How can you effectively engage with your customers who operate at warp speed? We live in a world of right now, and the demand for instant results is seeping into every corner of our lives. Instant gratification is no longer a desire—it is an expectation.
As you read the followng seven I-centric habit patterns, identify ones that do not serve your organization and see them as opportunities to develop WE-centric patterns. Monitor your impact. Notice how, by shifting to WE-centric patterns, you increase positive energy, focus your colleagues on creating the future, and enable greater leadership behaviors in everyone.
There is a part of the brain that activates when we meet people. It’s called the "like me/not like me" part of the brain or the Rostromedial Prefrontal Cortex. However, there is another part of our brain that has a bigger impact on us — and one that explains deep connection.
As we enter organizations, we each face a simple choice: Do we primarily play politics, or do we try daily to perform at our best?
Why do we often choose to play politics? Because the politics of the organization often appear to dictate who is hired, promoted and rewarded, and so playing politics seems to be our best chance to control our plight...
Since our modern society is fueled by innovation, leaders are needed in every field to develop ingenious, out-of-box thinking not just in themselves – more importantly in their people. Creating environment that release greatness in others is quickly becoming the most important challenge of the 21st century and one that will pay off for generations to come.
Why do so many ambitious and talented executives and entrepreneurs plateau, burn out, and at times regress once they “reach the top” of whatever ladder, mountain or organizational structure they’ve been climbing?
Being rejected, thrown out, or having my voice suppressed has been one of the top three ‘fight back’ themes in my life. Since fear of rejection is hardwired into all of us I’ve been compelled to study, research, and experiment for three decades looking for a new approach.
I’ve found that even the best fighters – the proverbial smartest guys in the room – can break their addiction to being right by getting hooked on oxytocin-inducing behavior instead. Connecting and bonding with others trumps conflict. The more you learn about other peoples’ perspectives, the more likely you are to feel empathy for them.
When you are playing at Level III you are at the top of your game – in fact you expand the game beyond the obvious – stretching your ‘toss’ to reach farther with others – opening the space for better tosses and better adjustments as you co-create for mutual success.
“To get to the next level of greatness, depends on the quality of the culture, which depends on the quality of the relationships, which depends on the quality of the conversations. Everything happens through conversations!” - Judith E. Glaser
Culture transformation is an advanced leadership skill. The primary way to change a culture is to use your Conversational Intelligence to create an environment that infuses energy and commitment into relationships, teams and the whole organization. Too often we get stuck in habit patterns of “taking about” but not creating change.
When fear dominates, the primitive brain takes over, releasing cortisol and catecholamines—hormones released during emotional or physical stress. These chemicals shut down the brain’s prefrontal cortex, or executive functions, which enable sophisticated strategies, trust, integrity, and strategic thinking.
My goal with all my clients is to help them ask the highest form of questions, which I call discovery questions. These questions open our minds to explore new avenues of thought with each other. They help us enter each other’s worlds, navigate each other’s thoughts and feelings, and open and harvest new insights and wisdom not yet explored by either person.