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Join the journey of becoming a more focused thinker.

90% of the distractions that keep you from being a focused thinker come from within.

Nir Eyal

Two open-ended questions to ask yourself after a significant experience:

1: What do I think about myself and my leadership?

2: What value did I add?

• What did I add that was useful?
• What did I add that was meaningful?
• What did I add that was unique and had enduring potential?

The bottom line:

Start from within if you want to be a more focused thinker.

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Collaborative Thinking Elevates Cerebral Leadership!

Leadership is not a race to the finish but a dive to the deep!

Six Essential Principles in a Successful Collaborative Thinking Group:

1. Value yourself and others.
2. Proceed with intentionality.
3. Embrace a purpose-driven mentality.
4. Strive for equity with no perspective unnoticed.
5. Stand ready for debate.
6. Never neglect activation!

As a Cerebral leader, ask yourself: Are our current metrics driving us toward a success that is enduring, transformative, and significant?

Fact check, 4/23/24: Today, I had the opportunity to join the virtual launch of High Road Leadership, John Maxwell’s newest book. During the opening, I learned that John has written 90 books and sold 30 million!

CerebralLeadership #CollaborativeThinking #TransformationalLeadership #HealthyLeadership #MeasureTheMoments #MaxwellLeadership

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Reimagining Work-Life Balance

Discovering work-life balance isn't found outside of us but within us!

Two questions you may want to consider:

1. What perspective do I have about work-life balance that needs to shift?
2. Which system in my life highly influences me and needs reexamination?

In The Song of Significance, Seth Godin writes, "We need to make a living, but how do we make a life?"

You can connect with me at nina@ninaellison.com

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Up-and-Coming Leaders: The Shaping of our Future

Three opportunities for leaders to support those who are up-and-coming!

Opportunity #1: Provide the space for emerging leaders to become a larger version of themselves.

Opportunity #2: Model the value of connecting with those who can contribute to their growth (after learning to grow from within).

Opportunity #3: Support gaining a depth of expertise before branching out to lead others.

You are invited to listen to The Practice of Intentionality

Dr. Nina Ellison - YouTube

Connect with me at nina@ninaellison.com

emergingleaders #healthyleadership #CityYearColumbia #intentionality

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Making Choices That Matter Most

Join me in considering the leadership skill needed for identifying choices that carry the most significant weight. This is not just about making good choices; this is about gaining the skill to ensure you are focused on the highest priority choices that drive success and make a lasting impact.

To gain this skill, I believe you will need to lean into the following six qualities:

1. Think Critically.
2. Acknowledge diverse viewpoints.
3. Bring Emotional Strength.
4. Adapt based on evolving circumstances.
5. Pursue courage.
6. Align priorities.

You can connect with me at nina@ninaellison.com

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Lighting up Liminal Spaces

Liminal spaces are that space between past and present. Liminality is the "in between", a transition from where you have been to where you are going. Liminal space is like standing on the edge of a precipice of something new but not quite being there yet.

Here are 6 recommendations that will help a leader prepare for the liminal spaces in their lives:

1. Accept that you have entered a liminal space. Recognize it and don't resist it.
2. Confirm as quickly as possible what you can control in this liminal space. Identify areas where you have the agency to reduce anxiety.
3. Reflect on past liminal spaces you've experienced and what strategies worked. Learn from your own history.
4. Pay attention to your communication.
5. Identify the role you are choosing to play: Villan, victim, hero and/or guide.
6. Seek guidance and support from the right people.

Today you are invited to join a FREE 3 day challenge called New Angle Exploration. This challenge comes from the Healthy Leadership Academy. Uncover your leadership potential with Dr. Nina Ellison | Healthy Leadership Academy (look for Stride 2. A Fresh Perspective, New Angle Exploration).

Here's a peek at the introduction to New Angle Exploration on my YouTube Channel Introduction to 3 day challenge New Angle Exploration - YouTube

Ways to connect with me: https://ninaellison.com/link-tree

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Launchpad Leadership:

Some advantages of being a launchpad leader:

1. Sets a standard for growth and being growth minded

2. Helps guide the hiring process.

3. Helps leaders to get to know others in the early days of their employment.

Some challenges in committing to be a launchpad leader:

1. People are going to leave

2. Accepting that investing in people is worth the emotional and operational toll

3. Having those on the launch pad stay long enough for character and leadership

growth while also bringing value to the business.

1. The launch pad leader must avoid carrying the weight of others development. Young leaders need to be hungry to launch but humble to learn

Bottom line:

1. Bet on leaders and bet on hope

2. Being a part of the bigger picture is worth the risk.

Let me help you Unleash Your Potential at Healthy Leadership with Dr. Nina Ellison | Home

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When I see a leader who is thriving, I notice someone who has a consistent thread in their life of energy and enthusiasm. They are willing to explore with courage.

Thriving in leadership is about the choices we make, not the situation we live in.

We choose to make choices that enable us to thrive.:

8 questions derived initially from Dr Laurie Schreiner's content (Thriving Quotient) that will open your mind to see your willingness to pursue thriving:

1.      Can I identify that I am actively engaged in a learning process?

2.     Am I putting in the necessary effort to reach my important goals?

3.    Am I effectively managing my time and commitments?

4.    Am I connecting with others in healthy and positive ways?

5.     Am I optimistic about the future?

6.    Am I positive about the choices I am presently making?

7.  How can I tell that I appreciate differences in others?

8.   Am I committed to enriching my community?

You can find me at Unleash Your Potential at Healthy Leadership with Dr. Nina Ellison | Home

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LEADING WITH DISCERNMENT

Discernment is an essential leadership skill resulting in powerful outcomes.

Discernment brings clarity and wisdom to the table.

3 ways to add discernment to your daily life:

1. Optimize time
2. Optimize resources
3. Optimize your own instincts

Are there benefits to becoming a discerning leader?

First Possible Benefit: the power of discovery

Second Possible Benefit: patience

Third Possible Benefit: depth in leadership

Resources:

Unlock your voice, your place and your path. Accept your invitation to a FREE 3 day challenge called From Doubt To Confidence: https://learn.ninaellison.com/from-doubt-to-confidence

Find me:

FB Page: https://www.facebook.com/HealthyLeadershipwithNinaEllison

IG: https://www.instagram.com/drninaellison/

Personal Web: www.ninaellison.com

Join the 12 stride journey for emerging leaders at my Healthy Leadership Academy https://learn.ninaellison.com/academy

Email me at nina@ninaellison.com

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Insights into Positive Compromise

Some of the most sought-after soft skills are problem solving, collaboration, and negotiation. All of these include the skills needed for positive compromise.

Three primary approaches with leaders around this idea of positive or negative compromise:

1. The first group acknowledges the possibilities in positive compromise serving as a necessary tool for resolving conflicts and promoting cooperation and collaboration.

2. The second group of leaders talk about the act of compromise as a negative, undesired strategy that undermines a leader’s authority and influence.

3. The third group of leaders seek to find compromise that is both positive and negative. These leaders seek to find a middle ground where all involved find at least some of their needs being met. A concern with the balance act of this third group is that, over time, changes subtly move the group away from the initially accepted “middle ground” and movement shifts towards either end of compromise.

THE BIG MISCONCEPTION IN COMPROMISE: In any compromise there is always and only a right and a wrong.

The priorities of positive compromise remain the same:

• each person’s fundamental beliefs and value are non-negotiable.
• each person’s identity is not being challenged.
• each person is respected in their desire for autonomy and freedom.

Here are 5 steps you can follow with positive compromise:

1. DEFINE THE SITUATION

2. COMMUNITY MATTERS

3. GENERATE OPTIONS

4. DISCOVER ALTERNATIVES

5. AGREE ON NEXT STEPS

Call me: Healthy Leadership Contact

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Economic opportunities with soft skills

As a leadership strategist, I help leaders grow through the development of the

soft skills that are in demand in our job market today.

One way you, as a leader, moves from success to significance is that you become adept in

leveraging the balance between hard and soft skills every day.

• Hard skills are demonstrated through technical expertise with clearly measured goals and action plans.
• Hard skill development often focuses on the WHAT
• Hard skills are vital to the success of a leader’s career.

• Hard skills are what I call the “knowing”

• Soft skills emphasize the transformation of people with changes that make a difference in people’s lives.

• Soft skill development is more about the HOW
• Soft skills are vital for the significance of a leader’s journey!
• Soft skills are what I call “the living”

Discerning the dynamic balance of these two skill sets provides the right questions for you as you pursue your desired goals AND empower changes in people’s lives! I call this dynamic balance the significance framework:

Hard skills + Soft skills = Significant Leadership

Research of David Deming, Harvard professor, economist and premier analyst in skill development reveals that there is a decline of cognitive skills in predicting labor-market wage success while the economic importance of noncognitive skills has increased. Another way of saying this is that the job market, the supply and demand of labor, has demonstrated that soft skills are now predicting wage success over hard skills. Deming goes on to say that the share of US employment has grown at a faster rate for those professional jobs that rely on analytical and interpersonal interaction.

Here are some questions for self-reflection and discussion:

1. When was the first time you realized how important soft skills were to your leadership development?
2. Are you ready to clearly articulate the economic difference seen with soft skills in your work?
3. Should there be even more intentional soft skill development in your workplace?
4. Where do you see that soft skills are making a difference in the net margin?
5. How have you seen soft skills impact the profitability of your company?

Thank you for joining me on the Art of Leadership. I help leaders who are seeking a fresh perspective to growth and development!

Call me: https://www.healthyleadership.online/contact

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Self-awareness in all seasons

"I must know who I am before I can go telling.

How can I share myself, if I don’t know who I’m sharing"

Dr Nina Ellison at age 13

Uncovering who you are, what you are, how you are and why you are! This is self-awareness! Being aware of the who, what, how and why of YOU plays a key role in how you approach new seasons.

“A workplace that encourages self-awareness is an environment where the most productive, curious, and innovative people thrive.” – Neil Blumenthal

Our lived experience demonstrates that self-centeredness blocks the promotion of self-awareness.

There is a tendency towards self-centeredness when:

1. I have little curiosity about others’ perspectives. Often the conversation I have with others focuses on my own story and leaves little to no room for others to enter in with their experiences and story.

2. I find I have no desire to receive feedback about being self-centered. In the past others have indicated that there is opportunity for me to change but I don’t see that there is any need for change. Another way of saying this is that I frequently hold on to my way being the right way.

3. I see within myself a heightened experience of frustration when events do not go as I expected.

4. I often disregard rules and guidelines, believing they don’t apply to me.

The greatest challenge you will face will be increasing your self-awareness is how you want to lead yourself and then how you choose to lead and learn from others.

“You can't get away from yourself by moving from one place to another.” – Ernest Hemingway

Four questions that will add value to your growth as a self-aware leader.

1. In this new season who, what, how and why will I lead myself?

2. What is my sweet spot where I am at my very best? My strengths? My talents?

3. What is one way I will increase my self-discipline to advance the things I do well?

4. What is my personal purpose?

To be successful as a self-aware leader in your next new season of life, take the purpose you have identified within YOU and model it while helping those your influence to solidify their purpose, define their strengths and move forward with a new level of self-awareness.

As a soft skill expert, I discuss the skills that can be intentionally pursued to make a difference in your leadership. In today’s job market, it is well known that employees who demonstrate a balanced combination of hard and soft skills are in greater demand.

Leaders who are self-aware:

1. Are more effective in the workplace

2. Have better relationships with those they work with

3. Recognize the significance of purpose and passion in their everyday life.

4. Continue in the development of emotional stability

The concepts of character and core values are gaining momentum. Soft skill matter!

Are you ready for a coach to help you raise your level of self-awareness, to prepare for a new season? I can help. Connect with me Healthy Leadership Contact and set up a free call.

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Gratitude is a load-bearing word

If gratitude is an active choice and not a passive emotion, then learning how to develop gratitude is a skill that can be acquired – a soft skill. 

