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Why Should Leaders Look After an Employee’s Financial Health?

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Business
Why Should Leaders Look After an Employee’s Financial Health?

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This blog is provided by Ashley Johnson, a business blogger, as a companion to the interview with Jack Modzelewski and his interview on Innovating Leadership, Co-creating Our Future titled Leadership, Communication and Credibility in a High-Stakes World that aired on April 14, 2020.

 

Your responsibilities to your staff go beyond simply signing their paychecks, granting their leave requests, and assigning work. It is also your duty to look after their financial health, especially in light of recent developments that have pushed America into an economic crisis. In these times, 15% or more of any given workforce is struggling financially. Part of this is due to flat-lining income levels that, when adjusted for inflation, are a mere $50,000 annually per household. In other words, there is a good chance that many of your employees are living paycheck-to-paycheck, and are possibly deep in debt. The question for today’s business leaders is what should they do about this?

Financial hardship equals poor performance

The above scenarios can lead to financial stress, which can be very debilitating for employees. In a Marcus feature on the link between physical and financial health, money coach Elisabeth Donati explains how money-related stress is almost as bad as health stress as it is directly tied to a person’s drive to survive. Failure to attain this drive, in turn, worsens stress, and can result in some serious health problems like depression, anxiety, sleep disturbance, and psychosomatic symptoms such as headache, fatigue, and even pain. In other words, financial stress can take not only a mental and emotional toll on your staff, but also a physical one that can affect how they work.

Indeed, a Reuters article on financial health by journalist Beth Pinsker describes money stress as being “as bad for workplace productivity as back pain.” In a 2018 survey of 1,600 working adults, some 15% admitted to missing work due to health problems caused and exacerbated by financial stress. Around 40%, on the other hand, admitted to being distracted due to thinking about their finances, leading to a reduction in workplace productivity. The situation today is likely the same as that of 2 years ago, if not worse, given the unsettling events of 2020 and their adverse impact on the American economy.

The physical, mental, and emotional toll of financial hardship underscores why you, as a leader, need to look after your employees’ financial health. Put simply, doing so is good for business, as financially healthy staff will be more productive, especially since they won’t be distracted by thinking about their financial issues. Crucially, making sure your employees have sound finances will help them avoid the health-related pitfalls of financial stress, and will cut down on missed work days due to health concerns involving money anxiety.

Ensuring employees’ financial health

So, the question is: How can business leaders ensure the financial wellbeing of their employees? Amway chief HR Shantanu Das recommends three financial wellness strategies you can implement, beginning with giving competitive compensation, which should ideally be above market standards. Staff must be compensated based on merit, so as to encourage a high standard of work and to keep them motivated. You can also offer a variety of financial assistance programs, like emergency loans, educational sponsorships, and even car payment subsidies. Make sure that you also give everyone all the benefits — 401(K), medical insurance, etc. — they are entitled to, and more if possible.

Finally, it would be a good idea to connect your team with financial planners, who can give them expert advice on how to attain financial independence. These can range from one-on-one meetings to group seminars on everything from retirement savings to cultivating healthy money habits. While a business cannot be directly responsible for how an employee spends their money, having these services in place shows them that you are prepared to go beyond the usual parameters of most companies. Such advice, along with your financial programs and support, will help ensure your staff’s financial wellbeing, and keep them productive and happy at work in the process.

Leaders Lead

Your job as a leader isn’t just about running the business and counting the numbers. It is all about stepping up and being someone who your employees can count on for a wide range of issues. Marie Miguel notes in ‘Why Mental Health Awareness is Important for Leadership’ that good leaders lead, and that means taking care of your people so you can motivate them to be productive and efficient. In this context, taking care of your employees means keeping them happy, which you can do by looking after their financial health as well as their physical and mental health. This is what it means to create a healthy work culture that will inspire those who work for you and encourage future top talent to seek out your company. We hope the above points will help you have a better understanding of how and why you should look after your employees’ financial health.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

ABOUT THE AUTHOR:
Ashley Johnson is a business blogger who specializes in following the latest leadership trends. She hopes her articles will inspire new and veteran business leaders alike, and help them establish a better company culture. In her free time she loves to hike with her family.

Photo by: Alexander Mils via Unsplash

LOVE LIGHT GUEST TESTIMONIAL

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Empowerment
LOVE LIGHT GUEST TESTIMONIAL

                                                                       LOVE LIGHT GUEST TESTIMONIAL

                                                                               Dr. Rana Al-Falaki (England)

                                                                                                  Be Free Be Fun Be Fearless

Founder of Light Changes Coaching, Life and Business Coach, International Speaker, International Bestselling Author, Periodontist

                                           Show Episode Title: “Recover Your Losses – Journey to Re-Connection”   May 15, 2020

                                                                             LOVE LIGHT Host, Dr. Jean Marie Farish 

“Jean Farish is an inspiration – I also think she never sleeps! She was the ultimate epitome of professionalism, from asking me to be on the show, right through to when we finished it. Her energy is contagious and she is quite clearly incredibly passionate about love, light, consciousness and growth.  The show was so well organized, and I simply loved her engagement with her audience and with myself. I felt like a very welcome guest in her home, and Jean’s warmth and spirit has the ability to draw in people from all walks of life, where everything she says makes you more curious to know more, learn more and simply be more.  Thank you so much for having me Jean, and I look forward to being able to give you a hug in person once again soon! ”  

                                                                                                                                                                                    Dr. Rana Al-Falaki

                                                                                                                                                           Website: https://www.lightchangescoaching.com

 

 

 

 

 

The Benefits of Using a Great Coach in a VUCA Environment

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Business
The Benefits of Using a Great Coach in a VUCA Environment

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This blog is provided by David Goldsmith of 7 Paths Forward, LLC. (www.7pathsforward.com) It is a companion to his interview as a part of the WBECS (The World Business & Executive Coach Summary) Interview Series that is featured on Innovating Leadership, Co-creating Our Future. David’s interview aired on Tuesday, May 19, 2020, titled The Benefits of Great Coaching in a VUCA Environment.

