On Leadership and Healing: Striving for Wellness

Healing Hands

We often speak about service and leadership and even servant leadership, but the original word to serve in Greek, the language of the New Testament, was the word “therapy,” that expressed the idea of leading, serving, taking care of, and healing.

 In the New Testament, leadership had two components or facets: teaching and healing. If teaching was the content vision, it was authenticated in healing.

Leadership That Serves and Saves

But, to heal in Greek means to protect from harm, to benefit, to preserve inner integrity, to rescue from harm; these are all aspects of leadership that serves and saves. Leading and healing are two aspects of the same reality that focuses on integrated, holistic approaches to people and their organizations.

Leadership that heals restores harmony within individuals, between people, and within structures, and frees people from unhealthy living.

Health and wholeness are basic, primary values for all human beings, and people see sickness and dysfunctional responses as undesirable obstacles to happiness and fulfillment in life. When health and wholeness are absent people seek explanations and remedies, and when these are not forthcoming they suspect that there are forces beyond themselves, working against them.

Whatever the explanation of sickness, people long for healing. A leader of hope who is attentive to organizational dysfunctioning should feel called to heal. He or she must be sensitive to others’ needs, be a voice for the voiceless, and stress that successful organizations require holistic living.

A leader of hope who wants to have a healing effect on an organization must listen to workers’ stories and anger, call them to community health and wellness, and teach how wellness, leisure, health, personal or organizational growth, and business effectiveness are closely related to each other.

Striving For Wellness

In dealing with others and organizations, leaders strive for wellness, a concept that means the best one can be at any given time. Individuals and organizations come with the baggage of their history, and a good leader cannot expect from followers immediate exemplary responses to his or her challenges.

The first stage in healing is to stop negative influences, the slow erosion of values, and the corrupt influences of power.

Then, healing also includes efforts to end destructive practices such as confrontational positions, neglect of workers, coercion of followers, harassment, paying for support, outright fraud, controlling management teams with salaries or threats regarding job security, dividing to conquer, and using people rather than collaborating with them.

A leader who heals confronts any crisis of quality, changes in standards, neglect of traditional values, and does so because he or she recognizes we are all capable of evil, we often know our flaws and do nothing about them, we live with false values or reduced ideals, and we need illumination and healing.

Managing Wellness

Wellness is more than the absence of dysfunctions in individuals and organizations. It is a holistic concept that includes physical, social, and spiritual components. People can work at wellness through self-motivation and healthy practices.

Components of wellness include a positive outlook on life, basic personal and organizational skills, a sense of purpose, respect and love for each other, being in tune with one’s environment, and having a plan for balanced living.

Like other aspects of organizational life, a leader can manage wellness.

A leader who heals gives special attention to emotions, whether job or people related, identifying causes and potential reactions, and making sure he or she channels positive emotions and controls negative ones. Among the former are acceptance, joy, trust, surprise, satisfaction, and among the latter are fear, anger, hatred, rage, pride, jealousy, sadness, and loss. Each of these has many manifestations.

For example, people can have fear of failure, of embarrassment, of disappointing others, of resentment of leaders, of lack of respect, and of losing self-confidence.

  • Leadership is almost impossible for those who lack the ability to react to these emotions.
  • Leaders of hope partner with followers, understand their emotions, and raise them up to their potential.
  • They have faith in their followers, see they attain their own hopes and contribute to the organization’s, and love them enough to seek what is best for them.

A Leader of Hope

A leader of hope constantly asks what individuals and the organization would be like if all were functioning well. The organization’s product or service, its workers, management, and structure should all perform well. This does not mean there are not irritants in the group who do not think or act the way others do.

They, too, receive healing acceptance and affirmation, for the group needs energy that comes from differences.

Wellness within an organization will include trust, ethics, protection within the working environment, truth-telling, financial integrity, mutual respect, mutual pride, patience with each other, and a sense of responsibility for each other and for the organization. A spiritual leader can achieve much when he or she concentrates on on healing when dealing with others and organizations.

So, how are you doing at leading hope, fostering wellness, and insuring healing with the people in your organization? What can you do to strengthen your “empathy muscles” so that you can be that healing leader that keeps your organization healthy? I would love to hear your thoughts!

