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Conversational IQ for Mindful Leaders -
 5 Conversational Blind Spots

Conversational IQ

“Human beings are the most highly social species on this planet. When we succeed in connecting deeply with others—heart to heart and head to head—trust is at its all-time high, and people work in concert in extraordinary ways.” ~ Judith E. Glaser, Conversational Intelligence: How Great Leaders Build Trust & Get Extraordinary Results (Bibliomotion, Inc., 2013

Conversations are more than a vehicle for sharing information. As social beings, our interactions involve words that trigger powerful physical and emotional responses. Our words can facilitate healthy, trusting conversations — or cause others to shut down with fear, caution and worry.

Bad conversations trigger our distrust network; good conversations trigger our trust network. This influences what we say, as well as how and why we say it. Our trust and distrust networks shape each conversation’s outcome.

Leadership Conversations

If you project positive intentions, your employees will likely respond to questions positively and feel more confident about taking risks and accomplishing tasks. When you offer support and praise, employees believe you trust them and will go the extra mile.

Negative conversations can occur despite our best intentions. Others internalize messages based on what they think we said — not our actual words. As Glaser notes:
“Unhealthy conversations are at the root of distrust, deceit, betrayal and avoidance —which leads to lower productivity and innovation, and ultimately, lower success.”

When you want to win and subsequently fight hard, you may go into overdrive as you persuade others to adopt your point of view. You push instead of attempting to pull others in your desired direction. If you try to win at all costs, your conversations will trigger others’ primitive fight-or-flight response. Your conversation partner’s brain will effectively shut down, and he’ll no longer be open to influence.

3 Conversation Levels

Leaders commonly rely on two types of conversations: telling and selling.

When telling, they try to clearly specify what employees need to do. When selling, they try to persuade them with reasons for doing it.

Employees may understand “what” to do and even “why” they should do it. But they’ll never fully engage unless they’re part of meaningful conversations that encourage connection, sharing and discovery.

The following table offers a graphic representation of Glaser’s identified conversation levels:
LEVEL ITransactional
How we exchange data and information
LEVEL IIPositional
How we work with power and influence
LEVEL IIITransformational
How we co-create the future for mutual success

Too often, we get stuck in Level II conversations because we’re addicted to being right. We fail to realize the negative impact this has on others. We may start out with an exchange of ideas, but we then become trapped in a power dance.

Only when we participate in Level III conversations can we transform ourselves and our conversation partners by sharing thoughts, ideas and belief systems. We realize that:
•  We shape the meanings our words have on others.
•  We need to validate our words’ true meanings.
•  Breakdowns occur when others interpret our words in unanticipated ways.
•  Breakdowns occur when we try to persuade others that our meanings are the right ones.
•  Breakthroughs occur when we take time to share and discover.
•  Breakthroughs occur when we co-create and partner to create a shared reality.

Conflicts commonly arise when there’s a reality gap (an opposing interpretation of reality). They trigger an array of fears that activate our distrust network. We begin to process reality through a fear-based (vs. trust-based) lens.

Conversational Blind Spots

Five common conversational blind spots plague us.

Blind Spot #1: False Assumptions

When we assume others see what we see, feel what we feel and think what we think, we’re operating with blinders on. If you’re engrossed in your own point of view, you can’t connect with another’s perspective.

Blind Spot #2: Underestimating Emotions

Words can trigger strong emotions: trust, distrust, excitement and fear. When this happens, we may misinterpret reality. If we feel threatened, we move into protective behaviors and fail to realize we’re doing so.

Blind Spot #3: Lack of Empathy

Fear prevents us from empathizing with others. We become insensitive to others’ perspectives and cannot hear important parts of the conversation.

Blind Spot #4: Making Our Own Meaning

We assume that we remember what others say. In truth, we actually remember our responses to what others say. A chemical process within the brain seizes on our responses to others’ words — and these responses form the basis of memory.

Blind Spot #5: Assuming Shared Meaning

We assume that the person speaking creates the message’s meaning. In truth, the listener decodes the message and assigns meaning to it. As a listener, you run a speaker’s words through your personal vault of memories and experiences and attempt to make sense of the conversation.

Two conversation partners can’t be sure they’re on the same page until they take the time to validate a shared meaning.

Improve Your Conversations

You can take several basic steps to enhance the quality of your conversations:
•  Slow down. A conversation is not a race.
•  Breathe deeply. Take appropriate pauses. Allow time to process conversations.
•  Check your emotions.
•  Ask discovery questions.
•  Validate shared goals and meanings.

You can develop these qualities by working with a professional coach. The investment is well worth the reward: your ability to influence the future, your career and your personal-development capabilities.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders put positive leadership into action? Does your organization provide executive coaching for leaders who need to be more positive? Positive leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a mindful leader with high conversational IQ who helps individuals and organizations achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop more positive teams.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders cultivate conversational IQ. You can become a mindful leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman
 Consulting Psychologist and Executive Coach

Trusted Advisor to Senior Leadership Teams



Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica.

The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.



“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching 



For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.



Subscribe to Working Resources Newsletter: http://www.workingresources.com

Visit Maynard's Blog: http://www.workingresourcesblog.com 


Connect with me on these Social Media sites. 



http://twitter.com/drbrusman

http://www.facebook.com/maynardbrusman


http://www.linkedin.com/in/maynardbrusman


http://www.youtube.com/user/maynardbrusman

 


 

Categories: 

Baby Boomers’ Retiring Effect on the US Economy

Baby Boomers’ Retiring Effect on the US Economy

Succession planning is critical in preparing for the transition of Baby Boomers to retirement.
Perhaps you’ve noticed the term ‘brain drain’ more and more in the popular media. This term is being used to describe the anticipated loss of skilled talent from our workforce as members of the baby boom generation begin to retire. The younger Gen X and Gen Y (New Millennials) are growing impatient to ascend to leadership responsibilities.

Boomers, born from 1946 to 1965 grew up in affluence: Economic progress was assumed, freeing them to focus on idealism and personal growth. Sitting at home through a 20-or 30-year retirement is no longer an option for an increasing number of Baby Boomers. Some are looking to do something else because they have to for financial reasons. Many Boomers are reimaging their work lives and embarking on entirely different careers after retirement.

  • Baby Boomers are finding second or ‘encore’ careers as an option
  • And many are becoming entrepreneurs or working at non-profit agencies

Boomers are expected to live longer than any previous generation, and many hope to continue working in a desire to feel alive and engaged contributing to our growing economy.

You can retire more happily by working with a professional coach. The investment is well worth the reward: your ability to influence the future, your career and your personal-development capabilities.

