All ‘Global/Social Change’ Posts

21 jul

Want What We Have

MikeRobbins96 Recently someone said to me, “Mike, I read the best book of my life a few years ago. It only had four words in it, ‘want what you have’.”

As simple of a concept as this is, I was struck by its wisdom and began to think about it in my own life. Sadly, as I thought about it more deeply, I realized that I put more of my attention and energy than I’d like to admit on either wanting things I don’t yet have or thinking that some of what I have isn’t quite good enough the way it is. Can you relate?

How much of what you have in your life do you truly want (i.e. desire and choose)? How much time and energy do you spend wishing things were different, or that you had a little more of this and a little less of that?

Most of us, even those of us who “know better,” spend and waste a lot of time thinking that things will be better when…we lose weight, get promoted, move into a nicer place, make more money, get married, have children, get out of debt, have more free time, start our own business, get the kids out of the house, retire, recover from a specific injury, illness, or setback, or whatever else it is we think needs to change in order for us to be happy and fulfilled.

While the circumstances of our lives – both “positive” and “negative” – do have an impact on us, the truth is that we always have a choice about how we relate to our circumstances and to ourselves in the process. A great job, big house, large amount of money, fit body, incredible relationship, or anything else we say we want, can’t and won’t make us happy if we don’t choose to be.

In other words, to create an authentic sense of fulfillment in life, we have to learn how to want what we already have in our lives with gratitude. One of my favorite and oft-used quotes is from author and teacher Byron Katie. She says, “When you argue with reality, you lose, but only one hundred percent of the time.”

Wanting what we have doesn’t mean everything is “perfect” in our lives, which is almost never the case, or that we can’t desire for things to change or evolve in a way we deem positive. It simply means we choose to accept what we have in our life, right now, with a sense of gratitude and surrender.

Surrendering is not about complacency, weakness, or giving up – it’s about learning to make peace with life as it is. It’s important for us to remember that the passion, joy, and fulfillment we experience doesn’t come from life itself, it comes from us and our ability to accept, appreciate, and celebrate what we have in our lives.

Here are some great questions to ask yourself when dealing with some of the most difficult and challenging aspects of your life (i.e. the stuff you say you don’t want):

What good is here that I’m currently not seeing?
What is this situation teaching me that I’m grateful for?
Why is this happening for (not to) me?
What would it look like if I surrendered to this instead of fighting against it?
What aspect of myself can I appreciate more deeply as a way of loosening the grip of this issue in my life?

By asking and answering these questions (and others like it), you’ll give yourself an opportunity to look more deeply at some of the challenges in your life, realize that these things are here to instigate growth and expansion, and remind you that you have the ability to choose them consciously – which can take away much of the suffering you may currently experience.

By putting more of our attention on wanting what we already have, and less attention on fixing things or wanting what we don’t yet have, we can create a deep sense of peace and joy in our lives, our work, and our relationships, which, more than most specific outcomes or material possessions, is what most of us truly want anyway.

Mike Robbins is a sought-after motivational keynote speaker, coach, and the bestselling author of Focus on the Good Stuff (Wiley) and Be Yourself, Everyone Else is Already Taken (Wiley). More info – www.Mike-Robbins.com

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Posted by Mike Robbins on July 21st, 2010 in Global/Social Change, New Directions, Uncategorized | No comments

14 jul

OperationsRx: Change and the High Cost of Conflict

MichelleKerrigan “Every man is my superior in that I may learn from him.”—Thomas Carlyle

I live and lead by this quote, especially during change, which, in today’s workplace, is often an everyday event. I have led teams through 20 years of change, and have learned that the most important thing you control is how you react to it. Your reaction is key to your success as a leader because it’s vital to the success of your team. An open mind can break barriers; a resistant one can break companies. To coin another phrase: you reap what you sow.

Conflict doesn’t just come in color, gender or sexual orientation, it comes in generations X, Y, and BB, industry, corporate hierarchy, even area of expertise (think marketing vs. finance, production vs. creative, creative vs. legal, technology vs. everyone—at least in this story).

Case in point: When I led operations for a startup, our chief technology officer created enormous conflict between his management team and just about everyone else. He ran his division tightly, and spent most of his time criticizing what other departments were doing. Here was an officer of the company who was intelligent, articulate, and expert in his field, but who disputed everything, so couldn’t learn from anyone. His intolerance and uncooperativeness were a huge drain, and were often reflected in his senior managers. It was easy to see he wasn’t a leader to help an organization grow.

Our marketing team had launched a premium product a month before I started, a high-ticket item for our VIP elite that included a custom card (similar in look and feel to a credit card), that gained them access to entertainment events, and special backstage access at concert venues. Orders were pouring in, but only the first batch went out, with incorrect information, no less. Why?

