Jobs and CareersThe Human Spirit - The Next Frontier For Advancing a Better World
By Jack Lannom
We have a remarkable handle on technology and science but humanity is shouting at all of us, telling us that we don't have a handle on what is most important! Could it be that in our quest for advancing our civilization that we have missed the greatest and most powerful resource for changing our world: the human spirit? I am thoroughly convinced that the next frontier for breakthrough discoveries will not be in the arena of technology, but in the fascinating, virtually untapped frontier of the human spirit.
We must discover who we are and help others also discover who they are so that we may know, understand, and believe in our individual and collective abilities to make a profound, positive difference in the world.
I believe one of the greatest impediments to economic growth in organizations is business leaders' ignorance of what it means to be human. It is imperative that leaders learn to recognize the incalculable worth of the human spirit, and that these leaders proclaim that their organizations are dedicated to honoring, valuing, and celebrating the human spirit more than anyone else in the world.
If entrepreneurs can accurately define the value, dignity, and potential of the human spirit, and if they discipline themselves to create cultures that truly live out this ennobling definition, they will reap unprecedented harvests-a bumper crop of both economic profits and the vibrant cultural health of their organizations.
It is important to note that in many arenas the corporate competitive field has been leveled. Companies seeking to expand their market share are utilizing the same technology, delivery systems, and business strategies as their competitors. Therefore, when customers are evaluating various suppliers, they see so many similarities among them that the customer often hesitates, wondering, "Which company should I choose? They all look alike!"
Your organization can make your competition irrelevant-not by creating the best equipment but by creating the most engaged culture, where your customers walk away from the moment of truth with the best experience.
The soul of every company is its culture; a healthy corporate culture is built on the health of every human spirit who resides within that culture. Companies, just like individuals, need a soul, not only to survive but also to thrive in a fiercely competitive world market. Companies that fail to nourish a healthy culture live impoverished lives, and are destined to become the next failure statistic. Hence, the wealth and long-term viability of every organization is predicated on the health and strength of its corporate culture.
When people truly believe that their leaders value them above all the hard assets in the organization ... when leaders honor the gifts and appreciate the contributions of their employees (I prefer the term purpose partners) ... at that point the world will see what the human spirit is capable of accomplishing in a humanized and healthy culture.
If leaders truly wish to develop extraordinary companies and dramatically differentiate themselves from their competitors, then they must dedicate themselves to learning about the exalted nature, dignity, worth, capability, and the amazing creativity of the human spirit. Once they possess this profound knowledge of what it truly means to be human, they should begin to use language that honors the human spirit and proclaims this liberating message to all their purpose partners:
"I know who you are! I have studied your definition, and you are an amazing human being! I believe in your exalted dignity and exalted worth. In addition, I know you possess unique gifts and I want to honor those gifts and help you develop them even further. I have a passion for your potential! I want to see you grow; when you grow, we all benefit."
This inspiring language creates the right environment for human connectedness, prosperity, loyalty, trust, longevity, and freedom for the human spirit to soar and release its untapped potential into corporate cultures.
The Human Spirit Company is the company of the future. This futuristic company will espouse an ennobling ideology to the human spirit: truth in all things, wisdom in all things, and excellence in all things. Purpose partners throughout the organization-from the newest hire in environmental services to the Chief Executive Officer-will govern themselves by an unwavering moral compass that infuses them with moral authority. Leaders will celebrate People First ... not profits first. Purpose partners will model a vibrant work/life balance in an unbalanced world. They will demonstrate that a corporation can possess both ethics and earnings. They will have fun and focus on the aggressive goals of the organization at the same time.
Furthermore, The Human Spirit Company will attract, develop, and retain the greatest innovators because its leaders believe in the shoreless, bottomless, repository of imagination and creativity in every human spirit. These leaders will habitually recognize, reward and celebrate the contributions of the human spirit. They will transform lives because they will teach their purpose partners how to grow mentally, physically, spiritually, socially, financially and emotionally. The leaders will be shining exemplars of humility, not stereotypes of arrogance. There will be no cultures of "Big I" and "little you". Everyone will be made to feel very important. Everyone will know that they are valued purpose partners, not merely expendable performance puppets.
The great leaders of the 21st Century will be human spirit specialists. They will masterfully create the most engaging, extraordinary experiences for their employees and for their customers. Filled with the synergy of these vivid moments of truth-animated exchanges between purpose partners, suppliers, and customers-each participant will feel compelled to tell everyone they know about their powerful experiences with the Human Spirit Company.
