tag:blogger.com,1999:blog-90937164616951895382024-03-19T09:08:15.638-07:00Authentic LeadershipGavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.comBlogger8125tag:blogger.com,1999:blog-9093716461695189538.post-36620818727333999922014-10-21T03:48:00.003-07:002014-10-21T03:48:42.978-07:00My Journey to Being Healthy<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">I started this blog in the beginning of the year as I
embarked upon a new approach to coping with chronic asthma.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">My health coach, Tania Kapp, has kept me journaling my diet
and my exercise. She has encouraged me to keep training and running and on
Sunday the 12<sup>th</sup> October I ran my first 10km race.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">In the past I never thought I was capable of running 10 km
but after running a 5km race three months ago (with some difficulty) I told
myself that I have to push myself further.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">I have also learned other things about my condition. By
having lots of phlegm build up used to be :” I am getting sick” but somehow
realising I can keep training despite the phlegm I have realised that due to my
allergies it’s just the way it is but it does not mean much more than that.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">As a result due to my new approach of:<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Stay fit but have exciting fitness (challenges)
goals</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Ignore “minor” signs of phlegm build-up as just
“that’s how it is”….it’s nothing serious.</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Keep the diet going: few carbs, high protein,
small portions, minimal alcohol and sugar, and 5 portions of veg; fruit only if
it’s with nuts and biltong, very little (rye) bread.</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Get a lot of sleep (7-8 hours consistently)</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Listen to your body – don’t train if you feel
“pap”. Take your temperature and your resting heart rate to see if there are
any warning signs.</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Drink sufficient water</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">-</span><span style="font-family: Verdana, sans-serif; font-size: 7pt; font-stretch: normal; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Get out there to train even if bed feels great –
the feeling afterwards is amazing and everyone else around you also benefits
from your good mood.</span></li>
</ul>
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<span style="font-family: Verdana, sans-serif;">As a result of this approach I have not seen a doctor nor had
an anti-biotic since February whereas last year I must have had 10
anti-biotics! </span><span style="font-family: Verdana, sans-serif;">I spoke to a health practitioner last night who said that
(particularly) parents insist on anti-biotics even when it’s a virus
(anti-biotics can’t remedy a virus) they will from now on test blood at the
consulting rooms to show the patient that it’s a virus and not bacterial. Added
to that RSA is running out of anti-biotics due to us being such high users and
becoming immune to them.</span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">My health has been a real focus where I put it first. Don’t
get me wrong I still stray from my diet from time to time and have a 5 hour
night sleep occasionally – I am human. I have become a student of my health and
my knowledge of my body has improved. I have a better relationship with my
body.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">It’s like anything…..when you dedicate yourself to the
process you will get different results because you are doing things
differently.<o:p></o:p></span></div>
<br />
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">I am truly grateful.</span><o:p></o:p></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-25049045613439250312014-06-11T03:32:00.005-07:002014-06-11T03:33:46.955-07:00Road back to health<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">I have struggled with chronic asthma or COPD (Chronic
obstructive pulmonary disorder) for most of my life. I was only able to take
part in a limited number of sports at school but managed to do well in tennis,
cricket and squash. I played league tennis and squash through my 20’s, and
30’s. This league activity came to an abrupt halt when we started a family –
possibly not the best decision because my lung doctor in Joburg, Dr Greenblatt
urged me never to give up squash. Osteo arthritis in my lower back is also an
inhibiter but I can still play.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">During my 40’s I experienced many chest infections and I saw
my pulmonary specialist annually and ensure I am on the best medicine.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">I contracted a health coach (nutritionist) Tania Kapp in
July 2010 (I was 48). She got me on a good diet and an exercise regime of
swimming, circuits, cycling and treadmill/jogging. I ran 5km regularly and I
swam 40 lengths 3 x a week. I lost about 7kg and became lean and mean. This led
to me doing the Midmar mile in 2011 in 56 minutes (just scraped a medal).This
was an event I watched my mates do when they were 14-17 years old – I sat on
the sidelines due to the asthma.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">After the Midmar I relapsed into old habits and two years
ago I had glandular fever and pneumonia. That was the start of the slippery
slope. In 2013 I had a chest complaint on an ongoing basis and had anti-biotics
monthly. In Feb this year I said enough is enough. I saw the specialist (Dr
Peter Chapman), a generalist physician and then finally Dr Goldberg, an
integrated medical practitioner. At the same time I re-contracted with Tania my
health coach (should never have left her). Tania has got me back on the regimes
and I have lost 4kg (on 76kg) and Dr Goldberg gave me IV ozone, IV vitamin C