 

VUCA stands for Volatile, Uncertain, Complex and Ambiguous. It’s a term that comes from the military to describe conditions during war. The current pandemic has highlighted and accelerated the disruption that leaders were already experiencing in their organizations. Now when we talk about VUCA more people have a first hand experience of what we are talking about.

The world is volatile right now. Everyday things change. We don’t know when and if things will return to how they used to be. This creates a lot of the uncertainty that we are all experiencing. Just as we think we know how things might be, we learn new things and our view changes rapidly. Sometimes we experience this change hourly! It’s a lot to keep up with.

It’s hard to imagine a time when things were more uncertain. When will children go back to school? How long will we work from home? Will there be further waves of the virus? How will we deal with those? What does “normal” look like in the future? How will this affect organizations? What kind of work will there be? What do we want to keep and preserve from the disruption?

The complexity has only increased. As a leader you had your OKRs for the year. How do you accomplish those goals with your workforce configured very differently? How do you get these done when your workforce is facing childcare challenges and experiencing a level of stress and personal disruption previously unknown?

The pandemic has also been a great example of ambiguity. We are watching governments manage a public health crisis and an economic crisis at the same time. There are no easy or right decisions. Every decision has consequences. And you never have enough information to make a decision. You have to choose and then be prepared to update your decision very quickly!

Coaches help leaders grow and develop and handle more complexity. Great coaches help their clients do this more efficiently and with deeper results. A simple example is inter-city trains. In many parts of the world you can take a train service from city a to city b that might take ten hours. Or you can take a high-speed train that makes the trip in six hours. The high-speed train is usually more comfortable and gets you there significantly faster. Both options get you to your destination.

During this pandemic we are finding that leaders are making time for their coaching sessions. However, many times these sessions are shorter. A great coach can efficiently work with the client to identify the issues, help them develop actionable insights and help them get on with their VUCA challenges.

To deal with these VUCA challenges requires a coach who has the experience, skill and insight to customize their work to provide what these leaders need now. They must be agile, insightful and armed with a large toolbox of skills and approaches. ​They must themselves be comfortable in a VUCA environment.

When you have to make a complex decision without enough information, you need a coach who can lean in to the conversation, help you understand all four of the VUCA elements and then help frame the issue so that the leader can make their best decision. And the coach is standing by ready to help that leader adjust (because they will need to).

Leaders also need great coaches who can work with a variety of narcissistic, defensive and emotional clients. All of us are dealing with a far greater level of conscious and unconscious stress. Leaders are behaving in ways that are unusual and often surprising to themselves. They need a coach who isn’t fazed by this and in fact knows how to utilize this new behavior to help the leader accelerate their growth.

Our current environment is a great example of why leaders who want to grow, develop, and thrive need to work with a great coach.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

A pioneer in the coaching industry, David Goldsmith was Chief Operating Officer of CoachInc.com and past President of CoachU. He has staged many innovative conferences on coaching and was the first to showcase coaching research almost 20 years ago. He co-founded the Foundation for Coaching which has now become the Institute of Coaching at Harvard. he has also co-founded Accelerating Coach Excellence, a program dedicated to helping coaches get to the heart of client issues in less time.  David is an active coach working with senior leaders, professionals, and entrepreneurs around the globe. He has also coached many of the leaders in the coaching profession helping to grow the impact of coaching worldwide.

9 Types of Silence and the Impact of Each

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Business
9 Types of Silence and the Impact of Each

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This blog is written by Marcia Reynolds. It is a companion to her interview as a part of the WBECS (The World Business & Executive Coach Summary) Interview Series that is featured on Innovating Leadership, Co-creating Our Future. Marcia’s interview aired on Tuesday, May 12, 2020, titled Difficult Conversations That Get Positive Results. You can take part in the month-long 10th Annual World Business and Executive Coach free Pre-Summit  by signing up here.

 

When you choose how to use your silence, you have the opportunity to align with, shift, and possibly transform the thinking of the person you are with. You must consciously choose how you are holding your stillness. Some of the 9 types of silence can hurt your connection with others more than help it.

For example, choosing not to speak when your brain is full of chatter is a kind of silence that can be disruptive. You aren’t present. You are biting your tongue until you can state what is on your mind. Others feel your impatient energy. They may yield the floor to you knowing you have something you are anxious to share or they may just avoid eye contact with you to keep you silent.

When in a conversation, especially a difficult one, you want to be aware of the silence you are holding. Is your silence alert and full of curiosity? Or are you just waiting to end what you think is a dead-end discourse? Are you open to receiving what your partner is expressing so you can share what you see and hear for clarification? Or are you just waiting for the opportunity to state your opinion?