Are you working in a company where executive coaches provide leadership development to help leaders put positive leadership into action? Does your organization provide executive coaching for leaders who need to be more positive? Positive leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I reimagining the next phase of my life” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders reinvent themselves and create a new future.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders nurture positivity in the workplace. You can become a positive leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Dr. Maynard Brusman is a consulting psychologist, executive coach and workplace expert specializing in emotional intelligence and mindfulness-based leadership development.

He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.

http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

 

 © Copyright 2014 Dr. Maynard Brusman

Categories: 

Imagine Your Life Purpose Quiz

Your Life Purpose

John Lennon once said, “Life is something that happens to you when you’re busy making other plans.” Of course, you can listen to Woody Allen, who famously said: “Half of life is just showing up.”

Are you a leader who would like to reinvent yourself and have a more fulfilling life and career. For over thirty years, I have been working with people to discover their purpose and passion to create work that is fulfilling and delivers happiness.

It takes self-awareness, energy and an entrepreneurial spirit to discover your true passion, identity and the work that you are meant to be doing. I have practiced mindfulness meditation for many years and enjoy work serving others that is filled with joy and financial well-being.

I received a call from one of my former executive coaching clients last week. He had been working as a senior executive for a high tech company in Silicon Valley for ten years, but was feeling he was on automatic no longer fully engaged.

We discussed his desire to end his current situation, but his emotional connection to several team members was making it difficult to leave. He knew my passion for helping people co-create a plan for the next chapter in their lives. We set up a coaching meeting to focus on a self-knowledge process to reveal a new meaningful work direction.

Life is to be lived to its fullest maximizing your capability. I have coached hundreds of leaders and lawyers to create happier and more productive work lives. You can choose to work with an executive coach to help facilitate your career reinvention or practice self-coaching. 

If you could create a plan that would fulfill your dreams for purposeful work what would it be? Create a positive intention with kindness and self-compassion that will guide your life. The following quiz may help you uncover your heart’s intention for an inspired life.

"There comes a time in the spiritual journey when you start making choices from a very different place. . . And if a choice lines up so that it supports truth, health, happiness, wisdom, and love, it's the right choice." -- Angeles Arrien

                                        Imagine Your Life Purpose Quiz

Take this True or False Self-Insight Quiz to determine whether you are living a life aligned with your true purpose.

1. When I get up in the morning I am excited about the day ahead.

2. I love the work I do and am intrinsically motivated — external rewards I consider “icing on the cake.”

3. My work makes me feel fulfilled and motivated rather than drained and exhausted.

4. In my free time, I participate in activities that I’m passionate about and that reflect my purpose.

5. I know what my greatest talents and strengths are, and apply those attributes to my work.

6. I know I’m living my true purpose when I contribute to others well-being.

7. My personal and professional life is in alignment with my core values.

8. I consistently base my decisions on my beliefs and values, not on the expectations of others.

9. If money were not an issue, I wouldn’t change much of how I lead my life.

10. My work environment is supportive of my personality and talents, and allows me to express my true self.

11. When my work environment doesn’t fully utilize my unique abilities, I make a positive change.

12. My good (and great days) at work far outweigh the occasional “bad” days.

13. My work is enjoyable and often feels like play.

14. By fulfilling my dreams and desires, I am making a positive contribution to world peace.

15. Discovering one’s life purpose is a mindfulness contemplative process asking questions of my inner-self.

16. I pursue interests that make me happy, and accept others who may be different

17. I focus on living a life that matters.

18. The stories I tell myself enhance my confidence and self-esteem.

19. I challenge my limiting beliefs, and ask myself “Is it true”.

20. I am resilient in the face of adversity.

If you answered many of these questions false, you may benefit from discovering how to live a life on purpose. Living a purposeful life is as much about how things are done (with love, attention, passion and focus for example) as it is about what is done. It’s also a great way to feel fulfilled regardless of the “job” you may find yourself in.

“When we are no longer able to change a situation, we are challenged to change ourselves." —Victor Frankel

"Again and again I therefore admonish my students in Europe and America: Don't aim at success -- the more you aim at it and make it a target, the more you are going to miss it. For success, like happiness, cannot be pursued; it must ensue, and it only does so as the unintended side effect of one's personal dedication to a cause greater than oneself or as the by-product of one's surrender to a person other than oneself. Happiness must happen, and the same holds for success: you have to let it happen by not caring about it. I want you to listen to what your conscience commands you to do and go on to carry it out to the best of your knowledge. Then you will live to see that in the long-run -- in the long-run, I say! -- success will follow you precisely because you had forgotten to think about it."~ Viktor Frankl from Man's Search for Meaning

Are you working in a company or law firm where executive/career coaches help people align their purpose with the company’s vision? Does your organization provide executive coaching for leaders who are leading meaningful careers? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I clear about my life purpose?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders engage in fulfilling work.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders gain self-knowledge. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

"Imagine" – John Lennon

Imagine there's no heaven
It's easy if you try
No hell below us
Above us only sky
Imagine all the people
Living for today...

Imagine there's no countries
It isn't hard to do
Nothing to kill or die for
And no religion too
Imagine all the people
Living life in peace...

You may say I'm a dreamer
But I'm not the only one
I hope someday you'll join us
And the world will be as one

Imagine no possessions
I wonder if you can
No need for greed or hunger
A brotherhood of man
Imagine all the people
Sharing all the world...

You may say I'm a dreamer
But I'm not the only one
I hope someday you'll join us
And the world will live as one

...About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.

http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

 

© Copyright 2013 Dr. Maynard Brusman
 

Categories: 

Executive Coaching to Enhance Emotional Intelligence

Executive Coaching

Sustainable leaders know that serving others is the key to more innovation and creativity, greater team involvement, happier followers, creating a high involvement culture and better business results.

For the past year, I have been been collaborating with the senior VP of Human Resources of a multi-billion dollar global engineering company. He is supporting my executive coaching and leadership development with one of their senior vice presidents who is an introvert.

"There is no such thing as a pure extravert or a pure introvert. Such a man would be in the lunatic asylum."
- C.G. Jung

As part of the coaching process, I facilitated a comprehensive assessment which included a structured interview, data collection and relevant assessment instruments to clarify emotional intelligence competencies, leadership skills, values, interests, and her communication style. We engaged in an in-depth dialogue of relevant issues focused on performance improvement.  A 360 feedback performance appraisal informed the process.

Additionally, my client was offered a diverse suite of coaching and leadership development tools, including the Myers-Briggs Type Indicator Step II Form Q (MBTI), Spectrum CPI-260 Coaching Report, Fundamental Interpersonal Relations Orientation (FIRO-B), EQ-i 2.0 and a 360 Feedback Performance Appraisal - Leadership Practices Inventory (LPI). The results of the structured interview and assessments informed the executive’s EQ leader Action Plan which was shared with her boss. The coaching goal was to help the executive improve her interpersonal communication style, and become an inspiring leader worth following.

