Spring has sprung and the subject of renewal brings to mind a plethora of possibilities coagulating in the hearts and minds of many. I personally have enjoyed a fresh effort in stepping up my activities to renew my spirit and the dreams I hope to manifest. The era of change we are in gives us all the opportunity to see things in a new light, a refreshed attitude of gratitude for the opportunity to assist in the process of change for the better.
I've spent countless hours reading and studying the methodologies of personal change, both to assist my clients and to grow in my own capability to actualize passion and purpose in a new way. I observe many others on the Net, off the Net and in my circles of contacts and friendships who feel this is an opportune time to get involved with collaborative efforts across a wide range of personal and professional areas. I'm particularly persuaded to renew my faith and trust in the capacity for synergizing spiritual and material outcomes, possibility coagulating if you will.
We face a challenging time ahead in order to weather the storms of past decisions and failed (or at least less than desired) systems that are plaguing education, environmental concerns, health care and social services just to name a few. This challenge is rallying the people to a renewal of personal values, ethics and morals in the face of issues brought to light by poor decision-making and fiscal management on local, state and national levels. I hope this renewal of collaboration of purposeful passion applied toward pressing needs will demonstrate the resilience and willingness of people to not only survive, but to thrive with new vision and outcomes in personal and professional arenas. I've engaged and witnessed what partnering principles do for multi-million dollar projects and am encouraged by it.
We've needed a renewal of hope for the human spirit to ascend the trials and tribulations of our current educational, environmental and socio-economic condition to say the least. I propose that instead of the anger and resentment most feel initially, we begin to point less fingers and accept our potential opportunity as our own renewal process. This process of renewal crosses cultural and religious boundaries to bring refreshingly new attitudes beyond the focus on differences we've seen so blatantly abusive in the past. We have common needs emotionally, physically and even spiritually present in our lifetime now. A renewed vision engages the innate spirit of goodness in humans and empowers constructive change to new levels of productivity and results in systems meant to serve the public.
Now I'm only a single person in this wheel of change, buy my own spirit is renewed with the activities I engage and am engaged by in these times of challenge. I know of the personal sacrifices many make to promote a spirit of cooperation in a renewed effort to align their personal passions with purposeful action, even when challenged by professional positions that may not necessarily align with their core beliefs. I encourage those very same to engage their faith and trust in their spiritual path and purpose to set forth on a renewed path of clearer communication and confrontation of those elements within their influence that deter or inhibit their natural desires for transparency and truth. I, too, am testing my ability to engage a life-long spiritual path in a renewal of passion and sharing of ideas and concepts for developing an organization based on common passions to serve our community and the world.
I wish that I could provide a solid reference for encouraging others to follow their passions in life. I can only say that I am in the process of renewal myself, having shifted from a supportive role in past endeavors to facilitation and leadership of a dream I've had for decades. Only now in this perfect timing of challenge to change old habits and patterns have I felt a deep sense of renewed confidence and the ability to act in congruence with a detailed laundry list, cleaning up previous feigned attempts to actualize the dream. Over two decades ago I began the trek, applying for the business name – Be The Dream. Now in my 50s, I feel the renewal of my inner child's playfulness and excitement in the movement of my life, a confidence missing for some years now. I can only say that if you have a dream to achieve, give it your full attention and work to make it real. You'll be surprised at how the universe aligns with your commitment, providing serendipitous synchronistic opportunities to further your efforts and results.
I have many quotes strewn about the house, my desk and reverberating in my head as affirmations and support along the way. I'd like to close with one that has been the most powerful in its encouragement. You may even recognize it. "Whatever you believe or dream you can do, begin it. Boldness has genius, power and magic in it." ~ Johann von Goethe
©2009 Zen Benefiel, ma, mba; http://www.BeTheDream-LifeCoach.com
Friday, March 27, 2009
Tuesday, March 24, 2009
An Observation of a New Way
In my search for truth I have learned that asking the right questions leads to clearer answers, whether inquiring of personal clarity or structural integrity. Often, the questions came from far wiser people as I inquired of those who had made the journey in the area of my focus. My intent: to inquire of how to better serve and thus, be better served. There seems to be some recurring questions throughout those whom most would perceive as self-made success stories in their respective areas.
