits that all rockstar talent MUST have, as well as how to identify, cultivate, and capitalize on that talent within your own organization. What will YOUR rockstar team accomplish?
[WEBINAR] Four Powerful Systems That Only The BEST Companies DeployJoe Mechlinski
Join Joe Mechlinski, CEO of SHIFT, for an interactive webinar that will reignite your culture. It features the top systems companies deploy to create magnetic, aligned, accountable, and highly engaged workplaces. https://www.shiftthework.com/systems-webinar
Leading in VUCA: Principals for Emerging Leaders Eva McLellan
Many new graduates will be walking into industries and organizations that are in the throes of VUCA (volatility, uncertainty, complexity and ambiguity). The leading expertise and perspective from tmany graduate programs will be a brilliant foundation. At the same time VUCA requires new attitudes and new skills, many of which are non-traditional and some of which are downright counter-intuitive. In this presentation I share a set of principles for thriving in the new VUCA-based healthcare environment that she has observed among the strongest and most inspiring leaders.
Leveraging Core Values for Healthier, More Productive TeamsTechWell
Although all teams require a healthy level of interaction, high-performing teams' interactions are all based on trust, respect, and shared goals. Such teams find ways to overcome the fear of conflict, and quickly identify and resolve issues that are getting in the way. Scott Ross shares how, when the Omnyx software R&D department determined their culture was hindering performance, they crafted a core values statement that has served them well for the past three years. Scott describes the ways they proactively and intentionally use their value statement to drive the culture they seek and discusses the results they have achieved. Take back the list of resources that Scott uses daily to help himself and others see how their actions add to and take away from their core values. Return to the office prepared to use this same process with your team and start on the road to a high-performing team whose members love to come to work every day.
We need people who are intensely curious, originally creative, courageously committed, consciously choosing, critical thinkers, trust-building collaborators, change navigators
and generous community contributors.
We explore how to use the latest brain and behavioural science to rapidly build the mindsets and habits required across these 8 capabilities.
Create more SWIFT Success with new go GO Mindset Mastery process & real Meaningful goals that create TRUE Success with Tony Dovale successactivators.com/free-book/
Entrepreneurs need a new mindset to create value and meaning as they master thier crafts and talents with PMR protocol to Rewire, re-energise and rejuvenate your brain and mindset. see more info at www.lifemasters.co.za and business Keynote speakers at www.tonydovalespeaks.com
Emotional Intelligence plays a very important role in Leadership Development and Succession Planning. It's about developing empathy and supporting your colleagues by partnering with them.
The future of Work and the new challenges facing Coaching with Technology rel...Salema Veliu
A presentation in collaboration with the Association of Coaching looking at the new challenges to Coaching including behaviours and practices. The importance and benefits of establishing an active digital resilience programme within organisations based upon the findings from UCL's report of 2018.
learn how to rewire your brain, understand the thinking, beliefs, and habits that enable you to move through stress, overwhelm and anxiety and become the best version of yourself.
Fit for the future... leadership and culture in a digital ageEva Appelbaum
Presentation for DMX Dublin 8 March 2017
We are living in a volatile, uncertain, complex and ambiguous world. Businesses must address this reality, or risk their own future. The possibilities of digital channels and technology can inspire innovation and creative spirit, but it also causes stress as people and organisations are faced with change. We often hear that transformation it is really about people & culture.
So what does that mean? What are the characteristics of 'digital' culture and how do you foster it? What are the leadership skills needed to drive change? How do you bring people along with you as you lead change? And what does transformation look like when it is people-centric?
Eva will draw on her years of experience leading digital in organisations such as the BBC, Amnesty International and Group M to consider how organisations and employees can be fit for the digital age.
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
Beyond the US college student’s brain: A survey of priorities across geo...SharpBrains
Researchers and innovators in North America, Europe and India will explore the frontiers in applied research across the lifespan, from children to younger and older adults, helping make the case for truly personalized (or at least customized) brain development and brain health.
- Chair: Dr. Olivier Oullier, Professor of Behavioral and Brain Sciences at Aix-Marseille University
- Eduardo Briceño, CEO of Mindset Works
- Dr. Graeme Moffat, Director of Scientific & Regulatory Affairs at InteraXon
- Tara Thiagarajan, Managing Director of Madura Microfinance
Presentation @ The 2015 SharpBrains Virtual Summit http://sharpbrains.com/summit-2015/agenda
The motivational predispositions we possess inform the way we experience the world – and they are with us through good times and bad. Developing a deeper awareness of our motivational drivers can help us with the essential and difficult work of self-regulation: making conscious choices to manage our emotional impulses and respond more objectively (and productively) to life’s challenges.