In any company, especially a startup, new processes need to be walked all the way through during implementation to ensure all the dots are connected, including who does what and when. This is where I come in. It’s painstaking and detailed, but it’s necessary and worth it because it’s where barriers to productivity are found, and where revenue can be made or lost. In this case, there were about $500,000 worth of reasons to figure out what was going wrong.

I spoke with our fulfillment partner, who had yet to receive any new or corrected files, and worked my way through every department responsible until I found the problem: data was being generated, but not being delivered. All these new members, and not one file had left the building. The files were stuck fast in the technology department waiting for someone to pull the trigger. Extraordinary!

I also discovered that certain people knew the files were still on our side of the fire wall, but they felt it wasn’t their responsibility to push past it and help resolve our problem. What???

The fulfillment house told me they could make up lost time if they received the files that day, but organized the correct way. Our support tech told me it would take only an hour to do, but warned of repercussions from the CTO and his VP. I gave the go-ahead, and got the VP on the phone. All I heard was concern over how the CTO would react…..but no realization of how our customers would react.

The CTO was, of course, furious, and wasted even more time arguing his point with anyone who would answer his call. Yes, I did speak with him. Unfortunately, his was a reaction that would repeat itself often, and looking back, quite possibly, cost us the company.

Growth means change, which means the ability to learn, adapt, and shift gears quickly. Resistance impedes progress—you want a corporate culture that reflects your best strengths, not your worst nightmare. You need all the positive energy you can muster when you’re poised for growth and change. Just think how different things would have been if the CTO’s negative energy was channeled in a positive direction.

How often does this happen in your organization? How often is a line drawn in the sand that stops the flow of progress? How often are business leaders unwilling to yield, making decisions based on resistance rather than revenue?

The chief technology officer was my superior, and I did learn from him. I learned that some managers are not leaders: they over react, don’t set the right tone, and are incapable of creating a sense of unity. I learned that leaders need to grow, to be invested in expanding their own capabilities, as well as their team’s.

I learned that an open mind is the fast track to change. It’s not about who makes the final decision, but why it’s made. I learned that you get the behavior you tolerate, and if you expect to have a global dialog in this world of change, you have to learn to be open to (and communicate with) all those X,Y, BBs, designers, lawyers and tech people sitting right in front of you.

One final note: an interesting thing happened when I ran this article by some people I know, prior to posting. When they read the opening quote, they focused on the word “man” which sent up a red flag right away. I learned from this too…if you only focus on what you don’t like, you may miss the big picture. Wow.

Michelle Kerrigan provides consulting and interim management and leadership to companies that need her motivation and productivity expertise to organize and expedite the flow of day-to-day operations, and to move forward during growth and change. She is hands-on, ensuring process is planned, people are focused, problems are solved, and quality work and service are flying out the door. Michelle’s background includes 20+ years in the entertainment industry for Sony Music and CBS Records, as well as interim work with startup, private and small business clients. She has led organizational change, operational growth, business and creative operations, and is known as ‘air traffic control’ for landing marketing and corporate strategies safely, on time, for years.

Posted by Michelle Kerrigan on July 14th, 2010 in Global/Social Change, Uncategorized | 2 comments Read related posts in emotional intelligence, global change, growth, leadership, organizational effectiveness

09 jul

Taking in the Good

Taking in the Good Scientists believe that your brain has a built-in “negativity bias.” In other words, as we evolved over millions of years, dodging sticks and chasing carrots, it was a lot more important to notice, react to, and remember sticks than it was for carrots.

That’s because – in the tough environments in which our ancestors lived – if they missed out on a carrot, they usually had a shot at another one later on. But if they failed to avoid a stick – a predator, a natural hazard, or aggression from others of their species – WHAM, no more chances to pass on their genes.

The negativity bias shows up in lots of ways. For example, studies have found that:
• In a relationship, it typically takes five good interactions to make up for a single bad one.
• People will work much harder to avoid losing $100 than they will work to gain the same amount of money.
• Painful experiences are much more memorable than pleasurable ones.

In your own mind, what do you usually think about at the end of the day? The fifty things that went right, or the one that went wrong? Like the guy who cut you off in traffic, what you wish you had said differently to a co-worker, or the one thing on your To Do list that didn’t get done . . .

