Scott D. Anthony’s Post

Hello Disruption leaders let's explore the The interplay of business, conditioning, leadership and disruption Conditioning, is the process by which we learn to associate certain stimuli with specific responses. This can be incredibly useful in many aspects of life, but it can also limit our ability to adapt and change. When we are heavily conditioned, our brains become accustomed to certain patterns of thought and behavior, which can make it difficult for us to break free from these patterns and embrace new ideas or ways of thinking, "same old same old"   Now, let's talk about neuroplasticity. Neuroplasticity is the brain's ability to change and adapt as a result of experience. It's what allows us to learn new skills, form new memories, and adjust to new situations. However, when we're heavily conditioned, our brains may not be as plastic as they could be. This is because our conditioned responses become so ingrained that they override our natural curiosity and creativity.   Let's consider an example. In my generation, when the phone rang, we would typically answer it with the receiver held to our ear. This was a conditioned response that we learned from observing others and from our own experiences. However, with the advent of mobile phones, this conditioned response became less useful. Yet, many people and still instinctively hold their phones to their ears when they answer a call, even though they could just as easily use speakerphone or a hands-free device as most of a younger generation do. This is a simple example of how conditioning can limit our ability to adapt and embrace new ways of doing things.   In the context of business and leadership, this can be a significant challenge. If we're too heavily conditioned, we may struggle to adapt to new situations, embrace new ideas, and lead our teams effectively in a rapidly changing world. That's why it's so important to cultivate neuroplasticity and to challenge our conditioned responses. By doing so, we can become more adaptable, more creative, and more effective leaders. Incorporating these insights, leaders can create an environment that fosters neuroplasticity. By doing so, leaders can help their teams develop new neural connections, adapt to disruption, and drive innovation. OrgFit International specializes in helping businesses harness the power of neuroplasticity to improve leadership, team dynamics, and organizational development. If you're interested in learning more, I invite encourage you to check out the website or reach out to us directly. We have a wealth of resources and expertise that will be very beneficial to your organization. https://lnkd.in/grZXnD24 PK Savy Greg Pitcher 💞 🤘 PK Savy Erich R. Bühler Dr. Justin James Kennedy, Sean D. Waters , OrgFit International, Enterprise Agility University npnHub | Uniting Experts and Learners in Applied Neuroscience #disruptionleaders #leadership #enterpriseagility #neurodisruption #neuroplasticity

Minds are like parachutes — they function only when they are open. 𝐈𝐬 𝐒𝐭𝐮𝐛𝐛𝐨𝐫𝐧𝐧𝐞𝐬𝐬 𝐭𝐡𝐞 𝐔𝐧𝐬𝐞𝐞𝐧 𝐁𝐚𝐫𝐫𝐢𝐞𝐫 𝐭𝐨 𝐆𝐫𝐨𝐰𝐭𝐡 𝐢𝐧 𝐘𝐨𝐮𝐫 𝐂𝐚𝐫𝐞𝐞𝐫? When was the last time you truly changed your mind or shifted your perspective about something significant? If you're scratching your head trying to remember, you're not alone. Our minds crave consistency and predictability, leading us to stick with the tried and true. But what if I told you that this very tendency could be the invisible handcuff hindering your growth, especially in the realms of engineering leadership and management? Clinging to outdated practices not only stagnates your personal development but can also have a cascading effect on your team and organization. Embracing change and challenging your own beliefs is akin to intellectual agility, a critical skill for leaders in any high-stakes environment. 𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐲 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐚𝐝𝐚𝐩𝐭𝐚𝐛𝐥𝐞 𝐢𝐬 𝐧𝐨𝐧-𝐧𝐞𝐠𝐨𝐭𝐢𝐚𝐛𝐥𝐞: 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐃𝐞𝐦𝐚𝐧𝐝𝐬 𝐈𝐭: The most groundbreaking solutions often come from questioning the status quo. If you're not open to shifting your perspective, you're likely to miss out on opportunities for innovation. 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐓𝐡𝐫𝐢𝐯𝐞 𝐨𝐧 𝐎𝐩𝐞𝐧𝐧𝐞𝐬𝐬: Diverse teams bring diverse perspectives. Valuing and understanding these differences require an openness to change your own viewpoints. 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐢𝐬 𝐋𝐢𝐟𝐞𝐥𝐨𝐧𝐠: The moment you stop being open to new ideas and perspectives is the moment you stop growing. Continuous learning is essential for any leader aiming to stay relevant and effective. 𝐒𝐨, 𝐡𝐨𝐰 𝐜𝐚𝐧 𝐲𝐨𝐮 𝐜𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐭𝐡𝐢𝐬 𝐚𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲? 𝐒𝐞𝐞𝐤 𝐨𝐮𝐭 𝐨𝐩𝐩𝐨𝐬𝐢𝐧𝐠 𝐯𝐢𝐞𝐰𝐬: Actively look for information and perspectives that challenge your current beliefs. 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐜𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲: Encourage your team to ask questions and explore new ideas without the fear of being wrong. 𝐑𝐞𝐟𝐥𝐞𝐜𝐭 𝐫𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲: Take time to reflect on your decisions and beliefs. Identify areas where you might be holding onto outdated ideas. Let's not allow the comfort of the familiar to become the graveyard of our potential. It's time to embrace the discomfort of the new, for it is in this discomfort that growth lies. 𝐈 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐲𝐨𝐮: Reflect on a belief or perspective you currently hold within your professional domain. How did it come to be? Is it still serving you and your team well, or is it time for a reevaluation? Share your thoughts and let's discuss the power of perspective in shaping our leadership and management styles. --- 🔔 Want to see more posts like this? Follow me & connect! ♻️ Found it useful? Please repost! 🤓 Consider subscribing to my free newsletter, you can find the link in my bio.

