Saturday, September 17, 2016

A Podchat With Irene Becker - Transformational Catalyst

From Pain To Gain: Ten 21st Century Leadership Lessons Learned

© Irene Becker, Just Coach It-The 3Q Edge™  | (IQ-EQ-SQ) Reach-Resonance-Results3Q Leadership™ Blog- 27,000+ Social Media Followers & Growing!  

Leadership is a 3Q equation supported by courage. Courage grows each time we align intelligence: (IQ) + humanity (EQ) + integrity (SQ)

9-17-2016 - Interviewer's Note: Though this interview was done several years ago, the insight and wisdom for leadership does not expire. Enjoy!

Listen Now: Click to download
This podchat is based on one of Irene's posts: 

If you are a trailblazer  who wants to not simply optimize strengths but transform changes/challenges into a lever for your greatest ability; I hope this post will motivate you.
If you are a leader who aspires to building an organization where purpose, engagement,  innovation, communication, collaboration (the fire of human potential shines and grows); I hope this post will inspire you.
If you are working/living on over-drive, stuck in a rut/stasis or feeling lost;   I hope this post will motivate you to look within and reclaim your power.
If you are a  member of any ethnic group/gender that has traditionally be disenfranchised;  I hope you will recognize your ability, our ability to light a candle that can drive unity and strength among all people sharing this earth.
Since writing my story,  Against All Odds, my journey has included some of the greatest challenges I have ever faced; I guess the pivot points in my journey were pain points that would have compelled most people to simply give up.  As a young child, on a journey that encompassed tragedy, abuse, pain and a myriad of  challenges I discovered that the greatest power we have is in the hope, faith, courage, integrity and humanity that lights a fire in our soul.  I learned that the values we cherish are the formula for our greatest success or a descent into an endless trajectory of ego driven illusions that never really help us achieve our greatest purpose. I learned that we each have a unique footprint, a unique gift/contribution to share in our lifetime; each positive step forward that is alignment with hope, faith, courage, integrity and humanity takes us all forward.
Lesson One:  Leadership is about thought and action; it is also about nurturing the greatness in others. We can all learn to lead forward in different ways, those who lead in a BIG way will be guided by a vision, a purpose and a commitment that is larger than themselves and speaks to the values/spiritual quotient that can guide us forward individually and collectively.
Lesson Two:  Those who abuse power, position to get ahead or dominate others may win in the short term, but their playbook will never give them the sense of fulfillment they truly desire.After our survival needs are met, we all seek to be loved.  Love is what drive us all.  We crave it, we need it, and those who abuse power will never truly find it.
Lesson Three:  Success is a me to we equation. Life, business and success are all human equations that rely upon the strength and integrity of the relationships we build and nurture. The global village that Marshall McCluhan spoke of in the 1970′s is now a reality, the social, digital and virtual landscape of our lives, our business and organizations is based on the relationships be develop.  Success is a me to we equation.
Lesson Four:  The best business idea is impotent without the business strategy, financial capital, human capital to transform what is into what can beBuilding a business, an organization, a professional practice requires not only courage and tenacity but the knowledge, collaboration and focus that are the building blocks of success.
Lesson Five:  If you want to be a change-maker expect to be tested and challenged at every corner.  Every step of the journey will be challenged by those who see you as a threat to the status quo.  You will be unable to lead forward, to move forward without building a community of purpose, a constituency of those who share your values and objectives and will support your journey against the flow of what is.
Lesson Six: Bad things, terrible things, totally unfair things happen to good people; (great interview with a survivor and thriver, Resiliency Expert, Michael Ballard)It is our spiritual quotient, our belief in a greater power, a bigger picture and purpose we cannot see or understand that can take us through the most difficult of times.  If you are a survivor, you must become a thriver.  Those who thrive in the face of terrible adversity, illness, life/career challenges are those whose are purpose and values centered.  Their values and purpose are a pilot light that keeps their hope, faith and courage shining brightly in the darkest night.
Lesson Seven:  Hope must spring eternal, because without it we are lost.  When we lose hope we lose our power to make a difference, be a difference and to contribute to a better life, better organization and a better world. Keeping hope alive does not mean wearing rosy colored glasses, it means cleaving to the values, the spiritual quotient, the heartbeat of human innovation and potential that glows and grows from within.
Lesson Eight:  Purpose makes profit; what does not create value for ALL constituents will ultimately crash and burn.  The secret to success is simple and timeless; create value for others; the imperative to do so has never been greater.  Organizations who survive and thrive will be communities of purpose who align vision, values, purpose with the engagement of human potential. Our ability to communicate, collaborate and build solutions that take us forward is a group activity.  The members of your group, your team, your community of purpose must be shareholders in the values and objectives that transform me into we!
Lesson Nine: Adaptability-Resiliency-Creativity-Ingenuity rooted in courage, integrity, humanity are the strengths and values that will take us forward individually and collectively.  We must embrace change while guarding the values that are the anchor for a better present and future. The words we use, the thoughts we think impact our potential, optimizing our ability means embracing change and using it to build the adaptability, resiliency, creativity and ingenuity that turns problems into solutions.
Lesson Ten:  Perspective is everything.  What you focus on grows; your perspective is your reality.  Developing a perspective and honing the skills that can help us optimize strengths AND use changes, challenges, stressors, even failures to build IQ (intelligence, strategic thought, ability to learn-relearn faster)  EQ (self awareness, awareness of others, resiliency, social/communication skills)  SQ (values, integrity, purpose, leadership strengths-spiritual quotient) is CRITICAL.
More?  You Betcha!  The need to get re-inspired by what we CAN do is critical!  AND….a new course From Pain To Gain-Ten 21st Leadership Lessons is on its way.  Contact us to learn more.  Enrollment is limited! 
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Monday, January 4, 2016