Gratitude turns what we have into enough. Anonymous

Lilly’s Lessons in Gratitude:

• Gratitude, found in hard times, shapes character
• Gratitude, like a new prescription of eyeglasses, reframes thought and behavior
• Gratitude, serves as an antidote, counteracting the poison of bitterness in times of chaos and difficulty

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Back to exploring the soft skill of being teachable….  Learning, Unlearning, Relearning: Part 2 “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn. “Alvin Toffler Why is unlearning is more difficult than learning? First, learning is not implemented through a google search or a new app.  Unlearning comes through self-awareness and networking with others to gain new insights and knowledge. Unlearning includes the “people factor” The second reason unlearning is so difficult is that fear rises within when faced with the unknown. When you engage in unlearning you move outside of your comfort zone.  “If we are growing, we will always be out of our comfort zone” John Maxwell Third, with unlearning. you are moving away from the security of knowledge that has been helpful to you in the past.  Fourth, there may be a reluctance to say goodbye to short cuts that have been helpful in the past. Finally, it may be difficult to even want to unlearn, when you think you are functioning adequately on a daily basis and are getting by.  Researcher, Dr Chris Robitscheck, has demonstrated that one of the key elements of personal growth is being ready to change. This cycle of learning, unlearning and relearning moves you into a ready stance for change! THE LEARNING PROCESS REQUIRES SELF AWARENESS: THE UNLEARNING PROCESS REQUIRES A PASSION FOR SIMPLICITY: Keep it simple:  1. Pick one thing. 2. Ask yourself, “Am I willing to let it go of this thing?”  3. Ask yourself (and others) “What is the opposite of the one thing I’ve picked?”. Confirming the opposite of the thing moves you towards your readiness to relearn. THE RELEARNING PROCESS REQUIRES FOCUSED EXPLORATION:  Focus on asking 2 key questions: 1. What do I want to change? 2. What do I value that will sustain the change. We do need to know ourselves but even the most self-aware leader knows that we need others as well. Collaboration is where the future always is.  Carlos Dominguez. Resources: Reach out to me @ https://www.healthyleadership.online/contact (https://www.healthyleadership.online/contact)  I can help you in your own growth as a leader. Robitschek C, Ashton MW, Spering CC, Geiger N, Byers D, Schotts GC, Thoen MA. Development and psychometric evaluation of the Personal Growth Initiative Scale-II. J Couns Psychol. 2012 Apr;59(2):274-87. doi:10.1037/a0027310. Epub 2012 Feb 20. PMID: 22352950. Seth's Blog: The Speed Of Change 9.2022 @ https://seths.blog/2022/09/the-speed-of-change/ (https://seths.blog/2022/09/the-speed-of-change/) Transactions of the American Clinical and Climatological Association @ https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3116346/ (https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3116346/)

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Learn, Unlearn, Relearn: Part I Three Steps to Unlearning Unlearning looks to a future where the things of the past that that are no longer relevant, accurate, or true are intentionally left behind.   Care must be taken in unlearning so that the elements of value are not lost. Three bite-size chunks for the process of unlearning: Bite size chuck #1: Pick one thing Bite size chunk #2: Get to the place where you can say with confidence, "Yes, I am willing to let go of this one thing." Bite size chunk #3: Identify the opposite of the one thing. (be careful, this can be tricky) I can help you as you tackle unlearning. Let’s talk.   if you want a certified coach to partner with you in your unlearning experience.  The link to connect with me is https://www.healthyleadership.online/contact

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The Secret Sauce for Interprofessional Collaboration

4 reasons that IPC is a soft skill worthy of developing:

1. IPC creates common good

2. IPC amplifies curiosity and gives it space to stand

" Curiosity has its own reasons for existence." Albert Einstein

3. IPC yields opportunities for a change in perspective

"When we are in bubbles of sameness, we are trapped in rooms of ignorance." Derwin Grey

4. IPC increases critical thinking and problem solving

Steps to consider when adding IPC to your leadership strategy: Step One: Determine your shared values Step Two: Be intentional in honoring each other Step Three: Make the experience enjoyable Step Four: Prepare the discussion to naturally include words that indicate teamwork and collaboration are of primary importance. https://www.healthyleadership.online/contact (Let's talk! )Resources: https://thegrowthandresiliencenetwork.net/2012/01/15/a-model-for-critical-thinking/ (The RED model. A model for critical thinking and problem solving)https://relationalcoordination.org/ (Relational Coordination.  Dr Jodi Gittell) Grey, D. (2020). How to Heal Our Racial Divide. Tyndale: Illinois

motivationaleducator   #collaboration   #healthyleadership #IPC

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Today we are going to explore the soft skill of indirect communication.  Learning the skill of indirect communication fosters positive working relationships that impact the morale and efficiency of those you influence.  Sharing hope is a form of indirect communication.   Let’s acknowledge out loud that life is difficult, painful, unfair, and unpredictable. When we are in the midst of difficulties that are beyond our control and, sometimes, beyond our comprehension, there is an increased need for leaders to use their unique gifts and talents to pursue hope.  Hope doesn’t arrive uninvited but awaits a leader who pursues with confident expectation that hope is real.  Everything that is done in the world is done by hope. Martin Luther Underlying this message today is a celebration of you, the leader, who pursues hope.  I am going to be talking about you! This is one small way I can give appreciation to the leaders I see around the world who chose to put time and energy into growing as hope-filled leaders.   Why is this such an important topic for leaders?  To put it simply, one of the top needs of those who follow you is hope.   Three decisions of hope-filled leaders

1. Hope-filled leaders choose their perspective on hope.

2.  Hope filled leaders choose persistence.

3.  Hope-filled leaders understand that the gift of hope continues long after they are gone.

Call me! We can connect through http://www.healthyleadership.online/ (www.healthyleadership.online)

hopefilledleadership #healthyleadership  #personalgrowth  #bodymindand soul

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Leader with a decided heart

In this discussion today I have purposely linked 4 pairs of words. The first 4 words describe those with a decided heart: consistent, articulate, passionate and hopeful. The second set of words come from research that defines the 4 basic needs of all who follow leaders: Stability, trust, compassion and hope.     You may have already noticed how I paired them: A decided heart leader is consistent. Those who follow them feel stable. A decide heart leader is articulate.  Those who follow them trust them. A decided heart leader is passionate. Those who follow feel compassion. A decided heart leader is hopeful.  Those who follow them find hope in the future. A leader with a decided heart meets the most basic needs of those who follow them! I am Niña Ellison.  Thanks for joining me today You can reach me at http://www.healthyleadership.online/ (http://www.healthyleadership.online)  https://www.healthyleadership.online/resource_redirect/landing_pages/1043657 (Call me.)  We can discuss how I can partner with you in your growth journey.  

Resources:

https://www.youtube.com/watch?v=AscT8GA6bM4 (Endurance, Lost Ship found after 107 years) https://www.amazon.com/dp/B00ETK822K/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1 (The Traveler's Gift. Andy Andrews) https://www.gallup.com/cliftonstrengths/en/251003/strengths-based-leadership-things-followers-need.aspx#:~:text=Through%20this%20research%2C%20the%20authors,%2C%20compassion%2C%20stability%20and%20hope (4 Things Followers Need. Strengths Based) https://www.gallup.com/cliftonstrengths/en/251003/strengths-based-leadership-things-followers-need.aspx#:~:text=Through%20this%20research%2C%20the%20authors,%2C%20compassion%2C%20stability%20and%20hope (Leadership). Margot, M., & Capparell, S. (2001). Shackleton's Way: Leadership Lessons from the Great Antarctic Explorer. London: Penguin books.

#HealthyLeadership #AndyAndrews #DecidedHeart #SirErnestShakleton #MLKhope

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From Frustration to Forward Thinking: one leader’s journey Learn from an experienced architect and leader, Aju Johnson,

Ten lessons learned in moving from frustration to forward thinking: 1.  Be real about your emotions.  Call them out! 2.  Understand that it may take time to heal. 3.  Identify what you are responsible for. 4.  Connect with a mentor who believes in you. 5.  Recognize that the sacrificial cost of growth does not end when difficulties arise. 6.  Borrow the belief others have in you until you can believe in yourself again. 7.   Recognize that moving forward is REALLY HARD work. 8.   Pursue personal growth daily. 9.   As a leader, build a culture of personal growth and development with your new team. 10.  Move into your new space with creativity and flexibility. Connections: You can reach out to: Aju Johnson at https://www.linkedin.com/in/ajujohnson/ (https://www.linkedin.com/in/ajujohnson/) Nina Ellison for http://www.healthyleadership.online/ (Speaking engagements,)

Resources: https://www.marcusbuckingham.com/lovework/ (Love + Work Marcus Buckingham) https://info.workinstitute.com/hubfs/Retention%20Reports/2021%20Retention%20Report/Work%20Institutes%202021%20Retention%20Report.pdf (RetentionReport 2021) https://www.maxwellleadership.com/ (Leadership Development & Career Development | Maxwell Leadership)

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Making Space for Generative Dialogue Generative dialogue is the ability to produce new value and meaning through words. Can a leader truly create the space for generative dialogue to happen? Absolutely.  Five characteristics of leaders who create spaces for the possibilities with generative dialogue: Readiness to honor others Willingness to forgo sharing their own story Desire to connect before gathering information Understanding of the role of facilitator Pursuit of uncovering the unexpected

Healthyleadership.online https://www.healthyleadership.online/contact (complementary call ).  Resources: Kahane, A. (2004). Solving Tough Problems. Berrett-Koehler Publishers, Inc.: San Francisco. https://www.youtube.com/watch?v=I19WohgmL7s (An Introduction to Facilitating Breakthrough with Adam Kahane - YouTube) https://www.youtube.com/watch?v=r2O7NILcooo (Welcome to Maxwell Leadership)

generativedialogue #spacemakers #healthyleadership #maxwellleadership

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Lessons Learned in Paradoxical Leadership Three growth lessons in the paradoxes of leadership: Number One: Be aware of the Pyrrhic victory: being wrong by being so very right. Number Two: Discovering the win comes in being both timely and timeless. Number Three: Being other centered is a complementary part of being self-centered.   Join me in a brief, free call to learn more about how I can partner with you in the growth and sustainability of healthy leadership. Head to my website www.healthyleadership.online and there you will see an invitation for a complimentary call.   Resources: https://www.timelmore.com/book (TimElmore 8 paradoxes of great leadership) https://www.amazon.com/Hero-Mission-Path-Meaningful-Life/dp/1400226945 (Donald Miller,Hero on a Mission: ) https://en.wikipedia.org/wiki/Plutarch (Plutarch). https://penelope.uchicago.edu/Thayer/e/roman/texts/plutarch/lives/pyrrhus*.html ("The Life of Pyrrhus"). Parallel Lives. Vol. IX (1920 ed.). Loeb Classical Library. p. 21.8. Retrieved January 26, 2017. https://www.andriopoulos.org/uploads/1/3/3/2/13324822/cmr5603_04_lewis.pdf (Paradoxicalleadership to enable strategic agility)    

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What IS life enriching love in the workplace? “The thread woven through all principles of RAFT is love.  Love connects the dots. Learning how to love those you work with in an authentic and appropriate way not only advances a sense of worth and value in all relationships but serves as a platform for credibility and deeper relational connectivity. When the passion you bring to work each day translates into seeing real people with real lives, you have unleashed a source of untapped power within yourself and within others. “  Nina Ellison Lt, Col. Joseph Ricciardi, published To Lead is to Love: An exploration into the role of Love in Leadership, determined that love shows up as three things: a.     Intimacy: knowing and caring about others in an authentic and appropriate way. b.    Passion: that positivity that you bring to work each day. c.      Commitment:  being dedicated to the well-being of those you share work with.  Question: How can I measure soft skills, such as appropriate love in the workplace, without falling into the trap of trying to mirror strategies and techniques used for measuring hard skills? My response:  There is a unique process essential in understanding performance outcomes that are impacted by soft skills.  Resources: https://www.healthyleadership.online/ (https://www.healthyleadership.online/) Ricciardi, J.A. PhD.  (2014) To Lead Is to Love: An Exploration into the Role of Love in Leadership Benedictine University, 2014. https://en.wikipedia.org/wiki/Rob_Hoskins (Rob Hoskins) Manby, J. 2020. Love Works. Seven Timeless Principles for Effective Leaders. Zondervan: Michigan. p.31 https://www.youtube.com/watch?v=elNINAKmTfM (Marcus Buckingham Love+Work)

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Leaders connected to personal purpose Without purpose a leader cannot flourish!  A leader’s purpose is not the same as an organizations mission, vision and values.  Purpose guides life decisions; influences our actions and the direction our life takes.  3 steps to consider having a purpose statement: Step One: Identifying what you are curious about.  Step Two: Determine if you are ready and willing to give the gift you have uncovered away.  Step Three: Show up with generosity and have fun. Green flags that show that your life purpose is alive and well: 1.     you are able to connect the meaning of what you do at work and at home 2.    passion is involved 3.    rather than making you more self-serving, your purpose elevates the value that you bring to others 4.    you begin to recognize that it takes something critical for you to deviate from your purpose 5.   your life purpose is your contribution because, at the end of the day, it is what you are sharing with the world. No one can do or be who you are.

