Wednesday, 1 April 2020

Relationships, Reasons and Routines Guarantee Results

In times of uncertainty, fear often emerges and some people revert to the old command and control.

I encourage you to lean in to yourself. Compete with yourself. Seek to collaborate with everyone else.

My online course Relationships, Reasons and Routines Guarantee Results may help you.

Alternatively just watch this video from the course.



Be remarkable.
Ian

Monday, 30 March 2020

Now is the perfect time for your Heart Leadership complimentary check-up

I've updated my Performance Possibility Pulse Checks to include the elements of the all new Strategy Heartistry service I am providing with Susan Furness.

Learn more about the launch of Strategic Heartistry at the bottom of the page here.

Please download the pulse checks.


I use these pulse checks to conduct my complimentary Heart Leadership Check-up which is 30 minutes online using Zoom.

Now is the perfect time for your Heart Leadership complimentary check-up.


Please download the pulse checks, see where you're at and where you can move to, and then please give me a call to schedule your complimentary check-up.

Be remarkable.
Ian

Friday, 27 March 2020

Are you getting ready for the Big Re-start?

Listen directly to the podcast version of this post here.

Post the pandemic millions of people and organisations will have to Re-start their lives and their enterprises. I predict Re-starts will be far more prevalent than start-ups, at least for awhile. Start-ups will thrive too of course.

Even if you escape this crisis relatively unscathed I suggest a Re-start because the world that emerges from this will be unrecognisable from the one we left behind a few weeks ago.

The wisest people of course are already deep into strategic thinking and co-creating the plans to execute new strategies.


Where are you at?


I’m in the leadership development business. My main practice for over 30 years has been as mentor for people wanting to remain on their leadership development edge. In recent times I’ve been highlighting that I believe that Heart Leadership is the new normal.

As a human race I believe we’re done with head leadership, particularly that masculine energy that seeks eternal growth and the maximisation of profits at any cost. Regardless of the various catastrophic failures of risk management evident, this old world leadership is directly responsible for our plight. We all need to pivot away as fast as possible.

The folk at Local Futures have a great deal to offer us. They began a quest over 30 years ago to “renew ecological, social and spiritual well-being by promoting a systemic shift towards economic localization.”

Here’s a quote from a piece on their website about globlisation:

“Poverty, climate change, the breakdown of democracy, an epidemic of depression – the world is facing a convergence of crises. The cause? Economic globalization.” 

Here's the full article.

Here is another great Local Futures piece about localisation.

And here yet another about big picture activism.

In the latter they say “Millions of people are already working to build a better world. What if they joined forces to create systems-level change?”

What if? indeed. 

I know myself I’ve been a Possibility Activist for most of my life. This year I’ve begun accelerating collaborating with my colleagues to bring greater value to the table.

One such collaboration with Susan Furness is Strategic Heartistry. This unique alternative to strategic planning launches online on the 21st April and 23rd April 2020. 


Who will you become. What will you do next?

My suggestion is begin with a roundtable, as soon as you can arrange one online with the people closest to you, yet not living with you. Host one at home too!

I suggest answering this question How will we re-start our lives and our work locally, nationally and globally?

If I can facilitate this for you please give me a shout.

Do Your Work.

Be remarkable.
Ian

Wednesday, 25 March 2020

When games change, we must change how we play and/or make up new games

We are all making life up as we go along right?

I love this just under 5 minutes video by one of my favourite authors Yuval Noah Harari. It's about our 'imagined realities'; religion, our legal, political and economic systems (including money), just to name a few of our made-up concepts.



It's time to make up new rules, systems, ways of being etc etc right? The world has changed and much of what we believe with it.

I'm continually doing this myself and helping others too. Right now I'm investing time and energy in reimagining and repurposing my world and the world's of my clients. i want to guarantee that the post virus restart will be remarkable, meaningful and valuable. You?

I'm also in the process of creating with my colleague Susan Furness a brand new approach to setting strategy and plans to execute. We're calling it Strategic Heartistry. More on this very soon.

Who will you become?

What will you do next?

Be remarkable.
Ian

Monday, 23 March 2020

Who leaders with heart are and what they do in times of crisis and fear

I'm really excited to be co-hosting a complimentary online event with my friends and colleagues Anne Riches, Gary Edwards, Glenn Capelli and Susan Furness on Tuesday 31st March at 4 pm Australian Eastern time.

It will be live learning and where what we say will be important yet nowhere near as important as what you hear yourself say to yourself, and who you become and what you do next.

The world needs leaders with heart inspiring us, especially in times of crisis and fear. 


Details and registration here.

Be remarkable.
Ian

Friday, 20 March 2020

Real leadership is love in action. Be someone to lean on

Listen directly to the podcast version of this post here.

There’s a lot of telling go on right now in the world isn’t there? Some of it is necessary of course.

Yet a lot of the chaos is unnecessary in my view. The good news is it presents a wonderful opportunity for leaders with heart.

With fear, uncertainty, and concern dominating it's the perfect time for leaders with heart to step up and inspire people to feel safe, find hope and to create a simple yet profound strategy and plan-on-a-page to turn possibility into reality.

To this end I’m co-hosting a big picture online conversation with the members of my mentoring team Anne Riches, Susan Furness, Gary Edwards, Glenn Capelli. This will be not be a do this or that talk fest, rather a heart to heart conversation. It's complimentary. Please register here.

For now please practice heart leadership.


Heart Leadership is seeing, sometimes unearthing, and mostly magnifying and enhancing the essence of people including our own.

Heart Leadership is the new normal.

We’re tired of head leadership. It’s on full display day in the ignorance and arrogance of many of our political and institutional leaders and dare I say many in business too. Head leadership is illustrated by a lack of good judgement which is a key component of wisdom. The face of such leadership is evoking fear in people.

Heart Leadership in contrast comes from a place of love, the antidote to fear.

To love ourselves and each other takes courage. It’s about seeing every human as the one-of-a-kind that each of us is.

The Ancient Greeks had four words for love. Two I’m sure you know - eros (romantic love) and agape (love in a spiritual sense).

The other two are not generally as well known. There's storge, meaning natural affection like parents feel for their children.

And then there's philia. This is the one I find the most insightful for organisations. Philia is often translated as affectionate regard or friendship. We need more philia in our organisations. It will lead to more philia in the world.

What the world needs now is love, sweet love
It's the only thing that there's just too little of.

Says the great Burt F. Bacharach / Hal David song.

I find it simple (not always easy) to have affectionate regard for people because I know everyone of us is a one-of-a-kind human being. Only the hardest of heart can’t not love a one-off.

Who will you become?

What will you do next?

The world needs you and I to lead with heart and to be the someone others can lean on.

Should you be looking for someone to lean on yourself, you can lean on me.

There’s 4 ways below that you can lean on me right now.

Do Your Work.

Be remarkable.
Ian

4 ways that you can lean on me


1) Just give me a call. No strings attached. My number is 0418 807 898.

2) Join in the complimentary online conversation at 4 pm ADST on 31st March ‘Who leaders with heart are and what they do in a crisis’ My mentoring team colleagues Anne Riches, Susan Furness, Gary Edwards and Glenn Capelli will be co-hosts. Here again is the registration link.

3) Let’s work together online. We can all be in the safety of our own homes or where ever safe is.

I’ve successfully transitioned to working with clients 80% online these days using Zoom and telephone and text. Believe me I didn’t anticipate anything, I just made a lifestyle choice. Nevertheless I’m glad I have expertise now to do great work online.