This is the next frontier: valuing, engaging, and developing the human spirit for the creation of better homes, better organizations, better communities, and ultimately a better world.
Join us today with our worldwide People First Movement and let's become Purpose Partners for a healthier planet.
Lannom Worldwide provides a groundbreaking system that creates outrageously engaged, high-octane cultures that increase profits, tap potential, attract and retain the best people and make competitors irrelevant - in ANY economy! For more information about Jack Lannom and Lannom Worldwide, please visit http://www.lannomworldwide.com
=================================
Leadership Training - 6 Opportunities to Present 10 Leadership Secrets Whispered by Horses
By Stephanie Harbin
10 Leadership Secrets Whispered by Horses is a great training resource. Jay Koch draws interesting associations between leadership and horsemanship. A reader discovers how to be a better leader, how to be a better person, and a thing or two about horses. The style of writing is engaging and easy to read. Hence, this article proposes six possible training formats for introducing the e-book to workers at your company; you are guaranteed to leave no one out.
6 Opportunities
* Meetings
Does your company hold weekly, monthly, or quarterly meetings for managers? If you answered yes, take advantage of the sessions to acquaint managers with 10 Leadership Secrets Whispered by Horses. Give it as a reading assignment and then hold roundtable discussions. Develop thought provoking discussion questions.
* New Supervisor Training
Help new supervisors get off to a good start. The chapters address issues related to communications, human relations, and problem solving.
* Lunch & Learn Seminars
Hold a series of brown bag seminars during the lunch hour. In this instance, you open the training to everyone, particularly many who have the potential to become good leaders.
* Retreats
Make sure 10 Leadership Secrets Whispered by Horses is on the to do list for your next retreat. Senior managers need to hear the lessons discussed in the e-book more than anyone else; unfortunately, some forget how to treat others as they rise higher.
* Orientation for New Hires
Many new hires aspire to become leaders. With this in mind, reserve a block of time for reading and discussing the e-book during orientation; it contains less than 50 pages.
* Employee Appreciation Day
Consider recruiting Jay Koch to be the guest speaker for your next employee appreciation day. Everyone will hear the same message straight from the mouth of the horse. In addition, employees can ask questions and interact with the author.
To sum things up, this article suggested six ways to introduce 10 Leadership Secrets Whispered by Horses to various groups within your company; they assure that everyone gets included from the boiler room to the board room. The lessons will spur much discussion. Visit www.thebesthorsesense.com to download your free copy.
Bonus Tip: You're invited to visit http://www.squidoo.com/empoweryouthwithleadershiptraining to receive a FREE special report on the key components to youth leadership training programs. Stephanie Harbin, a motivational speaker and training specialist, has developed and presented a wide range of programs for business, government, educational institutions, and non-profits. Her focus is on leadership, strategy, training, career and personal development.
====================================
Risks of Leadership
By Bryant Nielson
Leaders can inspire, champion change, and engage followers who will stop at nothing to watch the vision become a reality. Being in a leadership position enhances your own personal and professional image, as well. But there are risks involved in leadership. Let's discuss five common leadership risks and how you can avoid them.
History will tell you that leaders can become isolated. In an organizational environment, this is sometimes caused by growth. For example, leaders who start out in a small organization that grows in leaps and bounds can suddenly find themselves alone, without a proper support system and sounding boards. Perhaps the other leaders he or she relied on have their own groups to lead. There is also the possibility that the leader got lost in the shuffle - inspiration can cause people to charge ahead without stopping until the vision is complete. How can you avoid becoming isolated? One of the key ways is to maintain constant communication with other leaders and with the organization as a whole. Leaders who conduct "town hall" style meetings, even in bad times, will be able to keep in touch with the organization's "pulse". Leaders who continually communicate will always hear and be heard. In addition, leaders should not give in to the temptation to surround themselves with people who say only what they want to hear. As a leader, you must be constantly challenged, and one of the best ways to do that is to surround yourself with people who will tell say that you might be wrong.
Another leadership risk is a loss of focus on management and operations. Any organization has certain managerial and operational functions at all times. If you've led the group effectively, you may not be in touch with these functions on a day-to-day basis, which is fine. But don't lose touch with those functions. Understand what's going on, what has changed, and how the organization fits into those changes. Be sure to maintain your grip on when to step out of the leader's role and step into the manager's role - and ensure that your leadership team maintains this focus, as well. In simple terms, don't lose focus with the day-to-day "how" of your organization. If you feel it slipping, get out there and re-acquaint yourself.