I’m an eduholic, so by nature I’m curious about the nature and structure of the big picture as well as the person to person details of relationships that contribute to harmony among people and planet, planetary citizens if you will. They are often quiet folk, humble yet powerful voices in their business and personal worlds. Some even become well-recognized for their contributions to the community or world at large. Most are the unsung heroes of social architecture, planting seeds of love through their devotion to serving the needs of their chosen path. This leads to the basic questions that are so simple, they are often missed.
The goal is always to achieve a result through the orchestration and use of people, places and/or things. The specific goals are vastly varied, though these questions seem to be ubiquitous in content. That being stated, questions most recurring are: Are my intentions aligned with the goal? Sometimes personal agendas get in the way. What needs to be done? What is my purpose? What is my role? How do I best play it? What are the needs and wants of those I’m creating relationships with to achieve my goal? What may I offer to the process to facilitate greater flow and mutual benefit? How do I best serve it through my actions? The proactive included one more: What’s next? The humanitarian: Who needs help and how may I serve them?
This type of questioning one would expect in the best practices manual for human behavior. It almost smacks of a new millennium paradigm to address an apparent need for better relations in the global community, applied in thorough detail at local levels. Best practices include treating the process as an organic ‘learning organization,’ a holistic anthropic system, in order to maximize the return on investment. The dynamics of organizational management apply on business and personal creations, requiring wise choices in the face of challenge.
I suppose the hopes of many hinge on the effectiveness of how this new paradigm is proliferated throughout the mechanisms that manage our human, material, planetary and spiritual resources. One might conclude that this new paradigm would create a new world order, one of accountability and responsiveness to the rapid change of our behavior toward each other and the environment, establishing some kind of harmonic convergence of the fearful and fearless. The fearful exhibit unconscionable behavior in the destruction of life while the fearless live with conscience and consideration of life and all their relations.
I’m an eduholic, so by nature I’m curious about the nature and structure of the big picture as well as the person to person details of relationships that contribute to harmony among people and planet, planetary citizens if you will. They are often quiet folk, humble yet powerful voices in their business and personal worlds. Some even become well-recognized for their contributions to the community or world at large. Most are the unsung heroes of social architecture, planting seeds of love through their devotion to serving the needs of their chosen path. This leads to the basic questions that are so simple, they are often missed.
The goal is always to achieve a result through the orchestration and use of people, places and/or things. The specific goals are vastly varied, though these questions seem to be ubiquitous in content. That being stated, questions most recurring are: Are my intentions aligned with the goal? Sometimes personal agendas get in the way. What needs to be done? What is my purpose? What is my role? How do I best play it? What are the needs and wants of those I’m creating relationships with to achieve my goal? What may I offer to the process to facilitate greater flow and mutual benefit? How do I best serve it through my actions? The proactive included one more: What’s next? The humanitarian: Who needs help and how may I serve them?
This type of questioning one would expect in the best practices manual for human behavior. It almost smacks of a new millennium paradigm to address an apparent need for better relations in the global community, applied in thorough detail at local levels. Best practices include treating the process as an organic ‘learning organization,’ a holistic anthropic system, in order to maximize the return on investment. The dynamics of organizational management apply on business and personal creations, requiring wise choices in the face of challenge.
I suppose the hopes of many hinge on the effectiveness of how this new paradigm is proliferated throughout the mechanisms that manage our human, material, planetary and spiritual resources. One might conclude that this new paradigm would create a new world order, one of accountability and responsiveness to the rapid change of our behavior toward each other and the environment, establishing some kind of harmonic convergence of the fearful and fearless. The fearful exhibit unconscionable behavior in the destruction of life while the fearless live with conscience and consideration of life and all their relations.
