Leading in a complex world, are you thought or insight driven?

Mike Schwarzer, TLP 7 Insight Reflections, 26 July 2016

Throughout my career as a transformation professional I have had the pleasure of touching the lives of many people. There is no greater joy to see another human being transform in front of your eyes. To see their entire demeanour and energy shift when they ‘get it’ and the change drops into their whole being. When I say ‘get it’ I mean the embodied understanding of what they were learning and the insight behind it.

Now I don’t claim responsibility for creating the shift for them, that is the clients’ doing. However, I claim responsibility for creating the space where the person can have a learning experience or what I prefer to call an ‘insight experience’ an embodied understanding! When someone has that kind of an experience, it stays. It doesn’t have to be written down and remembered consciously.

Now that kind of an experience is transformational, it changes people lives, it changes communities and it changes organisations. When it comes to facilitating transformational change it is important to understand that it is relational. It’s about who we relate to, how we relate and engage with them and the quality of that relationship.

From experience, all the people I have worked with who experienced the greatest changes in their lives made that change from the inside-out, effortlessly. Change at the surface seems to be a change in thinking and in some respect it is. However, I rarely see anyone that makes those changes in a forced way, outside-in. Thinking really hard to control and change their thinking.

Here is the thing though, we can understand something intellectually like ‘I am worthy’ yet operate from an embodied ‘I am not worthy’. That is the problem with affirmations. How many people use positive sayings? They stick them on their fridges and the dashboard of their cars. They talk them out loud a million times a day. Yet the words never reach their bodies.

So what is the difference with the people who make the change? The insight is not in the words, the insight is in the space behind the words, a deeper and richer source of understanding outside the view of the intellectual mind. And generally the change occurs in that space. When the person articulates the change it shows up in their whole being. It is grounded in the way they think, feel, talk and behave. It shows up in their energy.

As a leader of change, are you thought or insight driven?

As leaders of change and transformation it is extremely useful to understand the nature of thought and the nature of the space of innate insight and clarity.

Think of a time and place when your mind was busy with stuff. When you were under pressure to perform and come up with solutions to problems. How creative were you at that moment? When in that state, how easily do great ideas come to you? How much clarity do you have?

Now think of a time and place when you have your best ideas? For some people that is in the shower, while driving or walking on the beach? The place is not that important, the space that you are in is! When you in that space, how easily do fresh ideas and solutions to problems appear, seemingly from nowhere? How much clarity do you have?

What is the difference?

The first scenario is thought driven, cognitive or intellectual thought. In this dimension of thought we are reliant on our current knowledge and understanding of how the world works. Even with a healthy level of awareness we can still get blind spotted by the illusionary nature and the busyness of our assumptive thinking.

The second scenario is insight driven. In the dimension of insight we are guided by universal wisdom. This dimension operates outside the intellectual realm of the mind. It’s like a state of flow. When we drop into this space we have access to a much richer and deeper source of creativity, ideas and insight and also wellbeing, health and connection.

Think of it this way, if you are working on a computer that is not connected to the internet you are limited by and can only access the information that is on this computer. However, being connected to the internet gives you access to information and knowledge that far exceeds that of what is stored on your computer.

What does this mean for leading transformation in a complex and uncertain world?

The majority of people and organisations are playing the game of life through the distortive dimension of thought. This is where we get can get caught up in the false reality created by our intellectual mind about the world out there. That the world out there is making use think and feel in certain ways, outside-in thinking. When our thinking is entertained by thoughts of lack, mistrust, insecurity, doubt, worry, stress, jealously, power, authority, without higher level awareness that what we are feeling is just our thoughts and not our circumstances, we get into strive. When people are governed by the misunderstandings of thought it shows up in their behaviours and quality of their relationships. It restricts their ability to perform at their fullest potential and that interferes with an organisations’ adaptability to changing environments.