💡 What I learned from The Friction Project   ➡ "What got us here won’t get us there." One of a few very important taglines I learned from “The Friction Project,” one of my last two courses from the Stanford LEAD program offered by Stanford University Graduate School of Business. The course title perfectly captured its contents and learnings. Professor Hayagreeva Rao helped us focus on Organisational Change, differentiate between helpful and harmful obstacles within organizations, and taught us a roadmap to eliminate the barriers to efficiency and organizational growth.   ➡The Role of Change Leaders Prof Rao emphasized the crucial role of leaders in guiding change. Rather than a command-and-control style, it’s about understanding, engaging, and inspiring everyone to move together. The PRESS Framework, presented like a map, outlines methods for effectively persuading and assembling change teams, recruiting support to energize new behaviors, and planning change actions.   ➡Embracing Adaptability  Being adaptable meant stressing the balance between introducing beneficial practices, removing unproductive ones, and knowing when to ease back or push forward.     ➡Change requires a Balancing Act.  Not all obstacles are bad. In fact, ‘good’ friction is like the brakes on a car, which helps us avoid rushing into decisions without enough thought. On the other hand, there’s ‘bad’ friction, like a flat tire, that slows us down for no good reason. We must distinguish between the two and ensure we’re only dealing with the kind that keeps us safe without holding us back. ➡Change requires a step-by-step process.  It sounds fundamental, but change can be broken down into three straightforward steps: getting ready, making the move, and making it stick. Think about preparing for a big trip, embarking on the adventure, and settling into a new place where each step is crucial. ➡Applying Friction Forensics It may sound like acting as a detective, which is true in this context. Before jumping into any change, having some ‘change tools’ helps us ask the right questions. It’s about ensuring we’re not just ready for the change but also doing it at the right time and in the right way. There’s more to list; some were captured in the attached carousel. Navigating business challenges requires managing friction creatively to foster growth. Professor Rao reminds us to see obstacles not as dead ends but as detours that might lead us to even better paths. Stanford University Stanford University Graduate School of Business Stanford LEAD Bob Sutton Allie Wilkinson Rhys Jamison Colin Kabaara Seulki Jeong

"The 8th Habit: From Effectiveness to Greatness" by Stephen R. Covey is a follow-up to his seminal work, "The 7 Habits of Highly Effective People." The 8th habit focuses on finding one's voice and inspiring others to find theirs. Here are the key points: 1. Find Your Voice: Discovering Inner Voice: The 8th habit encourages individuals to discover their true calling or voice, which involves understanding their unique talents, passions, and conscience. Four Intelligences/Capacities: Covey introduces the concept of four intelligences: physical, mental, emotional, and spiritual. Cultivating these intelligences helps individuals find their voice. 2. Inspire Others to Find Their Voice: Leadership and Empowerment: True leadership is about empowering others to discover and use their voices. This involves trust, mentorship, and creating an environment where people feel valued and heard. Modeling and Pathfinding: Leaders should model integrity and authenticity, and help others find clarity and direction in their personal and professional lives. 3. The Whole Person Paradigm: Holistic Approach: Recognizing and nurturing all dimensions of human nature (body, mind, heart, and spirit) leads to true fulfillment and effectiveness. Synergy and Alignment: Aligning organizational systems and structures with these dimensions creates a culture of trust and high performance. 4. Voice of Influence: Leveraging Influence: Using one's voice to influence others positively and contribute to their growth. Service and Contribution: Focus on serving others and making meaningful contributions to society, which in turn enhances personal fulfillment and organizational success. 5. Aligning Practices with Principles: Principle-Centered Leadership: Covey emphasizes the importance of aligning one's actions and practices with timeless, universal principles such as fairness, honesty, and respect. Integrity and Consistency: Living with integrity and consistency strengthens one's voice and ability to inspire others. 6. The Sweet Spot of Personal and Organizational Greatness: Overlapping Needs: The intersection of individual passion, talent, and what the world needs (or what people are willing to pay for) is the "sweet spot" for both personal and organizational greatness. Continuous Improvement: Embracing a mindset of continuous growth and improvement helps individuals and organizations reach and sustain greatness. 7. Tools and Practices: Implementation Tools: Covey provides various tools and practices to help individuals and organizations implement the 8th habit, such as the Whole-Person Paradigm, Voice Model, and Leadership Ladder. Practical Examples: The book includes numerous examples and case studies illustrating how the 8th habit can be applied in real-life scenarios.

