Evoking Solutions: Shera R. Sever

I’m sure many of you are familiar with  Keith Ferrazzi, author of Never Eat Alone, and his most recent book, Who’s Got Your Back.

Ferazzi believes leadership, at its essence, is a spiritual journey- it takes courage, motivation, discipline, and commitment. Strongly grounded in many years of Vipassana practice, Ferazzi’s weaves his spiritual practice into his leadership style, sharing life-changing strategies for anyone committed to building a lifeline team.

In order to continue to be the best we can, I believe it’s vitally important, especially in these times, to create our own Personal Board of Directors- a small committed group who are not going to let each other fail, ever!

REBUILDING TRUST in A WORLD of GREED & FEAR

According to Ferrazzi, successful networking (our abilities to “connect”) is not about the size of our “rolodex”. Rather success is more readily available to those who can pick up the phone and say, ” I need help”.

Particularly in these times, Ferazzi encourages us to focus on *Relationship Capital* by building a Personal Board of Directors or what he calls *Lifeline Relationships*- the ones that help us rebuild TRUST in a world of fear and greed.

BUILDING Your PERSONAL BOARD of DIRECTORS:

* Identify at 3 people you know who can change your life.

* Call them and share this idea about LifeLine Relationships. Ask them if they will be on board with you.

* Lifeline Relationships lead with generosity. Who bends over backwards for you?  Who do you bend over backwards for?

* Lifeline Relationships are transparent: Who can you let your guard down with and have it be okay?

* Lifeline Relationships hold each other accountable. Who can kick you in the butt when necessary? Which of your peers can you depend upon to TELL the TRUTH and help you face the brutal facts

* Lifeline relationships agree to forgive in advance when we slip up. Sparring is okay (even encouraged!).

* Lifeline relationships have a RELATIONSHIP ACTION PLAN. (R.A.P.) which is rigorous, routine, strategic, and systematic.

Your Personal Board of Directors can come in many forms: Mastermind Groups, Learning or Coaching Communities, Wisdom Councils, Women’s or Men’s circles, or Spiritual Communities.

Rather than changing who we are, enlist others to help us become the best we can be. This is where the true strength of any team, organization or initiative lies. For more information on Ferrazi’s model, check out  Greenlight Community.

How many of you have this lifeline team in place? I’ve had several “lifeline” teams over the years (work groups, learning communities, friends, spiritual sanghas, performance groups) that were extremely beneficial for their duration.

And now, I am looking at creating the strongest, most sustainable  one yet!  Will you help me?

I am eager to partner with an organizational leadership team that needs a powerful provocateur, collaborator, and communications maven/ director to weave it all together: vision, strategy, marketing, communications, engagement, and human capital. Let’s start the conversation!

In 2010, anything you desire strongly will manifest quickly.

We have a chance to reorient ourselves, bring our wishes into manifestation and truly assert what we want to be. We are literally dreaming our new realities into being.

The more creative we are in dealing with what has held us back in the old consciousness, the more healing will take place within ourselves and as a result in the world around us. Continue focusing on your highest truth and reinventing your lives.

There is a quickening and a deepening of our life directions. We are anchoring our dreams into manifestation and becoming more grounded in our own light. This is a time of great reward for those of us who have done our homework.

The Slow Money movement had their first national conference in Santa Fe a couple of weeks ago.  Over 400 people from around the country showed up to discuss the concepts around slow money, slow food and small, local farms.

The slow money movement has its roots in local, organic and sustainable farming.  But it is part of a broader trend towards creating and supporting local economies and businesses. Read  more in Business Week and Wall Street Journal .

Slow Money is said to be a  new economic vision. Or is it  the reinvention of a system that once functioned?  I see it as a re-emergence of investors, donors, farmers, and activists committed to building local economies starting with the soil of the economy. FOOD! Some “experts”  refer to this as the “nurture capital” industry.” I call it Natural Capital.

