Are You Willing for It to be Easy?

Posted on February 28, 2019 by Ann Van Eron

Many of us these days are overwhelmed. Organizations are going through multiple changes. The technology keeps requiring more learning even when its purpose is to make things go more smoothly and efficiently. We feel we have more and more things to do to keep up.

I recall working with a group trying to solve a challenge and someone asked, “What if it were easy?” Everyone stopped. This option had not been considered. In fact, there was a simple solution and a lot of effort could be eliminated.

We are creatures of habit and it is hard to stop doing things that we think “should” be done. When I ask teams to consider what to stop doing, there are often blank faces. Of course, sometimes people are worried about job security and other times we don’t consider other options. One team I worked with was able to reduce over 50 major projects the company was working on down to six. Everyone breathed a sigh of relief at the end of the meeting. The leadership team was aligned and had a process to monitor 6 initiatives. They had more confidence and increased market share after making it easier.

A small business owner was spending a lot of time and money trying to market the company’s offerings. They had multiple ways of marketing. When they considered how to make it easy, they realized that most of their work was coming from referrals. By focusing on communicating with a small number of people, they saved time and energy and had greater results. In fact, it became easy.

Ask yourself, “Am I willing for it to be easy?” Then expect an easier option. Examine your current “should” and look for what you can reduce or change to make things easier.

Ask Questions for Which You Don’t Have Answers

Posted on February 14, 2019 by Ann Van Eron

To grow the creativity and curiosity muscle it is useful to ask questions and then listen fully. Sarah practices this regularly. When she meets someone new she is really interested in learning more about them and their background. She asks many questions. “Where did you grow up?” “What do you do for fun?” “What kind of challenges have you faced?” “What do you hope to accomplish?” “What holds you back?” “What supports you?” After a conversation with Sarah, the other person feels connected with her and often learns something about themselves as they reflect and share. Sarah often acquires a new friend. Because of her curiosity and the ability to give space for a person to speak, people are often vulnerable, share themselves, and experience a sense of connection.

It takes intention and skill to be open-minded and curious about another person and to ask questions where the answers are not known. Then it takes intention to engage by fully listening.

When we ask questions in which we are curious and don’t know the answers a sense of space is created for discovery and possibilities.

I encourage you to consciously try asking questions where you don’t know the answers. Be open and curious to learn and see what evolves and what you discover. Enjoy the process too.

Multiple Realities

Posted on October 23, 2018 by Ann Van Eron

Multiple_Realities Our upbringing and experiences influence how we see the world, our mindset and how we behave. We each interpret things in a different way. When someone challenges our perspective we easily become defensive and argue for why our view is correct.

These days we are seeing polarization not just politically but in organizations where there are tensions between various offices and between management and the field and between functions and other dimensions.

Are our differences fully a function of our conditioning? John Hibbing, a researcher and political scientist at the University of Nebraska-Lincoln suggests that the partisan divide in the U.S. might arise not just from our upbringing and background but from our biology.

His research suggests that just as we may be born with a disposition to be introverted or extraverted or left or right-handed, there are psychological differences between liberals and conservatives. He is co-author of the book, “Predisposed: Liberals, Conservatives, and the Biology of Political Differences.”

His research suggests that liberals and conservatives have different temperaments. For example, conservatives tend to be tidy and have more things such as sports memorabilia in their homes while liberals tend to have more experiential things like books and diverse CDs.

Hibbing suggests that liberals and conservatives differ in how they see threats and dangers. If someone sees the world as more threatening, they may support self-protection, spending more on defense and managing immigration. Liberals may not perceive the same level of threat and are more opposed to such measures.

Each tends to judge the other group as obtuse and biased. But what if we accepted that people are truly seeing the world differently based on temperament and experience? Brain research supports that we have unique structures which cause us to perceive differently. Higgins and his group did a study to show that people even smell substances differently. You can hear more in an interview of Hibbing at https://www.npr.org/podcasts/510308/hidden-brain

What if we could recall that there are multiple realities and people are always seeing the world differently? Could we then focus on how to find common ground and work together for the benefit of all rather than devoting our energy to fighting each other and working to prove our way is correct?

