In our coaching work we utilize the Birkman Method assessment of passions, strengths and motivations to build self-awareness and self-management – the two foundations of Emotional Intelligence.
The environment in which organizations do business has changed, and it continues to change with increasing rapidity. This means that leaders themselves must possess a different and much wider set of skills than in the past—with a far greater emphasis on adaptivity and the ability to embrace, understand and respond to VUCA – Volatility, Uncertainty, Complexity and Ambiguity.
What is most rewarding about having a career that helps other people find the right career for them? It seems somewhat paradoxical but I could also say that my greatest passion is to help others find theirs. Or, I could say that my mission has been to help other people find and follow their mission. Certainly there is tremendous satisfaction in seeing the satisfaction and joy that those I have had the privilege of coaching and supporting have found for themselves.
Right person in the right seat. This metaphor from Jim Collins’ now famous book "Good to Great” talks about your company as a bus and you as the bus driver. The bus is at a standstill and you need to get it moving in the right direction. This metaphor begs two key questions – “How do you know if a person is the right person to have on the bus?” and more importantly, in the self-driving bus of 2018, “How do I know I even have the right seats on my bus?”
“Don’t see me” our niece used to say when she was a toddler. The same message seems to apply in adult conversations when the prospect of having a difficult conversation arises. It’s certainly not easy to have these conversations and the habit is to hide from it and wish it away, but that only escalates the problem.
It is time to change the conversation about work and realize that the work is the conversation. Our focus is on helping individuals, teams, leaders and the entire organization shift from the old world of minimal conversations – keeping your head down and grinding away at tasks – to the new world conversations – diversity of perspectives, engaging and synergizing each other’s strengths and passions, searching for innovative solutions to old world problems and shifting management principles to leadership vision for a rapidly changing world.
Leaders and change go together, because change is what leaders are there for. Otherwise the organization can just be endlessly "managed," because yesterday's practices could simply be replicated. But conditions change and yesterday's ways of doing things no longer fit today's conditions. They require change.
We use worklife as one word because, for most of us in today’s 24/7 world, that is what it is – one word! Some still whine and moan about their inability to achieve “balance” but most of us have let that illusion fade and have embraced the “new normal” and are finding ways to integrate and synthesize the “2.0” reality.