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——————–
Dr. Leonard Doohand

Dr. Leonard Doohan  is an Author and Workshop Presenter
He focuses on issues of spiritual leadership
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How to Connect With Your Team When You Don’t Have Time

Connecting With People

“Time is the coin of your life. It is the only coin you have, and only you can determine how it will be spent. Be careful lest you let other people spend it for you.”  ~Carl Sandburg

Having The Time To Connect

A client and I spent about 50 minutes during a recent session talking about all the things he was concerned about—meetings, motivating, and accomplishing the goals and objectives for his team. He had developed a good plan and way ahead, but something was still troubling him.

Toward the end of our call, he said, “You know, I just do not have time to connect with my people.”

“Brad,” I said, “We have talked for about an hour about how you can be a better leader.  Most everything we’ve talked about can be delegated, especially the technical work.  The one thing that can’t, however, and the thing that is the most important thing in helping you become a great leader, is connecting with your people personally, on a regular basis. You just can’t delegate that.”

He said he had never considered that.

Connecting with People 

In his book, The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You, John Maxwell talks about the Law of Connection, and that successful leaders are always the initiator of connections.

In it he says, “They take the first step with others and then make the effort to continue building relationships.”

So how does a busy leader, who feels that they don’t even have time to take a lunch break, find the time to make that personal connection with their team? (I feel that this is the MOST important thing they do!)

Coach and author of the book There’s Not Enough Time….and other lies we tell ourselves, Jill Farmer, says it starts with getting intentional:

“There’s not going to be a magic windfall of more time falling from the sky. It’s a matter of refocusing attention and intention.”

Getting Personal

3 Things To Try to Make It Happen

1) Hone those delegation skills.

If you are a perfectionist (or a recovering one, like me), you know that no one can accomplish tasks quite like you can. After all, by the time you show someone else how to do something the way you want it done, you could have it already finished. This is a common complaint I hear all the time.

But consider this: If you don’t delegate, they don’t learn.

You only grow your team or organization when they learn to do things without you doing it for them.  Time spent up front, teaching and coaching them to accomplish tasks that they can not only learn to do, but will help their growth, is well worth the investment.

2)  Try bagging it.

Try hosting a brown bag lunch in your office, if you have the space, or in a conference room if you don’t. Invite one team at a time, or mix it up to help people connect with people from different teams. Tell them to bring their lunch—it’s informal.

This isn’t about work, so you don’t have to prepare anything, but you might invite them to ask you questions if they desire.

If you are an introvert, and don’t do well with chit-chat, ask them a couple of questions such as: “What would you do if you couldn’t have this career?” or “If money were no object, what’s the one thing you have always wanted to try?” You will be surprised at how little you have to say and how much you learn about people.

 3)  Block out the time

When you have an important meeting, you schedule it on your calendar.  Since these are important meetings, schedule them just as you would any other meeting.  Block out a few minutes every day, or even twice a week, to visit a different work team.  Even if you just to stop and say “Hello, how’s it going?”–that’s a connection.

By scheduling it in small time increments, you don’t have to worry about the day getting away from you and realizing a week has gone by without connecting with anyone on a personal level.  You might want to add a few minutes in to take a walk, or have some quiet time to yourself (really?).

Schedule at least one 30-minute meeting with your direct reports once a month, depending on how many you have.  One executive I know schedules all her team members for an hour with her once a quarter, because that is the time she can afford.

Time Is On Your Side

Nothing can replace the precious time you spend with your team–it affects morale, productivity and your business culture.  It can raise a team from one that is mediocre to one that excels in pushing your organization to the next level.

Earl Nightingale said:  “Don’t let the fear of the time it will take to accomplish something stand in the way of your doing it. The time will pass anyway; we might just as well put that passing time to the best possible use.”

What ideas and recommendations have you used to help you make some time to connect with your people? How have these benefited you, your team, and your results? i would love to hear your thoughts!

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———————–
Susan (Chandler) Foster

Susan C. Foster is an Master Certified Coach & Owner of Susan Foster Coaching
She coaches & facilitates in Leadership, Motivation & Building Great Teams
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Leadership and Truth Found in a Comma

Commas

I just lost thousands of dollars because of a punctuation mark. A comma, of course.

Yes, a simple comma cost me much in a legal case.

The Little Stuff Counts

The Story of a Comma

Excited to move my business practice ahead, a contract was on my desk to sign. The agreement to hire and gain more sales was attractive. I was thinking this was a legitimate proposal and was not thinking that it might be a scam.

