Tag Archive for: leadership

HOW TO RECOVER THE HUMAN ELEMENT

/in , , , , , /by
The students of a Hasidic rabbi approached their spiritual leader with a complaint about the prevalence of evil in the world. Intent upon driving out the forces of darkness, they requested the rabbi to counsel them. The rabbi suggested they take brooms and attempt to sweep the darkness from a cellar. The bewildered disciples applied themselves to sweeping out the darkness, but to no avail. The rabbi then advised them to take sticks and beat vigorously at the dark to drive out the evil. When this also failed, he counseled them to go down again in the cellar, and to protest violently against the darkness. When this failed too, he counseled his followers to meet the challenge of darkness by lighting a lamp.
Here are four ways, we, as authentic leaders, can light a lamp in the darkness of the incivility, inhumanity, and disconnection that we may be experiencing during these trying times:
1)    Be diligent about self-care so you can care for others. Self care isn’t always comfortable. On the farm growing up, we had no central heating. It was my job to stoke the potbelly stove to heat the house in the morning. It was a ritual before starting my day. Just as stoking the fire takes some effort, if we are going to be a strong source of light in the world, I find the first hour of the day to be critical for stoking that light. My ritual, in the first hour of my day, includes meditation, reading inspirational literature, and walking with the dogs. To keep my lamp strong throughout the day, I pay careful attention to what I eat, how much rest and exercise I get, and how I connect with my community. These aren’t just habits of the body; they are habits of the heart. Bringing a strong lamp into the world starts with being good to myself.
2)    Be real. Yesterday I received a call from a friend I hadn’t heard from in months. “How are you?” she asked. I responded with my usual upbeat spiel about how we are adjusting to the new reality, getting our material online, learning how to use zoom and present live-streaming events, etc.
After a couple of minutes she asked, “How are you, really? We’re on the phone, so we don’t need our masks.” After a pause we both became emotional.
“I don’t miss the traveling and the airports and the hotels… But I miss the connections. This has been one of the most challenging years I have ever faced. My business is based on being face-to-face with people and is built on hugs and handshakes; creating an environment for human connection. It’s what makes my business thrive. My strength is human touch, and I miss not being able to express this fully. We are, after all, social creatures. Even us introverts long for the symphony and the concerts and the hockey games.”
If you can’t be real you can’t stay connected.
3)    Be still – and smile. In Vietnam, when the boat people left the country in small boats, they were often caught in rough seas or storms, and if people panicked, boats would sink. But if even one person aboard remained calm, lucid, knowing what to do and what not to do, they could help the occupants survive. By communicating, through face and voice, clarity and calmness that comes from trust in ourselves and in the resources available to us, we earn trust from others. One such person can save the lives of many. I know it is hard to show you are smiling when you are wearing a mask. I learned from a great photographer once that you can smile with your eyes. Try it. It’s a great way to connect.
4)    Be clear, focused, and committed to human values. Most of the world functions under the belief that business and people are separate, that business is all about KPIs and numbers and financial results. They don’t have to be. You can drive the bottom line by integrating the human experience into business processes. This pandemic has created an opportunity for all of us to slow down, get our bearings, and examine more carefully and more deeply, how we are living and how we are leading. It’s a time for self-reflection and careful investigation of what we mean by success. Don’t confuse wealth with money or success with meaning. To paraphrase the words of the great Zig Ziglar, money will buy you a house, but not a home; a companion but not a friend; a bed but not a good night’s sleep. Money will buy you sustenance, but it won’t buy you substance; it will buy you clothes, but it won’t buy you class; it will buy you a car, but it won’t buy you character; it will buy you information, but it won’t buy you wisdom.
If these ideas resonate with you and you want to step away from the tyranny of the urgent, renew your perspective on life and leadership, and join a community of like-minded leaders, we are hosting a masterclass in authentic leadership practice where participants heighten their leadership capacity in ways that will powerfully impact their lives. https://ally-stone-9892.mindmint.com/irvinestone
It is an experience that takes you deeply into the work of authentic leadership and offers you sustaining principles, insights, and practical tools for inspiring trust, engaging talent, embracing change, and ensuring accountability. Are you ready to take the journey? I hope you will join us for this exciting adventure.