While the coronavirus remains a threat I’m offering all my online services at half the normal fee. This means a great investment when you take into account that there can be  2 to 15 people engaged in any one session. Please give me a call to explore further. My updated services are overviewed in the this PDF.

4) Take advantage of joining the online master-mind group that begins next week where for you and your organisation participation is just $55 per person for each 3 sessions. Register at this link or contact me should you prefer an invoice. Be quick because numbers are limited to ensure the greatest take aways.

Wednesday, 18 March 2020

Real leaders ensure our safety and make us feel safe

In times of uncertainty and fear real leaders stand out because they ensure our safety and make us feel safe.

Simon Sinek's circle of safety is a model I like. I recommend watching this short video here. And the longer one here.


I love this post on safety by Bernadette Jiwa where she references Maslow's famous hierarchy of needs:
As Bernadette say "Great leaders don’t just ensure our safety, they also to make us feel safe."

Who will you become?

What will you do next?

Be remarkable.
Ian

Monday, 16 March 2020

Coping with Change and Uncertainty in the Time of COVID-19 by Gihan Perera

Who do you trust for what you need to know about this virus?

I personally have great difficulty answering this question.

My friend and colleagues Gihan Perera offers some good general advice:

Wow! Of course, the hot topic of conversation everywhere is the spread of the new coronavirus, and the illness it causes, COVID-19. It's causing more uncertainty and anxiety than anything else I've seen. Some of this is misplaced, of course, but some is reasonable. 

Read the rest of Gihan's insights.

Be remarkable.
Ian

Friday, 13 March 2020

Accelerated Learning Process For Avant-garde Leaders (post and podcast)

Listen directly to the podcast version of this post here.

I'm always endeavouring to help my clients to identify and implement ideas and insights that will make it simpler for them to thrive. The following is the model for doing so that I have recently refined. This process can be applied to learning, progress, and as a pathway to innovation.


Let’s take a quick look at each phase:


Information


Information is everywhere right. We’re drowning in it. It’s accessible and mostly free. One of the challenges today is determining whether it’s true or false. The bottom-line, information is actually of very little value. What we crave is insight.

Insight


Insight is everywhere too. Yet not easily accessed. A most worthy pursuit because it’s the beginning of more people feeling valued, living value and delivering value, which are the fundamentals of a thriving enterprise.

Inspiration


Very few people take the time and energy to savour insight and imagine what can be. To be inspired heart is required. Emotions need stirring.

Idea/s


Any idea from the heart inspired by intuition is worthy of consideration. There’s three key questions to answer:

1) What’s your process for considering people’s ideas and getting back to them once considered?
2) What is the decision-making process for choosing an idea to implement?
3) How much freedom do your people have to implement ideas?

Then love your idea like your dearest. Find people who love it too. Work with them to turn your idea into innovation through the final three crucial stages.

Implementation


There are three essentials for successfully implementing any idea.

1) do so one quantum leap at a time.
2) implement in 90 day blocks using performance possibility plans-on-a-page. 90 days is enough time to do things that matter and yet short enough to be able to correct any missteps.
3) aggregate the marginal gains.

Leaps and Gains

Possibility Plans-on-a-page.

Introspection


To reflect on actions taken and their impact is vital to all learning and progress of any kind. I help a lot of my clients with after-action-reviews and have a simple 5 stage process (see below).

Integration


Integrating new perceptions with what is already working well for you is an essential to embedding learning and established new levels of performance.

I recommend the following 5 stage format for introspection and integration work.

1) Review one implementation action at a time and answer the following questions what happened and why? what did we learn, relearn, and unlearn? How can we be better, wiser and more valuable in applying these learnings? Who will we become? What will we do next?

2) Determine with your colleagues how your answers will be integrated with what is already working well for you.

3) Upgrade your individual, team and organisational plans and co-promises on a page accordingly.

4) Reflect new perceptions in appropriate standard operating procedures, policies and practices.

5) Upgrade learning and development materials.

Innovation


Innovation has occurred when we have changed what’s normal, when we have shifted from sameness or the status quo that was no longer serving us, to something more valuable.

Do Your Work.

Be remarkable.
Ian

Wednesday, 11 March 2020

What's happened to good judgement and wisdom in general?

My dictionary includes having good judgement as part of the meaning of wisdom.

We need more people exercising good judgement.

The response to the coronavirus worldwide is highlighting for me a lack of good judgement by authorities and people in general.

It seems that fear has taken over.

Good judgment and wisdom overall come from a place of love not fear.

I feel that the response to the coronavirus is not just highlighting how quickly fear can take hold.

What is also in stark view is our lack of good judgement when it comes to climate change, suicide, domestic violence, aged cared, health care, name an issue! All of which have not been getting the attention that the coronavirus seems to be getting.

It seems to me that many world leaders who are men are displaying large doses of ignorance and arrogance at the moment. We need to exercise good judgement and rally around people demonstrating wisdom.

Ignorance and arrogance are leading with the head. Good judgement and wisdom in general is leading with heart and coming from a place of love.
Who will you become?

What will you do next?

Be remarkable.
Ian

PS No disrespect intended to anyone who has lost a loved one to the coronavirus, is battling the disease, or is being held to ransom by its consequences.

Monday, 9 March 2020

Equal opportunity and other matters of civility and a fair go

I have signed this petition about the freedom of Julian Assange. The content at the link makes very interesting reading.

In Australia we don't yet have a human rights bill. This might help to explain why our federal government seems, at least on the surface, to be missing in action when it comes to supporting Mr. Assange an Australian citizen.

My observations are that our federal government doesn't do very well in supporting people who have different views or ideologies to theirs.

Our federal government, particularly our Prime Minister Scott Morrison, don't like scrutiny either. He is actually now refusing to answer questions that put him or the government under scrutiny.

On February 10th 2020 this petition referenced above was tabled in the House of Representatives (Lower House) of the Australian Parliament, by Andrew Wilkie MP. This follows the tabling in the Australian Senate (Upper House) of the Australian Parliament by Senator Peter Whish-Wilson on November 12, 2019.

According to the article referenced at the start of this post "this petition is now the 4th largest petition to be successfully tabled in the history of the Australian Parliament (since 1901)."

Yet still Julian Assange is being treated inhumanly. As a yet there are no legal charges against him. Of course even if he had beeen charged he still shouldn't be being treated the way he is.

From reading the United Nations Declaration of Human Rights (adopted in 1948) it seems to me that we are failing Julian Assange, and many other people, and yet bullies like Donald Trump and Scott Morrison are getting their way.


For the sake of the future of our children
What does all this mean for you?

In your workplace does everyone, regardless of their beliefs, have equal opportunity?

To use an Australian vernacular, that seems diminished of late, Does every single person in your workplace get a fair go to bring the best version of themselves to their work?

Who will you become?

What will you do next?

Be remarkable.
Ian

Friday, 6 March 2020

My 7 leadership pivots of the last 30 years

Listen directly to the podcast version of this post here.

This year I’m celebrating 30 years working as a mentor in the field of leadership development.

Possibility Leadership is my current evolution. It’s emerged from 6 major pivots that I’ve made in the 30 years and my yearly habit of reimagining and doing some reinvention of my work so that I always have something unique, valuable and different for my clients.

The 6 pivots I’ve made prior to Possibility Leadership


In the 90’s I moved from being a participative leader in my corporate career to being a harmony leader as a mentor to leaders. My concept of life/work harmony as very different to life/work balance grew from here too. More on life/work harmony.

Harmony Leadership is about finding the relationship harmony point between opposites and moving beyond duality. Harmony Leadership was the beginning of shared-view as a concept that now underpins all of my work with clients. There's podcasts, videos and other resources on shared-view here. 

