Shane Wallace

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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The Scientifically Proven Benefits of Meditation for Enhanced Energy and Vitality.

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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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Great little post here about psych safety on virtual teams: https://lnkd.in/ggjecQ9y – As a part of a team that works more than 90% of the year in a virtual setting this has been something we have had to be intentional about as well at Aristotle Performance.   Here are the tips I would add to the article based on my experience: -Drop the formality – teams that are all business all the time struggle to innovate and share ideas that might be “off the agenda”. -Build relationships over a different format – I make regular phone calls. Yes, the phone. I start by saying some version of “how are you – I’m going for a walk – tell me how things are going” I still send along a text ahead of time to make sure I’m not disturbing anyone’s workflow but I make time and I aim to listen. -Don’t overwhelm your team with BS team building – take extra time and go to a comedy show or a tourist attraction when you are on a work trip. We went for an extra 3 days to Saltsburg after working with a German client. Keep it low key and low obligation so the focus is on a natural development of relationships instead of a forced or contrived situation. What tips would you offer from your experience as a leader? What about from your experience as a team player? #psychologicalsafety #leadership #virtualworkplace #virtualteam #online #workonline

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An executive coach is someone who you can confidentially share your hopes, dreams, frustrations, challenges, fears, doubts, and struggles without feeling judged. Most clients find coaching reassuring and energizing. They are no longer alone and feel more secure knowing that most of their unhelpful thinking and actions are both normal and typical. They learn they can choose to make positive changes to grow both personally and professionally. There are a couple of ways we could work together to support your growth plan. Individual and group coaching: https://lnkd.in/ecGiNgne 10 X Coaching Intensive: https://lnkd.in/gxgm4BWX First-time Manager Success: https://lnkd.in/gMSwrkFm Which one will be most helpful for the new you? #professionaldevelopment. #businessowners #managers #management #business

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Struggling to get decisions made? Do you find your stakeholders delegate, defer or ask for more data? Are your team on a roller coaster of preparing for the decision, which feels stressful, then paralysed when it is delayed, then hard to get started if/when it happens. We know, we have been there. Have you tried one of the process based approaches (DACI, RAPID®)? How is that working for you? Do you know your 'D'? Does it help? Probably not. Decisions carry risk. Risk affects our safety. Our safety drives our motivation. Wouldn't you love an easy fix? We know you would. But good things are rarely easy. In this case, the steps are easy, but they need you to invest upfront, to create an environment where decisions are made easily. It starts with good governance, established and settled, not implemented as the decision is taking place. It continues with not surprising our decision makers. Communicating effectively along the way, especially the micro decisions made. Then it comes down to spotting, mitigating and managing the group dynamics. This is the make or break. The tactics are simple, best applied early. We have a module in our Bootcamp called 'Every interaction is an intervention' where we share the tactics. We are piloting an AI agent that guides you through your likely success and what tactics will make the most difference. The days of process based decision making approaches are dead. Say Hello to the Irrational Change! #irrationalchange #decisionmaking #dontbeadinosaur

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On Complexity ... Complexity is not something that most can handle with grace; and it takes some work to get there. Jennifer Garvey Berger wrote some years back on some classic traps we encounter as soon as we deal with complexity. 5 Mindtraps: 1. Trapped by simple stories. Your desire for a simple story blinds you to a real one. 'Leaders who put too much faith in their heroic tales of the past and project simplistic versions of the future can be alluring - and ruinous. To escape we need to find our way out of simple stories and back into our complex real ones.' 2. Trapped by rightness. Just because it feels right doesn't make it right. 'When leaders believe they are right in a complex world, they become dangerous, because they ignore data that might show them they are wrong; they don't listen well to those around them; and they get trapped in a world they have created rather than the one that exists.' 3. Trapped by agreement. Longing for alignment robs you of good ideas. 'Too much agreement, while pleasant, makes us follow a narrow path rather than expanding our solution space.' 4. Trapped by control. Trying to take charge strips you of influence. 'When we care about big, complex, intertwined issues, leadership requires the counterintuitive move of letting go of control in order to focus on creating the conditions for good things to happen - often with outcomes better than we had originally imagined.' 5. Trapped by ego. Shackled to who you are now, you can't reach for who you'll be next. 'Though we rarely admit it to ourselves or others, we also spend quite a lot of our energy protecting our seemingly fragile ego....When we try to defend our egos rather than grow and change, we end up perfectly designed for a world that happened already, instead of growing better able to handle the world that is coming next.' What is your 'classic' pitfall ? 🥇 For those interested in this work (covering a part of adult development / ego development / vertical leadership development), I have a spare copy I am happy to give away. The first person to DM me gets it for free in the mail.

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 This is a great post. When I think of how this relates to our work around psychological safety the first thing that comes to mind is the degree of psychological safety needed for strategic vs process driven innovation. Although it’s not absolutely true, strategy requires a lot more willingness to suspend judgment when considering various paths forward. Process can often have components that are more predictable. In both cases the ability to innovate requires psychological safety, high standards and a process that includes planned experimentation. Smart risk taking is an art and a science.

