After last weeks’ successful Insights Deeper Discovery workshop, I am eager to bring this innovative and empowering program to anyone and everyone who is undergoing a transition or is feeling in need of guidance.
You may be familiar with Insights® Discovery. It’s a program based off the principles of renown psychiatrist Carl Jung that uses a four-color model to talk about our individual capabilities and challenges. This model can be used to capitalize on personal strengths, overcome challenges, and communicate better with those around you. As an Insights® Licensed Practitioner, I’ve personally seen some astonishing transformations (both individually and office-wide). Suddenly, people start opening up in ways they never have and allow themselves to flourish and grow.
This is why I’m excited to announce that Insights® Discovery now has a new, more in-depth model that builds off the basic principles of Insights®. Even if you’ve never been through the original program, this new model helps foster growth and development in your career, personal life, communication skills, and interactions with others.
What is Deeper Discovery?
Deeper Discovery is a continuation of the Insights® Discovery journey. Using Archetypes of Discovery as a lens (more about that on the Insights® website), individuals and teams embark upon a journey of improved self-understanding. Through use of the new Deeper Discovery wheel, participants discover their potential in engaging and memorable ways and apply their learning to the workplace and life.
Unlock Individual & Team Potential
Build on the simple and accessible Insights® Discovery model.
Explore individual, team, and leadership effectiveness.
Enhance a long-term program of development.
Develop a profound level of self-understanding to transform your life and your work.
Understand what drives and motivates others. Become a more authentic and inspiring leader.
Sound Like Something You’d Like To Explore?
Great! I’ve partnered with Dr. Jean Davidson to put on several Deeper Discovery workshops. You can find more information on our Intentional Discovery Website, or you can contact me directly with questions.
Let’s discover your best you!
Tags: Deeper discovery workshop, Dr. Jean Davidson, Insights Deeper Discovery, Insights Deeper Discovery Workshops, Insights Licensed Practitioners, Intentional Discovery, Margaret Smith, Minneapolis Insights Practitioners, Personal and business breakthroughs
How can you get one person to act? How about a bunch of people? How about an entire movement? Great leaders can inspire this kind of action. They lead revolutions and motivate people to buy their products. There is something different and powerful about great leaders. What is it?
Leadership expert Simon Sinek attempts to explain.
“People don’t buy what you do,” Sinek said in a recent TED Talk, “they buy why you do it.” You have to believe in your product or cause so deeply that it inspires others to believe as well. It’s the principle that Martin Luther King Jr. used in his activism. As Sinek says, Dr. King had an “I have a dream” speech, not an “I have a plan” speech.
If you’re not driven by belief and you don’t know why you do what you do, why would anyone else buy into what you do?
The principle makes sense and has been proven over and over again, from Apple to the Wright Brothers. If you have a few minutes, I highly recommend watching Sinek’s TED Talk. It will make you ask yourself, “Why do I do what I do?”
I’ve been reading a lot about robots lately. From drones to vacuum cleaners, more and more robotics are being used to take over “people jobs.” While some people have expressed concern about this, I have faith that people will figure out how to continue to live and work side-by-side with robots. After all, we’ve been doing it for years! Certain factories, customer service telephone lines, and banking services have all been automated for a while. And new jobs have cropped up that we never predicted a couple decades ago (app developer, social media marketer, pet stylist). Not to mention, there’s a whole movement of people who relish the “old ways” and seek out hand-crafted furniture, family farms, hand-sewn clothing, etc.
Anyway, back to the robots.
Even though robots are beginning to take over more and more jobs, there are still several skills that YOU have that THEY don’t. According to a BBC report, “So far, humans are vastly superior at any work that relies on creativity, entrepreneurialism, interpersonal skills and emotional intelligence. Jobs that fall into these categories – including clergymen, nurses, motivational speakers, caretakers, trainers, entertainers and more – will probably fare well in a more automated world.”
Capitalize on those skills! Brush up on your networking and interpersonal communication. Keep your mind nimble and creative. You can take classes, attend networking events, join volunteer organizations, find a meet-up group, or any number of things to keep your uniquely human skills sharp.