We've all heard the rule to "under promise and over deliver". Popular sentiment can sometimes carry leaders away by popular sentiment and the exaltation brought on by winning battle after battle. When that happens, the leader may begin to "over promise and under deliver". To avoid falling prey to this risk, you should always stay rooted in reality. The temptation to over promise is great, especially when the organization is inspired and things are moving along smoothly. If things start to take a turn for the worse, examine the situation and adjust your reality. There's no shame in telling the group that you're proud of their inspiration but that things may get a little rough. The key here, aside from truth and honesty, is to let the organization know that you are there with them at all times, even when things are tough.
Leaders can also become too visible and too approachable. This is a fine line but it can happen. For example, the leader that is carried away on the tide of good feeling may let his or her guard down in order to keep the good feeling. Or he or she may forget to manage even though the situation calls for it. Having an "open door" is a great idea, as long as there is an invisible wall that others cannot get through. Being a populist leader is a great way to get things done, but don't go too far. Lead when it's necessary and manage when you have to. Make unpopular choices and explain that the decision was made on behalf of the organization and not certain people. This is a way that leaders can maintain respect while still being populists.
One of the final risks of leadership comes from selecting team members around you. Some leaders, again as they become comfortable, may start making decisions based on a feeling or a sense of leadership from the candidate. These are good places to start when selecting a team, but don't allow that leadership focus to be the sole focus in hiring. Remember to look at the position you're trying to fill and how the person's knowledge and skills fit it. Simply being a good leader is not enough when there is also a job to do and a division or group to manage. Look for leadership and job related skills when you're selecting a team, and you'll end up with a person who knows how to lead and manage. And you won't have to explain what could be a "sticky" situation when that person just doesn't work out.
Leadership is not without its risks. As long as you strive to avoid the risks, your leadership will continue to be effective, even in good or bad times.
Copyright 2009 Bryant Nielson. All Rights Reserved.
Bryant Nielson - Learning & Development Expert - assists executives, business owners, and top performing sales executives in taking the leap from the ordinary to extraordinary. Bryant is a trainer, business & leadership coach, and strategic planner for many sales organizations. Bryant's 27 year business career has been based on his results-oriented style of empowering.
By Jack Lannom
We have a remarkable handle on technology and science but humanity is shouting at all of us, telling us that we don't have a handle on what is most important! Could it be that in our quest for advancing our civilization that we have missed the greatest and most powerful resource for changing our world: the human spirit? I am thoroughly convinced that the next frontier for breakthrough discoveries will not be in the arena of technology, but in the fascinating, virtually untapped frontier of the human spirit.
We must discover who we are and help others also discover who they are so that we may know, understand, and believe in our individual and collective abilities to make a profound, positive difference in the world.
I believe one of the greatest impediments to economic growth in organizations is business leaders' ignorance of what it means to be human. It is imperative that leaders learn to recognize the incalculable worth of the human spirit, and that these leaders proclaim that their organizations are dedicated to honoring, valuing, and celebrating the human spirit more than anyone else in the world.
If entrepreneurs can accurately define the value, dignity, and potential of the human spirit, and if they discipline themselves to create cultures that truly live out this ennobling definition, they will reap unprecedented harvests-a bumper crop of both economic profits and the vibrant cultural health of their organizations.
It is important to note that in many arenas the corporate competitive field has been leveled. Companies seeking to expand their market share are utilizing the same technology, delivery systems, and business strategies as their competitors. Therefore, when customers are evaluating various suppliers, they see so many similarities among them that the customer often hesitates, wondering, "Which company should I choose? They all look alike!"
Your organization can make your competition irrelevant-not by creating the best equipment but by creating the most engaged culture, where your customers walk away from the moment of truth with the best experience.
The soul of every company is its culture; a healthy corporate culture is built on the health of every human spirit who resides within that culture. Companies, just like individuals, need a soul, not only to survive but also to thrive in a fiercely competitive world market. Companies that fail to nourish a healthy culture live impoverished lives, and are destined to become the next failure statistic. Hence, the wealth and long-term viability of every organization is predicated on the health and strength of its corporate culture.
When people truly believe that their leaders value them above all the hard assets in the organization ... when leaders honor the gifts and appreciate the contributions of their employees (I prefer the term purpose partners) ... at that point the world will see what the human spirit is capable of accomplishing in a humanized and healthy culture.