Yet there is a vast potential that lies dormant and untapped. When we begin to play the game through the dimension of insight, we experience life in a new light. We have less on our mind. With that comes less interference from the noise and busyness in our heads generated by our thinking mind. Here we innately understand that thoughts are generated by our imagination, not by our circumstances, they come from the inside-out not from the outside-in. What we feel at any given moment is … thought in the moment. We now have choice to act on this thought or just let it pass. Here we experience a greater sense of grounding, wellbeing and purpose, see with greater clarity and connect easily and effortlessly with others. When people feel connected they are receptive. They open up and they collaborate. This happens at a subtle level.

The key is Leading ‘through’ … !

When we lead through the dimension of insight, we create an environment where people tap into their full potential as they step outside the restrictions of their intellectual reality. Here they are governed by innate abundance, resilience, creativity, self-reliance, joy, confidence, etc. They move through life with greater flexibility and fluency, like the flow of water.

Project this into the collective spirit of your organizational culture and you have potent capacity to transform your organisation into an innovative and sustainable entity that serves the community in meaningful ways and the endless possibilities that come with it.

The key in achieving this is leading ‘through’ the dimensions of insight, leading ‘through’ people, connection ‘through’ people. This is not a mechanical process that you force to happen. When you get the insight behind the words you will know … it will be natural and effortless!

If that resonates with you and you want to learn more about leading through the dimension of insight and tapping into the collective wisdom of your people read on or contact me at mike@thougthleadingpeople.com.au. If not, I like to thank you and I look forward to serving you with my next reflection!

to your best

Mike

PS Are you ready for the next step?

Here is how it is going to work!

We are in the business of helping leaders and organisations to solve the problems that they have not been able to solve elsewhere and create the results they want to achieve.

We help them to step outside of themselves, out of their blind spots and get a wider view. We help them to create bigger minds with a bigger capacity to operate in and through complex environments.

Think of the things that keep you and your team awake at night? What problems would you like to have solved that would make your time working with us worthwhile? If we could help you do that, what would that be worth to you?

How to solve those problems and more is what you will experience when you work with us.

Our approach is transformational and works best if you fit the following criteria:

• You are a new or seasoned leader of people (i.e. team-leader, department head, general manager, sales manager, HR professional, training professional, OD professional, coach, etc).
• You work in volatile, uncertain, complex and ambiguous business environments.
• You are asked to do more with less. To create better outcomes with less resources.
• You’re an enthusiastic, optimistic, open minded and friendly people-person.
• You genuinely want to make a difference and create an environment where people can flourish and organisations can thrive.
• You have an open approach to learning, and are willing to step out of your comfort zone if necessary.
• You can keep a secret.

If that’s you, then reply to this email here or call +61 419 866 427 and let us know a little about some of the pressing challenges that keep you awake at night and what would be one thing that you could do better or do more of that would make a difference in your life and your work. If emailing, make the subject line “Transformational Leadership'.

Why work with us?

“My conversations with clients used to be transactional, now they are transformational. It’s not about the widgets I sell anymore, it’s all about the relationship with the person. It’s really exploring and addressing the client’s needs and solving their problems instead of a preset agenda of what to sell. This shift in my thinking has profoundly increased the business I am generating now”

Connor O’Rourke, General Manager Sales, Datacom Systems SA, Adelaide, SA Pty Ltd

 

“When working with a client just recently, I was able to bring into play a number of the principles about the higher intentions and states that they are in. After doing this program it really helped me to understand the nature of our higher intentions and also to communicate this to my clients … you could see the light bulbs going off for them.”

Listen to how one of our programs impacted on Michelle Holland, former Manager, People & Culture, City of Salisbury, SA and a recent graduate! Click on this link https://youtu.be/gDNT4rgsUD8 or the picture above.


Want to collaborate with us to help you solve your problems?

Contact me here or call +61 419 866 427 and explore how we can support you in solving your problems.

to your highest and best

Mike

PPS if this is not for you but you know of someone that might be a good fit please forward this email to them and ask them to reply to this email address mike@thoughtleadingpeople.com.au.

