Shera R. Sever: Igniting the Spark™

Millions of Americans oppose SOPA and PIPA because these bills would censor the Internet and slow economic growth in the U.S.

Two bills before Congress, known as the Protect IP Act (PIPA) in the Senate and the Stop Online Piracy Act (SOPA) in the House, would censor the Web and impose harmful regulations on American business. Millions of Internet users and entrepreneurs already oppose SOPA and PIPA.

Fighting online piracy is important. The most effective way to shut down pirate websites is through targeted legislation that cuts off their funding. There’s no need to make American social networks, blogs and search engines censor the Internet or undermine the existing laws that have enabled the Web to thrive, creating millions of U.S. jobs.

The Senate will begin voting on January 24th. Please let them know how you feel. Too much is at stake. Sign this petition urging Congress to vote NO on PIPA and SOPA before it is too late.

Join the campaign – tell Congress: Don’t censor the Web

https://www.google.com/landing/takeaction/

Why do some projects falls short, while others soar to great success?  Why are some business relationships tainted with conflict, while others are smooth, fun, easy, and profitable?

According to Stephen N.B. Covey- it’s all about TRUST.

In his most recent book, The Speed of Trust, Covey builds a strong case for TRUST as the number one leadership competency in today’s organizations and positions TRUST as a key economic driver in the new economy.

When you choose to do business with someone, what do you base your decision on? Most likely it’s that gut feeling- your intuition, that says YES.  I trust this person.

Trust is about (1) credibility (who you are), (2) character (your behavior). True character is doing the right thing when no one is looking, and (3) competence: skills, knowledge, ability to produce results.

Building high trust requires:

• Talking straight
• Showing respect
• Keeping Commitments- Do What you Say!  Walk Your Talk!
• Having an open, transparent agenda (not a personal (WIIFM) what’s in it for me, agenda),
• Clear communication that clarifies goals and expectations.
• Motive and intent of care and service- this builds loyal customers, repeat clients, referrals and a motivated team!

In high trust environments, communicate is clear, processes are smooth, flexible, and fast; change is natural, results are extraordinary.

Seems pretty simple and straightforward. So why is it so difficult for some to build trust and credibility? Normally, it’s because one is not clear on their values and what they stand for, and thus out of alignment with their personal integrity.

So, how credible are you?

Here is a short assessment that you  can take on line, to determine your trust score (how you see/trust yourself)  and credibility score (how others see/trust you)

What was my trust score you may wonder?  88%.

How do I evaluate this?  (1)  Space to improve and grow, (2) make wrongs, right with sincere apologies and changed behaviors. Next step is to send this out to others to see how they see me. I’ll be doing this in the  September issue of Leading Visions to Action. I’m excited and looking forward to the dialogs this will create!

Let’s all give it a try and create more TRUST in the world!!

For more information go to:

Speed of Trust and Who Trusts You

I am working on the development of a 16 -week on-line High Performance Human Resources Management course for one of my clients.

Initially, a two- day seminar which I developed in 2007 for the CARAT Executive Leadership Institute, this course emphasizes the synergistic systems inherent in  talent management, retention, learning, and overall organizational effectiveness and growth.

According to the “2008 Ethics and Compliance Risk Management Practices Report, one-quarter of organizations have a desire to engage employees in learning, but are challenged to put their corporate values and integrity into action.

One of the key (and often times) most challenging strategies in birthing a learning culture in an organization is to discard the old paradigm of organizational “silos”.

Learning is not a one-time event. A true learning culture is based on an organization’s mission and core values where learning (human capital development) is transparently woven into all roles, functions, divisions and regions of an organization.

Understanding that Human Capital (Workforce) Development is an organization’s greatest asset is critical. Like any transformation, evolving into a Values-Based Learning Culture does not happen overnight, but rather requires strategic, thorough assessment of leaders attitudes, management approach, and current learning curricula.

Read more in this months’ issue of Chief Learning Officer.

Back in 2002, I swayed in a hammock along the Bays of Hueltulco (in Southern Mexico) and read Eckert Tolle’s The Power of Now , five times! I was in a mental obsessive state and found myself at peace after my “conversations” with Mr. Tolle.

In 2005, he released “The New Earth, Awakening to Your Life’s Purpose“,
where Mr. Tolle continues to expand upon his theme and encourages us to be still and listen for the answer to one very important question:

“What does life want from me?”

The New Earth, Awakening to Your Life’s Purpose is currently featured in Oprah’s Book Club and her new Soul Series: live web-events and global classroom

Click here to view.

With the exception of the advertising, I love this format for expanding consciousness.

The learning includes workbooks, live Q & A using Skype, and the option to download , view or listen to the webcast from your iphone/ipod, anytime!

There is a new “race” in consciousness. As an educator, writer, and content producer, I am very excited about the possibilities. Learning has never been so much fun and accessible!