I would like to thank our web guys who helped clean it up and monitored it daily to ensure it stayed clean. In fact the malware returned after two days. Shujaat and his guys at Frizcon were very responsive to our needs.

Take 5 minutes to reflect

There are times when publishing inspirational ”feel good” videos or quotes are useful. We all need to feel good once in a while.  It occurs to me that we don’t take time – even a little bit – to reflect on things.  This includes being grateful but it also includes pondering the mysteries of life.  For many years now, when I am asked to explain what kind of coaching I practice, I often begin by saying that I am a “reflective coach”.  By that I mean, I help create a space in time for my clients to take that precious time, to think, to strategize, to reflect about what is important to them and their organization.

Methods for Reflection and Tranquility

I don’t mediate but have always thought this to be a useful activity.  Journalling has not come easily to me either.  Yoga has been a way for me to tap into my inner self and quiet down.  I have been negligent over the past few years and I believe that it has shown up quite vigorously in my lack of patience.  So I look for other ways to reflect.   Often I come across something in my journeys through the internet and social networks that encourage me to take a few minutes to reflect.  I hope to share some of them with you.

Take 5 minutes for this:

Here is Parker Palmer on talking about the mystery of the Soul in 4 minutes. Palmer is is an author, educator, and activist who focuses on issues in education, community, leadership, spirituality and social change. He runs the Center for Courage & Renewal.

“The Soul is also very shy.”

My Distinction between Inspiration and Reflection

Inspiration is in the present.  It gives us a sense of uplifting and optimism. It may illicit a feeling of “I feel good” or “I should”.  If we are lucky, we will go to the next level and say “I will”.  It is emotion – sometimes with context sometimes more etherial.

Reflection while appearing to be in the present is actually more future oriented.  Reflection raises questions in our minds: “I wonder” or “What if?”.  It integrates our thinking and emotions. It grounds us and gets us in touch with our values. It gives meaning and focus to the passion.  Consequently it is more likely to create action than inspiration.

I never felt anxious or fearful walking alone at night in the city.  I have been known to hitchhike in the city during a transit strike. Canada has always been a “safe” place and here in Switzerland one gets the same feeling that it is OK that our kids can play outside around the neighbourhood.  I had the privilege of always feeling personally safe.

This is simply not the case for many people around the world and perhaps even someone you know living next door.  Domestic violence, sexual abuse, slavery, political torture and ethic genocide are all closer than we may realize.  Fear is an amazing tactic to keep us silent.  I don’t think I fully grasped the significance of this until I was recently reminded of something. 

Have you ever been harassed via email? I have. It was back in 2003.  Something of mine had been published online out of context and I sent a private email to ask that a correction be made.  This resulted in a series of bullying emails that were scary due to the craziness and menacing style. I disengaged and began to step back from my online presence.  The author of these emails had a large database and I was afraid of what he might do to my reputation.  For the first time in my life I was fearful and acted like a victim.  Life goes on and the feelings receded in my mind.  

This very same person has recently requested to connect with me through Facebook, Twitter and LinkedIn. It is as though we are colleagues with some sort of good relationship. I simply ignored them.  I was very surprised to find these old feelings of anger (fear) surface a few days ago when this person began sending replies to ask me why I hadn’t followed back on Twitter.  The person was suspended later that day and then opened up another account.

Sure I could have just blocked the identity but this could go on forever.  I then got thinking about all these other “crazies” out there who might follow me or even if they didn’t a search is easy enough to do and find my tweets and read them anyway.  I could be retweeted out of context AGAIN.  

Stay cool, don’t let someone (or something) rent space in your head. (Robert Bacal)

The post mentioned below had been circulating in my mind since I had read it a few months back. So I decided to re-evaluate my strategy for social networks – specifically Twitter and decided to remove myself from the public timeline. I still maintain a strong online presence and will continue to do so but I decided that I had the right to be in control of who could or couldn’t pester me.  I have no need to be famous. 

Which brings me back to the point I wish to make about personal safety and change . . . I have a new found respect for anyone in the pubic eye – regardless of the reason or how I may feel about them.   It is easy for us to remain silent, feeling safe and secure knowing that no one can point at us directly.   German anti-Nazi activist, Pastor Martin Niemöller (in his often misquoted speech that I too have misquoted) gave us the best reason not to remain silent.  ”Then they came for me - and by that time no one was left to speak up.”

If one is sane, to stand up to opposition and be counted takes a tremendous amount of courage. So it seems to me that courage is a precursor for change.  And I know that this is scary.  Change always comes at a cost or a loss.  Don’t let anyone tell you otherwise.  AND it is worth it. 

I suppose too, that when someone asks what “I do” or “we do” at 1-Focus International, our response is pretty consistent.  We say that we help create and hold a “safe space” for people to do their work and thereby the group or team can co-develop their shared vision of the future and begin the process of sustainable change.  And as coaches we do the same.  We my ask powerful questions but first we establish the safety to explore ideas or places that are unfamiliar. 

While not about harassment on Twitter, this is a must read: Why my Twitter updates are protected by Melanie McBride.