LEADING THROUGH THE LABYRINTH: Lessons in Change from Steven Pinker In his seminal book "How the Mind Works," Steve Pinker delves into the mechanisms behind our thoughts, emotions, and behaviours. By applying his insights to organisational change, we can lead teams through transitions with greater empathy and success. THE POWER OF NARRATIVE Pinker emphasizes how we seek out stories to give meaning to events, and to connect with others. Leaders can leverage this by crafting compelling narratives that explain the purpose behind change. Purpose for Change = Big Picture + Vision + Benefits Whilst a Vision for Change and the likely Benefits of change draw us towards a brighter future, it is the Big Picture context that provides the vital ‘push’ in the form of the driving forces that make change inevitable – such as new technology, new competitors and changing customer demands. Once people have a clear answer to the ‘why’ of change it becomes a hugely easier for them to commit. TAPPING INTO MENTAL MODELS Mental models, are internal representations of the world that guide our thoughts and actions. When faced with change, these models can be challenged, leading to confusion and resistance. Leaders need to provide opportunities for employees to adjust their mental models through open discussions, training, and examples of success. Most important of all is to continually invite questions. The more questions people ask about how things will work in the new world the quicker they can ‘rearrange the furniture’ in their minds. ADDRESSING THE EMOTIONAL RESPONSE Pinker reminds us that emotions are deeply intertwined with cognition. Change often triggers fear, uncertainty, and a sense of loss. Leaders need to create a safe space for employees to express them. Open communication, active listening, and empathy go a long way in building trust and reducing resistance. The Lose-Keep-Gain Grid is an excellent engagement tool to deploy for this purpose (see 5forcesofchange.com). THE POWER OF CHUNKING Pinker explores the concept of "chunking," our ability to break down complex information into smaller, manageable pieces. Leaders can leverage this by creating a well-defined change roadmap with clear milestones. Breaking down larger changes into smaller, achievable tasks reduces feelings of overwhelm and provides a sense of accomplishment as each step is completed e.g. phased roll out of new technology. CONCLUSION By crafting compelling narratives, addressing mental models, acknowledging emotions, and providing clear roadmaps, leaders can navigate the labyrinth of change with empathy and effectiveness, leading their teams to a brighter and more successful future. #changemanagement #organisationalchange #culturechange #changeleadership Kate Ward MInstLM Abigail Levin Mark Ashton Rupert Whiting Simon Payne Anne McCarthy Jeremy Pattison Jaco Vlok Nick Palmer Paul Cottrell

Do you want a (Cultural) Revolution? (Or maybe a tiny transformation would do?) When discussing transformation, I'm often reminded of The Beatles' 'Revolution' lyrics: "You say you want a revolution, well, you know - we all want to change the world"… "You say you got a real solution, well, you know - we'd all love to see the plan. You ask me for a contribution, Well, you know, we’re all doing what we can". Organizations can overlook that consultants are akin to short-term house guests. Companies opt for transformation based on consultant recommendations, which often neglect mention of deeper issues resembling messy, incomplete projects tucked away in closets in your house. The solutions then fail to identify the root cause, which are always embedded in company culture. Leaders tend to create plans without introspection into their own inhibiting actions. Unlike consultants, in-house coaches will uncover patterns, such as wild enthusiasm for new projects but poor follow-through, or inadequate solutions stemming from top-down directives without bottom-up input. Coaches can affect initial stages of transformation at the team and peer level through education, upskilling, and frameworks; but enterprise-wide transformation requires leadership participation. The 'frozen middle' and 'transformation glass ceiling' pose challenges, necessitating an understanding of leaders' resistance to change. There is a strong empathetic connection between coaches, teams, and others at their peer level. However, successful transformations at all levels of an organization, require coaches to understand this new customer, the Sr. Leader, better than they understand themselves. Utilizing 'executive personas' helps coaches identify the engagement and communication styles of different executives.  It allows the development of a list ways of interacting. Leveraging coaching triads to lean into coaching techniques at this new level before game day helps coaching teams discover the ways their approaches do and don’t work. Next- setting up those direct interactions with executives lays the framework for coaches building a shared understanding of goals and a safe space for honest dialogue. This fosters a culture of continuous improvement, allowing organizations to embrace transformation and adapt to change. What executive personas have you identified? When did you realize you had gained their trust? How did you earn it?