9 Types of Silence and How You Use Them

Novelist, poet, playwright, and psychotherapist Paul Goodman identified 9 kinds of silence in his classic book, Speaking and Language.¹ Here is his list with my interpretation of how the silence might impact your conversations.

  1. Dumb silence of slumber or apathy. Do you have nothing to say because you don’t care? Their words are bouncing off you like a wall.
  2. Sober silence that goes with a solemn animal face. Have you given up being a part of the conversation and just listening because you feel you have to? You may feel like a prisoner until you are released.
  3. Noisy silence of resentment. The judgment you have for the speaker is so loud in your head you don’t hear what is being said.
  4. Baffled silence of confusion. You aren’t sure of the intention of the conversation, the meaning of the words, or the direction the story is going. You are reluctant to say anything because the speaker might not take your feedback well.
  5. Musical silence that accompanies absorbed activity. Whether you are alone or with others, you are so immersed in what you are doing that it feels as if the world is silent around you.
  6. The silence of peaceful accord with other persons or communion with the cosmos. The science of awe and wonder reveals a beautiful combination of peace and curiosity when we feel a sense of oneness with what we see. We quietly accept the unknown but want to know more.
  7. Fertile silence of awareness. What is being revealed has your head spinning. Are the thoughts arising from what you are curious about now or from what you think you now know? Observations and questions arising from your curiosity can further the conversation. Sharing what you think you now know might shut it down.
  8. Alive silence of alert perception. Are you noticing everything in your visual sphere? Acoustic ecologist Gordon Hempton said, “Silence is not the absence of something but the presence of everything.”
  9. The silence of listening to whole person you are with. When you are silent but focused on the other, you can catch the drift of their meaning from their words, their expressions, and the energy they radiate. This is how you cultivate non-reactive empathy. You not only understand their experience, you are then able to reflect what you hear and notice to help the other person assess their thinking. This is an alive silence but not intrusive. This is the silence most useful to effective coaching and leadership conversations, and probably parenting as well.

Can You WAIT?

There is an acronym used in training for many years, WAIT – Why Am I Talking? Whether you are speaking out loud or you are allowing your brain to fill your head with words, ask yourself if silence would be more useful and what type of silence you want to hold.

Kahlil Gibran wrote in his 1923 classic The Prophet, “There are those among you who seek the talkative through fear of being alone.” You can help people feel connected with your silence. They will come to feel safe with you, willing to reveal what is on their minds that they do not understand.  Your curiosity and care can help them come to a new understanding filled with possibility. Gibran called this way of being with people, “rhythmic silence.” I believe this silence is what we hold when we are practicing Coaching Presence.

Alive, focused silence is a skill we can all develop. Find a moment to practice today.

 

Want to hear more from Marcia and other great coaching speakers? You can take part in the month-long 10th Annual World Business and Executive Coach free Pre-Summit  by signing up here.

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Dr. Marcia Reynolds, president of Covisioning LLC, is endlessly curious about how humans learn and grow. She found coaching to be the best technology we have for accelerating the process of change. She has coached and trained leaders and coaches in 41 countries and has presented at the Harvard Kennedy School, Cornell University, and The National Research University in Moscow. Dr. Reynolds is a pioneer in the coaching profession. She is a founding member and 5th global president of the International Coach Federation. She returned to the board for two years in 2016 where she focused on credentialing requirements and strengthening relationships with coach training schools. She is the Training Director for the Healthcare Coaching Institute and on faculty for the International Coach Academy in Russia and Create China Coaching in China. Global Gurus recognizes her as one of the top 5 coaches in the world. Dr. Reynolds has published 5 books.

 

¹ Paul Goodman, Speaking and Language: Defence of Poetry. Random House, 1972. Out of print but you might find it in your local public or university library.

What Is Intrapreneurship? 3 Ways it Can Supercharge Your Career

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Business
What Is Intrapreneurship? 3 Ways it Can Supercharge Your Career

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This blog is part of the extra blog series we are doing as encouragement in these uncertain times.  This post is for those looking to solidify their value to their current employer and develop their own leadership skills without necessarily having a leadership role. And for those who are in leadership roles, are there potential leaders in your organization who have the characteristics of an intrapreneur? This blog is a companion to the Innovating Leadership, Co-creating Our Future interview with Greg Moran that aired April 7th, 2020 titled Bridging Millennial and Traditional Leadership.

 

When you imagine a professional leader, many of us picture a manager, a business owner, or an entrepreneur. Leadership in many cases is synonymous with being in charge of a group of people. While it is true bosses and business owners are leaders, there are many different kinds of leadership that one can embody. You don’t have to be in charge of an organization or team in order to lead with your efforts and insights.

Whether you’re a manager or simply a member of a large team, intrapreneurship is a skill you can utilize to position yourself as a leader. Intrapreneurs are innovators within an organization who use their knowledge and skills to drive new ideas. In a similar way that entrepreneurs create a new product or service, intrapreneurs create new processes, develop new products, forge new pathways at their own company.

There are several key characteristics that allow intrapreneurs to achieve more than the average employee, which you may already be familiar with. They are eager to learn, always asking questions to understand why things are the way they are. They are flexible and collaborative, always willing to make adjustments and react to changing situations and requirements. Though they work well in a team, they also are motivated by a certain degree of competition.