Four Ways to Protect Your Well-Being In Colder Months

/in , , , , , , , , , , , /by

I love this time of year. It’s my favorite season. I call it “late summer.” The crisp air in my morning walks, the dropping temperatures, and the leaves beginning to turn remind me of going back to school, my days of harvest on the farm, starting a new year of teaching, and beginning a new business cycle.

And even though there is a lot that seems different this year with the pandemic, I’m still embracing the emerging fall.

Here are four keys to protect your mental and physical health heading into colder months:

1) Get outside. I’ve learned in my life that the way to grow through discomfort is to move toward what ails you, not away from it. There’s no growth in the comfort zone, so if you are going to grow and flourish, move toward what ails you, not away from it. The weather is the same way. If it’s windy or cold or stormy, put on the clothes that match the weather, get out and enjoy whatever is there. Pushing yourself through a little discomfort is good for both the mind and the body.

2) Don’t purchase collective disease. I’m hearing a murmuring of voices these days that say, “we’ll get another wave of COVID when the days get colder and flu season hits,” but I’m not allowing it to frighten me. I am embracing life too much right now to let any cynic bring me down with more depressive thoughts. They don’t serve me well and I don’t think they serve the world.

3) Live with purpose. A purpose or vision is a powerful force in one’s life. My purpose of making a difference in people’s lives through teaching and writing was shaken last March when people immediately stopped hiring speakers. When the pandemic hit, I faced depressive thoughts, self-doubt, and fear. I temporarily lost my purpose, but after facing the dark night of my soul and considerable reflection, I began to realize that my purpose lay not in what I do but who I am. With a steadfast purpose to continue to teach and a vision to shift my work to an online format, we developed a three month virtual Authentic Leadership Development Masterclass: https://ally-stone-9892.mindmint.com/landing_page_8o9taxbvabex0il3g7b4

While self-doubt, fear, and depressive thoughts still surface at times, having a renewed sense of purpose dissolves the negativity and empowers me with regenerated energy.

4) Don’t be distracted by the detractors. It seems to be human nature to succumb to negativity, self-pity, and self-absorption by binge watching Netflix or endless internet surfing. Rising above what is easy and comfortable by responding to a vision of possibility is where self-respect is born. Envision yourself as healthy or create a business that will make the world better or learn a new skill that will challenge and inspire you. Then turn off the TV, set your devices down, unplug the news, and go get some exercise, sign up for an online class that inspires you, check out a recovery group, or pick up a book and start studying. Stop complaining about the world and start doing your part to make it better. Do this not because it will make you better than others but because of what it will do for you.

I have always loved the words of the great Irish playwright, George Bernard Shaw, when he said, at the age of ninety-three, “This is the true joy in life, the being used for a purpose recognized by yourself as a mighty one; the being a force of nature instead of a feverish, selfish little clod of ailments and grievances complaining that the world will not devote itself to making you happy.”

