John Whitehead, MA, PCC, CEC.

on #informedintuition "The idea that you can improve your performance by relaxing and “just trusting your gut” is popular. While it may be true that intuition is valuable in routine or familiar situations, informed intuition is the result of deliberate practice. You cannot consistently improve your ability to make decisions without considerable practice, reflection, and analysis." ~The Making of an Expert; by K. Anders Ericsson, Michael J. Prietula, and Edward T. Cokely #reflection #executivecoaching #outoftheboxthinking #leadership

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A great strategy is more than just a document with a big, great plan! It’s the story that drives an entire organization forward. The LEAD Forward September is ready for you who wonder how to make your strategy resonate more in the organization. We believe that strategy should resonate at every level of your organization. Our September Brief reveals proven techniques to turn your strategic vision into a compelling narrative that engages leaders and teams alike. When your strategy becomes a story, it inspires action, fosters alignment, and propels success.

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Bring Clarity to your Future - Focus on your Passions Are you recently retired or contemplating retirement? Are you retired and restless? Are you trying to avoid retirement?  If you answered yes to any of these questions, there is a good chance that you are experiencing some angst. Welcome to being normal. Our brains are wired to experience concern when facing uncertainty. Feeling a sense of angst for an extended period of time, however, can be harmful to your brain and your body. The antidote for angst is knowledge – the kind of knowledge that can give you clarity about how to approach the next chapter of your life. How can you gain clarity? Try these three tips. 1.    See your journey into uncertainty as an adventure. It presents you with an opportunity to envision a future that is not an extension of your past. It can be a time for re-invention, exploration, curiosity. 2.    Spend some time reflecting on your passions that you have put aside for one reason or another because life got in the way. Create a journal to capture your thoughts in writing. Nothing elaborate is required. Simple bullet points are fine. For example, your list might say: a.     Photography. I’ve always loved it. Never took time to pursue it. b.    I love dogs, have since I was a kid. I’ve thought about breeding and showing dogs – never had the time. c.     Reading. I’ve always been an avid reader. Ten years ago I stopped. Don’t know why. Seemed like I didn’t have time. Too much other stuff going on in my life. 3.    Envision making them part of your future, either as full-time endeavors, or part-time activities. Relax and allow your imagination to run wild. Don’t edit your thoughts, judge your thoughts, or worry about what others might think. This exercise is for you alone. Go to your journal. Write down your ideas and thoughts. You need not share them with anyone – until you’re ready. Here is one example: a.     I’ve always liked to photograph animals – in the wild and people’s pets. I could invest in some high-quality cameras, lenses, etc., start photographing, create a blog site and start showing my work to people. Maybe advertise as a pet photographer and earn a few bucks to start. I could see where that goes, then maybe do some reading and research, find the breed of dog that I would want to breed and show and see where that takes me. Yeah. I have the time now. Start today. Create a journal and write down your thoughts and ideas. Doing that will accomplish these things: ·      It will help you remember them as you move forward.  ·      It will replace your angst with focused clarity. ·      It will help you develop your plan for a rewarding next chapter. Which passion will you pursue first?  

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My one thing... Start from the perspective that you could be wrong, and that that is okay. It doesn't make you wrong or a bad person, but it will get you to focus deeper, recognizing that there's so much more going on than a black and white focus of wrong and right. Thanks to Productive Joy for hosting me. If you want to check out more of this podcast, slide over to Spotify: https://lnkd.in/ewD6MAQP #leadership #leadingright #perspective #change #makechange

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I love this post. Moral Courage is the differentiator. Courage to do what’s right even at times of personal risk for leaders who are highly respected. They also lead high performing teams because they have the internal strength to help teams cut out distractions and keep the team on target - while remaining empathetic. Moral courage builds psychological safety and trust. It is the key.

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What Our Clients Are Saying About the Connections Leadership Journey® Attend our Connections Leadership Journey beginning October 17, 2024 and experience this comprehensive program. Real experiences, real growth. Discover how CLJ has transformed leaders and teams! #LeadershipJourney #FacilitatorCertification #UnlockPotential #TransformativeLearning #OpenEnrollment #Empowerment #LeadershipDevelopment #SkillsBuilding #ProfessionalGrowth

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Your future is shaped by the decisions you make today.   In leadership, it’s not about how you began—it’s about how you move forward. Focus on continuous improvement and lead your organization to new heights.   Contact Beneva Group for your Top CI Talent Solution needs! Click the link in the comments.   #LeadershipJourney #ContinuousImprovement #OperationalExcellence #BenevaGroup

