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A Framework for Writing BCM Testing Objectives

Posted by Alex Fullick on
A Framework for Writing BCM Testing Objectives

Join me Thursday, August 17/23 at 1pm EST on the VoiceAmerica Business Channel, as I’m joined by award-winning Business Continuity and Crisis Management expert, Charlie Maclean-Bristol, as we talk about building a framework for writing Business Continuity Management (BCM) test objectives, and testing practices overall.

Charlie touches on:

1. Testing vs exercising

2. How COVID has impacted testing

3. 4 key components to consider when writing test objectives

4, Testing purpose

5. Measuring success and SMART considerations

6. Pre-test planning

7. Building capabilities

8. Post-exercise assessments, observations, and recommendations

What started as a rather short discussion turned into a long chat about testing, and he shares some great insights into how we can improve our own testing capabilities. You don’t want to miss Charlie’s insights. Enjoy!


Use Purpose to Help Your People Perform Their Best

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Use Purpose to Help Your People Perform Their Best

This week’s article is by Nell Derick Debevoise, Founder and CEO of Inspiring Capital, a certified B Corp that offers purposeful leadership development content and programming to accelerate the movement of business as a force for good.  It is a companion to her interview on Innovating Leadership, Co-creating Our Future titled Going First: Courage to Lead Purposefully and Inspire Action that aired on Tuesday, January 4th, 2022.

The way we work is broken. Workplace trends show that employees are resigning in greater volume than ever, jobs are being created at a slower rate than any of the prior 7 months, and employee wellbeing is flatlining at best. The seeds of employee distrust were planted well before Covid-19 and now they become a problem that no employer can ignore.

Employees used to spend years or entire careers at one company with blind loyalty to the corporate mission. Today employees are looking to belong to a greater purpose and aren’t afraid to jump from job to job until they find one that resonates.

Creating a People-First Workplace

Not only the way we work has changed, but also the work to be done. Technology and globalization mean that employees are doing the work that only people can do, like collaborating, innovating, and empathizing. Employees can only perform these higher-level tasks when they are operating with healthy minds, bodies and spirits.

Gone are the days where employees can be treated as cogs in a wheel, incentivized to produce as much output as possible. Trends in the business landscape met with the simultaneous crises of the 2020’s have shifted power from employers to employees. Employees demand a meaningful work experience. They want to know why they’re doing what they’re being asked to do.

How can companies bring back the magic that makes employees care about their work? Connect them to the purpose of what they’re doing. It is one of the greatest human joys to achieve something larger than ourselves, working in a team towards a common goal.

Living – and working – purposefully means connecting your choices and behavior to something important in the world that you want to achieve. Purpose provides a reason to get you out of bed every morning beyond your own wellbeing or wealth. Companies need to focus on providing purpose as much as other benefits.

Celebrate Purpose in Your Organization

It’s time to throw a party, but this is a different type of party. Free beer and kombucha and promises of Summer Fridays are table stakes. Now employers must empower people to be fulfilled, by guiding them to recognize why the work matters to them as individuals, and the impact it has on people and planet around them.

It’s time to throw a purpose party. According to Marc Spencer, CEO of Summer Search, “A life of purpose is a life of joy! When you understand how your life has meaning, it brings joy, clarity, awareness of aspirations.” A purpose party is the first step to getting below the surface with your employees. It doesn’t take months of planning or a catering budget. It only takes conversations that go deeper than the day-to-day activities of your business.

Like most 2020s parties, set up a zoom link and start a new type of conversation. Choose your favorite party chat opener, like “Can I ask you a weird question?” or “This might sound random, but bear with me.”

And then dive in. Try this, “My best days are when…” Or “I am excited to come to work on Mondays because…”. Ask employees to answer those same questions. Listen, and ask more. It might be awkward at first, but creating the space for these conversations is the first step.

While throwing a purpose party scratches the surface of conversation, it’s important to make this a recurring event. Continue these conversations and questions in other meetings as openers or part of a weekly check-in. It only takes a few catalysts engaging in these types of conversations to help grow the movement. Encourage your party guests to host their own purpose parties with other colleagues around the firm.