Perhaps one of the factors that makes them most successful, is their creativity. Using their innate curiosity, they think outside of the box to come up with unique solutions to common problems. They also tolerate a certain degree of risk when advocating and testing their more unusual ideas.

These characteristics are often seen across every level of a successful team. No matter your position, you can focus on these traits to help find success. Here are just a few of the ways that intrapreneurship benefits your career:

  1. Positions You as a Leader

If all these characteristics sound familiar, it is because they also make great leaders. Being a team player, taking initiative, and coming up with innovative ideas can all help others see you as a leader in the workplace.

  1. Helps You Build Lifelong Skills

No matter what you’re doing in 5 or 10 years, the soft skills you build while working as an intrapreneur will always be valuable. Being able to innovate, take on risks, and learn from failures are some of the most important skills in any career. While you may not use the same software job to job, these skills will always be useful.

  1. Sets Your Career Up for Success

Being able to offer a unique perspective, smart ideas, and flexible teamwork abilities will undoubtedly benefit your career. When looking for someone to take on a new project, or spearhead a new team effort, your bosses and coworkers will be more likely to look to you if you have a track record of intrapreneurship.

To learn more about intrapreneurship, check out this infographic by Turbo:

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Brigid Ludwig is a digital content creator who helps Turbo create helpful and compelling stories worth sharing. With a background in digital marketing and creative writing, she has written on everything from tiny homes to financial planning. aspires to empower others to make smart financial decisions for a happier and healthier life.

Tips to Succeed at America’s Toughest Interviews

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Business
Tips to Succeed at America’s Toughest Interviews

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This blog is part of the extra blog series we are doing as encouragement in these uncertain times.  Unfortunately, many have seen jobs disappear or cutback. This post is guidance on potential job interview questions. It is a chance to hone your skills and be prepared when the right job opens up. A companion interview to listen to is Employee Confidence, the New Rule of Engagement with Karen J. Hewitt.

 

Spending time inside while quarantined gives you the opportunity to focus on professional development and self-improvement. It’s a chance to hone in on your long-term career goals and sharpen up your interview skills. If you ever must leave your current position and re-enter the competitive job market, you will want to be prepared.

Has it been years since you have practiced for an interview? By taking a look at the interview processes of America’s top tech companies, you can refresh your memory and learn key strategies. After all, it is not only the big tech companies that use these techniques during interviews. Nowadays, businesses across industries follow the same best practices for interviewing job candidates.

When you understand how to answer the types of questions asked by interviewers at Google, Facebook, and Twitter, you will feel ready for anything. Let’s outline some of these interview questions and tips on how to respond below. Plus, check out a helpful graphic from the experts at LiveCareer below, which nicely illustrates this interview advice.

Any company that dedicates itself to investing in quality talent will not have an easy interview process. There will never be a foolproof way to set yourself up for success in an interview.  Google probably would not have such a tough interview process if it was not a top company that receives millions of applications a year. Once you have already spent time and energy perfecting your resume and landing the interview, you want to maximize your chances of acing the interview. Let’s hope you can use these takeaways to aid in your job search.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Gabrielle Gardiner is an NYC-based content creator who enjoys writing helpful articles about professional development for companies like LiveCareer. She’s passionate about sharing her insights to empower people to succeed in their careers.

DEALING WITH PEOPLE YOU CAN’T STAND, HOW TO BRING OUT THE BEST IN PEOPLE AT THEIR WORST: The Lens of Understanding Why Do People Act the Way They Do

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Business
DEALING WITH PEOPLE YOU CAN’T STAND, HOW TO BRING OUT THE BEST IN PEOPLE AT THEIR WORST: The Lens of Understanding Why Do People Act the Way They Do

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

The following blog is provided by Dr. Rick Brinkman. It is a companion to his interview on Innovating Leadership, Co-creating Our Future titled How to Bring Out the Best In People at Their Worst that aired on April 28th, 2020.

 

Conflict can take many forms. It can be in your face, or passive aggressive behind the back. It can be caused by a specific context like meetings where typically assertive people talk too much while others drop out. The first step to successfully exiting a conflict or even better preventing it in the first place, is to understand why people act the way they do. In order to do that I would like to introduce you to the Lens of Understanding, from our book, “Dealing with People You Can’t Stand, How to Bring Out the Best in People at Their Worst.”

When you understand why people act the way they do, then you will be empowered to transform and prevent conflict behaviors. Let’s examine behavior through the Lens of Understanding. We have a green Cooperation Zone and people have 4 intents operating within them: the intent to Get Things Done, to Get Things Right, to Get Along with People, and to Get Appreciated by people. Behaviorally speaking if a person is in a Get it Done mode they will be focused on the task at hand and become more assertive to make things happen. If things are not getting done and perceive others as wasting time, then they have a tendency to go into the yellow Caution Zone and will become more controlling because if they can take over they can make things happen. Sometimes the fact that they take charge and move things forward is not a problem but a solution. That really depends on how it is done. People can also go into what we call the red Danger Zone and their behavior is more destructive and can easily become a Tank. A Tank declares martial law and runs right over you. Life is really simple to them. You are part of the solution or you are eliminated. They may rip you apart personally, but the irony is, “it’s nothing personal”. You just happen to be in the way of an end result and so must be eliminated.