In this webinar, we explore:
The fundamentals of motivation: recognizing our drivers, as well as their complexities and contradictions
How motivation can manifest in our lives - in ways that may help us or challenge us
The cycles of reaction: identifying what our sensitivities are, how we react, and what we can do to mitigate their impact
Build the HR capabilities to manage, map and match people to the organisation in a fast and fluid way. Enhance and manage performance to build and sustain and business transformation. Mobilise and enable employees to master new skills faster than ever before. Learn how to design future and transitional structures, capabilities, leadership, talent and culture for a sustainable competitive advantage.
Old business and people engagement models are no longer relevant. By applying the neuroscience and bio-chemistry of learning, change, stress, resilience and peak performance, we can accelerate learning and unleash potential, creativity, focus, energy and enhanced performance.
We need blended organisational structures, capabilities, leadership, talent and culture for a sustainable competitive advantage. We need collaboration across boundaries, innovation, agility, digital enablement, culture engagement and strategic and embedded change management. We need leaders and HC to design, drive and enable organisational responsiveness.
Why your organisation's future demands a new kind of HR
How do you adopt an operating model of the future to upgrade the HR function’s strategy and management and help them achieve their goals of agility, customer centricity and operational efficiency?
Before the current pandemic, changing technologies and new ways of working were already disrupting jobs and the skills employees need to do them. Unpack how your organisation can meet this challenge in relation to your current talent strategy.
These are the times that we can also dig deep into our courage, reach out and
connect with others, find a common purpose and focus on what we CAN do.
Together we can harness our imagination, optimism and possibility thinking to
tackle problems with a growth mindset and in a way that everyone pulls together
and grows.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
1. PRESENTS
KATHY KRAUS –PowerUp8
The 8 capabilities for
navigating an unpredictable
world!
BUSINESS NETWORKING EVENT
www.findyourmojo.co.za
2. POWER8 critical capabilities for
navigating an
unpredictable world
By Debbie Craig
People Strategist and Catalyst
8
“What we intend to, and
pay attention to,
become our reality”
John Keehoe
13. Identities
Independent
Competitor
Trust Cultivator Status consumer Community builder
Distracted operator Wise discerner
CONSCIOUS
Default Thinker Meaning Maker
CRITICAL
THNKING
COLLABORATION
CONTRIBUTION
RESILIENCE POTENTIAL SURVEY
14. FROM
Doing what we know
Dreaming but waiting
Playing it safe
Resisting change
Distracted, disorganized
Jumping to conclusions
Working or competing alone
Focus on me, now
TO
Experimenting, figuring it out
Creating and learning
Bravely trying new things
Navigating change
Focused intent, time, energy
Exploring, questioning,
simplifying
Collaborating for value
Focus on purpose, contribution
15. Enthusiasm is common. Endurance is rare!
By 35, 95% of who you are is a set of memorized behaviours and emotional reactions that
create an identity subconsciously. Dr Joe Dispenza
60000-70000
18 - 254 days
How many thoughts?
90% sameHow many the same?
How long to change a habit?
More + or -? 70% negative
16. Why is it so hard to change?
Our brains …
Record of past
Hardwired for comfort & safety
Memories as emotions
Triggers – stress response
17. Stress response
Major impact on: immune system, general health, brain functioning, oxygen, creativity,
strategic thinking, decision making, empathy, intuition, energy
How much of our day do spend in the stress response?
18. Neuroplasticity – brain rules for learning & change
Clear vision of future
self or skill, attention
Thoughts
& feelings
aligned
See self with new
skills or behaviors
Build positive
daily habits
Breathe, calm,
choose identity,
beliefs, actions
Pause, watch, reflect
beliefs, feelings,
habits
CHANGE
“Our energy flows where our attention goes” Tony Robbins
Intention + Attention
Coherence
Imagination
Repetition
Refractory
period (EQ)
Metacognition
19. How do we bring back choice?
Belief
I believe …
Feeling
I feel …
Identity
I am ….
Habit
I act ….
