Daniel Godstein talks about tools to help you to achieve the future you desire. The battle of the ‘NOW’ self vs the ‘FUTURE’ self. Tools to make you think about decisions that have good results for our future selves.
Great Spirits
“Great Spirits” is one of my favorite songs. It has special words that hold a great deal of meaning for me. “Great Spirits” by Tina Turner is from the soundtrack of Brother Bear.
The lyrics are-
When the earth was young And the air was sweet And the mountains kissed the sky In the great beyond, with its many paths Man and nature lived side by side
In this wilderness of danger and beauty Lived three brothers, bonded by love Their hearts full of joy They ask now for guidance Reaching out to the skies up above
Great Spirits of all who lived before Take our hands and lead us Fill our hearts and souls With all you know Show us that in your eyes We are all the same Brothers to each other In this world we remain truly Brothers all the same
Give us wisdom to pass to each other Give us strength so we understand That the things we do The choices we make Give direction to all life’s plans
To look in wonder At all we’ve been given In a world that’s not always as it seems Every corner we turn Only leads to another A journey ends, but another begins
Great Spirits of all who lived before Take our hands and lead us Fill our hearts and souls With all you know Show us that in your eyes We are all the same Brothers to each other In this world we remain truly Brothers all the same
Brothers all the same
Enjoy this version from YouTube and I hope this song touches your heart as much as it touches mine, becomes one of your favorites, and helps to make us all “brothers all the same”, connected by love.
Human Dimensions of Leadership
This is a great summary of the four human dimensions of leadership. We talk about each of these dimensions and tools to use to overcome life challenges in The Passion Test as well. Enjoy!
Turning FEAR into FUEL
Johnathan Fields talks about turning fear into fuel in this inspirational talk.
Trust – In Business
Trust Forges Relationships
The word ‘trust originates from 1175–1225 Middle English from Old Norse traust, treysta. The dictionary makes reference to many important words in its definitions of ‘trust’ including: reliance, integrity, strength, ability, surety, confidence, expectation, hope, responsibility, authority, charge, custody, committed, entrusted, safekeeping, title, benefit, manage, control, rely, depend, believe, confidently, without fear, guardianship, certainty; either in regards to a person or a thing.
Why are these things so critical to business and how do we develop this in our employees?
Distrust is an organization is often the common culprit underlying the symptoms of communication problems, morale issues, bad customer service, poor quality results and low business revenues. The two key elements to building trustworthiness are character, an internal fundamental focus, and competence, an external focus.
Character is related to the self, or the ego and it includes our personal concept of integrity and self truth. The initial building of trust begins with self-trust – with the knowledge that you as an individual are acting and reacting with an internal focus of truth and integrity. This is your own personal sense of trustworthiness. It is at the core of who you are. It is self awareness. It is the concept you have developed of ‘self’ and how you act and react to outside stimulus in your world. It is your developed emotional intelligence, your self-awareness, self-management, self-motivation, empathy for others, and social skills. You cannot ever focus trust outward and give trust to another person unless you implicitly trust yourself first.
Competence, on the other hand is the self awareness gained in our abilities and capabilities. Competence encompasses an individual’s technical and interpersonal skills and knowledge, their experience, proficiency, aptitudes and expertise. It can be very situational, task based, and skill orientated. Self assurance and confidence are gained through the achievement of continuing successes, both big and small. Even when mistakes are made, the learning and improvements that result are all a part of building personal self assurance.
So as an employer what can you do to build the levels of character and competence, and therefore build trust in your organization?
“Trust is the essence of leadership.” -Colin Powell
Trust is a curious thing, the more you give it away, the more you get it back. It must be given in order to be received. As a leader the more you trust in yourself, the more you develop your own emotional intelligence, the more you are able to give trust, then, the more you empower others to grow and develop their own sense of character. The leadership dimensions of integrity, honesty, truthfulness and transparency seem to be the most critical. Other factors of emotional intelligence include self-awareness, self-management, self-motivation, empathy for others, and social skills.
Trust formula1 :
Trust = (Authenticity/Credibility/Presence + Reliability/ Dependability + Professionalism)/ Negative Self Interest (pre-occupation with self and/or personal interests)
In order to build competence in employees, it is important to allow them to experience the wins, to grow their knowledge base and expertise, to allow them opportunities to make decisions and learn from the outcomes. This promotes self assurance. One of the best ways to give people confirmation in their abilities and capabilities is to promote a mentoring program. A mentoring program facilitates great employee relationships, where an individual helps others to grow, and in turn develops their own competence and sense of leadership.
Therefore ‘trust’ is clearly an integral component to any successful business. Failure to establish and maintain trust on all levels of an organization often result in a deterioration of the organization’s effectiveness. However, committing to a culture that encourages and nurtures trust on all levels of leadership will likely create an organization that “connects” with customers, encourages employee loyalty and contribution, and results in the successful achievement of objectives defined by the enterprise.
“People don’t care how much you know-until they know how much you care.” -John C. Maxwell
Concepts developed from Stephen M.R. Covey and The Passion Test for Business.
1(from http://www.abmonline.ca)
How do you Engage Employees and Escalate Human Potential?
How do you escalate human potential?
How do you release and capitalize on human talent?
Trust is the highest form of human motivation. Trust in all levels of the organization – from top to bottom – from bottom to top – from side to side. It is in the relationships of the people within the organization that is crucial to a full showing of human talent, and the highest levels of human potential being expressed.
Efficiency and effectiveness of the organization’s mandate, or contribution, are critically impacted in a culture of fear and mistrust. Trust affects two key drivers of industry. The pace or the efficiency of the work being performed is directly impacted. Expenses associated with the work being done, as well as the extra expenses related to the quality of the work performed are also impacted. When quality is defective there is additional expenses incurred in rework due to a lack of first time yield success, regardless of the industry.
The focus of trust in the relationships throughout the organization equates to the upper levels of Maslow’s hierarchy of human needs. When there are high levels of trust, staff are empowered, confident, respectful, respected, creative, happy, problem solving and on-fire.
In a well functioning organization, where there is a culture of high trust, people are connected, and function on a day to day basis in this environment of mutual respect and integrity, what naturally follows is business success. Relationships flourish when trust is the foundation on which the company is built.
So in order to gain momentum in your group, company, or organization, it is vital to focus on building trust in order to fully capitalize on the human potential of the employees. This drives business to a whole new level of achievement. A whole new level of success
Concepts from Stephen M.R. Covey, Maslow’s hierarchy of human needs, and The Passion Test for Business.
The Science of Motivation
Dan Pink talks about the real science behind motivation. The three important factors are autonomy, mastery, and purpose. Can we breach the void of what science knows and what business does in order to grow intrinsic motivation?
Passion Makes Champions
PASSION will give you the courage to rise above the challenges, and become the YOU you choose to be, in the future you choose to create. Billy Cox talks about PASSION and having the heart of a champion.
Need help getting clear on your Passions? Mention this BLOG post for 50% off consultation package ($200.00 savings). Email personalpassiontest@msn.com
The Progress Principle
Teresa Amabile, Professor Harvard Business, talks about the “progress principle”, and the effect of inner work life which is the perceptions, emotions and motivations of people in the workplace. Positive direction tips offered to harness employee happiness and engagement in the workplace.
Pure FUN!
When was the last time you let loose and had FUN just for the fun of it? When did you last DANCE as though no one was watching you? When did you last LOVE, just because you could? When did you last SING, off key, off tune and it didn’t matter? When did you last LIVE like this is heaven on earth? When did you last LAUGH until you were in tears and your sides hurt? JUST DO IT!