Leadership By Modeling The Way: Let’s Choose Courage – Together

/in , , , , /by

As a parent, I have learned that children are great imitators. The key is to give them something great to imitate. Michelle Skene, principal of The Ridge at Kanata Montessori School, where my daughter teaches, sent an inspiring note to parents as they prepare to send their children back to school this week. Her message reminded me of what it takes to be an authentic leader right now. Not just in the home and in the school, but also in the workplace.
“During challenging times,” wrote Michelle, “children of all ages look to their parents and adults for guidance. They observe carefully how we act and take their lead from us. They learn from what we do far more than from what we say. If we are patient and positive, they will be patient and positive.” If we are critical and negative, they will adopt the same approach. If we are fearful and hesitant, they will be fearful and hesitant. If we are courageous and decisive, they will follow suit.
Michelle then challenged her students’ parents to begin the new year with a renewed commitment to serve our children by role modeling the people we want them to become. “Your children and our students need us more than ever to be at our best and we will not disappoint them.”
This is the work of an authentic leader. You can inspire the people around you by being the change you want to see in others.
While our public health leaders are asking us to do what’s best for society by following public health protocols, no one is asking us to be afraid. Of course, it is natural to be fearful in new and unfamiliar territory. But we can decide to be courageous even in the midst of anxiety and uncertainty. We aren’t born courageous; courage is an inner muscle we strengthen by learning to deal with difficult situations. Growth lives outside the comfort zone.
This is a time when we are being sorely tested. And courage can be displayed in ways large and small every day. Courage is not the absence of fear. It’s learning to overcome it. Courage is also about accepting that we can’t always get everything we want and have things the way we want them to be. Nothing is ideal for anyone these days. Hardships are a part of life. Coming to grips with all this will be good for us – now and in the long run.
What we are dealing with today, at least in this country, is mostly about inconvenience and annoyances more than anything else. Sure, there will be severe economic and mental health challenges in the days ahead, but with our courage and compassion we will get through this in our own imperfect way.
Authentic leadership is about modeling the way. Let’s choose courage. Let’s lean into what we are afraid of. Let’s show ourselves and those around us that we can do this – and do it together

Facing Racism: It Starts With Personal Accountability

/in , , , , , , /by

I was lamenting with a colleague about how we all have areas in our lives and our leadership that drive other people crazy, cause damage to the world around us, and hurt the people we care about. And we are blind to them. That’s why we call them blind spots in our leadership development program. So much of what we bring to the world causes harm and requires intentional work to improve our leadership, and yet has become so habitual that we aren’t even aware of it. It all seems fine to us, but we are blind to how destructive it can be.

So it would appear that perhaps the eruption of anger toward inequality and discrimination in our society is a reckoning of our own blind spots around the issue of racism. Professional athletes this week have reminded us all that there is something more important at work here than winning games, making money, and the achievement of goals.

It seems to be human nature to avoid problems and dodge the truth. After all, who wants to look at the financial ledger of our businesses or our lives? It’s easier to procrastinate a visit to the doctor than face lab work results. It’s easier to avoid facing the difficulties in a marriage than confront what’s really going on. Who wants to admit they have an addiction and actually do something about it?

It’s easy to criticize leaders in an organization for not facing reality or confronting brutal facts and acting on the implications. But how many of us do this in our own lives? And it’s easy to judge the racism we see around us, but what about the unacknowledged prejudice within us?

I recently spoke to a high-ranking public service leader who publicly made a statement that there was systemic racism in the culture that she led, and she was taking action to rectify it. She opened herself to much criticism from her employees, but her courage to face reality demonstrated the strength of her character. It also deepened her credibility and the respect of her best employees.

We all have our prejudices. Only when we own up to them and face this reality will we begin to heal the world – and heal our lives. Helping people see their blind spots is a large part of the work we do in our retreats and online programs for developing authentic leaders (see www.irvinestone.com).

There are specific actions you can take to change the world by facing some of your own racism blind spots. Let’s do our part to heal the world by taking personal accountability:

  • Speak to someone you know well who is different from you – in gender, race, ethnic background, or sexual orientation – and ask if they have experienced you being prejudiced, disrespectful, judgmental, or insensitive – and how. Say thank you and listen carefully to what they have to say. Be sincerely open to learn from them.
  • If the level of honesty about these questions may be in doubt, invite the people you work with to provide the answers to these questions anonymously.
  • If they honestly don’t perceive you as prejudiced, then still take time to listen to what they have to say. If something in you gets triggered, resist the human tendency to get defensive and instead use the trigger to open a new door to learn something. It’s important to begin the dialogue.
  • Treat all diversity as an opportunity to learn and face the truth. It’s a life-long endeavor, and one worth pursuing – for the sake of a good life and for the sake of the survival of our species.

