Rise Leaders Radio
#42 What if Sales IS the Center of the Universe?

#42 What if Sales IS the Center of the Universe?

August 17, 2021

Look at sales in a very simple definition - that is delivering value for what someone needs. If you look at sales in that light, that’s a very noble profession. It starts with helping make sure that companies have the right people in their organization and Sales[people] who have the right knowledge, mindset, approach, cultural fit for the business, but also work with other areas of business.” - Chris Goade

Aligning Sales and company culture

Sales is arguably the face of the business – and foundational to an organization's success. It’s intrinsically connected to each function of the business, interfaces directly with customers, and delivers the revenue and profits necessary for growth. This is why it’s critical to develop solid sales processes and talent.

Chris Goade is the co-founder of 360 Consulting and saw an untapped market to build, rebuild, and restructure sales organizations while developing its people. He discusses the importance of a sales culture and that it aligns with company culture. This happens by finding the right people, building the right processes, and nurturing cross-functional relationships.

When done well, this creates a win-win relationship for the business and the customer.

People, Mindset, Process

 [11:09] “Work to make sure you have the right people, the right mindset, a clear understanding from everyone in the organization of what you do in sales: How do we develop leads? How do we articulate our value proposition? How do we create winning relationships?...It's a process like accounting, production, operations.”

About CRMs

[17:26] “If you start off with, 'do we have the right tool configured correctly? Do we have the right processes in there? And always keep an eye on what the ultimate goal is - this changes the whole belief system around what a CRM can mean for your business.”

Change driven by Goals and supported with Accountability

[18:54] “Get participation from everyone on the team…And now it's not just someone saying, ‘Hey, you're gonna do this,’ or ‘This is policy’… that's a whole different kind of mindset and position to come from when you start to hold people accountable…
“We don’t change for the sake of change, but change to get to the goals. … [When] they have some ownership in that in that change, then it's not so scary.”

 

For further exploration:

360 Consulting DFW : https://www.360consultingdfw.com/
Chris Goade Linked In https://www.linkedin.com/in/chris-goade-535b2831/
 
To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
https://rise-leaders.com/contact-info/

#41  How to Be Free

#41 How to Be Free

August 3, 2021

“Everything can be taken from a man but one thing: the last of the human freedoms - to choose one’s attitude in any given set of circumstances, to choose one’s own way.”  - Viktor Frankl

Unlocking our freedom from within

When we think of independence, we often think of it as an external event, like Juneteenth or the Fourth of July. But freedom and independence, including personal freedom, is actually a process and practice that requires ongoing effort.
Internal freedom is our ability and willingness to live into our own creative potential. It's a mindset and comes from within. To achieve internal freedom, spend time reflecting on your values, motivations and authentic desires. Double-check that the dreams you're chasing are yours and not someone else’s. We unlock greater personal power when we recognize self-limiting beliefs and behaviors that inhibit our internal freedom.
The benefits are great: when we gain internal freedom, we live from a creative and empowered mindset.

 

What Internal Freedom looks like:

[07:46]“It looks like creating visions for our own life and then taking steps toward those visions. We’re honest and clear about what we want, not what someone else wants of us, or what we feel obligated to do.”
“Using discretion and intention for where we place our focus and attention…Know where you want to spend your time and attention and create boundaries and practices so that you find that sweet spot.”

How we hold ourselves captive:

[12:35] “Complying, staying small, and not rocking the boat. Staying quiet in meetings and agreeing.”
[14:47]“Not recognizing and valuing our own worth, expertise, contribution, impact - a feeling of not belonging.” For example, “’Everyone at my company has specific expertise…I run customer support so don’t have much to contribute.’”  One way this belief impacts someone is in feeling unable to say no in an attempt to prove one’s worth. Burnout and resentment follow.