E.g. I am afraid, I can’t do it, I can’t
change
E.g. I feel anxious, worried, a
failure, weak
E.g. I keep procrastinating; I
worry what others think of me
E.g. I am brave, I am not afraid to
fail, my actions create my reality
E.g. I feel optimistic, confident, strongE.g. I embrace learning, and
change, I try new things
E.g. I am AN ANXIOUS
CONTROLLER
E.g. I am a A COURAGEOUS
ADVENTURER
Automatic
vs Choice
20. Building critical capabilities
DO NOT …
hit the numbers
leave it to chance
on-line only
skills only
separate from culture or role
DO …
Clarify audience
Cost vs impact
Customised aligned journeys
Collaborative action learning
Coaching & change readiness
21. THANK YOU
BOOK LAUNCH 29 SEPT
Kathy Kraus
Catalyst Consulting (Pty) Ltd
Phone +27 73 201 2024
Email Kathy@catalystconsulting.co.za
Web www.catalystconsulting.co.za
Follow us
Catalyst Consulting South Africa
Catalyst Consulting Pty Ltd
CatalystSA
Proudly a B-BBEE Level 2 Contributor
Editor's Notes
Pre Covid – technology, economy, competition, ways of working, global teams, new skills, globalisation, cyber threat
Economic decline; Leadership gap; Local conditions; Job & skills threat
In Covid – remote working, digital learning, virtual teams, restructuring, re-skilling, cross-skilling, outsouring
How many of you have had to adapt, learn, develop new skills and habits?? What new mindsets, behaviours, habits have you needed?
Post Covid – new normal, many companies changing their structures, place of work and how and who they hire, resizing, new skills required, agile, smart teams, gig economy, merging of technology and humans, new ways of leading, managing and mentoring
for an employee experience that keeps and grows the best talent, accelerated learning, learning culture
We need to adapt, pivot, innovate, adjust, solve impossible dilemmas e.g. Pakistan going back to work, salary cuts (FIFO or best talent), Sending people out during Covid knowing the risk, upskilling people, critical health care, cyber attacks, negotiating with labour
Deloitte – Covid times
some days we just feel overwhelmed, exhausted, incompetency, drowning, sick, behind the curve, getting old, playing catch up, losing relevance outdated
Studies: WEF, Google Project Oxygen, Harvard, Deloitte, EY, Korn Ferry, Institute of the Future
The world of work is changing exponentially as rapid technological innovation and global forces are compelling businesses to disrupt traditional industry models and adopt new digital strategies and skills to compete. This requires new future-fit thinking, habits and capability to learn, adapt, experiment and fail fast. Whilst technology may be threatening to replace many repetitive or replicable human activities, there is still a critical need for thinking and skills that will enable innovation, customer engagement, responsiveness, adaptability, cross-boundary teamwork, virtual teams and personal health, success and fulfillment.
Trends: Autonomous technology; Internet of Things; Big Data & Data Science; Distributed Legers / Blockchain; Artificial Intelligence; Next Gen Mobile Connectivity; Sensor Technology; Robotics; Extended Reality; Quantum Computing; Fintech / Digital Money
Passive resistor
Passive resistor: resist change, fault finder, corridor talk
Passive resistor: resist change, discomfort, threats, danger, maintain ego identities, sabotage change, hyper critical, find fault, derail, white ant, smile and then sabotage
Hitchhiker: passenger, oxygen thief, non-committal
Hitchhikers: let others take all the risks, passenger, follower, avoiding personal risk or public failure, non-committal, vague, not pro-active
Push over: overly sensitive, weak character, lack of perseverance
Push-overs: when forced to choose, will go with the majority, not stand up for their views, insecure, overly sensitive to feedback or perceived criticism leading to drama and toxicity in the team
Maze navigator
Path finder: visionary, intentional, inspirational
Path finder: sift through noise, create an intentional and inspirational vision, optimism, hope, belief in self and others to survive and thrive through the challenges and struggles 0
Maze navigator: committed, determined, agile
Maze navigator: committed to their vision, determined to find a way, despite barriers, agile, quickly adapt their approach or route, resilient, quick to reflect, learn and explore possibilities, persevere,
Change influencer: listener, engager, influencer
Change influencer: tap into other’s, fears and motivators and engage, awareness, empathy and deep listening, articulate vision with passion and energy, outline journey of adventure and risk, benefits, meaning and hope, network, people willing to follow them into the exciting unknown.
