Today I’m very happy to have this great article by Allan Shelton, the author of a new book called, “Awakened Leadership: Beyond Self-Mastery” which I am currently reading and hope to review soon.  Since I had not finished it before its release date, Allan offered this article for readers to learn from based on Allan life long journey of learning, humility and leadership studies.  I hope you enjoy and please add any comments below.

Often when we speak of leadership we get the sense that our topic is very distant from us and possibly located in some ivory tower. This is because we’re attempting to learn about a lived experience through spoken concept. Leadership just doesn’t happen this way. It is possible to point toward the experience of leadership, but ultimately leadership is on the ground action. Let’s talk a minute about learning and its relationship to leadership:

All of us who attended an elementary school know about our principal style of learning. I call this style horizontal learning. The main hallmark of this style is the on-boarding of content through reading, lectures and even written examinations. Like many of you, I embarked on my career after a lifetime of this style of learning. In fact, I continued for years after my college graduation to acquire specific knowledge about the topical areas of my profession. In my case, I was hired by Price Waterhouse, and as a merger/acquisition specialist I was expected to understand economic, transactional and tax theory. This is a fine style of learning but it is only a first step.

As we mature, in both our personal and professional life, a new style of learning becomes important. I call this style vertical learning. This is when the concepts and detail that we have learned, transform themselves into a behavioral outcome. Let me give you an example. Most athletes will immediately relate to this one.

In most sports, team members are given books of plays, video material and even instruction on a practice field as to how to play their game. However, this knowledge and instruction does not create a good performer. You might have heard the comment that players excel when “the game slows down for them”. What does this mean? The game has slowed down when the learning that you have done becomes part of how you perform. Vertical learning follows the horizontal intake of concepts in your mind. However, performance and leadership take place on their specific playing field and are not conceptual in nature. That means that you must internally transform your horizontal learning into vertical action.

Let’s talk about humility for a moment. Most of the time when we do so, we speak of it as an attribute that an individual can possess. In fact, the horizontal version looks like that from the outside. But what does the vertical feel like from the inside? When we think for a moment that we live on earth with 7 billion people, all of whom transact some 100,000 internal transactions per second, a new perspective arises.

Learning horizontally places us at the center of the universe of knowledge. But holding how we are really situated within the universe shows us that our conceptual learning is out of focus. We are actually part of a whole humanity – not the center of it.

How does that change things? If we understand this difference we no longer need to seek to be humble because in that one observation we can see that we are not as important as we might have assumed. If we touch and feel that experiential arising then we will see that humility simply is. No need to acquire anything, just simply seeing things as they truly are.

Here’s an exercise that I often do with the executives I coach: Find 30 minutes at the end of your day and isolate an action from the day for which you were specifically responsible. Then, spend the entirety of that session listing all of the things that were necessary to be in place for the outcome that you authored to happen. What things outside of your control had to be in place for that to occur?

When you’re done with your session ask yourself if you see your importance in the same way as you did before. I guarantee you won’t.

Why is this important? Because this vertical type of learning will drive your leadership behavior, and your ‘on the ground’ leadership behavior must be geared to allow the rest of your team to follow you. In order to do that you must provide them the room to play on the same field that you do. That is to say – you need to see yourself as occupying the proper amount of space to be an authentic leader. By understanding your position you will not only be able to lead, but you will do so humbly. How could it be any other way?

ALAN E. SHELTON is a leadership coach, speaker, blogger, and author. His groundbreaking book, Awakened Leadership: Beyond Self-Mastery, integrates the corporate leadership and spiritual worlds through his message that awakening is the felt sense that your actions seamlessly reside in who you really are and move in a perfect flow. You can follow Alan on Twitter, like his Facebook page, and learn more about him at his website, www.AlanShelton.com

Posted by Mike King under Learning | No Comments »

Working as a manager or leader in any workplace leaves a lot of room to influence other people.  And shouldn’t that include then some specific coaching and discussion to help others improve their role and work results?  I certainly think so and I also think that every person in a leadership or supervising role should be expected to learn about coaching in the workplace.  If coaching were better understood and used on a regular basis, the results of whole teams and companies could be drastically improved given some time.