RESPONDING TO OUR TIMES: Lessons From Nelson Mandela

/in , , , , , , /by
For many years the life and leadership of Nelson Mandela has inspired and guided my work. Mandela had many teachers in his life, but the greatest of them all was prison. In the words of his biographer, Richard Stengel, “Prison taught him self-control, discipline, and focus, and it taught him how to be a full human being – the things he considered essential to leadership.” In other words, it was the solitude, degradation, devastation and inhumanity of that time in confinement that made him who he became. It was his journey away from the world that allowed him to lead in the world. Prison was, what we describe in our work as his journey to the “Other Everest,” a voyage that took him inward and downward toward the hardest realities of his life.
His years at Robben Island can be instructive for us through this pandemic. Here are three of the lessons:
1.     Let life mature you, not embitter you. When asked how prison changed him, Mandala said, “I came out mature.” He explained that maturity didn’t mean that the sensitive, emotional young man went away. Maturity didn’t mean that he was no longer stung or hurt or angry, but he learned to control what he described as his more “youthful impulses.”
Maturity, in Mandela’s world, was the courage to work through the bitterness and anger from the solitude, disgrace, and inhumanity of being unjustly imprisoned for twenty-seven years, and come out the other side with honest forgiveness. Maturity is about choosing personal responsibility instead of blame, transforming entitlement into ownership, contempt into civility, and self-interest into service. As my mother would say, maturity is the ability to do a job whether or not you are supervised, finish a job once you start it, carry money without spending it, and being able to bear an injustice without wanting to get even. With maturity comes courage, which is not, in the words of Mandela, an absence of fear, but rather the willingness to act in the face of it. It’s also about poise under pressure. Maturity doesn’t come with age. It comes with the acceptance of responsibility.
2.     See the good in others. Some call it a blind spot, others naîveté, but Mandela saw almost everyone as virtuous until proven otherwise. According to Richard Stengel, he started with the assumption you were dealing with people in good faith. Just as pretending to be brave can lead to acts of real bravery, Mandela believed that just seeing the good in other people improved the chances that they would reveal their better selves.
It’s an extraordinary quality of a person to be ill-treated for most of their life and still see the good in others. In fact, “he almost never had a bad word to say about anyone. He would not even say a disapproving word about the man who tried to have him hanged.” It wasn’t, it turned out, that he didn’t see the dark side of evil people, but that he was unwilling to see only that. He chose to look past the negative aspects of a person and see their strengths. Apparently, he did this for two reasons: because he instinctively saw the good in people and because he intellectually believed that seeing the good in others might actually make them better. “If you expect more of people, whether they are coworkers or family members, they often contribute more. Or at least feel guilty if they don’t.”
This belief was at the heart of Mandela’s approach to life. He believed that cruel and evil men were better men than their behaviour, and that their motives were not as cruel as their actions. In his biography, Mandela wrote, “No one is born prejudiced or racist. No man is evil at heart. Evil is something instilled in or taught to men by circumstances, their environment, or their upbringing.”
3.     Have a core principle. Nelson Mandela was a man of principle, and that true north principle gave him stability, clarity, and focus amid the turmoil and abuse of his circumstances. It inspired him to keep going in the midst of utter darkness around him. The principle that formed the framework for his actions and leadership was: Equal rights for all, regardless of race, class, or gender.
While on Robben Island, Mandala read the books about iconic leaders. He studied the habits of the great souls. He reflected on key moral virtues. By being principle-centered, he, over the years, transmuted hostility into opportunity, bitterness into forgiveness, and created a vision for social change. Mandela believed a transformational leader does not talk about polls or votes or tactics or popularity. A transformational leader talks about principles and ideals.
What principles do you stand for? What ideals guide and inspire your life and your leadership? If we don’t stand for something, we won’t have anything to stand on.
Today, amid this pandemic, we face our own Robben Island, an opportunity for our own “Other Everest” journey. Collectively, we are facing an opportunity to make us either bitter or better. Our decisions and actions will determine whether we use our pain, fear, grief, outrage and inconveniences to move toward accountable, caring, authentic citizens. Today, nothing is more important than strengthening our character and developing our maturity by taking responsibility for our lives, seeing the good in others, and clarifying our principles that serve the greater good.
EXCITING NEWS!
I am in the process of forming a business partnership with Ally Stone, who has assisted with the Banff Authentic Leadership retreats the past two years. We are building an online leadership development firm with an expanded team offering a variety of products and services, including coaching, an online leadership masterclass, live retreats (once it is safe to do so), customized live-streaming presentations, workshops, and leadership consulting.
Our in-person workshops will resume just as soon as we can ensure they can be done safely. In the meantime, the entire four-day Authentic Leadership retreat will be available on-line in the fall.
Ally and I are presenting a debut live-stream session on September 17, 2020. This is an opportunity to meet Ally and witness the incredible synergy we create together as a team. This is a complimentary event to thank you for being a part of my community. Be sure to watch for your invite. You do not want to miss out on this opportunity (RSVP will be required to attend). Together Ally and I bring a new level of awareness, understanding and commitment to what the Authentic Journey looks like in this ever-changing world.