My coaching client is taking more time for self-reflection, and learning to be more flexible incorporating different communication styles when leading her geographically diverse teams. We are working on her building positive relationships by “telling” less taking more of a coach approach listening and asking questions to build trust and motivate her people. Our approach is aligned with the company’s initiative of creating agile teams.

The senior VP of HR and I both believe in the importance of having a psychological understanding of human behavior based on neuroscience and emotional intelligence when coaching executives. We both understand that system issues also need to be addressed for the executive to thrive. We have had a number of conversations related to the need for my coaching client’s division in the San Francisco Bay Area to create a high involvement culture where innovation and creativity flourish.

I am consulting with the VP of HR to create a collaborative and high involvement corporate culture based on trust and respect utilizing the Denison Culture Survey. We are also discussing how a number of other company executives could benefit by working with a seasoned executive coach, who knows the culture.

“More than anyone else, the boss creates the conditions that directly determine people’s ability to work well.”
~ Daniel Goleman, Primal Leadership

I have discussed the key takeaways from our coaching sessions with my executive coaching and leadership development client. The ideas that resonate most follow:

Lessons in Leadership

  • Thinkof the person not as a problem bearer.
  • Develop emotional intelligence competencies.
  • Focus on being a positive emotional attractor to thrive.
  • Reframe interpersonal thinking style from engineer to coach and mentor.
  • Build resonant relationships based on trust.
  • Be mindful to create compassionate engagement.
  • Inspire through hope, shared purpose and vision.
  • Evoke commitment.
  • Access right brain to tap into intrinsic motivation
  • Create sustained desired change.
  • Promote positive culture and climate.
  • Take small steps each week for intentional positive change.
  • Experiment and practice self-improvement behaviors daily.
  • Ask for feedback.
  • Think passionately beyond the possible.

Ask yourself “How am I growing as a leader and developing my team members?”

“Accountability should be the strongest thread that runs through the complex fabric of any organization. It is the single biggest issue confronting organizations today, particularly those engaged in enterprise-wide change efforts.”~ CEOs Roger Connors and Tom Smith, Change the Culture, Change the Game (Portfolio Hardcover, 2011)

Leadership Worth Following

We all need feedback to get better. My executive coaching client finds the following check list derived from a 360 survey helps keep her open and vulnerable so she continues to grow as a leader.

Do More

  • Be open to input from team members
  • Listen attentively
  • Reflect
  • Get input first
  • Respect others
  • Situation specific – not personal
  • More constructive
  • Appreciative inquiry – focus on what people are doing right
  • Take a breath before focusing on judgment piece
  • Be aware of message you are sending
  • Seek first to understand
  • Dialogue with team members
  • Positivity

Do Less

  • Sarcasm
  • Judgment
  • Blaming
  • Telling
  • Pessimism
  • Ego stroking

Feedforward

Our second year of working together, will involve a process called “Feedforward developed by Marshall Goldsmith. Team members and the client’s boss will be asked to give my coaching client “Feedforward Instead of Feedback”. Co-workers will reinforce behaviors for positive change and provide accountability.

Providing feedback has long been considered to be an essential skill for leaders. As they strive to achieve the goals of the organization, employees need to know how they are doing. They need to know if their performance is in line with what their leaders expect. They need to learn what they have done well and what they need to change.

Traditionally, this information has been communicated in the form of “downward feedback” from leaders to their employees. Just as employees need feedback from leaders, leaders can benefit from feedback from their employees. Employees can provide useful input on the effectiveness of procedures and processes and as well as input to managers on their leadership effectiveness. This “upward feedback” has become increasingly common with the advent of 360 degree multi-rater assessments.

But there is a fundamental problem with all types of feedback: it focuses on a past, on what has already occurred—not on the infinite variety of opportunities that can happen in the future. As such, feedback can be limited and static, as opposed to expansive and dynamic.

The eleven reasons we are shifting to feedforward in our coaching follow:

1. We can change the future. We can’t change the past.
2. It can be more productive to help people be “right,” than prove they were “wrong.”
3. Feedforward is especially suited to successful people.
4. Feedforward can come from anyone who knows about the task.
5. People do not take feedforward as personally as feedback.
6. Feedback can reinforce personal stereotyping and negative self-fulfilling prophecies.
7. Face it! Most of us hate getting negative feedback, and we don’t like to give it.
8. Feedforward can cover almost all of the same “material” as feedback.
9. Feedforward tends to be much faster and more efficient than feedback.
10.Feedforward can be a useful tool to apply with managers, peers and team members.
11. People tend to listen more attentively to feedforward than feedback.

The intent of this approach is not to imply that leaders should never give feedback or that performance appraisals should be abandoned. The intent is to show how feedforward can often be preferable to feedback in day-to-day interactions. Aside from its effectiveness and efficiency, feedforward can make life a lot more enjoyable. When managers are asked, “How did you feel the last time you received feedback?” their most common responses are very negative. When managers are asked how they felt after receiving feedforward, they reply that feedforward was not only useful, it was also fun!

Quality communication—between and among people at all levels and every department and division—is the glue that holds organizations together. By using feedforward—and by encouraging others to use it—leaders can dramatically improve the quality of communication in their organizations, ensuring that the right message is conveyed, and that those who receive it are receptive to its content. The result is a much more dynamic, much more open organization—one whose employees focus on the promise of the future rather than dwelling on the mistakes of the past. Adapted from Marshall Goldsmith.

Summary

"Everyone needs a coach." Eric Schmidt, former CEO of Google

My executive coaching client has put in a lot of hard work, and modeled a great deal of courage to enhance her emotional intelligence and be a leader worth following. Transformation of her EQ leadership capability takes time, but the results so far are stunning!

Are you working in an organization where executive coaches provide leadership development to help leaders improve their communication style? Does your organization provide executive coaching for leaders who need to learn how to inspire their people? Mindful leaders tap into their emotional intelligence and social intelligence skills to create a sustainable future.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders create trust-based and accountable cultures. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.

http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

 

                                                                    © 2013 Dr. Maynard Brusman, Working Resources

Categories: 

Mindful Questions to Discover Your Purpose

Mindful Questions to Discover Your Purpose

Purpose driven leaders know that in serving others as opposed to treating employees as servants is the key to more innovation and creativity, greater team involvement, happier followers, creating a high involvement culture and better business results.