Saturday, March 14, 2009
Leadership
Effective leaders are rare. They are created through the trials and tribulations of managing or working with people in a variety of settings. Most good leaders have had their fair share of hard knocks that awakened them to the greater potential within their scope of influence. Effective leaders are excellent communicators, able to speak the many languages of the individuals within the groups they lead. Oftentimes the individual perspectives may appear different simply from the type of language they use. A good leader pays attention to the facts and then makes decisions based on objective analysis of those facts, which is not to say that humanitarian factors succumb to the bottom line.
Effective leaders naturally motivate people from their actions, which include showing respect, listening, reflecting, and negotiating through conflict. Efficient leaders learn the strengths and weaknesses of their subordinates and cohorts and utilize group dynamics. Leaders encourage and empower people to achieve success rather than place blame. Leaders have solid vision and unshakeable persistence in achieving a goal. Serendipity follows them everywhere as if their environments are alive and vibrant with creative energy just waiting for an opportunity to manifest a synchronicity.. Their efforts are empowered by their ability to manage and organize both activities and time in their busy schedules.
A good leader is courageous, able to make decisions without hesitation, and maintains integrity of word and deed. Dependability is also a key trait for a leader must always be there for their group. Sound judgment and sensibility are also features of a leader, with loyalty, enthusiasm, endurance, and initiative rounding out the ever expanding list. These characteristics manifest in a variety of presentations and situations, especially for project managers in process.
Project Manager Effectiveness
Project managers are leaders of small and large groups destined to complete a strategic project plan. Leadership characteristics described above can make or break a team. In all successful project fulfillments, it is the leadership of the project manager that determines the type of success for the project’s members. The most successful accomplishments are met with a sense of fun and reward when goals and objectives are met, all facilitated by the project manager’s leadership. “Persistent leadership is required to make partnering work. Project managers must “walk the talk” and consistently display a collaborative response to problems. Similarly, top management must consistently and visibly champion the principles of openness, trust, and teamwork.” (Gray and Larson, 2001, p. 373)
There is also an emerging element in project management. It was first introduced by Mihaly Csikszentmihalyi in his book Flow – The Psychology of Optimal Experience. (Harper and Row, 1990). He states that, “Instead of accepting the unity of purpose provided by genetic instructions or by the rules of society, the challenge for us is to create harmony based on reason and choice.” This reason and choice are the foundations of project management.
People are more productive when they have optimal experience, a sense of flow to their personal and professional lives. Mr. Csikszentmihalyi describes flow as "being completely involved in an activity for its own sake. The ego falls away. Time flies. Every action, movement, and thought follows inevitably from the previous one, like playing jazz. Your whole being is involved, and you're using your skills to the utmost." This is the foundation for the highest productivity in any organization.
Project managers of today are successful due to their interpersonal relationships with everyone associated with the project. Providing an environment noted by Gray and Larson means that to incorporate the concepts and a delivery mechanism of optimal performance, Flow has to be incorporated within the foundation of the strategic plan. The attention given to this process empowers the leadership skills of each member of the team. Empowered leaders facilitate action and results, often better than anticipated.
CEO Comparisons
Leadership styles that are successful in one industry may not garner the same results in another. The integrity of James Burke, CEO of Johnson & Johnson, led the company out of a potential disaster when Tylenol’s tampering took place. Instead of following the recommendations of both the FBI and the Food and Drug Association, they recalled the entire supply on the market, even replacing customers’ capsule bottles with tablets. On the other hand, had he been faced with the knowledge that fossil fuel use is polluting air, ground, and waters of the world, would he have recalled the oil?
More often than not in the 80s, CEOs' management styles were often tailored to their particular industry. Defense contractors had traditionally been led by threat rather than reward; demanding and commanding compliance and performance. Managing by threat creates an atmosphere of mistrust, which is diametrically opposed to current management philosophy. Many companies in this industry now have initiated a variety of sensitivity programs to bolster moral and productivity.