For further exploration:

Journal Prompts for Freedom pdf https://mailchi.mp/rise-leaders/journal-prompts-for-freedom

Rise Leaders Radio Episode #13 with David Emerald: Three Vital Questions for Transformative Results and #33 with Jerry Magar: Putting Your Values Into Action (www.rise-leaders.com/podcast)

CliftonStrengths assessment
Man’s Search for Meaning by Viktor Frankl
 
Books by David Emerald:  The Power of TED* The Empowerment Dynamic + Three Vital Questions:Transforming Workplace Drama
 
Mastering Leadership by Robert J. Anderson and William A. Adams (socialized/self-authoring, creative/reactive)
 
Reboot:  Leadership and the Art of Growing Up by Jerry Colonna
Cassandra Speaks: When Women are the Storytellers, the Human Story Changes by Elizabeth Lesser
Owning Your Own Shadow by Robert A. Johnson
Loving What Is by Byron Katie
To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
https://rise-leaders.com/contact-info/

#40 Try the ‘blend’ : A practice to build stronger relationships and deeper trust

#40 Try the ‘blend’ : A practice to build stronger relationships and deeper trust

July 13, 2021

“When we’re blending, we felt in lockstep, we were in flow. Perhaps we even felt like the conversation was a nice dance. We felt open, connected with, 'gotten'…When we are able to blend, we have stronger relationships that are based on deeper trust.”

 

'Blend' to build stronger relationships

In a society that seems to value being right and accomplishing tasks quickly, a willingness to engage in the difficult work of connecting with what others care about is a game-changing mindset. Blending is one means of accomplishing this: an authentic willingness to be open to another person’s concerns, move with them, to hear and understand their perspective.

This week we’re looking at what blending is (and isn’t); how to sense it; and how to observe, reflect, and practice it.

What Blending Isn't:

[3:42] “When we're having an experience of not blending or not being blended with, we may say that we feel pushed into something. We might feel stiff-armed or kept at a distance. We feel like we had the rug pulled out from underneath us.”

Observation Before Action

[6:07] “The magic in all of this is in raising our self-awareness so that we can catch ourselves when we're blending well, and not so much.”

[8:38] “Observe yourself. Notice the situations where you blend well. And when you don't, I've given you clues already to look for: when you jump in to fix, advise or shut something down, or when you move into complying and pleasing.”

 

Center, Calibrate and Connect

 [10:57] “When you're actually in the blending conversation, connect to what you care about. Center yourself physically, release tension, calibrate your nervous system. Now connect with the other person and engage by asking questions and attempting to expand your own perspective.”

For further exploration:

Rise Leaders Radio Episodes focused on embodiment: #32 Speak Up Stand Up:  Chris Johnson on Becoming Fierce; #25 The Leadership Pause with Chris Johnson (www.rise-leaders.com/podcast)

Pushing Hands - An embodied exercise:  Wikipedia https://en.wikipedia.org/wiki/Pushing_hands

"Embodied Leadership: The Somatic Approach to Developing Your Leadership" – Pete Hamill https://bookshop.org/a/16835/9780749465643

"The Leadership Dojo: Build Your Foundation as an Exemplary Leader" – Richard Strozzi-Heckler https://bookshop.org/a/16835/9781583942017

To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
https://rise-leaders.com/contact-info/

 

#37 Intimacy, Self-Orientation & Fear | A Deep Dive Into Trust

#37 Intimacy, Self-Orientation & Fear | A Deep Dive Into Trust

April 6, 2021

"If we insist on being buttoned up, polished professionals, that gets us a certain distance in our business lives. But showing up as a human being and being willing to relate to our clients and our colleagues as human beings, not just as professionals, gets us 10 times further.” - Andrea Howe

Strong connections build trust
Andrea Howe kicks conventional business to the curb and transforms how people work together. Augmenting our talk with Charlie Green in episode 36, Andrea helps us take a deep dive into the foundations of trust for us to accomplish this.
 
Building trust can feel risky. It requires shedding protective mechanisms to reveal vulnerability and, as a result, make human connections. In the workplace this often spurs fear. After all, it can be a tough balancing act to appear competent and set professional boundaries while also taking opportunities to let our guard down and reveal ourselves. Fear also inhibits true connection because it magnifies self-orientation. We can’t truly be there for others if we allow our own fear to take hold and guide our interactions.  

As you’ll discover, these 3 elements are interwoven, but when they’re examined, you can see how an awareness of them helps a novel way of working and thriving unfold.

Face fear
[14:37] “Human beings, professionals, struggle with fear…[sometimes] it’s a subtle, insidious force that has us suddenly doing or saying things that maybe aren't the optimal from a trust-building standpoint. But it's pervasive, and I think it's critical for us to attend to…we’ve got to shine some light on it, normalize it, practice ways to manage it and mitigate it, and therefore be able to show up not only more powerfully in a more grounded and centered way, but also more courageously.”
[28:01] “So think about it, when we're in a fear-based place, even if it's subtle, the ability to really tune in to another human being is compromised.”