Dr.  Maynard Brusman, Consulting Psychologist & Executive Coach

Are you a leader whose intention is to discover your purpose and have a more fulfilling life and career? For over thirty years, I have been working with people to discover their purpose and passion to create work that is fulfilling and profitable. I have practiced mindfulness meditation for many years and enjoy work serving others that is filled with joy and financial well-being.

Mindful leaders know that self-knowledge is the key to their personal and professional growth. It takes self-awareness, energy and an entrepreneurial spirit to discover your true passion, identity and the work that you are meant to be doing. I have coached hundreds of people to create happier and more productive work lives. You can choose to work with an executive coach to help facilitate your career reinvention or practice self-coaching. 

I recently attended a workshop with the gifted teacher Byron Katie at the Spirit Rock Mediation Center in Marin County, California. If you’re having difficulty identifying and questioning the thoughts which interfere with you having high self-esteem and pursuing your dreams you can experience the happiness of undoing those thoughts through The Work at www.thework.com.You can remove these obstacles to your happiness, and allow your mind to return to its true, awakened, peaceful, creative nature.

Are you ready to take action? Everything you need in order to begin getting to know yourself, be fully expressed and establish your brand is outlined in this article. Let’s get started!

 “When we are no longer able to change a situation, we are challenged to change ourselves." — Victor Frankl

3 Powerful Questions

I believe that when you are in a state of intention "purpose will find you”. The core of career success lies in the answers to these three questions.

1. Who am I and what are my core values?
2. What is most meaningful in my life?
3. What am I trying to do with my life?

   

35 Purpose Questions

We live in a culture of endless distraction. Discovering your true purpose in life and at work involves creating the intention to be with yourself in a state of quiet self-reflection.

Find a place free of any distractions. Sit quietly and ask yourself the three powerful questions. Be open to any inklings or answers you receive. In addition,you may also choose to reflect on the following questions or any others you self-generate which reveal the truth about yourself to you.

1. What makes my life most fulfilling?
2. How can I living my most important values?
3. How can I spend most of my time pursuing my unique interests?
4. How can I use my talents to the fullest extent?
5. How can I make a significant contribution to the world?
6. How can I seek out opportunities to share my gifts with others?
7. How can I design my future?
8.  How can I attract my ideal clients?
9.  What are my life's dreams?
10. What is my life's legacy?
11. How can I live my life with purpose and vision?
12. How can I realize my dreams?
13. How can I I focus on my strengths?
14. What needs to end?
15. What do I need to stop doing?
16. How can I listen more to myself than others?
17. Who am I?
18. What is my true identity?
19. What is my authentic voice?
20. When am I most powerful?
21. What are my core beliefs and what needs to change?
22. What business will fulfill my passion?
23. What are my true values?
24. How do others seem me?
25. What scares me the most?
26. What have I learned from failure?
27. How is my self-esteem and confidence?
28. What makes me happy?
29. What secrets are no longer useful?
30. How can I best make a contribution?
31. Why am I here?
32. How can I be of service?
33. What inspires me?
34. What matters most?
35. How can I live in the present moment?

20 Self-Discovery Practices

In addition to the practice of sitting quietly and asking yourself questions to discover your purpose; I often recommend a number of activities tailored to the unique needs of clients including the following. Choose one or two practices to start that resonate with you. Later, you can then work on other practices that inspire you.

1. Establish a daily meditative practice asking oneself the core questions and any others that emerge from your   unconscious.
2. Write in a journal reflecting on your personal life experiences.
3. Read vociferously on a number of topics including works from philosophy, religion, psychology, history, historical biographies etc.
4. Immerse yourself in nature being mindful to insights received.
5. Engage in thoughtful conversations with friends, family, and loved ones.
6. Initiate a personal 360-degree feedback process with work colleagues, friends, family, and maybe even critics.
7. Engage in spiritual practices.
8. Create a plan to travel and learn from other people and cultures.
9. Participate in formal "purpose" exercises such as those in Stephen Covey's "The Seven Habits of Effective People".
10. Read Victor Frankl's "Man's Search for Meaning", Nancy Anderson’s “Work with Passion” and Po Bronson's "What Should I Do with My Life".
11. Close the door to what others may have told you about your purpose and embrace the state of possibility.
12. Stay in a state of gratitude and wonderment.
13. Fall in love.
14. Forgive fully.
15. Collaborate with others.
16. Observe your thoughts and feelings without judgment.
17. Breathe fully into every moment.
18. Act with kindness and compassion.
19. Accept yourself.
20. Stay conscious that life is precious and fleeting.

**************************************************************************************************                                
“Change comes as an enemy only to those who have lost the art of accepting it as a friend“. -- Tagore 

Viktor Frankl’s book Man’s Search for Meaning has inspired my life and work with clients. I saw Dr. Frankl speak a number of years ago shortly before he died. I was so moved by his compassion, kindness and grace in transcending so much suffering. You might be inspired to shift some of your beliefs about self and others by reading some of the following quotes.

 

HAPPINESS QUOTES

Quotes from the great book:

Man's Search for Meaning, by Viktor Frankl

"Everything can be taken from a man but one thing: the last of the human freedoms-to choose one's attitude in any given set of circumstances, to choose one's own way."

"We who lived in concentration camps can remember the men who walked through the huts comforting others, giving away their last piece of bread. They may have been few in number, but they offer sufficient proof that everything can be taken from a man but one thing: the last of the human freedoms -- to choose one's attitude in any given set of circumstances, to choose one's own way."

"A human being is not one thing among others; things determine each other, but man is ultimately self-determining. What he becomes - within the limits of endowment and environment- he has made out of himself. In the concentration camps, for example, in this living laboratory and on this testing ground, we watched and witnessed some of our comrades behave like swine while others behaved like saints. Man has both potentialities within himself; which one is actualized depends on decisions but not on conditions."

"Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom."

"Even though conditions such as lack of sleep, insufficient food and various mental stresses may suggest that the inmates were bound to react in certain ways, in the final analysis it becomes clear that the sort of person the prisoner became was the result of an inner decision, and not the result of camp influences alone."

"The one thing you can't take away from me is the way I choose to respond to what you do to me. The last of one's freedoms is to choose one's attitude in any given circumstance."

"When we are no longer able to change a situation, we are challenged to change ourselves."

"Forces beyond your control can take away everything you possess except one thing, your freedom to choose how you will respond to the situation." 

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to reinvent themselves? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Do I have the confidence to reinvent myself and grow?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you get from where you are now to where you want to be. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

“Your work is to discover your work, and then, with all your heart, to give yourself to it”. – Buddha

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders practice mindfulness meditation and reinvent themselves? Does your organization provide executive coaching for leaders who need to learn how to have self- coaching conversations? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How can mindfulness meditation help me create the intention to pursue meaningful work that is aligned with my purpose?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop more effective teams.
 