A client who is an extravert found herself irritated with her introverted colleague and argued that he should be more direct and that her way was the “right way.” However, after accepting their unique temperaments, they were able to recognize each other’s needs and come to agreement on how to communicate and create a positive environment.

I envision a time when we notice our differences, give ourselves and others empathy and then shift to being open minded. We could then engage in creative conversations to find solutions that honor our differences and create a better world. It won’t be easy and we will have to catch our judgment. However, we have a lot to achieve together.

Take a step to appreciate our multiple realities and speak to someone with a different view. What do you have in common and where is there common ground to listen to one another and create joint solutions?

What is Your Aspiration?

Posted on September 28, 2018 by Ann Van Eron

Change

Be the change you wish to see in the world. — Gandhi

Our language influences how we interpret and experience things. I purposely first ask people their aspirations rather than their goals or expectations. A different part of the brain is activated when we are envisioning. We are more open and see more possibilities. Then, there is a place for clarifying goals and the next actions to move toward the aspiration.

Emotions are contagious and it is easy to feel anxious and want to rush to solutions. Often in conversations, we jump to solutions before fully listening. We push ourselves and others to commit to action for results. In fact, many of us seem wired for action and we certainly have been rewarded in the workplace for committing to action. As a coach and team facilitator, I work to stay open and inspire people to dream of what is possible. By my questions and presence with clients, the space is set for such dreaming.

I realize that I do not always hold this same space with myself or my teenage daughter. My own worry about her succeeding can make me jump to proposed actions. “How is your studying going? What are you doing for your college applications?” She does not feel my positive affirmation in these moments. In fact, I do have positive aspirations for her but my own worry and push for action can get in the way. I regret that I have missed opportunities with her the way leaders I coach have missed opportunities for connecting and envisioning with their teams.

When I worked with a leadership team that was experiencing challenges in the marketplace, I was able to share my excitement about what is possible for the organization and encourage them to dream of what they could co-create. They joined together to create a compelling vision and they also left with concrete priorities and actions. Each leader agreed to carry the excitement and questions about what could be possible back to their teams. After a few days, the whole energy of the organization was lifted and new possibilities emerged. It is amazing to see the transformation when we are reflecting on our aspirations of what is possible rather than what is not going well and what we don’t want.

Be sure to give yourself space to reflect on what you most aspire and to connect with what brings you meaning. Then identify goals and next steps. Also, be an inspiration for others and engage them in dialogue about what is possible. This kind of conversation is needed more than ever these days when it is so easy for people to feel disheartened and out of control.

What is Your Urgent Need for Transformation?

Posted on September 20, 2018 by Ann Van Eron

What’s wrong with these people? Don’t they see the stock price is tanking? How do I get people to move? How do we turn this ship around? Will we make it?

Often leaders are frustrated when they sense that things are not moving fast enough or that there is not enough energy to create lasting change. How do they enhance the co-creation and action for results?

They often try to instill urgency by making staff changes. However, this can create more fear and uncertainty rather than engendering co-creation and collaboration. Other times, leaders resort to platitudes such as “the train is leaving, get on or off now.” Again, while these statements may promote short-term compliance, they do not seem to sustain commitment and action.

The challenge is that leaders generally are seeing things from a different perspective and need to engage in open-minded conversations with their teams. A leader needs to clearly share the urgent need for transformation while understanding the needs of team members.

I have worked with many leaders who have been able to share their view and listen to the perspectives of their colleagues and then create shared meaning and a vision that inspires action for change. The value of taking some time for real conversation cannot be overestimated. Unfortunately, some feel they are too busy to engage in these essential and transformational conversations.

When all the voices are heard (initially through pre-meeting interviews) and a respectful and open environment is created, the urgency and focus emerges. An honest dialogue about the current situation and needs, without making people wrong, provides space to imagine what is possible. You can engage people to create a shared vision and a concrete plan for action. The powerful energy available when a shared sense of meaning is created is inspiring. The team can tap into a creative energy for change and then there is urgency and the excitement of working collectively for a shared goal. Rather than getting on the train, the team is forging a new path together with all the energy of experienced hikers and they bring along the rest of the organization. Mobilizing such energy is what makes being a leader and a part of an organization exciting.