Inspired stakeholder involvement creates opportunity for evolutionary leaps in a learning organization, across the gamut of organizational type or industry.
Code of Ethics
The Project Manager Code of Ethics described in the text begins with:
“Project Management Professionals, in the pursuit of their profession, affect the quality of life for all people in our society. Therefore, it is vital that Project Management Professionals conduct their work in an ethical manner to earn and maintain the confidence of team members, colleagues, employees, clients, and the public.” (Gray and Larson, 2001, p. 550)
The Articles within the Code of Ethics describe the optimal practices of human accountability, creativity, and responsibility. With minor nomenclature changes, it could very well read like the articles for developing any kind of organizational foundation. Leaders, true leaders, exemplify these Articles in their daily living. It is the following of the precepts set forth in these Articles that make them the recognized leaders within the organizations they serve, be it a corporation or community.
In Waking Up – Overcoming the Obstacles to Human Potential (1986), Dr. Charles Tart postulates our will is largely a mechanical reaction based on conditioning, intelligence is severely limited compared to what it could be, and there is no true self controlling life from a state of genuine self-consciousness. This discovery, not only by Dr. Tart, is changing the way personal and professional lives are working. The attitude of project management reflects this change. The qualities of leadership and project management demonstrate the symbiosis of creating results in life or in industry. There is little difference between the two in our evolving society.
In more practical applications, communities and municipalities depend on these best practices for survival now. For instance, AzDOT partnering meetings engage every stakeholder to create a partnering agreement mission statement with goals for the project team [stakeholders], a code of ethics, an issue resolution plan for jobsite activity and an issue resolution plan for all known or potential issues. The most effective leaders engage the spirit of partnering, create trust relationships with subcontractors by being trustworthy and more often than not bring in projects ahead of schedule and below budget from value engineering addendums. This leadership choice, the partnering meetings, also reduced lawsuits by over 800%. This practice begs inclusion in every commercial and/or community project, especially now.
Conclusion
This writer proposes that a true leader is priceless. Demonstrating the qualities of leadership not only wins friends and influences people; it sets the standard of behavior within an organization. The writer’s perspective of a true leader is one who leads people by example through using a synergy of charisma, tact and skill in handling challenges, concern for the rights and privileges of others and care for the positive impact on people and planet within the scope of their leadership and beyond.
References
Csikszentmihalyi, Mihaly (1990). Flow – The Psychology of Optimal Experience, New York, NY: Harper and Row Publishing.
Gray, Clifford F.; Larson, Erik W., Project Management – The Managerial Process, Copyright © 2001 by The McGraw-Hill Companies, Inc.
Tart, Dr. Charles (1986), Waking Up – Overcoming the Obstacles to Human Potential, Copyright © 1986 by The Institute of Noetic Sciences
Effective leaders naturally motivate people from their actions, which include showing respect, listening, reflecting, and negotiating through conflict. Efficient leaders learn the strengths and weaknesses of their subordinates and cohorts and utilize group dynamics. Leaders encourage and empower people to achieve success rather than place blame. Leaders have solid vision and unshakeable persistence in achieving a goal. Serendipity follows them everywhere as if their environments are alive and vibrant with creative energy just waiting for an opportunity to manifest a synchronicity.. Their efforts are empowered by their ability to manage and organize both activities and time in their busy schedules.
A good leader is courageous, able to make decisions without hesitation, and maintains integrity of word and deed. Dependability is also a key trait for a leader must always be there for their group. Sound judgment and sensibility are also features of a leader, with loyalty, enthusiasm, endurance, and initiative rounding out the ever expanding list. These characteristics manifest in a variety of presentations and situations, especially for project managers in process.