In the 2000’s I pivoted to change leadership while sustaining harmony as a foundation. Shared-view further evolved.

Change Leadership emphasises that all change is personal first, relationship change second, and organisational change a distant third.

In the mid 2000’s my focus became differencemaking leadership based on the concept of enlightened self-interest which means we can do well by doing good.

I lead an online community for 5 years about differencemaking. We had members in over 40 countries. It was both a challenging and highly rewarding experience that greatly influenced my work.

In 2016 I added Appreciative Leadership while maintaining change, harmony and differencemaking as foundations.

Appreciative Leadership introduced two more to the areas of significance where it’s essential to sustain shared-view making it seven areas of significance overall. The seven, Reality, Possibility, Purpose, Strategy, Execution, Progress and Culture.

Appreciative Leadership also explored change as a process and the discovery that the best workplaces are where the focus is on people feeling valued, living values and delivering value.

In 2017 Meaningful leadership was added to the equation. I wrote an ebook on the subject called Meaningful Work and The Meaning of Life.

Meaningful leadership celebrates what I see as a major shift in the world of work particularly as machines are taking over more of the simple, routine and repetitive work. This creates a wonderful opportunity for us humans to be remarkable and to do work that is meaningful for us and highly valuable to other people.

In 2019 Remarkable Leadership was added to the story to build on a central theme of who before do, i.e. that who we are precedes what we do. I published the book Remarkable Workplaces which explores this in detail.

Harmony, Change, Differencemaking, Appreciative, Meaningful, Remarkable all are foundational to Possibility Leadership which is about leading from your heart and being open to the quantum physics insight that we live in a world of infinite possibility.

Harmony, Change, Differencemaking, Appreciative, Meaningful, Remarkable and Possibility are all faces of what I have come to call Heart Leadership. You can access all the various books and other publications dealing with all of the above with my compliments and via one PDF you can download. 


Overviews of The Eight Components of Possibility Leadership 


People leadership: unearthing, magnifying and enhancing people’s essence (character, uniqueness);

Process management: ensuring processes, which include policies, procedures, practices, philosophies, principles, structures and systems, mean it’s simple for people to bring their essence to their work;

Progress Sustainability: the art of keeping progress in meaningful work visible and desired value delivery a consistent and delightful experience for employees, clients/customers and other stakeholders.

Leading as Mentor & Coach: they are two sides of a coin. One is about commitment, the other about competency. Together they help to build character and capability.

Leading as strategic advisor and execution energiser: strategy is like a compass, execution a map. They are entirely different yet must work together in harmony. Strategy is simple yet profound, execution tough. One focuses, the other must energise us.

Leading as Communicator, Conversationalist and Presenter: in leadership conversations are not about the work, they are the work. Candour, conviviality and compassion are essential and must be supported with communication that is compelling as well as consistent as well as wise, witty and warm. More than ever being able to rise above the disruption, data, disconnection we must all be able to design and deliver presentations that matter and that inspire people to become who they’ve never been, and to do what they have never done before.

Leading as Culture Keeper And Sustainer: establishes/evolves the shared behaviours of values and how people are appreciated when they do well and held to account when behaviour is less than agreed it will be.

Leading as Change Champion And Innovator: change management is an oxymoron. Change leadership on the other hand inspires, enables and equips people to thrive on the challenges of change in their own best way. Everyday innovation is paramount to niche market leadership. Imagine what would be possible if every day everyone in every workplace was able to be on the innovation journey. It is possible!

All new program


I’ve created an all new program around these 8 components that can be undertaken privately or as part of an online master-mind/peer group. It’s undertaken in a series of 3 by 70 minute sessions. Learn more. I'm also very excited to have a mentoring team engaged. The first four members of this team, Susan Furness, Glenn Capelli, Gary Edwards and Anne Riches are introduced at the link.

Do Your Work.

Be remarkable.
Ian

Wednesday, 4 March 2020

More love in your workplace will lead to more love in the world

The Ancient Greeks had four words for love. Two are well known - eros (romantic love) and agape (love in a spiritual sense). 

The other two are not generally as well known. There's storge, meaning natural affection like parents feel for their children.

And then there's philia. This is the one I find the most insightful for workplaces. Philia is often translated as affectionate regard or friendship. We need more philia in our organisations. It will lead to more philia in the world. And we need it right?

I find it simple (not always easy) to have affectionate regard for people because I know everyone of us is a one-of-a-kind human being. Only the hardest of heart can’t not love a one-off.

In this Harvard Business Review article The Dalai Lama speaks about warmheartedness (among many other things he believes real leaders should be). He says "The ultimate source of a happy life is warmheartedness."

Could people be more warmhearted in your workplace? It's a good starting point for bringing in more philia (love).

When there is affectionate regard or friendship in our workplaces better performance follows. Usually in my experience very, very quickly.

In Q & A sessions that follow a lot of my presentations I often break the ice by asking people what they are passionate about. The most common answer is family. I then go on and ask the following four questions:

1. What makes great families great?
2. What do great parents do?
3. What do great life-partners do?
4. What do you notice about siblings who really get along?

Whatever the answers I then ask: What would happen in your organisation tomorrow if you began to apply the principles behind your answers?

I'll leave you to answer these questions and then apply the principles behind your answers in your workplace.

Improved performance will follow your actions I promise.

Warmheartedness, philia, whatever we call it, is needed in our world right now. In short we need more love.

The opposite love is fear. The world is in the grip of fear.

“Love drives out fear” say many of the ancient texts in all sorts of ways.

“A life lived in fear is a life half-lived.”
From the film ‘Strictly Ballroom’.

To bring more love to your workplace, and ultimately to the world requires heart leadership. Recently I stated in an article that Heart leadership is the new normal. 

Who will you become?

What will you do next?

Be remarkable.
Ian

Monday, 2 March 2020

7 lessons learned while not having a laptop for 8 days

I got my replacement laptop lunchtime Saturday after 8 days without one.

I still don't have working files as my Apple ID is in recovery mode. And as yet nothing recovered from the old hard drive or back up drive.

7 lessons learned

1) I'll have more data in the cloud in the future.

2) We don't need as much stuff as many of us have in our lives. I've been on a minimalist path and can accelerate this.

3) Essentialism i.e. "less but better", and something I've been working with since 2015, now has even deeper meaning for me.

4) Losing patience, getting frustrated or angry are all decisions we make. It's hard to make different decisions about things we cannot control, yet worth it.

5) Often once we surrender to struggle and get back to flow what we want to happen does and often very quickly.

6) Most people have heart for our predicaments when we show heart to them for who they are without attachment to getting back.

6) Love is the life-force. It's inside all of us. When we let love flow we can see our problems and challenges in a different light and can let go the fear that surrounds them.

Who will you become?

What will you do next?

Be remarkable.
Ian

Monday, 24 February 2020

Make the most of what you've got

I'm typing this two fingers on a tablet.

Since last Thursday when my computer crashed while preparing my normal Friday podcast this is my plight. There is also a challenge with my backup drive.

All very frustrating. And yet a reminder to make the most of what we've got.

See you soon when services return to normal, and maybe via a new computer.

Be remarkable.
Ian

Wednesday, 19 February 2020

Real leadership is about behaviour and words which is why Trump and those like him are not leaders

"We LOVE our President, whether he is orange, red, if he was black or brown whatever." says someone on Twitter.