The purpose of life is to discover your gift. The work of life is to develop it. The meaning of life is to give your gift away.  

Resources: https://www.brucefeiler.com/books-articles/life-is-in-the-transitions/ (Bruce Feiler), https://knowledge.wharton.upenn.edu/article/wisdom-workplace-modern-elder-relevant/ (Wisdom workers) https://www.healthyleadership.online/ (Healthy Leadership) : Bring clarity to your life with your own personal purpose statement.

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Launch a hero through value-recognition   Four steps to consider when seeking to launch heroes through value-recognition:

1. DISCOVER YOUR LEADERSHIP ROLE IN VALUING OTHERS

2 ACKNOWLEDGE WHO THE HERO IS

3 PICK THE RIGHT TIME TO COMMUNICATE THE VALUE YOU SEE

4 LET THE VALUE SPEAK FOR ITSELF

Resources: https://dominican.news/local/john-maxwell-teaches-about-values-in-the-dominican-republic/ (RaulBurgos. President of the Dominican Foundation for Transformation) https://growingleaders.com/blog/nine-leadership-traits-we-see-in-generation-z/ (TimElmore on nine leadership traits we see in Generation Z) You can reach Niña Ellison at https://www.healthyleadership.online/ (healthyleadership.online)

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Safe Spaces in the Leadership Mirror with J Haleem ·     There are few spaces in our life where we are encouraged to be vulnerable, to speak clearly and authentically, without negative pushback ·        It is tough to be vulnerable but it is transformative when we choose this path. ·        People are looking for a judgement free zone ·        As we choose vulnerability as leaders, others are ready to follow ·        Leaders must break down the barriers of vulnerability for themselves before they can break down these barriers for others

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The big deal about inner circles: Question One: What’s the big deal about inner circles? Potential characteristics when a leader doesn’t have that inner circle: Loneliness, feeling isolated and discouraged A sense of carrying the bulk of the load in decision making Increasing cynicism Becoming more distrustful and unable to clearly identify a safe space for deep dialogue

Inner circles are made up of those whose character and dreams bring value to others rather than seeking to take from the group. Who we choose to invite into our inner circle is critical for our leadership journey Absence of an inner circle can be deal breaking for a leader looking to expand their horizons. Question Two: Does a leader have control on who is in their inner circle? Yes, it is the leader who must take the initiative to develop their experience of the inner circle. Two steps to get started on building your inner group: Step one:  Take time to think carefully and strategically about who you are looking for to engage in your inner circle. Step two: Be intentional in building meaningful relationships Tip#1 :  don’t be in a hurry but when you see the potential for an inner circle member, go for it.  Tip #2: Don’t buy into the myth that leaders are too busy to build meaningful relationships Potential characteristics of leaders who connect within an inner circle: 1.   Character and integrity and mutual respect 2.   An ability to create a paradigm shift in those around them a.   Not agreeing with everything to move on quickly and avoid deeper dialogue b. Able to shift the direction of the conversation 3.   Willingness to travel the journey (both the good and bad) 4.   Readiness for fun 5.Competence with a track record of success 6.  Those who have a Purpose in life that makes a difference Inner circles are effective if they are small in number but massive in value. Resources: https://amzn.to/2pfwmNM (The 21 Irrefutable Laws of Leadership) http://simplicitycollective.com/EconomyFromWalden.pdf (EconomyFromWalden.pdf) http://simplicitycollective.com/EconomyFromWalden.pdf ((simplicitycollective.com)) https://www.passiton.com/inspirational-quotes/7482-joy-is-a-decision-a-really-brave-one-about#:~:text=%E2%80%9CJoy%20is%20a%20decision%2C%20a%20really%20brave%20one%2C,life.%E2%80%9D%20Wess%20Stafford%20ACTIVIST%2C%20FORMER%20CEO%20COMPASSION%20INTERNATIONAL (“Joy is a decision, a really brave one, about how you are going to respond to life.”) https://www.passiton.com/inspirational-quotes/7482-joy-is-a-decision-a-really-brave-one-about#:~:text=%E2%80%9CJoy%20is%20a%20decision%2C%20a%20really%20brave%20one%2C,life.%E2%80%9D%20Wess%20Stafford%20ACTIVIST%2C%20FORMER%20CEO%20COMPASSION%20INTERNATIONAL (—Wess Stafford | PassItOn.com) https://www.bing.com/images/search?view=detailV2&ccid=LKPWKeHH&id=13B1B7BE7796FF37427575C3FEABE5005718D63C&thid=OIP.LKPWKeHHAmFO3ZgZb8Q4xAHaFj&mediaurl=https%3a%2f%2fth.bing.com%2fth%2fid%2fR.2ca3d629e1c702614edd98196fc438c4%3frik%3dPNYYVwDlq%252f7DdQ%26riu%3dhttp%253a%252f%252fwww.morefamousquotes.com%252fimages%252ftopics%252f20170627%252fquotes-about-inner-circle.jpg%26ehk%3dGgykaYBaHQhkPzp9%252bBxM9qLTaycFIe6%252bF4hcWI1ojC8%253d%26risl%3d%26pid%3dImgRaw%26r%3d0&exph=600&expw=800&q=td+jakes+quotes+inner+circle&simid=608040521695107141&FORM=IRPRST&ck=281A97994BBC4C9A08528D4E7F873908&selectedIndex=0&idpp=overlayview&ajaxhist=0&ajaxserp=0 (tdjakes quotes inner circle - Bing images)

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Mentoring young women in leadership with Mercy Achola (Part II) Key thoughts for young women in leadership:  Prioritize: know what is important at what time in your life     Understand the seasons of your life and live true to that Be ready to shift, to reinvent yourself, as opportunities come

Wisdom of five African proverbs for all leaders: Haraka, haraka haina baraka:  there is no blessing when we hurry Haba na haba hujaza kibaba: drop by drop the bucket fills Mvumilivu hula bivu: patience pays Mkosa mila ni mtumwa: know your culture and your heritage to know yourself Umoja ni nguvu: unity is strength Nina Ellison can be reached at https://www.healthyleadership.online/home (Healthy Leaders make a difference. (healthyleadership.online)) Mercy Achola can be reached at: https://www.johncmaxwellgroup.com/mercymasilaachola/ (https://www.johncmaxwellgroup.com/mercymasilaachola/)

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A journey in self-awareness with Mercy Achola moving from unconscious to conscious self-awareness Part I A path towards conscious self-awareness: beginning with a “going within a cycle that only showed up in times of crisis with growth, but without a deeper purpose determined a desire to reproduce beyond times of crisis the recognition of the value of a coach learning that there is a process to increasing self awareness NOW, with readiness to share journey with others

Soft skills are essential skills for every leader as they become influencers.   Nina Ellison can be reached at https://www.healthyleadership.online/home (Healthy Leaders make a difference. (healthyleadership.online)) Mercy Achola can be reached at: https://www.johncmaxwellgroup.com/mercymasilaachola/ (https://www.johncmaxwellgroup.com/mercymasilaachola/)

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Minimalism provides a new level of clarity The value of minimalism in leadership

The focus of minimalism is not on “to own or not to own” but rather to gain clarity in removing distractions that continually impact the way you spend your days. Being a minimalist doesn’t just happen. You must have a level of intentionality in order for minimalism to impact the way to spend your days; the way you lead your life.  Becoming more minimalistic allows a person to create a space where a space did not exist.   Becoming a minimalist is a way of life, a purposeful decision-making process to remove the distractions so that you can increase your focus and clarity on what matters the most in your life.   What leader doesn’t long for less distractions. Questions for a leader to consider: Where do I have influence in my days where I can control change? What am I creating space for?

Five of the twelve benefits of becoming a minimalist from Joshua Becker. He calls them the life-giving universal benefits of minimalism: More time and energy Less stress  Less distraction Less environmental impact More contentment

Thanks for joining me today on the Art of Leadership. You can find me a http://www.healthyleadership.online/ (www.healthyleadership.online)

Resources: Becker, J. (2016). The More of Less. WaterBrook Press: Colorado. p. 8-10.

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Steps to becoming a culture carrier

There is a standard belief that it takes 2-3 years to change a culture.  Do we have this kind of time when the cultures that are being sought are so relevant to the needs identified for today? Defining culture carriers:    A culture carrier is someone who has taken the time to have more than a surface knowledge of the company.  A culture carrier can hold a conversation about what the company vision, mission and values mean to them personally. A culture carrier puts culture into action as they work and as they interact with others.

Three steps I recommend towards gaining awareness for becoming a culture carrier: Step #1: Understand the 3 key elements that intersect to allow culture to come alive!  Step #2: Explore thoughts, ideas and action that are seen at the intersection of vision, mission and values Step #3: Put experiences into actions that can be seen.  What you see you can measure.  The bottom line to culture carriers loosing influence is not lacking in the vision and mission being embraced; it is in the actual living out of the the core values.  Practical application for you and your team: 1.       Review the 3 key elements of vision, mission, and values and personalize what they mean to each person. This will introduce the idea of culture coming alive!  2.       Explore more deeply what is anticipated at the intersection of vision, mission and values and identify what it looks like in practical scenarios – both real and imaginary.  3.       Start to put these ideas into action, putting a tool in place to measure what you see.    The more you measure and celebrate what culture carriers are doing the more you communicate that there is a way to become a culture carrier.  This is not a mystery.  It is a choice. Thanks for joining me today.  You can find me on http://www.healthyleadership.online/ (www.healthyleadership.online). I look forward to connecting with you.