I looked over the contract and read the expectations that the service would be rendered without any hitches. I was eager to move the business forward. The contract was simple, just a couple of pages, and did not seem to need any more proof reading.

Flash Forward

Now, three months later, I am listening to the voice of the court clerk asking me to read the name of the business that had not kept its agreement and had been over paid for services not rendered.

  • I read the name.
  • Again, I read the business name.
  • A little confused, I read the business name once more.
  • The court clerk, asked me again to read the name of the business.
  • Again, I read the name.
  • What was I missing?
  • The court clerk then asked me if I could see the comma?

I looked carefully at the corporate register’s search document and saw that a small comma in the business name was visible.

What Did That Comma Mean?

A Stupid, Stupid Comma

The comma was a part of the business legal name and when the comma was left out of the Affidavit of Service it would cause the case I was filing nullified. A little item like a comma could play a significant part in the outcome of the complaint I had. A little object, like a comma could cost me thousands of dollars.

Few businesses use a comma in their name and surprised I  learned the comma was a ‘red flag’ to the court clerk. For me, it was not something I had expected. This made me realize that lies are often subtle and rarely expected.

A small comma is like a small lie. It can seem insignificant but have multiple impacts. The comma could have stopped the legal process. The comma could have prevented justice. The comma could have …blah, blah, blah…

A Comma in a Business Name

The legal name of the parties involved in a contract is a very important consideration. A small oversight such as a comma in the legal business name can nullify a court proceeding. To make sure that the document is correctly written, a corporate profile search undertaken at a registry office.

This double-checks that the legal name matches the contractual agreement. If a civil court case ensues this documentation is helpful. Some companies know a case loses because of this small oversight, so do the research before going to court.

How Prepared are You When Signing Contracts?

Your Ethical Journey

Business leadership is an ethical journey but sometimes unethical people lay snares that entangle and cause serious disruptions in the day-to-day operations. Therefore, contracts are an important source of truth and writing one carefully can save future misunderstandings, reduce operational headaches and risk.

All written contracts should make sure that both parties are evenly and fairly represented. The contract is a binding document that is easily to interpret and to follow.

Leadership and Truth in a Legal Agreement

Legal clauses are crucial in interpretation from what the contract states to meaning from the words written. The contract states and clarifies short and long-term commitments. The legal clause are found in change in control agreements, publishing agreements, speaking contracts, etc.

Legal clauses are disclaimers, non-disclosure statements and business-marketing strategy agreements.

Understanding detailed legal statements requires expertise beyond the scope of this blog; however the point that legal jargon is relevant and important for leaders is critical.

Truth in a legal contract is a trust that extends to both parties of the agreement. The buyer and the seller in a contract want to gain from the relationship. Neither expects the other to defraud. However, fraud results as the outcome of side-stepped truth.

So, just like the comma is a ‘red flag’ to keep in mind to prevent possible snares documentation is also important.

Solidify Your Business Contract

Documentation is the single biggest reason projects succeed. To write successful contracts include statements that are meaningful and understandable.

The following sentence will show a good deliverable.

Target decision makers called without allowing no downtime in the campaign.

The following sentence will show a better way to write a good deliverable.

Target decision makers have a website that is under performing with a page rank of 0-3; and furthermore allowing no downtime in the campaign hours between 8:00 AM to 1:00 PM on weekdays.”

Good Leadership Documents Outcomes

The best way to decide if the contractual agreement works is to document outcomes.

Create a spreadsheet to track the obligations of the buyer and the seller; such as, the date, name and deliverable in the contract on the spreadsheet.  Documentation of calls, emails, personal and business meetings recorded give evidence.

In the following contract, three key questions see whether excessive downtime caused problems in the campaign.

“Target decision makers have a website that is under performing with a page rank of 0-3; and furthermore allowing no downtime in the campaign hours between 8:00 AM to 1:00 PM on weekdays.”

  • Were the decision makers called?
  • Did the campaign run on the expected hours?
  • If a website was under performing did they get help?

This documentation of outcomes reduces anxiety and measures expectations realistically.

Truth is justified when seen with evidence. For example, get the evidence that your website is not under performing with critical web analytics today. Gain confidence knowing your management and leadership performance with executive video assessments. Documented outcomes are how leaders can solidify their businesses.