However, control has other expressions. When people have suppressed anger or resentment, Sniping is often the result. At a meeting their attack is hidden in put down humor, snide remarks and sarcasm. This can be to your face or also behind your back. Sabotage and malicious gossip are also versions of this behavior. A third controlling behavior is Know-it-All. They control through knowledge because they really know a lot, but they are closed minded to everyone else’s possible contribution. In a meeting they can take the group down endless irrelevant tangents.

If we shift gears to the intent to Get it Right, we find people still focused on the task but less assertive because they must slow things down to make sure all the details are covered.   If the people around them are not paying attention to accuracy, then they can move into the yellow zone and become more perfectionist. The positive of that is all the details are covered but if they go too far into the red danger zone, they can get to a point where no one including themselves can meet their high standard and then begin to feel helpless or hopeless. When people feel helpless, Whining is the result. When people feel hopeless, Negativity results. What they both have in common is they speak in generalizations that “everything is wrong, nothing is right, and it’s always that way.” It is these generalized problems that drive everyone around them crazy, because the first step to problem solving is specifics. You can’t solve a generalization.

Other people in the face of that unattainable perfection just get frustrated and give up. That’s when you hear, “Fine, do it your way. Don’t come crying to me when it doesn’t work out.” From that point they become the Nothing person and give up.

You also get Nothing behavior from a different area of the Lens. Out of the intent to Get Along with people you get people who are friendly and helpful. Here the yellow zone is all about get approval from others. And since if you don’t have something nice to say, then don’t say it at all, Nothing behavior is a common result. Agreeable Yes behavior also stems from this motivation. Out of the desire to please and get approval, people don’t consider their own needs but just say yes to whatever anyone else wants. Maybe behavior can also originate from this zone. We have all told a salesperson, “I’ll think about it.” Were you really planning on thinking about it? No, it was approval-oriented behavior. Passive aggressive behavior also originates out of this zone. They are nice to your face but become a Sniper behind the back.

Shifting mental gears to the intent to Get Appreciated by people, we find the focus is still on people but behavior tends to be more assertive because what goes hand in hand with appreciation is a desire to contribute to others. But if they are not getting the appreciation they feel they deserve, their behavior gets more attention seeking. The red zone version can be a temper tantrum or what we call the Grenade. It is different than a Tank attack in that the Tank is focused on a specific person and you know what the issue is. When a Grenade blows up they do so in 360 degrees, indiscriminately and everyone gets hit. You are more likely to hear things like, “It’s the government’s fault! That’s the problem with the world today.” and other statements that make no sense given the present circumstances. A Tank is demanding action. A Grenade is demanding attention.

What you also get out of a need for attention is another kind of Sniper; friendly fire. These are people who like you and use put down humor or teasing as a way of showing their affection. There is no ill intent, but it can still have painful consequences.

Last but not least another behavior with an extreme need for attention is Think-They-Know-it-All behavior. Here you have someone acting like they know what they are talking about, but they don’t. You get one-upmanship in this category. If you had a great vacation, they had a better one. If you were sick, they were sicker. If you had a big inauguration, they had a bigger inauguration.

Tank, Sniper, Know-it-all, Think-They-Know-it-All, Grenade, Yes person, Maybe person, Nothing person, No person, and Whiner are the top ten-problem behaviors people face. But the good news is communication is like a phone number and there is a “right number” behaviorally that you can dial that can pull people out of their stress response and back into the normal zone of behavior.

Detailed strategies for all the behaviors are beyond the scope of this article but are certainly available in the book, “Dealing With People You Can’t Stand”, published by McGraw-Hill.

Download a free Lens of Understanding and see a live presentation of the Lens of Understanding in Dr. Brinkman’s trademark Educating through Entertainment style here.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Dr. Rick Brinkman is best known for his Conscious Communication® expertise conveyed to millions of people via keynotes and trainings in his trademark Educating through Entertainment style. He has performed over 4000 programs in 18 countries. He is the coauthor of six McGraw Hill books including the 2,000,000 copy international bestseller: Dealing With People You Can’t Stand: How to Bring Out the Best in People at Their Worst. Which has been translated into 25 languages. His latest book is: Dealing with Meetings You Can’t Stand, Meet Less and Do More.  His clients have included: the Astronauts at NASA, LucasFilm, Sony Pictures, the FBI, Defense Department, Lockheed Martin, Adobe and many more. He has been featured as a communication expert on CNN, the Wall St. Journal, the New York Times, and O Magazine.

Photo by Kaboompics .com

What Is Imposter Syndrome and How May It Be Affecting Your Leadership?

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What Is Imposter Syndrome and How May It Be Affecting Your Leadership?

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This guest blog is provided by Kayla Montgomery. It is a companion to the interview with Greg Moran on Innovating Leadership, Co-creating Our Future, Bridging Millennial and Traditional Leadership, which aired on 4/7/20.

 

You’ve made it as a leader. A leader that most say is very successful. Yet, you still find your hands getting clammy every time you have to get up and talk about ideas or projects you have in the works even though your team knows they won’t fall short of a success.

If you feel this way, you may be experiencing the imposter syndrome. Turns out, even the highest of achievers, like Serena Williams and Tom Hanks, deal with the same extreme case of self-doubt.

The syndrome is reported to have, and continue, to affect 70 percent of millennials. This extreme self-doubt stops you from chasing after your goals and let you feel proud of those you’ve already nailed. But guess what? You aren’t crazy! You’re worthy of the achievements you have earned. You are worthy of your place no matter what stage of life, or your career, you are in.