Intimacy builds a safe haven
[31:16] “In looking at the data we've collected over more than a decade now, those with the highest intimacy scores tend to also have the highest trustworthiness scores…
“If there isn't safety in a relationship…if you're my client, what's the likelihood that you're going to disclose to me or even be willing to explore with me the real issues? What really needs to be attended to? What you're really concerned about are what your fears are.”

Generosity: The antidote to fear
[39:51] “Be willing to give stuff away. Give away ideas. Give things away. And that doesn't mean not valuing your services [or] charging appropriately for your services. But one of the best ways for people to have an experience of who you are is to get a little taste of it. So why not be willing to invest, give them a little demo…a way of getting to know you, who you are, and what you're capable of.”

Resources:
Linked In: https://www.linkedin.com/in/andrea-howe-she-her-22a105/
Trusted Advisor Associates: https://trustedadvisor.com/
The Get Real Project: https://thegetrealproject.com/
(Upcoming Webinar): https://trustedadvisor.com/webinars
The Trusted Advisor Fieldbook: https://trustedadvisor.com/books/the-trusted-advisor-fieldbook

Episode 36: A Way of Being for Sustainable Sales Success:  Focus on Trust, Courage, Intimacy: https://rise-leaders.com/podcast/?ppplayer=2166354b3000fc311ad1272907939efb&ppepisode=abad7dfecb82a6462b25f83e0101fc4d
Trust Equation Guide: https://rise-leaders.com/trust-equation-guide-2/ 

 

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To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
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#36:  A Way of Being for Sustainable Sales Success:  Focus on Trust, Courage, Intimacy

#36: A Way of Being for Sustainable Sales Success: Focus on Trust, Courage, Intimacy

March 23, 2021

The goal of most sales books and training programs is to get more sales. The goal of trust-based selling is to help the customer…The paradox is that if you abandon attachment to the sale as the goal and instead do the sale as a fortunate byproduct, you'll actually do better.” - Charles H. Green

The trust equation
How do we measure trust? In sales and marketing, the fundamentals of interpersonal trust haven’t changed despite the digitization of the past 20 years. The mediums may change, but ultimately, it’s about people connecting with other people. While that sounds simple, in practice it can be complicated. That’s why Founder of Trusted Advisor Associates Charlie Green has distilled the elements of trust into one equation.

Charlie delves into how building trust is a boon to interpersonal and even organizational success. In our conversation, he explains and gives examples of each element of trust, the trends he sees in his work with business leaders, and how showing up for relationships authentically better serves others in the end.

Myths of trust:
[15:56] “ [that] trust takes a long time to build and a moment to destroy. Time is not the issue. Courage is the issue. It's the ability to react appropriately to the other person in the moment.”

Trust helps you serve better:
[18:07] “The problem is never what the client said it was in the first meeting. And that's not the fault of the client, they're trying to do their best job of defining what the problem is and have all their own unconscious biases…but the magic that happens between seller and buyer, if it's done right, results in a higher-level, more complex, more accurate shared problem definition. And that's a very valuable part of the consultative relationship, coming to a shared definition of what really is the problem.

Position yourself to earn trust:
[27:45] “We've all had conversations with people who are checked out, and you can feel, 'they're not paying attention to me', 'they don't care what my answer is to this'…and we don't trust those people. On the other hand, if somebody does us the grace, the dignity, the honor, the respect of actually paying attention, we’re drawn to those people. And we reciprocate and listen to what they have to say. It's a matter of respect, in a way.”

Resources mentioned in this Episode:
https://trustedadvisor.com/ videos, articles, etc.