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders build high performance organizations. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.

http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

                                                                    © Copyright 2013 Dr. Maynard Brusman, Working Resources


Categories: 

Career Coaching Case Study: Client Creates Work With Purpose and Passion

Career Coaching Case Study - Client Creates Work With Purpose and Passion

 “Sustainable leaders know that in serving others as opposed to treating employees as servants is the key to more innovation and creativity, greater team involvement, happier followers, creating a high involvement culture and better business results.” - Dr. Maynard Brusman, San Francisco Bay Area Executive Coach

Are you a leader who would like to reinvent yourself and have a more fulfilling life and career? For over thirty years, I have been working with people to discover their purpose and passion to create work that is fulfilling and profitable.

It takes self-awareness, energy and an entrepreneurial spirit to discover your true passion, identity and the work that you are meant to be doing. I have practiced mindfulness meditation for many years and enjoy work serving others that is filled with joy and financial well-being.

I have coached hundreds of people to create happier and more productive work lives.You can choose to work with an executive coach to help facilitate your career reinvention or practice self-coaching. 

 “When we are no longer able to change a situation, we are challenged to change ourselves."
 —Victor Frankel

We are all trying to understand and cope with the enormous changes in our work and personal lives. Mostly we react in a positive and productive manner. However, many people are describing their lives as so busy, working so many hours, trying to balance work and personal lives that we often feel physically and emotionally exhausted.

I work as a consulting psychologist and executive/career coach specializing in helping leaders and lawyers with work- related problems. Let me tell you a brief story about a company leader I helped with a career transition.

Steve was the Chief Financial Officer (CFO) at a San Francisco Bay Area financial institution. He was seen as a high potential during his initial years at the company. Steve was referred by the Director of Human Resources for career coaching. Several employees had given 360 degree feedback that Steve was arrogant and often condescending to others contributing to a negative work climate.  Steve’s behavior was causing a morale program at work. They described the CFO as being critical and demanding. The culture of the company valued openness and collaboration. The company truly valued Steve and wanted him to be happy whether at this job or whatever he might choose to pursue.

At our first coaching meeting, Steve appeared to be fatigued, de-moralized, dispirited, sleep-deprived, and burned out. He described himself poignantly… “My soul was asleep on the job”. As we explored his situation, Steve related how the company had been through two mergers. There was the imminent possibility of another downsizing (euphemism for firing people). Steve as well as the other “survivors” was overloaded with work.  He had resisted most of the changes, lacked motivation and his feelings were all “bottled up”. Steve was frankly not fully engaged. As I got to know Steve better, it became apparent that he had some good leadership skills, but was unhappy in his work resulting in making coworkers miserable.

Steve’s stated goal was to improve his emotional intelligence and discover work that he loved.The best way to build a healthy personality involves understanding yourself and your emotions. He wanted to become more engaged at work, but eventually to transition into a new career.

The client brainstormed various options on how he could achieve his goals. He asked if I could recommend an article on emotional intelligence and agreed to take the BarOn EQ-i emotional intelligence assessment. Steve scored low in self-awareness, happiness and stress tolerance. Our initial work focused on Steve discovering a better sense of self including his core values and identity.

Our career coaching work together transitioned into Steve learning how to delegate and collaborate with others as a way of building relationships and establishing trust. Considering the work overload, Steve felt it was important for him to learn to prioritize work based on what was truly important.  We began to talk about his values and interests and possible career options.

The client discussed the obstacles that might arise in terms of his resistance to change. We worked on Steve challenging his negative thinking about change which was the major obstacle getting in his way.

I coached Steve by role playing how the obstacles, in this case negative thinking could be managed. He learned to challenge his limiting belief by asking himself “Is it true that I am stuck and have no options”?  Steve learned to focus his energy on what he could control and to live in the present moment. I asked him what he would like to end (corporate job) and explored future possibilities.  Most importantly we focused on Steve discovering a sense of purpose...what was truly important to him. Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? .Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams?

As I got to know Steve better, I discovered that Steve’s real childhood love was art. And that he had gotten into finance in his 20’s as a way of making a living when he first moved to the Bay Area.

Steve created the following homework exercises that would help him develop his emotional intelligence and create the self-insight needed for a career transition. He agreed to begin the following week.

1. Practice mindfulness meditation. 
2. Write in my journal. 
3. Read Victor Frankel's "Man's Search for Meaning", Po Bronson's "What Should I Do with My Life", and “Work With Passion” by Nancy Anderson.

After a few months of career coaching, the client had gained sufficient self-awareness and was more open to change. Steve decided to dosomething pretty dramatic. Steve told me he was taking a vacation and going to Costa Rica to surf! I was surprised that he was passionate about surfing as it seemed out of character. Upon his return, he told me how he had come upon the idea of starting a business designing surfboards! What wonderful synergy of taking action, tapping into his essence - the love of art and creating an entrepreneurial business of his own. Finally, he was leveraging his considerable strengths of resourcefulness, love of adventure and creativity.

Steve continued to work for the company, but with a new sense of commitment. He was much more positive and happy. 360-degree feedback from co-workers indicated that he had developed more collaborative work relationships. He continued to work part-time on his decorating surfboards business with the goal to transition into his own business in a couple of years and move to Costa Rica.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders practice mindfulness meditation and reinvent themselves? Does your organization provide executive coaching for leaders who need to learn how to have self- coaching conversations? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How can mindfulness meditation help me reinvent my career?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop more effective teams.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders build high performance organizations. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resource is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.

http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

 

                                                                    © Copyright 2013 Dr. Maynard Brusman, Working Resources

Categories: 

Millennial Generation Most Stressed-Out

Stressed-Out Millennials

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She also was curious to know how I could help their different generation leaders collaborate to achieve team goals.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on the latest neuroscience research is an important competency for coaching executives. We also spoke of the need for her organization to create a culture where innovation flourishes.

The VP of HR is interested in partnering with me in helping company executives improve their ability to work effectively with the millennial generation. We further discussed how high performing company executives can benefit by working with a seasoned executive coach and leadership development expert.

Millennial Generation Values

We can identify several differences in values. The new generation of workers has:

  1. A work ethic that no longer respects or values 10-hour workdays
  2. An easily attained competence in new technologies and a facility to master even newer ones with little discomfort
  3. Tenuous to nonexistent loyalty to any organization
  4. Changed priorities for lifetime goals achievable by employment

The most significant changes in perspective involve time, technology and loyalty. Millennialsare more stressed than other generational cohorts.

Millennials and Stress Survey

Millennials are more stressed than any other current living generation, according to a new survey conducted by the American Psychological Association Stress in America Survey. The online survey, titled "Stress in America,"included 2,020 adults in the U.S. who were 18 or older.