Above all, don’t panic! Humans are endlessly innovative and I’m sure we’ll figure out a way to work alongside the increasing number of robots. Who knows what new jobs might be invented because of the rise in robotics. Robot maintenance station, anyone?
Combat stress! We live in a stressful world. Recent research from the American Psychological Association shows that the majority of Americans experience significant amounts of stress. In a 2014 survey, 67% of those surveyed reported experiencing emotional symptoms of stress and 72% reported experiencing physical symptoms of stress.
One great way to fight your stress is through the power of laughter.
I attended a Brave New Workshop (BNW) class several months ago and one of the subjects they addressed was laughter. BNW is an improvisation group that works with people to boost confidence, connectivity, mental agility, and attitudes. Throughout their classes, you’ll often hear groups roaring with laughter. This isn’t an accident.
According to a publication put out by BNW, “Laughter is a powerful tool in helping individuals move away from fear and into discovery.” In a recent study, researchers from Loma University showed that laughter reduces cortisol, thus reducing stress. Other researchers have shown similar results of the stress-decreasing quality of laughter and have paired it with improved immune system response.
So, watch a funny movie, go to a humorous play, play an interactive board or card game with friends, or take an improv class. Begin to see the funny side of life :-)
There are several components that make up an authentic leader. The model below shows some of the basic elements that are needed to create an excellent leader. It’s good to have a healthy amount of each of these qualities, although no one is perfect and one or two might slip from time to time. Study the model and ask yourself, “What am I doing well and what do I need to improve?” Make an action plan.
It’s a common occurrence. There’s that employee or two (or dozens, depending on the size of your company) that just doesn’t fit in with the rest. Maybe they’re quiet or lack confidence. Maybe they don’t conform with the prevailing office culture. Whatever the case, feeling left out or ignored can have serious negative consequences. The snubbed employee might feel anxious about coming to work, their performance might drop, they might feel self-conscious and afraid to speak up, etc. Not to mention, your organization suffers as a whole because that troubled employee is not doing their best work, and will either quit or come to work miserable.
So what can you, as a leader, do if someone is being left out on your team?
1. Lead by example. Practice inclusive behavior and do NOT pick favorites. Challenge yourself to talk to everyone at the table during a team meeting and truly listen to what they have to say. One great method of inclusionary behavior is to ask introverted or excluded employees for their opinions or input in front of others. According to Harvard Business Journal, “Listening to employees not only signals to them that you value their contributions, but also demonstrates to other employees that everyone has value. Plus, you get the added benefit of a diverse set of opinions.”
2. Trust. Put your trust in your marginalized employees. Build their confidence by assigning them challenging projects or asking them to lead a team meeting. Show them that they are a valuable part of the organization by entrusting them to problem solve and create solutions to problems without you looking over their shoulder.
3. Create an Inclusive Environment. Have you ever been to a team meeting where only a few people dominate the conversation? This is exactly the kind of environment that makes people feel ostracized or unimportant. To avoid these negative feelings, try starting every meeting by going around the table and having everyone give a brief statement about the current project. That way, everyone’s voice is heard at the very beginning. You can also close the meeting out in a similar way by asking everyone to state how they think the meeting went and what they hope to accomplish between now and the next meeting. Another thing you can do is rotate meeting leaders (or co-leaders). That way, all team members get a chance to monitor the meeting.
4. Don’t dismiss others ideas. Even if you disagree or don’t quite understand a team member’s idea, don’t toss it aside. Instead, ask that person to clarify what they meant and give the idea thoughtful consideration. This open atmosphere is something Google embraces: “Googlers” are encouraged to bring their ideas forward, no matter how farfetched they might seem.
5. Realize that inclusivity is an ongoing objective. Just because you’ve successful navigated one team project, doesn’t mean that you can ignore inclusivity and move on to other things. Keep this ideal top-of-mind and strive for an inclusive workplace atmosphere.