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Does it matter where a leader lives in order to thrive? Coach Teon Singletary states it doesn’t matter where you live in order to thrive. For his life, he has chosen to return to his home region to live and work. Three motivators that impacted Coach Teon’s choice to return home: 1.      Supporting his family 2.      Acknowledging his desire to be a difference maker, a change agent, a culture shifter 3.      Finding his truth, his foundation Key choices Coach Teon continues to make: 1.      A full-on commitment to stay 2.      Intentional avoidance of the small-minded traps that would cause his downfall 3.      Readiness to coach and teach others in how to face the daily battle of moving from a poverty mindset to a growth mindset.   Conclusion from Coach Teon: “It doesn’t matter where a leader lives. Every leader can lead from where they are, starting with their daily actions.”    Nina Ellison, Leadership Consultant, can be reached at nina.healthyleadership@gmail.com Coach Teon Singletary can be reached at Bless@TeonSingletary.com or text 843-970-0220

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Leaders are learners There is more than meets the eye when seeking to add value to others In every profession, our values impact our decision making as leaders. The values you and I as leaders embrace create structure and meaning in our work. Putting your values first impacts your decision making in a way that enables you to gain a consistency in your leadership no matter the circumstance. How willing we are to understand others and what they value…. what matters to them.  Being a leader is not as much about me as it is understanding and empowering those I lead. Going deeper leaders learn that adding value is even more than strategy or process. It is certainly more than the idea of clicking on a radio button in your mind that you are adding value.  One of the challenges for you and for me as we seek growth as leaders who add value to others is the continual pursuit of the awareness of our assumptions. At times this kind of critical thinking can be a solo activity, but I believe it must be balanced with experiences such as Round Tables where new ideas, new concepts, a heightened awareness of what we value becomes evident and lends authority to our decision making as leaders.   As always, you can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online).  Resources: Maxwell, J & Hoskins, R. (2021) Change Your World. Harper Collins: USA. p.107-129. https://www.changeyourworld.com/en/landing (https://www.changeyourworld.com/en/landing) https://www.airuniversity.af.edu/LinkClick.aspx?fileticket=y4oFCKRrMKI%3D&portalid=10 (The RED model of critical thinking )

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Leaders Captivated by courage Personal insights into a leader’s 46 year journey of courage Deeper insights on courage from a successful leader with 46 years of experience: 1.      Stand up for yourself 2.      Summon your inner strength; who you are 3.      Recognize what is important to you 4.      Push through your fear; use positive self-talk 5.      Share from an “I” perspective and let your voice be heard 6.      Where the mind goes the body follows 7.      Do what you know you need to do 8.      Courage frees you up to be you 9.      Preparation makes the difference 10.  Be ready to know and share the “WHY” Connect with me at http://www.healthyleadership.online/ (www.healthyleadership.online)

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Adaptability is a key soft skill for virtual leaders Adaptability empowers a virtual leader to thrive within a rapid change environment Speaking broadly, adaptability in a leader is seen when learning new skills to change the course of their choices and their actions in response to circumstances that are in a rapid change pattern.   The cycle looks like this:  Rapid change → Recognized need for new skill development → Different choices are needed → Different actions must be pursued → the next phase of rapid change Three things to consider with seeking the evidence of adaptability in a leader: 1.      Being grounded so you can soar 2.      A willingness to shift thoughts and ideas that result in relevant actions for times of rapid change 3.      Focusing on an energy that moves the work from transaction (getting tasks done) to transformation (discovering what really matters and then unleashing actions that make a difference) Adaptability empowers a virtual leader to thrive within a rapid change environment! Three things that are missing if virtual leaders are not demonstrating adaptability. 1.      Continued reference to the existing way of doing things.  2.      A lack of inclusion in new partnerships 3.      Confusion and uncertainty on changing priorities.  Virtual leadership for many is a new normal that will fundamentally change the lives for many of today’s leaders.  If you are, or work with, virtual leaders, let me encourage you to affirm what grounds you and they determine the willingness to adapt to the value found in a new normal. “You cannot be the same, think the same, and act the same if you hope to be successful in a world that does not remain the same.” John Maxwell, international leadership expert. Maxwell, J. (2019). Leadershift: the 11 essential changes every leader must embrace. USA: Harper Collins, p. 7 My name is Niña Ellison, Leadership Consultant and coach. You can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online). Going forward you will see a new format to this podcast, The Art of Leadership, as I am shifting to publishing a podcast monthly. I look forward to connecting with you virtually at the end of March! 

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The Art of Saying No Saying Yes is Always Easy But Not Always Wise https://www.goodreads.com/quotes/114376-the-art-of-leadership-is-saying-no-not-yes-it (“The art of leadership is saying no, not yes. It is very easy to say yes.” Tony Blair) Consider What happens when you always say yes. 1.      It’s impossible to do everything well and saying yes to everything puts a leader at high risk for losing the focus and the stamina to accomplish their highest priorities. 2.      When a leader always says yes, they move into the tyranny of the urgent, putting out fires and tackling the day-to-day demands. All good and important things but not where their highest impact and value will be felt – good, but not great things. “Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline.” Jim Collins “Good is the enemy of great. And that is one of the key reasons why we have so little that becomes great.” Jim Collins 3.      When a leader always says yes, is that it may skew a leader’s motives for why they are willing to do the work. Are they are saying yes because they like to feel good? Feel that they are a supportive team player? Have a strong desire to be liked? Or are they saying yes in the hopes it will set them up for a promotion? Are they saying yes so that the conversation will take less of their time as they respond with a quick yes?  Being bold enough to say no is not always easy. You still want to be perceived as a team player, as someone who wants to work hard, as one who understands the needs of the business; as a leader who can flex when needed…. And I could go on… When someone comes to you with a request, if at all possible, rather than jumping in with a response, look to share in an open and responsive way with comments such as: Can we set up some time to talk about this? Can I have a little time to learn more about this? From my own experience I have found that before I quickly say yes to a request the results are usually better if I have time to ask myself a few questions: Can I seek to understand why this request is being made? Step One: Clarify Step Two: Reflect Step Three: Confirm  Is this request the wise thing to do? Exploration of wisdom is an essential component in every leader’s journey and, particularly as you consider the idea that there are times to say “No” then it’s great to have wisdom at your side. To me, this moves the question from whether doing the task is right or wrong, but is it the best choice. Jim Temme’s method in his book called Productivity Power uses the acronym USA to help a leader develop an approach to saying no. U: Begin with an understanding statement. Really this is about acknowledging the value of the person who is coming to ask you to support some work. Secondly it is an opportunity to show that you understand the work is important. S: Situation Statement. This takes into account what your situation is right now. Being organized in a way that demonstrates your work load really helps communicate clearly what your current situation is. A: Action Statement: You have the chance to move this request into action. Instead of starting with no or other words of frustration, engage in a conversation of options for action. Moving other priorities, including someone else in the request and so on…. Notice that the action statement is asking your boss to help with the solution. This is so different than the only option being that you respond with a yes. This is also a good reminder that in saying no to this request you are still saying yes to the highest priorities. Gain a clear picture of your situation and your days. Determine what you value the most, what your top priorities are. And then enter into the art of learning to say no. (oh, by...

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Millennials leading Millennials and making a difference In the https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html (The Deloitte Global Millennial Survey 2020)  we see that in 2016 76% of millennials saw business, in general, as a force for good. In December 2019, this number went down as 51% of millennials saw business, in general, as a force for good In May 2020, as the COVID-19 health pandemic spread around the world, only 41% of Millennials agreed that business was having a positive impact on wider society. If I were to stop there with the results shared on the 2020 Deloitte Global Millennial survey this would be such a gloomy picture. However, as the survey shared, at the  individual employer’ level, reputations fared better: Millennials (ages 24-39) gave their employers high marks for their pandemic responses and, for the first time in four years, more Millennials said they want to stay with their employers for five or more years rather than leave within 2 years This is unprecedented since the question was first asked in 2016. Millennials also said that companies are doing more to align with their interests, including ·        and supporting career development through training and mentorship ·        creating diverse and inclusive work environments ·        making a positive impact on local communities. Listen to 2 millennial leaders as they share the systems and process that are working for them as they seek to build a reputation and a culture that moves them forward in working with their peers. Would you like to grow in this area of your leadership. Set up a call with me at http://www.healthyleadership.online/ (www.healthyleadership.online) – let’s chat about how I can partner with you. 

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Character is the foundation to soft skill development The choices you make develop your character   https://quotesthoughtsrandom.wordpress.com/2015/12/14/what-makes-the-man/ (Booker T. Washington) once said, ““Character, not circumstances, makes the man.” What is character? Do you have it? How do you know? The choices you make develop your character. With every choice you make, the construction of your character continues.  I’d like to share with you a process that I consider when I am thinking about my own development as a leader of character: a very fundamental process. that includes 4 phases where I can see potential practical applications to my character development. The fundamental process: Assess – Develop – Implement – evaluate 1.      ASSESS: If I want to grow and develop as a person of character I must learn and keep learning how to assess and then chooses my thoughts; capturing them intentionally   2.      DEVELOP: Assure that I am grounded in choosing to connect heart, mind and soul.  3.      IMPLEMENT: take the time and energy to choose to be intentional   5 components that make up people’s concept of being intentional a.      I want to be a person of character b.      I believe that the actions I take will help me to grow and develop as a person of character c.      I intend to do the actions – this is where my self discipline really needs to kick in d.      I have spent time learning about being a person of character and I have the ability to strengthen my most strongly held values e.      I see change taking place by my actions. I am implementing my plan. Back to the fundamental phases: The last phase is evaluation.   4.      EVALUATE: My actions are where my character becomes evident. As I evaluate my actions this is where I get motivated. My character begins to grow and develop. I am ready to use this process again and again to solidify and mature my growth. AND, I am ready to reach out to someone else and share the journey with them….  Using the same fundamental process, here is how I can destroy my character. 1.      Cease the active work of capturing my thoughts – allowing my thoughts to wander; 2.      Disconnect my heart, mind and soul so that my desires are imbalanced 3.      Cease the work of intentional living: Let others choose my actions for me 4.      Cease to take the time to see if my intentions and my actions are aligned What is Character?  Character is how you do anything. How you do everything. Character helps you get things done and goes far beyond the fame, the education, the finances, the titles…. Character is how you show up. Are you looking for a coach who can walk you through this process. You can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online).  Notes: Thanks to the leadership of Ron Harvey for hosting the Turning Point Leadership Round Table experience. You can find Ron at http://www.gcs.consulting/ (www.gcs.consulting)

Malle, B. F., & Knobe, J. (2001). The desire between desire and intention: A folk-conceptual analysis. In B. F. Malle, L. J. Moses, & D. A. Baldwin (Eds.), Intentions and intentionality: Foundations of social cognition. Cambridge, MA: The MIT Press.

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Thought-filled pauses increase the influence of leaders Thoughtful pauses are a first line strategy with soft skill development In 2018 I had the opportunity to hear Juliet Funt speak on her ideas about White Space. Juliet is the CEO of a company called White Space at Work and she refers to white space as a strategic pause taken between activities - like taking little sips of water. Juliet shares about the thieves of productivity and how, when we take the things we do well and move them to the extreme, they become unproductive.  Four thieves were identified: drive, excellence, information and activity. DRIVE can become hyperdrive EXCELLENCE in the extreme becomes perfectionism Continual seeking for INFORMATION evolves into information overload And extreme ACTIVITY becomes frenzy How do you avoid the thieves? When you can’t (external)or won’t (internal) plan what you do at work, including the pace and pressure of your days, you will become increasingly less effective.   15 years ago Frances Hesselbein, former CEO of the girl scouts and now President and CEO of the Frances Hesselbein Leadership Institute wrote, the first challenge facing leaders “ is a matter of how to be leaders – not how to do leadership”. Frances is now 105 years old. Dr Eugene Haebaker, in his book, Essential Soft Skills That Transform Leaders and the People They Lead looks at building and maintaining a healthy spiritual, mental, and physical foundation. Rather than white space, he calls this time, Sacred Space. Again, focusing on the idea that leaders will likely fail when they are not grounded in a space that consistently offers planned thoughtfulness. White space and sacred space are parts of the same continuum. Perhaps they involve different levels of thinking but the bottom line of planning your space is that as leaders, you and I need to determine how we choose to engage in this protected time.  Pursuit of your own strategy to protect time that allows you to think for yourself prepares you to be ready to act on what you think, to clarify what your position is, to be able to articulate what your focus is and where you want your focus to make a difference.  Coming out of regularly recurring spaces of planned thoughtfulness, your voice can provide clarity and even calm in an overly busy world. What about Cyberspace and the profound effect on our use of time. Both good and not good.  Questions to Ask: How can a leader optimize their use of cyberspace to protect a space needed for strategic thinking for furthering the foundations of their leadership?  Can a leader pursue rhythms of work that allow for space to continually affirm who we are and not just what we do? Who am I being? What do I think? Where is my focus? How am I influencing and adding value to myself and those around me?   Pause and reflect. I promise you’ll grow as a result of it. Are you looking to grow in this area. To be more strategic in your thinking. You can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online). As a leadership coach, I’d love to connect and talk about how I can support your growth. Resources: https://www.youtube.com/watch?v=5TVcgqF08GY (Juliet Funt, CEO, White Space at Work) https://www.amazon.com/Softer-Side-Leadership-Essential-Transform/dp/1632694689 Frances Hesselbein quoted in Chief Executive, January/February, 1995, 38. PaAmJXo9WIf5qgJV0UKn

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Soft skills by any other name.... are still as powerful!