I’ll be attending the Economics of Peace Conference, Oct. 18-23 in Sonoma, CA. This conference will be showcase some of the most successful and inspiring examples of economic models that value people and planet before profit. Looking forward to meeting leading thought leaders and hearing their views on collaborative businsess practices and innovative exchange systems for Transforming Money, Rebuilding Community, Redefining Wealth. Featured speakers include: Judy Wickes, (founder of BALLE),  Jacob Needleman, James K. Galbraith, San Keen, Fred Freuddlich & Mikel Lezamiz (Mondragon Cooperative), US Rep. Lynne Woolsey, et al. Still investigating whether conference planners will be livestreaming.

Equinox-A Moment to Pause & Reflect
by Shera Sever (first posted in Spiral Muse , Sept. 2009)

Feel your inherent balance with a gentle pause between the inhale & the exhale.

Equinox is a time to pause, honoring the perfect balance between light and dark within you and beyond you. It’s a time of reflection and balance, a time for reassessing motivations, intentions, and actions. It’s a time to cleanse, release habits, to surrender, let go, and TRUST in the unknown.

Equinox is a time to honor and recognize the divine in everyone, and experience all beings as your mirror, as your teacher, as your family. Equinox is a time to sit in circle among our friends and peers,  speaking our truth, sharing our joys, our fears and vulnerability, asking for help, offering help, and trusting that our circle will not let us fall, nor fail us.

In the Babemba tribe in Africa, when a person acts irresponsibly or unjustly, he/she is placed in the center of the village, alone and unfettered. All work ceases, and every man, woman and child in the village gathers in a large circle around the “accused” individual. Then each person in the tribe speaks to the accused, one at a time, about all the good things the person in the center of the circle has done in his lifetime. Every incident, every experience that can be recalled with any detail and accuracy is recounted. All his/her positive attributes, good deeds, strengths and kindnesses are recited carefully and at length. The tribal ceremony often lasts several days.

The tribe recognizes that the correction for non-integral behavior is not punishment, but love and the remembrance of identity. They believe a friend, coach, or teacher, is someone who knows your song and sings it to you when you have forgotten it. They are not fooled by the mistakes you have made or the dark images you hold about yourself. They remember your beauty when you feel ugly; your wholeness when you are broken; your innocence when you feel guilty; and your purpose when you are confused.

One of the most important lessons we can learn from evolution is that we are related to all that lives. Consider the fact that your personal DNA is 99.99 % identical to the DNA of every other human being, and to all that has ever lived. Once we begin to include ourselves in the story that we are no longer on an individual journey, we have joined the grand caravan of “endless forms -most beautiful and wonderful”. This is cooperation and collaboration at it’s core essence

So, I encourage all to offer some time to BE with your fellow travelers (friends and “strangers” alike) this week, reminding each other that we are one beautiful family on an unprecedented journey back home.

I have been a member of the Center for Creative Leadership community for over 10 years. With their permission, I am reposting a recent article by David Hurst from the CCL Leading Effectively e-Newsletter.

The recession isn’t over and, even if it is, the recovery won’t be pretty.

That’s the general consensus, so even if you are starting to breathe easy, you could benefit from some fresh thinking about how to survive and succeed in tough times.

If you’ve managed not to panic, you’ve already taken David Hurst’s first lesson on surviving economic crisis. Hurst, a writer and consultant who spent 25 years in the corporate world, shared his ideas with the CCL community earlier this year. His thoughts for finding opportunity in adversity include:

It’s for real. A sense of urgency is the most important ingredient for personal and organizational change — now we’ve got it!

Fear can be useful. The relationship between reason and emotion is like that between a jockey and a powerful horse. Fear can be harnessed if it can be focused on coordinated action.

The unthinkable is possible. In times like these, you can do things that were unthinkable before because people are listening and conventional wisdom no longer supplies the answers.

Don’t look for stability. There is no choice between stability and change: It’s change on your scale and timetable versus change on someone else’s schedule.

Don’t rely on current success. The seeds of destruction are in the fruits of success: Large scale and homogeneity lead to a lack of resilience. Be small and mobile for quick experimentation and rapid prototyping where feedback is specific and fast.