Coaching in the workplace is something I’ve practiced for a number of years through managing others and it is now one of the most effective ways I have to develop people for higher level roles, better performance and to address weaknesses getting in their way from being as effective as they could be.  I originally learned the model I use now for coaching from Manager Tools at one of their effective manager conferences.  I can’t stress the value enough of their many free podcasts and training for managers.  These models and tools create a foundation for coaching that works reliably and you then only need to tweak it to fit your style, your methods for your workplace and to adjust each session of course to the person you are coaching, the most important part of course.

Uncovering Goals through Questioning

Questioning is a tool, unfortunately overlooked and under studied which can help you tremendously in coaching others.  Learning to use probing questions and digging deeper with the 5 common W questions, you can get to the root of motivations or problems to uncover the real goals the other person might have.  Its often easier to determine some simple goal or short term item that you can coach a person for, but if it has an underlying motivation and meaning that has more impact and value to the other person, it is worth using questions to uncover that.  I have 3 previous articles on questions, all can really help in coaching:

• Better Communication: Using Questions Regularly
• Using the 5 W Questions to Improve Your Training
• Open Ended Questions Make Better Conversations

The Coaching Model

The model that Manager Tools is best described in their podcasts mentioned above.  It is essentially a series of 4 steps toward achieving the coaching goal.  They are:

1. Set a Goal
2. Brainstorm the Resources
3. Create an Action Plan
4. Act towards the Goal

Tailor Coaching To the Individual

Coaching only works if it is specific to an individual and the same coaching plan will never work for everyone.  The brainstorming and even the goal could be the same, but each person will have their own action plan and steps to achieve their goal.  This is because you need to let the action plan be something that works specifically for the individual you are coaching.  For example, just because I know I can easily learn content from reading a book by some subject matter expert, I know this doesn’t work for everyone and reading a book in a coaching plan might be more discouraging to some individuals than it is helpful.  Some people will need to learn by trial and error, some by courses or training, some self taught, some through experimentation, research or by hearing stories and reacting emotionally to some method.  Everyone will have their own style and its your job as the coach to tailor the coaching to find the methods that work best for the individual and then incorporate that method for them to practice and learn most effectively.

Posted by Mike King under Business | 7 Comments »

I was contacted by Katie working at Quicken Loans where she was participating in a leadership development program with an assignment to reach out to various leaders and get a set of relevant questions answered.  These were the questions and responses that I provided.  I think it is great to hear about such a program at Quicken Loans and since Katie would not use these outside the course she was on, I asked to publish them here with my responses to get people to discuss these points with their own ideas as well.  How do you answer these questions?  Please add your comments below.

1.  What are the 2-3 most exciting technologies that you use or are watching?

2.  What is the top trend that you are watching or think people should be watching?

I really don’t have a favorite as books need to address areas of interest topics so there isn’t one book that fits all and I’ve read far too many to have a favorite book.  Some of my favorite authors are Patrick Lencioni and Malcolm Gladwell as I highly enjoy their respectively, fable style of writing and  data backed discoveries.  Some of my favorites are: Win Friends and Influence People, What Got You Here Won’t Get You There, The Other 8 Hours, The Five Dysfunctions of a Team, The Goal

5.  What is your favorite website?

6.  If you could recommend one book for people to read, what would it be?

Posted by Mike King under Life | 18 Comments »

How to Make Your Next 30 Days The Best Ever

Author : Tom Connellan

I have always enjoyed business books written with strong things to teach, but done in a fable or story context, such as Lencioni’s book, The 5 Dysfunctions of a Team.  Connellan has done the same with The 1% Solution since it is written as a story, yet with very clear elements taught to the reader.  This particular story is of a guy, named Ken who had reached a point where things seemed to be a struggle in his life and he was noticing vast differences in people around him, some doing well, some struggling.  The coach of all people on his son’s soccer team met Ken and steered him towards a new path with the help of a group of others in a 1% solutions team.