A reply I liked
"Yes, I know. You love this president, whether he's being: racist, misogynist, vulgar, perverse, xenophobic, criminal, ignorant, dishonest, disloyal, lazy, impeachable, traitorous, or whatever. You should be so proud..."

Then It dawned on me and I replied
I think this is the point and therefore the wider front no one non republican is yet approaching that is a way that leads to better. People support Trump because he is racist, misogynist etc and a zillion other things I don't support (nor you either I suspect).

I think Trump is unfit to lead anything. My thinking is based on his daily behaviour.

Are you allowing other people's appalling behaviour to excuse your own or in some way give you permission to behave badly?

Or are you a role model of what it means to be a human being fully alive?


Be remarkable.
Ian

Monday, 17 February 2020

Real leaders are not focused on growth

Politicians talk all the time about GDP and economic growth as if they are sacrosanct. I think such thinking is idiotic.

GDP in simple terms is the value of a country's economic activity at any given time. Who cares?

Prioritising well-being is far more important as some countries understand and as I have written about before.

Economic activity is an outcome. Well-being is a process. When we take care of processes outcomes take care of themselves.

I have written about processes many times before too. As a reminder they includes policies, procedures, practices, principles, systems and structures.

I'm celebrating 30 years as a business mentor this year. Personal growth stays important to me. Economic growth is as it has always been, a consequence of following proven processes that work for me. Today I work for fee a lot less than I once used to, by design. Growth is no longer important. Thriving is what's important and discretionary time which I regard as wealth.

How about you? Is economic activity for its own sake important to you? Are you focused on growth or well-being? Are you attached to outcomes or committed to proven processes that work for you?

Who will you become?

What will you do next?

Be remarkable.
Ian

Friday, 14 February 2020

Real leaders excel at people leadership

Listen directly to the podcast version of this post here.

People leadership is unearthing, magnifying and enhancing people’s essence (character, uniqueness). We need more of it. People leadership is one of my BIG three in Possibility Leadership.


I believe people leadership is the number one role of leadership overall.

To excel you must be able to see and bring out the best in people, including yourself.

One of the many wonderful insights of quantum science is that we live in a world of infinite possibilities.

When it comes to us humans this is also true.

There are no duplicates. 80 - 100 billion people have walked planet earth. Only one you!

Each one of us is a one-of-a-kind human being. Seeing every person’s essence first and foremost, every time, is the first step into possibility leadership.

Every time you meet someone see their uniqueness, their one-of-a-kind character.

From there inspire and support them to unearth, magnify, and enhance their essence.

I find Goethe’s insight from about 200 years ago timeless: “When we treat man as he is we make him worse than he is. When we treat him as if he already was what he potentially could be we make him what he should be.”

Never judge another person’s intentions, feelings, thoughts or actions, rather help people to be accountable, while being an accountability role model yourself.

I recommend 5 actions to excel at people leadership:


1) Focus on competing with yourself and seek to collaborate with everyone else.

There’s a short online course of mine here to help you. It’s called ‘Reasons, Relationships, and Routines Guarantee Results'.

2) Never ask Who? when something doesn’t go according to plan, instead ask What happened? And then Who do you need to become and what must you do next to get back onto your path?

3) Show appreciation, gratitude, care and compassion in everything you are and do.

4) Help other people to do work that is meaningful for them and highly valuable for others. In the work support people to enhance their essence.

5) Make sure that learning and leadership and talent development have priority in your workplace. Invest in outside experts who can help you.

Do Your Work.

Be remarkable.
Ian

Wednesday, 12 February 2020

Real leaders help others to be remarkable, and to do meaningful valuable work

We have entered a new world of work. The most successful people in this new world are being remarkable and doing work that is meaningful for them and highly valuable for others.

In this new world machines are increasingly taking over the simple, routine and repetitive work.

Real leaders influence others. 

Real leadership requires role modelling and being a shining example of being remarkable, and doing meaningful and valuable work.

Who will you become?

What will you do next?

Be remarkable.
Ian 

Monday, 10 February 2020

Real leaders don't have to always know what's best

In my 30 years as a freelancer I've had about 35 mentors. In my 20 year corporate career before that I was blessed with at least another 40. In my work as a mentor I've observed more than 1000 leaders, women and men, in over 40 countries.

No real leader I've ever met always knew what's best!

Why then do we have political and religious leaders, and some business leaders, trying to tell us that they know best? My answer is that for them it's about ego and wanting to control other people.

Don't be one of these people. Instead form relationships with people who have the expertise and can be relied on as trusted advisors. Become a trusted advisor yourself.


A trusted advisor is someone who has exceptional knowledge in a particular area and can provide unbiased advice.


As a real leader your role is to use trusted advisors with care so that you can make informed decisions for the higher good.

Your own opinions are very important yet if you believe you always know best then your arrogance and ignorance will be your undoing, let alone the untold costs of these in the past and their consequences for the future.

Who will be you become?

What will you do next?

Be remarkable.
Ian


Friday, 7 February 2020

What real leaders do and fake one's don't

Listen directly to the podcast version of this post here.

After a two months break welcome back to my Friday podcast.

I hope 2020 has begun for you and yours as you planned.

From early 2004 to early 2010 I gave more than 700 presentations. About 500 were on the subject What Real Leaders Do and fake one’s don’t. This theme obviously struck a chord, particularly through the global financial crisis period.

After my best friend suffered a heart attach on the 7th April 2010 I took most of the rest of that year off wherever possible. The title never took off again.

In 2005 I published a workbook on the subject and later in a trilogy of books I incorporated many of the insights.

I’m thinking of resurrecting the title What Real Leaders Do and fake one’s don’t. Post-truth and fake news are now every day phrases right? It seems we have lost sight of truth, and trust, ethics and morality along with it.

Referring to lying or being loose with the truth are now Trumpism’s. Here in Australia our Prime Minister personifies this.

He dodges and weave on the run like a game of football and when the government loses, the next day, or even in the next hour the PM is on a broadcast telling us about how they won when everyone knows they lost! And he is very brazen and arrogant about this too.

When will all this nonsense end I ask?

Well I believe is that it’s up to us to set and maintain standards regardless of what politicians do or don’t do.


So here at the beginning of the 2020’s we need to be clear about what real leaders do, and by definition fake one’s don’t.


Below is a list to get you started on making your own list with your family, friends and colleagues. I trust that your list will become a commitment to be and become your words.

Real leaders:

1) Tell the truth regardless of the situation. We see marketing as a series of ‘helpful conversations’ as Bernadette Jiwa so wonderfully describes marketing.

2) We don’t engage in spin or smoke and mirrors.

3) We’re accountable and help other people to be accountable.

4) We’re known for our integrity.

5) Other people regard us as trustworthy.

6) We behave according to agreed ethical and moral standards.

7) We don’t invade the space of others or treat others badly. Instead we’re kind and civil to everyone.



What would you add or change of modify?


Do Your Work.

Be remarkable.
Ian

Wednesday, 5 February 2020

Monday, 3 February 2020

George Monbiot sums up possibility for our world in 2 minutes and 10 seconds

I like George Monbiot. In this video he nails it I reckon. You?



I highly recommend George's book 'Out of the Wreckage A New Politics for an Age of Crisis'.

Who will you become?

What will you do next?

Be remarkable.
Ian

Friday, 31 January 2020

What’s your next move in your leadership and talent development?

I hope 2020 has begun as you planned it would.

May it be your best year yet.

Your next move in your leadership and talent development will be crucial to how your year plays out. Your world needs your very best leadership this year.

Maybe I can help you. There's 4 options for you below:

1) You can download with my compliments my recently published mini ebook 11 proven principles for embracing the art and practice of possibility leadership.