Earlier today, I put up a video of Jacqueline Novogratz where she discusses the importance of learning humility.  I thought it would be interesting to tie the behaviors of self assurance and humility into the Tilt Leadership Model.*  The Tilt 360 looks takes one’s personality to the next step . . . as we are aware of our tendencies how do we manage them. As mature individuals how balanced are we in the character traits needed to be a Transcendent Leader?  An overuse of the strength of confidence (ego) can result in arrogance or being smug. What is needed to balance this is a focus on trust: humble, authentic, respectful. 

I have noticed over the past few years a new sense of awareness with the “old timers” of organization development like Peter Block and W. Warner Burke. This is from hearing them speak and interact with them in person.  Marshall Goldsmith falls into this group.  He won’t remember, but I last saw him at the ICF Conference in Brussels in 2006 and I felt the shift.   I am going to go out on a limb here and say that is seems that these “old white men of privilege” finally “get it” and understand at a more fundamental level the position of power they have had over the years.  This shows up in greater humanity and an even greater sense of the whole. They are able to take their creativity and influence to a new level by balancing this ego with greater perspective and humanity.

You might well ask who am I to make such sweeping generalizations. Nobody, but I have had my own humbling experience over the past few years and I must say I have not handled it as graciously as Marshall.

Kudos to him!

Roberta

* 1-Focus International is a fellow with Tilt Inc and primary trainer and supplier in Europe.

To meet this ongoing need, 1-Focus International is establishing the Transition Club.  We aren’t sure exactly how this will evolve, but we know that for a small annual fee, members will be able to tap into Success Teams online (more on this project later), take some personality assessments to help with their own awareness, find career resources and work books that we have developed over the years and so much more. Other relevant resources will be offered at discount. 

So fill in the form below, and we will keep you informed as we expand this new venture.  Thanks.

There is a lot in the book and you can read parts of it yourself on the author’s web site:  The Secrets of CEO’s. The stats on how many CEO’s use coaches is particularly interesting:

Around 40% of FTSE chief executives have used a personal coach. (“It is extraordinary to think you can be excellent at something without a coach. The notion that Roger Federer would not have several coaches is ridiculous. One of the best things that happened to me was to get a coach,” says Richard Baker, a former boss of Alliance Boots, a pharmacy.)

Up until recently, not all executives were willing to admit they used a coach. I wonder what kind of coach.  t 1-Focus International, our Coach Approach is designed to be congruent with both our collaborative philosophy and our excellence programs. Both Sandy and I are Master Certified Coaches and our executive coach associates are vetted by us to ensure similar levels and standards.  We tend to be more reflective than task in our approach to coaching and clearly and this is what executives need.  The “best bosses” according to the article mentioned, find a way to make time to be with their family, to think in solitude and to stay healthy.  One valuable way is to work with a Master Coach to reflect on strategy and issues that often get missed in the bustle of day to day activities.

By the way, the book while out in Great Britain, hasn’t been released in the US.  It is however beginning to get press even in the New York Times

This short visual helps clients understand in simple terms the steps to go through from creating a new goal or vision and how to get there in a planned and managed manner.

1. First the Dream or Imagined Future State
2. A Good Analysis of the Current State
3. Step by Step Action Plan
4. Constant Review and Adjustment

At 1-Focus International, we have created a sustainability framework that integrates and honors large scale and individual change processes.

In the spirit of sharing knowledge with others about these various large scale change methodologies, I bring your attention to the process known as a “Wisdom Council” developed by Jim Rough who also coined the term that he uses “dynamic facilitation“. (You will find other videos at Veoh which explains this approach as well as others.)

There are twelve principles to the Wisdom Council process. DeAnna Martin, Director of the nonprofit Center for Wise Democracy, discusses them with Jim Rough, originator of the Wisdom Council. Personally, I find the video a little long at 30 minutes – even though they seems to run out of time. This video is a little dated (12/13/04) as there are more recent discussions about Wisdom Councils.

High achievers may exhibit what George Parsons and Richard Pascale have described in Harvard Business Review as “Summit Syndrome”. We notice this phenomenon when an employee with an outstanding career becomes stagnant; or worse, she may sabotage her career by initiating unproductive arguments, failure to collaborate, or neglect for completing assignments. At its worst, the employee with this syndrome may become a candidate for disciplinary action or may leave the organization on her own (sometimes making a radical career change).

The Early Warning Signs Can Turn Ugly

I notice the early signs of Summit Syndrome when my superstar clients indicate a restlessness and craving for new challenges. They may feel that movement to ever greater challenges isn’t happening as quickly for them as it should. Sometimes they may even express a feeling of spiritual or emotional emptiness. New risky hobbies (bungee jumping at 50?) or wreaking havoc on their employees and peers in uncharacteristic ways (temper tantrums, berating others, micro-managing) may begin.

Their health may start to suffer.

This situation is more common than you might imagine. It is tough on them, those around them, and the organization. However, some guidance, clarity, understanding and a manager and a coach who are supportive and understand the circumstances can help get the high achievers back to their stellar selves. The best chance for success happens when the employee’s manager and an external executive coach partner to support the client from inside and outside the organization.

