by Sandra Ford Walston
So much of our daily life is based on action and results. But what really is directing us? For those who truly want to make a difference and create a legacy filled with courage, you must be willing to step up and invite in a new behavior—one that leaves a mark, one that leaves a legacy—one filled with courage!
Posted in HR, motivation
Tagged change, complacency, contemplation, courage, creating new behavior, identity, kindness, legacy, love, self, status quo, transformation
Remember the movie, “Midnight in Paris”? An American couple arrives in Paris and the wife is trying to speak French. She reminds me of ….me, when I’m trying to speak French, constantly self-correcting after saying a phrase. Is it “J’etais” or “Je suis allee” when I’m trying to say I went somewhere?
Not hard to find out what’s correct. Just do a Google search!
by Sandra Ford Walston
People Who Exhibit Higher Integral Levels of Courage Consciousness
- They are willing to give themselves permission to claim their courage.
- They distinguish and aptly apply the 12 behaviors of courage found on the Source Wheel diagram.
- They have a fierce resolve to act and to be advocates (BTW, mentors escort associates to the threshold of power; advocates apply action to pull them through).
by Sandra Ford Walston
There is a direct correlation between your “courage quotient” and your “success quotient.”
When you begin to live in the present you recognize when you are selling your soul. For example, people assume that finding a new job will be difficult, so they remain complacent, mistakenly believing—or simply hoping—that things will change. Yet, in reality, situations seldom change by themselves. To show courage, decide when it’s time to face the truth or prompt a change: then, be eager to discover the next opportunity.
Facing the facts and taking action are required if you wish to change your life.
Posted in change, HR, leadership
Tagged challenge, change, complacent, consciousness, courage, courage quotient, curious, ego, finding a job, honesty, inertia, Leadership qualities, mediocrity, mistakes, opportunity, self mastery, self-discipline, simplicity, source wheel diagram, status quo, success, suffering, work life
by Sandra Ford Walston
People have frequently asked me, “Is courage the same as empowerment and bravery?” I don’t think so. Here is how I believe these vitally important concepts are distinctly different.
Courage is an internal process. It occurs when you make a conscious decision to tap into and use your inner “reservoir” of heart, which you might not have even realized you have.
Posted in HR, Leadership Skills
Tagged abraham lincoln, authenticity, beliefs, bravery, conscious decision, courage, courage quotient, danger, Eleanor Roosevelt, empowerment, ethical courage, faith, fear, heart and spirit, heroism, leadership courage, leadership style, personal conviction, physical courage, positive change, self
Howard Schultz is featured on the cover of Time and, as usual, he talks and cares about much more than how Starbucks will make more money. (Although he goes into that too). Here’s a sampling from his interview:
On how businesses should operate in America: “I think the private sector simply has to take a larger role than they have in the past. Our responsibility goes beyond the P&L and our stock price…. If half the country or at least a third of the country doesn’t have the same opportunities as the rest going forward, then the country won’t survive. That’s not socialism.”
Following is our previous story about Howard Schultz’s leadership style.
Posted in HR, leadership, leadershipskills, motivation, teams
Tagged boosting employee engagement, caring leadership, compassionate leadership, courageous leadership, how to influence, howard behar, howard schultz, howard schultz leadership, lead from influence, leadership traits, leading from the heart, methods to change leadership behavior, passionate leadership
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While many claim that courage and heroic are synonymous, commingling them as such does a disservice to the concept of courage. Firefighter Captain Mary agrees, “People notice heroes dealing with disaster and emergency responses. When a civilian dials 911 for help, it’s a day from hell for his/her life. But, it’s no big deal to me. I don’t appreciate it when my career is integrated or associated with disasters much less heroism. I am a skilled professional doing my job.”
Most of the time, courage is misapplied to focus on fictional drama or soap opera sagas, unrelenting sorrow, sensationalism, famous people or the historically deceased. For the rest of us, notions of courage as only extreme heroism diminish the opportunities to claim and display the heartfelt value of courage in us all.
Posted in change, Innovation
Tagged authenticity, christopher reeves, courage under fire, courageous leadership, heroes, heroism, leadership courage, personal courage, risk, self
by Judith E. Glaser
Are your people afraid?
I’m not asking if you are a bully or a bad boss, or about the fear about being punished for a well-thought-out plan or product launch that fails. I’m talking about something more visceral: anxiety caused by the concern that something drastic — layoff, firing, pay cut or demotion—will happen.
Everyone is somewhat fragile at the core. We secretly worry that tomorrow may be our last day. Uncertainty and volatility induce fear, and fear impedes people from doing their best work. Fear impacts our sense of identity and causes us to doubt our ability to achieve.. Our biggest fear is the fear of failure in the eyes of others; failure to be perceived as capable, valuable, powerful, smart, and poised to handle the challenges your organization is facing.
Posted in HR, Leadership Skills, motivation
Tagged bad boss, behavior, behavior patterns, bully, clarity, co-creating behaviors, collaboration, Communication, confusion, Conversational Intelligence, counterproductive response, defensive, employee engagement, fear, fear of failure, firing, influencing, judgment, layoffs, leadership skills, primative brain, providing context, Team building, uncertainty, workplace
by Judith Glaser
To create change, courageous leaders jump in and embrace the process as an opportunity. They also create the space for open communication and collaboration with their teams. In the previous three steps, you learned to recognize and release old baggage filled with toxic experiences that negatively undermine and denigrate relationships, and replace them with new meanings that positively uplift and inspire relationships — empowering a new sense of optimism and effectiveness.
Two more strategies for effectively managing change
Posted in change, HR, Leadership Skills
Tagged business transformation, change management, co-creating conversations, collabaoration, courageous leadership, culture change, leadership skills, old thinking, transformation