Category Archives for Leadership and Learning

Got Purpose? Why purpose-driven companies are more successful (and profitable)

Why Are Purpose-Driven Companies More Successful (and Profitable)?purpose

“Purpose isn’t everything, but it trumps everything else.” – Roy Spence, It’s Not What You Sell, It’s What You Stand For

In 2015, a business coaching client asked me to design and facilitate a session with their entire company during their annual retreat in Kauai to help them solve what was a very good (or a potentially really bad) problem.

This successful technology company needed to be prepared for responding to a great problem most companies only wish they had:

  • Tremendous growth in an untapped market
  • Where the company was VERY passionate about making a difference
  • Which (oh-by-the-way) was so groundbreaking, they may even have to create the opportunity

That was the good problem.

The bad problem?  They lacked one very important building block in their company in order to achieve sustainable success:  A clear, shared and inspiring Purpose Statement.

The owners of the company were in tune with their individual core values and they knew their team and their market well enough to know they could achieve lofty goals and make a huge impact on the industry for their partners and customers. For a consultant, this was a PLUS because they were already ahead of the game.

This wasn’t their first rodeo.  The co-founders knew that in order to move their company forward, everyone on the team needed to be aligned and ready for the ride.   Because if they weren’t, and it got rough, they could lose their best talent and ruin the trust of their partners, and the reputation for excellence they worked so hard to create.

What Needed to Happen First?

Individually and collectively, the team first needed to identify, verbalize, connect with their core values. Then some serious brainstorming needed to happen, which was framed by answering four key questions (more on that later).

Finally, to begin to craft the Purpose Statement, they needed to get BIG and answers needed to come from everyone in the room:  “What difference do we make and for whom?

Many of you may say, “Yes, but isn’t that the same as a Vision or a Mission Statement?”  No, it’s different.

What a Purpose Is:

A Purpose is our strong WHY we get up in the morning.  A purpose is inspiring.  A Purpose includes everyone who works at the company.  A Purpose connects individuals and core values of people and the culture of the organization.  EVERYONE knows the purpose and knows how their role and unique talent they bring to their work everyday is a necessary for the company’s achievement of the Purpose.

What a Purpose Is Not:

A Purpose is never achieved, is not measurable and NOT attached to the bottom line.  A Purpose is not “how we do things” or our strategy.   WARNING:  A Purpose is not for the faint of heart because you WILL be called to act on your Purpose (and everyone is watching).

Ultimately, everyone in the company is accountable for making decisions that are aligned with the Purpose, including which work we do, how we hire and fire people, and how we allocate our resources.

A company’s sustainable success today goes beyond the bottom line and a by having a clear, inspirational purpose you attract and keep great talent, and repel and easily de-select people who aren’t in alignment with your company’s Purpose.  Because if your people aren’t on board, you may not survive your own success.

Purpose-driven companies thrive through challenges, good and bad.  And, by the way, the most financially successful and thriving companies are driven first by a strong, clear Purpose.  Bottom line is important or they wouldn’t survive, but it’s not at the top of the list.

Some examples of excellent, clear Purpose Statements:

Merck: To gain victory against disease and help mankind
Disney: To use our imaginations to bring happiness to millions
Johnson & Johnson: To alleviate pain and suffering

Merck, Disney and Johnson & Johnson, and this company, realized the process of identifying and crafting a compelling, inspiring, clear and meaningful Purpose Statement isn’t for the faint of heart and doesn’t happen in a half-day workshop.  It is a process, not an event.  It starts from the bottom up, the top down and is inspired by the strong WHY?’s of the founders, the team members who make it happen, core values and most of all the BIG DIFFERENCE they make and for whom.

Not only did this company successfully develop their clear Purpose Statement, they used it to guide their business decisions which, according to one of the partners, ultimately positioned the company to be acquired by Google.

Most important, the process of discovering their Purpose was inspiring, fun, engaging!  The team reported the process connected them at a whole new level – a level they need to be at in order to thrive through their next growth opportunity.

Is your company ready for your next “good problem?”

Share your favorite (or your own company’s) Purpose Statement below.  How does it speak to you and align with your Purpose?