Project Manager Effectiveness
Project managers are leaders of small and large groups destined to complete a strategic project plan. Leadership characteristics described above can make or break a team. In all successful project fulfillments, it is the leadership of the project manager that determines the type of success for the project’s members. The most successful accomplishments are met with a sense of fun and reward when goals and objectives are met, all facilitated by the project manager’s leadership. “Persistent leadership is required to make partnering work. Project managers must “walk the talk” and consistently display a collaborative response to problems. Similarly, top management must consistently and visibly champion the principles of openness, trust, and teamwork.” (Gray and Larson, 2001, p. 373)
There is also an emerging element in project management. It was first introduced by Mihaly Csikszentmihalyi in his book Flow – The Psychology of Optimal Experience. (Harper and Row, 1990). He states that, “Instead of accepting the unity of purpose provided by genetic instructions or by the rules of society, the challenge for us is to create harmony based on reason and choice.” This reason and choice are the foundations of project management.
People are more productive when they have optimal experience, a sense of flow to their personal and professional lives. Mr. Csikszentmihalyi describes flow as "being completely involved in an activity for its own sake. The ego falls away. Time flies. Every action, movement, and thought follows inevitably from the previous one, like playing jazz. Your whole being is involved, and you're using your skills to the utmost." This is the foundation for the highest productivity in any organization.
Project managers of today are successful due to their interpersonal relationships with everyone associated with the project. Providing an environment noted by Gray and Larson means that to incorporate the concepts and a delivery mechanism of optimal performance, Flow has to be incorporated within the foundation of the strategic plan. The attention given to this process empowers the leadership skills of each member of the team. Empowered leaders facilitate action and results, often better than anticipated.
CEO Comparisons
Leadership styles that are successful in one industry may not garner the same results in another. The integrity of James Burke, CEO of Johnson & Johnson, led the company out of a potential disaster when Tylenol’s tampering took place. Instead of following the recommendations of both the FBI and the Food and Drug Association, they recalled the entire supply on the market, even replacing customers’ capsule bottles with tablets. On the other hand, had he been faced with the knowledge that fossil fuel use is polluting air, ground, and waters of the world, would he have recalled the oil?
More often than not in the 80s, CEOs' management styles were often tailored to their particular industry. Defense contractors had traditionally been led by threat rather than reward; demanding and commanding compliance and performance. Managing by threat creates an atmosphere of mistrust, which is diametrically opposed to current management philosophy. Many companies in this industry now have initiated a variety of sensitivity programs to bolster moral and productivity.
Inspired stakeholder involvement creates opportunity for evolutionary leaps in a learning organization, across the gamut of organizational type or industry.
Code of Ethics
The Project Manager Code of Ethics described in the text begins with:
“Project Management Professionals, in the pursuit of their profession, affect the quality of life for all people in our society. Therefore, it is vital that Project Management Professionals conduct their work in an ethical manner to earn and maintain the confidence of team members, colleagues, employees, clients, and the public.” (Gray and Larson, 2001, p. 550)
The Articles within the Code of Ethics describe the optimal practices of human accountability, creativity, and responsibility. With minor nomenclature changes, it could very well read like the articles for developing any kind of organizational foundation. Leaders, true leaders, exemplify these Articles in their daily living. It is the following of the precepts set forth in these Articles that make them the recognized leaders within the organizations they serve, be it a corporation or community.
In Waking Up – Overcoming the Obstacles to Human Potential (1986), Dr. Charles Tart postulates our will is largely a mechanical reaction based on conditioning, intelligence is severely limited compared to what it could be, and there is no true self controlling life from a state of genuine self-consciousness. This discovery, not only by Dr. Tart, is changing the way personal and professional lives are working. The attitude of project management reflects this change. The qualities of leadership and project management demonstrate the symbiosis of creating results in life or in industry. There is little difference between the two in our evolving society.