In the English language there are some misnomers that make you shake your head…. Words like: ·     gravy train – that have nothing to do with gravy or with trains but rather a source of easy money that has most likely not been worked for.  ·     the red panda, a raccoon that is found from the Himalayas to China that has nothing to do with Pandas… ·    the fact that now there is no coat in https://www.merriam-webster.com/dictionary/coat%20of%20arms (coat of arms), and neither are there arms as a coat of arms refers to some type of symbolic emblem. ·     killer whales – one of the largest species of dolphins that are not killers…or whale sharks, gentle giants that, while vastly intimidating when swimming next to them as I can testify, feed on plankton and their name of whale plus shark seems misleading. When I think about misnomers, I have to tell you that Soft Skills also comes to mind. There is nothing soft about soft skills. In fact, they ARE some of the hardest skills you will ever seek to acquire.  Understanding the depth of soft skills involves a deeper awareness of the driving force within us that leads us to add value and meaning to ourselves and to others. This driving force delivers the “How To” in your development of soft skills as a healthy leader. Are you looking to grow in this area of your leadership? Looking for a leadership coach? You can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online) to set up a call. Resources: https://apps.dtic.mil/dtic/tr/fulltext/u2/a099612.pdf (CONARC Soft Skills Training Conference 1972)

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Leadership lessons in 2020: Leadership lesson #1: FAITH: Time and energy spent in the application of faith based perspectives results in deeper insights and advanced hope. Uncovering timeless wisdom In difficult times takes us beyond our current leadership.    Leadership lesson #2: FAMILY: Seeing others as brothers and sisters of the human race, even when there are strong differences and ideological oppositions advances our view as leaders. We move towards being a part of a bigger picture, a bigger story. Leadership lesson #3: CORE VALUES: There is untapped potential when core values are activated within a change process. I can be reached www.healthyleadership.online to set up a call 

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Thriving in the ebb and flow of resignations at work A positive farewell work strategy. Three questions when an employee is leaving: First, how do we end it well from the perspective of the leader staying? Second, how do we end it well from the perspective of the one going? Third, how do we time the departure so that everyone is at the airport at the same time? Three steps to support the most positive experience possible with a farewell work strategy: Step one: have a plan to prepare everyone for a successful departure:    Step two: Recognize that departure is not an event but a process Step three: for all involved, be prepared to give grace. Grace is a differentiator.   A front loading of strategy is needed into how to not only navigate the ebb and flow of departures but to learn how to thrive.  Would you like some help with this? If so, you can connect with me at http://www.healthyleadership.online/ (www.healthyleadership.online) to set up a free call. I love to chat with you and see how we can partner

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Friends and family in business The nuances of working in the business with friends and family Four pairs of words that provide a balance to the nuances that exist when your work includes the close relationships of friends and family.   I.                    Roles and Responsibilities II.                  Goals and Growth III.                Trust and Travelling On IV.               Communication and Commitment Six questions that support conversations for leaders who want to dig into deeper into working effectively with your friends and family members at work: 1.      Are we friends first or are we employee/employer or fellow employees first? 2.      Are we clear on our roles and responsibilities or, over time and with familiarity with each other, has there been a blurring of the lines? 3.      What happens to our trust in each other when performance falters? 4.      Does our friendship waver when things are tough at work? 5.      What goals do we have that are shared goals? What impact does this have on the business? On our friendship? On our family? 6.      Do you see growth in our family and friend relationships? If so, who is helping who to grow and develop? If we don’t see growth, why not? Resources: https://www.johnmaxwellteam.com/1-mark-cole/ (Mark Cole) https://www.amazon.com/Transforming-Relationships-High-Performance-Coordination/dp/0804787018 (Jody Gittell) https://www.gallup.com/workplace/ (Gallup Polls in the workplace)

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The Imposter Syndrome “We Become What We Do” Seth Godin The imposter syndrome identifies that there can be times where we struggle with being accurate, being authentic in acknowledging our own accomplishments, our own competence. With the imposter syndrome there can actually be an internal fear that we will be seen as deceiving others – as someone who doesn’t really have the skills and talents that we have been identified with. A person with impostor syndrome struggles with acknowledging just how competent they are, with feeling inadequate In December 2019, a research article https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7174434/ (Prevalence, Predictors, and Treatment of Impostor Syndrome: a Systematic Review) was published that looked at 62 different studies of over 14,000 participants looking at this idea of the imposter syndrome.   “Each time I write a book, every time I face that yellow pad, the challenge is so great. I have written eleven books, but each time I think, ‘Uh oh, they’re going to find out now. I’ve run a game on everybody and they’re going to find me out.” https://www.goodreads.com/quotes/220406-each-time-i-write-a-book-every-time-i-face (Quote from Maya Angelou)  “We become what we do.” Seth Godin Five actions that will move you away from falling prey to a misalignment with who you are and how you connect with your world.  1.      I trust myself. 2.      I persist on the journey to grow and change 3.      I pursue an understanding of my daily action steps 4.      I give myself room to fail. 5.      I serve others without guarantee that my service will be recognized or appreciated.  https://www.mindtools.com/pages/article/servant-leadership.htm (What is servant leadership? Robert Greenleaf)   Resources: Godin, S. (2020). The Practice: Shipping Creative Work. New York: Penguin Random House. Maxwell, J (2000). Failing Forward, Turning Mistakes into Stepping Stones for Success. USA: Harper Collins You can find me at http://www.healthyleadership.online (www.healthyleadership.online)

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The crucible of self- discipline The missing piece in soft skill development With the development of soft skills, we are not in a sprint, but rather a marathon. Four steps to get started in building those new pathways in self discipline:

1. Get really focused.

2. Figure out how you are going to measure small wins.

3.  Establish the guidelines you plan to follow.

4.  Pause to celebrate your successes.

Self-discipline opens up windows of opportunity whether you are looking at physical, emotional and intellectual or spiritual growth and development.

You can find me at http://www.healthyleadership.online/ (www.healthyleadership.online). I look forward to hearing from you!

Resources: https://hechingerreport.org/early-research-focuses-on-schools-that-develop-students-social-emotional-qualities/ (The Hechinger Report ) https://positivepsychology.com/neuroplasticity (Neuroplasticity). Winters, J. (2019). The Science of Self Discipline. Reedsy. 

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Optimizing the value of anger Strategic growth in the presence of emotions   Anger is a relevant topic for our world today. https://news.gallup.com/poll/312872/negative-emotions-surged-declined-june.aspx (2020 Gallup short term poll )   https://news.gallup.com/interactives/248240/global-emotions.aspx (Gallup: What's the World's Emotional Temperature?) “ANYBODY can become angry, that is easy; but to be angry with the right person, and to the right degree, and at the right time, and for the right purpose, and in the right way, that is not within everybody's power, that is not easy.”   Aristotle

Go ahead and be angry. You do well to be angry—but don’t use your anger as fuel for revenge. The Apostle Paul, Ephesians 4:26

The emotion of anger can fuel growth, just like the emotion of passion can fuel vision, and the emotion of happiness can fuel productivity!

The five rights of Aristotle:

1: The right person

2: The right degree

3 The right time

4 The right purpose

5The right way

Can we be angry and grow as leaders at the same time? My response is, “Yes. If we choose to engage in the hard work of using anger for the benefit of growth and development of ourselves and those we influence.”  

You can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online) to set up a brief free call. I look forward to connecting.

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Add Value to your team with Peer to Peer Coaching No-one Left Behind Peer to Peer coaching ·        Applauds how coaching each other adds value to the team ·        Serves as a vehicle for moving a team upward ·        Acknowledges and celebrates the presence of different learning styles ·        Provides psychological safety ·        Meets short term needs ·        Focuses on a specific goal ·        Timely ·        Can be formal or informal ·        Supports relevance, even more in a fast-paced environment ·        Can happen between different generations and different cultures Reach out to me http://www.healthyleadership.online (www.healthyleadership.online). Let’s chat!

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Avoiding the Pitfalls of Assumptions As We Think, So We Lead Three things about making assumptions:

1: Assumptions can take our minds towards the negative without need or cause.

2” Assumptions can decrease our ability to relate well to others.

3: Assumptions keep us all from moving forward.

Consider using https://www.airuniversity.af.edu/LinkClick.aspx?fileticket=y4oFCKRrMKI%3D&portalid=10 (RED model of Critical Thinking) “Keep reminding yourself: I get what I think about, whether I want it or not.”  Wayne Dyer What you and I “get” when we seek to be critical thinkers: 1.      We understand ourselves better. 2.      We are more likely to be open to changing our minds and our opinions in light of new information. 3.      We concentrate on the most important parts of a body of information. You can reach me at www. Healthyleadership.online. If you have been considering a leadership coach, reach out for a free call so that we can talk about how I can help you in your growth and development.  

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ACTION STEPS FOR A "PROGRESS THINKER" As We Think, So We Lead

A free gift for you: HEALTHY LEADERS CHECKLIST TO EVALUATE PROGRESS can be obtained from https://www.healthyleadership.online/pl/224884 (https://www.healthyleadership.online/pl/224884) As always, You can reach me at www.Healthyleadership.online. If you have been considering a leadership coach, reach out for a free call so that we can talk about how I can help you in your growth as a leader. 

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The Impact of Positive Thinking As We Think, So We Lead Soft skills make a difference in lives, but, too,  https://www.emergenetics.com/blog/how-can-soft-skills-boost-your-organizations-success/#:~:text=According%20to%20a%20study%20by,investment%20based%20on%20these%20increases (soft skills make a difference in the bottom line of your business). These skills are not just “nice to have” as I was once taught. They are a “need to have” if you wish to pursue success as a leader. This is the 3rd week of hearing from 3 nursing professionals as they have shared ways during this pandemic that positive thinking as a leader has had an impact on their lives and their leadership decisions. The story today really shines the light on the value added when a leader strategically uses positive thinking.   

1: Ask the question.

Amy identifies a question that allows her to pause and consider her choices. She thinks: “ How can I do this, I am having such a hard time?” We have to face reality before we can change reality. Identifying this question is often the pivot point of choosing a mind-set towards the abundance of what is possible away from the poverty of everything that goes against us. 

2: Address the question

Amy chooses to move towards positive thinking.  Research indicates that, in most circumstances, positive thinking improves problem solving and decision making, leading us to be more flexible, more innovative, and creative, and also increasingly thorough and efficient (http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.334.527&rep=rep1&type=pdf (Journal of Consumer Psychology)) Positive thinking increases our decision-making ability It is our decisions and not our circumstances have the greatest influence on our lives.

3: Make a decision

Amy comes to a point where she is ready to make a decision. At this point she says “Now more than ever…” She has moved from asking a question to making a decision.

4 Recognize the role positive thinking plays in decision making

Positive thinking is a strategic choice. It is One more tool you can use with intentionality in your Leadership thinking tool kit. Don’t let it fool you. It may seem simple but your choice to add positive thinking to your strategic leadership plan can be life changing. You can reach me at www.Healthyleadership.online. If you have been considering a leadership coach, reach out for a free call so that we can talk about how I can help you in your growth as a leader. 

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Positive Thinking 2 As we Think so we lead Positive thoughts create real value in our lives. When you expand your perspective on positive thinking, new skills and resources enter into your realm of possibilities and increase value to you and those you influence.  We can learn from this discussion: 1. A Positive thinker is willing to pressure test their purpose in times of crisis 2. Positive thinkers are able to make things happen even in the “pressure cooker” times of high intensity and increased risk 3. Positive thinkers build the kind of trust that elevates the performance of those they influence 4. Positive thinkers demonstrate with words and actions that they have learned that the value of positive thinking is “not about them” but rather the value through positive thinking comes as value is added to others. YOU ARE INVITED TO CHECK IT OUT! Live 2 Lead: a global leadership experience October 9 (with content available for 3 days) https://leaderpass.com/pass/live2lead-2020?ref=RP2Y8UXL (https://leaderpass.com/pass/live2lead-2020?ref=RP2Y8UXL) The title of this series in the Art of Leadership is called “As We Think so We Lead.” If you haven’t before, let me encourage you to consider thinking as a self-contained, autonomous activity.  There is and will always be a need for thinkers. Look for me at https://www.healthyleadership.online/ (https://www.healthyleadership.online) to discuss ways to advance your own growth as a thinker. As a certified coach I would love to serve as a coach on your journey.  