An Executive Coach Can Help

These high achieving employees are driven, but have temporarily lost focus and are sometimes perplexed about what action to take. Their exceptional drive makes them great candidates for coaching; they really want to improve. A coach can work with them and their manager to cut through the ambiguity and help them to get back on track. Once the employee has a vision of what is possible and can focus on what matters in their work, they are often back to climbing the next challenging mountain. These employees are worth their weight in gold, so the cost of executive coaching is a comparatively small investment. In this time of the “war for talent”, leaders can’t afford to lose these most valuable people who may only be temporarily derailed.

Recognizing Trouble on the Summit

Dear Leader,

Your best employees are often those who thrive on massive challenges. The people who have achieved outstanding results in organizations are frequently looking out for, and anxious to begin, the next big thing. They are also the employees that you want to keep. This is true whether the employee is a “high potential”; C-level or CEO; a twenty-something or a baby boomer. It is true regardless of the size of the organization or type of organization.

You May Be in Danger of Losing Valuable Employees

Sit up, take notice and act! Your top performer with high drive is restless. He may be musing about the next big assignment or showing signs of losing drive and focus. He may be suddenly disruptive to the organization or seemingly uncooperative. He may be micro-managing others, an atypical style for him. His performance may be deteriorating. All of these behaviors reflect back on your leadership in a negative way.

Make no mistake – this employee continues to “have what it takes” – unlike others you’ve seen who are incompetent or have just flamed out. You can throw all of the traditional leadership development and talent management programs in the world at him. These won’t help if this employee gets to the edge of losing his job or jumping ship to another career or organization. If caught early, the symptoms of Summit Syndrome can be treated and cured by a wise leader who pays attention and takes measures needed to keep the employee on track.

Ask Your High Achievers What They Need

The wise leader, when observing the characteristic behaviors of this syndrome in his high achievers might consider asking these formerly stellar employees these questions:

• What might be causing your restlessness?
• What strategies may we take to get you back on track?
• What opportunities in our organization might rekindle your passion?
• What will it take to get you ready for the next level?
• What actions can we take to get you back to your usual level of excellence?

We often think we know the answers to the problems our employees face. The fact of the matter is that your high-achieving employees are whole and resourceful, and may know the answers to these questions already – they just need to be asked.

Some outside assistance, in the form of an Executive Coach may be useful in getting to the core of the issues and assisting your valued employees in regaining their successes.

From the March 11, 2008 Aspire Collaborative Services Newsletter

I found such interesting similarities between the issues faced at this consultation to the work we are doing at 1-Focus International. There were two issues that continued to resurface. One was in response to the question:

“What would it take to enable technically trained immigrants to be integrated into the Canadian economy in their chosen field?” While the list from brainstorming was immense, the key factors were around English (and in some instances French) as a second language – primarily in technical language and systems to support cultural integration at three levels:

1. for employers and other employees to appreciate cultural differences
2. for the immigrant to understand “working in Canadian cultures”
3. for their family to understand the new culture socially

The second was in response to the question:

“What can CCTT and its constituents associations do to assist this process?” The number one answer by all parties and stakeholders was simple . . . they had to learn how to work together collaboratively. Different associations had done some amazing projects that represented best practices but few knew about it. After years of working in silos and competing for reducing resources, they realized this was not a desire but a necessity. Money would continue to be scarce and the complexity of the issues at hand demanded a collaborative and open process.

It appears to us that learning to collaborate today remains our biggest challenge – how do we really collaborate when not only do we not know what this means but we are so use to competing?

In a related article:

Immigrants Key to Canada’s Economic Strength

There is competition around the world for talented workers in almost every part of the economy; fortunately, Canada may have an edge in this competition, argues David Crane of the Institute for Research on Public Policy. Crane’s article reviews the benefits of Canada’s immigration policy and highlights why it is superior to many other countries’ and why other nations are now adopting parts of the Canadian system. http://www.irpp.org/crane/index.htm

For a summary of the white paper and how to obtain your own copy, click here.

You probably can’t tell from the picture, but on the floor is a model of a”transportation vehicle” made from Play Doh. Upon entering the room, each participant received their own mini tub of various colours of Play Doh, which was used to begin the process of creating a unique company vision. The simulation continued with the merging of the two companies and subsequent challenges the transition team faces in the real world. This workshop covered two of our seven steps for collaborative change.

We didn’t know this at the time, but two months ago, Sony Bravia went to New York to film the ad below. They used 2.5 tonnes of Plah Doh versus our 2 oz. each. A short making of the ad can be found here. Hope you enjoy.

The weather was great and Edinburgh is a beautiful city. This shot of the church in front of the Castle was the very first thing that I saw getting off the shuttle bus from the Airport. It was then a 15 minute walk (I took the public bus for a pound) to the Bed & Breakfast we stayed at. It was then a short walk back up to the conference centre. Sandy had rented a car and on Sunday afternoon we took a drive up the coast of Scotland.