and counselling sessions. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">I am back in the gym now and I have a mindset shift. A cough
or some congestion does not mean no activity. It could mean a walk or a light
gym workout. I am slowly regaining my immune strength and my confidence in the
gym. In the past I would not train in those conditions. Tania suggested that if
my resting heart rate is normal and my temperature is normal I can train.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">My shift also involves a really disciplined approach to
managing my asthma including:<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Inhaling steam including a drop of Olbas two to
three times a day.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Blowing into a water bottle to exercise my lungs
two to three times a day.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Gargling with salt water twice a day to take
away any wheeze<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Sniffing saline solution twice a day.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Exercising every other day<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Sleep of at least 7 hours per day<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Ensuring I sleep with dust covers wherever I am<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Avoiding cats and dogs<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Managing my stress<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">-<span style="font-size: 7pt;">
</span><!--[endif]-->Following my diet<o:p></o:p></span></div>
<br />
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">If you would like to engage on any of these issues please
e-mail me on <a href="mailto:gavin@gavincoetzee.co.za">gavin@gavincoetzee.co.za</a></span>
<o:p></o:p></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-32697071059529501002013-12-03T01:48:00.002-08:002013-12-03T01:49:04.864-08:00Leading organisational –wide projects involving external consultants<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">As an external consultant myself I
am privy to how leaders can play stronger more influential roles in managing
projects involving external consultants.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Issues at stake include the brief
and the scope; what’s at stake; budget; meetings/communication; and project
leaders.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">The Brief and the scope<o:p></o:p></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Leaders may ask consultants to
address certain issues in their company not knowing that those issues affect
many other issues in the system. They may expect a certain result without
considering the impacts on other components in the system that may have
unintended consequences. When initiating the project the leader should discuss
and explore the systemic effects highlighted by the consultant to understand
and create the appropriate scope for the project. If those additional
components are out of scope for various reason then to be explicit about that
boundary and preferably the reason for that.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">What’s at stake?<o:p></o:p></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">These projects generally carry
significant possible impacts on the development of the organisation. The
energy, involvement and commitment of the leader is crucial in ensuring that
the impact is highly positive and successful. The leader is investing a lot of
money in the project and should be aware of extracting the maximum ROI. Should the scope be incorrect the leader may
be left picking up a lot of pieces.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Budget<o:p></o:p></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">The budget links to the foregoing
two items. If the scope is wrong then there may be negative effects on the
consultant’s motivation. It is seldom transparent what the budget is. In some
instances the leader explains the cap and the consultant knows the limitation
and the boundary is clear but in most instances it is not clear and the consultant
is left wondering whether phase II will happen at all. Obviously organisations
are dependent on their financial resources and I respect and appreciate that
leaders sometimes aren’t sure themselves but at least communicate about it.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Meetings and Communication<o:p></o:p></span></span></b></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">At times there are long lapses in
communication to the consultant. I suspect it’s often that the leader has many
other fish to fry and your project is one of many. The void in communication
may mean that the consultant has to make some intelligent assumptions about the
next steps which present a risk to the leader and their organisation. It can
also mean that the consultant starts to lead which is inappropriate for their
role.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">The project needs regular meetings
to:<o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin-left: 18.0pt;">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Feedback progress</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Understand what has happened in the
organisation since the last intervention and update documentation</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Check that the next intervention is
on the button given the developments</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Hear where the leader is at and to
engage on and manage expectations</span></li>
</ul>
<span style="font-family: Verdana, sans-serif; font-size: x-small;"><span style="line-height: 14px;"><br /></span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">If the leader keeps the consultant
at arm’s length means there will be risks to the project.</span><br />
<div>
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></b></div>
<div>
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Project Leaders</span></span></b><br />
