3 Ways to connect to your inner world, so you can make a BIG difference in your outer world.18/7/2019 What is the thing you want most to accomplish as a leader? I mean most...not get through your ToDo list, clean out your inbox or have people just do what they are supposed to do. I mean, why are you in this job? Beyond the paycheque, why do you do what you do? Keep reading and find out how you can do that 👆️ more!  Do you want to make a difference? My guess is that it is to make a difference; To change lives; To do purposeful work. I bet that you work in your organization, deal with the politics, handle the immense responsibility, and put out all of the fires that you do because you want to know that somehow, the work you are doing will make the world a better place. I certainly know that's why I am here today emailing you and why I worked so hard with my teams over the years. It's because I know that together we can make the world a better place to live in for the next generation. How would you rate yourself? If that is your "Why" too, how are you doing? On a scale of 1-10 rate, how well you did that yesterday?
How do you feel about your score? Try these:
Are you unhappy with your score? If you are unhappy with your score, my guess is that you've been spending a lot of time chasing tasks, meetings, emails and projects. My guess is you've spent less time on relationships, people and in your inner world. Inner world? Yes, inside of your heart and your head...the part of your head that connects to your heart. You need to spend more time in your inner world Our inner world is our meaning-making system. It's what we use to make sense of the world we live in. Our inner world is comprised of our values, beliefs and morals. It's this inner world that creates our mental models, those assumptions, perspectives and opinions, and what we use to make decisions. Your inner world might be a bit of a mess! When you rarely visit your inner world, it gets overgrown with weeds! What was once a beautifully clear set of values around how you will treat others in life, has been taken over by the weeds of deadlines, checklists and company policies. You are hiding your inner beauty! You, my dear, have a beautiful heart. 💜You are full of love, compassion and fun. But you don't let it shine enough. You hide that part of you in favour of order, control and fear. God forbid you let your guard down, or you will lose control of your day, your people and your world. But in truth, you've already lost control. 😞 When you chase the task part of your world and neglect your people and your relationships with them, you'll never make the difference you want to make. Your ability to control your impact in the world will be lost. Connect to your inner world and to your people and your score will go up! The way to come back to finding a balance between the tasks you are responsible for and the people you are growing is to slow down and connect to your inner world a bit more. When you do, you'll find you naturally find more time to connect to your people and together talk about your united purpose and find more creative, fun and powerful ways to achieve your organizational mission and purpose together. 3 Ways to Connect to Your Inner World So you can make a BIG difference in your outer world.
When you connect more frequently with your inner world, you'll find your outer world more balanced. The tasks you are responsible for are essential. But please don't forget to balance them with the people in your life! If you want even more help to connect to your inner world, so you can make a more significant difference in your outer world, but are looking for a guide in that process? Check out The Training Library for a ton of mini-courses and training sessions to guide you to deeper understand your values, beliefs, emotions, and how to use those to more effectively lead. 
Ongoing training to grow women leaders in 🇨🇦 Canada's Nonprofit Organizations. Not a member of The Training Library yet? Join for $24.97 and enjoy a monthly webinar plus a library of courses to support your ongoing personal and professional development that is affordable and easily accessible! Discover the details here
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I'm guessing you have on a pair of heels, dress shoes or casual shoes...at least if you are reading this during your workday. On a typical workday for me, I spend the majority of it in slippers I switch to runners...then back to slippers. The exception is when you see me face-to-face at a speaking event, I'm rockin the heels!  Recently I needed a new pair of inside runners. I headed down to the local store and spied this cute pair of polka-dot ones! I grabbed size 7 off the shelf, expecting to ensure they fit and be quickly on my way. They were tight. Too tight! I tried on a pair of 8's, and they fit just fine. I was hesitant, though. Really? I'm usually a size 7. I wandered around the store with the 8's on just to be sure. In the end, I brought them home and love them! Just right! Putting my feet into the size 7 and finding them too small was feedback. If the lady at the store had looked at me when I walked in and said here's a size 8, no need to try them on, I would have thought she was nuts! It was my own feeling that helped me choose the larger size. Feedback and constructive criticism are not the same! Feedback is a critical part of learning and growing, yet so often missed as we develop ourselves and our teams. Far too often, feedback is really constructive criticism! Constructive Criticism is a scam run by people who want to beat you up. Ouch! How true is that! FEEDBACK is an ART Feedback instead is the art of pulling out the best in people so that they may become even better! It is giving them information they can work with. But when feedback is primarily presented as constructive criticism or advice-giving, it doesn't make the person feel good or inspire them to reach inside to be their best. It often puts them on the defensive and sadly often shut down. 3 Strategies for giving effective feedback If you want to give feedback that grows and develops your staff in a way that is motivating and inspiring, try these 3 strategies.