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Leaders Who Tell Stories Rule the World "But far more importantly, as Kets de Vries explains, stories can become tipping points for change – not just for the audience but also the leaders who tell their stories. To effect change in others, he explains how psychological judo can be a useful method to influence others through their own stories." >> Short interesting podcast with Manfred Kets de Vries / INSEAD on storytelling. https://lnkd.in/e_g7kVN3

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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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Coaching is the most effective individual leadership development approch for leaders to quickly and sustainably develop critical skills.

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“The VCR Method” is a GAME CHANGER! - says a fellow coaching client that benefited from this framework ---- Alright friends, it's Monday, it's a new week, I'm inspired, excited, and on a mission! Here's a quick coaching method that will help your clients go from stagnant to UNSTOPPABLE (while helping you become a better coach!) It's designed as a framework to help you shape your coaching sessions in a way that helps you position yourself as a leader, while taking a firm stand for your clients' success, and showing up your exceptional coaching skills. ---- The 1st Step: STOP Call Out the Problem that’s keeping the client from taking the suggested steps to achieve their goal This helps the client safely communicate what they are resisting, afraid of, or doubting about themselves or the process you are guiding them through The 2nd Step: Pause Help the client detach from the outcome they want and reassess the plan you have co-created with them. With a revised plan, you can both commit to moving forward. Detachment separates the client from expectations and provides clarity for critical thinking & vulnerability The 3rd Step: Play With resistance addressed, a plan co-created, and the client detached from the outcome [while still committed to their goals,] you can both move forward powerfully. It’s important that you’re in close proximity to the client for the first 2-3 steps they take. This will help them generate the momentum to develop the confidence to achieve their goal without becoming co-dependent to your presence. The 4th Step: Fast Forward Double down on what’s working and help the client increase their capacity for action and achievement. While your client is achieving milestones, they’re generating the confidence to set bigger goals. Repeat steps 1-3 to ensure they remain balanced while they pick up speed and generate momentum. The 5th Step: Reverse While holding your client accountable to their goals, go back to the notes you’ve collected regarding their resistances and pain points. Stay sharp for the client. They’ll be leaving things in their Blindspots while they advance forward. Keep their past challenges close so you can help them continue working through practices that help them transcend what’s held them back in the past Want help building a better coaching practice? Take Your Pick! Quarterly Group Programs 1:1 Mentoring Free Weekly Group Calls Let me know how that framework works out for you!

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Our monthly WOW sessions offer members invaluable guidance on designing and implementing effective HR strategies. These dynamic sessions combine expert insights, sharing best practices, and practical tools. Attendees leave equipped with actionable plans that support their business objectives. WOW Sessions are another example of the many benefits of membership. Download this PDF to plan your next session. #AAIM

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One of the biggest challenges we face when we speak to internal stakeholders is the disconnect between “we need a course" and “we need an outcome”. We have this conversation constantly – and it has continued to show how well equipped internal teams are to lead change. Teams that are well equipped to lead change and develop innovation and high performance do 3 things: -Have drawn a clear line between business needs and development gaps -Have identified examples & areas where leaders & teams are successful -Have a clear sense “future state” and of the behaviours they need to see developed (or they are aware that they need help to define this better and ask for our help with this process). Development that is organized around outcomes gains buy-in from leaders. If it’s well communicated to participants, it is also better received and there is more engagement – because it is also helping to make the work life of participants better as well. This was inspired by the infographic which was posted by Nick Shackleton-Jones, appreciate it coming across my feed.

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Inclusive Hiring Practices: A Blueprint for Organizational Success Inclusive hiring practices not only ensure compliance but also drive innovation, boost team performance, and showcase a company’s dedication to social responsibility. Diverse teams bring unique perspectives that foster creativity and enhance decision-making processes. Research conducted by the Canadian Centre for Diversity and Inclusion (CCDI, 2023) reveals that companies embracing inclusive hiring witness a 35% surge in productivity and a 20% increase in employee engagement. Moreover, organizations that mirror the diversity of their communities cultivate stronger customer loyalty. Despite the myriad benefits, many companies face challenges in implementing inclusive hiring strategies due to biases, outdated policies, and a lack of awareness. True inclusivity goes beyond traditional recruitment methods by actively seeking candidates from marginalized groups like individuals with disabilities, newcomers, and Indigenous communities. To excel in inclusive hiring, organizations should: - Craft job descriptions using inclusive language and focusing on essential skills. - Broaden recruitment channels by collaborating with community organizations and diversity-focused job boards. - Adopt bias-free hiring processes such as structured interviews and diverse hiring panels. - Provide accommodations to ensure an accessible and welcoming interview environment. - Conduct regular training for managers on unconscious bias and inclusive leadership. Leading by example, companies like Gowan Health (2023) have reported a 40% decrease in turnover rates and a notable uptick in employee satisfaction through inclusive hiring practices. Meanwhile, JobsAbility.ca (2023) showcases businesses that have witnessed improved team morale and a more positive workplace culture by embracing inclusive recruitment. Looking ahead, inclusive hiring isn’t just about meeting diversity quotas—it’s a strategic imperative. Organizations that embrace equitable recruitment practices build resilient, adaptable teams prepared to confront future challenges. References: - Canadian Centre for Diversity and Inclusion (CCDI). (2023). Inclusive hiring practices for Canadian employers. Retrieved from https://lnkd.in/esDh8dw5 - Gowan Health.

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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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