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Positive Thinking As we Think so we lead Research reveals that positive thinking is about much more than just being happy, displaying an upbeat attitude, or choosing to discover the positive that can come from a difficult situation. Positive thinking in no way minimizes the tragedy of difficult situations but can actually create real value in our lives during times of crisis. Did you know: ·        Leaders who are Positive thinkers are more often linked to better outcomes. ·        Leaders who model how to experience positive thinking are intentional in enhancing positive emotions in themselves and in those they work with ·        A positive leader is interested in the success of the business as well as the development of the team. YOU ARE INVITED TO CHECK IT OUT! Live 2 Lead: a global leadership experience October 9 (with content available for 3 days) https://leaderpass.com/pass/live2lead-2020?ref=RP2Y8UXL (https://leaderpass.com/pass/live2lead-2020?ref=RP2Y8UXL)

The title of this series in the Art of Leadership is called “As We Think so We Lead.” If you haven’t before, let me encourage you to consider thinking as a self-contained, autonomous activity.  There is and will always be a need for thinkers. Look for me at https://www.healthyleadership.online/ (https://www.healthyleadership.online) to discuss ways to advance your own growth as a thinker. As a certified coach I would love to serve as a coach on your journey.  

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Big Picture Thinkers “As we think, so we lead” Part 1 There are several ways to learn big picture thinking. One way is to learn how to lead through ambiguity.  https://www.azquotes.com/quote/1184801?ref=ambiguity (Learning to live with ambiguity is learning to live with how life really is, full of complexities and strange surprises.) James Hollis, American psychoanalyst Quick definition: ambiguity arises when there is uncertainty in our next steps, when the process is vague or perhaps could go in two different ways with neither being right or wrong to get to an intended outcome.   https://www.azquotes.com/quote/1368182?ref=ambiguity (What if rather than being disheartened by the ambiguity, the uncertainty of life, we accepted it and relaxed into it?) Pema Chodron, Buddhist nun in the Tibetan tradition Here are three things about big picture thinkers: 1.      Big picture thinkers have learned how to be comfortable with the kind of ambiguity I just shared. Not because they don’t care about the details, but because they have learned that there are time when big picture thinking is essential, particularly when headed into an unknown future. 2.      Big picture thinkers learn to juggle different options without having to find “the one” that is perfect or right. Not because they are indecisive, but rather they have chosen to embrace the idea that having varied experiences, taking risks, learning from and helping others along the way expands their thinking. 3.      Big picture thinkers stay focused on the outcome rather than trying to control every detail – every rock, vine and root along the way. I am not in any way suggesting that this kind of thinking moves a leader away from their core values but rather this kind of grounded leadership empowers a move towards thinking differently when the situation calls for it.

https://www.azquotes.com/quote/326508?ref=ambiguity (The mark of a mature, psychologically healthy mind is indeed the ability to live with uncertainty and ambiguity, but only as much as there really is. Uncertainty is no virtue when the facts are clear, and ambiguity is mere obfuscation when more precise terms are applicable.) Julian Baggini, British philosopher If you are in a place where you need to be innovative, where you are looking for ideas and solutions to big problems, or where additional creativity is needed, consider pursuing the elements that will help you learn how to be a big picture thinker. You can start today with getting comfortable with ambiguity. Real ambiguity If you want to cultivate the ability to think big picture, then you must get used to embracing and dealing with complex and diverse idea. John Maxwell, leadership expert and author The title of this series in the Art of Leadership is called “As We Think So We Lead”. If you haven’t before, let me encourage you to consider thinking as a self-contained, autonomous activity.  There is and will always be a need for thinkers. 

Resource: Maxwell, J. (2009). How Successful People Think. Center Street: New York, p.8.

To discuss ways to advance your own growth as a thinker, reach out to me at www.healthyleadershp.online. As a certified coach I would love to help you on your journey.  

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LAUNCHPAD LEADERS. Home base A conversation with launchpad leader Kelly Ellison Advantages of being a launchpad: 1.      Sets a standard for growth and being growth minded 2.      Guides the hiring process 3.      Helps leaders to get to know others in the early days of their employment. 4.      Affirms other’s interests: a. Seeing their dream’s goal b. Being inspired to hope Opportunities for launchpad leaders: 1.      Recognize the reality that people are going to leave 2.      Accept that investing in people is worth the emotional and operational toll 3.      Assure that those on the launch pad stay long enough for character and leadership growth while bringing value to the business. 4.      Avoid carrying the weight of another’s development “Young leaders need be hungry to launch but humble to learn.” Kelly Ellison Bottom line: 1.      Bet on leaders and bet on hope 2.      Being a part of the bigger picture is worth the risk. Virtual leadership growth opportunity. October 9 Co- hosts Niña Ellison and Brian Pearson Speakers this year include Alan Mullaly, Former CEO of Boeing Airplanes and Former CEO and President of Ford Motor Co., Steve Harvey, comedian, businessman and award winning show host and entertainer. Kat Cole COO and President of Focus Brands, and John Maxwell #1 Leadership Expert and Best-selling author. To register: https://leaderpass.com/pass/live2lead-2020?ref=RP2Y8UXL You can find me, Niña Ellison, at http://www.healthyleadership.online/ (www.healthyleadership.online)

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A Journeyman’s education Personal Growth Initiative Part 4b A Journeyman’s education on how to treat people: 1.      Love people 2.      Value the culture of the company 3.      Acknowledge and know the company history 4.      Listen to the storytelling as a powerful way to see values in action 5.      Appreciate how people from different backgrounds and different cultures can come together and form something new….as they center on shared values. “You must do much more than just experience life and hope that you learn what you need along the way. You must go out of your way to seize growth opportunities as if your future depended on it. Why? Because it does. Growth doesn’t just happen – not for me, not for you, not for anybody. You have to go after it. “ Resources: Maxwell, J. (2012). The 15 Laws of Growth. Center Street: New York. P.13. Ricciardi, Joe. https://www.bing.com/videos/search?q=lt+col.+joe+ricciardi+youtube&docid=608012187748926920&mid=B4CC2541C181D441D704B4CC2541C181D441D704&view=detail&FORM=VIRE (At the intersection of love and leadership) As always, you can reach me at http://www.healthyleadership.online/ (www.healthyleadership.online) You can connect with Brian Pearson at https://www.johncmaxwellgroup.com/brianpearson/ (https://www.johncmaxwellgroup.com/brianpearson/) Brian and Niña are co-hosts for the global leadership experience. To sign up for the local event in South Carolina go to https://www.healthyleadership.online/ (https://www.healthyleadership.online). Information for the virtual event will be coming soon.

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Intentionality: Part I Personal Growth Thoughts from Brian Pearson, Executive Coach: Intentionality is based on your core values Being intentional includes understanding the process but also the relationships that go with the process With intentionality you learn to respect the people, the assets, the customers. Intentionality, over time, can be imbedded within a person In this process, there is reciprocity. The one adding value gains value Not everyone sees intentionality this way if instant results are the expectation. Mentoring in leadership is an intentional partnership. It is not designed to be an adversarial relationship

Next week: A journeyman’s education on how to treat people You can connect with Brian Pearson at https://www.johncmaxwellgroup.com/brianpearson/ (https://www.johncmaxwellgroup.com/brianpearson/) Brian and Niña are co-hosts for the global leadership experience. To sign up for the local event in South Carolina go to https://www.healthyleadership.online/ (https://www.healthyleadership.online) Resources: Robitschek, C., Ashton, M. W., Spering, C. C., Geiger, N., Byers, D., Schotts, G. C., & Thoen, M. A. (2012). Development and psychometric evaluation of the Personal Growth Initiative Scale – II. Journal of Counseling Psychology, 59, 274-287. doi: 10.1037/a0027310

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Using Resources Personal Growth Initiative: Part 3 It becomes more and more evident that to stay the course – to become a sustainable healthy leader - personal and professional growth need to pursued. Both are needed to compound the consistent delivery of excellence during times of unprecedented change and perhaps, chaos.   Using resources: The WHO: understanding the value of a reference group The WHAT: test the choices of your resources Jane Mandalios, published a tool that can help you. It is called RADAR R: relevant A: authority D: date A: appearance R: reason for writing.  This week consider how you, as a leader, use resources to advance your growth. We all know that when we are growing, we are healthier.  Everyone wins with a healthy leader. Connect with Nina Ellison at https://www.healthyleadership.online/ (https://www.healthyleadership.online/)

Resources: Hazledine, S. (n.d.). MedWorld. Five steps to creating a peer group that lifts you up. Retrieved December 16, 2018, from http://www.medworld.org/surround_yourself_by_people_who_fill_you_up_not_empty_you. Mandalios, J. (2013). Radar: An approach for helping students evaluate internet resources. Journal of Information Science, Volume 39 (4). Page 470 – 478.  Offit, P. (2010). The Lancet retracts 1998 study linking autism to MMR vaccine. Infectious Diseases in Children. Retrieved from https://www.healio.com/news/pediatrics/20120331/the-lancet-retracts-1998-study-linking-autism-to-mmr-vaccine (https://www.healio.com/news/pediatrics/20120331/the-lancet-retracts-1998-study-linking-autism-to-mmr-vaccine) Robitschek, C., Ashton, M. W., Spering, C. C., Geiger, N., Byers, D., Schotts, G. C., & Thoen, M. A. (2012). Development and psychometric evaluation of the Personal Growth Initiative Scale – II. Journal of Counseling Psychology, 59, 274-287. doi: 10.1037/a0027310

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Planning for Personal Growth Personal Growth Initiative No matter your profession or your role as a leader, it is well known that personal growth and professional growth are linked. Yet, what is not as well understood is the significance of the lag in your personal growth on the outcomes you deliver as a professional.  Just as balance is needed in your technical skills, called hard skills, and your people skills, called soft skills, so is balance needed in personal and professional growth. Researcher Chris Robitschek and her colleagues have validated 4 elements critical to personal growth. Last week we talked about “Readiness for Change”. This week we are going to talk about a second skill validated through research that makes a difference in your personal growth: “Planfulness”. In his book, How Successful People Think, Leadership expert John Maxwell shares several reasons why strategic thinking will help you to grow. Here are three:  #1: strategic thinking simplifies the difficult Consider the exercise: STOP, START, and CONTINUE

2: strategic thinking prompts you to ask the right questions

Consider the exercise: Clarify, Reflect, Confirm  

3: strategic thinking prepares you today for an uncertain tomorrow

Consider your core values Some examples of core values: Faith Integrity Community Appreciation Creativity Knowledge Balance Compassion Success Competency Growth Excellence

Let what you value drive your decisions. You can reach me at https://www.healthyleadership.online/ (https://www.healthyleadership.online/). On this webpage you’ll see a free 15-minute call. Reach out to me and let’s discuss how I can best support your growth and development. Resources: Maxwell, J. (2009). How Successful People Think. Center Street: New York. Robitschek, C., Ashton, M. W., Spering, C. C., Geiger, N., Byers, D., Schotts, G. C., & Thoen, M. A. (2012). Development and psychometric evaluation of the Personal Growth Initiative Scale – II. Journal of Counseling Psychology, 59, 274-287. doi: 10.1037/a0027310

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Readiness for Change Personal Growth Inventory: Part 1 Dr Chris Robitschek and her colleagues have validated 4 skills found in personal growth. And if all 4 are present then what these researches have demonstrated is that we can increase our personal growth. This is where we can have a powerful impact on our lives. The first of these four skills is “Readiness for Change”. The reality is that personal growth can only continue as you and I continue to be ready for change.  Here are 3 things I believe:

1. Readiness for change never ends

2. Change fatigue happens

3. Your core values matter

Harvey, R. (2020). Turning Point Leadership Round Table. Global Core Strategies and Consulting. Connect with Ron at https://www.gcs.consulting/ (https://www.gcs.consulting/) Robitschek, C., Ashton, M. W., Spering, C. C., Geiger, N., Byers, D., Schotts, G. C., & Thoen, M. A. (2012). Development and psychometric evaluation of the Personal Growth Initiative Scale – II. Journal of Counseling Psychology, 59, 274-287. doi: 10.1037/a0027310 Sinek, S. (2019). The Infinite Game. Penguin Random House: USA. Find me at https://www.healthyleadership.online/home (https://www.healthyleadership.online/home)

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The Age of Personalization In leadership, the first person we learn lead is ourselves! Four essential unique skills that have been validated within intentional personal growth by the work of Chris Robitschek, PhD and her colleagues are: Readiness for Change Using Resources Planfulness Intentional behavior.