It doesn’t take long for positive things to catch fire. As Lorie Yañez, Head of DEI at MassMutual, commented, “We’re at a tipping point. With 50% of leaders at advanced levels of cultural competence, those of us championing an inclusive approach don’t feel alone anymore.” By making purpose a topic of conversation in your immediate circle, you can reach that tipping point.

Start these conversations and watch the benefits accrue. Purpose is the most powerful, and most authentic, motivator out there. Sandi Kronic, CEO at Happy Dirt, says “When I’m in my purpose, it doesn’t even feel like I’m doing anything for anyone else!”

Bring Purpose to your Workplace Today

A purpose party doesn’t need to be a big event. Bringing intentional conversation to your workplace can start with one-on-one conversations or team meetings. Make time to discuss why you do what you do to help everyone remember what brought them each to this work. Engaging employees on their purpose will help them contribute to outcomes that are only achievable when everyone comes together. And that is motivating!

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, TuneIn, Stitcher, Spotify, Amazon Music, Audible,  iHeartRADIO, and NPR One.  Stay up-to-date on new shows airing by following the Innovative Leadership Institute LinkedIn.


About the Author

Nell Derick Debevoise is a thought partner to purpose-driven leaders, as well as speaker, author, and Founder and CEO of Inspiring Capital. Debevoise guidance helps CEOs and CHROs expand their impact, grow their businesses, and build powerful legacies. She has lived and worked on 4 continents, and collaborated across sectors with Japanese executives, Palestinian community leaders, French high school students, and Mozambique education ministry officials among others. Debevoise also studied leadership, innovation, and intercultural dialog at Harvard, Cambridge, University di Roma, and Columbia and London Business Schools. In 2011, she moved to New York and founded Inspiring Capital, a certified B Corp that offers purposeful leadership development content and programming to accelerate the movement of business as a force for good. Debevoise is a Senior Contributor for Forbes, and her first book, Going First: Find the Courage to Lead Purposefully and Inspire Action (available early 2022) is an International Best Seller.

Photo by Arlington Research on Unsplash

Opportunities in the BCM Industry to be Stay Relevant!

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Opportunities in the BCM Industry to be Stay Relevant!

Join me Feb 3/22 at 1pm EST!

What opportunities are there in the Resilience / Business Continuity Management (BCM) industry that enable professionals to be – and stay – relevant? The answer that that question and many more, are discussed as I talk with the CEO of Crisis Ally, Alexandra Hoffman. In this episode, Alexandra talks about:

a) the role of Diversity and Inclusion,

b) soft (Human) skills

c) linking activity to the organization’s purpose (and the overall culture),

d) the differences between resilience and sustainability…or the lack thereof, and so much more. Alexandra’s passion for the Resilience, Business Continuity Management, and Security industry’s is easily apparent, as she shares many great insights into how industry professionals can shine before, during, and after, an adverse event. Don’t miss it!



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Fitness coach and personal trainer Maria DiGiuseppe describes her book, “Fit and Faithful,” as “a personal testimony of faith with professional fitness and nutrition guidance.” Identifying Christianity as a major influence in her life, she shares scriptures that provide universal direction for good health, regardless of your cultural affiliations.

Maria suggests, “we need the same principles, commitment and endurance with regard to our physical body as we do to our spiritual body in order to have good health and peace of mind. Living your life honestly and being mindful of how you influence others is one of the greatest contributions you can make.” She further advises:

“Repentance or metanoia means, “to turn away from.” What modifications do you need to make to create a healthier lifestyle, such as “turning away” from overeating, excessive drinking, and a lack of discipline? Make these changes and write them down. Practically speaking, we can replace old habits with new ones. For example, instead of watching TV at night for two hours, take a one-hour walk around the neighborhood.  How many days a week can you commit to exercising? Make a pledge to yourself to stick to that plan. Beyond changing habits, commitment is about staying on the healthy lifestyle path! When you are steadfast, even if you lose the weight you want, or are in the best shape of your life, in the face of an upsetting experience or difficult challenge you’ll persevere! There is not a quitting option. If you’re going through a stressful event, the progress you’ve already made may help you to handle it better.