New Leaders: Got Power Stress?

3 Steps to LEVERAGE Power Stress for Leaders at All Levelsleverage stress

Did you know that 47% of newly hired or recently promoted Senior Executives get fired or quit within the first 18 months on the job? But I”m not a Senior Executive or “Leader” … you say.  Why would you let that stop you from learning from their mistakes?

Why? One reason is poor performance, another is burn up and burn out caused by the stress from the inability to get onboard with the “human side” of the success equation fast enough:  Connecting and building trust  with your new team!

Not just any stress is the culprit … Power Stress*, a unique type of stress experienced by those who are responsible for the well being of others – your team, your employees and possibly even your clients.

Unrecognized and unresolved stress Power Stress will paralyze your ability to think quickly and use your intuition to make the right decisions? Because stress is contagious, your team suffers, too … especially when you need then the most!

If you are a newly hired or recently promoted leader building trust with your new team is essential for success in your new role.

Beware … awareness is overrated!

If you don’t have an executable accountability plan for WHAT, WHEN & HOW TO you could find that the fall down the corporate ladder is much swifter than the climb up …

What if you had a 3 Step Approach to Leverage Power Stress so you can reduce, manage and yes, even leverage the inevitable people challenges that come with your new position …

If you don’t yet have an executable plan for making lasting change – make one.  To qualify for a complimentary, no obligation Leadership Strategy Session click here.

To Your Sustainable Leadership!

Christina

P.S. Now booking for 2014 for keynote or meeting presentations. Contact Christina to inquire about her most popular presentations or to book your event today:      3 Steps to Leverage Stress for Leadership Success!

*Power Stress or Leadership Stress was originally described by Dr. Richard Boyatzis, et. al in Resonant Leadership

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Who is more likely to be in denial when it comes to feeling stress, a man or a woman?

STRESS:  The un-discussable in the room (for men, anyway)professional intimacy sketchnotes heather martinez

I recently had the pleasure to be invited to be the keynote speaker for the SBDC (Small Business Development Center) Women in Business Leadership Conference (“Women Redefining Business”) where the keynote message was about communication, connection and courage as a pathway to Professional Intimacy:  The Key to Sustainable Leadership.  

The breakout session piggybacked on how business owners can leverage stress by learning how to have authentic conversations with their employees in order to avoid entrepreneurial burn out.

When I give this talk, I usually ask the audience for a raise of hands if they consider stress a problem for them at work (i.e., negative effect on productivity, experience physical stress-related symptoms and relationship problems like irritability).

When the audience is predominantly male, only about 30% of the men in the audience raise their hands.

This audience was 98% female, and about 80% of the audience raised said “Yes!” to is stress a problem for you at work.

Why such a large difference between men and women?

According to research published by the the American Psychological Association on gender and stress:

” … Men and women report different reactions to stress, both physically and mentally. They attempt to manage stress in very different ways and also perceive their ability to do so — and the things that stand in their way — in markedly different ways. Findings suggest that while women are more likely to report physical symptoms associated with stress, they are doing a better job connecting with others in their lives and, at times, these connections are important to their stress management strategies.”

The bottom line is whether you are a man or a woman, an entrepreneur, a senior manager or CEO, your unrecognized and untreated stress could quickly be the end of your career, your relationships and quite possibly your life as long as you ignore the symptoms or refuse to change your behavior.

While work/life balance is a good solution, I’m not convinced it’s the only solution.  There is another most surprising solution, that can be executed at work just about any time of the day and there’s zero financial cost.

A process I have developed over many years of working with highly successful business people whose steps are backed by scientific research and will reduce stress and prevent burn out.  Simply stated, you can execute the steps in quick and simple conversations and relationships at work.  I call it “Professional Intimacy: The key to becoming a Sustainable Leader (one who is built to last for the long haul).

There are three simple steps to Professional Intimacy … (a special thank you to Heather Martinez, who crafted the Story Map of my Keynote )

1. Connection – Know the answer to these four questions asked by Kevin Cashman, Author of Leadership from the Inside Out:

Who Am I?    Where Am I Going?  Why Am I Going There? and I’ll add Who is Going With Me?