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Q: So then, what documented outcomes do you value?

A: Please post your comment below. I would love to hear your thoughts!

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——————–
Loreen Sherman

Loreen Sherman is CEO of Star-Ting Inc | Executive Coach | Sr. Mgmt. Consultant
She serves clients with a 3-D Analytic Assessments and Succession Planning
Email | LinkedIn | Twitter | Web | Corporate | Booking | ☎ 
403.289.2292

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On Leadership Styles, Philosophies and Where You Live

Infographic brought to you by Brighton School of Business and Management

How to Be a Rock Solid Leader

Rock Solid Leader

The en masse exodus of Baby Boomers alarms some in the business community as retirement encroaches. Varying reasons exist for the multiple reactions to retirement. The energized and ready can’t wait to quit the daily pace of dutiful work obligations in exchange for a more relaxed pace. Others are uncertain, wary and intimidated about this forthcoming season in their lives. 

The question arises, how do you stay a rock solid leader after retirement?

Leadership Validation Is a Core Process

Before a leader can navigate his retirement, an important and often overlooked step is the leadership validation process. This is the process of confirming that a job was well done. Meaningfulness becomes increasingly important as one becomes more experienced.

A rock solid leader who validates the claims of leadership manifested in the working years gains more assurance and is emotionally ready for the exit.

For many, this validation is unnerving:

  • How do they know if they were meaningful?
  • How do they know the caliber of their followers?
  • Or, what is the caliber of their potential successor?

The validation for leaders of core competencies is critical in all phases of the business and personal life cycle and increasingly important near retirement. This translates into core validation being essential from the first interview to the exit interview.

At my firm, we have found that we can confirm core competencies better with 3-D assessments and our clients gain a competitive advantage. This approach provides a much more realistic understanding of the leaders and how best to go ahead.

Leadership Validation

Essential for Rock Solid Leadership

Executive coaching, leadership assessments and evaluations and performance reviews are often the tools used by consultants to help investigate and test the leader’s hard and soft skills. The typical pen and paper approach has brought in results; but limited insights.

A better approach is the 3-D assessment that utilizes video as the main medium.

How to Be a Rock Solid Leader

Under pen and paper, the list of questions is often answered individually. Each response comes from how the leader sees themself. This self-evaluation is a good tool but limited. The way others view a person is critical. First impressions are important. Therefore, undergoing a comprehensive assessment is a better approach.

What variables validate core leadership competencies?

Peer evaluations have often been used to check the team or the leader. The problem is that they are often subjective and not good evaluations. So, the first key in gaining a tier-one evaluation is to make sure that the person diagnosing the skills is not a part of the team or related to the company. An outsider’s objectivity provides a level of analysis that cannot be attained by co-workers.

So this begs the question:

What leadership skills should you get assessed?

Leadership Potential

New and Underdeveloped

The skills gaps in the rise of new leadership is an increasingly challenge for many companies. The new enthusiast wants to lead well, but often lacks the knowledge that comes with hands-on experience. Thus, two categories of skills exist and assessed in a comprehensive leadership skills assessment to confirm core competencies.

Technical Gaps:

  • Computer
  • Engineering
  • Mechanical
  • Electronics
  • Math
  • Computer Programming

Interpersonal Skills:

Certain aspects of leadership depend on qualities – often subtly displayed – that others perceive someone to have. Leadership awareness of soft skills can be difficult to assess, so an effective way requires an in-depth probing and understanding to check core competencies.

This type of “deep-dive” assessment observations and resultant data explain feedback with a higher level of accuracy.

  • Critical Thinking
  • Complex Problem Solving
  • Judgment and Decision Making
  • Active Listening
  • Sales Techniques

In fact, many qualities are visible with 3-D analytics; thus increasing the effectiveness of each assessment. Now, you can know if you are a rock solid leader.

A Twist in the Leadership Validation Process

Many companies have focused on leadership development and training for the newbie. However, this is only a partial solution. 3-D analytics work for senior management too.

Good companies know the value of their human capital; the experiences of a mature leader adds wisdom to the organization.

Increasingly, the en masse exodus of senior management has upper management more aware of the knowledge loss with retiring senior management. The challenge is to capture and assimilate the knowledge of these retiring seniors. Their successes are what make a leader rock solid.