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One of the biggest developmental needs for organizational leaders is to help them become more effective coaches for the people they lead. But, to become an effective coach as a leader requires both vertical and horizontal development. Read more ➡️ https://heyor.ca/g1Ygab

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An Integrated Human Resource System is crucial for organizations, providing a comprehensive set of functions and programs that share a common architecture and complement each other. This integration ensures that HR information systems and programs work together harmoniously, unlike traditional setups where functions operate independently. Learn more about integrating key HR talent management processes here: https://lnkd.in/emi8ja4Y

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One of our counterintuitive pieces of advice.  One that change agents miss every time. It matters, and it needs action, quickly. If you don’t, the situation is just going to get worse, not better. It isn’t sexy, it is basic, but it really matters, and you need to hear it: ▷ Your project or program team is your first round of change targets   ▷ Your stakeholders are your second round of change targets     We can be quick to focus on those that need to adopt the change, the real change targets.    We assume our project or program team are on our side, aiming for the same goals and full of trust in us.  They aren’t. They are focused on THEIR goal; to deliver the product and are full of expectations of what you will, or won’t do, based on their past experiences.  The project has been running a while, and that it feels as though everything is late, due to all the slippages before you arrived.  The pressure is on to deliver and deliver fast.  You focus on your Change Targets and make big assumptions. Assumptions that can prove to be dangerous.  You realise that you are causing discomfort in your project team. They want to micro-manage or constrain you. Stakeholders aren’t seeing their role as you see it, or are simply unavailable.  You pause.  You reflect.  You realize your project team or stakeholders don’t trust you, and that you may be heading in different directions.  What do you do?  Awareness is the first step.  Take a moment to pause and prioritise.  Build relationships, FAST.  ▷ Build rapport.  If necessary have the ‘we have got off on the wrong foot’ conversation. ▷ Ask questions and listen to the answers.  Understand their position, their goals, what success looks like for them, and what (if anything) is causing the pressure, or fear they have.    ▷ Run with the horse: If they are under pressure, and just want you to get things done, it can be hard to find the moment of pause, if so give something so that they feel progress is being made, and as an entry to a conversation.  ▷ Bring Gifts:  Overtly signal that you are here for their success.  (Gifts are not ‘gifts’, they are insights, data, shared secrets; something they value in helping the project move forward).  If you can be mindful, and offer something which is more likely to delight, rather than the bare-minimum.    ▷ Prepare for a hard fail:  If you can’t build the relationships, or establish the access, there is a chance that you (and the project) will not be successful. It will be hard to reframe.  ▷ Learn for the next time:  Your project team are your first round Change Targets. Use the 'golden window' when you first join the project to establish the trust. It is hard to build relationships and trust once the rituals have been settled.  It is rare that you will be given an environment in which you are set up for success.      Spot these dynamics early, act on them and create your own.  Invest in your success. #Irrationalchange #tactic 

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Values The following is a condensed excerpt from my upcoming book, “What’s Next- How to Make Your Next Chapter Your Best Chapter.    Our values are our unconditional beliefs about how we commit to live, demonstrated, and made credible, by our consistent conduct over time. Two words in this definition deepen and differentiate their true strength. These are unconditional and commit. Unconditional, in the context of your values, means that you cannot behave situationally or conditionally. You must live your values, no matter the situation or other peoples’ conduct or expectations. For example, you cannot claim respect as your value but respect only those who respect you in return. You cannot respect only people you like or people with whom you agree on important topics or people whose lifestyle you deem acceptable. This can be challenging. Why, you may wonder, would you respect someone who does not respect you? Or someone whose worldview is diametrically opposite to yours? Or a drug addict who defecates on your front lawn? The easy answer is this: You don’t have to. But if you don’t, or can’t, or won’t, you must acknowledge that respect is not one of your values. Instead, understand that respect is your conditional choice based on circumstances and on your judgement as to whether or not another person deserves your respect. If, though, respect is one of your core values, you must rise above another’s conduct or the situation that you deem to be disrespectful of you. You must look at others from a higher level. You may condemn the act, but you may not condemn the actor. When you encounter people whose values radically conflict with yours, you’ll experience a hard truth: Living your values can be challenging. When the conflict involves family members, friends, or close co-workers, the challenge will feel even tougher. That is why you must reflect long and hard before choosing and declaring your values. If you wish your values to truly serve you, you must remain consciously aware of them every day. When you are not conscious of them, you open the door to your hard-wired instincts – your shadow values - avoidance of discomfort and instant gratification. You’ll discover once again that those instincts can quickly override your values and cause you to behave in unintended ways. As you proclaim your values, think of yourself as the product you want others to trust. If you don’t live your values, why would anyone trust you? Do this—in writing with pen and paper  ·       Write down the names and the meanings of your values. ·       List the specific behavioral characteristics that you see as vital to demonstrating the ways you live your listed values.   This list is your starting point. More to follow.