In more practical applications, communities and municipalities depend on these best practices for survival now. For instance, AzDOT partnering meetings engage every stakeholder to create a partnering agreement mission statement with goals for the project team [stakeholders], a code of ethics, an issue resolution plan for jobsite activity and an issue resolution plan for all known or potential issues. The most effective leaders engage the spirit of partnering, create trust relationships with subcontractors by being trustworthy and more often than not bring in projects ahead of schedule and below budget from value engineering addendums. This leadership choice, the partnering meetings, also reduced lawsuits by over 800%. This practice begs inclusion in every commercial and/or community project, especially now.
Conclusion
This writer proposes that a true leader is priceless. Demonstrating the qualities of leadership not only wins friends and influences people; it sets the standard of behavior within an organization. The writer’s perspective of a true leader is one who leads people by example through using a synergy of charisma, tact and skill in handling challenges, concern for the rights and privileges of others and care for the positive impact on people and planet within the scope of their leadership and beyond.
References
Csikszentmihalyi, Mihaly (1990). Flow – The Psychology of Optimal Experience, New York, NY: Harper and Row Publishing.
Gray, Clifford F.; Larson, Erik W., Project Management – The Managerial Process, Copyright © 2001 by The McGraw-Hill Companies, Inc.
Tart, Dr. Charles (1986), Waking Up – Overcoming the Obstacles to Human Potential, Copyright © 1986 by The Institute of Noetic Sciences
Wednesday, March 4, 2009
Changing Our Mindset
So how are you feeling about the down turned economy right now? Are you looking for ways to cut costs or reduce your workforce to save money? Do you recognize that this mindset is one based in fear or lack? Is that really what you want?
According to many of the great personal growth leaders, many of the Law of Attraction practitioners, we produce what we focus on strongly – good or bad. I’ve always been on the cutting-edge of belief system changes in producing congruent thoughts and actions.
So how do you produce a congruent ‘thoughtform’ to compensate or overcome the current mindset of the majority? After all, you do believe you are NOT part of the majority of naysayers.. right?
So let’s look at what you can do to ‘switch hook’ from the current call and strike up a new conversation that aligns with your desires and what you really know to be possible. You aren’t alone if you don’t know just how, yet.
Applied sciences of change management make a lot of sense, but they are still a challenge to implement. I suggest you start by just taking a few deep breaths right now. Go on. Do it. It only takes a few moments and I guarantee you will feel better. Okay, so where do we go from here?
First Steps
In order to change a habit or pattern we must first acknowledge the need for change. It is important not to get confused with the ‘desire’ for change. Desire generally causes suffering because your emotions are attached – judging where you are in light of where you want to be.
Where you are is a more powerful emotional attachment because it is reality, not visionary. You cannot lie to yourself, but you can suspend your judgment. Just observe this place, like a visitor on vacation. I know it is a challenge to do this, but if you understand the dynamics of change, you know you have to free your mind of its attachments.
Next, begin to consider what a change would look like once the new pattern is in effect. It could be better office relations, communication with your clients that produce more sales, removal of bottlenecks in your production cycle or even teen agers picking up after themselves without having to be told. These techniques work at home, too.
Detached Not Attached
In the science of psychology there are pioneers that promote the understanding of detachment being a stepping stone to observation of ‘what is’ and ultimately creation of new paradigms more congruent with ‘natural’ flow of the intention-to-manifestation cycle. We know from productivity gurus that we must begin with the end in mind, see the goal before we can reach it.
Once the goal is visualized, then the subsequent questions about the path to it arise. When ‘the goal’ is perceived as a process, then the steps to its accomplishment unfold. It is like a logic train in most cases, lining up the cars in near perfect order as you ‘consider’ the necessary actions that leads you toward the goal. Being able to ‘observe’ this is much different that trying to ‘create’ it through sheer force of will.
Congruence Over Confinement
Imagine you are completely free of constraints to accomplish your desired change or goal. How would you proceed? Unsure? This process is generally outside the normal mindset of the general public and most business people, yet it is the foundation of an empowered executive.
Successful change management produces results through allowing change to ‘sink in’ instead of pushing people, places and things around. Resistance is futile and does not produce change. Leading yourself or your company toward better times starts with allowing them.