In effect, the brain is like Velcro for negative experiences, but Teflon for positive ones. Read more »

Posted by Dr. Rick Hanson on July 9th, 2010 in Family, General, Global/Social Change, Health, New Directions | No comments Read related posts in action strategies, aggression, Buddha’s Brain, carrots, co worker, implicit memory, injustice, kindness, natural hazard, negative direction, negative experiences, negativity bias, one people, painful experiences, personal qualities, Rick Hanson, sincerity, teflon, velcro

14 jun

Marketing from the Inside Out to Win Buy-in and Succeed at Change

MichelleKerrigan I read a line recently, “Everything is marketing.” How true. We all have the potential to influence people every day. If you don’t believe that, you probably don’t buy products, share opinions with friends, or have a Facebook page.

I’ve worked with marketing companies my entire career—two powerhouses, one startup—and have executed some amazing campaigns for some amazing clients. A great deal of time and money goes into building a brand, gaining attention, and telling a story to consumers. But what goes on inside the brand? And is anyone supporting it?

Here’s the bottom line: a company’s success is largely based on what its employees do (or don’t do), just as much as what their customers do (or don’t do). So where’s the marketing to employees? How are they being influenced? Today’s tactic of “you’re lucky to have a job” is wearing pretty thin. Coercion is not the answer to winning in the marketplace; maybe marketing from the inside out is.

One of the many things I was asked to change when I led operations at the startup was Customer Support. I had heard a lot of complaints about their lack of knowledge regarding product, policy and membership, their inability to get issues resolved, and their habit of giving away credits (a.k.a. revenue) to soothe angry customers. So, I was very apprehensive accepting this new challenge.

The team was based in California (our headquarters were in New York) so they were far from the everyday action—a difficult situation in any large operation, impossible in a startup where change is an everyday event. It seemed like everyone in New York had something to say about this group, but very few people actually interacted with them. Why??

Here was a team of support agents who were fun, flexible, positive, social thru and thru, and passionate about our product and all kinds of media (music, movies, TV, web). In short, they were our target audience. And, one more thing—the perfect change agents.

Customer Service is Marketing and is Change. It’s where the rubber meets the road, the best advantage point of influence. Yet, it is often overlooked and underutilized. Many companies find the word ‘service’ boring. So it is not surprising how little support customer support gets—another change that has to happen if businesses want to succeed. They don’t see that customer service is change management at its finest, that the same elements needed for employee buy-in and great service—communication, participation, education, support, commitment—-are the same elements needed for customer buy-in and great sales.

Just think of all the companies you love and hate, and why, and I’ll bet your customer service experience played an enormous role in making up your mind, or changing it. Correct?

So, I knew I needed to begin a dialogue between Customer Support and Marketing, Customer Support and Product Development, Customer Support and Merchandising….you get the idea. Whether you’re influencing employees or customers, the dialogue has to be continuous, connected and contagious to work. Marketing from the inside out is effecting change through exchange. The success you have with your internal audience will help you win your external one. Satisfaction guaranteed.

Our VP of Marketing and his team got Customer Support involved in everything we were doing, and a great exchange of ideas and enthusiasm happened across all levels. We discussed customer wants and needs, new feature buzz, targeted campaigns, and product development. We shipped our latest store merchandise out to California so they could see and feel what we were selling, and flew our product manager out to train agents for a new launch. The agents tested new products and shared invaluable feedback from our customers’ point of view which helped us tailor our offerings the right way. Everyone was focused, collaborating, and on the same page: exactly where you want your customer to be.

Marketing rewrote our entire knowledge base, and we began a new story, from the inside out.

It is the job of today’s business leaders to market from the inside out, to take every opportunity to influence employees because, after all, they’re customers too. Begin the dialogue, open doors, get people involved. Share marketing ideas, do internal market research, get product feedback. Create a culture that is customer responsive by being employee responsive.

Be the brand you want everyone to identify with. Your best campaign could be sitting right in front of you.

Marketing has been defined as: “the whole company, taken from the customer’s point of view.”

How do your employees see their company?

Michelle Kerrigan is an operations management and leadership specialist with a unique ability to build trust and rapport quickly, disseminate the view from the top, drill down to the day-to-day, and translate it into people, process, productivity, service, and revenue. She has an extensive and diverse background that includes 20+ years in the entertainment industry for CBS Records and Sony Music. She has led operational growth, organizational change, team building initiatives, corporate and creative operations, and has provided interim management and consulting to startup, private and small business clients.

Posted by Michelle Kerrigan on June 14th, 2010 in Career, Global/Social Change | No comments Read related posts in change management, global and social change, organizational effectiveness

07 jun

When Is It Your Turn to Step Up?

JayForte Personal accountability and responsibility seems rare today. Some step up and take ownership of their work, lives and the needs of others, but many more don’t. This isn’t a criticism – it is an observation.

So, here are several situations – how would you respond?