2. Curiosity – When it comes to brain science, the truth is the same chemicals that are involved in a fearful are also involved when we feel curious or excited.  What’s the difference?  The story I tell myself to explain the situation, why it’s happening and what’ll be the result.  Asking better questions when it comes to making meaning of my environment will result in my responding rather than automatically reacting because I’ve assumed the worst case scenario (which is likely not the case, anyhow).

3. Communicate – Have the courage to communicate you care when it comes to your team.  Be a real human being, not some ivory-tower-untouchable-walk-on-water-CXO.  Vulnerability, letting people see you sweat, showing your emotions (I didn’t say wear your heart on your sleeve), asking someone “How are you doing?  What do you need right now?” when they appear to be having a rough day.  Oh yes, then shut up and listen … the most important part.  Doing this will build trust and respect, which will go both ways.  Try it, I dare you.

If you would like more information on how you can reduce, manage or leverage stress and avoid burning up or burning out in your career by using the 3 Key Principals of Professional Intimacy, join me for a free webinar replay available for two more days:    You can get more information or register here to get immediate access:  Free Webinar “What Your Brain Wishes You Knew About Leadership Stress:  Myths & Solutions”  – This full video is packed with practical strategies to reduce stress and feel happier and more satisfied at work  AND a special announcement at the end!

 

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Woman Leaders: Break a few rules to build team trust & loyalty

Why Women Leaders Should Break the Rules to be Successful Now

The words you choose as a leader, or in any position of influence, shape the identity of others and as a result their decisions and break the rulesactions. Successful business owners and senior managers, are able to communicate in a way that is authentic and inspiring, not only shaping positive results, but also creating an environment where employees feel satisfied, happy and excited to come to work each day. This article is written for senior leaders who happen to be women.  However, my executive coaching clients who are of the male persuasion tell me they (sometimes secretly) find this advice extraordinarily relevant and helpful when it comes to being a successful, Sustainable Leader.

It’s common knowledge in business what is required in order to be considered a “strong leader” or “respected boss”, however leaders who are women find the ingredients to be a successful leader somewhat, ok extraordinarily, hypocritical.

Do any of these Rules You Need to Follow To Be a Respected Leader sound familiar?  If you have ever followed them mindlessly, no worries, because what’s admitted here stays here, okay?

“Leave your feelings at the door when you come to work …”

“Don’t let them see you sweat …”

“Strong men are authoritative.  Strong men are respected.  You need to act like a man to get respect around here.  Oh, and by the way, when you act like a “strong man” you will be called a b***h!”

Wait, keep following these rules and it will get worse, not better …

Did I mention the stress you will feel as a result of pretending or faking it … “acting as if” how you are showing up is who you really are and is in alignment with what you believe you need to be…to be successful?

Unfortunately, when you pretend to feel one way and act another, you will quickly be perceived by others as distant, inauthentic and untrustworthy.  Probably not what you are going for … Find out how to break the rules with professionalism and be an authentic woman leader:  Read more over at ManagingAmericans.com

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Professional Intimacy: The Secret of Sustainable Leaders

3 Keys to Becoming a Leader Who Will Last for the Long Haul

cbl christinas quote

My first opportunity to consciously stand up for my professional and philosophical beliefs about Professional Intimacy occurred in 1994. In the last year of my Master’s program, my thesis involved research on the process of creating a successful business partnership.

Using Appreciative Inquiry, our process resulted in a model of a synergistic triangle consisting of three equally key ingredients, where 1 + 1 = 3 (I was never good at math, but this makes sense … read on):

  • An Understanding and appreciation of self, as in intra-personal or emotional intelligence;
  • An Understanding and appreciation of other, as in interpersonal or social intelligence;
  • The resulting relationship system then gets created and continually loops around, offering each person the opportunity to develop as individuals and therefore re-contribute, thus co-create, a dynamic, complex system that becomes the unique, dynamic business partnership.

Leave your feelings at the door

In the early 1990′s the unspoken, unwritten rule in the business world was “Don’t Talk About Relationships, feelings or any of the soft, fluffy stuff humans were made of when delivering leadership or management training or when speaking to  businesses, managers or executive leaders about improving productivity or performance. I was directed to leave that stuff at the door and talk about “real” skills.  Don’t feel … just get to work!