An Example of giving feedback via COACHING in action The story Rebecca comes to you because she's short-staffed for the group home this weekend. She wants your help to figure it out. The initial self-reflection that is often missed by most leaders:
Sounds cool right! You can do this. It might take some practice, but you can transform the way you engage with your team into an inspiring and motivating conversation that helps your staff grow into their full potential. Do you want to get better at coaching your employees? If you want some more help with this, join me for this month's webinar: Creating Comfortable Coaching Conversations. 
Ongoing training to grow women leaders in 🇨🇦 Canada's Nonprofit Organizations. Not a member of The Training Library yet? Join for $24.97 and enjoy a monthly webinar plus a library of courses to support your ongoing personal and professional development that is affordable and easily accessible! Discover the details here Once upon a time, there was a leader who was struggling with her staff. Let's say her name was Lena. Lena's Challenge (Maybe you can relate) Lena's staff would come to her with problems and Lena would tell them what to do to fix the problem with the hope they would learn for next time. Next time came, and the staff would knock at her door and although this time the challenge was slightly different, for all intents and purposes the same. But for whatever reason, the employee couldn't figure out what to do, didn't have the confidence to do it or wanted reassurance. Lena would once again, albeit a bit frustrated with the interruption, walk them through how to deal with the problem and hope this time they would learn. I don't have to tell you what happened. You can already guess!  What Lena learned One day Lena was in a session talking about the need to have a growth mindset instead of a fixed mindset. Lena learned about the two basic mindsets we have. The first is a fixed mindset, the second a growth mindset. Carol Dweck, a professor at Stanford University, has been studying mindset. She says that the view you adopt of yourself profoundly affects the way you lead your life and I would say lead. The two mindsets
Mindsets applied to leadership In Lena's session, she learned that when we are working with our employees, many of us have a fixed mindset about employees. When we see them through that lens, we view ourselves as the boss or supervisor. With this view, we feel the need to manage, discipline, control, and direct our employees. We believe it is our job to tell them what to do and how to do it. However, leadership is about growing, developing and inspiring our employees to reach their full potential. To do that, we need to have a growth mindset. A growth mindset is one that believes that with work and effort, it is possible to grow new skills and develop new abilities. When we believe that about our employees...
Curiosity and asking questions are foundational for coaching conversations. Coaching conversations grow our employees When we coach our employees, we help them to develop themselves and to grow into their full potential. It is coaching rather than managing controlling and directing that has organizations meet new goals, provide stellar service and keep people motivated, engaged, loyal. This creates workplace cultures that people want to be in, rather than run away from! How Lena applied this to her leadership As you can guess by now, that when Lena went back to work and started to ask her employees more questions and get curious about both how they would solve problems and what they need to have the confidence to do that. Lena has seen tremendous improvements!
Do you want to be like Lena? Try this: Ask more questions! 👉Here are a couple of questions that you can start with:
Coaching Conversations training for you! If you want to become more comfortable with coaching your employees, join me for this month's webinar where you will learn the 3 Step Strategy for Creating Comfortable Coaching Conversations! ✨✨Remember, our job as leaders, is to bring out the best in our employees and to help them to reach their full potential so that together we can make an incredible difference in the lives of those we serve.
It's time to🌱grow 🌱baby🌱grow!!🌱  Each month as part of The Training Library, I offer ongoing training to grow women leaders in Canada's Nonprofit Organizations, to support your growth and development as a women leader. Because, here's the thing...if you are not growing, you will stay stuck right where you are!! Personal and professional development is your path to success in both leadership and life! |
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Kathy ArcherWomen leaders often hit a point where they find themselves in over their heads and wondering if they have what it takes to lead. Archives
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