<div class="MsoListParagraph">
<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"> </span></span></b><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Sometimes the leader delegates
project sponsorship to a lower level leader.</span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">This can present a challenge to the
consultant when the deputy:</span></div>
<div class="MsoListParagraph">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Does not have enough information</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Does not carry enough influence</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Represents a bottleneck and a
constraint for things to be auctioned</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Also struggles to see the leader</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Is only a conduit and doesn’t
control the initiatives</span></li>
</ul>
<span style="font-family: Verdana, sans-serif; font-size: x-small;"><span style="line-height: 14px;"><br /></span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">This can mean that:</span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;"> </span></div>
<div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">The project can stall</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Others don’t see the project as
important as they did when the leader was leading</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Information gets lost in
translation</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">It can become quite chaotic and
control can be lost</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">The consultant can become
disillusioned.</span></li>
</ul>
<span style="font-family: Verdana, sans-serif; font-size: x-small;"><span style="line-height: 18px;"><b><br /></b></span></span><b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Summary</span></span></b></div>
<div>
<span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Leaders will assert much more
influence and control and be more successful if they:</span></div>
<div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Are present and visible</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Communicate regularly and as
clearly (including being direct) as possible</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Are willing to discuss and agree
scope and the effects on the rest of the system and then share the boundaries
of the project and the reasons related to that.</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Communicate what they know about
the budget and the prospects going forward</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Keep the consultant informed of
developments in-between interventions</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Asks and listens to feedback from
the consultant</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">Communicate to staff what is happening
on the project</span></li>
</ul>
<span style="font-family: Verdana, sans-serif; font-size: x-small;"><span style="line-height: 14px;"><br /></span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">I acknowledge that this is a
two-way street and I also take responsibility for my role in this process.</span></div>
<div>
<i><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></i></div>
<div>
<i><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Gavin Coetzee is a
successful Leadership and Change Consultant from CapeTown, South Africa. </span></span></i></div>
<div>
<a href="http://www.gavincoetzee.co.za/"><i><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">www.gavincoetzee.co.za</span></span></i></a></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-61843120259551843472013-12-02T05:18:00.003-08:002013-12-02T05:18:58.887-08:00Delegation and Empowerment<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif; font-size: x-small;"><span style="line-height: 115%;">I was
recently coaching a client who is struggling with delegation and considered to
be a bottleneck. Another client had a
very low withdrawal score on her Hornevian Triad on the Enneagram </span><a href="http://www.fitzel.ca/enneagram/socstyle.html"><span style="line-height: 115%;">http://www.fitzel.ca/enneagram/socstyle.html</span></a><span style="line-height: 115%;"> that suggested that she is
omni-present and deep in the space of her people (can they breathe?)<o:p></o:p></span></span></div>
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<span style="font-family: Verdana, sans-serif; font-size: x-small;"><span style="line-height: 115%;"><br /></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">To what
extent do you let go and trust your people to do the job and to get on with it
without you micro-managing?<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Signs of Micromanagement: What follows are some signs that
you might be a micromanager – or have one on your hands. In general,
micromanagers: <o:p></o:p></span></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l1 level1 lfo1; text-indent: -18.0pt;">
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<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;"><span style="line-height: normal;"> </span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;">Resist delegating.</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;"><span style="line-height: normal;"> </span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;">Immerse themselves in overseeing the
projects of others.</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;"><span style="line-height: normal;"> </span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;">Start by correcting tiny details
instead of looking at the big picture.</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;"><span style="line-height: normal;"> </span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;">Take back delegated work before it is