Rock Solid Leader Plans

The cycle of a leader begins with initiation into authority and continues until retirement. Throughout the business cycle a good leader should confirm his or her core competencies to strengthen weaknesses and strengths. A

potential leader is usually provided training and guidance to increase his skills. An experienced leader, yes, a rock solid leader guides others to maturity. Thus, the question becomes for a company how to keep the knowledge of a rock solid leader?

Succession Planning

Continuity of leadership is a challenge. This is one reason succession planning is fruitful. Succession planning helps find new leaders and explores ways to capture the knowledge of the predecessors.

  • How well is your company positioned to transition its rock solid leaders?
  • Has your company started its 5-year succession plan, yet?
  • What steps are missing to getting your plan on paper and into action?

I share effective succession planning to help prepare executives, leaders and management with programs for custom exit strategies that validate core competencies.

Q: So then, what is the best way to find a rock solid leader?

A: Please post your comment below. I would love to hear your thoughts!

**********

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Learn, Grow & Develop Other Leaders

——————–
Loreen Sherman

Loreen Sherman is CEO of Star-Ting Inc | Executive Coach | Sr. Mgmt. Consultant
She serves clients with a 3-D Analytic Assessments and Succession Planning
Email | LinkedIn | Twitter | Web | Corporate | Booking | ☎ 
403.289.2292

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Dealing with Nasty People Who Undermine You

Have you ever come across colleagues, coworkers, or “frenemies” who undermine you?

Or worse, have you had this happen to you and not even know that it was happening?

And how might you know if someone is working under-the-radar to cause you harm?

Understanding Sabotage

My intuitive senses are quite developed, but even for me it takes a few instances to figure out that someone is undermining me. Why? Because it is done in a subtle or gradual way and it often comes from people who you wouldn’t suspect such a thing.

These people could be your close friends or co-workers with whom you often hang out.

Most of the time undermining is done in a subtle way, but in other times it could be obvious. When it is subtle, it can be slipped in as a disguised compliment. You are left confused whether you were being complimented or slighted. It is only after a few repetitions that one figures out that they are being undermined.

So What’s Going On?

I am not a psychologist, but as far as I can tell, the following could be some of the reasons why people undermine others:

  • They genuinely believe that they are better than you. By undermining you, they are validating their beliefs to themselves and it makes them feel better.
  • Life is a competition for some people. I tend to think there are two kinds of competitive people. Some are too busy achieving and then there are others who seem to think that success is limited. When they see someone else’s success, to them it means their failure and therefore they try to undermine others in order to feel superior. In my humble opinion, I believe that success is unlimited. Moreover, success means different things to different people. One person’s success doesn’t mean other person’s failure. Aren’t we all on our own life path?
  • Co-workers may try to undermine you in order to get ahead or if they perceive you as boss’ favorite.
  • Some people feel that they haven’t gotten their dues in life. When they see someone who has gotten success easily, they may undermine their success.

Causing Harm

I have stated some of the reasons above and I am sure there are other reasons for which people may justify undermining others. However, it is a very negative experience for the person who is being undermined.

There is really nothing tangible to be gained from such an experience except for frustration and a bad taste in the mouth.

The person being undermined is often left with a confused feeling about his friend or co-worker and might also start thinking “What did I do wrong?” The fact is that he didn’t; the fault lies with the person who is undermining. It has probably become a habit with them and they do it subconsciously.

Dealing With Undermining People

In order to deal with undermining people, the best strategy is to ignore their opinions and not let that affect you. After all, they are undermining you because they think they are being heard or have a say.

Perhaps you gave their opinion of you a little too much weight in your life. Once you take that power away from them, they will likely stop or find someone else to undermine. T

his might be easier said than done but it is a good solution to walk away from a negative situation. Clearly such coworkers or fr-enemies are not adding any value. Instead they are trying to erode your self-esteem and in the process self-serving their own false beliefs.

So have you ever been a victim of work place sabotage? what did you do about it?  Or have you been guilty of doing this yourself? Why did you do this? I would love to hear your thoughts!

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———————
Aditi Chopra
Aditi Chopra is an experienced leader in the software industry
She is a consultant, writer and a leader
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Visionary Leaders Squeeze Their Creative Juice Every Day

Creativity is vital for leaders in a rapidly changing world. But as a leader, do you have those days when you wake up feeling dull and nothing creative seems to come to mind?