How many of you have faced moments of courage
Controlled Critic
Pretenders: big act, mask, pretend, self-critical, not good enough, judgmental, under the radar,
Anxious: highly strung, risk averse, fearful, avoidant, organized, controlled, pessimistic, untrusting
Stuck: overthinker, dreamer, big-talker, procrastinator, avoid decisions
Courageous adventurer
Authentic: whole hearted, honest, strength of character, self-confident, open, engaging, willing to be vulnerable, laugh at self, humble
Resilient; grit, determination, tough minded, bounce back, perseverance, committed, self-belief
Adventurers: faces the unknown, takes action despite fear, steps up, takes calculated risks, brave, stretch, inner and outer adventures
Tim Ferris; Thuli Madonsela
Drifter: superficial, out of touch, ignorant
Drifters: drift, superficial, out of touch, ignorant, no idea of impact, unreliable, chasing their tail, non-commital
Blamer: emotional, victim, excuses
Blamers: victim, blame, make excuses, avoid responsibility, not owning their destinies, bouncing between dramas
Distracted: busy, stressed, disorganised (FOMO)
Distracted: easily distracted, or influenced, (rubber arm), 0pulled in many directions, FOMO, busy, stressed, disorganized, can’t say NO
Discerning: self-aware, mindful, intuitive
Discerners: tuned in to intuition, bodies needs, calm, rational in a crisis, responsive, balanced, not overwhelmed, assertive, healthy boundaries
expectations to priorities, organised not a control-freak.
Responder: calm, responsible, wise
Responder: wise choices, thoughtful, appropriate decisions, ask questions or get more information, avoid assumptions and rash emotional decisions, quickly assess impact, aware of external world, notice cues of opportunities or risks, natural BS detector and avoid scammers or opportunists, sensory acuity, empathy, balance tuning into their inner and outer world, managing attention and energy, time, space, focus, effective, not busy, add value, healthy boundaries, work life balance, honest conversations, manage
Focussed: energized, healthy, organised
Focused: aware, witness, think about their thinking, discern what they are consuming, avoid “noise”, repetitive dramas. interrupt the pattern, differentiate, understanding self, triggers, hot-buttons, dysfunctional habits, baggage
Expedient: quick to judge, assumption maker, biased
Expedient, lazy thinkers, quick to judge, skim over info, move on quickly, min effort, assumptions, biases, flawed thinking, incomplete data, broad categorisation, stereotyping, over-simplifying, giant leaps of assumption. Speed and ease is more important to them than accuracy or long-term sustainable solutions. Spontaneous, “in the moment”, not considering impact of their suggestions and decisions. gullible without validating facts or sources.
smart and know it all. time is valuable short-cuts. things are “obvious” minimum fuss. most people “don’t get it”
Impatient, arrogant, clever
Linear thinker: silo thinker, one dimensional, narrow thinking
unable to expand thinking beyond the box, perpetuate silo-thinking “us vs them” fall into the trap of cause and obvious effect without considering the ripple effect of changes. Options narrow and limited without considering “wisdom in the room”.
Complicator: overload, overwhelm, confuse
jumping to conclusions and solutions too quickly without a deeper and wider investigation of the problem. exacerbates conflict damage relationships unnecessarily. Issues confounded root causes or interrelationships between issues are not fully understood overload overwhelm people due to an inability to integrate, simplify and make meaning of the “noise” in the system.
Anticipator: see bigger picture, systemic thinker, questioner
think strategically long-term big picture. systemically cause and effect and different parts of a system interact with take time to reflect on scenarios, possibilities and unintended consequences. watch trends anticipate change and adapt asking questions both internally in their minds and externally to others to gain additional data or insight to improve their problem solving and decision making.
Complexity navigator: complexity analyser, dilemma solver, relevance validator
navigate complexity take the time to gather relevant data from multiple, sources, avoid false or superficial information or opinions. organise and analyse the data understand, compare and find answers. creating mental models and variety of options to clarify ambiguous situations and challenge assumptions and paradigms. testing and piloting ideas to gain buy-in and confidence conscious of trade-offs minimum loss and maximum gain. not always a single, linear solution way forward may need to emerge over a period of time as more data becomes available.
Meaning maker: integrator, simplifier, insight generator
connect dots, ideas, opportunities and people and are excellent at integrating these and making sense of it into a few pictures, themes or statements ideas are found in the space between traditional industries or obvious relationship matches, and they pull people together to innovate something original. simplify. simplest, easiest, quickest and least resource intensive method of doing work i.e. doing more with less. overwhelming amount of input or “noise” and make sense for others with simple reasons, roadmaps, steps and benefits enabling them to take action toward a vision.