finished if they find a mistake in it.</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;"><span style="line-height: normal;"> </span></span><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;">Discourage others from making
decisions without consulting them. </span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%; text-indent: -18pt;"> See more at: </span><a href="http://www.mindtools.com/pages/article/newTMM_90.htm#sthash.J8FopEKh.dpuf" style="font-family: Verdana, sans-serif; font-size: small; text-indent: -18pt;"><span style="line-height: 115%;">http://www.mindtools.com/pages/article/newTMM_90.htm#sthash.J8FopEKh.dpuf</span></a></li>
</ul>
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<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">I think that
the essence could be in trusting yourself (too much) and then not trusting
others.<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></div>
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<span style="font-family: Verdana, sans-serif; font-size: x-small; line-height: 115%;">How can you
create a culture where mistakes are permitted and we learn from them? Leading
up to a huge tournament teams may be prepared to lose to learn and to see
themselves improving in certain areas as they know the big picture is the big
tournament. They will test certain combinations to see what works. So
experimentation is part of the deal. Perfectionism can be a real wet blanket
where delegation and empowerment is required.</span></div>
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<span style="font-family: Verdana, sans-serif; font-size: x-small;"><b><span lang="EN-US"><br /></span></b></span></div>
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<span style="font-family: Verdana, sans-serif; font-size: x-small;"><b><span lang="EN-US">5
Barriers to Delegation:</span></b><span lang="EN-US"> </span><b><span lang="EN-US"><a href="http://managementisajourney.com/five-common-human-barriers-to-effective-delegation/">http://managementisajourney.com/five-common-human-barriers-to-effective-delegation</a></span></b></span></div>
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<b style="line-height: 15pt;"><span lang="EN-US"><span style="font-family: Verdana, sans-serif; font-size: x-small;">1. Fear of Failure</span></span></b></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">What if they fail? The reality is that everyone makes mistakes in
the workplace and if managed appropriately mistakes can be excellent learning
opportunities to both improve performance and improve operations. To
delegate effectively, managers must recognize their own fears and allow some
room for their team to make mistakes. With adequate development and
trust, team members will more often meet the challenge than fail.</span></div>
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<b style="font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;"><span lang="EN-US" style="color: #06050d;">2. Envy of Your Staff Member’s
Ability</span></b></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">So, you’re a little bit </span><i style="color: #06050d; font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;">green with envy</i><span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;"> at that talented staff
member of yours whose ability in a certain area outshines your own. In
your private thoughts, you know you are reluctant to delegate to her
because she is so good at what she does. So what should you do?</span></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">Talk to yourself and get over it! Even laugh at your envy if you
must! Once you have intelligently dealt with your own negative emotions,
let your talented staff member do what she does best. Give her full
credit as appropriate. The truth is she makes you look good!
Let her excel and you’ll be known as a manager and leader who can utilize the
talents of your staff effectively.</span></div>
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<b style="font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;"><span lang="EN-US" style="color: #06050d;">3. I Can Do it Better Myself!</span></b></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">This is probably true! After all, your technical ability is part
of the reason for your success in your organization. The correct question
to ask yourself, however, is: </span><i style="color: #06050d; font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;"> Should I be doing the work myself or is
it better for me to delegate this work to someone else?</i></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">As a manager, your role is one of process to achieve organizational
outcomes through organizing, controlling, planning, communicating, etc.
You can fulfill this role better when you are not bogged down with work that
others should be doing. Invest the time in developing your people to perform
these tasks. Lower your standard to an acceptable level of performance.
They do not need to complete the task exactly like you do it to meet
organizational goals. After all, there are many methods for accomplishing
most tasks.</span></div>
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<b style="font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;"><span lang="EN-US" style="color: #06050d;">4. I Like To Do This Myself!</span></b></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">Understood! There are some aspects of any job that are more
enjoyable than others. The question here is the same as in item #3,
however: </span><i style="color: #06050d; font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;">Should you be doing the work yourself or should you delegate it to
someone else?</i></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">There is a principle of delegation that says managers should delegate
tasks that can be done by others. Some managers take this advice too far
and delegate everything to their staff members. This is not what is
meant. Delegated tasks should be appropriate to the responsibilities and
organizational level of the team member. Further, there are some