The Trusted Advisor 20th Anniversary Edition

https://trustedadvisor.com/books
 
https://www.edelman.com/trust/2020-trust-barometer

www.rise-leaders.com/podcast Episode 17: Building Trust at Work:  The Trust Equation

https://rise-leaders.com/trust-equation-guide-2/ Trust Equation Guide

https://www.linkedin.com/in/charleshgreen/

To subscribe to the Rise Leaders newsletter for more resources: https://mailchi.mp/426e78bc9538/subscribe

To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
https://rise-leaders.com/contact-info/

#35 Solving the Virtual Distance Crisis:  It’s All About Connection

#35 Solving the Virtual Distance Crisis: It’s All About Connection

March 9, 2021

“Think of virtual distance as an unconscious sense of social and emotional detachment that starts to grow. As we use more and more computer-mediated communications, it shows up as changes in our behavior because we don't feel as close to people, but we may not realize that it's happening to us.” - Dr. Karen Lojeski

Perhaps you can relate to the scenario where we’re answering emails and get stuck in the “mind fog.” You might be distracted by other tasks that await you, or you’re wondering whether you’ve interpreted the sender’s email tone correctly.

Over time situations as these reveal that there’s so much lost in virtual interaction, a lack of focus and context that’s valuable in building trust.

This fog between people that results from our increasingly virtual world is what Dr. Karen Lojeski calls virtual distance. It’s the loss of context around interactions that we naturally get from being in the same physical environment, helping us understand what someone means and how they feel. Ultimately it distills human connection, which is critical to our wellbeing as a species. Karen’s computer science background led her to seek out quantifiable data around this phenomenon and how awareness of it can promote a human-first approach in the workplace.

The Impact of Virtual Distance is Measurable

“What we know through the math is high virtual distance is the statistical equivalent of not only low trust, but distrust… But when you manage virtual distance and bring it down, which we can predictably do with specific techniques and prescriptions, trust turns into good trust, and it also builds, and you can get very strong trust.”

“We measure 10 outcomes – things like job satisfaction, employee engagement, etc., and innovation and revenue increases or decreases. So we do measure very tangible outcomes. And when virtual distance is high, it usually has a negative relationship. So if it's high, then you get lower trust and distrust, lower job satisfaction, lower employee engagement.”

The Importance of Human Connection

“The bottom line is, the worst thing you can do to a human being is put them into an isolated situation. It's just, it's before food before water, we need each other. And then if we're with someone else, it's easier for us to find food by water, and to be okay and to feel okay.”

Business Success Requires an Open Heart

“We've just developed bad habits and forgot that it's not just the number on a balance sheet that counts, it really is the people… The first thing you have to address is the fact that it's really there, that people are really in need of leadership and some help on a human level. And the best way to control your future business trajectory is to open up your heart.”

Lean In: A Need for Connection

'We are all sharing this context. So that's one thing leaders need to understand is to lean into the crisis, and talk about it and discuss it and make room for that discussion in business so that people can share whatever it is they can over online means.'

'People right now are psychologically retreating from other people, because we have to stay safe and healthy. But that habit is going to take a while to break... leaders, we should be planning for it. We should be thinking through this and saying, we're actually going to have to help people come out of their shell, and feel more comfortable being exposed to other people, again, as long as it's scientifically safe and healthy to do that. But we may actually see new types of training, ... we're adapting to stay alive and to stay safe. But we're sort of maladaptive to human social contact.'

Resources in this episode:
https://virtualdistance.com/
https://www.linkedin.com/in/drkarenlojeskivirtualdistance/
https://bookshop.org/a/16835/9781119608592*
*By purchasing through Bookshop you'll support local, independent bookstores. Rise Leaders is an affiliate and may benefit from your purchase.

To subscribe to the Rise Leaders newsletter for more resources: https://mailchi.mp/426e78bc9538/subscribe
To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
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#34 A Platform for Placemaking at Work: More Than A Cool Piece of Tech

#34 A Platform for Placemaking at Work: More Than A Cool Piece of Tech

February 22, 2021

“We have virtual real estate that makes you look and feel and act and behave as if you were in a real office. So it's not virtual reality, it's reality…the way my brain reacts and creates by changing the environment I’m in…my persona changes [while being] connected to colleagues around the world.” - Toni Portmann

Using Technology to Reduce Isolation and Build Trust
The corporate landscape in a global and post-COVID-19 world has presented many questions. One of the most important has been: How can we replicate company culture when almost no one is co-located? Though being able to work from home during a pandemic has helped boost productivity and open the talent pool beyond traditionally tight geographical lines, the issues of building culture has seen a less obvious solution.