You’re tempted to retreat into the mundane and routine just to get the day over and done with.

Forcing Creativity

Maybe you do manage to pick a subject and try to bludgeon some creativity out of your brain.

  • Which subject to go for?
  • In which direction to travel?
  • What will my new creation look like?

It all seems too much like hard work to me. You’re tired and uninspired. You eventually accept it,  but now what? How do you get new creative ideas to flow from your mind?

A Creative Energy Crisis

The visionary starts with a clean sheet of paper, and re-imagines the world.” ~ Malcolm Gladwell

Can we be creative only when we’re energised? I hear you saying something like this:

When I’m tired I have no energy and I feel incapable of raising the effort. Everything I want to think about just asks too much of me. Without energy how can I possibly come up with anything creative or useful?

Why would you expect to be a full-on high energy creative person every day? There are going to be days like this one. Should you retreat, lick your imaginary self-indulgent wounds and sit in a corner.

If you can crack this challenge you will not be a prisoner of “tiredness.” Luckily there is plenty you can do.

“Creativity is an act of defiance” ~ Twyla Tharp

How Creative Are You?

In a great TEDx talk by John Paul Caponigro, he tells us “You are a lot more creative than you think you are” and gives great ways to trigger our creativity.

The direction you want to take is entirely your decision

Steps To Juicing Your Creative Mind

A key message of John’s is to become childlike again.

  • First release the pressure.
  • Just mess about with “stuff.”
  • Aim nowhere in particular.
  • It doesn’t matter where you start or finish.
  • Have faith, something will develop out of the mist.
  • Keep playing and it will crystallize.
  • The stuff you throw away today might be useful another time, so keep brief notes.
  • Scratch away until things gel, and then focus down on the specifics.
  • Then analyse and introduce your mental editor.

“Creativity requires the courage to let go of certainties.” ~ Erich Fromm

“Scatching” and Keeping the Good Stuff

Twyla Tharp dancer and choreographer spends many hours in rehearsal, playing with steps and poses, throwing away most of her work but keeping the really good things. She coined the term “scratching.” If it’s good enough for her it’s good enough for me, and you.

Remarkably, energy appears as if by magic driving yet more creativity.

Triggering creativity is about letting the juices flow and revealing the gifts spontaneously. You cannot force it. Next harness and develop your new creation.

My formula for scratching is PTP – Place, Time and Permission.

  • Place – Find a place conducive to scratching. (e.g. a favourite coffee shop, jogging and crucially for teams an agreed thinking space).
  • Time – Give yourself sufficient time. Scratching shouldn’t be rushed.
  • Permission – Give yourself (and others) permission to put aside time to scratch. This time is valuable and not wasted; it’s the golden time which generates the most creative elements of our lives and our work.

Can I add a couple more P’s: patience and persistence?

The Creative Environment

In his brilliant study of the environment of creativity Steven Johnson describes in his video at the top of this post how many great inventions or intellectual leaps have required decades of patient development.

The great ideas often involve the collision of multiple smaller concepts and observations.

He also proposes that creativity is a product of chance and that “chance favours the connected mind.” We are all more connected than ever before which is a good thing. Our challenge is to prevent being distracted by the dross. We need to scratch purposefully to find the hidden gold.

Follow the Leaders

Finally, if this creative process is good enough for the leader it must be good for everyone who follows. The creativity of an organisation will be magnified many-fold if you create a connected physical and cultural environment.

Chance will then favour this highly connected authentically aware creative crowd.

“The things we fear most in organizations—fluctuations, disturbances, imbalances— are the primary sources of creativity.” ~ Margaret J. Wheatley

Action Plan

Your Actions Today

  • Find a Place, assign Time and give yourself Permission to scratch.
  • Let thoughts come and go – don’t concentrate on anything in particular.
  • Play around with ideas and make notes. Is it good for today or tomorrow?
  • Notice how you feel before, during and afterwards.
  • During and at the end of today make notes on what you observed and felt.

Recommended reading

The Creative Habit: Learn It and Use It for Life by Twyla Tharp

Where Good Ideas Come From by Steven Johnson

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——————–
 Gary Coulton

Dr Gary R Coulton is CEO of Adaptive Intelligence Consulting Limited
He empowers leaders to release their Adaptive Intelligence
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