2) You can download, also with my compliments, all of my digital resources via the one PDF. At this link you can also access my blog posts, podcasts and videos.

3) My 2020 special offering is a Bespoke, Short (3 by 70 minute sessions), Singular focus, Live online experience, For leaders wanting to be the best you can be, and only do work that is meaningful for you and highly valuable for others.


  • 17 streams to choose from.

  • 1:1 or small group options.

  • Work with me or with me and a carefully selected mentoring team.

  • If appropriate choose follow-through options to guarantee your results.

Learn more here.

Please note that the special investment offer expires this Friday at 5 pm AEST today. If you're reading this after this time please get in touch with me to take up the offer.

4) You might prefer the unique master-mind/peer group 3 sessions online experience. The first one of these commences on 25th March 2020. Places are limited. Learn more.

Whatever you choose to be your next leadership and talent development move, do it with all your heart. The world needs real leaders more than ever before.

Be remarkable.
Ian

Wednesday, 29 January 2020

Trustworthiness is a value lived by real leaders

This look at 20 years research into trust by Edelman makes very interesting reading.

Not surprisingly "Government – particularly government in Western-style democracies – has been the big loser of the public’s trust over the past 20 years. Confidence that the system works, that society is fair, that the future is secure has given way to fear. Uncertainty has eroded the expectation that the coming generation will live more prosperous lives than their parents."

Here in Australia I can bear witness to the above. Our bushfire crisis has brought out the best and worst in us. Looting an example of the worst in us. Incredible acts of courage and bravery by firefighters and every day people has shown the best in us.

The worst behaviour has come from the Prime Minister, the Deputy Prime Minister and many members of the Federal Government. They have demonstrated terrible leadership and that they cannot be trusted.


trustworthiness - "the ability to be relied on as honest or truthful".

Why is this too much to ask of some politicians, religious and business leaders?

I think that part of the reason is that values for many people are just words when they must be agreed behaviours.

Possible Actions


1) Meet with your team mates and create behaviours for each of the following areas of being trustworthy: honesty, openness, integrity, vulnerability and humility.

2) Over the next 90 days help and support each other in being accountable and living the behaviours created.

3) Over time introduce and engage everyone in your organisation to take the steps above.

The above actions are one way to be an activist about which Edelman in their 20 years trust report say the following:

"The 2020s promise to be a decade of activism. There’ll be more popular activism – i.e., community groups, public campaigns, and networks of people fighting for their environment and the planet, for their identities, safety on the streets, justice in the system and for opportunity and integrity at work. 

There’ll be a new wave of financial activism – i.e., company pension funds, college endowments, state-backed savings programs, charitable trusts will be harnessed to put pressure on business, government and the media. And there’ll be much more local activism – i.e., states and cities within countries will take it upon themselves to deliver for their citizens, where the national government is falling short.

This activism need not just be something done to the big four institutions of government, business, media, and NGOs. It can and should be done by them. And while none of the four institutions can afford to wait for the others to act, the more they do so in concert the better.

For government, activism is going to mean addressing the disruptors: technology, globalization, automation and data, information platforms and carbon emissions. It’s self-evident that the governments that can harness the accelerating changes of the 21st century in the interests of their citizens will be rewarded with trust. So far, it has been the governments of Asia, generally technocratic and interventionist that have been willing to do so."

Who will you become?

What will you do next?

Be remarkable.
Ian
Possibility Activist

Monday, 27 January 2020

Are leadership skills training and talent development at the top of your priority list this year?

In this blog post Kevin Roberts says:

"Every company needs to put leadership skills training and talent development at the top of its priority list.  And Government needs to up its investment significantly with Education adding skills training to its curriculum at some speed."

I couldn't agree more.

Who will you become?

What will you do next?

Here's how I can help you.

Be remarkable.
Ian

Ps In just 4 more sleeps my very special Possibility Leadership Program (Experience) offer (see link above) expires.



Friday, 24 January 2020

In the new world there's much less competition and a lot more collaboration

There's a key reason why we are suffering from the stress in our systems (think politics, religion, economics, business, education, you name it). The reason, our systems on based on competition instead of collaboration.

Over lunch with good friends last week this subject came up. One suggestion I really loved for a solution emerged: We need more non dualistic leaders.

Dualistic leaders are focused on either/or or yours or mine.


The classic dualism of course is good or evil.

In America right now its Democrats or Republicans ideology rather than taking the best from both to build a better world.

In Australia Liberals and Labor are fighting a classic conservatives v. progressives battle and we're all losing as a consequence.

Non dualistic leaders are focused on both/and.

In my work with clients I call this shared-view.

Most of our troubles, personal, local, organisational, national, and international, are fundamentally based in our perceived need to hang onto the world in here (my view), our issues with the world out there (other people's views), and, our failure to focus more on the world we share (ours).

The exciting news is that when we find and sustain shared-view (ours) we can triumph over all our troubles.


Would you love some personal help?

1) Let's have a conversation should you wish to explore some personal help. 

Everything begins with a complimentary discovery conversation. We share stories, see if we like one another and ensure that I can help you.

2) Then you select 1 of 17 streams and we work together through 3 live, 70 minute sessions online. 

3) There's several follow-through options for you to consider.


Be remarkable.
Ian

"Out beyond ideas of wrong-doing and right-doing there is a field. I will meet you there."
Rumi

Wednesday, 22 January 2020

Find your voice, sing your song, play your music

This is my favourite Stephen R. Covey book.

In it Covey describes Voice as "unique personal significance - significance that is revealed as we face our greatest challenges and which makes us equal to them."

He says Voice is found at the nexus of talent, need, conscience and passion as illustrated below:
Talent (your natural gifts and strengths), Need (including what the world needs enough to pay you for), Conscience (that still small voice within that assures you of what is right and that prompts us to actually do it), Passion (those things that naturally energise, excite, motivate and inspire you).

The world needs you to have found your Voice!

My primary work with clients is helping them to find and use their Voice. Sometimes we call it song and sometimes music. These 3 metaphors of voice, song, and music have always resonated strongly with me since the experience I explore in the short video below.



Who will you become?

What will you do next?

to Find your voice, sing your song, play your music?

Be remarkable.
Ian

Monday, 20 January 2020

Very special offer for new program expires on 31st January

My 2020 very special offering is a

Bespoke, Short (3 by 70 minute sessions), Singular focus, Live online experience, for leaders wanting to be the best you can be, and only do work that is meaningful for you and highly valuable for others.

It's about magnifying your essence, helping you to find your voice and sing the song in your heart, to use perhaps my favourite metaphor for enhancing your gifts/talents.


  • 17 streams to choose from.
  • 1:1 or small group options.
  • Work with me or with me and a carefully selected mentoring team.
  • If appropriate choose follow-through options to guarantee your results.

Learn more here. 

Or Telephone me on +61 (0) 418 807 898.

The number one action that you can take to increase your impact & influence is to focus on your leadership and talent development. Is this the program/experience you need? You'll see at the link that my one time only very special offer expires at 5 pm on 31st January 2020.

Be remarkable.
Ian

Friday, 17 January 2020

Why decision-making is an essential skill to thriving in the new world of work

Sound decision making is an essential skill to thriving in the new world of work. In this world humans are being remarkable and doing work that is meaningful for them and highly valuable for others. In this new world machines have taken over the simple, routine repetitive work.


Decision-making is human work


I am no longer surprised by people in organisations who are perplexed at decisions made by leaders, because more than 50% of such decisions turn out to be the wrong decisions.