Toni Portmann addresses this in the ingenuity that is Walkabout Workplace, a virtual reality platform encouraging positive work cultures based on human connections and place-making. It transports mind and body into the workplace through virtual real estate, simulating real-life – running into people in the hallway and having off-the-cuff banter, joining different rooms to chime in to conversations, and connecting to people in ways other than the constant Zoom meeting that reigns today.

In a world that’s moving away from commutes and increasingly going green, Toni explains how Walkabout Workplace addresses known challenges and offers additional benefits to the workplace and even to our communities.

[] “we’re not feeling connected to the world of work, or the world of community or the world of colleagues. In Walkabout, you can literally walk down the hall and drop in and have that five-minute conversation, get a question answered, say hi, have a cup of coffee, and literally feel like you're building a team.”

[18:40] "It brings us to a place ... I can log on in the morning and I and I see my colleagues... And, and who's like having stand ups...There are these times when people have either brainstorming meetings, or they're having stand ups. And that's one of the things that we're missing out on right now... unless you're invited to that conversation via a calendar, you don't even know what's going on. But from what I can tell... what I what I think will happen with Walkabout is that I can see where people are gathered. And I can just ask to join and that's part of the spontaneity of it... or someone that's in a brainstorming meeting might say, I think LeeAnn has the answer to this, let's see if we can pull her in here real quick. And they can just pull me in and release me instead of having to invite me to a meeting for 30 minutes to two hours or however that that's going to be. So for me, those are some of my favorite attributes is that it really does give a way for that spontaneity to happen."

[19:15] “It's also wicked secure. …we’ve got to be really careful of privacy of protection. We do unbelievable encryption inside the video. We also emit unbelievable encryption inside the chat channels, so that when we're having this conversation, we're encrypting within the video channel itself.”

[30:08] “Talent acquisition will change dramatically with this new accessibility…I'm no longer relegated to what my zip code is, what school I went to, or what transit I can get on. So now I can be a candidate for hire, or I can be a productive contributing employee.”

Connect to Toni Portmann:
https://www.linkedin.com/in/toni-portmann-53b454/

Walkabout Workplace
https://walkaboutworkplace.com/

The Power of Virtual Distance:
https://bookshop.org/a/16835/9781119608592

Hooked on Code:
https://hookedoncode.com/about

To subscribe to the Rise Leaders newsletter for more resources: https://mailchi.mp/426e78bc9538/subscribe

To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
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#32. Speak Up, Stand Up | Dr. Chris Johnson on Becoming Fierce

#32. Speak Up, Stand Up | Dr. Chris Johnson on Becoming Fierce

December 22, 2020

Can your voice be heard?  Is your value being recognized?

Dr. Chris Johnson has joined me again in this episode to discuss a foundational leadership capability:  the ability to speak up about the value we personally bring to our work.  Our conviction is contagious and compelling, inspiring others to trust and believe in us as well.

 

You need to be able to take a stand. Extend your voice. Be pointedly focused on what you offer and the vision that you have, in order to impact the people that you say you want to impact.” - Dr. Chris Johnson

Confidence and the mind-body connection

Dr. Chris Johnson has joined me again in this episode to discuss a foundational leadership capability:  the ability to speak up about the value we personally bring to our work.  Our conviction is contagious and compelling, inspiring others to trust and believe in us as well.

Earlier, in episode #21, I reviewed the importance of recognizing and owning the value we bring to our work. This value will remain hidden if we're not able to confidently give voice to it.  And the way we carry ourselves is inextricably linked to it all. Chris draws from her years of embodied leadership and martial arts practice to create a commanding presence while also staying calm and centered. She shares her insights on how to expand your presence and self-awareness to ultimately project your inner strength and achieve your goals.

The tangible impact:  missed opportunities

[1:30] “The challenge about speaking up shows up in multiple ways…The most common are not sharing good ideas or opinions during meetings, not being able to promote themselves and their team. In avoiding conflict, staying silent or small leads to being undervalued and overlooked, and ultimately, to a lack of fulfillment, and possibly frustration.”

[32:44] “I'd get pulled in to take on leadership roles, and yet never fully owned them. And that was because I didn't know if I knew enough, I didn't want to hurt anybody's feelings. I didn't want anybody else to feel bad if I happen to do something really well. And all of that was a story that I told myself, and then it took residence in my body. I was very narrow, and small, my energy was very constrained.”