I followed this advice for a while and felt my hands (and credibility) were tied behind my back.

Then I ignoring that advice.  After 12 years in business, our design resulted in not only building our own successful business and partnership, but also served as a model for our clients to build sustainable partnerships.

Through the process of developing Professional Intimacy as defined in my thesis in 1994 and even to  this day, I continued to learn and grow both intra-personally and inter-personally as a result.

The truth is this:  We learn and grow in relationship, not in isolation. Following the old rule and disregarding the complex and dynamic relationship systems we create through all of our relationships, however brief, is ridiculous.

Here’s the point: My thesis was nominated for publication in the college journal … an honor, for sure.  However, the committee stated it would only be considered for publication only if I changed the title.

Professional Intimacy was born

They objected to the phrase I used to symbolize our design for a successful business partnership: Professional Intimacy.

Because sexual harassment in the workplace was such a touchy (pun intended) topic in the early 90′s, the committee frowned upon my use of the phrase in the title. I stood my ground on principle because even though the rule was “Don’t talk about RELATIONSHIPS and WORK in the same sentence.”  I couldn’t (or wouldn’t) in good conscience back down. Besides, I have a strong oppositional reflex.

I ran across the dusty, bound thesis years later and wondered …

“Did I do the right thing in standing up for my values?”

“Would my career path have changed had I decided to belly up?”

“Would I have been able to help more people sooner?”

I suppose I’ll never know… What would you have done?

PS.  Check out  Chapter 19: “Professional Intimacy:  The key to being a Sustainable Leader” in the book “The Character Based Leader: Instigating a leadership revolution one person at a time” on Amazon or your favorite bookseller.

 

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5 Simple Strategies to Turn Conflict Into Consensus for Senior Managers

If you are a newly hired or recently promoted senior manager …stick_figure_bullhorn_person_1600_wht - Copy

Congratulations on your new position!  Your climb to the top is well deserved.  But when the shine wears off, you soon may be faced with a HUGE problem for which you were not prepared:

OFFICE CONFLICT!

Your biggest challenge is not mastering the technical aspects of your job.  That’s the easy part.

The biggest challenge you (and one you may find you have the least control over which has the biggest impact on your success) is your team’s ability to work together with ease.

Because people bring their stress, negativity and sometimes difficult personalities to work, they can’t just leave their emotions at the door when they come to work.

And, you can’t do it either.  Emotions are contagious!

Here is Strategy #1:  How to turn conflict into consensus:

#1: Emotions are contagious! Literally. The human brain contains “mirror neurons” which are like antennae for emotion (e-motion = energy in motion).

Strategy #1: When you find the person you are talking to beginning to get “stressed out” (i.e., holding their breath, raising their voice, tensing their jaw or fists) ….

  • STOP!
  • Take a DEEP BREATH ….
  • RAISE YOUR EYEBROWS (both at the same time) and
  • ASK (with genuine CURIOSITY, because if you say it with sarcasm you’d better duck): “What did you hear me say that got that response?”

When you are truly listening to the other person and get a response you were not going for or are surprised about (their frustration, for example), use the steps above to “Check in and check it out…”  Then, listen again to their response (what they thought they heard you say will not be what you meant).  Don’t see this as your opportunity to get angry, just take a “re-do” and say, “Okay, you heard me say (blah blah blah), can I say it differently?”  Asking permission seldom gets a “no” so you will likely get a “yes.”  Then rephrase your statement and move forward.

What is your best advice to new senior managers when it comes to turning conflict into consensus?

Your ability to address, manage and eliminate conflict will have a direct impact on your team’s ability to have confidence and to put their unquestioned trust you and your leadership skills.

NEWSFLASH:  Your team makes this decision within your first few days (or hours) on the job.  Everyone’s watching to see if you fall back down the corporate ladder.F fail grade

And a few might even be taking bets on how long you last … You need these skills.

Now.