- You see an elderly woman walking around a parking lot, looking lost and disoriented.
- A toddler walks over to the front door of the coffee shop and opens it, intending to walk out to a busy street; you see the parent is in the store.
- The girl scouts are selling cookies. The marching band is selling candy. The military is collecting in the street corner for wounded soldiers.
- A homeless man is drinking what is left of a soft drink he found in a cup in the trash.
- A tornado rips through a town making hundreds of people homeless – in the next town.
- A drought creates a food shortage for thousands of people – thousands of miles away from you.
- Your kids run the water constantly while they brush their teeth.
- Your favorite restaurant serves very large portions that are mostly trashed.
- At the airport you watch as a traveler throws a plastic bottle in the rubbish, though the recycle bin is immediately adjacent to it (or far away from it).

Your responses are your choice. For these situations, when do you say something – or do you say anything? When do you do something- or do you do anything?

What if the situations were reversed and you were the victim or the person needing help in these situations? What would you like to have happen?

I do not believe the difficult or bad things in life happen as part of some pre-determined plan or divine retribution. Life just happens – both the good and the bad. The planet goes through its cycles without any specific awareness to where we live, or with any malicious intent – it does what it has always done. Sometimes there are sunny days; others times there are hurricanes, earthquakes and droughts. Sometimes we have positive events; sometimes we have negative events. It is the way of our world.

But regardless of what happens, we are here. It is my belief that we are social creatures to help, guide, learn from and support each other. Sometimes we help; sometimes we need help. The flux of the world teaches us to discover our greater selves – to see the magnitude of the gifts we received (talents, aptitudes and passions) and to activate them in us. If things in our world were always fine, we would never be challenged to develop our greatness – to see our true capabilities. In challenge, we see qualities we did not realize we possess; we access our greatness.

I believe that each of us is unique, and this uniqueness is part of a greater plan. This uniqueness is exhibited in the specific gifts (talents, aptitudes and personality) we received. It is our responsibility is to become acquainted with these gifts to bring them to the world – because there will be some time when the world will you’re your best and mine. To respond we must know our areas of greatness. Not knowing misses an opportunity to make the difference the world may need.

President Woodrow Wilson said, “You are not here to merely make a living. You are here in order to enable the world to live more amply, with greater vision, with a finer spirit of hope and achievement. You are here to enrich the world, and you impoverish yourself if you forget the errand.” You are here for you and for things greater than you.

When an earthquake strikes, (because it is part of what our Earth does), it may be up to us to respond and help. When a drought impacts another part of the world, something we are great at may be what the victims need. We step in. We help. Because we share this world with others. Because we share our best with others. And maybe what this particular event needs is what we do best. Then it is our turn to step up. Not always, just when what is needed is what we do best. Our turn.

And when life happens to us – we have a hurricane, a fire, or a personal tragedy – because this is part of life – we look to the greatness of others to help us through our tough times. Then it is their turn to step up.

Sometimes it is up to us; some times it is up to others. Sometimes the world is calm, sometimes it is not.

We have the resources to survive – we have them in each other. And trauma and challenge help us learn about them. When each of us knows our inventory of talents and strengths, we can then decide when it is our time to step up to a situation that needs what we do best. We can respond.

Our world is becoming more interconnected and interdependent. Events like global warming, the Middle East conflict, nuclear weapons, diseases and natural disasters have universal impact – we are all affected by these. Robert Wright presents in his book, Non Zero; The Logic of Human Destiny, that when we work together to settle and respond (in an interdependent world), we create “win-win” outcomes. When we disregard, disrespect, refuse to help, or do not understand the needs, challenges and values of others (in an interdependent world), we set ourselves up for a “lose-lose” outcome. We have the ability to achieve “win-win” when we bring our best to the complex world we live in; we settle for “lose-lose” when we don’t commit our best – when we don’t step up.

Consider these four ways to be an active player in a world that needs you to be your best and to step up when it is your turn:

- Know yourself – know what you are good at, what moves you and what are your best areas to support others.

– Stay connected to your world. Your world is larger than you. Know what others need to help them on their journey.

– Commit to action when called on. Have the courage to step up and take responsibility when others need you. Don’t wait to be asked.

– Don’t be afraid to ask for help when you need others to do their share. We all need help some time.

We have the collective genius, intellect, energy and passion to help when others are in need. We have the ability to handle complex issues, understand our planet and keep people healthy, safe and valued. This can happen when we are responsible and accountable to know how to contribute our best, and when our best is needed. We must know when and how to step up, and when it is fair to ask it from others.

So back to the situations I offered at the start of this post. What do you choose to do? When is it your turn to step up? And when do you need others to step up for you?