If leaders truly wish to develop extraordinary companies and dramatically differentiate themselves from their competitors, then they must dedicate themselves to learning about the exalted nature, dignity, worth, capability, and the amazing creativity of the human spirit. Once they possess this profound knowledge of what it truly means to be human, they should begin to use language that honors the human spirit and proclaims this liberating message to all their purpose partners:
"I know who you are! I have studied your definition, and you are an amazing human being! I believe in your exalted dignity and exalted worth. In addition, I know you possess unique gifts and I want to honor those gifts and help you develop them even further. I have a passion for your potential! I want to see you grow; when you grow, we all benefit."
This inspiring language creates the right environment for human connectedness, prosperity, loyalty, trust, longevity, and freedom for the human spirit to soar and release its untapped potential into corporate cultures.
The Human Spirit Company is the company of the future. This futuristic company will espouse an ennobling ideology to the human spirit: truth in all things, wisdom in all things, and excellence in all things. Purpose partners throughout the organization-from the newest hire in environmental services to the Chief Executive Officer-will govern themselves by an unwavering moral compass that infuses them with moral authority. Leaders will celebrate People First ... not profits first. Purpose partners will model a vibrant work/life balance in an unbalanced world. They will demonstrate that a corporation can possess both ethics and earnings. They will have fun and focus on the aggressive goals of the organization at the same time.
Furthermore, The Human Spirit Company will attract, develop, and retain the greatest innovators because its leaders believe in the shoreless, bottomless, repository of imagination and creativity in every human spirit. These leaders will habitually recognize, reward and celebrate the contributions of the human spirit. They will transform lives because they will teach their purpose partners how to grow mentally, physically, spiritually, socially, financially and emotionally. The leaders will be shining exemplars of humility, not stereotypes of arrogance. There will be no cultures of "Big I" and "little you". Everyone will be made to feel very important. Everyone will know that they are valued purpose partners, not merely expendable performance puppets.
The great leaders of the 21st Century will be human spirit specialists. They will masterfully create the most engaging, extraordinary experiences for their employees and for their customers. Filled with the synergy of these vivid moments of truth-animated exchanges between purpose partners, suppliers, and customers-each participant will feel compelled to tell everyone they know about their powerful experiences with the Human Spirit Company.
This is the next frontier: valuing, engaging, and developing the human spirit for the creation of better homes, better organizations, better communities, and ultimately a better world.
Join us today with our worldwide People First Movement and let's become Purpose Partners for a healthier planet.
Lannom Worldwide provides a groundbreaking system that creates outrageously engaged, high-octane cultures that increase profits, tap potential, attract and retain the best people and make competitors irrelevant - in ANY economy! For more information about Jack Lannom and Lannom Worldwide, please visit http://www.lannomworldwide.com
=================================
Leadership Training - 6 Opportunities to Present 10 Leadership Secrets Whispered by Horses
By Stephanie Harbin
10 Leadership Secrets Whispered by Horses is a great training resource. Jay Koch draws interesting associations between leadership and horsemanship. A reader discovers how to be a better leader, how to be a better person, and a thing or two about horses. The style of writing is engaging and easy to read. Hence, this article proposes six possible training formats for introducing the e-book to workers at your company; you are guaranteed to leave no one out.
6 Opportunities
* Meetings
Does your company hold weekly, monthly, or quarterly meetings for managers? If you answered yes, take advantage of the sessions to acquaint managers with 10 Leadership Secrets Whispered by Horses. Give it as a reading assignment and then hold roundtable discussions. Develop thought provoking discussion questions.
* New Supervisor Training
Help new supervisors get off to a good start. The chapters address issues related to communications, human relations, and problem solving.
* Lunch & Learn Seminars
Hold a series of brown bag seminars during the lunch hour. In this instance, you open the training to everyone, particularly many who have the potential to become good leaders.
* Retreats
Make sure 10 Leadership Secrets Whispered by Horses is on the to do list for your next retreat. Senior managers need to hear the lessons discussed in the e-book more than anyone else; unfortunately, some forget how to treat others as they rise higher.
* Orientation for New Hires
Many new hires aspire to become leaders. With this in mind, reserve a block of time for reading and discussing the e-book during orientation; it contains less than 50 pages.
* Employee Appreciation Day
Consider recruiting Jay Koch to be the guest speaker for your next employee appreciation day. Everyone will hear the same message straight from the mouth of the horse. In addition, employees can ask questions and interact with the author.