Seek out edges and open patches. Change takes place on the edges of systems and in open patches where variety and diversity can flourish. Look for opportunities on disturbed ground, such as in turbulent markets where information is poor.

Control and release. The management/leadership challenge during a recession is to execute a simultaneous centralization of everything to do with cash and spending, while decentralizing responsibility for focused innovation and learning.

Say “no” to turf protectors. If they can’t play on the team, then they can’t stay on the team.Understand what’s going on.

A storyteller is essential to every team: We need narratives to make sense of what’s happening.

Learn more about Hurst and his Seven Pointers to Finding Opportunity in Adversity at www.davidkhurst.com.

Have you noticed all the  knowledge sharing  and strategies from thought leaders, managers, coaches, and consultants addressing the Upside of the Downturn.

It’s everywhere- on Guy Kawasaki’s  AllTop portal, in the New York Times new Happy Days Blog,  Psychology Today,  Inc. and many more on-line and print publications.

Human potential seminar leaders like Tony Robbins and T. Harv Eker have adjusted their content delivery in recent months to address the Upside of the Downturn.  It’s a strategic approach, and  it’s more than positive thinking.  (Hope alone is not a strategy).

The Value of Volunteering

One strategy that continues to emerge in various forms when examining the Upside of the Downturn is the increased focus given to the VALUE  of volunteering.

Like many of you, I started volunteering when I was 14.  I worked at one of the first recycling centers in the USA in a small community in northern Illinois 4 nights a week. The proceeds from our efforts helped fund our high school’s symphonic band’s performance at an International Youth Music Festival in Vienna, Austria. Since then I have volunteer with over 25 community organizations and businesses and have served on several boards of directors.

Last week I was invited again to deliver my High-Impact Volunteer Management™ seminar as part of the Performance- Focused Leadership Seminar series for Board Presidents, Directors and Committee Chairs for the California Hispanic Chambers of Commerce  (42 chambers total).

Businesses and social-profits alike benefit from volunteer capital. One of the re-occurring challenges most organizations encounter is keeping good volunteers (including board members and committee chairs).

Keeping the Good Ones

As in the private industry, the best way to insure volunteer retention is to adopt a strategic approach with a Volunteer Recruitment and Development Plan in place in your organization or business. This includes targeted recruitment, a solid orientation program, low-cost, no-cost recognition, and a performance management/professional development plan in place that includes on-going feedback and performance reviews.

So what is the best way to develop on-going communication and feedback with volunteers?

It’s the  R.A.P. method:

REVIEW the PAST: Take a look at the performance objectives mutually created during the first 30 days of the volunteer’s on-boarding.

ANALYZE the PRESENT: Ask your volunteer what she feels are her major accomplishments in the past (X) months  (particularly as they relate to over-arching organizational goals).

PLAN the FUTURE: Ask your volunteer what changes/support she would like to see in the future.

If you are wanting to enhance volunteer performance and retention in your organization, be sure you can meet the following needs* of your volunteers:

• I need a sense of belonging.
• I need to be part of the organizational planning of our objectives.
• I need organizational goals and objectives that are clear and obtainable.
• I need to feel that what I am doing has real purpose and contributes to welfare of the organization and community at large.
• I need autonomy and collaboration in setting standards for performance.
• I need to know what is expected of me (not a laundry list of “duties”.)
• I need to have challenging responsibilities within my range of interests and abilities.
• I need feedback about my performance and our progress.
• I need to be kept informed.
• I need to have good rapport with and confidence in the leadership of the organization.
• I need recognition, as it is due.

(The Volunteer Creed, adapted from The Effective Management of Volunteer Programs, Marlene Wilson)

Performance Management is an on-going year-round communication process undertaken in collaboration with a volunteer and her organizational leader(s).  With mutual goal setting, on -going communication, individual recognition, and the R.A.P method, your volunteers can become your organization’s  greatest evangelists.