CREATING PSYCHOLOGICALLY SAFE WORKPLACES – It Will Depend on All of Us

/in , , , , , , , , , , , /by
There are people in our world who do not feel safe because of the color of their skin. There are people who don’t feel safe because of their gender. There are people who don’t feel safe because of their religious beliefs or sexual orientation. This has to stop. It’s time to decide, once and for all, that inequality and this kind of fear are unacceptable.
Living without fear begins with the way we raise and educate our children, relate to each other in our communities, and approach each other in our workplaces. Why not start with the realization that there are people in our society who do not even feel safe coming to work. They don’t feel safe to speak honestly, to offer ideas, or to be themselves. They fear that sharing concerns and mistakes will mean embarrassment or retribution; that if they are honest, they will be humiliated, ignored, or blamed. They fear asking questions when they are unsure of something. They sit on their hands, stay within the lines, underperform and become dissatisfied. When people are afraid, they stay dangerously silent, they disengage, they lie, and they leave if they can. Or worst of all, they quit and stay.
Far too many managers – both knowingly and unknowingly – still believe that fear is what motivates. Too many managers are unaware of how unacknowledged stress and anxiety breeds fear around them. Brain science has amply demonstrated that fear inhibits learning, productivity, engagement, innovation, and fulfillment.
As we emerge and re-engage from this pandemic, the need for people to feel safe as they face uncertainty and anxiety is more important than ever. And a great opportunity lies in front us to reset the compass and create fearless organizations and lives. Let’s decide to change the world by creating safe, authentic places for people to live and work. Here are seven strategies:
1. Take 100% accountability. The issue of fear will never recede in our world until it recedes within ourselves. Taking accountability means committing to examine the level of fear that we knowingly, or unknowingly, create around us. Changing the world starts with looking in the mirror. Taking accountability also means being willing to understand how our past impacts our perception of our current reality. Due to our reaction to past trauma, abuse, and shame, many people do not feel safe living in their own body, tainting every relationship in their life, particularly those in authority. Before blaming your boss for disrespecting you and not creating a safe workplace, understand how your past impacts the lens with which you view the world. Changing the world means taking accountability for facing, healing, and coming to peace with our past. While organizations are accountable for co-creating a safe environment with their employees, security must come from within each one of us individually.
2. Take care of yourself. Given the enormous level uncertainty in the world right now, resist the natural human tendency to “push through,” and instead, slow down and define what truly matters to you. Use this time to create a safe place within. Creating a safe space around you starts with feeling safe with who you are. Self-care isn’t always comfortable or easy. Self-care means respecting yourself enough to know what you need and creating disciplined routines that ensure those needs get met. Make sure you get support for yourself so you can create safety and support those around you. We ultimately treat others the way we treat ourselves.
3. Bring a servant mindset and a generous spirit to your work. According to Lance Secretan, “leadership is a serving relationship that helps people grow and makes the world a better place.” It starts with being a “we” person rather than a “me” person. It’s about supporting people to get the work done rather than controlling and manipulating; and helping them be the best they can be in the process. Leadership is ultimately about caring, because leadership involves caring for people, not manipulating them. If you don’t genuinely value everyone’s unique contribution, creating a psychologically safe organization will remain elusive and superficial.