The concept from the group was clear, that doing everything in your life just one percent better and constantly striving (deliberately) to improve just one percent can have dramatic positive consequences.  The difference between many first place medals in Olympics and no metal is often as small as 1% so that 1% can make a big difference. Whether you are after an Olympic goal or not, everyone has the ability to be better than they are, and the 1% solution provides a model and outlook towards life to do just that, be better.

As Ken meets and spends time with each of the 6 people in the 1% group, he learns important concepts about learning, improving and focusing his life around becoming a better person in many areas.  The group of 6 is realistic in having Ken think about how to get better than what HE already is, instead of thinking about where he’d like to be the best which compares to others and often holds people back from improving step by step.  The messages are very practical and cover a lot of personal development aspects I’m sure many people have seen or heard.  The author puts them into context of a person’s life and tells them in a way that is compelling and believable.  Here are just a few of the examples and messages from the text:

• You can’t be 100% better than everyone else, but you can be 1% better at hundreds of things
• Not everyone can be great, but everyone can be better than they are right now
• The more you get done, the more motivated you are to do things.  So you do more things, and you get even more motivated.  It’s a self-feeding cycle!
• The way to start is by taking action – even if it’s a small action.
• Too many people who have been around for 30 years don’t really have 30 years’ experience.  They have one year’s experience 30 times.
• What sets apart the top 1% is that they cycle throughout the day between periods of concentrated effort and planned recovery.

So, there are many other messages and I think you will certainly enjoy this book.  The author covers and uses motivation and engagement topics, teaches elements of the Pareto or 80/20 principle, emphasizes Gladwell’s 10000 hours to become an expert message, covers deliberate practice to get better faster, dives into a 30 day formula to form or break habits, includes the important aspect of properly resting and recovering from 1% progress and finally includes how all this can then be passed on to others and shared again.    If you’ve read a ton of other content in personal development, you will likely not come across anything really new in this but at the very least; it will reinforce many common aspects of becoming a better person.  If you’re searched and read some content on personal development and want a book that is easy to read yet packed with useful content and tips, then this book is definitely for you. It is an easy read, fairly short and the story is well written with a good mix of dialogue where Ken learns from the 1% group and narrative writing of his thoughts and actions.  There are additional resources at the author’s website if you want more information.  I’d love to hear your comments or questions about the book if you have read it or not, as the topics are all worthy of discussion!

Posted by Mike King under Book Reviews | 8 Comments »

I’ve written quite a number of articles about leadership (such as 100 Ways to Be a Better Leader) and a handful about humility (such as 50 Ways to Be More humble.  Humility is something that people learn by different methods and while I may have learned humility through my own Christian foundation, this at times also causes people to react to my articles and content I include.  I assure you, there are many ways to learn about leadership and humility and I only offer my perspective here, whether you align with it or even agree with it is up to you and your lifestyle but has little to do with humble leadership itself so please examine the subject of the article here, not the context from which it may be learned.  That to me is the whole point of blogging, to share ones learning’s, one’s thoughts and to let others take from it what they want if they think it is valuable and to discuss similar and opposing opinions when topics arise you are passionate about.  Humility is a topic that is hard to write about and often controversial.  Because of this, I only ask that you consider the words to be words and how you apply it something specific to your life.  There have been and still are many great teachers on humble leadership and there is much to learn from them in additional to the points I’ve included in this article, so let’s get started.

Leadership is often seen as one person steering and directing many and many of the names that come to mind first when thinking of leaders are those in the public sector, politicians, sports leaders, great authors and motivational speakers.  While many of these people are in fact incredible leaders, humble leadership is not often why they are so well known.  Humble leadership requires a leader to lead without a desire for attention, for getting well known or for because famous due to that leadership.  Those things may very well happen, but they are never a desire of a humble leader.