To sum things up, this article suggested six ways to introduce 10 Leadership Secrets Whispered by Horses to various groups within your company; they assure that everyone gets included from the boiler room to the board room. The lessons will spur much discussion. Visit www.thebesthorsesense.com to download your free copy.
Bonus Tip: You're invited to visit http://www.squidoo.com/empoweryouthwithleadershiptraining to receive a FREE special report on the key components to youth leadership training programs. Stephanie Harbin, a motivational speaker and training specialist, has developed and presented a wide range of programs for business, government, educational institutions, and non-profits. Her focus is on leadership, strategy, training, career and personal development.
====================================
Risks of Leadership
By Bryant Nielson
Leaders can inspire, champion change, and engage followers who will stop at nothing to watch the vision become a reality. Being in a leadership position enhances your own personal and professional image, as well. But there are risks involved in leadership. Let's discuss five common leadership risks and how you can avoid them.
History will tell you that leaders can become isolated. In an organizational environment, this is sometimes caused by growth. For example, leaders who start out in a small organization that grows in leaps and bounds can suddenly find themselves alone, without a proper support system and sounding boards. Perhaps the other leaders he or she relied on have their own groups to lead. There is also the possibility that the leader got lost in the shuffle - inspiration can cause people to charge ahead without stopping until the vision is complete. How can you avoid becoming isolated? One of the key ways is to maintain constant communication with other leaders and with the organization as a whole. Leaders who conduct "town hall" style meetings, even in bad times, will be able to keep in touch with the organization's "pulse". Leaders who continually communicate will always hear and be heard. In addition, leaders should not give in to the temptation to surround themselves with people who say only what they want to hear. As a leader, you must be constantly challenged, and one of the best ways to do that is to surround yourself with people who will tell say that you might be wrong.
Another leadership risk is a loss of focus on management and operations. Any organization has certain managerial and operational functions at all times. If you've led the group effectively, you may not be in touch with these functions on a day-to-day basis, which is fine. But don't lose touch with those functions. Understand what's going on, what has changed, and how the organization fits into those changes. Be sure to maintain your grip on when to step out of the leader's role and step into the manager's role - and ensure that your leadership team maintains this focus, as well. In simple terms, don't lose focus with the day-to-day "how" of your organization. If you feel it slipping, get out there and re-acquaint yourself.
We've all heard the rule to "under promise and over deliver". Popular sentiment can sometimes carry leaders away by popular sentiment and the exaltation brought on by winning battle after battle. When that happens, the leader may begin to "over promise and under deliver". To avoid falling prey to this risk, you should always stay rooted in reality. The temptation to over promise is great, especially when the organization is inspired and things are moving along smoothly. If things start to take a turn for the worse, examine the situation and adjust your reality. There's no shame in telling the group that you're proud of their inspiration but that things may get a little rough. The key here, aside from truth and honesty, is to let the organization know that you are there with them at all times, even when things are tough.
Leaders can also become too visible and too approachable. This is a fine line but it can happen. For example, the leader that is carried away on the tide of good feeling may let his or her guard down in order to keep the good feeling. Or he or she may forget to manage even though the situation calls for it. Having an "open door" is a great idea, as long as there is an invisible wall that others cannot get through. Being a populist leader is a great way to get things done, but don't go too far. Lead when it's necessary and manage when you have to. Make unpopular choices and explain that the decision was made on behalf of the organization and not certain people. This is a way that leaders can maintain respect while still being populists.
One of the final risks of leadership comes from selecting team members around you. Some leaders, again as they become comfortable, may start making decisions based on a feeling or a sense of leadership from the candidate. These are good places to start when selecting a team, but don't allow that leadership focus to be the sole focus in hiring. Remember to look at the position you're trying to fill and how the person's knowledge and skills fit it. Simply being a good leader is not enough when there is also a job to do and a division or group to manage. Look for leadership and job related skills when you're selecting a team, and you'll end up with a person who knows how to lead and manage. And you won't have to explain what could be a "sticky" situation when that person just doesn't work out.
Leadership is not without its risks. As long as you strive to avoid the risks, your leadership will continue to be effective, even in good or bad times.
Copyright 2009 Bryant Nielson. All Rights Reserved.
Bryant Nielson - Learning & Development Expert - assists executives, business owners, and top performing sales executives in taking the leap from the ordinary to extraordinary. Bryant is a trainer, business & leadership coach, and strategic planner for many sales organizations. Bryant's 27 year business career has been based on his results-oriented style of empowering.
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