Leading Change, are you courageous enough to go there first?

Mike Schwarzer, TLP 6 Insight Reflections, 12 July 2016

Over the years I have had many conversations with people about the workings of life. Things like life in general, relationships, work, politics, the state of the economy, sport, business, international conflict, etc. The conversations that I find most intriguing are with the ones that are good at finger pointing and complaining about the behaviours and actions of others. They tend to have very strong and narrow minded opinions i.e. how parents should be raising their children, how teenagers should behave, how politicians should spend our money, how people should be punished and the list goes on. They are generally good at telling others how the world SHOULD be run and how people SHOULD think, feel, behave and act accordingly.

Yet more often than not, they are the people who display the very behaviours and qualities that they are critical of in others. They are fighting fire with fire!

I often like to challenge them with the question … “In what way is the way you behave different to that of the people and groups that you are criticising?” To which many respond by defending and justifying their position!

I also see this behaviour in the world of business. Organisations look for ways to keep up with the ever increasing speed and complexity of change and to maintain their competitiveness. So they try to change their cultures and the behaviours of their people. They review and come up with new values that the organisation should operate by to make that happen. Then the following occurs, and I have seen this take place. Management instructs the human resources, training or organizational development department to bring about this change. To INSTALL the chosen values into their frontline personnel. To tell those front line troops to be Happy Little Chappies and demonstrate resilience, flexibility, creativity, innovation, collaboration, teamwork, commitment, respect, to serve, honesty and the list goes on.

Yet when management is asked what they are doing to display the new values they get uncomfortable and pointing the attention away. It’s about ‘them, the staff’ not us. What they are missing when it comes to organisational culture … it is meant to be ONE culture, it’s a collective! It is not one for management and another for the rest of the staff. Especially if both cultures are incompatible and moving in opposite directions.

Values are not the words written on the wall. Behaviour is telling what they are!

I once asked a client what their organisational values were. To which they replied, with a searching mind … “I just read them the other day”!

The values of an organisation are not the words written on the wall. Values show up in behaviour. If creativity and innovation are key values yet staff is discouraged or ignored when voicing their ideas than creativity and innovation are NOT the driving values. Discouragement and ignorance are!

The bottom line with values is not the value itself but for what purpose you want them. What is the value in the value? That should make your head spin. Let’s look from this perspective, values are only words, and words have no meaning other than the meaning that we give them, the trueness and usefulness of that meaning. For new organizational values to impact on the effectiveness of the business their meaning must be embodied in the culture. Now that doesn’t necessarily happen by default, especially if it is a big shift or if the shift is not aligned with the individual values of employees.

Showing the way by going ‘there’ first!

“Become the change you want to see!” Ghandi

So how do you bring your people along on the ride and adapt new values? It begins with you and your leadership. It begins with Ghandi’s ‘Become the change you want to see! I love this quote. Whatever you want to create and what you want to see changed in others, you go there first! If it is an attitude, a behaviour, a quality, a way of relating or a way of doing things … show the way, go there first!

If you want to create peacefulness in the world, be peaceful! If you want to create kindness in the world, be kind! If you want to create respect in your world, be respectful!

Don’t change people! Create environments where people want to come along for the ride!

If establishing a Creative and Innovative Culture is of importance to the sustainability of your operation then ask yourself … what environment you want to create for creativity and innovation to occur. What does creativity and innovation imply? What stimulates and drives a creative and innovative mind? What allows the mind to come up with new visions, fresh ideas and insights? It’s a mind that has clarity and that focuses on possibility. That is curious, playful and observant with the absence of judgment. Mix that with a collaborative and collective spirit and you have a very potent force at your disposal.

The idea here is that you don’t have to change people. Treat people as they already have all the resources and qualities they need. They already know how to be curious, playful and observant. They already know how to collaborate and think as a collective.

Your job as the leader is to create a space where your people bring forth their inner resources and qualities. Where they want to come along for the ride!