Whether you are an entrepreneur, a leader with a formal title, or an individual who is engaged in making a difference in the work you do today, you can have an impact within this shift towards the Age of Personalization through your own personal growth.

You can find Niña Ellison at http://www.healthyleadership.online/ (www.healthyleadership.online).

Resources: De Freitas C.P., Damásio B.F., Tobo P.R., Kamei H.H., & Koller S.H. (2016). Systematic review about personal growth initiative. Anales de Psicologia, 32(3), 770-782. Retrieved from https://revistas.um.es/analesps/article/view/analesps.32.3.219101/196771 (https://revistas.um.es/analesps/article/view/analesps.32.3.219101/196771)

Robitschek, C., Ashton, M. W., Spering, C. C., Geiger, N., Byers, D., Schotts, G. C., & Thoen, M. A. (2012). Development and psychometric evaluation of the Personal Growth Initiative Scale – II. Journal of Counseling Psychology, 59, 274-287. doi: 10.1037/a0027310

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Would you like to learn more about how you are wired. Everyone you encounter is motivated differently, communicates differently, and views tasks and relationships differently. As a certified DISC consultant, I can help you learn even more about how to value your strengths and the strengths of others. Meet me at http://www.healthyleadership.online/ (www.healthyleadership.online). Look for the course called Relationships Accelerate Results.

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Learn to honor that which we have in common. A good leader is intentional in discovering ways to honor others. Here are three thoughts to consider:

1: Storytelling. Learn other’s stories and be ready to tell your own

2. Let others know you SEE them.

I. First, Slow down and let curiosity guide you.  II. Pay attention to others strengths and then be ready to acknowledge them

3. Be willing to explore that there is a difference in knowing what a person looks like or sounds like to knowing who they are.

Notes: Kebbi, S. (2019). The Hidden Face of Scheherazade: Stories from Behind the Veil. Being Human Press: New York. McPherson, M. (2018). The Third Option: Hope for a Racially Divided Nation. Howard Books: New York. Connect with me at http://www.healthyleadership.online/ (www.healthyleadership.online)

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Connect with me at http://www.healthyleadership.online/ (www.healthyleadership.online) to learn more about how I partner in the growth and sustainability of healthy leaders.

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The Pursuit of Generative Dialogue Generative thinking: the idea that there really is nothing new under the sun BUT when we put different combinations of that “nothing new” into a conversation, something generative happens and we see things from a different and unique perspective. As a leader gains the skills needed to initiate generative conversations, the ideas shared will not only move you to a clarity of actions you can take but will also serve as a gateway to other topics where resolutions are not evident. Questions for a leader learning how to dive more deeply into generative dialogue: 1.       Are you willing to create vulnerability and shared experience through your conversation? 2.      Can you take the time to generate a space where authentic dialogue has the potential for initiating meaningful relationships? Generative conversations: ·        direct, honest exchange of sharing and inquiry between people who have released their need for certainty, for knowing that they are right,  and opened themselves up to hear possibilities and deeper meaning than either could have thought up individually. ·        marked by deep respect as individuals look at their deeply held assumptions and beliefs with curiosity. Instead of feeling a need to defend what they see as “right,” they are open to seeing things anew and from another perspective. ·        acknowledging all voices and perspectives matter; when you approach a conversation in this way your goal is to engage in dialogue to weave patterns together instead of defend positions or beliefs. “We have to bring together the people who are co-creating the current reality to co-create new realities. We have to shift from downloading and debating to reflective and generative dialogues.” Adam Kahane – global facilitator of processes through which business, government, and civil society leaders can work together to address intractable issues. Recommendations from Adam: 1.      Pay attention to how you are talking and listening. 2.      Reflect on your own role. 3.      Listen: a.      To others who have a stake in the system b.      To what is being said, not just by yourself but by others c.      To what is being said through ALL of you 4.       Relax and be fully present 5.      Get ready to find yourself stuck! What?  REALITY:  1.      We can’t solve problems within the current context 2.      We can’t change the context we find ourselves in on our own or with our friends and colleagues 3.      The people we need to engage in order to shift the context don’t understand, agree or trust one another.  Good news: you can seek the opportunity for generative dialogue that will help you stay real, and, as you feel stuck, be honest that you do not have the answers but that you are willing to engage until clarity comes with next steps. Resources: Meet me at http://www.healthyleadership.online/ (www.healthyleadership.online). Look for the course called Relationships Accelerate Results to complete a self-assessment of how you, as an individual communicates with others.   Kahane, A. (2004). Solving Tough Problems. Berrett-Koehler Publishers, Inc.: San Francisco.

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Humility in Leadership Humility is a skill every leader can choose to learn! Research has demonstrated that there is an association between higher levels of humility and stronger communities. At the heart of humility there is an understanding that every step in the right direction can make a difference.  Three steps to consider in your pursuit of humility. 

1: Acknowledge that unless you have experienced it first hand,

·        you cannot fully understand the pain of those who suffer racial disparity ·        you cannot fully understand the pain of persecution among those of specific religions that are under attack ·        you cannot fully understand the pain of women and children generation over generation who have been sold into slavery

2: Your humility deepens when you begin to humbly approach listening and learning. I have heard it referred to as “humility in learning”.

“Humility is not thinking less of yourself, but thinking of yourself less."  C.S. Lewis

3: The third step in your growth as a humble leader is to increase the intentionality of building the kinds of meaningful relationships that transform the way you connect with those you influence who have experienced challenges of enormous proportions.

As always, you can find me at www.healthyleadership.online

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Serve First: A Game Changing Soft Skill Three potential outcomes of a leader learning to serve first: 1.      Those who serve first empower others to realize their potential. Having a leader that nurtures and inspires provides a safe environment for growth and development. 2.      Research continues to demonstrate that choosing to serve first has a positive impact not only in the way that teams flourish but also on how the companies or organization exceed expectations. 3.      Choosing to serve first has the potential for a positive influence on individuals, teams and beyond.. As organizations become healthier there is a positive impact within communities.   The idea of serve first does not come naturally to everyone. But, the good news, is that it is a behavior that can be learned particularly as we see the benefits in our world today. 3 practical questions for you to consider if you desire to add this skill to your leadership soft skill toolkit. First, ask yourself, “Who am I choosing to serve first?” Second, ask yourself, “What outcomes do I see from those I serve?”  Third, “What one way has my team flourished under the serve first model?”

Soft skills, like serve first, help clarify and refine your approach as you lead yourself and influence others. --------------------------Coming soon, Game Changing Soft Skills, a six week course taking you deeper into the soft skills that impact 85% of what makes you a successful leader. You can find me at http://www.healthyleadership.online/ (www.healthyleadership.online). More to come. Thanks to Ron Harvey. He can be reached r.harvey@gcs.consulting Notes: n.d. (2016) Center for Servant Leadership. Retrieved from https://www.greenleaf.org/our-journey/ (https://www.greenleaf.org/our-journey/) Northouse, P. (2019). Leadership: Theory and Practice. Los Angeles: Sage Publications

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True Presence: A Game Changing Soft Skill The lack of true presence impacts those who need it the most.  Question #1: How do I define true presence in a leader? Key elements to the idea of a leader’s true presence: ·        True presence in a leader is a moment by moment experience. An experience that can never be fully replicated again. ·        True presence is a subjective experience that often begins with a conversation where the leader asks the right question. ·        True presence is the property of each individual.  Definition of  true presence: AN INTENTIONAL WAY OF BEING by Dr Rosemary Parse Question #2: What is the value of true presence in a leader’s life? Considering the soft skill of true presence nudges us to consider: •      Deeper, healthier relationships with those you work with or those you serve •      True presence has a positive impact has on successful outcomes •      On uncovering what really matters. The value is not in what you do but the difference you make. Question #3: What are some practical ways I can choose to embrace true presence? In other words what can I practice to put the human connection at the center of my work as a leader. In the 1990’s Researchers identified five components of the concept of being intentional. We can use these components to put true presence into practice as “an intentional way of being”. STEP ONE: You have a desire for an outcome STEP TWO: You believe that what you are planning will lead to your desired STEP THREE. You intend to perform the actions within your plan STEP FOUR: You have the skill exists to perform the action.  STEP FIVE: You actually perform that action and in that moment of awareness you discover true presence. Notes: Siegel, D. (August 21, 2018). Aware: The Science and Practice of Presence. The Gottman Institute. Retrieved from https://www.gottman.com/blog/aware-the-science-and-practice-of-presence/ Mitchell, G.J. & Bournes, D.A. (2017).Human Becoming. Nurse Key. posted February 9, 2017. Retrieved 7.10.2019 https://nursekey.com/humanbecoming/#bib37 (n.d.) The Nurse Theorists, Portraits of Excellence. Retrieved from https://a1050-77093406.cluster52.canvas-user-content.com/courses/1050~1775536/files/1050~77093406/course%20files/COURSE%20FILES/Transcripts%20of%20videos/HTML/Early%20Nurse%20Theorists%20-%20Rosemarie%20Parse.html?download=1&inline=1 Malle, B. F., & Knobe, J. (2001). The desire between desire and intention: A folk-conceptual analysis. In B. F. Malle, L. J. Moses, & D. A. Baldwin (Eds.), Intentions and intentionality: Foundations of social cognition. Cambridge, MA: The MIT Press.

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Unlearning: A Game Changing Soft Skill In 2016 Research conducted by Harvard University, the Carnegie Foundation and Stanford Research Center concluded that 85% of job success comes from having well‐developed soft and people skills. “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” Alvin Toffler Unlearning is essential, but as a game changing soft skill it is undervalued. Four practical steps to help consider unlearning:

1: Figure out how to ask NEW questions.

2: Think as far beyond the box as your mind will allow you to go so that you can move away from your established assumptions.

3: Put your thoughts into a NEW context.

4: Pursue unlearning and then test what you unlearn

You may be doing the same things but the way you think about them will change! Resources: https://www.dalailama.com/videos/a-call-to-unite-special-message-from-his-holiness-read-by-archbishop-desmond-tutu (Dalai Lama ) n.d. (2015). The Soft Skills Disconnect. National Soft Skills Association. Retrieved 4.20.20 from https://www.nationalsoftskills.org/the-soft-skills-disconnect/ (https://www.nationalsoftskills.org/the-soft-skills-disconnect/) Klammer, A. & Gueldenberg, S. (2016). Organizational Unlearning and Forgetting – A Systematic Literature Review. Retrieved 6.5.2019 from https://www.researchgate.net/publication/305682100_Organizational_Unlearning_and_Forgetting_-_A_Systematic_Literature_Review Mehta, J. (2015). The Paradox of Deeper Learning: The Unlearning Curve. Retrieved 6.5.2019 from http://blogs.edweek.org/edweek/learning_deeply/2015/04/the_paradox_of_deeper_learning_the_unlearning_curve.html (http://blogs.edweek.org/edweek/learning_deeply/2015/04/the_paradox_of_deeper_learning_the_unlearning_curve.html) Uldrich, J. (2011). Higher Unlearning: 39 Post-Requisite Lessons for Achieving a Successful Future. Edina: Beavers Pond Press  

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Leading Through Crisis: Part V Tapping into your purpose Would like some help in clarifying your purpose?  If so, then head to my website at http://www.healthyleadership.online/home (www.healthyleadership.online/home).  On the homepage you will see a course called Relationships Accelerate Results. This course takes you to a self-assessment called DISC that will open up a process for you and I to connect. As a certified DISC consultant, I will spend time with you discussing your strengths and how they can help you confirm your purpose - your why. The pressure testing experience of this crisis has impacted many leaders in thinking though what their true purpose is!   Resources: St John, B. (2017). Minor Shifts for Major Boosts in Focus, Drive, and Energy. Hachette, UK.