Jay Forte is a motivational speaker and performance consultant. He is the author of Fire Up! Your Employees and Smoke Your Competition, and the on-line resources, Stand Out and Get Hired, and The Hunt for Opportunities Success Manual. He has just completed his new book, Happiness Matters; Know Yourself, Find Your Fit and Transform Your World; chapter downloads will soon be available on his website. He works to connect people to their talents and passions to live fired up! More information at www.LiveFiredUp.com.

Posted by Jay Forte on June 7th, 2010 in Family, Global/Social Change, New Directions, Personal Stories, Relationships, Spirituality | No comments Read related posts in appreciation, bring your best to the world, catastrophic event, Change Optimist, know yourself, natural gifts, passions, purpose, Robert Wright, talents, tragedy, trauma, Woodrow Wilson

27 may

Time of Radical Shift: A Look into the Next Cycle of 2010

spirituality_rockpath By Maurice Fernandez (Evolutionary Astrologer)

Within three short months we see 15, yes 15, major celestial configurations blaze us with change. This is condensed and powerful energy.

Greetings.

I feel compelled to write this note about what we astrologers are seeing coming. We are in the beginning of a very unique time in history that will redefine the foundations of our lives. The astrological circumstances are uncommon and very dramatic. Change is likely to affect every level of our being, even though each person will feel it differently and in varying degrees of intensity. I’m writing this note so that you may make better use of this time and understand what it is about.

As astrologers we are aware of cycles that affect our existence. Because this coming cycle is very unique, I feel it is important to share this information. I will try to keep it simple and not burden you with a long text and excessive details. There are multiple planetary bodies that are gradually forming a very particular and rare alignment. This configuration began to form during the fall of 2008. Politically, that time was when the economical crisis exploded and when U. S. President Barack Obama was elected.

The configuration will move into a second phase during November 2009 and January/February 2010. (Saturn will move into the Cardinal sign of Libra and will form powerful angle to Pluto in Capricorn.) The third phase is probably the most dramatic and intense, and will occur from the end of June to the end of July 2010, when all the factors of the configuration will align together in a cross at the very beginning of Cardinal signs in astrology.

Cardinal signs are the signs of new cycles. The planets in questions are Pluto, Uranus, Saturn, Jupiter, and Mars. These planets are slow-moving bodies and therefore it is absolutely exceptional that these slow-moving bodies end up all aligned in a cross on these very sensitive degrees! In normal circumstances, some people go through changes while others continue their routine. Here the alignment is so strong and dramatic that everyone’s life can be considerably affected. It is likely that your life will not be the same by fall 2010! The question that often arises is whether this change is bad or good. The answer is that it depends on the way one deals with the events. A conscious approach can make a difference. One thing for certain, do not expect security, consistency, and predictability during this time. Reality is bound to change fast and so it is better to move with the flow, while remaining conscious of what is going on. Flexibility is one of the most important assets during this time. This influence is analogous to a gigantic wave forming. You can ride on that wave and go farther than ever expected—experience a powerful transformation that can elevate you to new grounds. But this wave can also destroy a lot of what you are currently attached to.

Redefinition may occur in different fields. You may change vocation, relationships, location, mindsets, to name but a few. New people will move into your life, current ones may leave. New ideas and projects will develop and you may feel inspired to completely reinvent yourself! The cards are re-shuffled! This is a time of an awakening, a revolution, an internal and social revolution. Everything is shaking up. Everything.

From November 2009 until August 2010, nothing will stay still. It can be very good, but you have to learn to navigate these changes and seize opportunity when it comes. Don’t try to have it all perfect. Don’t try to keep the cake and eat it. Change can take you to a completely new and perhaps higher level of what you are about, but you will have to let go of your security during this time. It is a time for risk, reinvention, new ideas, new concepts, new vision, and the impetus to make it happen. Marriages may break, jobs and possessions may be lost, people may get sick, and simultaneously, new relationships may emerge, new passion may awaken, a completely new lifestyle is in the making. You are embarking on an adventure whether you know it or not, whether you like it or not.

My suggestion: Make peace with the idea, don’t resist the adventure. If you are accepting it, you will make the best of it. If you fight and resist it, you won’t win. This is what I mean by being open to risk taking. It may be time to take that “plunge!” Risking does not mean giving in to every silly venture. It is about hearing a calling for truth. Things you have denied, postponed, avoided, feared, but things you know were true. This is a time to be more truthful and follow a calling. Collectively, while the forces of corruption and manipulation may attempt to control the course of events, they are bound to disintegrate. Scandals will continue to hit the news. Natural events will continue to shake the earth. At worst, a war may break during summer 2010 or later because dramatic changes can spur fear and conflict. But it does not have to go that way. We are creators of our own destiny in the midst of the given circumstances. As you go through these changes, it is crucial that you take good care of your immune system because as positive as changes may be, they can overwhelm you and weaken your immune system. Eat more healthy, avoid fast sugar, ingest raw garlic and onions daily (sandwich), exercise, take time out of the intensity loop. Do not let negativity take over. These are basic tips that can keep you grounded. Importantly the situation heating up is like a piece of molten iron that can be beaten into a better form-personally and collectively.