Overall, millennials -- defined by coordinators as anyone between the ages of 18 to 33 -- reported that they had a stress level of 5.4 out of 10. The researchers generally considered a stress level of 3.6 to be healthy. The numbers are also surprising because overall stress has declined across the country from 5.2 out of 10 in 2011 to 4.9 in 2012.

"Millennials are growing up at a tough time. They were sheltered in many ways, with a lot of high expectations for what they should achieve. Individual failure is difficult to accept when confronted with a sense you're an important person and expected to achieve. Even though, in most instances, it's not their fault -- the economy collapsed just as many of them were getting out of college and coming of age -- that does lead to a greater sense of stress," Mike Hais, a market researcher and co-author of two books on millennials including including 2011's "Millennial Momentum," told USA Today.

More millennials reported they had depression (19 percent) compared to 14 percent of adults between 34 and 47 -- from "Generation X" -- and 12 percent of adults between 48 to 66 -- "Baby Boomers" -- in addition to 11 percent of seniors 67 and older. Same went for anxiety disorders: 12 percent of millennials surveyed had been diagnosed, compared to 8 percent of Gen. Xers, 7 percent of boomers and 4 percent of the oldest age group.

Millennials in particular said work (76 percent), money (73 percent) and relationships (59 percent) stressed them out most. The Los Angeles Timespointed out that millennials might feel stressed overall because their unemployment rate is 13.1 percent, compared to the overall nationwide average of 7.8 percent.

For everyone of all ages, the most common source of stress was money (69 percent), work (65 percent), the economy (61 percent) and relationships (56 percent). Work, money and job stability were biggest culprits behind anxiety for the 18 to 47 crowd while personal or familial health caused anxiety in those 48 and older.

Questions to Ask Millennials

How can leaders harness a multigenerational work force’s skills? What is required to lead young people who believe Boomers are outdated and out of touch?

Leaders should ask themselves the following questions:

  1. What do my employees want from their jobs, bosses and work experience?
  2. How do salary, benefits and promotion opportunities affect loyalty?
  3. How do my direct reports define themselves? How do one’s job and the company enter into this equation?
  4. Do my newer workers believe in paying their dues for a given time period, or are they motivated by challenges and self-fulfillment right from the very beginning?
  5. How self-sufficient are my younger workers? Are they still living at home? How much are they committed to their jobs as their only means of support?

Are you working in a company where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders in all generational cohorts? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Does our company providing coaching to help millennial employees manage stress?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned cognitive executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help millennial employees become more stress resilient. Millennials can become future leaders who model emotional intelligence and social intelligence. It is important to inspire people in all generational cohorts to become fully engaged with the vision, mission and strategy of your company.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping  Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Talent Management; Leadership Development; Competency Modeling; Succession Management; and Leadership & Team Building Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Subscribe to Working Resources FREE E-mail Newsletter:
http://www.workingresources.com
Visit Maynard’s Blog: http://www.workingresourcesblog.com
E-mail: mbrusman@workingresources.com
Voice: 415-546-1252

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

Categories: 

How to Discover Your Purpose

Your time is limited, so don't waste it living someone else's life. Don't be trapped by dogma - which is living with the results of other people's thinking. Don't let the noise of other's opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.
- Steve Jobs US computer engineer & industrialist (1955 - 2011)

Looking to live a meaningful life but feeling a bit confused and lost? Make it your purpose to find your purpose!

Our purpose is more like a compass than a path. And the compass consists of our values (the things that are most important to us).

Don’t stress-out about picking the “perfect” path! Instead, start simple and remember that our purpose is about GIVING, not getting!

Try applying this formula: Strengths + Passions + Service = Purpose!

Neuroscience research is revealing to us what common sense has been saying for a long time. Using our strengths on a daily basis will make us happier. But that alone isn’t enough. We need to exercise our strengths to do things that excite us! And when we combine our strengths with our passions, and find a way to “serve other people” in the process, we feel intrinsically motivated On Purpose!

For now, ask yourself these powerful questions:

  • What are my skills/talents? (your strengths)
  • What most excites me? (your passions)
  • And how can I serve the world taking action with them? (your purpose!)

List as many answers as possible for each question and then “purposely” play with putting them in the formula above, and using it as a compass to navigate a compelling future.

“Your work is to discover your work, and then, with all your heart, to give yourself to it.”
- Buddha

Job security has gone out the widow! The future is not the same anymore. Getting ahead in a volatile and unpredictable economy means engaging in a self- makeover with new social media and highly developed emotional intelligence skills. Don’t fear change – embrace it!

Enlightened career changers in these continually volatile times are aware of the need for resilience, and reinventing themselves to thrive and flourish in the new economy. Now career changers must rebound and take the next steps for a sustainable future. They must refocus, get inspired and be creative to align their purpose and passion with the ever-changing needs of the marketplace.

You need the courage and reassurance that the right actions will help you reach your goals. Success awaits those who remain optimistic and creatively pursue new and rewarding career directions.

I was recently working with one of my San Francisco Bay Area executive coaching clients. We talked about his focusing on discovering a better sense of self including his core values and identity. He was energized and motivated to ignite his entrepreneurial spirit.

Most importantly we focused on his discovering a sense of purpose...what was truly important to him. He pondered on the following powerful questions. Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams?

My executive/career coaching client put the following powerful questions on a Post-it attached to his computer monitor. The questions served as a daily reminder to him that positively reinventing yourself can bring happiness and career fulfillment.

  • If it was impossible to fail, what would be different in my career?
  • What type of job/career would create meaning in my life?
  • What type of company would be the best fit for me?
  • What kind of company culture would ignite my passion?
  • What type of boss/co-workers/team would I like to have?
  • How would I create work/life balance?
  • Would I be happier as an entrepreneur starting my own business?
  • How much money is enough for me?

The case study that follows further elucidates the coaching process and my approach to help clients reinvent their careers.

Executive/Career Coaching Case Study

We are all trying to understand and cope with the enormous changes in our work and personal lives. Mostly we react in a positive and productive manner. However, many people are describing their lives as so busy, working so many hours, trying to balance work and personal lives that we often feel physically and emotionally exhausted.

I work as a consulting psychologist and executive/career coach specializing in helping leaders and lawyers with work- related problems. Let me tell you a brief story about a company leader I helped with a career transition.

Steve was the Chief Financial Officer (CFO) at a San Francisco Bay Area financial institution. He was seen as a high potential during his initial years at the company. Steve was referred by the Director of Human Resources for career coaching. Several employees had given 360 degree feedback that Steve was arrogant and often condescending to others contributing to a negative work climate. 