Navigating the Web of Perfectionism in Professional Leadership🕸️ In the fast-paced world of business, the pursuit of perfection can often pave the way to being stuck with overwhelm and overthinking. While striving for excellence is commendable, the relentless pursuit for flawlessness can lead to decision paralysis, stifling growth and innovation. As professionals, we've all encountered moments where the fear of making a mistake has held us back from taking decisive action. This perfectionism, though rooted in the desire to deliver our best, can inadvertently create a barrier to our success and development. Through my experiences as a visionary leadership coach, I've learned that the true essence of leadership lies in the ability to embrace our imperfections and make informed decisions, even in the face of uncertainty. It's not the absence of errors that defines our success, but our resilience in moving forward and learning from every experience. Imagine leading a business where perfectionism does not hinder progress, but rather, where a balanced approach to excellence drives innovation and growth. This is the core of visionary leadership—transforming the constraints of perfectionism into opportunities for decisive action and confident navigation through challenges. Strategies for Overcoming Perfectionism: 1. Accept Imperfection: Recognize that perfection is an unattainable goal and that mistakes are valuable learning opportunities. 2. Prioritize Progress Over Perfection: Focus on moving forward and achieving tangible results rather than getting caught up in the minutiae. 3. Be Growth Oriented: Embrace challenges and setbacks as opportunities to grow, learn, and improve. My journey, along with the experiences of supporting my clients, has highlighted the liberating effect of shifting from a perfectionist mindset to one of decisive action and continuous learning. This transition not only facilitates achieving business objectives but also enhances personal satisfaction and creativity. Are you ready to explore how shifting away from perfectionism can unlock new levels of leadership and business success? I invite you to connect and discover how adopting a more balanced and decisive approach can lead to more effective leadership and organizational growth. I'm interested in hearing about your own experiences with perfectionism in your professional journey. How has it impacted your decision-making and leadership? Share your insights in the comments below or reach out for a more in-depth conversation. ☕ ☕

𝗗𝘆𝗻𝗮𝗺𝗶𝗰 𝗧𝗶𝗺𝗲𝘀 𝗥𝗲𝗾𝘂𝗶𝗿𝗲 𝗗𝘆𝗻𝗮𝗺𝗶𝗰 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 𝗙𝗼𝗿𝗲𝘀𝗶𝗴𝗵𝘁 🔮 Feeling overwhelmed by the constant change in today’s business landscape? You're not alone. Today's leaders are expected to adapt quickly, bounce back from challenges, and keep a clear vision amid chaos. It's about more than just managing your own stress; it's about guiding your team through these unpredictable times. Most people recognize you need resilience, and it’s true, but what you most need and often goes overlooked is Foresight. The elevated foresight of a chess grandmaster who wins by predicting the moves ahead, not reacting to the present board. Leaders with foresight architect the future, making existing problems irrelevant. This distinguishes the exceptional leader from the merely competent. Without foresight in the face of constant change, it can lead to burnout, weaker decision-making, and unmet goals. Foresight elevates your adaptability. Here are a few key strategies you can use to develop this skill: ✅ Become a First Adapter: Develop the pattern recognition skills to always be 1 Step Ahead. The true foe of leaders is not indecisiveness, it's the lack of foresight. These leaders have the foresight to spot high leverage patterns and make game-changing, game winning decisions. This requires adaptive speed. The ability to adapt rapidly. They combine their foresight and adaptability to redefine the norms in the field. ✅ Develop Strategic Agility: This is your leadership Swiss Army knife. The adaptive power to recognize game changing patterns, bulletproof your strategic gameboard, and influence others to play at a higher level. There are 3 skills: spotting the opportunity gameboard like Sherlock Holmes, breaking the expected patterns and norms like Serena Williams, and influencing others like Gandhi. ✅ Create Flexible Frameworks: The person, team, culture with the most adaptability wins more often. The foresight of a change ready culture enables it to be adaptable. Encourage your team to embrace flexibility and continuous learning, making it easier to pivot when needed without disrupting core operations. By embracing these methods, you’ll find yourself not just coping with change but excelling in it. 🚀 Have you navigated constant change in your role? I’d love to hear your experiences in the comments. 👇 ➖➖➖ Hot off the presses, the latest updates in my new ebook titled “5 Mistakes Even Great Leaders Make - When Handling Change and Challenging People Issues”. ***** 🎮 Type “GAME” in the COMMENTS below and I’ll send you a FREE copy, empowering you to unleash your potential and dominate your leadership journey. It’s GAME ON! #DynamicLeadership #ForesightInBusiness #Adaptability #StrategicAgility #LeadershipSkills #ChangeManagement