After working with a leadership team to align around a shared vision the leader shared that a senior hire candidate indicated that he was excited to see the alignment of the senior team and wanted to join in the exciting venture. They had not been able to hire for the critical position before the team had engaged in open-minded dialogue and co-created a shared plan to urgently create changes in their business. Their energy and excitement after facilitated dialogue was contagious and extended throughout the organization. There is nothing like the power of engaged hearts and minds tapping into creativity. The results followed.

We love supporting leaders in deepening their ability to do this. It’s fun and rewarding for everyone. One way we support leaders with this is in working with them to create a Transformational Leadership Retreat. We’d love you to join us at our next seminar, in which we share the 6-question coaching model we use for leaders and their teams.

Creating urgency and powerful meaning is one of the topics we discuss in Use Your Next Leadership Retreat to Launch a Transformation: Learn the Process September 24 from 12 – 4:30 at the Catalyst Ranch in Chicago. Learn more here.

Jackie Sloane and Ann Van Eron are seasoned executive coaches, and work together with leaders to create transformational interventions and retreats for public sector, corporate, privately-held and not-for-profit entities.

What Conversations are Needed for Transformation?

Posted on August 8, 2018 by Ann Van Eron

Conversations

Don’t underestimate the power of open-minded conversations.

If you are like most organizations and leaders, you are experiencing disruption. You are experiencing pressure from within and outside your company. You are introducing new technology, you are facing greater competition, you have changes in leadership and focus. You worry about engagement and having the right talent. You need people to think and behave in a different way to achieve challenging goals. Sometimes it is a matter of life or death for the future of the enterprise.

For example, an organization we worked with experienced a merger where very different cultures joined. There were conflicts among leaders about where to spend resources and devote energy. There were different perceptions about what was needed with different demands from senior leadership and the external clients. The misalignment and conflicts were felt throughout the system.

We spoke with the leaders to understand their perspectives and brought them together for open-minded dialogue. They needed to align as a leadership team and organization to make a real difference for clients and to survive in the increasingly pressured marketplace.

First, the leadership team needed to build trust. This was not easy. However, once the different perspectives were shared and each identified what they needed to feel respected they found common ground and that they could see themselves as the team to succeed.

They created a shared vision and aligned around where they would focus energy.

They found synergies when they stopped fighting one another. They agreed on their roles and responsibilities and developed processes such as cadences for how they would communicate with each other and the organization.

They clarified the kind of culture they wanted and the mindset and behaviors they expected. They agreed to move from competing with each other to achieving together. They planned to move from each group acting as an island to finding and benefitting from synergies. They planned to move from excluding to respectful inclusion and dialogue. They agreed to say “we” rather than “they” when referring to each other.

There is great power in bringing a leadership team together for dialogue. Open-minded conversations are essential for transformation. No matter how compelling the need for change, it requires real understanding and agreement on how to co-create a future together. Too much energy is wasted when there is talking at one another or polite talk. There needs to be genuine understanding, alignment and agreements. Of course, the conversations need to continue among the leadership team and throughout the system.

Conversations are key to creating a shared vision and culture to achieve goals. Don’t underestimate the power of conversations for transformation. How are you promoting transformational conversations?

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Please join us for a free, introductory Zoom online webinar on Leading the Transformational Retreat, on August 23rd @ 12:30 pm Central Time.

https://bit.ly/2M9x6O6

In this program, we will hear your challenges, offer insights and share a powerful coaching model we use to support leaders and others in creating, launching and sustaining transformation in their organizations. We will also answer questions about our upcoming half-day, live, in-person seminar program September 24th in Chicago on supporting leaders in creating, launching, and managing culture change.

Embodied Decision Making

Posted on July 13, 2018 by Ann Van Eron

Stop_Decisions “I don’t know what direction to pursue.” “Should I change jobs or start a business or stay with my current role?” “Should we have a baby?” “Should I apply?” “Should I say yes?” Often coaching clients are stressed over important decisions and even less important ones. We have so many choices and each has consequences. When we say yes to one road we are losing out on the other. Sometimes we do have to make a choice rather than try to do it all.