What is the long-term impact of this decision?
What other trends or scenarios or changes might impact our success in the future?
What is the impact if we don’t invest in this?
Who else could be impacted by this?
What is the root cause of this issue?
What could some unintended consequences?
What might I be overlooking?
Collaboration Examples
Koen brothers, Lady Gaga & Beyonce, Agricultural drones, Disney & Pixar
Independent Competitor
Independent: prefers to work alone, be in control of own time and energy, self-involved, can be isolated
Suspicious: naturally suspicious, sensitive to being hurt, trust needs to be earned, hedges bets, imagines the worst, keeps information to self
Protector: protects boundaries and own resources, power or inner circle or team, competitive win-lose mindset, tends to see what I’m giving up
Trust Cultivator
Inclusive: embraces diversity, cultivates networks, identifies and builds strengths and synergies across boundaries, abundance mindset
Trusting: open-hearted, naturally trusting, relationship builder, shows empathy and cultivates trust between people and groups
Resolver: seeks common ground, negotiates, resolves conflict, explores win-win solutions, tend to see what everyone gains
Collaboration Examples
Koen brothers, Lady Gaga & Beyonce, Agricultural drones, Disney & Pixar
Independent Competitor
Independent: prefers to work alone, be in control of own time and energy, self-involved, can be isolated
Suspicious: naturally suspicious, sensitive to being hurt, trust needs to be earned, hedges bets, imagines the worst, keeps information to self
Protector: protects boundaries and own resources, power or inner circle or team, competitive win-lose mindset, tends to see what I’m giving up
Trust Cultivator
Inclusive: embraces diversity, cultivates networks, identifies and builds strengths and synergies across boundaries, abundance mindset
Trusting: open-hearted, naturally trusting, relationship builder, shows empathy and cultivates trust between people and groups
Resolver: seeks common ground, negotiates, resolves conflict, explores win-win solutions, tend to see what everyone gains
Courage is also….
Speaking up in a meeting or to your boss when you know it is the right thing to do
Confronting a friend who has been taking advantage or abusing your good or patient nature
Asking for feedback to reality test how you are showing up
Saying no to friends or a lover when you are not in the mood for food, drugs, sex, alcohol or company
Facing tough conversations with someone close to you, really listening, and not making it about you
Dealing with your own frailty through illness or inability to do or achieve something
Coping with let-downs, disappointments and failures, but still taking the next step
Telling your spouse/loved one how you feel about something important, even when you know it might upset him/her and lead to an argument
Reaching out and helping a friend or stranger in need and being willing to sacrifice something of yours (time, plans, money, convenience)
Starting your own business when everyone else think’s you are crazy
Supporting a friend or colleague who has messed up but needs support to get back to their authentic self (when everyone else is avoiding them like the plague)
Journal of Clinical Psychology
We used to believe it takes 21 days to change a habit. Other research in the European Journal of Social Psychology3 shows that it takes from 18 to 254 days to automate a new chosen habit depending on how consistently the behaviour was repeated in a consistent context. When we are learning something completely new, in which we have no previous experience i.e. driving a car … it is actually easier than un-learning and re-learning a new behaviour or habit which is hard-wired e.g. wanting to change procrastination or give up sugar!!
As Angela Duckworth says in Grit: Enthusiasm is common. Endurance is rare!
Narrow focus on body, environment, time
Heart rhythm response - HeartMath
Adaptability: our brains are adaptable, can learn and grow and are not fixed at any age. We can change how we think, feel and act and change how we show up and our attitudes (neuroplasticity)
Attention: We can develop our brains through consistent, focused attention on the new thinking, feeling and doing habits we wish to create (where focus goes, energy flows)
Repetition: We can build new habits through repetition or “stopping” old habits. A great analogy is noticing how a path in the bush becomes a road (or even a highway) with plenty of use or gets grown over when not used. (Hebbian Law = nerve cells that fire together, wire together)
Imagination: We can change the structure of our brain by regularly imagining a future vision for ourselves AND feeling it as if it has already happened. Our brains can then more easily recognize opportunities to create that future. (Our brains do not know the difference between imagination and reality!)
Stress: We have an inbuilt stress response (fight or flight) as a natural survival mechanism to protect us from potential threats. “We can trigger the stress response by thought alone” when we imagine worse case scenarios. We can also minimise the impact of stress through our awareness and choosing more appropriate thoughts.