For Strategies #2 – 5, check out a brand new audio program:

5 Simple Strategies to Turn Conflict Into Consensus

Click the link below for more information (and the first 20 fast action takers get extra bonuses and audios!)

http://sustainable-leaders.com/conflict-to-consensus-audio/

To Your Sustainable Leadership!

Christina

PS.  Post your comments and best advice below for newly hired or recently promoted senior managers who are experiencing an undercurrent of conflict in their new team

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Bad Boss or Best Boss: How will your employees remember you?

I recently asked a group of CEOs if they could remember their worst boss … female mad boss

It was interesting to see the negative, almost painful in some cases, visceral reaction so many people had when remembering their worst boss.

Even though their bad boss experience happened many, many years ago, the memory was carved in stone.
When asked to remember their best boss, it was hard to miss the peaceful, almost inspirational look on their face.
Then I asked what their best and worst bosses did that earned them the title … I’m sure you can imagine the answers when they described the rude, sometimes aggressive, unfair, uncaring, disrespectful and distrusting behaviors and attitudes they could still feel even today.
Here’s the Aha! moment … the best bosses had the ability to show they cared for their people.  Best bosses offered authentic trust to their team.  Best bosses really listened …
And more.   Best bosses did these things in just a few moments … they conveyed caring and trust which made them memorable and worthy of being leaders these CEOs were aspiring to be more like …
If only it was that easy, I heard them say.
Well, it can be that easy and yes, you can be that effective.
You can be that Best Boss for someone else!
How?  Using the most effective strategies, tools and executive coaching support.
Get the psychological edge with a self-guided program with information and personal coaching from yours truly.
I’ve put together a special “thank you” gift just for your support of Sustainable Leadership and it’s only available for a limited time … click here for your tools to become the “Best Boss”
Thank you for spreading the word and the work and instigating a leadership revolution at the intersection of brain science, emotional intelligence and leadership excellence.
To Your Sustainable Leadership!
Christina
(PS. Please forward this email to a friend, colleague or if you really have the guts, a BAD BOSS!)
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5 Brain Based Learning Strategies for Leadership Effectiveness

Brain Based Learning Strategies for Leadership EffectivenessAngry Boss

As the boss, have you ever “lost it” in a meeting?  Even if your answer is “Of course not!” would your team agree with you?

The way we communicate determines our ability to engage, motivate and inspire creativity in our team.

Unfortunately, the skills needed to communicate effectively are sometimes lost because what we see and hear in ourselves as a leader is not always the same as what our employees experience during conversations and meetings.

By using Brain Based Learning Strategies we can develop a new understanding of our approach and the impact it has on results.

Coming to terms with how we lead is the first step to improving our effectiveness and ability to develop into a Sustainable Leader, one that can face challenges and drive his or her team to success over the long haul.

I wrote a post describing an executive coaching session with “Jeff” (not his real name) where you can see Brain Based Learning, self evaluation and creating a new mindset for improved leadership effectiveness in action:

It was “Jeff’s” (not his real name) third team meeting this week, and after this particularly long meeting he was beyond frustrated. “Why can’t they just get it right? How many times do I have to tell them what I want? Why don’t they get it? Are they that stupid? Or do they just not give a damn?”  Click here to read the entire blog post at ManagingAmericans

Christina blogs as an Expert Panelist at ManagingAmericans.com

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How Leaders Use Brain-Based Learning to Manage Stress

When it comes to stress, AVOID is NOT a strategy if you want to be a Sustainable Leaderhead in the sand 2

It’s about time our leaders, ordinary and everyday or extraordinary leaders, are held accountable for a higher level of integrity and honesty (and vulnerability) than ever before.

This is NOT about executives attempting to be superheros, but rather about leaders learning it’s okay to be human.  Being human means having the skills and intuitive ability to acknowledge emotion (in yourself and in others), without breaching professional boundaries or letting your competition “see you sweat.”  Believe me, I get it.

The FIRST step you need to take is to be able to minimize, eliminate or leverage STRESS.   If “Avoid” is your strategy when it comes to stress, you will likely become a statistic:  “48% of newly hired or newly promoted executives get fired or quit before their 18 month anniversary.”  It’s not because they lack the technical skills to get the job done.  From my observation as an executive coach, it’s because lack of self-management, interpersonal and communication skills required in their new position.