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This quote highlights the profound impact of workplace culture and employee experience on an organization’s success. Workplace culture encompasses the values, behaviors, and practices that define how an organization operates and how employees interact. It sets the tone for engagement, influences retention rates, and plays a crucial role in the professional development of team members. When workplace culture fosters trust, inclusivity, and respect, employees are more likely to feel valued and motivated. This engagement leads to higher levels of productivity and innovation. A positive employee experience—encompassing meaningful work, clear communication, opportunities for growth, and recognition—further strengthens this connection. Employees who feel supported and appreciated are more likely to stay committed to the organization and invest in their roles. Conversely, a negative culture or poor employee experience can result in disengagement, high turnover rates, and stunted growth. Employees who do not feel aligned with the organization’s values or who perceive a lack of opportunities may look elsewhere, leading to talent loss and organizational disruption. Organizations that prioritize their culture and employee experience create a virtuous cycle: engaged employees drive success, and that success reinforces a positive environment. This balance is critical for achieving long-term retention, fostering development, and building a resilient, thriving workplace. Ultimately, a strong culture and employee-centric focus are not just beneficial for employees—they’re a strategic advantage for the entire organization. #EmployeeEngagement #WorkplaceCulture #EmployeeRetention #ConsciousLeadership #OrganizationalGrowth #TeamSuccess #PositiveWorkEnvironment #EmployeeExperience

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These are expectations that people earn when they have proven themselves useful and valuable to an organization, a community or a team. If you haven’t earned them then they are simply entitlements. I do agree that these are good things that organizations should work to offer, though.   You don’t deserve these because you show up.   If you feel you deserve something just because and you haven’t earned it – you are falling into the trap of entitlement. If you are entitled, you are giving your power away. The other person will become in charge of whether you get the things you feel entitled to or not. The more entitled you are the less empowered you are.   If you earn the rewards and they don’t materialize, you will be well rewarded when you leave and go somewhere that recognizes them.   Don’t expect a team social if your team doesn’t get its job done.

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👉Business Owners and Executives: Why do people like you choose to work with a professional executive coach? 1. Business, management, communication, and interpersonal skills development: To enhance their skills, style, and effectiveness in guiding their organization and teams. 2. Performance optimization: To identify personal and professional improvement areas, set goals, and develop strategies to achieve peak performance. 3. Strategic thinking and decision-making: To gain an outside perspective on complex business challenges and refine their strategic planning and critical decision-making approach. Would you find value in having someone 100% dedicated to your success? Would it feel good to know your fears and doubts are normal and there are highly effective strategies to manage them? Would you like a safe space to think out loud in a no-judgment zone? If you are open to exploring how working with me as your coach might be helpful, use this link: https://lnkd.in/ecGiNgne #business #managementdevelopment #success

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Have you ever helped someone only to notice they keep retreating to their old patterns? They fail to take your advice or make any changes to get what they say they want? I have I am reading Breakthrough Coaching by Marcia Reynolds, PsyD, MCC. It is the ICF (International Coaching Federation) Edmonton Charter Chapter book club choice And already I am feeling such resonance with the content I have highlights, underlined words and added punctuation and stars on the page, I have even made notes in a separate journal These concepts are so insightful that I also want to share them with you It may help you understand others better So why do we resist change? 1️⃣ “Routines our solutions to yesterday’s problems … they relieve us from having to think through steps” 2️⃣ “People prefer the certainty of misery to the misery of uncertainty” 3️⃣ “When you don’t have any past experiences, indicating how to succeed in the present situation, the brain defaults to predict failure. Prompting us to resist and avoid taking the risks required to grow.” Would love to hear your thoughts on these ideas! #thetalksicologist #growth #change

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What are the stories you're telling yourself about what other people think of you? R Teresa Lodato, CPCC, PCC, CRTC, CNTC's TEDx talk informs, educates and offers some tools you can use to change the stories you're telling yourself. Teresa says that the three Cs: be calm, be curious and be connected, are the key. Link in comments. I'm curious about the ways you interrupt old stories that no longer serve you. Share your tools and techniques in the comments.

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