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Inspiration from a Blind Mountain Climber

March 23rd, 2010

I recently met Erik Weihenmayer, the first and only blind man to climb the seven summits.  On the night I met him, he was speaking to a small group of clients, colleagues, and friends of  The Prouty Project.  Jeff Prouty and his team are talented and well-known consultants in the Twin Cities who specialize in strategic planning, organizational development and board development.  My husband is a client of Prouty, and so I was gifted with a ticket to join him for this evening.  And, what an evening it was.  Erik talked about his desire to “reach” in spite of the disease he was born with that left him blind by the time he was thirteen years old.

Reach.  Of everything he said, and believe me when I say it was all riveting, when he talked about “reach”,  I was inspired.  He talked about reaching into the future to attain your goals and reaching into the darkness with the belief that what you’ll find is exactly what you are meant to have, even though you can’t see what’s there.  And, he talked about reaching for the next ledge on a grueling climb to make progress, one small step at a time.  He reminded me that goals are achieved and visions are realized when we reach for them.  We can imagine all we want, but we must reach for what we want.  Very little comes to us if we just stand in place and wait.  Erik didn’t let his lack of vision exclude him from experiencing life with exhilaration.  That’s him in the picture, without goggles, standing on the summit of Mount Everest.

In leadership, on teams, and in life, we must reach for what we believe in and what we want.  It’s really very simple, and completely challenging.  Reaching takes an act of faith, and in the case of a blind mountain climber (and often those of us who can see just fine), it takes courage.  We must have faith that we will find the thing we are reaching for, and we must have courage that if we reach we won’t fall.  Of-course, sometimes we will fall.  And, that’s life.  We must reach anyway.  Because most of the time, when we reach, we’ll find something . . . even if it wasn’t exactly what we’re reaching for.  While the result might not be the top of Mount Everest, it may be a small victory that inspires us to reach further next time.

In my effort to “reach” to achieve my goals, as Erik has inspired me to do, I will take action . . . do something . . . try.  The point is to reach in some way and toward something.  There isn’t a right or wrong way to reach.  You just gotta do it.  Okay, so I might not get what I’m looking for.  I might get something more.

In awe,

Lynae

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Posted In: Inspiration, Leadership, Motivation, Uncategorized
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Cultural Intelligence

February 25th, 2010

Recently, I began reading Dr. David Livermore’s book Leading with Cultural Intelligence.  I’m crazy for this book because of all the insights about cultural intelligence, or CQ.  In our increasingly global economy, leaders are faced with more and more cultural diversity in the workplace.  I think this is a beautiful thing, and I’m sure most leaders do too!  Diversity in the workplace means there is an opportunity for increased creativity, new perspectives, and a much-needed challenge to the status-quo.  At the same time, the need to be culturally intelligent is just one more thing to add to the list of leader “to-dos,” and it can feel a bit daunting.  That’s what’s really great about this book.  It offers specific and attainable approaches to increasing  your CQ.

Approaching  the challenge with sense of curiosity and wonder can make it seem less like a challenge and more like an adventure.  Okay, I admit, as a Myers-Briggs type ENFP that’s how I look at most things.  Nonetheless, there is something exciting about discovering new cultures that most everyone can appreciate.  As Dr. Livermore points out in the book, it’s not necessary (nor possible) to master all the norms and values of every culture.  However, effective leadership in today’s culturally diverse environment means:

  • Understanding diverse customers,
  • Managing diverse teams,
  • Recruiting and developing cross-cultural talent,
  • Adapting leadership style, and
  • Demonstrating respect.

In future blogs, I’m going to explore the concept of cultural intelligence in more detail.  I want to tap into my network of global business partners and gather some specific examples of how cultural intelligence improves a leader’s ability to achieve results.  In the short term, I’m going to study a bit about Culture and the Myers-Briggs Type Indicator (MBTI).  In my recent certification course, I learned that the MBTI has been translated into at least 20 languages.  What that tells us, of-course, is that psychological type is universal.  But, what’s key is how type is influenced by culture and how those influences shape how type is expressed.  Understanding cultural type differences can be another key learning for leaders in the quest for CQ.

In the meantime, let me know if you have any recommendations for research or resources on cultural intelligence.  I welcome your suggestions.

Lynae

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Posted In: Cultural Intelligence, Leadership, MBTI
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The Shadow of a Leader

February 14th, 2010

A few days ago, I had to pick up a print job at my neighborhood FedEx Kinkos.  The place was jammed with customers, and everyone was hoppin’.  That included the store manager, who was a complete stress case.  He was tight-faced, tight-lipped, and curt with customers and his team.  He wasn’t rude . . . he was just going through the motions.  And, as I noticed, so was everyone on his team.  No one smiled.  No one said “please” or “thank-you.”  Everyone was just moving people through the line with as little personality as possible.  You’ve heard it before:  “I can help the next person.”  Sub-text:  “I can help the next person, but I don’t really want to.”

The scene reminded me of some great leadership development content I learned from the Senn-Delaney Leadership Consulting Group years ago.  I’ve used a lot over the years, and it never gets old.  It’s called “The Shadow of a Leader.”  The idea is that leaders shape their cultures through a powerful combination of message aligned with action.  Through actions, attitudes and messages, they cast a shadow that influences everyone around them.  The shadow a leader casts may be strong and inspiring, or it may be weak and dispiriting, but it always exists.  It is a reflection of everything a leader says and does. 

So, as I watched the FedEx Kinkos team, I noticed they were following their leader, doing as he did, matching his actions and attitude.  Without knowing it, he was setting a powerful example and casting a dispiriting shadow.  It’s that easy to do!  Leaders lead without knowing it.  All they have to do is be themselves, and walk their own talk.  That’s the beauty of leadership, and it’s the burden of leadership.  Your actions speak loudly, and someone is always watching.

Managing your shadow as a leader is a simple matter of awareness and intent.  Here’s a three-step process for better understanding your shadow:

  1. Identify your shadow.  How do your actions, attitudes and messages influence the culture?
  2. Develop a shadow improvement plan.  Once you’ve identified your current shadow, focus on your strengths and figure out how you can use them to improve your shadow.
  3. Share your shadow.  Talk about this concept with your team, and ask them to help keep you on track and casting the shadow that positively influences the work culture.

As Warren Bennis once said, “A leader doesn’t just get the message across, a leader is the message.”

In gratitude for a great lesson learned from my local FedEx Kinkos manager,

Lynae

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Posted In: Leadership, Organizational Culture
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lynae@bwrconsulting.com

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