We can write a list of pros and cons for each choice and even then the ideal solution is not apparent. Sometimes we are trying to make a decision using our analytical skills without listening to what our body is revealing.

We each have a set of unique values of what is important to us. When we are honoring these values we generally feel at ease and choices are smoother. For example, a client was deciding if he should take a job offer. We reviewed what was most important to him. These included time with family, a challenge, financial security and critically important was space for creativity to address big issues without being second-guessed. When he has this freedom, he feels most respected, alive and on top of his game. He immediately felt assured in his choice after visiting how the options satisfied his values. He knew not just intellectually, but he felt his body relax and felt at ease with his decision. Before checking-in he was not comfortable with the choices.

Sometimes we need a longer time to listen to our body and get a “felt-sense” of what course we will choose. A client was questioning whether to have a child. The challenge was that each time she thought of having a child, she immediately thought of reasons not to. In this case, I asked her to experiment with imagining having a child for a week and notice her reactions and then she spent a week imagining not having a baby. She became aware of concerns and also excitement about the possibilities. Sometimes we need to give ourselves permission to try on different options and pay attention to what we notice or sense. She eventually decided to have a child and most importantly, her head/analytical and body and intuition were congruent with the decision.

Trust the clues your body is giving you when you have reservations about a decision and then respectfully listen and learn. You may practice this more easily for simple decisions like what to order in a restaurant. You can build the muscle of listening to make embodied decisions.

Having the intention and practicing to listen within is a key competency of emotional intelligence. Make it your intention to pause and check-in with yourself. What do you sense?

“Knowing yourself is the beginning of all wisdom.”—Aristotle

We’re in this Together: Begin a Conversation

Posted on July 3, 2018 by Ann Van Eron

Juggling

Our task is to free ourselves by widening our circle of compassion to embrace all living creatures and the whole of nature and its beauty. —Albert Einstein

It’s not hard to notice that we are becoming more and more polarized and engaging in less conversations as we experience more disruption. We are plagued by volatility, uncertainty, complexity and ambiguity. No doubt, globalization, technological changes, diversity (including four generations in the workplace), political and environmental developments and the rapid speed of change is creating fear and worry for many.

Neuroscience research is showing that we are reacting to changes and that our emotions of fear and distrust are contagious. The lack of trust and worry pervades communities, workplaces and homes. It is easy to blame others. There is a need for respect and hopefulness. The challenge is that we all perceive respect differently and we need dialogue to understand what people need to feel safe, valued and creative.

There are solutions available. If we adapt an open mindset and have the skills and courage to engage in conversations we can collectively create solutions that will benefit all.

When working with an organization, managers and others can easily focus on what they perceive is wrong with their peers and resort to conflict and resistance. However, when an environment is created for listening, empathy and understanding the team embraces their common goals and are able to work collectively together for a larger vision. I believe that we can each be leaders by noticing our reactions and shifting to being open and looking for creative possibilities. I think of this as creating an oasis-like environment where we are appreciative of what is working and what is possible.

Organizations and individuals generally want many of the same things. However, without real conversations it is easy to assume negative intent of others. Instead, when choosing to assume positive intent and being open to listen, transformation is possible. None of us can see the whole picture or have all the answers. We need each other and we are in this together.

Conservatives want to conserve what is working and good in a system and progressives want to make things work and be effective. There is common ground. However, when people become fundamental and assume that only their way is right, there is little room for understanding and effectiveness. And so much energy is wasted that could have been devoted to bettering the system for all.

You may wonder, “What can I do? I am just one person.” However, we can each contribute to a better workplace, community or family. We can choose to be open to others who may appear to have different perspectives. We can engage in conversations and simple acts of kindness. Take the step of listening and supporting another person today.

For example, we can choose to engage with someone from a different group who may look or seem different. A manager can be open to someone he or she rarely engages with. People with different philosophies can speak with one another about what is working and what is possible. If we each choose to take small steps we will feel less polarized and see more potential. We will feel like we are doing something constructive rather than feeling out of control and helpless. Many of us engaging in open-minded conversations with a commitment for positive action for the benefit of all will make a difference.