Parenting is Often Humble Leadership

Parents have a tremendous opportunity to lead their children and the desire to be a great parent is for the sake of others, not themselves.  Great parents do not hope to be recognized as great parents (from people outside their family at least) and they don’t typically think about any specific achievements they might gain from being the model parents they strive to be.  This type of parenting is a perfect example of humble leadership.  They show by practice what making good choices in life is all about, how to help others and care for one another and how to support people to learn and make great decisions on their own.  These traits are ones that any good leader should have as well and so parenting can be a great place to find leadership without their own agenda, an important part of humble leadership.

Putting the needs of others before yourself and truly wanting to make others more successful with no concern about the impact of that on you can quickly make a humble leader!

Leading by Example and Not Authority is Humble Leadership

Another area that humble leaders lead is by example.  Leading by example can be done by any type of leader but it tends to be done by humble leaders more.  Humble leaders are most interested in showing what can be done and by doing those themselves first.  They don’t force anyone to follow them and they typically lead by example with nothing more than a hope that others will see, and follow suit.  It is often done for leading with specific behaviors in a workplace.  Holding one’s values close and making decisions that let them uphold those values.  Or working in a particular field or role, despite their ability to change and go elsewhere.  It might even be that a humble leader makes a number of personal sacrifices for the sake a company or people in it, without those people ever knowing.  These types of actions and leadership happens every day, and while it is not always obvious to people and more so, often hidden on purpose by a humble leader, the fact is, that is does happen and is often going on in our very own workplaces each and every day!

Humble Leadership Occurs Between Friends All the Time!

Another not so well known area to find humble leadership is that which goes on between friends all the time.  Friends are constantly doing little things to make each other feel better, enjoy one another’s company and to help them get through tough times.  This caring and compassion are exactly the kind of things that humble leadership is based on.  Friends are constantly spending time together, laughing and enjoying one another’s company.  It builds trust, security and comfort that don’t exist without those close personal interactions.  Humble leadership is the same and takes time to develop that trust and security to gain the influence that is required for any leadership task.  It is done by relationship and gives plenty of time to let it develop and become useful.  Humble leadership is not something that can be forced or created quickly, just like most friendships.

Humble Leadership Drawbacks

The methods of a humble leader are very powerful and can create influence and impact with much more momentum and passion than aggressive leaders or authoritative leaders.  The biggest drawback is that one of time, as humble leadership is not something that can be done quickly.  It takes much more time and dedication to create change and get results from it.  The followers that humble leadership can generate however, are often much more loyal themselves and often new humble leaders are created as a result.

I believe that humble leadership is the most powerful of all leadership styles and while it isn’t necessarily suitable to all areas needing leadership, it is a style that makes relationships, trust and connections between people stay at the forefront. It aligns best with my own core values of service, honesty, spirit and integrity so it is something that I can let happen, instead of forcing it to happen.  What about you, do you have examples of humble leadership in your life, can you enjoy the natural aspects of leadership in a humble way and how do your core values align with your style of leadership?  I’d love to read your comments and thoughts on the subject!

Posted by Mike King under Life | 18 Comments »

Change is not easy.  Change however is often necessary in order to improve the life we live and things we do.  Even the word “change” conjures up all kinds of different feelings for every person.  For a leader, change is part of what they do and so a good leader must have a solid process and set of steps to make change happen.  A leader must identify the need for change, drive what is necessary to make it happen, inspire those around them to follow and then carry enough momentum to see it through, while celebrating and recognizing any results along the way.  In fact each of these steps deserve a lot more detail and they are the foundation of this article on driving change.

Step 1: Identify the Need for Change

First, great leaders are gifted at identifying the need for change.  Whether its because of their surroundings jumping out at them and just screaming for help, or a subtle cue that they see and no one else does, leaders are great at identifying change.  This ability often comes by developing an objective perspective, even for their own life or surroundings.  It lets them separate their circumstances that clouds their judgment and allows them to ask questions that identify an opportunity.  That opportunity, no matter how great or small, lies behind some change before it can be reached.  Seeing that opportunity is the first step to change.