Be an ambassador of good and avoid wasting time on trivial details. For example, as we see the earth being depleted and all resources and species dwindling, people waste time arguing if global warming is or is not happening. If it is man-made or not! IT DOESN’T MATTER! What matters is that the natural world is vanishing before our eyes because of our misaligned actions: excessive pollution, deforestation, and peaking toxicity levels are a reality beyond global warming debates. Similarly, the economy is not likely to stabilize any time soon. But perhaps, necessarily so. And so it will be with many other aspects of our lives. You will not have immediate answers. Be patient and keep doing your best. When the cycle will complete, new circumstances will emerge. This cannot be artificially rushed. These dramatic times are an opportunity for us to restructure our lives, personally and collectively. As many things are being redefined, we can relinquish bad habits and attachments, open up to new ideas, and invest in what works rather than settle for immediate gratification. Patience is another essential asset. In this context, do not expect others to change for the better if you don’t do it yourself. We blame the governments and project our frustration on distant “evils,” but fail to open our hearts ourselves. Being proactive may work better than being self-righteous.

IMPORTANT DATES TO NOTE: June 25 to August 5, 2010 November 1 to December 26, 2010.

GENERAL SUGGESTIONS: Understand this is an opportunity for all of us to reinvent ourselves in a better way. Understand there will be a price to pay, something may need to go. If you lose something or someone. Understand this is the sign of these times. Use a crisis to venture into new horizons and create something new. Understand this is an adventure and risk must be taken. Understand that this is not a time when we can expect security. We are in transition.

Listen to your inner truth. Make your life truly happen now. Take care of your immune system. Avoid bad diets in general. They render you vulnerable to opportunistic viruses. Support your friends and family. We all shall need one another for support during this transition time. Cultivate your spiritual practice. This is also important for your immune system. Do your best to do good. Whatever you seed now will have effect now and later.

There is probably more than can be said and explained, but you get the point. An incredible opportunity is arising, now and throughout 2010. This type of cycle has not happened in recent history. We can expect a certain level of destruction to occur-that is the price to pay. But the prospect of experiencing an awakening and creating a better future is now within reach. We are now in the midst of a revolution, a cultural, social, and political revolution. On a personal level, it is a conceptual, emotional, and or spiritual revolution. Truly, it is in the making!

Posted by First 30 Days on May 27th, 2010 in Global/Social Change, New Directions | 2 comments

25 may

Anxiety in the Workplace, Warts and All: Change and the High Cost of Confusion

MichelleKerrigan In business, time is money…so is confusion.

Of all the obstacles I’ve had to overcome in the workplace, confusion ranks in the top tier, especially during change. It can hold you back and delay progress, and often goes undetected because most people hate to admit when they’re confused.

I was one of the key executives assigned to transition Sony Music from paper to digital graphics, a global project that began in the late 1980s, and evolved throughout the following decade.

Sony had just purchased CBS Records, a significant shift that signaled the transformation from analog to digital, from LP to CD, and from manuscripts, typesetting and mechanical boards to formatted files, flowing text, and printed layouts.

We were all used to working with bits and pieces of information on paper–studio credits, lyrics, liner notes, even thank yous scribbled on cocktail napkins. It was a chaotic but comforting process to handle what we called “hard copy”—a tangible document that you stapled together and happily deposited on the art director’s desk.

Most of us had never touched a computer, let alone have one appear in our office. For many of us, digital was foreign, confusing, and feared.

My job was to make the transition in day-to-day operations as smooth and effective as possible—to get employees and management onboard, trained and up to speed, and to share our successes and challenges with the global community.

My boss at the time headed the initiative, and was understandably enthusiastic about getting started, as a lot of money was riding on our success. So, she was thrilled to introduce me to the technology expert who would make recommendations about which equipment to buy, and provide the much-needed training in the computers and programs we used.

However, the moment the expert opened his mouth, we were bombarded with bits, bytes, and megahertz….a litany of information I didn’t understand. Three significant things happened next:

I became anxious…very anxious.

I began to shut down, and mentally started to bolt the door behind me.

I realized the team could react the same way.

All excitement turned to apprehension: does change have to be so painful and confusing?