Centering in our body, our vision, and in action

[23:00] ] “We can either close in and hunker down…Or we can choose to learn a very simple skill and practice of centering. And by that, we mean centering in the body, relaxed…and then centering in something bigger than us, even if we don't know what that is. And lastly, centering in an action that we can then take. And once we can learn that simple practice (because you have to practice it). Pretty soon that practice starts to reshape us…

“What matters is that we’re intentional. It’s based on what we care about, and that we’re consistently in deliberate practice.”

 

[29:00] “I like to say it's tolerating the discomfort at the edges because it's at the edges that literally, our neurobiology gets rewired. Hang out there in the discomfort for at least a little bit longer. Every time we do it, we're growing new pathways that allow us to expand our capacity.”

Speaking about our accomplishments or sharing our thoughts in a meeting may bring physical sensations. We have to practice tolerating this discomfort though it feels unnatural. With time we grow accustomed to it.

 

Resources mentioned in this episode:

The Power of Pause in the Mindful Leader magazine:

https://bit.ly/3ixw9wV

Episode 21: Owning Your Value | Key Elements for Authenticity and Personal Power:

https://bit.ly/3sGO0pT

A Guide to Owning Your Value:

https://bit.ly/3sJajLn

To connect to Dr. Chris Johnson please follow:

https://bit.ly/3sN2lkj

https://bit.ly/3qL3s2r

Dr. Chris on Resilience: https://bit.ly/3sOiiXs

To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:

https://rise-leaders.com/contact-info/

#25. The Leadership Pause | Dr. Chris Johnson

#25. The Leadership Pause | Dr. Chris Johnson

October 20, 2020

Dr. Chris Johnson’s background combines psychology, Aikido (she’s a 3rd degree Black Belt!) and mindfulness training.  The result is a powerful and pragmatic approach for moving wisdom into action.  We talk about Embodied Leadership and the importance of creating a Leadership Pause habit.

 

“Embodied leadership has an edge over anything conventional, because it allows us to access all of who we are…rationally, cognitively, analytically, our capacity for empathy, and to take effective action based on sound decisions that we tune into that are congruent with our values.” – Dr. Chris Johnson

Physical awareness leads to authenticity and better decision-making

The world is becoming more Volatile, Uncertain, Complex, and Ambiguous. For today’s leaders to stay ahead of the accelerated pace of change, it’s important to inspire trust and confidence in those with whom they work. Embodied Leadership practices help us achieve this.

Leadership is often approached in a cognitive-first or “top-down” manner: first working to understand the skill, infusing emotional intelligence, and then acting in accordance with that knowledge. Conversely, embodied leadership draws from bodily awareness. In other words, shifting focus to the physical being to open up, relax, and in turn, create space mentally. Tuning into physical sensations and sensory experiences can center us. This nurtures a connection between body and mind that enables congruence and authenticity between mind and actions.

It starts with a pause

[13:16] “It might be a momentary pause, where I step back, take a breath, and in that breath, I can see and observe what's going on between you and I, and I can feel into myself, like what's congruent with my own values here, I can actually look at the broader horizon of work.

[13:46] “A pause could be momentary, it could be short pause to create a deliberate practice of mindfulness. It could be a weekend pause… Those are the things we often think we don’t have time for, and we hit that point of diminishing returns.
“Reminding ourselves and taking that pause to say, ‘What’s the bigger commitment, what’s the bigger vision?’ Align around that instead of getting sucked into the details.”
 

Clear mind, clear path forward

 [22:16] “This is where mindfulness also comes in to help. When there's a lot of chatter [in the mind], it's really difficult to be clear-headed, clear-eyed, and clear-hearted about what's the most important. There’s a quote by Lao Tzu – ‘Can you be patient enough to let the mud settle so the right answer can arise?’…
“If we intentionally create the space, and if we commit to it, as a part of the leadership pause, it can allow all of that mud to settle. So that whatever shows up in this moment, as the next right action is the one we see and can move toward.”

Take care of yourself - and see a ripple effect

[10:33] “Organizations and businesses of all sizes reflect their leaders. When your energy is high, and your actions are congruent with your words, your presence produces trust…While you can't erase the uncertainty your organization and people are facing, you do have the power to respond to their challenges with intention, integrity, and honesty.”
[30:15] “Awareness is key for all leaders who are aspiring to lead in this VUCA world and be really present to the craziness and how to stay present in it - and maybe even enjoy the ride.”