Steve’s behavior was causing a morale program at work. They described the CFO as being critical and demanding. The culture of the company valued openness and collaboration. The company truly valued Steve and wanted him to be happy whether at this job or whatever he might choose to pursue.

At our first coaching meeting, Steve appeared to be fatigued, de-moralized, dispirited, sleep-deprived, and burned out. He described himself poignantly… “My soul was asleep on the job”. As we explored his situation, Steve related how the company had been through two mergers. There was the imminent possibility of another downsizing (euphemism for firing people).

Steve as well as the other “survivors” was overloaded with work. He had resisted most of the changes, lacked motivation and his feelings were all “bottled up”. Steve was frankly not fully engaged. As I got to know Steve better, it became apparent that he had some good leadership skills, but was unhappy in his work resulting in making coworkers miserable.

Steve’s stated goal was to improve his emotional intelligence and discover work that he loved. The best way to build a healthy personality involves understanding yourself and your emotions. He wanted to become more engaged at work, but eventually to transition into a new career.

The client brainstormed various options on how he could achieve his goals. He asked if I could recommend an article on emotional intelligence and agreed to take the BarOn EQ-i emotional intelligence assessment. Steve scored low in self-awareness, happiness and stress tolerance. Our initial work focused on Steve discovering a better sense of self including his core values and identity.

Our career coaching work together transitioned into Steve learning how to delegate and collaborate with others as a way of building relationships and establishing trust. Considering the work overload, Steve felt it was important for him to learn to prioritize work based on what was truly important. We began to talk about his values and interests and possible career options.

The client discussed the obstacles that might arise in terms of his resistance to change. We worked on Steve challenging his negative thinking about change which was the major obstacle getting in his way.

I coached Steve by role playing how the obstacles, in this case negative thinking could be managed. He learned to challenge his limiting belief by asking himself “Is it true that I am stuck and have no options?” 

Steve learned to focus his energy on what he could control and to live in the present moment. I asked him what he would like to end (corporate job) and explored future possibilities. 

Most importantly we focused on Steve discovering a sense of purpose...what was truly important to him. Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? .Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams?

As I got to know Steve better, I discovered that Steve’s real childhood love was art. And that he had gotten into finance in his 20’s as a way of making a living when he first moved to the Bay Area.

Steve created the following homework exercises that would help him develop his emotional intelligence and create the self-insight needed for a career transition. He agreed to begin the following week.
1.  Practice mindfulness meditation. 
2.  Write in my journal. 
3.  Read Victor Frankel's "Man's Search for Meaning", Po Bronson's "What Should I Do with My Life", and “Work With Passion” by Nancy Anderson.

After a few months of career coaching, the client had gained sufficient self-awareness and was more open to change. Steve decided to dosomething pretty dramatic. Steve told me he was taking a vacation and going to Costa Rica to surf!

I was surprised that he was passionate about surfing as it seemed out of character. Upon his return, he told me how he had come upon the idea of starting a business designing surfboards!

What wonderful synergy of taking action, tapping into his essence - the love of art and creating an entrepreneurial business of his own. Finally, he was leveraging his considerable strengths of resourcefulness, love of adventure and creativity.

Steve continued to work for the company, but with a new sense of commitment. He was much more positive and happy. 360-degree feedback from co-workers indicated that he had developed more collaborative work relationships. He continued to work part-time on his decorating surfboards business with the goal to transition into his own business in a couple of years and move to Costa Rica.

Summary

If you want success in your career, you must have confidence in your ability to solve problems, practice independent thinking and decision-making and be determined to find the answers. Don't give up! Start with a thorough assessment of your values, skills, interests and abilities.

Focus your efforts on your areas of interests and abilities, and develop an action plan by specifying goals and objectives. It is only by focusing on your strengths that you can truly obtain fulfillment and success in your career. A professional executive/ career coach can provide objective feedback to help keep you motivated and on-track.

The secret to a resilient life in our kind of world is in knowing how to recycle yourself, over and over, letting go of what is no longer you, taking on new strengths, and shaping new chapters for your life, guided by your own emerging vision.
- Frederich Hudson, Pamela McLean

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to reinvent themselves? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Do I have the confidence to reinvent myself and grow by discovering my purpose?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you reinvent yourself. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping  Innovative Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Strategic Talent Management; Leadership Development; Competency Modeling; Succession Management; and Leadership & Team Building Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

 

 

Categories: 

Measuring a Pipeline in Percentages

Welcome to “Stop Guessing! Sales Accuracy Redefined.” In this article series, we’ll revisit the concept of a sales pipeline and explain why it’s so important to create an objective percentage measurement for the pipeline instead of the subjective measurements too often used by sales teams. Read on to change the way you view your pipeline and your ability to forecast success!

It’s common for leaders to measure their sales pipelines by the probability of the deal closing. And, a common mistake.  Probability of close is a subjective measurement that requires the sales rep to make a judgment about their chances of making a sale. It requires interpretation, bias and is ripe for abuse. Instead, you should be measuring the progress of a prospect through your sales pipeline, with each stage representing the percentage of the way through the pipeline that the opportunity has reached. A complete sale is defined as one that is either closed or lost.

An eight-stage pipeline is a good example of how measuring the percentage of progress through the pipeline can assist with sales forecast accuracy. In this pipeline, we have several phases: We start with discoveryand prequalification, and then move into qualification--checking on a prospect’s budget, timeframe and the decision makers for the process.

Afully qualified prospect would get a proposal, go through a negotiation stage and enter a closed stage. Whether the deal is won or lost, it’s still, in the end, closed.

Measuring an opportunity in terms of the percentage of the pipeline completed instead of the probability of the sale itself happening helps emphasize that sales pipelines and forecasts are objective, scientific tools that require sales reps to follow a very specific process.

When a seller thinks that moving an opportunitythrough the pipeline increases its probability of close, they’re less likely to use that pipeline accurately. They will hold back on moving deals into fully qualified stages until they are convinced that they will close, limiting the opportunities they put into the pipeline in the initial stages because they don’t want to use the pipeline to mange deals that they might lose. They arbitrarily change the probability percentage to match how they “feel” about the opportunity.

However, when the measurement is changed from probability of close to percentage complete, sellers will use the pipeline to track all opportunities and you will have an accurate measure of how opportunities convert from inception to close.

This change requires a shift in thinking, of course. Saying that a negotiation is 90 percent complete no longer means that it’s necessarily 90 percent likely to close. You may only close 60 percent or 70 percent of the deals you negotiate, which is something that you’ll know based on past data and history.