Got Intuition?

Mike Lehr: Intuition in the Workplace
I'm excited to launch my 2016 Talent Talk - Thought Leaders 3.0 podchat series with my first interviewee Mike Lehr who was my original first!  And I am thrilled we are taking on the topic of intuition. It's a perfect complement to the work I do surrounding creative, critical and innovative thinking.

I suggest you take the time to contemplate and learn about your own intuition, particularly the role it plays in decision-making, inspiration and creative thinking. Harnessing it will expand your effectiveness! Use my interview with Mike to be the jumpstart.

Additionally Mike has provided a white paper on the topic.  Also, check out other complementary information on his site as well as my first podchat with him -  What Box Do You Want To Be In?


Trouble loading? Download with this link:

White paper link:

Helping you be a great steward of your talent!

To a fabulous 2016!
JoAnn Corley

Here is all of Mike's Info:
Mike Lehr
Omega Z Advisors, LLC
Business Change Management
Navigating Internal Cultures & Politics
Influencing & Problem Solving

A reminder: This podchat is also on iTunes and the app The 1% Edge Portable Coach
Check out: If you want to learn more about our work with creativity or order the book Brain on Fire - click here.

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Friday, September 11, 2015

A Podchat With Workplace Bullying Expert Suzi Benoit

Update: It's 2018. Suzi and I are now part of a strategic partnership that works with business owners, leaders and HR professionals addressing issues surrounding harassment, sexual and otherwise. Our mission is to help companies create positive, healthy cultures that can consistently thrive. We recently did a webcast on sexual harassment that you may want to check out as well. Click here

In the meantime - this an interesting and revealing podcast.

Below you'll find her site link. She has some good very helpful information on her blog! The podchat is an expanded discussion of this post. Please pass on -- a must listen for all HR professionals, managers and employees in this precarious situation!

Download here

6 Reason Employees Don’t Disclose Workplace Abuse

I recently saw an article called 7 Reasons Children Don’t Disclose Abuse” by Ginger Kadlec (you can follow her @gingerkadlec). In the world of mental health and child protection, this article provides an easy-to-understand summary – a neat list of the forces of silence. Those of us who have worked with abused children know these things instinctually. We know why kidnapped children don’t run away. Perhaps this is how I understand the dynamic of workplace abuse so well.