Resources:
The Power of Pause in the Mindful Leader:
https://bit.ly/3ixw9wV

Episode 21: Owning Your Value:
https://bit.ly/3sGO0pT

A Guide to Owning Your Value
https://bit.ly/3sJajLn

To connect to Dr. Chris Johnson please follow:
https://www.linkedin.com/in/drchrisljohnson/
https://q4-consulting.com/

To subscribe to the Rise Leaders newsletter for more resources:

https://bit.ly/2LTNxzV

To discuss executive coaching, leadership development program design, and workshop facilitation:
https://rise-leaders.com/contact-info/

#24. Leadership, Ethnicity + Wellbeing | Renee Moorefield &  Jane Cocking

#24. Leadership, Ethnicity + Wellbeing | Renee Moorefield & Jane Cocking

October 13, 2020

Renee Moorefield and Jane Cocking share important findings from research they conducted on the relationships between leadership, ethnicity, and thriving. Based on data from 900+ leaders in the BWLW database, Black and Hispanic leaders who completed surveys about their well-being scored significantly higher than leaders who identify as white or Asian. To gain a better understanding, Jane and Renee interviewed 20+ leaders across a wide swathe of industries and ethnic identifications to unpack the data. 

 

“I succeed when we succeed, so part of my job is to amplify the well-being, the effectiveness, the success of the people around me, and in particular, to help lift up my ethnicity.’”

– Interviewee's feedback from Be Well Lead Well Pulse research

Race and the science of thriving

In the Be Well Lead Well (BWLW) Pulse model, thriving is defined as 'having the internal resourcefulness to meet external complexities and demands'. Renee Moorefield, the creator of the Be Well Lead Well Pulse wellbeing assessment, and Jane Cocking an executive coach and BWLW certified guide share important findings from research they conducted on the relationships between leadership, ethnicity, and thriving.

Certain themes emerged…

Resilience

The respondents gave striking insights on inner strengths were built naturally – a byproduct of not living in the dominant culture:

[19:18] “We heard that a lifetime of challenges for leaders who identify as Black or Hispanic have enabled them through the hardships they've had in this dominant culture, whether that's a door shut in their face, whether that's discrimination, or whether that's microaggressions. You can think of all the things we're hearing about in society that have enabled them to build a level of resilience within themselves, coping mechanisms to just live in this culture. It's also enabled them to build a sense of identity beyond that white dominant culture of success.

“So it’s a way of seeing themselves that goes beyond this culture. And it's also built within them a connection to their internal capacities.”

 

[25:43] “… Under stress, growth occurs. In the situation of these people we were talking to, they would say, ‘The reason I got to where I am as an executive, is because I drew from all of those experiences – me knowing who I am and what creates well-being for me enabled me to become and grow as a leader'."

 

Not everyone’s version of success is the same

[17:19] “Overwhelmingly, we heard, no matter the race of the person, that we are all living in a white model of success…

“The white model is you have to be productive, you have to achieve, in order to be successful. If you're not productive and successful, then maybe you're lazy. Acquiring wealth is important, the status of your job title or where you live or what car you drive – the status and very much a ‘me’ culture.”

 

These individuals have a story

[34:43] “’What I would love everyone to know what I believe about myself is that I'm fully human and humane. And as a black executive, when I operate in the world, I often don't get treated as fully human, I get treated as an asset or sort of marginalized voice.’”

[38:33] “The people I talked to who identified as black or Hispanic knew a lot about their own history, their story, they had a connection for hundreds and hundreds and hundreds of years back.”

 

Resources:

Be Well Lead Well Pulse Well-being assessment:

https://bit.ly/2LT7wPg

#6: An Essential Link: Wellbeing and Leader Effectiveness

https://bit.ly/362O7SS

 

Renee on Star Coach Show, Episode 141 Be Well, Lead Well

https://bit.ly/3qJqZRo

Connect to Renee and Jane:

Renee Moorefield https://bit.ly/3qABI0a

Jane Cocking https://bit.ly/3cdCDjt

 

To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:

https://rise-leaders.com/contact-info/

Rise Leaders newsletter for more resources: https://mailchi.mp/426e78bc9538/subscribe

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