Whether you’re slightly affected by the imposter syndrome or not, there are five different types you may just fall under. Learn about the types, how they may be affecting your finances, and what you’re able to do to counteract each thought process.

Five Different Types of Imposter Syndrome:

  1. The Perfectionist

As a perfectionist, you feel like you’re unstoppable. You think no matter what you have on your to-do list, or calendar, you will be able to fit everything in and master each activity no matter how tired you may get. Even though you think every week you’ll be able to master all trades, you’re constantly letting yourself down. Each week you look back at everything you weren’t able to complete, even though you thought you easily could.

To push past your perfectionist imposter tendencies, break your goals down into smaller micro-goals. Instead of wanting to save thousands of dollars this year for a house down payment, break down a small monthly value goal that will easily lead you up to your goal.

  1. The Super(wo)man

You may find yourself spending the majority of your time in the office or working countless jobs. When your friends and family ask if you’re able to make an event, you find yourself constantly turning them down because you have to “work.” No matter what, you grade your work on how much time you put into each rather than the output of each project you complete.

To hold back from working countless hours night after night, try different work methods like deep work and task batching. Invest in various apps that are able to block notifications during certain working hours, and value sound canceling earbuds that will allow a distraction free zone. Create boundaries in the workplace to ensure you don’t stay too long to wrap up a project in an unrealistic time frame.

  1. The Natural Genius

Luckily, you’re really smart. The downside is that you don’t like to get out of your comfort zone. You may avoid taking on new projects since they will take you a little more time and focus to get the job done right. This can prevent you from reaching the next step in your career or be there when your coworkers may need help on certain projects to deliver in time.

Even though you’re really good at what you do and are happy with that, get out of your comfort zone. Whether that be going to a new workout class on the weekend or asking to join meetings across different departments at your company, push yourself out of your bubble.

  1. The Soloist

As the soloist, you find yourself doing everything yourself. You insist on walking up and down every aisle at the grocery store to find that specific rice blend you like rather than asking the countless associates that walk right past you. You find yourself doing the same thing at work. You’d rather finish a project on your own in double the time it normally would just so you don’t have to ask your coworkers for a rundown.

Asking portrays your confidence in owning up to not knowing everything. Constantly tell yourself this when questions start to arise at your job. Even take baby steps by asking store associates to point you in the direction of a specific item that you know you’d be able to find on your own.

  1. The Expert

You’re the jack of all trades. You’re good at everything that’s put on your plate, but you may not be good at strutting your stuff when asked. During meetings you may feel like you blacked out when having to stand up and talk in front of everyone, or consistently feel like the information you have doesn’t amount to anything. Your coworkers look up to you, but you still feel like a fraud when they pay attention to you.

To act like the expert you are, exercise your communication skills and remind yourself you have earned your spot in whatever meeting or opportunity you were presented with. To be confident, you have to act confident.

This common syndrome may deter you from reaching your biggest career goals. If you think you may be dealing with imposter syndrome, Mint created an infographic explaining the different types, how each type may affect your finances, and tips to overcoming it. Push past your self-doubt and push past to conquer anything you put your mind to!

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

 

About the Author

Kayla Montgomery is a digital content marketer who helps Mint create helpful and compelling stories worth sharing. Her background in digital marketing and creative writing has led her to cover unique topics ranging from business to lifestyle. In her spare time, she enjoys working out, writing for her own blog, traveling, and exploring all the in’s and out’s Austin, TX has to offer. To learn more, connect with Kayla on LinkedIn at: https://www.linkedin.com/in/kayla-s-montgomery/

Innovating Leadership, Co-creating Our Future Top 10 Shows of 2019

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To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

 

Thank you to our listeners for making 2019 our best year yet. As we close out the decade and move into 2020, we are very excited for the guests, information and opportunities to come. We’ve had amazing businesspeople, talented authors and visionary executives on the show this year each and every week. We wanted to sum up the year with our 10 most popular shows of 2019. If you missed any of these great shows, click on the link and you will be taken directly to the show.

 

2019 Top Ten Shows List:

  1. Situational Analysis – Increase Presence and Effectiveness with Belinda Gore aired on 01/08/2019

Situational analysis is one of the five key elements of Innovative Leadership. Being effective at situational analysis means you are able to evaluate four key elements of any organizational situation: 1. your personal values and thoughts 2. your behavior 3. the organizational culture 4. the organizational systems and processes. As leaders we are continually responding to changing and competing demands and situations. It is important to have a holistic framework that allows us to evaluate the situation and align each of the key elements. We use situational analysis in a broad range of circumstances ranging from validating key decisions to evaluating opportunities. This tool increases leadership effectiveness and also allows them to act with higher level of authenticity and presence. During the conversation, presence is a major theme. By understanding what is happening and who we are as well as what we value, we are liberated to be who we are authentically.

 

  1. Sustainability: Why Hasn’t It Been Embraced? with Christoph Hinske, Michelle Thatcher and Khoo Hock Aun aired on 06/25/2019

“Business as usual” can no longer be the leader thought pattern in regard to environmental impacts made by businesses. We are at a critical point where sustainability and impacts on the environment by business practices must be considered. What as leaders can we do to make a difference in these highly sensitive decisions? Christoph Hinske, Michelle Thatcher and Khoo Hock Aun discuss the options leaders have to encourage favorable corporate behavior and what leaders can do to make a difference.