Step 2: Taking On the Change

Next, a leader must be willing to step up and take on a change.  There are lot of people who might see the need for change and stop short, scared at the effort, the risk or the journey to make it happen.  Taking on change takes courage and anytime courage is at play, there has to be some risk involved.  Change will not happen on its own and leaving something up to others is usually what creates the difficult circumstance that needs a change in the first place, since that is what most people do.  To make change happen, you must be willing to take on the change directly and face the challenge in doing do.

Step 3: Drive The Change

Willingness is not all it takes however.  While the courage to face it will be the start, perseverance to drive the change will be a much longer, tiring journey and is another crucial component to getting through the barriers of change.  Sometimes this means leading by example, other times it may be to stand up for someone or something that others are scared to do, and it might even mean a lot of time and labor poured in to get started changing things.  Whichever it is, driving the change is needed and a great leader knows this.

Step 4: Inspire Others to Follow the Change

Driving the change can only last so long without help and no matter how strong a leader is, they are even stronger with their followers and at some point, will have to rely on others to help them.  This might be right from the start or it might be after some barriers are eliminated to help others see light at the end of the tunnel, but along the journey, leaders must inspire others to gain help.  I’ve written before on many ways to inspire others and a leader will have to do so to develop followers.  Being consistent, expressive, positive and welcoming can definite inspire new followers, especially when a leader does those things by example in areas they are passionate about and noble causes.

Step 5: Create Momentum for Change

Creating momentum for change requires that same perseverance it takes to start and drive the initial changes, but now at a larger scale with any followers on board to help make things happen.  Keeping follows inspired and putting the effort behind any changes will require continuous effort and all the things it takes to inspire people in the first place but be maintained and emphasized to keep the momentum going.  Communicating the progress is important as well for showing momentum and you will likely have to start by communicating the size of the effort and as it ramps up, use that to show momentum, especially since progress or results may not be seen in the early days.

Step 6: Recognize Results

Once more efforts are being put it, it will not take long for there to be some results.  Of course, they will not be the end results and change you are after, but it is very important to identify early on any progress that is made.  These might be considered as major milestones or barriers to overcome.  It could be expansion or support levels.  Perhaps funding, ideas or collaboration that never existed before the movement.  Whatever is underway, its important to stop and recognize the results.  Recognition is there to keep the momentum as well.  Make sure that individuals are recognized for specific actions and behaviors.  Recognize in ways that re-enforce the messages needed to drive more change and continue to build momentum.  Use recognition as a way to inspire more followers and continue to build the expand all efforts toward the change.  A strong cycle of inspiration, momentum building and recognition is an incredible force for driving change.

Step 7: Celebrate the Change

Not only should the progress of effort be recognized, but even more important is to celebrate any noticeable change itself.  Change never happens all at once and so there will be people who change first, or perhaps areas or regions that change first, or even small changes that occur on the journey to a larger change.  Each of these small elements are crucial to celebrate to ensure that the change is an example to everyone who sees it and that the change is something that proves the results you are after.  Promoting whatever change does occur is another way to build momentum as well, especially among skeptics who need to see before they can believe!

Step 8: Share Your Story

And finally, sharing your story of change should be done to give others insight into what challenges were overcome, how the change was driven and all the methods used to implement it (such as the steps in this article).  Sharing the knowledge of how to implement change obviously others to repeat that both with the same kind of change (which is really building more momentum), but also to apply those tools to a completely new area, one that need change as well.  It sparks leaders and inspires people to take on their own areas of change and it can teach people how to do it.

So, I hope these steps can be used for your next change initiative and I’d love to hear if you’ve used these before or if you have some additional steps that really help to drive change in your leadership.  If so, please share them with others.

Posted by Mike King under Success | 8 Comments »