“If your life has taken a turn and you have to define a new sense of “normal,” that’s okay. Over time, you may be able to do something that you couldn’t do last year. If someone suggests that something you want to do is out of your reach, that you’re too old, or that it’s too late to accomplish your goals, keep in mind: If you can see it and plan it, you can achieve it!

While we live in a world in which so much is permissible, for some even one glass of wine is not a good idea. Addiction doesn’t mean that you do it daily or can’t live without it. It means that you’re doing something that causes you to suffer adverse consequences and yet you continue to do it. I believe this applies to relationships too. If a relationship only causes pain and stress, it’s probably best to put boundaries in place or get away from it all together. Try not to let the world dictate how you choose to live.

Romans 12:2 guides, “Do not conform to the pattern of this world, but be transformed by the renewing of your mind.” Once you change your patterns and think differently about things, you will start becoming the best version of yourself and live an amazing life!  Pray for direction.”

Health is also being able to handle stress. Since some things are out of your control, I’m an advocate of trusting in something bigger than what you can understand. I believed the Bible had all the answers and knew that one day I would get around to reading it, but didn’t realize that I shouldn’t take time for granted. Define your standard today while you have the opportunity. Delineate what you believe. A strong foundation sets norms for how you live spiritually and with regard to good health. As the standard for Christians, the bible offers hope and answers to life’s questions. Matthew 7:7 says, “ask and you will receive, seek and you shall find, knock and the door will be opened to you.”  

I think people can get caught in a vicious cycle. When one bad situation occurs after another, you might feel that your life is spiraling out of control. This is why I think it’s so important to have faith. It’s the umbrella over everything else. Faith according to Hebrews 11:1 is being certain of what you hope for, and confident of what you cannot see. Look for ways no matter how small, to pick yourself up. Suffering without seeking support can lead to disability and depression. Doctors may not have the answers but there may be other resources available to you, such as counseling or family support.  Don’t give up! Eventually you will see the light that is shining in the dark. Psalm 119:105 states: “your word is a lamp to my feet and a light for my path.”  

Maria suggests that following the standard of a “higher power” makes for a disciplined life, much like how athletes train to be their best. She offers the guidance of Corinthians 9:24: “Do you not know that in a race all the runners run, but only one gets the prize? Run in such a way as to get the prize.”

As you construct a foundation through which you can uphold your commitment, a mindset of perseverance, and discipline, Maria urges: “When you lack motivation, you can rely on the purpose that God gives you for your life, “for it is God who works in you to will and to act in order to fulfill his good purpose (Philippians 2:13).”

Listen to my conversation with Maria on “Turn the Page” to learn about the four concepts that she sees as essential for physical and spiritual health.

10 Great Business Books of 2016 By David Savage

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10 Great Business Books of 2016 By David Savage

Start 2017 with greater skill and purpose. Read these 10 Great Business Books of 2016.

Ten Great Business / Non-Fiction Books of 2016

As selected by David B. Savage www.davidbsavage.com

  • The Power of Tenacity; 3 Things You’ll Need to Make Your Mark in Life by Dr. Peter Legge,
  • Bad Judgement; The Myths of First Nations Equality and Judicial Independence in Canada by Judge John Reilly,
  • Achieving Longevity; How Great Firms Prosper Through Entrepreneurial Thinking by Jim Dewald,
  • Forging Grit by Mike Thompson and Steve Caldwell,
  • Elon Musk by Ashlee Vance,
  • It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture by Dee Ann Turner,
  • Counter Clockwise: Mindful Health the Power of Possibility by Ellen J. Langer,
  • Search Inside Yourself: The Unexpected Path to Achieving Success, Happiness (and World Peace) by Chade- Meng Tan,
  • Mastering Leadership by Robert J. Anderson, William A. Adams,
  • And, of course, Break Through To Yes: Unlocking the Possible within a Culture of Collaboration by David B. Savage. http://tinyurl.com/h84prqs

    More Here!