 

  1. Difficult Times Can Build Leadership Skills with Aleksandra Scepanovic aired on 10/22/2019

Aleksandra Scepanovic joined the show with her inspiring story. How she first moved to New York City in the early 2000s after starting her career as a journalist covering the Bosnian war, from the war zones of the Balkans. When she came to New York City, she was enamored by the beauty in the architecture in the different neighborhoods, which led her to begin a career in real estate. Aleksandra felt a special connection to the brownstone neighborhoods of Brooklyn, and after spending more time in the borough, she and her partner co-founded Ideal Properties Group there in 2007. Aleksandra shares how the difficulties influenced her leadership skills and what she learned that allowed her to become a better leader.

 

  1. Connect First: Ways to Ignite Success, Meaning and Joy at Work with Melanie Katzman aired on 10/29/2019

In this episode Maureen interviewed Dr. Melanie Katzman, author of the new book, CONNECT FIRST: 52 Simple Ways to Ignite Success, Meaning, and Joy at Work. Melanie gave actionable advice for restoring joy and amplifying success at work through the power of human connection. In her dual roles as a therapist and a consultant to companies on six continents, she found that connecting first as humans—and then as colleagues, coworkers and community members—is the solution to almost any conflict encountered by both her clinical patients and her corporate clients.

 

  1. 6. WE Empower UN Sustainable Development Goals Challenge Winners with Amanda Ellis, Hadeel Anabtawi and Habiba Ali aired on 10/8/2019

There are women leaders making a difference by promoting positive change in their local communities which can have a global impact. “Women hold each other’s hands around the world for innovative positive change, supporting and promoting each other’s work to make the world a better place and co-creating the future we want”. Amanda Ellis, co-chair of the WE Empower United Nations Sustainable Development Goals Challenge, which promotes women business owners globally who are both running successful businesses and supporting the UN Sustainable Development Goals, joined Maureen along with Hadeel Anabtawi and Habiba Ali, two of the 2018 winners of the challenge. Their inspiring stories show how women leaders can make a difference in the world to promote positive change.

 

  1. The Biography of a Finally Successful Startup with Charles Morgan aired on 8/27/19

For those wrestling with questions about business leadership, avoiding bad decisions, investing in a start-up, and turning a passion into a profitable venture, Charles Morgan shares his story of how he retired and then found himself back in the role of CEO for a struggling data and analytics startup company. His story is textbook entrepreneurialism, at least as ‘textbook’ as an entrepreneurial narrative could ever be. He talked about the intersection of entrepreneurism and data.

 

  1. Influence PEOPLE: Powerful Everyday Opportunities to Persuade with Brian Ahearn aired on 9/3/19

Understanding the principles of influence allows you to leverage human psychology and increase your opportunity to hear that magic word everyone wants to hear when they make a request – Yes! By discussing Brian’s book, Influence PEOPLE: Powerful Everyday Opportunities to Persuade that are Lasting and Ethical, we want to help individuals and organizations take the complex scientific research on the influence process and put it into practical application. The result of this practical application is more success at the office and peace and happiness at home.

 

  1. Lasting Solutions for Distribution Center Labor Shortages with Will O-Brien and Dave DuBose aired on 9/10/19

The labor shortage is not going away, workers are becoming more transient and Amazon is continuing to drive up competition for distribution center (DC) employees. So, most DC operators resort to wage increases and retention bonuses as the quick solution to this really challenging people problem. Will O’Brien and Dave DuBose joined the show to share the better answer, which is a set of more robust solutions that better serve the operators’ longer-term needs and mitigate their dependence on short-lived “quick fix” wage and bonus answers that everyone else is chasing.

 

  1. Business Disruptions: Are You Disrupting or Being Disrupted? with Mark Kvamme on 8/6/2019

Business disruptions are occurring every day for entire business segments. Effective organizations are looking ahead to lead the disruptive efforts to set the new market. If you are not disrupting – you will get disrupted. Mark Kvamme joins Maureen to discuss how he works with organizations to identify opportunities and be the disruptor rather than being disrupted.

 

  1. Why Digital Transformations Fail with Tony Saldanha on 8/20/2019

Digital transformations can be made routinely successful and is more important than ever now that we’re in the Fourth Industrial Revolution. The lines between the physical, digital, and biological worlds are becoming more blurred. This however does not eliminate the fact that 70% of digital transformations fail. That failure is not due to technology or innovation itself but in fact comes down to the details. The lack of clear goals and having a disciplined process for achieving them is what leads to failure of digital transformations. Tony Saldanha will joined the show to discuss his new book, Why Digital Transformations Fail.

We look forward to 2020 and all that the future holds for us as a people, as a community and as a world. May peace and joy surround you all during the start what is bound to be a new and wonderous decade.

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

 

About the Author

Susan Harper is the Business Manager at Innovative Leadership Institute and sometimes a travel blogger.

Photo by Andrew-Art

 

Using Language to Create a Generative Culture In a Dynamic Business Environment – Huntington and Sophisticated Systems

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Using Language to Create a Generative Culture In a Dynamic Business Environment – Huntington and Sophisticated Systems

To start or to continue receiving the weekly blogs via email, please sign-up using this link: subscribe to Innovative Leadership Institute weekly blog.