While his onslaught continued uninterrupted for thirty minutes, I noticed my boss constantly nodding her head in agreement. Our SVP was highly intelligent and innovative, but I wondered how much she really understood that day. I’ve wondered that a lot about nodding heads over the years. Do they truly understand? Or are they disguising confusion and fear? Fear of looking silly, of feeling uncomfortable, of people knowing that you don’t understand what is really going on.

How many people shut the door and bolt it firmly against change because they’re afraid to admit they’re confused?

Those who work with me know I ask a lot of questions. It’s part of what I do. My job is to not let confusion get in the way of change. I feel the fear, but ask anyway. I’ve found that if I don’t ask, I don’t understand. And if I don’t understand, I can’t own it. And if I can’t own it, I can’t help others own it too.

In any organization, change must happen at the individual level long before it can be considered successful at the corporate one. It happens when each person gets it and isn’t confused (or frightened) by it anymore. It happens when resistance turns to excitement and closed doors open to welcome mats.

When I finally got around to asking the expert what he meant, I discovered that he understood technology, but he didn’t understand people. Successful change requires that you do. When you lead, you are responsible to provide an environment for human success: the tools and training to teach, and the support and materials necessary to understand, reinforce, and sustain.

My advice to all change managers (and trainers) is to know your audience and anticipate their needs. Encourage people to ask questions, even when they’re nodding. And, if you’re not sure they’re with you, ask them to explain in their own words what they understood to make sure that they do. Keep it simple, keep it interactive, keep it user friendly, and by all means keep the path to change clear by taking time to confront confusion with understanding. You and your company will be glad you did.

The digital change at Sony was successful and changed the way we worked, and the company grew on all levels: individual, team and corporate. And, for a while, it saved the company millions.

Now I hope you’re nodding your head.

Michelle Kerrigan spends her career helping people overcome obstacles and become more productive and efficient. She has an extensive and diverse background that includes 20+ years in the entertainment industry for Sony Music and CBS Records. She has led operational growth, organizational change, team building initiatives, and creative operations, and is known for up close work with people and process to improve everyday productivity and service. Michelle tailors her services to the needs of her corporate and private clients, which can include interim management, consulting and coaching.

Posted by Michelle Kerrigan on May 25th, 2010 in Global/Social Change | No comments Read related posts in adapting, change management

24 may

Conditioned to Think You Can’t

JayForte A friend and I had a discussion this morning about what influences our perspectives. He reminded me of how a 5-ton elephant can be controlled with nothing more than a chain and a post.

When baby elephants are captured, they are restrained by a chain connected to a post, anchored to the ground. Because of their small size, they try to pull free but cannot. They then learn that when chained to the post, they cannot get away – and they remember this. So as they become an adult elephant, very capable of pulling free from the chain, they don’t think they can, so they don’t try. An early memory told them they can’t and now they never challenge it.

We are like elephants. We have early memories about something that influenced us and we bring that perception to today. It could have been a comment, a look or a response by someone that we knew or maybe didn’t know. It could have been an event that backfired like stumbling in front of others and we are now convinced we can never be on stage, in front of an audience, or lead a meeting. We are frequently chained to think we can’t – even though we can. Here is a personal example.

As a kid I had a terrible interdental lisp. When it was pointed out to me, I stopped speaking, tremendously worried that I would embarrass myself. As I started speech therapy I found I had an easy ability to learn a language and to articulate sounds – something I never would have known. I quickly learned a new way to pronounce an “s.” Today, I am a speaker. Imagine. If I had let the terrible events that introduce me to my speech impediment control me, I would have been like the elephant chained to a post, thinking I should be embarrassed about myself and stay out of the public. I would have never chosen my favorite work and my best fit – speaking to audiences about talents, passions and possibilities. I can imagine doing nothing else. I broke my chain. And I found a strength in the process.

Many of us remain captive to “I can’t” thinking, like the elephants chained to the post, because we don’t know ourselves well enough to know how capable and strong we really are. The more we connect to our unique talents, strengths and passions, the more we find our internal strength – the strength that helps us realize our futures are not dependent on our pasts. We are not limited by events that happened to us. True, they influence us, but we have attributes (call them gifts) that help build our courage and our confidence to break our chains and come through stronger, braver and better.

From my perspective, life events are placed as obstacles to help us stop, think about a better way, and get to know ourselves better. When we encounter an obstacle we can act like the elephant – to stand still and give in. Or, we can think our way through it and realize we are more capable than we imagined. And when you do this several times, you develop the courage to consistently do it and life becomes yours to invent.

To help you break your chains, consider the following:

- Think of one “I can’t” situations that currently limits you. Think back to the event that made you feel incapable, unworthy, unable, etc.