Need help developing a High-Impact Volunteer Management Plan for your business, organization, or upcoming event? Please contact me for a complimentary (20- minute) consultation.

It’s been over a month since I have posted on this blog, however, if you have been following me on Twitter or Facebook, you know why.

Right now, rather than another 10:00PM sunset swim in the Mediterranean, OR bicycling and strolling along some of the most enchanting 13th century countryside caminos, I choose to fulfill my need to CONNECT with all of you.

When I first received an offer to spend some time “en retiro”, living on the north side of the island of Mallorca, Spain,  I was very confused  about what TO DO, fearing what I would leave “behind” if I actually left my home, community, live and social networks, and other “opportunities”for 4-6 weeks.  It was an obvious reminder of the need to LET GO!

Did you know that Americans actually take less annual holiday time (i.e. vacation) than any other ‘Western” country in the world?  Reason: FEAR that by letting go of routine that their “career/business” will fall apart or that they won ‘t get ahead!  My question- Ahead of what?  Aren ‘t we all in this global transformation together?

When is the last time you gave yourself the beautiful gift of just BEING?  For those of who have, you know how much clearer and more effective (focused and intentional) you are internally, as well as once back on the  “playing field”.

Awakened Entrepreneurs™ Create Decisions based on Needs/Values

I used an NVC method (universal needs- based process from Marshall Rosenberg) to make the decision.  What needs will be fulfilled if I go?  What needs will be fulfilled if I stay? Not only was my list longer for going, but I got more in touch with what is important to me.

Bottom line: Do what FEELS good- and in my case that meant my physical body-
(warm Mediterrannean sun &  sea,  healthy, fresh food, lots of movement outdoors) Simply YES!! Now Mallorca, is in no way Spain, unless, of course, you refer to Maui, the USA. But I used to live and work in Madrid and Barcelona, and the idea of spending time on the island of Mallorca seemed like a good choice. ( And then that night,  after taking myself through this personal exercise, I received a loud message in a dream- clear and simple:  GO TO SPAIN

DOING vs. BEING

Particularly in our fast-paced culture, DOING has much more perceived value that BEING. How often are you asked “ How are you?” – if the response is anything other than BUSY, something must be wrong. Yet, wouldn ‘t we all agree that all work and no play/rest makes anyone dull (rather than vibrant), inflexible and, well, uninteresting. How many relationships and dreams (personal and professional) are not realized as a result of this “busy/work” epidemic?

Especially in these times of information overload, including fear- based marketing and propaganda, I find “unplugging” essential in order to access one’s truth, values, goals, direction  and strategies for living in purpose in order to make our greatest contributions (to self and others)

The Awakened Entrepreneur™ understands the essential need for regular  “unplugging” -be it a long weekend retreat with no technology (yes, that!) or several weeks (3-4?!) of an actual holiday is exactly what is needed in order to optimize our engines for peak performance.  Tony Robbins claims it takes 21 days to break/change any habit, which is another way of saying it takes 21 days to drop into a new reality.

Having reinvented myself a number of times in personal and professional pursuits, I’ve consistently been a big advocate of work-life balance. Starting back in the mid- 90s, I introduced a personal needs/values assessment component in all of my leadership seminars that continues to serve as a transformative catalyst for organizational and business leaders.

I am very impressed with the models that Mallorca is advocating from progressive youth education, Transition Towns (using Appreciative Inquiry) to local organic food production, permaculture, biking as preferred transportation, reducing meat in one’s diet (and revealing the truths about the costs of the meat industry),  to a very sophisticated recycling system (including compost) throughout the City of Palma.  The official unemployment rate in Spain is over 20%, (one of the highest in Europe),  however  that isn’t stopping most from finding new ways to connect, collaborate (an inherent value in this culture), and reinvent, once again, a 700+ year old way of being.

Most importantly, the general philosophy here is TRANQUILLA- and this includes the time you take to connect with those you know  (and don’t know) throughout your daily activities.