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Micro resilience Part IV: increase your fuel efficiency The micro-resilient concept this week comes from Bonnie St John’s 4th framework: increasing our body’s fuel efficiency. You can increase your fuel efficiency in the way you approach drinking water.  Research tells us that our brain is made up of 70% water, the rest of the body is made up of 60-65%. Water plays a key role in how most of our body systems function. Some of the symptoms that can easily be due to dehydration: ·        A dry mouth and the sensation of being either thirsty or hungry ·        Generalized body aches and muscle cramps ·        Dry skin that seemed more prone to irritation ·        Decreased ability to focus well – even during high energy times ·        Multiple non-specific coughs and colds How do you stay hydrated in a crisis?  How you plan to have access to water may need to be adjusted to how you are going to stay hydrated while wearing a mask, and for some, gloves and gown. How are you going to stay hydrated if it is not appropriate to keep a bottle of water with you in your work environment? Do you have influence as a leader within a work environment: ·        where you work specific blocks of time where you musts wear masks? ·        within the healthcare environment with those who must wear full PPE? ·        with those who work directly under the sun? ·        with those who are working from home? During this global pandemic we have come face to face with the immutable truth that human safety is critical to our economic well-being. How do you define human safety in the workplace? How does the long working hours culture fit into the definitions of human safety that are emerging as a result of this pandemic? The purpose of this focus on a micro moment in resilience is to find what works best for you. How can you plan ahead for each day so that you are drinking enough water to be at your best – to think your best and to respond at your best. How can you influence those around you?  Resources: Candore, Giuseppina & Colonna-Romano, Giuseppina & Balistreri, Carmela & Carlo, Daniele & Grimaldi, Maria & Listì, Florinda & Nuzzo, Domenico & Vasto, Sonya & Lio, Domenico & Caruso, Calogero. (2006). Biology of Longevity: Role of the Innate Immune System. Rejuvenation research. 9. 143-8. 10.1089/rej.2006.9.143. Cleary, M. A., Sitler, M. R., & Kendrick, Z. V. (2006). Dehydration and symptoms of delayed-onset muscle soreness in normothermic men. Journal of athletic training, 41(1), 36–45. St John, B. (2017). Minor Shifts for Major Boosts in Focus, Drive, and Energy. Hachette, UK. n.d. (2017). How dehydration impacts workplace productivity. Premium Waters Inc. Retrieved from https://premiumwaters.com/blog/dehydration-impacts-workplace-productivity/ (https://premiumwaters.com/blog/dehydration-impacts-workplace-productivity/) Jy Ong, J.,et al. (2020). PPE- associated headaches increase among health care workers amid COVID-19. Headache. Retrieved from https://www.healio.com/primary-care/practice-management/news/online/%7B01a63c64-82a8-4db9-a272-48c962445c60%7D/ppe-associated-headaches-increase-among-health-care-workers-amid-covid-19 (https://www.healio.com/primary-care/practice-management/news/online/%7B01a63c64-82a8-4db9-a272-48c962445c60%7D/ppe-associated-headaches-increase-among-health-care-workers-amid-covid-19) Wittbrodt, M., Millard-Stafford, M. (2018). Dehydration Impairs Cognitive Performance. Medicine & Science in Sports & Exercise: 50; 11; pp...

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Leading Through Crisis: Part III Reframing Your Mind Traditional psychology has demonstrated through multiple research studies that people tend to ·        focus on negative events rather than positive ones ·        learn more from negative outcomes and experiences ·        have a stronger motivation to avoid pain than to seek pleasure ·        make decisions based on negative information rather than positive data ·        remember negative experiences over positive experiences It is not easy to choose to take a positive stance; to change our focus ·        When we hear bad news, it takes 3-4 seconds for it to go into our long-term memory. ·        When we hear good news, it takes 12 seconds before it drops into our long-term memory. If we get distracted before the 12 seconds is up, it doesn’t go in at all.   This idea of reframing our minds does not take us toward an inability to be aware of reality; or leave us irrelevant in a crisis. Rather this this idea of reframing our minds and choosing the positive moves our mental stance to a place where we can advance our effectiveness in times of crisis and change. Consider one question to reframe your mind: “What am I committed to during this crisis?” Reframing your thinking by adding in the balance of realism with optimism is a key – in the moment – to avoid heading down the path of negativity.  Offering grace has the potential to be a significant differentiator not only in your life but in the lives of those with whom you live and work. Responding to the question of what you are committed to and then, adding in the willingness to be gracious to those around you moment by moment will help you discover the path to reframing your mind. This month the Mastermind experience I am facilitating is called “leading through crisis: staying the course”. Are you leading a group that you would like to offer a mastermind growth experience to? If so, head to my website at http://www.healthyleadership.online/home (www.healthyleadership.online/home) schedule a complementary call. I’d love to learn more about how I can support you and your team during these challenging days.   Bechtle, M (2016).  Why Negative is Stronger than Positive. Blog. Retrieved on 4.26.2020 from http://www.mikebechtle.com/why-negative-is-stronger-than-positive/ (http://www.mikebechtle.com/why-negative-is-stronger-than-positive/) Reid, K. (2018). 1980’s Ethiopia famine: Facts, FAQ’s and how to help. Retrieved on 4.26.2020 from https://www.worldvision.org/disaster-relief-news-stories/1980s-ethiopia-famine-facts#cause St John, B. (2017). Minor Shifts for Major Boosts in Focus, Drive, and Energy. Hachette, UK.

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Micro resilience: Part II: Resetting your Primitive Alarms 1.       Primitive Alarms: a physical response needed for immediate survival. 2.      The prefrontal cortex is best known for things like planning, and problem-solving. 3.      The amygdala are responsible for the perception of emotion; they scan for possible threats 4.      The amygdala hijack is a term coined over 25 years ago by Daniel Goleman in his book on Emotional Intelligence. In a crisis situation every leader needs to be aware of this potential of being hijacked by their amygdala.  One exercise to use your emotions as a resource is called Labeling – Relabeling. The reality is that in any crisis there is always a challenging balance when elements of surplus and insufficiency coexist with extraordinary variability.  ·        Too many people/too little food ·        too many with acute illnesses/ too few critical hospital supplies ·        too many emails/too little time to read and process Labeling: The better you can label your emotion the more you distance yourself from the feelings and the emotions that are hijacking you.  In just a micro segment of time you can choose to separate yourself from the emotion that is vying for control. 

Relabeling: Relabeling becomes a thoughtful mind shift.  Relabeling your emotions moves you forward.  You are not changing how you feel but you are changing what the emotion means. With relabeling, you can gain control of your perspective. 

Don’t be misled…  The problems are still as intense. The reality is still raw. But, you have poised yourself to lead more effectively.    This month the Mastermind experience I am facilitating is called “leading through crisis: staying the course”. Are you leading a group that you would like to offer a mastermind growth experience to? If so, head to my website at http://www.healthyleadership.online/home (www.healthyleadership.online/home) schedule a complementary call. I’d love to learn more about how I can support you and your team during these challenging days. Goleman D. (1995) Emotional Intelligence: Why It Can Matter More Than IQ. New York: Bantam Books St John, B. (2017). Micro resilience. Minor Shifts for Major Boosts in Focus, Drive, and Energy. Hachette, UK. 

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Microresilience: Lessons learned from Bonnie St John Framework Number One: REFOCUS YOUR BRAIN. Microresilience:  ·        looks at what you can do today, those little changes, that will, over time, impact the bigger plans that you are putting in place as you lead the charge for the overall resilience of your own leadership, your team and your work. ·        a powerful tool to use as you relate to your family and your friends during times of unprecedented change and stress.  ·        acknowledges, in a very practical way, that there are times that you have to recharge on the go ·        this is not about being a workaholic but it is about working very hard for a focused event or experience ·        serves you well during times of crisis when there does not seem to be a break or even an end in sight of the needs that need to be met ·        sets you up to be able to pivot even as you continue to work very hard.  ·        enables a leader to deliver a level of consistency and sustainability as fatigue sets in and you find yourself digging for your reserves. Refocus your brain: 1.     keep from getting mentally overwhelmed 2.     manage your decision fatigue. St John, B. (2017). Minor Shifts for Major Boosts in Focus, Drive, and Energy. Hachette, UK. Mastermind opportunity: Leading Through Crisis: Staying the course. To connect and join a 4 week complementary call with other leaders, head to https://www.healthyleadership.online/leading-through-crisis (https://www.healthyleadership.online/leading-through-crisis)

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Courageous leaders: more than a roaring lion.  There are many definitions of courage. One of my favorite definitions is that courage is shown by the way we behave when things get tough.   How we show up in tough times indicates a level of being authentic, being true to ourselves – so that when we are faced with the many challenges of our lives, how we behave is consistent.  This definition then it leads me to believe that everyone has the capacity to be courageous. Three elements about courage:  

1. COURAGE IS A LEADERS CHOICE

“You can choose courage or you can choose comfort but you cannot choose both.” Brené Brown  To begin to choose courage we must be honest within ourselves about the things we are fearful of. The lie we often believe is that we have to completely change who we are in order to be fearless leaders.    Common fears that leaders dance with every day are: ·        Criticism “Leadership—all leadership—is a magnet for pain, which comes in many forms. We catch flak for bad decisions because people blame us, and we get criticism even for good decisions because we’ve changed the beloved status quo.” Samuel Chand ·        Failure “Failure is a necessary consequence in doing something new” Ed Catmull ·        Speaking “The idea of making a presentation in public is the No. 1 fear reported by people in the U.S.   If speaking in public scares you, you aren't alone. It is even scarier than rattlesnakes,"   Paul L. Witt, PhD

2. COURAGE IS A LEADER’S OPPORTUNITY

·        To be qualified … ·        to engage in meaningful relationships where trust is built so that courage becomes a partnership with great people and great teams

3. COURAGE DEFINES A LEADER

Lives defined by courageous leaders: ·        They are human beings, flawed and fearful just like you and me ·        There isn’t just one life- changing moment that defines them ·        They consistently represent who they are authentically, in both the good and the bad times. Seek the opportunity to add the skills and relationships that will help you in your journey of courage. Notes.  Brené Brown, B. (2019). The Call to Courage. Netflix Documentary Godin, S. (May 3, 2016). How to Overcome the Fear of Failure. Retrieved from https://www.youtube.com/watch?v=MAoX53n_ls0 (https://www.youtube.com/watch?v=MAoX53n_ls0) Samuel Chand, S. (2015). Leadership Pain: The Classroom for Growth. Nashville: Thomas Nelson. p.323 Domingo, J. June 8, 2018. Canadian Startup News. Retrieved from https://betakit.com/pixar-ceo-ed-%09catmull-says-failure-is-a-necessary-consequence-of-innovation-at-true-north/ (https://betakit.com/pixar-ceo-ed-    catmull-says-failure-is-a-necessary-consequence-of-innovation-at-true-north/) Denoon, D. Fear of Public Speaking Hardwired, retrieved from https://www.webmd.com/anxiety-%20%20%20%20panic/news/20060420/fear-public-speaking#1 (https://www.webmd.com/anxiety-   panic/news/20060420/fear-public-speaking#1)   Gandhi, M.K. (1949). An Autobiography: The Story of my Experiments with Truth. Ahmedabad: Navajivan Publishing House. Haze, S., Bardis, J., Bardis, J., Shay, E., Behnken, L., Mulli, C., Mully, E. (2017). Mully. Passion River Films. 

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Welcome to the Art of Leadership with Nina Ellison. ... the show that brings you deeper insights and podcast education through a leader’s discovery of the soft skills of leadership. Join Nina on April 7 with her first episode called Courageous Leadership: more than a roaring lion!