Waking Up Is Hard to Do: Why Responsibility and Leadership go Hand-in-Hand

The emotional waking up process can be very slow for us as individuals and leaders if we have not considered the fact that a critical part of us may still be asleep!  By “waking up” I mean that the dimmer switch of consciousness or awareness has started to turn, bringing with it a heightened sense of self-awareness;  the more self- aware we are, at a psychological and emotional level, the more awake we are; and the more awake we are, the more powerful, perceptive and resilient our presence in the external world.

My emotional waking up process was very slow, hindered by the fact that I believed that I was, of course, already awake.  I could see that others had a long way to go, but me?  No way!

It was the concept of responsibility that would begin my awakening. I was living in New York at the time and had just begun my coach training with Debbie Ford. When the concept of “responsibility” was introduced, I can remember thinking “Oh, easy. I’ve always been a very responsible person.  I know all about this.”  This was to be one of my many falls. Not so much an “aha”  moment as a sudden, hard tumble.

Responsibility, in this context, meant understanding that my life and its unfolding was absolutely 100% up to me. No one was coming to rescue me. No one was coming to propel me to the life of my dreams; no one. The events of my life and the unfolding of the following decades were absolutely my responsibility; and not just in one aspect of my life but in them all: my relationships, my career, my finances, my health and wellbeing.

There was more. If I was to truly embrace responsibility it would mean giving up my excuses, my rationalisations and my justifications. It would mean no more blaming and no more holding on to old resentments and grievances.  Perhaps the only good news I could glean at his point was that I could forget the idea of taking responsibility for the lives of others. I understood very quickly that the only job we are ever, in truth, given in this lifetime is to take responsibility for our own lives.

“Well if that’s my only job” I can remember thinking “how well have I done at that?” The foundations I had been standing on for 40 something years had begun to crack and at that moment I discovered a very uncomfortable truth. I had been waiting.  I had quietly been waiting for my lucky break; that “special” person to discover my talents and skills and deliver me into my fantasy life (whatever that was); and I had endless excuses for why it hadn’t happened yet.

I can remember feeling really annoyed. “I don’t want to take responsibility for every aspect of my life.  It’s too much. It’s too hard.”  Before long I was bargaining.  “Well, maybe if I take full responsibility for my health, lady luck will take care of my career and finances.”  Soon after that came a feeling of sadness.  “I’ve missed the boat.  I’ve waited too long.  I’ve been secretly waiting for that lucky break that will never come.”

Finally, when I stopped fighting and just accepted the idea, came peace. I realised I was actually okay with the fact that no one was coming.  In fact, I was ready to let go of my excuses and take hold of the reins of my life.  I knew I could do it. For the first time in many years, I had awoken and made a conscious choice. My choice was responsibility and it felt really, really good.


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Could lack of “self awareness” be holding back your career?

Jane is a highly intelligent, capable and “take charge” leader.  The problem is no one really wants to work with her!  The level of churn, “grizzle” and disengagement in her team is extremely high. According to Jane the problem is “those people” – the finger is definitely pointing elsewhere and the situation has little to do with her or her leadership style. When her manager gives her feedback, she becomes defensive and argumentative, makes excuses and quickly shifts responsibility on to others as to why things may have gone wrong.  Unfortunately for Jane, everyone else in the organization sees her as being “the problem” but she lacks that essential skill of self awareness to get this.  Consequently she is rapidly sliding down the path of career derailment.

So what exactly is self awareness and why is it so important?  Self awareness is the ability to be in tune with one’s feelings and emotions in the moment and its impact on one’s relationship and work performance.  It is a critical competency in emotional and spiritual intelligence (EQ and SQ) and is the fundamental building block for success in life.  Self awareness enables us to make insightful and sharper decisions and course-correct as we go.  It facilitates improved, authentic relationship within and with others – our boss, colleagues, team members, clients, suppliers, family and friends.   We are more effective in life when we exhibit high levels of self-awareness.

So how do we harness and develop this core competency in business and our personal lives?  As Sir John Whitmore, author of the best selling Coaching for Performance and many times winner of the British and European motor racing champion puts it, “we have a measure of choice and control over what we are aware of, but what we are unaware of controls us.”
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Six simple actions

Ivanhomepage_NEWLast week I gave you a list of actions you can take to strengthen your relationships with your referral sources. I promised that in the next few weeks I would give you some more information on each action. So, since we all love it when things are easy, I’ll start by giving you further details on the six simplest actions you can take.

1.  Send a thank-you card. Always a nice gesture, a handwritten thank-you card makes a great impression, especially in this age of electronic communication. Be sure to write a personalised note that mentions what you’re thanking your referral source for. SendOutCards.com is a great resource for this.

2.  Send a gift. A gift is always welcome. Like a thank-you card, a gift, however small or inexpensive, builds visibility and credibility with your referral source. Try to find out what your referral source likes (favorite foods, hobbies, etc.), and send a gift that is personalised to her tastes.

3.  Call a referral source. An occasional phone call is a good way to keep the relationship strong, if you take care to call only when it’s least likely to be an unwelcome interruption. It’s also a good idea to have a piece of news or some tidbit of information to pass along that will benefit or interest your source.

4.  Offer a referral. Giving your referral source a referral is a wonderful way to build your relationship. By helping build your source’s business, you create a debt of gratitude that will encourage your source to respond in kind.

5.  Display a source’s brochure. Doing a bit of sales work on behalf of a referral source can only enhance your relationship. If you have a public area for your business, offer to place your source’s materials where your clients can read them.

6.  Send an article of interest. Set up a file for holding newspaper and magazine clippings that may be of interest to people you would like to be your referral sources. Sending an article, especially one that is pertinent to your source’s current business or personal circumstances, says that you are thinking about your source’s needs.


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Min Workshop – Referrals 005

This is a 2-3 minute activity that involves those at the meeting.
You will need to read it through beforehand and be prepared. 
What you say out loud to the group is in larger type in bold.

Purpose: To highlight different ways to ask for referrals.
—————————————————————————————–
Start by asking the members…

At last count I listed 6 different methods you could use to ask for a referral.

What I want to see is whether you know those 6 and any more. So turn to the person next to you and see if you can come up with at least 6 ways.

To make sure you are on the right track let me give you the first one – it is face-to-face.

So take 60 seconds now and see how many other ways you know of.

Let them have 60 seconds and then ask….

Did anyone get more than 6?

If someone did ask them to stand and repeat all of them.

If any are different to the following list then repeat the list and add in the new ones.

Then ask…

How many of you are using even half of these methods?

If you aren’t then now is the time to start and be able to bring more referrals to your team.

The Referral Master®

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Power Teams

You may have heard your BNI Director talk about Power Teams and how they can help you to maximise the results of your participation in BNI – however it has been my experience that  not everyone realises the full potential of  a Power Team until they are actually involved in one.  That being the case, this short video from David Wimblett – BNI Director in North West London may help to highlight the benefits.  If this sounds as though it is something you might like to instigate in your chapter then talk to your BNI Director as to how he/she can help you as an individual or as a chapter to set up some Power Teams in your chapter.

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