At “C” Level – Too Much Noise By Maureen Metcalf

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At “C” Level – Too Much Noise By Maureen Metcalf

At C-Level #2 is the second blog of an eight-part series following a first time CEO’s educational journey in a very challenging business environment, and exploring global concepts in leadership theory and practice. At the end of each blog are reflection questions for readers to consider as they navigate their own leadership journey.

This post by Mike Sayre — experienced software, e-commerce and manufacturing services CEO, COO, CFO and Board Director—is based on his first-hand experiences as a fledging CEO. Its intent is to provide additional insight or ideas to those in, close to, aspiring to, or trying to understand the top leadership role in any organization. Mike was also featured in the October 4, 2016 Innovative Leaders Driving Thriving Organizations interview with Maureen Metcalf on VoiceAmerica focusing on the importance of leader trustworthiness in driving organizational change.

I was a first time CEO of a manufacturing services company that was lacking in leadership and focus. I had been the CFO for five years and sensed these shortcomings were somewhat shortsighted as well. I thought things could be better and tried to fill in some of those gaps as CFO. However, providing leadership and focus for the whole company as CEO had just become my main responsibility and the questions I was being asked by the team quickly sharpened my sense of how much more important leadership and focus were than I had ever thought before!

Prior to me becoming CEO, the company had engaged a leadership coach, Chet, for the management team. Chet had been running periodic leadership development sessions with the group. However, and somewhat surprising to me, the sessions after the CEO change quickly eroded into serious complaint sessions, raising even more questions and doubt about the company’s lack of leadership and focus.

All of this noise was totally distracting the leadership of the company, including me! So I asked Chet for personal coaching as well.

Chet counseled me, “You can’t lead others until you can lead yourself.” Then he proceeded to ask me some very personal questions…my life’s purpose, what I wanted out of life, my work/life balance, etc. I was very uncomfortable talking about myself and was having a hard time figuring out how to respond to this line of questioning, let alone how it would help the company!

So Chet gave me a long list of personal questions and asked me to write not only my gut reactions to each one, but also why I felt that way. Chet had no interest in seeing what I wrote, he said it was only for me to use.

Over the next several weeks, I wrote in two- to four-hour intervals until I had several of the questions answered, as well as several “why” follow-ups for each one. At first, it was a very painful process. But as I pushed through, it got easier. The process of self-exploration and giving it life through writing it down provided me with such a high level of clarity of what I am all about and what is important to me, that I felt a huge weight of personal uncertainty lifting off my shoulders and being replaced with a much greater sense of self worth and confidence.

However, while I felt stronger and more confident, the company’s leadership and focus challenges had still not been addressed. I now needed to use what I learned and share my newfound clarity. So in about two hours on a flight to the West Coast, I created the first draft of a “philosophy card” for the company with a mission, vision and operating guidelines that aligned with my own personal mission, vision and operating philosophies. The leadership team fine-tuned “the card,” and had it printed and distributed to all of the company’s associates. I personally provided a training session for the associates and went over each section of the card so the associates all knew how much I believed in the mission and vision, and how serious I was about following the operating guidelines.

Thereafter, “the card” was often referenced in both leadership and associate meetings. It was easy for me to reference and consistently apply the philosophies and guidelines on the card because of my own personal alignment with them. It also made it very easy for everyone else to make decisions, even when I was not around, because they knew “the card” was where I would start my thought process. Using it as a leadership tool became second nature to me and our team, and significant improvements in leadership, focus and performance were almost immediate. It was a great first step in a longer and more complex turnaround process.

Note: Many companies have “philosophy cards.” But, if you don’t directly refer to it and demonstrate your use of what’s on it in your daily interactions, it’s not worth having. If it isn’t used, it becomes a negative and is just thought of as meaningless rhetoric that impugns your integrity. I first learned how to effectively use a philosophy card during my time at Worthington Industries, and I’ve since used a similar card in an e-commerce company with great success.