From two decades of research by Dr Paul Nutt of Ohio State University and involving hundreds of organisations 3 key reasons why 50% of decisions fail were discovered:


"1) 1/3 driven by ego.

2) nearly 2/3 of executives never explore alternatives once they make up their mind.

3) 80% of managers push their decisions through by persuasion or edict and not by the value of their idea."

Should any of the above be happening in your organisation what change/s can you make beginning today?

Another big problem that I see Lack of Transparency


For BIG decisions never make a decision until all the angles have been thoroughly viewed and debated.

Have a process!

Below is what I give to my clients to get them started. NB NEDS = Needs, Expectations and Desires.



Having a process means transparency of decision making which means greater acceptance and higher support for decisions.

Having a process also means a greater likelihood of

  • buy-in by those affected by the decision.
  • higher probability of making the right decision,
  • less poor decisions!
  • and less decisions You need to make in the first place!

The third problem I see is leaders unnecessarily involving themselves in decisions they shouldn't be


If this is happening at your place carry out a review as soon as practical to ensure that every day decisions are being made by the people doing the work and who are involved in customer/client transactions and interactions. Make sure that they are genuinely empowered to make decisions and that you have clarity with them about how they will be held to account.

Be remarkable.
Ian

Wednesday, 15 January 2020

Every country and company should have a leader of possibility

This year I'm cranking up everything to do with Possibility Leadership as I complete the writing of the book and roll out the new program.

I'm coming across all kinds of interesting things in my research including the fact that the UAE government has a Ministry of Possibilities.

Every country and company should have a leader of possibility.

Who will you become?

What will you do next?

Be remarkable.
Ian

Wednesday, 8 January 2020

5 insights for more conscious, catalyst and creative conversations

This digital age doesn't have to mean the continued deterioration of great conversation and communication that is evident in many organisations.

Here's 5 insights for more conscious, catalyst and creative conversations. These are my tried and tested methodologies in my work with clients over 30 years.

In all conversations and communication the key characteristics for the greatest success are candour, conviviality and compassion.

1) Discovery/Decision


Have an open mind. There must be no forgone conclusions if you are to have a truly conscious, catalyst and creative conversation.

Start with a blank page yet be clear on the topic. My suggestion is one topic per conversation. Have a declared starting and finishing time. 45 minutes at a time works best.

Seek to answer this question What will our greatest achievement in insert topic look like?

Use a talking stick to encourage all participants having their say and being uninterrupted in doing so.

Make decisions about the path you're going to follow to act on your insights using a proven decision making process. If you don't have one get in touch with me and I will run you through some options.

2) Possibility/Planning


It's critical to your success in turning possibility into reality to co-create a possibility plan. Limiting your plan to one page is highly recommended. As one of the pioneers of plans-on-a-page I know from vast experience that keeping your plans to a page is key to guaranteeing success.

You should be able to glance at your plan and know instantly what is happening. I recommended 7 sections. I call these the seven areas of significance for sustaining shared-view. I recommend watching the short videos or listening to the short podcasts here. There's also my own current possibility plan-on-a-page at the link that you can download.

This conversation 45 minutes also. It can be more than 45 minutes just take a break at 45 minute intervals.

3) Practical/Process


Answer these questions post your planning conversation:

How will we ensure we're always practical in the execution of our plan?

What proven processes will we follow to keep us real and positive?

4) Progress/Adaption


I've written about the 'progress principle' many times. The latest is principle 8 in my mini ebook '11 proven principles for embracing the art and practice of possibility leadership.' You can download the mini ebook here.

5) After-action/Integration


There's plenty to contemplate and act on in your own best way about after-action-reviews and integration work in the above mini ebook. See principle 10. Here's the heart of it:

After-action-reviews are a game-changer because while every detail is still fresh in people’s souls, hearts and minds is really the only time to effectively reviewperformance. This is why all the great sports coaches get their teams in the room privately straight after the game and before they speak with anyone else.

The following is the process I follow for conducting after-action-reviews:

1) Review one action at a time and answer the following questions what happened and why? what did we learn, relearn, and unlearn? How can we be better, wiser and more valuable in applying these learnings? Who will we become? What will we do next?

2) Determine with your colleagues how your answers will be integrated with what is already working well for you.

3) Upgrade your individual, team and organisational plans-on-a-page accordingly.

4) Reflect new perceptions in appropriate standard operating procedures, policies and practices (SOP’s).

5) Upgrade learning and development materials.

My recommended process for integrating new perceptions with what is already working well for you:

1) Choose one new perception to be integrated with one thing that is working well for you.

2) Decide who will be doing the work and how progress will be made visible.

3) Agree on a deadline for the integration.

4) Do an after-action-review of the integration!

5) Repeat.

Who will you become?

What will you do next?

Should you love some help, please get in touch with me. You may wish to take advantage of the very special 3 session offer here. Offer expires on 31st January 2020.

Be remarkable.
Ian

Monday, 6 January 2020

Will you join me at my next Possibility Leadership Preview Seminar?

On January 20th between 4 and 5.15 pm AEDT I'm conducting a complimentary preview seminar via Zoom of my all new Possibility Leadership online program.

You can learn more about the program here. Very special investment offer available until 5 pm 31st January 2020.

Download the mini ebook where I explore my top 11 proven principles of Possibility Leadership that you can begin to apply immediately in your own best way.

Register for the preview seminar here.

Be remarkable.
Ian

Friday, 3 January 2020

Can you help me find proven purpose-driven corporations and privately owned businesses?

My major writing project this year is my book Possibility Leadership. You can download the mini ebook version here.


As part of my research I want to interview leaders worldwide in

1) proven purpose-driven corporations,
2) privately owned businesses, and
3) solo professional service providers to these people.

If any of the three above is you, and you're happy to have our interview published once you have approved it please get in touch with me.

My telephone number is +61 418 807 898.

Be remarkable.
Ian

Wednesday, 1 January 2020

11 proven principles for embracing the art and practice of possibility leadership

Happy New Year! May 2020 be your best year yet.

Your best tomorrow depends on how well you master leadership today. What's your next move?

For over 30 years I’ve been working with leaders in privately owned or family businesses, proven purpose-driven organisations and corporations; and solo professional service providers to these people.

It's become obvious to me that the most successful leaders have found their own way to live sustainably in the top right hand quadrant below.


Where would you put yourself?

You probably find yourself there sometimes.

Below I explore 11 ways that you can choose to be there most of the time.

This post is also a mini ebook.

You can download the mini ebook here.

"Stress is caused by being here and wanting to be there."
Eckhart Tolle

I suggest keeping Eckhart Tolle’s wisdom prominent in your heart, mind and actions as you adopt the 11 proven principles herein in your own best way.

My highly recommended method for doing this is through taking quantum leaps and aggregating the marginal gains.


Introducing Possibility Leadership

The People Leadership Component: 
unearthing, magnifying and enhancing people’s essence (character, uniqueness);

The Process Management Component 
ensuring processes, which include policies, procedures, practices, philosophies, principles, structures and systems, mean it’s simple for people to bring their essence to their work;

The Sustainable Progress Component 
the art of keeping progress in meaningful work visible and desired value delivery a consistent and delightful experience for employees, clients/customers and other stakeholders.

Introducing the 5 interconnected roles

Possibility Leadership is:

seeing and bringing out the best (essence) in people, including yourself,

supporting people with powerful processes,

playing 5 interconnected roles to enshrine the above into your value delivery, and to ensure sustainable progress.

To see where you’re at in the 5 roles and where you could shift to take the pulse check at my website.