And so here I am concluding a month of  (once again) witnessing  who I am, what I value, what I deeply desire-

The Result- a simplified life style with real time connections/dialogs that support personal and planetary health, wellness, sustainability, and collaboration-all essential elements for the Awakened Entrepreneur™.

It’s 2009. Let’s all agree- Collaboration is a Social Imperative.

Thus, I am delighted to be  one of 20+ contributing writers to the just released publication,

42 Rules for Successful Collaboration

What do Cisco, Disney, Toyota, Mindjet, Adminstaff, Joire De Vivre have in common?

RULE #29   Use Leaders as Collaborative Strategists

2009, ©Shera R. Sever & SuperStar Press

Get the right people on the bus and in the right seats, with a commitment to building a best-in-class collaborative culture.

Focus on internal-facing collaboration that encourages collective intelligence (simple yet intentional engagement).

Recognize those within the organization who consistently share information, resources, responsibilities, while engaged in and committed to organizational and personal excellence.

Start with Talent Management

• Get the right people on the bus. Build a superior team by recruiting those who have a track record of working and playing well with others, and communicating with transparency, while confronting brutal facts.

• Make collaboration a core competency for any position. Define the specific functions and expectations in the professional development plan.  When collaboration is a core value, employees are able to see the results of their work and the impact it has on company, clients, and colleagues. This in and of itself is the reward.

• Create a Collaboration Manager/ Coordinator position to promote, coordinate and manage your internal systems for knowledge sharing, skill and learning development. Look beyond HR, Marketing or Corporate Communications for this collaboration evangelist. Design the position around competencies and overarching organizational goals and objectives.

• Engage all your people in “big picture” solutions. Interestingly enough, a 2008 study available through the Society of Organizational Learning shows that fewer than 35 percent of employees from 100 companies surveyed, know or are clear about how their role fits into the bigger picture—the overall business objectives and strategic plan. Best leaders motivate with questions, not initiatives.

• Focus on “internal facing” online communities. Awareness Networks released their 2008 white paper, revealing that 82 percent of over 162 leaders surveyed have seen that Web 2.0 technologies (particularly “company branded” Wikis) increase knowledge sharing, employee collaboration, and improved internal communications, and help employees “find” each other.

• Continue to make Learning & Development a top priority. Optimum learning and development occur in systems where there is a rich web of interactions—and this is collaboration. As organizational leaders, ask where collaborative learning communities could be built or expanded upon?*

What new leadership and communication skills are needed cross-functionally to allow for full collaborative engagement in your organization?

*Note:  Some of the most impressive learning communities are being birthed in the non-profit sector. Paul Hawken’s WiserEarth.org site encompasses shared knowledge and learning communities from more than 13,000 organizations worldwide.

I recently introduced Jim Collins’ Leadership Diagnostic tool in a Leadership Seminar for Non-Profit Executives. The participants response was very positive and the results were stellar for designing new organizational development plans and leadership strategies.

Whether you’re leading a community group, social profit, or a senior management team, Jim Collins has created a beautiful leadership diagnostic for a no-nonsense, honest evaluation of your leadership skills and strategies.

His diagnostic is based on 5 Levels of Executive Leadership.

What do Level 5 leaders do differently?

Ask First Who. . .Then What? (Once you have the right people in place, then figure out the right path)

Confront the Brutal Facts (Create a climate where truth can be heard- lead with questions, not answers-engage in dialog)

Utilize the Hedgehog Concept (Understand what your organization can be best at and then Do It!

Create a Culture of Discipline (Disciplined People, Disciplined Thought, Disciplined Action)

Technology Acceleration (Application of carefully selected technology- thoughtless reliance on technology is a liability, not an asset).

For more information, click here and download the Good to Great diagnostic tool. If you are looking for leadership training within your organization, contact me to discuss an initial needs assessment.

How are you reinventing yourself and your business models? An upside to the recession is that more and more people are awakening to their purpose and mission and realizing that the “job” just may be obsolete. I found author of Tribes-We Need you to Lead Us , Seth Godin’s , recent blog post practical and helpful. The business model revolution is about cooperation and collaboration, not competition.