What we are talking about are inner resources we often dismiss or completely ignore in our lives. Internally, you already have a sense of the truth about yourself and your ability to rise above your current situation. These feelings or ‘knowing’ is congruent with your connection to a greater reality, one that you may have had brief encounters with but forgot about until now. If you were able to ‘see’ things differently, would the world change?
In ‘The Tao of Leadership’ by John Heider there is a section on Inner Resources that examples the brief discussion here. It states, “If I am content with what I have, I can live simply and enjoy both prosperity and free time. If my goals are clear, I can achieve them without fuss. If I am at peace with myself, I will not spend my life force in conflicts. If I have learned to let go, I do not need to fear dying.”
According to many of the great personal growth leaders, many of the Law of Attraction practitioners, we produce what we focus on strongly – good or bad. I’ve always been on the cutting-edge of belief system changes in producing congruent thoughts and actions.
So how do you produce a congruent ‘thoughtform’ to compensate or overcome the current mindset of the majority? After all, you do believe you are NOT part of the majority of naysayers.. right?
So let’s look at what you can do to ‘switch hook’ from the current call and strike up a new conversation that aligns with your desires and what you really know to be possible. You aren’t alone if you don’t know just how, yet.
Applied sciences of change management make a lot of sense, but they are still a challenge to implement. I suggest you start by just taking a few deep breaths right now. Go on. Do it. It only takes a few moments and I guarantee you will feel better. Okay, so where do we go from here?
First Steps
In order to change a habit or pattern we must first acknowledge the need for change. It is important not to get confused with the ‘desire’ for change. Desire generally causes suffering because your emotions are attached – judging where you are in light of where you want to be.
Where you are is a more powerful emotional attachment because it is reality, not visionary. You cannot lie to yourself, but you can suspend your judgment. Just observe this place, like a visitor on vacation. I know it is a challenge to do this, but if you understand the dynamics of change, you know you have to free your mind of its attachments.
Next, begin to consider what a change would look like once the new pattern is in effect. It could be better office relations, communication with your clients that produce more sales, removal of bottlenecks in your production cycle or even teen agers picking up after themselves without having to be told. These techniques work at home, too.
Detached Not Attached
In the science of psychology there are pioneers that promote the understanding of detachment being a stepping stone to observation of ‘what is’ and ultimately creation of new paradigms more congruent with ‘natural’ flow of the intention-to-manifestation cycle. We know from productivity gurus that we must begin with the end in mind, see the goal before we can reach it.
Once the goal is visualized, then the subsequent questions about the path to it arise. When ‘the goal’ is perceived as a process, then the steps to its accomplishment unfold. It is like a logic train in most cases, lining up the cars in near perfect order as you ‘consider’ the necessary actions that leads you toward the goal. Being able to ‘observe’ this is much different that trying to ‘create’ it through sheer force of will.
Congruence Over Confinement
Imagine you are completely free of constraints to accomplish your desired change or goal. How would you proceed? Unsure? This process is generally outside the normal mindset of the general public and most business people, yet it is the foundation of an empowered executive.
Successful change management produces results through allowing change to ‘sink in’ instead of pushing people, places and things around. Resistance is futile and does not produce change. Leading yourself or your company toward better times starts with allowing them.
What we are talking about are inner resources we often dismiss or completely ignore in our lives. Internally, you already have a sense of the truth about yourself and your ability to rise above your current situation. These feelings or ‘knowing’ is congruent with your connection to a greater reality, one that you may have had brief encounters with but forgot about until now. If you were able to ‘see’ things differently, would the world change?
In ‘The Tao of Leadership’ by John Heider there is a section on Inner Resources that examples the brief discussion here. It states, “If I am content with what I have, I can live simply and enjoy both prosperity and free time. If my goals are clear, I can achieve them without fuss. If I am at peace with myself, I will not spend my life force in conflicts. If I have learned to let go, I do not need to fear dying.”
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