Here is my challenge for you!

This is what I want you to do. Pick an area in your work, that involves other people, where things are not travelling as well as you would like. And for the next working week, if you are not already, show up with a curious mind when you engage and communicate with your staff, colleagues and your clients. Listen to them with nothing on your mind. Just be there and observe. Hold their space. Do this playfully. And by that I mean just have fun with this exercise and enjoy the learning.

At the end of that week email me at mike@thoughteadingpeople.com.au and tell me little about your experience with this exercise and also ask any question that you may have.

Remember, leading change begins with going first!

If that resonates with you and you want to learn more about leading change by going first and tapping into their collective wisdom of your people read on. If not, I like to thank you and I look forward to serving you with my next reflection!

to your best

Mike

PS Are you ready for the next step?

Here is how it is going to work!

We are in the business of helping leaders and organisations to solve the problems that they have not been able to solve elsewhere and create the results they want to achieve.

We help them to step outside of themselves, out of their blind spots and get a wider view. We help them to create bigger minds with a bigger capacity to operate in and through complex environments.

Think of the things that keep you and your team awake at night? What problems would you like to have solved that would make your time working with us worthwhile? If we could help you do that, what would that be worth to you?

How to solve those problems and more is what you will experience when you work with us.

Our approach is transformational and works best if you fit the following criteria:

• You are a new or seasoned leader of people (i.e. team-leader, department head, general manager, sales manager, HR professional, training professional, OD professional, coach, etc).
• You work in volatile, uncertain, complex and ambiguous business environments.
• You are asked to do more with less. To create better outcomes with less resources.
• You’re an enthusiastic, optimistic, open minded and friendly people-person.
• You genuinely want to make a difference and create an environment where people can flourish and organisations can thrive.
• You have an open approach to learning, and are willing to step out of your comfort zone if necessary.
• You can keep a secret.

If that’s you, then reply to this email here or call +61 419 866 427 and let us know a little about some of the pressing challenges that keep you awake at night and what would be one thing that you could do better or do more of that would make a difference in your life and your work. If emailing, make the subject line “Transformational Leadership'.

Why work with us?

“My conversations with clients used to be transactional, now they are transformational. It’s not about the widgets I sell anymore, it’s all about the relationship with the person. It’s really exploring and addressing the client’s needs and solving their problems instead of a preset agenda of what to sell. This shift in my thinking has profoundly increased the business I am generating now”

Connor O’Rourke, General Manager Sales, Datacom Systems SA, Adelaide, SA Pty Ltd

 

“When working with a client just recently, I was able to bring into play a number of the principles about the higher intentions and states that they are in. After doing this program it really helped me to understand the nature of our higher intentions and also to communicate this to my clients … you could see the light bulbs going off for them.”

Listen to how one of our programs impacted on Michelle Holland, former Manager, People & Culture, City of Salisbury, SA and a recent graduate! Click on this link https://youtu.be/gDNT4rgsUD8 or the picture above.


Want to collaborate with us to help you solve your problems? 

Contact me here or call +61 419 866 427 and explore how we can support you in solving your problems.

to your highest and best

Mike

PPS if this is not for you but you know of someone that might be a good fit please forward this email to them and ask them to reply to this email address mike@thoughtleadingpeople.com.au.

About Mike Schwarzer

Mike is a Performance Strategist & Modeler and an Internationally Certified Trainer in Neuro-Semantic NLP with the International Society of Neuro-Sematics ISNS. The ISNS is a global NLP community, operating in over 40 countries, dedicated to helping people actualise excellence by transforming Meaning into Performance. He is also a leadership team member of the Institute of Neuro-Semantics Australia the Australian branch of ISNS. An experienced facilitator and coach, with an ability to connect and align people and organisations, he helps them to fine tune their performance wizardry to bridge the gap between where they are and where they want to go!

For more information about Mike visit www.mikeschwarzer.com and www.thoughtleadingpeople.com.au.