Leaders must take responsibility for their own learning and professional leadership development in the areas of emotional intelligence and stress management.  In order to become a “built to last” or Sustainable Leader, you must first address STRESS … internal (which comes from the worries that are generated by your brain and keep you up at night) or external (direct pressures and spoken expectations from others).

For a free video “7 Simple Strategies to Eliminate, Reduce or Leverage Stress” enter in your name and your best email address to get access to the free video.  Then, choose one action to apply for 14 days … What did you notice about your focus?  The time you spent at work?  Your level of  effectiveness as a leader?

 

 

What Do Frogs Have To Do with Brain-Based Leaders and Learning?

Riddle:  “Once upon a time, two frogs were sitting on a log in the middle of a lake, and one frog decided to jump off, how many frogs were left sitting on the log?

Answer: Two frogs.

Why? The same reason only 3% of the population set and actually achieve their goals or maintain positive, well-intentioned change in the first place. The frog missed three critical steps of Achieving his Goal: Ask, Announce, Act (and Ask again).

The frog understood WHY it was a good idea to jump off, because he was an intelligent, high achieving, upwardly mobile frog.  He understood there were more opportunities and freedom if he left the comfort of the log.  While the frog understood why, and although he did decide … he didn’t take action.

What about accountability and following up? Perhaps if the first frog told the second frog he was going to jump off, he would have followed through on his promise and lived happily ever after. Does this story sound familiar? Whoops, wrong story. That’s enough about frogs …Now let’s make the story relevant.

Leaders and Learning:  Which skills are more critical to your success strategic skills or soft skills?

“Almost 50% of newly hired or newly promoted leaders quit or get fired before their 18 month anniversary …”  (Hint: The majority of failure is not a result of lack of business savvy or technical skills, but a lack of interpersonal or communication skills.)

… and another statistic:

“The divorce rate in the US is around 50% …” As a marriage counselor for 14 years, I will also bet the reason is the same … lack of effective communication skills by one or both people.

Question: Which is easier for you to achieve: your company’s strategic goals or your soft skills or interpersonal goals? “What are ‘personal development goals’ and why would I, Mr. or Ms. Super Successful CEO need them?” you ask?

Because you don’t want to be a statistic.

By lack of interpersonal or soft skills I mean the inability to manage your emotions. You, who growl and snap when your assistant forgets an important detail about a meeting. You, the exhausted Senior VP who feels like you start your day in at a jog and feel like you’ve run a marathon by the time 8 pm rolls around. You, the up and coming leader who promised your son you’d get home in time to see him play baseball and you missed it again. Yes, you, the human part of the executive equation.

What difference will it make when you have mastered the higher level communication and relationship skills that prevent these conflicts? You understand why personal skill development is important, may have decided to make a change, but are you ready to take action and jump off of the log?

What if you had a simple, 3 step brain-based learning strategy to make lasting, positive changes in your actions, your communication style or your interpersonal skills as easily as you develop and achieve your strategic company objectives for 2012? I said it was simple, I didn’t say it would be easy …

AAA: The Triple Threat Solution … 3 Simple Steps: Ask, Announce & Act (Repeat)

Step #1: Ask. Ask others what they see you can improve upon. After all, perception is reality and their perception of how you communicate rather than your perception of how you communicate matters most.

Step #2: Announce. Tell people what you are working on. This not only holds you more accountable for change, it also subconsciously invites people to look for and more likely notice the positive change you will be making.

Step #3: Act. Just do it. Look for opportunities to interrupt an old pattern. Try taking a few deep breaths next time you feel tense going into a meeting (holding our breath triggers Lizard Brain). Instead of saying “No” immediately to an idea proposed in a project meeting, take a moment and respond “Interesting, let’s consider that idea.”

Then, repeat #1: Ask. Remind others of what you are working on and then check in and ask “How am I doing?” Where are you inviting them to focus? Right. On what you are changing, because otherwise, people may not notice, allowing the negative things you say or do to stand out more automatically.

So, what are your waiting for? Jump!

 

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