- Assess your talents and strengths. What attributes do you have that allow you to move past this limit – what attributes do you have that will help you break your chain?

- What is the first small step you can take to move past this limit – to see how capable you are and to develop your confidence?

- Try one, then another, then another. Then throw the chain away.

There are truly some situations where “I can’t” may be the right response. But we use “I can’t” significantly more frequently than we should because we are controlled or influenced by things said or done in our past. Today gets built today – there is no particular reason why it must be like yesterday unless you want it that way.

What is true for you today? What are your talents, passions and strengths, and how do they give you the confidence and courage to say “I can” instead of “I can’t.”

Jay Forte is a motivational speaker and performance consultant. He is the author of Fire Up! Your Employees and Smoke Your Competition, and the on-line resources, Stand Out and Get Hired, and The Hunt for Opportunities Success Manual. He has just completed his new book, The End of Average; Know Yourself, Find Your Fit and Transform Your World; chapter downloads will soon be available on his website. He works to connect people to their talents and passions to live fired up! More information at www.LiveFiredUp.com.

Posted by Jay Forte on May 24th, 2010 in Career, Diet and Fitness, Family, Finances, Global/Social Change, Health, New Directions, Personal Stories, Relationships, Spirituality, Teens | No comments Read related posts in control life, elephant, inspired, owner, passions, possibility, purpose, strengths, talents

20 may

Action Provides the Momentum to Turn Your Thoughts and Words into Reality

KathiBurns Once you have thought about your end goal and written it down into succinct words, you are ready to begin taking appropriate action.

Since life sometimes takes unexpected turns, it helps to simplify your large goals and chunk them into smaller parcels and time increments. For instance, if you want to gross $300,000 this year, divide that into 12 months, and then into the number of days you will work towards that goal each month.

Clearly dividing your end result into smaller increments will keep you from becoming overwhelmed. It will also enable you to easily track your progress on a daily basis.

This is the thinking part of thought, word and deed. You will need to think about the specific desired result at the end of each day, week, month, quarter and year.

Once you have reduced your goal into bite-sized pieces, you can take action and go about your business to reach your incremental goals at a consistent pace. If there comes a day that your goals are not met, you can then easily make a choice to work late or add more time to your schedule the following day. You might even decide that your progress is sufficient and personal balance is more important.

This is the beauty of having clearly defined action steps: you can make an informed decision and sometimes choose balance without guilt because you know exactly where you are with your goals at that moment.

As you learn to harness the power of thought, word, deed (or action), you will become very powerful at manifesting and realizing your dreams! Try it, this is the universal law of attraction and has served mankind for centuries.

This is an excerpt from Kathi’s book How to Master Your Muck ~ Get Organized. Add Space To Your Life. Live Your Purpose!

Posted by Kathi Burns on May 20th, 2010 in Career, Global/Social Change, New Directions, Spirituality | No comments Read related posts in action, action steps, belief, belief systems, goals, law of attraction, manifesting abundance, thoughts, Words

20 may

It Pays to Write the Path to Your Goal

KathiBurns Recently I discussed the power or thoughts as you begin to reach for new goals. I would now like to address the power of words and how they provide a great deal of renewable energy to help us create whatever we desire.

After you have seen your new goal and its end result clearly in your mind, take the time to write it down.

Lay out your vision step-by-step in your mind and write all that you see on a piece of paper. When you write down the path to your goal, keep it simple but add as many details as you see.

If you are one of those people who don’t bother writing their goals because they always fail, realize this: those people who do write their goals on paper will actually accomplish some, if not all of them. I have a friend from South Africa who always has a list of 10 goals in writing at any given time. This is what he wrote to me about his life:

“When I was young, I figured out my life somehow played out in cycles of seven years. I decided then to create a plan to include 10 definitive objectives that would manifest into tangible goals that I could achieve within each seven-year period. If I didn’t reach some goals, it was okay because they rolled over into the next period. So, in essence, I had this ferris wheel of hope and desire that always seemed full of ideas. The tools to accomplish this was the key… I had immediate and weekly goals that served my monthly goals, which in turn made my seven-year plan reachable. ‘Start small but visualize big’ is my motto I suppose.”

A few of the goals Kevin has accomplished to date includes getting his green card without an attorney and, against all odds, after the terrorist attacks of 9/11, taking a camping holiday through Europe, hiking the Grand Canyon (which he has now done three times) and meeting his childhood hero, Mohammed Ali, in person by simply knocking on his door.

It helps to surround yourself with visionaries. Their ability to reach their own lofty goals affirms that you can do the same. The largest successes in the world often begin with thoughts, which turn into words and then manifest through actions.

Next up, how to turn your thoughts and words into appropriate action!