In Jim Collins’ bestselling book Good to Great, leaders shared firm belief in seven tenets, three of which our processes and the resulting “philosophy card” fully supported and which helped me drive company progress forward:

1.  Find the truth and act on it by facing the brutal facts of reality while maintaining an unwavering faith that you will succeed. [What was happening in those leadership development sessions was getting to the brutal truth and I had to start addressing it!]
2.  Stay focused on the essentials, stop the distractions, and cultivate that discipline. [“The card” brought new focus on the mission and vision of the company, and the operating guidelines cut way down on the distractions caused by uncertainty around what kinds of behaviors were expected.]
3.  Greatness comes from sustained commitment to disciplined people, disciplined thinking, and disciplined action that creates breakthrough momentum. [“The card” and it’s constant and consistent communication and application introduced a level of discipline that did not previously exist!]

Reflection questions:
Here are some personal questions for you to answer for yourself. Write the answers in free form and do not worry about formatting, etc. Just write. Nobody else needs to see your writing. Then ask yourself “Why do I think that?” Then ask the same question again up to four more times. By the fifth “Why?,” you should be at the real core of your thought processes and truly begin to understand what makes you…well, you! Many people will totally resist taking the time to write it all down, just as I did initially. Push forward and do it anyway! The process of writing actually activates the brain in a different and deeper way than just “thinking” about the topic.

1. What is your greatest fear? Why is it your greatest fear? Why? Why? Why? Why?
2. Who has been the most influential person in your life? Why? Why? Why? Why? Why?
3. What is your purpose in life? Why? Why? Why? Why? Why?
4. How does/will your current company/role help you accomplish your purpose in life? Why? Why? Why? Why? Why?

Take your time in thinking through these questions, formulating your thoughts, and writing your responses. There are no right or wrong answers. It’s okay if you don’t do it in one sitting. Spread it over days if you need to. Knowing with great clarity how you feel deep down is important for you and your organization, and it takes time!

For additional support creating your own personal mission and values statements, please see the Innovative Leadership Fieldbook and its corresponding workbooks that contain a chapter that will guide you through a more in-depth process. My reflection process to clarify my personal mission and values, and also those of the company, was very similar. Our leadership team then took my ideas as input and developed something they could all align around and consistently implement in the company. This process allowed them to reduce ambiguity and act as one team with a clear focus.

In At C-Level #3, Mike will write about having several new bosses (yes, that’s plural…do you only have only one or two?), how he approached that challenge and the conscious capitalism movement: leadership with purpose.

About the Author
Mike Sayre, executive advisor and organizational transformation practice lead, has been a successful CEO, COO, CFO and board director for multiple organizations in technology (cybersecurity, ecommerce payments processing and engineered computer products) and manufacturing (electronics and steel products). He shares his expertise with client boards and C-Level leaders, and advises, designs, plans, and oversees the implementation of successful strategies for turnarounds, growth, profitability and sustainability.

Mike brings 25+ years of organizational and business leadership and hands-on implementation experience to his clients.  His teams have achieved significant increases in growth, profitability and valuation, as well as shareholder, customer, supplier and employee engagement and satisfaction.

More Here!


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[#Beginning of Shooting Data Section] Nikon D200 Focal Length: 56mm Optimize Image: Custom Color Mode: Mode I (sRGB) Long Exposure NR: Off High ISO NR: On (High) 2007/03/04 17:03:10.9 Exposure Mode: Manual White Balance: Direct sunlight Tone Comp.: Normal RAW (12-bit) Metering Mode: Center-Weighted AF Mode: AF-C Hue Adjustment: 0° Image Size: Large (3872 x 2592) 1/40 sec - F/5.6 Flash Sync Mode: Not Attached Saturation: Normal Color Exposure Comp.: 0 EV Sharpening: Medium high Lens: 24-85mm F/2.8-4 D Sensitivity: ISO 400 Image Comment:                                      [#End of Shooting Data Section]

Mindful Leadership expert Josh Ehrlich, Ph.D., author of MindShifting: Focus for Performance, joined me on “Turn the Page” to discuss how you can practice mindfulness, and integrate it as a team sport in your organization.