11 proven principles  for embracing the art and practice of possibility leadership

Principle 1.
See every person’s essence first and foremost, every time


One of the many wonderful insights of quantum science is that we live in a world of infinite possibilities.

When it comes to us humans this is also true.

There are no duplicates. 80 - 100 billion people have walked planet earth. Only one you!

Each one of us is a one-of-a-kind human being.

Seeing every person’s essence first and foremost, every time, is the first step into possibility leadership.

Every time you meet someone see their uniqueness, their one-of-a-kind character. From there inspire and support them to unearth, magnify, and enhance their essence.

I find Goethe’s insight from about 200 years ago timeless:

“When we treat man as he is we make him worse than he is.

When we treat him as if he already was what he potentially could be
 
we make him what he should be.”
Johann Wolfgang von Goethe

Possible Actions to integrate principle 1 into your life and work

1) Never judge another person’s intentions, feelings, thoughts or actions, rather help people to be accountable, while being an accountability role model yourself.

Focus on competing with yourself and seek to collaborate with everyone else.

This short online course ‘Reasons, Relationships, and Routines Guarantee Results’ may help you.

2) Never ask Who? when something doesn’t go according to plan, instead ask What happened? And then Who do you need to become and what must you do next to get back onto your path?

3) Show appreciation, gratitude, care and compassion in everything you are and do.

Principle 2.
Sustain shared-view in the seven areas of significance


Possibility Leadership is never this or that or either/or.

It’s never left or right in politics or right or wrong in any form.

Rather Possibility Leadership is always looking for both/and as well as and/also.

About 2500 years ago the Buddha called this the Middle Path.

Much more recently Stephen Covey called this The Third Alternative.

About 30 years ago I began to call this shared-view based on an insight from Jungian psychologist Robert Johnson.

In a presentation I attended Robert Johnson called a circle the Sanskrit word mandala, meaning whole. (Sanskrit is a language of ancient India with a 3,500-year history!)

He called the almond shape that happens when two circles overlap the mandorla (perhaps an old Italian word) meaning sacred piece.

This struck a deep chord within me and I created the model below.

Most of our troubles, personal, local, organisational, national, and international, are fundamentally based in our perceived need to hang onto the world in here (my view), our issues with the world out there (other people's views), and, our failure to focus more on the world we share (ours).

The exciting news is that when we find and sustain shared-view (ours) we can triumph over all our troubles.

In the most Remarkable Workplaces at a macro level shared-view is sustained in seven areas of significance:

1. Reality
2. Possibility
3. Purpose
4. Strategy
5. Execution
6. Progress
7. Culture

Possible Actions to integrate principle 2 into your life and work

1) With your team watch the short videos and/or listen to the short podcasts and then then complete the one page diagnostic.

2) Co-create a possibility plan-on-a-page for your team to close performance gaps identified. As an example see my plan below the podcasts at the above link.

3) Create an individual possibility plan-on-a-page for yourself and have your team mates do the same.

4) Use your possibility plans-on-a-page as conversation focusing tools in your team meetings, 1:1 check-ins, mentoring sessions and corridor catch-ups.

Principle 3.
Lead so that everyone including yourself, can sing their own song regardless of the situation


My favourite metaphors for our essence are music and song.

To learn more please play the short video below:



One of my favourite ways to not die with our music locked in us is learn to not worry about what other people think is good enough as this 1971 Joe Raposo song written for the children's television show Sesame Street as its signature song illustrates:

Sing, sing a song
Sing out loud
Sing out strong
Sing of good things not bad
Sing of happy not sad
Sing, sing a song
Make it simple to last
Your whole life long
Don't worry that it's not
Good enough for anyone
Else to hear
Just sing, sing a song
Sing, sing a song
Let the world sing along
Sing of love there could be
Sing for you and for me
Sing, sing a song

Other people wanting us to sing their song seems to lie at the heart of many of the world’s challenges


I printed out this diagram and placed it on the whiteboard in my office. I then invested a part of each day for a week studying it and deciding what more I could become and do. i.e. sing my song to help solve the world's problems and overcome the challenges affecting us all. You can read more about this here.

It is very easy to feel overwhelmed by these challenges.

Recognising that there are 3 kinds of leadership helps: self, leading for others, and leading for leaders, and behaving accordingly, reduces overwhelm and feelings of change fatigue.

Possibility Leadership is a willingness to sing your own song regardless of the situation (self-leadership).

Possibility Leadership is valuing others and demonstrating this through appreciating them so well that people cannot do anything else other than to sing their song regardless of the situation (leading for others).

Possibility Leadership is being a mentor (leading for leaders) for other leaders as they sing their song regardless of the tests, tribulations and triumphs of self-leadership and leading for others.

Possible Actions to integrate principle 3 into your life and work

1) What is theme song for your life right now. Mine is “This is the moment”.

2) Ask your team mates what their theme song is right now and have conversations around why they chose their song, what the words mean to them, and how they are influenced in their lives by their song.

3) Also discuss what playlists you and your team mates have on your smartphones via Spotify or whatever platform you use. Explore your choices and why you listen to the songs and music that you do.

4) Ask How are your favourite songs influencing you to unearth, magnify and enhance your essence?

Principle 4
Choose your response to every moment


Possibility Leadership concurs with the wisdom of Yoda.


Yet before doing we must decide from a field of infinite possibility.

Our freedom to choose is possibly our greatest human capacity.

I often look at the picture below and contemplate the wise words of Viktor Frankl to remind myself of the power of choosing.


I often think too of my friend and colleague W. Mitchell's famous edict:


The future is full of infinite possibilities. What are you choosing?

Possible Actions to integrate principle 4 into your life and work

1) Examine with your team your last 5 major decisions and answer the following questions: Do you follow a process that means your decisions are transparent meaning people can see how you made the decisions even when they don’t agree with them?

2) Look back over the last week as an individual reviewing the every day choices you’ve made. How aligned were you with your essence? How many times did you feel unable to sing your song? And how often did you sing it? What lessons are here for you to take on board and sing your song more often?

3) Explore this blog post with your team mates and decide what your one word will be as a team and as individuals for the next year.

Principle 5
Bring your whole self to your response to every moment and inspire and support others to do the same


There are 5 facets to being a whole human. I call them the 5 faces of a human being fully alive. 

You can learn more about this concept in my books which you can download with my compliments via the PDF at this link.


To sing our song and to enable others to sing theirs we must bring our whole being to every moment.


I like this insight:

“In the past jobs were about muscles, now they’re about brains, 
but in future they’ll be about the heart.” 
so says Minouche Shafik, Director of The London School of Economics,
and recently a candidate to lead the Bank of England. 

I‘m going a few steps further. I’m suggesting that the future of work is about the heart, the head, the hands, and the soul, and aligning with the universe (one song) which to me is understanding that there is an energy, a vibration, a force if you like that connects us with everything there is.

Many folk call this force God referring to an external being. Today we know that this force lives within us all.

Possible Actions to integrate principle 5 into your life and work

1) Listen to your heart more. Explore/research what this means for you. There’s research out there that suggests listening to our heart is much more beneficial, faster, and wiser than listening to our brains.

2) Invest time and energy designing and implementing the special combination of soul (be) heart (feel), the head (see), the hands (do), and aligning with the universe (one song) (is) into your work.

3) Select soul mates willing to work with you and you with them on living the 5 faces of a human being fully alive. 

Principle 6
The result/outcome we truly want has happened
in possibility land long before we see it manifested as reality.


Adopting this principle in your own best way takes listening to yourself to a whole new level.