Brainwaves: Our brains operate at different frequencies depending on our mental activity levels e.g. worrying, problem solving, learning, relaxing or sleeping. We can utilize different brainwave states to optimise our ability to imagine, create, learn, de-stress and rewire our brains.
Subconscious: The majority of our bodily functions, beliefs, memories and default thinking and behavioural patterns are stored or driven from our subconscious minds. We can access these patterns and programs through certain brain wave states and other techniques, to accelerate change.
Chemistry: Triggers in our environment and our thoughts initiate a cascade of chemicals (feel good or stress hormones) which result in feelings. These in turn influence thoughts – causing a positive or negative thinking, feeling loop. We can manage our mental and emotional state by developing the ability to self-regulate and pause and reflect before responding.
Coherence: Our heart is in regular communication with our brains and body. We can utilise the powerful nerve center in our heart to activate coherence or “harmony” in our brain, nervous system and electromagnetic field around us. Certain breathing techniques can counter the stress response and switch on our rest and renew response instead.
Meta-cognition: We have the ability to observe ourselves (our thoughts, feelings, actions), pause and choose more empowering responses to life. We can learn to delay reacting emotionally to an external trigger (e.g. criticism) or internal trigger (e.g. craving), until we have more information, are calmer and can make better choices. This is emotional intelligence in action.
Incoherencefrustration, irritation, impatience, worry
Inhibits brain function – impairs performa
Coherenceappreciation, calm, patience, confidence
Facilitates brain function – promotes optimal performance
Building foundational capabilities - What not to do
Before we get into how best to build these, it is sometimes useful to know what not to do. From our many years of experience in the field, we see lots of what goes right and what goes wrong – often unintentionally. A lot of valuable time, energy and money can be wasted on learning that is not relevant, customized, practical or measured. So here is our not to do list:
DO NOT … do nothing and leave learning to chance or book groups of people on training to hit the numbers - hoping they will learn something. Most people find only 10 - 15% of non-customised, large group training relevant, and forget most of it afterwards if not reinforced and integrated into day to day role
DO NOT … leave learning up to the individual with access to on-line modules hoping they will be motivated and ready for self-driven learning. Without a learning culture, encouragement and recognition, adoption rates of on-line learning platforms are a tiny fraction of the employee population
DO NOT … expect mindset shift and transformational experiences to happen with self-directed on-line learning only without some robust conversations and opportunities for insight. The ah-ha moment and learning impact is often attained through a combination of activities and input from others.
DO NOT … prioritise leadership or technical skills above core or foundational skills. An integrated approach to build a solid foundation or platform upon which to build should be the focus.
DO NOT … only focus on leaders to build foundational skills. Front line and support staff play a key role in day to day culture and decisions. Pick your change champions at all levels and have a cross cutting approach.
DO NOT … see learning new skills in isolation of culture and employee experience. It is critical that the culture is ripe for learning and encourages space to experiment and fail fast.
Building foundational capabilities - What to do
We have had to rapidly develop capability and implement new systems, processes and cultures in many turnkey projects. Our recommended principles for ensuring future-fit learning are not surprisingly also categorised into 8Cs:
Clarify audience: understand your target audience requiring foundational skills and identify the leadership, technical and foundational capabilities required
Cost vs impact: assess the impact of budget invested in people that will have the biggest impact on the culture and learning of others at different levels (your change influencers).
Critical mass: choose a sufficient percentage of your target audience to embark on learning journeys to build a common language, culture and tools around the foundational skills, which then can spread to others. A few people attending programs as individuals will struggle to make big organisation impact by themselves.
Customised journeys: spread the learning over 6-12 months with a combination of self-driven digital learning, facilitated sessions, collaborative team based learning projects and coaching to ensure learning is embedded and impactful.
Strategy alignment: closely align your learning journeys to strategy, culture and role. Master classes can be utilised to build onto existing learning journeys but must be integrated into the overall outcomes and expectations.
Collaborative action learning: build social and team skills and feedback rich environments by designing relevant team-based action learning projects with tracking and accountability.
Coaching: provide access to group coaching for common tricky aspects to create opportunities for individual and group insight and transformation and accelerated learning for key individuals where speed is necessary.
Change management: ensure learner readiness for a new way of learning through effective communication, system on-boarding, expectation management, leader engagement, and group launch sessions to build important connections and energy for the journey.
Calculate: Track and measure the impact of the learning – on individual performance, skills, engagement and self-confidence, as well as team and organisational impact.