managerial tasks that are inappropriate for a manager to delegate to others to
perform. This human barrier to delegation addresses those tasks we like
to do but really should not do because they could be done by others. Let
someone else enjoy this part of your job!</span><b style="font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;"><span lang="EN-US" style="color: #06050d;"> </span></b></div>
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<b style="font-family: Verdana, sans-serif; font-size: small; line-height: 15pt;"><span lang="EN-US" style="color: #06050d;">5. I
Better Not Give Him Too Much Authority For This Task Or I Will Lose Control</span></b></div>
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<span style="color: #06050d; font-family: Verdana, sans-serif; font-size: x-small; line-height: 15pt;">Part of delegating effectively is picking the right person for the
task. This requires assessing both their willingness and capacity to
perform the task. Assuming they have the right attitude and skill level
to perform the task, give them the authority they need to complete the task for
you. As appropriate, establish check-in points so you can monitor their
progress. Don’t over-monitor them however (particularly your superstars)
or you will frustrate them. You have invested in their development and
created a positive work environment for them to do their best–now you just need
to trust them to give you the desired results.</span></div>
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<span style="font-family: Verdana, sans-serif; font-size: x-small;"><b><span style="line-height: 115%;">My view on the delegation dilemma is:</span></b><span style="line-height: 115%;"> Do you want to manage; do you want
to get things done through others; are you willing to trust and allow others
the freedom to grow and are you willing to go through the pain to change? Or
are you actually a specialist who is darn good at what you do because you are
competent, efficient and professional and maybe you can be a resource to others
who can come and get advice and best practice from you as the expert. Managers
and people leaders are not experts in content – they are good with people and
process. Decide NOW and feel liberated and valuable in your role NOW or face
continuous frustration with relying on others with whom you can’t seem able to
share the responsibility.<o:p></o:p></span></span><br />
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<i><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;"><br /></span></span></i></div>
<div class="MsoNormal">
<i><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif; font-size: x-small;">Gavin Coetzee is a successful
Leadership and Change Consultant from CapeTown, South Africa.<o:p></o:p></span></span></i></div>
<br />
<div class="MsoNormal">
<a href="http://www.gavincoetzee.co.za/"><i><span style="line-height: 115%;"><span style="color: black; font-family: Verdana, sans-serif; font-size: x-small;">www.gavincoetzee.co.za</span></span></i></a><i><span style="font-size: 10.0pt; line-height: 115%;"> <o:p></o:p></span></i></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-40140574765495185832013-11-29T03:08:00.005-08:002013-11-29T03:08:54.390-08:00Leaders Driving Culture Change<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Two of my clients have engaged me in consulting on Culture
Change in their organisations by requesting a re-invention/re-freshing of the
organisation culture in line with their growth strategies.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">Culture is “the way we do things around here”. To change
culture requires new habits. We all know what that is like and how tough it is
as individuals to change our habits so to collectively change to new habits
requires tremendous effort.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">In both projects we are using John Kotter’s well know 8 step
change model.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><a href="http://www.kotterinternational.com/news-and-insights/newsletter-signup/ThanksMailing">http://www.kotterinternational.com/news-and-insights/newsletter-signup/ThanksMailing</a>
<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">To drive this change requires leadership presence and
passion. My nine year old daughter recently said : “Dad even when you are at
home you are not here”. This was obviously a wake-up call for me.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">I can see how important it is for leaders to be present with
staff and their organisation in driving change and results.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">It has been amazing to see one of the leaders with so much
passion and enthusiasm to engage their staff in embracing the change. The
challenge as always is to keep that passion and drive throughout. In both cases
the clients have committed 18 months to the process which is admirable as they
want to (as Kotter says) make the changes stick (Step Eight).<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Each Kotter stage requires a different kind of energy. The
analysis stage created a sense of enquiry and making sense of the world. The (Crafting
of the) Vision stage demanded creativity and en-dreaming of the future. The
enabling action stage is tough as it means now the rubber hits the road and the
real hard graft starts. Communicating for buy-in means the leader needs to find
different fuel to keep communicating with the same passion that they had
initially and reflecting the same belief they had upfront.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">All in all leadership requires drive, tenacity and determination
to succeed even when others are flagging but to ensure that the coalitions stay
with them running at the same or similar pace and with the same stamina
otherwise the leader will burn out together with the initiatives.<o:p></o:p></span></div>
<div class="MsoNormal">
<i><span style="font-family: Verdana, sans-serif;"><br /></span></i></div>
<div class="MsoNormal">
<i><span style="font-family: Verdana, sans-serif;">Gavin Coetzee is a