This can be a time of opportunity. Notice your emotions, breathe, focus on possibilities. Engage with someone who has a different perspective. Listen and expect new options to emerge.

Make Time for Conversations in the Face of Urgency

Posted on June 22, 2018 by Ann Van Eron

Conversations

People are not pulling their weight. I am replacing my team members. I am disappointed in what people are achieving. I feel I am carrying the weight of the challenge on my shoulders. I don’t have time for conversations or to develop people. I need to be successful or my tenure is at risk.

The disruptions in the marketplace and sense of urgency are resulting in many shifts in leadership and a sense of uncertainty. Often the magnitude of change and need for transformation are so apparent to leaders that they sense they don’t have time for real conversations. However, without open-minded conversations everyone is operating with their own assumptions and a lot of energy is wasted on guessing, resistance and defensiveness that could be directed to solving challenges. People start focusing on who may be let go next and their creative energy is drained. The opportunities for synergy are missed.

I know, it feels hard to create time when you are so busy with meetings and planning. Plus, you sense it may not be worth the effort.

There is nothing more exciting than working together to achieve a challenge that seems almost impossible. This requires a sense of trust and open-minded conversations. When I ask people to share peak team experiences they recount times when the odds against succeeding seemed slim, yet a team of people focused on a common vision, used their strengths, communicated effectively and creatively won the prize.

Executive Coaching clients often report that conversations with team members and staff make all the difference. The air is cleared, multiple perspectives are shared and people can align and conquer challenges together. They agree on where to focus and save energy by building positive and productive relationships.

In the face of urgency and the need for transformation, make time for Open-minded conversations.

“Keep your mind open to opportunities. They are closer than you think.”—Anonymous

Advocate for Open-Minded Conversations at all Levels

Posted on June 12, 2018 by Ann Van Eron

Open-Minded_Conversations

“Alone we can do so little; together we can do so much.”—Helen Keller

A leader told me that he was excited about a big new initiative for his company. The board supported the new direction, which he believed would result in increased market share and exponential success for the company. He asked me to facilitate a team retreat to work on implementation.

In preparation for the meeting, I spoke with participants to learn about their views about the new initiative and what was needed to proceed. It became clear that not everyone was on board and that it would be a challenge to gain support from the various roles. This is not an unusual finding. Often, the senior team has been so involved planning a new initiative that they fail to realize the process for creating alignment. It cannot occur by broadcasting the change and expecting people to joyfully make the change. We know that approximately 70% of change initiatives fail. A primary reason cited is resistance to change. In reality, it is because people have not engaged in real open-minded conversations. Often people see the problems with new initiatives and are genuinely concerned about the well-being of clients, staff and the organization. People see things that the senior leaders do not. Senior executives forget that they have a different perspective and have been living with the challenge for some time.

To create real change people need to understand and embrace the new way. It is important to have meaningful conversations around the current state and to agree on the urgency for transformation. This is best done in an open and safe environment where people can share their views and genuinely listen to one another. Ideally, key people and groups collectively understand why a shift is needed now and the implications of doing nothing. Given the disruptions in the marketplace the need for transformation becomes compelling.

With the need for transformation established and the benefit of open-minded listening to the various stakeholders, the group is ready to establish a shared vision that can be the leverage for upcoming changes.

When people feel respected and that they are heard and aligned with a direction, the implementation flows more smoothly. Those impacted by the change have energy for developing and implementing change because they are involved in the conversation.

I have been fortunate to facilitate many leadership retreats and stakeholder conversations and experience the sense of magic and energy when people do engage in open-minded conversations and create a direction together. It is palpable to see the energy released for transformational change. Organizations embark on new endeavors and relationships are enhanced and become more productive. People learn to “assume positive intent” and not to make people wrong for their views. During these times of disruption, no one can create a real impact alone. We need each other’s strengths and diverse perspectives.

I encourage you to advocate for open-minded conversations at all levels—among leadership teams, across units, with clients and between colleagues. I introduce the OASIS Conversation process in organizations to foster meaningful dialogue.

A colleague and I are offering a workshop on how strategic use of a leadership retreat can launch transformational change for your department, business or organization and your career in Chicago on June 25. Find out more about the retreat here.