Dr. Ehrlich highlights that “mindfulness does not just mean meditation.” It is reflected in the way we breathe, walk, eat, smile, and work. Examples include managing our access to electronic devices and communications such that we can be focused and present while on conference calls, during learning and development activities, etc.

Dr. Ehrlich provides additional guidance to support you and your organization in your practice of mindfulness, and in reaping it’s many research-based benefits:

“Fortune 500 organizations are teaching mindfulness to employees not because it makes them feel better (which it does), but because it makes them more productive. We get more productive when we focus on our process (how we get results), not just on outcomes (the scorecard of results themselves). Mindfulness helps us focus on our own process and thus to learn and perform more effectively.”

“It’s as if many of us have ADD—Attention Deficit Disorder. Our environment and constant stimulation from technology creates it. So we feel restless, and this impulse correctly asks us to move. But instead of racing around we can practice moving mindfully while walking from one meeting to the next, or while stretching (which is the essence of yoga). Moving mindfully outdoors is especially beneficial. We evolved outdoors, so it makes sense that nature would bring us back to our senses (Kabat-Zinn, 2006). Spending time in natural settings seems to reduce symptoms of attention deficit, as well as make us more creative problem-solvers (Park, Tsunetsugu, Kasetani, Morikawa, Kagawa, & Miyazaki, 2009). Thus, we can speculate whether our societal challenge is attention deficit or really nature deficit. When we design buildings where we have access to nature, we get higher productivity, lower stress, and the restoration of attention (Ryan, Browning, Clancy, Andrews, & Kallianpurkar, 2014). So, go take a hike. It will restore you and make you more productive.”

“Excessive urgency is the enemy of clear and creative thinking. We are running frantic, trying to keep up with our own and others’ expectations. So slowing down is helpful. At the same time, mindfulness does not mean going slow. We can practice mindfulness in the beginning by stopping the action and curtailing some of the input and noise to make it easier. So we may close our eyes and shut the door and breathe quietly for a minute. Ultimately through this practice we can do our job mindfully and run meetings mindfully, making decisions quickly when needed. We can make decisions more effectively because our mind is clear. Speed up when you need to, but don’t loose your awareness of yourself or your breath.”

“Leaders facing increasing pressure and uncertainty attempt to do more with less, multitasking and transacting instead of connecting. These overloaded leaders show up as fragile, less effective and less able to learn and adapt. Great leaders are mature. They have a stable sense of self that is not vulnerable to short-term setbacks. They learn from failure and are eager for constructive feedback. The foundation for this is positive self-regard. However, many leaders do not feel good about themselves. They are regularly told the bar is being raised and that they need to achieve more to get the same rewards.

We try to solve this problem backwards. We try to create a sense of self from the outside in (building self-esteem), instead of from the inside out (cultivating self-acceptance). However, we cannot control extrinsic sources of self-esteem: material rewards, approval and accomplishment. The result is leaders and employees who show us their immaturity and dark side (Hogan, 2015). They demonstrate fear, judgment and hostility. In contrast, self-acceptance is based on a solid intrinsic foundation: alignment (being in sync with our values and purpose), self-regulation (riding emotional ups and downs), and self-support (treating yourself with kindness vs. self-criticism).

Mindfulness doesn’t mean being passive or letting others bully you—it means trusting your gut, listening to your feelings and speaking your truth—your experience. So while self-acceptance is based on compassion and being kind to yourself, it is not about being a ‘softy.’ You still have to stick up for yourself when your boundaries are being violated. This is practicing kindness towards yourself too.”

“Mindful self-acceptance enables us to create inclusive organizations. Self-acceptance helps us be less biased and interested in difference, thus helping us build environments where everyone feels welcome. Inclusive environments engender psychological safety, which results in a sense of belonging, better ideas and better teamwork (Google, 2016).