In rethinking the sales process this way, every step of the process represents a set of tasks or activities that have to be complete in order to move the deal through the pipeline. It’s no longer the probability of close—a subjective opinion from the sales rep—but the percentage complete in the sales cycle—an objective statistic based on facts.

If the sales team is properly using the pipeline, then sales leaders can get a truly accurate view of the conversion ratios between one stage and the next. After watching these conversion ratios for a few quarters, you will be able to create an accurate forecast based on historical facts.  From here, you can develop a forecast that is within 5% accuracy everytime.

By applying this fundamental change of measuring percentage complete as opposed to probability of close to your sales process, you’ll not only gain accuracy in your forecast but also will encourage your sales team to utilize the sales pipeline in the way that it is supposed to be used and in the way that will allow you the most visibility into your opportunities.

In our next article, we’ll be taking a deeper look into the specific stages of the sales process, and how applying percentage complete can help your team move through them.

Categories: 

How to Reinvent Work – The Age of Entrepreneurship

How to Reinvent Work – The Age of Entrepreneurship

Your time is limited, so don't waste it living someone else's life. Don't be trapped by dogma - which is living with the results of other people's thinking. Don't let the noise of other's opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.

- Steve Jobs US computer engineer & industrialist (1955 - 2011)

Reinventing Work

My namesake Maynard G. Krebs is the "beatnik" sidekick of the title character in the U.S. television sitcom The Many Loves of Dobie Gillis. The beatnik’s preceded the “hippie” period in the freedom loving 1960’s.

The Krebs character, portrayed by actor Bob Denver, begins as a stereotypical beatnik, with a goatee, "hip" (slang) language, and a generally unkempt, bohemian appearance. His abhorrence of conventional social forms is signified by comical reactions to three words: "work", "marriage", and "police".

For example, whenever the word "work" is mentioned, even in passing, he yelps "Work?!" and jumps with fear or even faints. He serves as a foil to the well-groomed, well-dressed, strait-laced Dobie, and the contrast between the two friends provides much of the humor of the series.

Gradually, he becomes less of the stereotypical beatnik and more a free soul who "does his own thing," as he might say—including collecting tinfoil or petrified frogs, seeing the old Endicott Building get torn down and watching the movie The Monster That Devoured Cleveland. In one episode, he invites Dobie to accompany him to a double-feature of the film and its sequel, Son of the Monster that Devoured Cleveland.

Maynard may be described as the prototype of the late-1960s hippie. Many of the later episodes focus on Maynard, with Dobie more of an observer, but always as narrator. The series lasted four years (1959–1963), but its popularity extended into the 1990s and 2000s as channels like Nick at Nite and Me-TV re-broadcast it for new generations.

Maynard's middle name is Walter. Named for his aunt, the "G" is silent, he would explain.In contrast to Maynard, I love my work. But I share his love of autonomy and independence. We both cherish thinking differently and freedom. I am passionate about helping my executive/career coaching clients flourish in the current age of entrepreneurship.

The Age of Entrepreneurship

Job security has gone out the widow! The future is not the same anymore. Getting ahead in a volatile and unpredictable economy means engaging in a self- makeover with new social media and highly developed emotional intelligence skills. Don’t fear change – embrace it!

Enlightened career changers in these continually volatile times are aware of the need for resilience, and reinventing themselves to thrive and flourish in the new economy.Now career changers must rebound and take the next steps for a sustainable future. They must refocus, get inspired and be creative to align their purpose and passion with the ever-changing needs of the marketplace.

You need the courage and reassurance that the right actions will help you reach your goals. Success awaits those who remain optimistic and creatively pursue new and rewarding career directions.

I was recently working with one of my San Francisco Bay Area executive coaching clients. We talked about his focusing on discovering a better sense of self including his core values and identity. He was energized and motivated to ignite his entrepreneurial spirit.

Most importantly we focused on his discovering a sense of purpose...what was truly important to him. He pondered on the following powerful questions. Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? .Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams?

Powerful Questions

My executive/career coaching client put the following powerful questions on a Post-it attached to his computer monitor. The questions served as a daily reminder to him that positively reinventing yourself can bring happiness and career fulfillment.

  • If it was impossible to fail, what would be different in my career?
  • What type of job/career would create meaning in my life?
  • What type of company would be the best fit for me?
  • What kind of company culture would ignite my passion?
  • What type of boss/co-workers/team would I like to have?
  • How would I create work/life balance?
  • Would I be happier as an entrepreneur starting my own business?
  • How much money do I need?

Transform How You Work

Stressful commutes, rigid schedules, and a top-down chain of command at still too many companies create disengaged employees. Employees, especially top talent, are seeking jobs that complement their lives better. That means that employers need to start listening to their people's needs and reconsider the traditional 9-5 arrangement.

Sustainable leaders encourage employees to work remotely, and determine their own schedules. They are assessed on performance, not company loyalty.

Our idea of "work" which our “beatnik” friend Maynard feared is being transformed. "Work" is going to be more like making a movie in the future - more of a project than a lengthy contract. Flexibility will be a key competency in the age of the entrepreneur. The transformation of work and changing of the mind-set of employers is well under way.

People are taking more control of their work schedules and choosing to work remotely. The desire to telecommute is increasing. People are not moving or relocating as much. They're telling companies that they will work more remotely and will come to the office when they need to. And with technology making it easier, it's more so an option today than it was before.

Top talent is looking for more options in their lives. Employers that offer flexibility in work schedules really appeal to such top talent. This is not just about working from home, but they want to be managed based on their performance. Entrepreneurs love to get out of bed every day to change the way the world works.

We have a lot of unhappy employees in companies. Employers are wondering what happened to employee loyalty and employees are wondering what happened to the companies that lasted and gave them a job for life.

The sweet spot in an entrepreneur’s mindset is the belief that you are the author of your destiny - that can be working for yourself or working for a company.  Some people that are super achievers who want to take the biggest risk and start their own companies. But that's not the goal of most people. However, you can take that entrepreneurial mind-set into whatever company you go to work with and achieve success.

If you want success in your career, you must have confidence in your ability to creatively solve problems, practice independent thinking and decision-making and be determined to find the answers. Don't give up! Start with a thorough assessment of your values, skills, interests and abilities. Focus your efforts on your areas of interests and abilities, and develop an action plan by specifying goals and objectives. It is only by focusing on your strengths that you can truly obtain fulfillment and success in your career. A professional executive/ career coach can provide objective feedback to help keep you motivated and on-track.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to reinvent themselves? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Do I have the confidence to reinvent myself and grow?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you reinvent yourself. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Your work is to discover your work, and then, with all your heart, to give yourself to it. - Buddha

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping  Innovative Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Strategic Talent Management; Leadership Development; Competency Modeling; Succession Management; and Leadership & Team Building Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

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