Understanding and embracing change is an essential step towards personal and professional growth. The Improvement Goal Map, as outlined by Robert Kegan and Lisa Lahey, provides a structured approach to navigating internal resistance and achieving desired transformations. One of the most significant hurdles in changing oneself lies in uncovering and challenging our deep-rooted assumptions and conflicting commitments. These underlying beliefs, often shaped by past experiences or fears, can act as barriers to our progress. By recognizing and addressing these obstacles, we pave the way for meaningful change and personal development. Self-reflection, experimentation, and a willingness to confront our fears are key components in surmounting these hurdles. Embracing a growth mindset and being open to testing our assumptions can lead to profound insights and facilitate the journey towards our Improvement Goals. The path to change is not always easy, but by leveraging tools like the Improvement Goal Map and committing to self-discovery, we empower ourselves to break free from limitations and embrace our full potential. #changeleadership #selfimprovement #growthmindset

𝗗𝘆𝗻𝗮𝗺𝗶𝗰 𝗧𝗶𝗺𝗲𝘀 𝗥𝗲𝗾𝘂𝗶𝗿𝗲 𝗗𝘆𝗻𝗮𝗺𝗶𝗰 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 𝗙𝗼𝗿𝗲𝘀𝗶𝗴𝗵𝘁 🔮 Feeling overwhelmed by the constant change in today’s business landscape? You're not alone. Today's leaders are expected to adapt quickly, bounce back from challenges, and keep a clear vision amid chaos. It's about more than just managing your own stress; it's about guiding your team through these unpredictable times. Most people recognize you need resilience, and it’s true, but what you most need and often goes overlooked is Foresight. The elevated foresight of a chess grandmaster who wins by predicting the moves ahead, not reacting to the present board. Leaders with foresight architect the future, making existing problems irrelevant. This distinguishes the exceptional leader from the merely competent. Without foresight in the face of constant change, it can lead to burnout, weaker decision-making, and unmet goals. Foresight elevates your adaptability. Here are a few key strategies you can use to develop this skill: ✅ Become a First Adapter: Develop the pattern recognition skills to be Always be 1 Step Ahead. The true foe of leaders is not indecisiveness, it's the lack of foresight.These leaders have the foresight to spot high leverage patterns and make game-changing, game winning decisions. This requires adaptive speed. The ability to adapt rapidly. They combine their foresight and adaptability to redefine the norms in the field. ✅ Develop Strategic Agility: This is your leadership Swiss Army knife. The adaptive power to recognize game changing patterns, bulletproof your strategic gameboard, and influence others to play at a higher level. There are 3 skills: spotting the opportunity gameboard like Sherlock Holmes, breaking the expected patterns and norms like Serena Williams, and influencing others like Gandhi. ✅ Create Flexible Frameworks: The person, team, culture with the most adaptability wins more often. The foresight of a change ready culture enables it to be adaptable. Encourage your team to embrace flexibility and continuous learning, making it easier to pivot when needed without disrupting core operations. By embracing these methods, you’ll find yourself not just coping with change, but excelling in it. 🚀 Have you navigated constant change in your role? I’d love to hear your experiences in the comments. 👇 ➖➖➖ Hot off the presses, the latest updates in my new ebook titled “5 Mistakes Even Great Leaders Make - When Handling Change and Challenging People Issues”. ***** 🎮 Type “GAME” in the COMMENTS below and I’ll send you a FREE copy, empowering you to unleash your potential and dominate your leadership journey. It’s GAME ON! #DynamicLeadership #ForesightInBusiness #Adaptability #StrategicAgility #LeadershipSkills #ChangeManagement