This is a companion blog to the interview Words Drive Actions -Changing Culture With Value Based Words with Dwight Smith and Stephen D. Steinour that aired on December 17, 2019.

 

Words can be powerful. For anyone who has spoken a harsh word to a child, a loved one, or even a colleague, we can often feel the impact in our gut when we see their faces look back at us filled with hurt or sadness. We, as busy leaders, employees, and family members, often allow our stress to seep through in our language. “My Special Word,” corporate purpose statements and guiding principles can serve as an aspirational reminder setting the tone for the environment we are committed to creating.

Does this type of statement help? Is it just window dressing that sounds good in our recruiting videos?

I believe having an aspirational statement about who we want to be as individuals and organizations AND creating an environment of accountability to encourage us to act in alignment with our aspirations creates the conditions where we are more likely to act according to our aspirations. This doesn’t mean we hit the mark every day in every action. Aspirational means that is the standard we set, we measure ourselves against it, and we measure our colleagues and organization against it. Another key is we put structures in place to help one another hit that aspirational goal. We discuss our success stories and our challenges. This aspirational culture is created by both giving deep thought to the qualities we care about and creating systems and processes that underpin the culture.

In our leadership development programs at the Innovative Leadership Institute, we take participants through a process where they explore their purpose and values. For many busy leaders, while they are highly principled, they have not taken time to write down their deepest held values and evaluate their behavior against those values. The process can be instructive and an invitation to remember the values they were raised with or aspire to in their quiet moments. One of the challenges is how do we create the conditions to “operationalize” these deeper values in business?

In a conversation with Steve Steinour, Huntington Bank CEO and Dwight Smith, Founder, My Special Word, and CEO/Founder Sophisticated Systems, they explore approaches they have used to be explicit with their values personally and organizationally. This transparency is particularly important during a time when we, as citizens, are continually disappointed by the behaviors we see from those we were raised to trust. This behavior could emanate from our business leaders, civic leaders, and, occasionally, our religious leaders. In my view, we as leaders can’t completely stop the negative behavior, but we can be visible as the positive leaders that fill our communities. There are a few bad apples that get lots of press, and there are thousands or hundreds of thousands of good people who want to be great parents, employees, leaders, and family members. Steve and Dwight are highly visible and successful men in their community who are modeling their values through their words and their actions!

In this blog and the interview series, we have been talking about the trend that successful companies are focused on both profit AND being companies that serve the broader community. Huntington’s Purpose statement and Values model that trend. Huntington’s purpose is “to look out for people,” their Purpose statement is: “We make people’s lives better, help businesses thrive, and strengthen the communities we serve.” Huntington is committed to doing the right thing for its customers, colleagues, shareholders, and communities by seeking to “Do the right thing” with the following three Values…

  • Can-Do Attitude
    “Enthusiastically work and succeed together.”
  • Service Heart
    “Inclusive spirit to put yourself in each other’s shoes—then help.”
  • Forward Thinking
    “Always look ahead for ways to be the very best.”

These values help guide Huntington in all the company does in running an effective and successful enterprise where people are treated well, and where they treat their clients and communities well. Treating people well includes civility, which means looking out for people. One way Huntington looks out for colleagues it through its business resource groups. These groups come together with common interest to share their views, which then help guide and inform others around the company. These groups drive actions in the company such as the military Business Resource Group driving benefit change for Military employees and clients. To me, a major point is Huntington sets an aspirational vision and behaviors, then it acts and measures how effectively they meet that aspiration.

Dwight talks about kindness, respect, and the ability to listen to others. These words become the foundation of a culture where values show up on how people talk and interact with others. People’s diverse values are respected. People are encouraged to share their values and aspirations – creating a safe place to succeed and also a safe place to experiment and learn and make mistakes.

Moving culture from unconscious action to deliberate choice is a complicated process and unique to every organization. Here are a few steps to consider as you look at your own culture and words to see if you are saying and acting the way that aligns with your aspirations.

  • Define/refine/revisit your purpose
  • Clarify the words that most resonate with and enable your purpose
  • Identify the processes and people (like business resource groups) that turn aspiration into action
  • Measure and refine

In an environment that is changing quickly, leaders must create positive cultures that reinforce the aspirations we have as people and as organizations. This positive culture includes qualities such as respect, civility, and supporting others in accomplishing their goals and dreams.

What are your organization’s aspirational words?

 

To become a more innovative leader, you can begin by taking our free leadership assessments and then enrolling in our online leadership development program.

This online course contains the companion tools and assessments for people getting to develop become Innovative Leaders. The course is based on a proven six-step process in an interactive format that includes audio interviews with top leaders and thought leaders, videos, worksheets, articles, and reflection questions designed to support you in enhancing your practical effectiveness as an Innovative Leader.

It contains links to the online measurement platform and leadership assessments you and your coach will use.

Follow the process, and you will become more effective as a leader!

Check out the companion interview and past episodes of Innovating Leadership, Co-creating Our Future, via iTunes, Google Play, TuneIn, Stitcher, Spotify and iHeartRADIO. Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.

About the Author

Maureen Metcalf – Founder, CEO, and Board Chair of the Innovative Leadership Institute  is a highly sought-after expert in anticipating and leveraging future business trends to transform organizations.

Photo by Skitterphoto

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