I’m not saying that workplace abuse is as bad as child abuse. Children are much more vulnerable and in need of our protection. Adults are in a better position to know when something just isn’t right. However, the power dynamics are similar and when the bully is successful, it is because he or she has used these familiar tactics. The same issues are at play and at the center is fear. This fear doesn’t have to have a rational basis for us observers but it has great power over the employee victim. It is the reason employees endure workplace abuse and intimidation for years without approach management with a complaint. Instead of worry about their family’s safety as child victims do, it’s the desperate need for employment and the thought of job loss that keeps many abused employees at work. Here are my counterpart reasons, paralleling the original article noted above.
1. “Keep this a secret.”
There are workplaces where truly evil things go on and about which leadership has no idea. Sure there are clues like turnover, employee absenteeism, etc. But workplace bullies are often skilled at making employees feel as though management agrees with them and sanctions their tactics. Fear of straight-forward confrontation with this manipulative individual keeps employees silent. In addition, sometimes bullies draw coworkers into their confidence and offer full membership into the “power group” cultivating the idea that the bully is right and representing a safe haven from isolation. There have been times when I describe what has gone on in a workplace and senior leadership stares back at me, mouths open, incredulous.
2. Threats and fear
Employees learn very quickly who’s in charge, who calls the shots. An example is when an employee questions the bully and gets punished with rumors, defamation and marginalization. Everyone sees what happens, how the victim of retaliation suffers. No one wants that to happen to them. Most people want to be liked at work. We want to be a part of the group not sit alone at the lunch table. When you add the need for employment and fear of losing one’s livelihood it creates the perfect opportunity for emotional blackmail.
3. Love
Ms. Kadlec notes that children are often abused by persons they love on another level. Perhaps it’s someone they look up to. In a work situation I see employees who love the company and basically love the content of their jobs. They don’t want anything really bad to happen to the company. With this mindset, they have difficulty take a posture they see as “against” the company. Employees wrestle with the question: “Doesn’t management understand we’re suffering? on the one hand and: “This bully must be doing something right for management to keep them on.”
4. “No one will believe you”
This one is easy. Employees know that this bully has been behaving this way for many years. They know that no one has been able to get them fired. In the worse case, they have seen the bully dispatch complainers swiftly and with little strain. The dynamic of emotional manipulation sets up punishment of coworkers that the bully sees as unfriendly to their view. Employees wonder, “If all those people weren’t successful in stopping the abuse and intimidation, why would anyone believe me?”
5. “It’s all YOUR fault”
You would be surprised at how long employees sit with feelings that it’s them, that if they could only say the right thing in the right way, the bully would see the light. When companies bring me in to help with long-standing workplace bullying, I speak with employees who have endured terrible treatment. Even after the bully is gone, they still have residual feelings that there was something they could have done. Bullies are so good at manipulating others to feel responsible for keeping them happy and comfortable. This codependent relationship is well understood in clinical and substance abuse counseling practice and it surely applies here.
6. Grooming 
Finally, bullies select their victims carefully. They cultivate power-over relationships with those whom they can successfully manipulate. These might be new staff or employees who are fundamentally shy or insecure. These folks are more likely to bend to ideas that the bully is well-connected in the office and much more powerful. Bullies, like abusers, have two ways to deal with coworkers perceived to be more powerful. They can cultivate positive relationships with senior management or they can undercut powerful coworkers with rumors and promoting them as bad or mean. Peremptory strikes are an extremely successful technique for getting rid of those who might otherwise have the power to hold the bully accountable. The same way that domestic abusers don’t hit their boss, the workplace bully reserves their really abusive treatment for coworkers they perceive as no particular threat to them.
I would love to hear from you about your workplace experience with these dynamics.
(c) Copyright BCSPublishing 2013 All rights reserved | Link to Suzi's blog / site
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