4. Be human. At this stage of the pandemic, people are experiencing a variety of emotions. They are nervous and anxious, fatigued from fear and uncertain about the future. There’s grieving, ambiguous loss, resentment, and a mixture of caution and optimism as we emerge into a new reality. There can be awkwardness with people you haven’t seen face-to-face for several months and uncertainty about new expectations and norms. Take time to listen, to be there for those you serve, and to look for opportunities to connect and have the conversations. Most of what you’ll hear you likely can’t fix. What people need to know is that you care enough to take the time. It’s a time to grant grace and exercise patience. It’s a time to practice being human.
5. Get rid of performance appraisals. Stop evaluating, grading, supervising, and treating people like children. Replace parental, disrespectful reviews with ongoing feedback, honest respectful conversations, shared ownership, two-way accountability, and mutual agreements that support both personal as well as organizational success. Be a partner with your staff, not a parent.
6. Be curious, humble, and vulnerable. Great leaders know they aren’t the smartest person in the room. They surround themselves with capable people and then take time to learn from them. They know that no one is better than anyone else. We all merely bring unique gifts to our lives and our work. Making it safe means being vulnerable and open to learn from everyone and asking for help when you need it. Being vulnerable means sharing what matters to you and listening to what matters to those around you.
7. Invite the bad news and say thank you. If you’re going to live or work together in the spirit of humanness, you are going to have to accept that there will be bad news. Great leaders don’t pretend that it isn’t there and cover up the facts. They embrace the negative and see it as a growth opportunity. Making it safe to bring the bad news isn’t about blame. It’s about ownership, personal responsibility, courage, and honesty. It takes a secure leader to be grateful that people trust you enough to bring you the hard stuff, and open enough to learn together how you’re going to work collaboratively to fix it.
In summary, creating a fearless, psychologically safe workplace does not happen by accident. Just because you see yourself as a good leader, doesn’t mean that people around you necessarily feel safe. You have to be intentional. A safe environment doesn’t mean that everyone always agrees and are polite to each other all the time. It’s about a genuine commitment to honesty and respect. It means having clearly defined expectations of each other, along with high standards and working in partnership to achieve those standards. It also means we accept that we are all human and that we are going to fall short at times and it’s okay to talk about it, learn from it, and recommit to a new course of action.
To create psychological safety, positional leaders need to make an explicit – formal and informal – space and time for open, ongoing, acceptable discussion of error, failure, and shortcomings. Conflict will inevitably arise, and we need a safe place to speak candidly about what’s bothering us, with each person taking responsibility to look at their contribution to the conflict. We need to be intentional about inviting participation and sincerely valuing every person’s input. We also need to be intentional about recognizing and expressing sincere appreciation. What we appreciate appreciates. And, perhaps above all, we need to grant grace that it takes time, patience, and persistence – let’s give the human spirit a chance.
For a more in-depth study of psychological safety in the workplace, I recommend Amy Edmondson’s book: The Fearless Organization: Creating Psychological Safety In The Workplace for Learning, Innovation, and Growth.