successful Leadership and Change Consultant from CapeTown. <o:p></o:p></span></i></div>
<br />
<div class="MsoNormal">
<a href="http://www.gavincoetzee.co.za/"><i><span style="font-family: Verdana, sans-serif;">www.gavincoetzee.co.za</span></i></a><i> <o:p></o:p></i></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-2332085781783322932013-11-28T05:42:00.000-08:002013-11-28T05:42:18.145-08:00Staff Retention and the Enneagram<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">A few of my Entrepreneurial
MD clients are really struggling with the fact they are losing several key
staff at present. A few of them are also about to recruit new key staff. My
first reaction was “why are they taking it so personally and reacting so
strongly?” Now it is both a function of:<o:p></o:p></span></div>
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</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Where the business is at and</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Their personalities</span></li>
</ul>
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<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">I tell clients that recruiting is one of, if not <i>the</i>
most important HR task there is. You don’t just let anybody through the front
door of your home. Before you recruit
you need to be very clear on your recruitment and selection process ensuring
that it has rigour and thought. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">We can spend a lot of time managing poor quality recruits
and trying to get them on track when the initial process wasn’t sufficiently
sound. So rather do it right up front.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<span style="font-family: Verdana, sans-serif;">My view is that we need to keep engaging with
staff on what makes them stay. If we consider the impacts of Generational
theory which posits that people born in different decades were affected by
parents in different eras and want different things e.g. people born from 1989
to 2000 have the <i>Defining
and guiding values:</i>
<o:p></o:p></span><br />
<div class="MsoNormal" style="margin: 0cm 0cm 0.0001pt 36pt;">
<span style="font-family: Verdana, sans-serif;">* Optimism *
Confidence * High self-esteem * Media & entertainment overloaded * Street
smart * Diversity * Conservative * Networkers * Civic duty * Ethical
consumption * Achievement * Morality * Naiveté * Change * Techno-savvy * Global
citizens, with a multi-everything view<span style="font-size: x-small;"><o:p></o:p></span></span></div>
<div class="MsoNormal" style="margin: 0cm 0cm 0.0001pt 36pt;">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"> <a href="http://www.tomorrowtoday.uk.com/articles/article001_intro_gens.htm">http://www.tomorrowtoday.uk.com/articles/article001_intro_gens.htm</a>
<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">So keep asking your employees what they want and how they
want it to manage employee retention.<o:p></o:p></span></div>
<div class="MsoNormal">
<b><span style="font-family: Verdana, sans-serif;"><br /></span></b></div>
<div class="MsoNormal">
<b><span style="font-family: Verdana, sans-serif;">The Enneagram Personality Profile<o:p></o:p></span></b></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">The other insight for this blog is that I am finding the use
of the Enneagram Personality Profile to be very powerful. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Leaders working with the Enneagram are finding its accuracy
astounding and finding insights and nuggets that take them to a place where
they can improve their ability to work under pressure and in conflict and
improve their relationships significantly. Because the Enneagram has 9
different personality types and that the profile gives you a percentage on each
it allows the leader to see the bigger picture of the link between the parts of
their personalities. Leaders are asking their Exco to complete the profile so
that as a team they can see their strengths and gaps. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Under pressure (stress) and in conflict (Harmonic Triad) leaders
determine three things:<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Their ability to be “competent” i.e. the ability
to keep at it and keep working or just do what they do despite the stress.</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Positive Outlook – their ability to remain
upbeat and optimistic</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Their ability to speak their mind and take
action while others may be freezing or fleeing the scene.</span></li>
</ul>
<!--[if !supportLists]--><br />
<div class="MsoListParagraphCxSpLast">
<span style="font-family: Verdana, sans-serif;"><a href="http://www.enneagraminstitute.com/harmonics.asp#.UliN_6IaLIU">http://www.enneagraminstitute.com/harmonics.asp#.UliN_6IaLIU</a>
<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">In terms of how they perform in their business and personal relationships
(Hornevian Triad) they discover:<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Their ability to assert their thoughts and
feelings;</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">The degree to which they withdraw when required
and</span></li>
<li><span style="font-family: Verdana, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">The degree to which they comply (duty and
responsibility) or not.</span></li>
</ul>
<!--[if !supportLists]--><br />
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpLast">
<span style="font-family: Verdana, sans-serif;"><a href="http://www.fitzel.ca/enneagram/socstyle.html">http://www.fitzel.ca/enneagram/socstyle.html</a>
<o:p></o:p></span></div>
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 11pt; line-height: 115%;"><br /></span></span>
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 11pt; line-height: 115%;">If you have not seen it yet in another place on
this site please check out this link <a href="http://vimeo.com/72633500">http://vimeo.com/72633500</a>.