The application of mindfulness to diversity is about opening and appreciating rather than rejecting difference. Instead of focusing on biases and stereotypes, we can talk about how to cultivate curiosity and openness. Rather than emphasize diversity quotas and statistics, which is especially prevalent in the US, we can focus on the business case for inclusive environments. This means welcoming all kinds of people, ideas and styles. The outcome is better decisions and greater innovation for teams and global organizations. Next time you are on a bus or train or plane, look at the faces of those around you. Notice any inner withdrawal or mild revulsion. See if you can look at difference with curiosity. Who are these fascinating strangers?

Here is my prayer for inclusivity:

If I can accept myself, I can be open to you
If I can be open to you, I can be curious
If I can be curious, I can avoid judging

Most interactions at work are focused on problem solving. So it seems strange to focus instead on empathy and connection. But that is precisely what a mindful approach to work suggests. This helps us build relationships that are the foundation of effective business. Work gets done through relationships, not transactions. When we tune in and understand each other at a deeper level, we are able to connect with our employees and influence key constituents with more impact.”

Dr. Ehrlich invites you to integrate mindfulness practices to improve quality of life and performance in your organization by exploring these resources:

Two segments of his video series:

• Practicing Mindful Leadership introduces Dr. Ehrlich’s model and how to apply it to leadership (5:18 min)

• Creating Mindful Organizations outlines ways you can create more mindful teams and cultures (5:29 min).

Read his article about mindful leadership, and his book, “MindShifting: Focus for Performance.” Learn more about his services at www.globalleadershipcouncil.com.

Listen to my conversation with Dr. Ehrlich to learn more about the ways that you can practice mindfulness to build leadership skills, foster engagement, increase your work-life satisfaction, and more.

Reiki Connects You With Spirit, Assisting You in Healing Your Own Body, Mind and Spirit by Rebekah and Boyd Campbell

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7th Wave
Reiki Connects You With Spirit, Assisting You in Healing Your Own Body, Mind and Spirit by Rebekah and Boyd Campbell

28_Awakened Hearts Rebekah Campbell and Boyd Campbell

April 11, 2016: Reiki is a Japanese holistic, light-touch, energy-based modality. It is “Spiritually Guided Life Force Energy” from an unlimited source. It is a gentle, relaxing and balancing healing technique, yet it is extremely powerful. Working as a support mechanism to the body, Reiki re-establishes a normal energy flow of ki (life force energy) throughout the system, which in turn can enhance and accelerate the body’s innate healing ability.

Reiki does not require that the practitioner guides the energy with the mind, as the energy is guided by the higher power that knows what vibration or combination of vibrations are needed by the client.

Find out how Reiki can benefit you. We will explore the incredible healing benefits reported by people who have learned Reiki and from those who have received Reiki.  We invite you to call in or email us to share your own experience with Reiki. Call 1-866-472-5795 or email Hello@SundraHealing.com.

Don’t miss your opportunity to receive a live intuitive reading from Rebekah and Boyd by calling or emailing the show. Call 1-866-472-5795 or email Hello@SundraHealing.com.

Listen Live Monday, April 11 at 9am Pacific Time / 12pm Eastern Time on the VoiceAmerica 7th Wave Channel. After Wednesday following the show you can stream or download this episode.

Everything Happens for a Reason by Rebekah and Boyd Campbell

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7th Wave
Everything Happens for a Reason by Rebekah and Boyd Campbell

28_Awakened Hearts Rebekah Campbell and Boyd Campbell

April 4, 2016 : Did you ever stop to wonder why things have happened in your life the way they did? Everything happens for a reason and comes with a divine lesson.  Often the most difficult experiences bring us the greatest blessings, as well as tremendous growth and expansion.

Rebekah and Boyd will share their stories, incredible adventures filled with many lessons that awakened their hearts. Find out how they created a life in alignment with their divine life purpose.  As you will learn from their stories, everyone can experience a life filled with purpose and passion. When we let go of fear, everything becomes possible!

Don’t miss your opportunity to receive a live intuitive reading from Rebekah and Boyd by calling or emailing the show. Call 1-866-472-5795 or email Hello@SundraHealing.com.

Listen Live Monday, April 11 at 9am Pacific Time / 12pm Eastern Time on the VoiceAmerica 7th Wave Channel. After Wednesday following the show you can stream or download this episode.

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