No doubt you have heard famous sports people talk about visualisation. This is seeing desired performance in your mind first and then translating the visual into reality.

Be (soul), Feel (heart), See (mind), Do (hands) = reality is the full process I’m suggesting.

Below is a screen shot from this Gregg Braden video.
It’s a new take on Ask and You Shall Receive. Turns out it's not that simple as some people think yet it is more profound.

You may find Gregg a bit out there. Look past that feeling. We live in a world of infinite possibility right?

Often we don’t see texts like the quote above which is from the Gospel of Thomas, because it was deemed by religious figures as not worthy of inclusion in the bible.

I suspect this is because a lot of what is said in the Gospel of Thomas doesn’t fit the dogma and doctrines of religious leaders.

Dogma and doctrine of any kind kill Possibility Leadership because they place limits on the limitless.

This is why it’s so important to adopt this principle of ‘The result/outcome we truly want has happened in possibility land (i.e. the soul, heart and mind) long before we see it manifested as a physical reality.

Possible Actions to integrate principle 6 into your life and work

1) Do more soul, heart and mind work. Whatever these mean to you.

2) In your soulmates group (you might call it your master-mind) explore the above.

3) Invest as much time and energy as you can in Being, Feeling and Seeing before any Doing.

4) In your after-action-reviews (see further in Principle 10) review Being, Feeling and Seeing as much as you review what you did.

Principle 7
Match words with deeds and documentations.


In every organisation you will find varying degrees of sophistication for standard operating procedures (SOP’s) manuals.

Often they have been written by consultants or people who don’t actually do the work. This often means that the procedures are too contemplated (or lacking common sense) for people to bring their essence to their work.

The new management is ensuring processes, which include policies, procedures, practices, philosophies, principles, structures and systems, mean it’s simple for people to bring their essence to their work.

Possible Actions to integrate principle 7 into your life and work

1) Begin today to have people who do the actual work to systemically review and rewrite where appropriate every process, policy, procedure, practice, philosophy, principle, structure and system in your organisation, so that it’s simple for people to bring their essence to their work. Start with customer interactions and transactions and then employee to employee interactions and transactions.

2) Create the above as checklists and visuals wherever possible.

3) Review your daily, weekly, fortnightly, monthly, quarterly and yearly business and personal rituals and routines. Create a plan-on-a-page like mine.

Principle 8
Keep progress in meaningful work visible.


For most of my 49 years working life I’ve observed that in the very best workplaces progress towards shared objectives has been visible via scorecards and/or scoreboards of some kind.

When ‘The Balanced Scorecard’ concept began to be adopted from 1996 not only did the pictures get better, so did what was being pictured.

In the last 8 years there’s been a further raising of the bar as the wisest people apply ‘The Progress Principle’ which was rated by Harvard Business Review as the breakthrough idea of 2010. I highly recommend getting the book.

Possible Actions to integrate principle 8 into your life and work

1) There’s a whole section on this in my Remarkable Workplaces book. You can listen to the podcast and check out the recommended actions here.

2) You can download the book with my compliments via the PDF that you’ll find here.

Principle 9
Appreciate people in public, hold people to account in private.


Of course you know the adage praise in public, criticise in private. I think praise and criticism are both inadequate descriptors. My preferences are appreciation and accountability.

The eminent psychologist William James said 
“the deepest human desire is a craving to be appreciated.” 

Appreciating people can improve in most organisations. Equally so can helping people to be accountable. Both are discussed yet walking the talk seems to be a challenge.

Integrate the simple technique below into your daily routine and you will immediately improve both appreciating people and helping people to be accountable.

The Double A Technique

Ask: “How are things going?”

When you get a positive response:
Ask: “How does that make you feel?” (be quiet and pay attention)
Then say, Great, Brilliant or whatever is appropriate.
Then ask: “Any other areas I can help you with?” (be quiet and pay attention)

When you get a negative response:
Ask: “What happened?” (be quiet and pay attention)
Then Ask: “What do you need to do to get back on track?” (be quiet and pay attention)
Then Ask: “Is there anything I can do to help you?” (be quiet and pay attention)
Finally, Ask: “Anything else?” (be quiet and pay attention)

You may find watching the video of me demonstrating the above technique with your team valuable.

Possible Actions to integrate principle 9 into your life and work

1) Hold a creativity session with your team mates around the theme of catching people doing things right and how you will better integrate doing so in daily work.

2) Agree on appropriate places for public and private conversations.

3) Using your plans-on-a-page previously created as focusing tools have conversations like the Double A technique for appreciating people and helping people to be accountable.

Principle 10
Conduct regular after-action-reviews and carefully integrate new perceptions with what is already working well for you.


After-action-reviews are a game-changer because while every detail is still fresh in people’s souls, hearts and minds is really the only time to effectively review performance. This is why all the great sports coaches get their teams in the room privately straight after the game and before they speak with anyone else.

The following is the process I follow for conducting after-action-reviews:

1) Review one action at a time and answer the following questions what happened and why? what did we learn, relearn, and unlearn? How can we be better, wiser and more valuable in applying these learnings? Who will we become? What will we do next?

2) Determine with your colleagues how your answers will be integrated with what is already working well for you.

3) Upgrade your individual, team and organisational plans-on-a-page accordingly.

4) Reflect new perceptions in appropriate standard operating procedures, policies and practices (SOP’s).

5) Upgrade learning and development materials.

My recommended process for integrating new perceptions with what is already working well for you:

1)Choose one new perception to be integrated with one thing that is working well for you.

2) Decide who will be doing the work and how progress will be made visible.

3) Agree on a deadline for the integration.

4) Do an after-action-review of the integration!

5) Repeat.

Possible Actions to integrate principle 10 into your life and work

1) Get started on incorporating after-action-reviews and integration work as a part of everything that you do.

2) Share your learnings and successes and failures with me and anyone else you feel would value your experiences.

Principle 11
Sustain magnificence through playing your best in 5 interconnected roles and in sharing stories.


Your objective is to become and remain remarkable in each of these roles.

Possible Actions to integrate principle 11 into your life and work

1) See where you’re at in the 5 roles and where you could shift to through taking the pulse check at my website. 

2) Participate in my online or in person events where I often host experiences about these roles and everything Possibility Leadership.

3) Share your stories at these events or email me ian@ianberry.biz

More on sharing stories and a story from me here.

4) Consider working with me to master the roles in your own best way. Options are overviewed and linked to below.

Applying these proven principles in your own best way leads to 
more people feeling valued, living values and delivering value. Imagine that!


Maybe I can help you.
Below are links to the ways we can work together.

Complimentary discovery session and then 3 - 9
Sessions via Zoom + unlimited telephone conversations.

This is my Foundation Program.

Recap

Principle 1.
See every person’s essence first and foremost, every time.

Principle 2.
Sustain shared-view in the seven areas of significance.

Principle 3.
Lead so that everyone including yourself, can sing their own song regardless of the situation.

Principle 4.
Choose your response to every moment.

Principle 5.
Bring your whole self to your response to every moment and inspire and support others to do the same.

Principle 6.
The result/outcome we truly want has happened in possibility land long before we see it manifested as reality.

Recap continued

Principle 7.
Match words with deeds and documentations.

Principle 8.
Keep progress in meaningful work visible.

Principle 9.
Appreciate people in public, hold people to account in private.

Principle 10.
Conduct regular after-action-reviews and carefully integrate new perceptions with what is already working well for you.

Principle 11.
Sustain magnificence through playing your best in 5 interconnected roles and in sharing stories.