It shows how the Enneagram is being used by </span><strong><span style="font-size: 10.5pt; line-height: 115%;">Susan Olesek</span></strong><span style="font-size: 10.5pt; line-height: 115%;"> </span><span style="font-size: 11pt; line-height: 115%;">to
help rehabilitate prison convicts and regain their personal power.</span></span>Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-88186728373042564702013-11-19T22:41:00.001-08:002013-11-19T22:41:25.281-08:00The Illusion of Importance<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Some of my Entrepreneurial CEO clients seem to be challenged
in the arena of focus, stimulation and that constant need to know they are
doing things right and evolving.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Fortunately they are humble enough to ask for feedback and
to respond to it. They are constantly seeking and expanding and setting new
goals and embarking on new challenges.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">These folk are high energy, restless, questioning and taking
action.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">One of my clients is harnessing the power of purpose in his
quest to go beyond the MD/CEO realm. His purpose is meaningful and spiritual
and it drives him and pushes him to influence and inspire so many others. He is
relentless with it and it rubs off wherever he goes.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Another is running the NY Marathon and three of them are
taking their business to a new continent and getting involved in global matters
for their companies.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">They say if we are not growing we are accelerating our
spiritual death.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">I do feel however that there is a balance and when we feed
that will to expand constantly we could also be feeding something else which
doesn’t allow us to be fully present in the Now. Eckhart Tolle wrote a
brilliant book called the Power of Now (followed by A new Earth) and he said
that if we are happy right now then we can string happy moments together
continuously. He went on to say: “we are neither our feelings nor our thoughts”
– they are only transitory.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">A client once said that things don’t come across his desk in
threes anymore but in nines and I suspect that he was also responsible for
attracting many of those two. <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Stephen Covey in “First things first” spoke about Quadrant
three being the quadrant of illusion….items that are urgent (but not important)
and have the illusion of being important and we feel we have to attend to them
straight away …like a new e-mail arriving
or a phone ringing….yet it could just be another distraction.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Our busyness makes us feel valued and important but are we
being effective? We need to:<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">-<span style="font-size: 7pt;"> </span></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;"><!--[endif]--> Decide What the four or five most important
items are that line up with our vision and purpose. Some companies are in
trouble because they have lost the “why” for what they do.</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
</div>
<ul>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 9px; text-indent: -18pt;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">Be disciplined about sticking to that agenda and
those items chosen. My school headmaster spoke recently about two most
important values of passion and discipline (I am better at the former).</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;"> Complete items and then pause or stop to reflect</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">Achieve the measures that you have set and feel
that sense of accomplishment before moving onto the next agenda</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: 7pt; text-indent: -18pt;"> </span><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">When you do allow yourself to be distracted along
the way to have fun, do it consciously as it may be quality time to recharge.</span></li>
</ul>
<br />
<br />
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<o:p></o:p></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0tag:blogger.com,1999:blog-9093716461695189538.post-58191473942462649462013-11-19T00:04:00.000-08:002013-11-19T00:05:36.392-08:00Leadership Lessons - #1<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">As an executive coach I find the following to be some of the
Leadership challenges of my clients and what is needed in their weekly and
monthly tasks in leading others.</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The first is the age old one of having the time or put
differently prioritising. “No time” is an excuse. It’s about what you choose to
do because it’s important to do (Covey’s quadrant two) <a href="http://www.asianefficiency.com/.../coveys-time-management-quadrant">www.asianefficiency.com/.../coveys-time-management-<b>quadrant</b></a><cite><span style="color: #222222;">... </span></cite>e.g.
spending quality time mentoring team members to unstuck them or simply provide
much needed moral support. You get people who ask for help and those who
don’t…do you know which is which?<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Linked to this one is a sub-plot called boundaries and
asserting. Putting down boundaries and saying “no”. You don’t have to attend
every meeting that you are invited to and you don’t have to stay for the full
period of time. Listen, contribute and leave if appropriate. Setting boundaries
is a common flaw that us as leaders can benefit hugely from in many ways e.g.
avoiding nepotism, favouritism, allowing fringe benefits etc which all will
just get a leader into hot water irrespective of the initial sentiment of
wanting to help and rationalising that its part of the big picture..<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The second is related to communication. Spending time with
peers (where you are not the MD) to build the relationship and to get them to
hear you and acknowledge your ideas so that you can influence them. They
sometimes don’t hear you in Board meetings so finding one on one space can be
beneficial. Leaders want to influence to make a difference and to get ahead.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Thirdly it’s about understanding your team members and what
makes them tick and what motivates or turns them on. Again it’s about spending
time and engaging on what their motivators are. Relationships are the bedrock.
Unless you have spent time building the relationship; when conflict occurs you
have a platform to lean on. Trust will be there and you can say it like it is
without needing to sugar coat or tread on eggshells. This also makes business
life more efficient as it takes less time.<o:p></o:p></span></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">In my next blog I will share further leadership lessons via
leaders who have real challenges of leading people and their organisations in
uncertain times with people who have very different needs and aspirations and a
market that is seeking true value from its suppliers.</span><o:p></o:p></div>
Gavinhttp://www.blogger.com/profile/18070933864490614511noreply@blogger.com0