Cindy WigglesworthWe have all read and heard about the work of Daniel Goldman regarding Emotional Intelligence, but now what I believe could prove to be equally important is the measurement of our  spiritual intelligence.  Author  Cindy Wigglesworth has just published a book entitled “The 21 Skills of Spiritual Intelligence“which  provides insight into our spiritual intelligence.  As part of my inquiry Cindy  allowed me to take the 170 question analysis that she diligently developed over many years. The quiz was quite revealing and is certainly a tool that will be quite useful both personally and in the work environment. (For more information on the click here to be directed to her website.)

Cindy defines spiritual intelligence as “the ability to behave with wisdom and compassion while maintaining inner and outer peace regardless of the situation.” Wow, now thats  a skill set  that most corporations would love to instill in their employees.  Cindy states that “transcending our smaller nature and growing into our full potential as human beings is the most important and fulfilling thing we can do with our lives.  The set of skills that are collectively known as spiritual intelligence are designed to help you become more fully who you are, to continue to grow and develop, and to live with greater consciousness, direction, wisdom and compassion.

Cindy uses her newly defined spiritual intelligence in conjunction with the other identified intelligences, physical, cognitive, emotional intelligence.  When combined and analyzed they become a powerful tool that can assist the management of organizations in defining how employees will best work, inspire and collaborate with one another.  There are 21 skills that have been identified as part of our spiritual intelligence , and those skills have been classified into four (4) quadrants.  Self-Awareness, Universal Awareness, Self Mastery, Social Mastery/Spiritual Presence.  To better understand the spiritual intelligence model I recommend that you click here to be directed to Cindy’s Deep Change website.

I hope you enjoy this wonderful interview with Cindy Wigglesworth, the author of “The 21 Skills of Spiritual Intelligence“.  You can click here to watch a great PBS interview in which Cindy provides the viewer with insight into her personal philosophy and history.

 

Dan PallottaIn my interview with Dan Pallotta we discuss a his newly designed program called “Change Course“.  I have interviewed Dan previously about his book entitled “Uncharitable-How Restraints on Non-Profits Undermine Their Potential.”   Dan Pallotta has been involved in  lifting up the profile of non-profits for years.  At age 21 he organized a bike ride across America to raise awareness about world hunger,  he also launched a for profit enterprise that was responsible for developing AID’s rides as well as the 3-Day Brest Cancer walks.  Needless to say Dan Pallotta is not stranger to the world of non-profit.

Dan realized that many people are torn mentally and emotionally about where to spend their time.  So many of us want to help in the non-profit sector, yet we feel that we are not doing enough or don’t have the time.   We want to know how to make the transition and feel comfortable with our decisions. This boot camp for idealists, activists and social entrepreneurs and anyone exploring how to make a good living and a big difference will help anyone seeking to have fulfilling work while making a living.  In Change Course, Dan and his team are going to guide the attendees and inform them about: 1) the pros and cons of a non-profit career 2) making a difference in every moment 3) duty and responsibility vs. joy and opportunity 4) social enterprise vs. social entrepreneurship 5) maximizing the impact of personal philanthropy and much more.

If you are like most people you may want to get involved with charitable work, but  could or would you every make a career of it?   Dan will help guide attendees in determining what their options are, as well as help resolve the dilemmas that many face in making non-profit work a career.   If you want to learn more about the Change Course, please listen to this informative podcast.  You can also click here to be directed to the Change Course website which will provide you with the information you will need to make your decision about attending the course.

Greg LinkI recently interviewed my good friend and co-author of “Smart Trust“, Greg Link.  Yet another great book from the Covey Link team.

Many of you may remember a book entitled ” The Speed of Trust” which sold more than 1 million copies in 2006  in which Stephen M.R. Covey wrote about the importance of preserving and restoring trust was one of the most important elements in business today..

In “Smart Trust” Greg and Stephen provide a lens to see how trust issues impact every situation, and how you can cut through traditional either/or thinking to extend what they call Smart Trust, enabling you to operate with hight trust in a low trust world.

Greg speaks with me during this interview about how high trust organization time and time again outperform low-trust organizations by nearly three times.  Moving from a low-trust organization has hugh implications and opportunity abounds.   Organization that can embrace “Smart Trust” have the benefit of having employees, customers and communities that support their organizations thus , employee engagement, profitability and innovation are just a few of the benefits of operating with “Smart Trust“.

Greg and I discuss what they refer to in the book at the “ 5 Actions of Smart Trust“, and how Smart Trust Leaders consistently take these actions.  1) Choose to Believe in Trust–this creates the foundational paradigm out of which all other trust-building behaviors flow. 2) Start with Self–focus first on developing the character and competence that enables them to trust themselves and to also give others a person–or a team, organization or country–they can trust 3) Declare their intent…and assume positive intent in others–they signal goals and intended actions—both what and why–clearly in advance, and generally assume that others also have good intent and want to be worthy of trust. 4) Do what they say they’re going to do–they follow through and act to carry out their declared intent; walk their talk. 5) Lead out in extended trust to others–they are the first to extend trust an initiate the upward virtuos cycle that leads to prosperity, energy and joy.

One thing that I know for certain is that “trust” and “fear” can not co-exist.  If we can move our people, businesses and planet to to understanding the importance of embracing “Smart Trust” we will certainly move toward more equanimity. We would have a world where we work in cooperation with one another without the conflict that fear creates.  Competition would be replaced with collaboration and wonderful synergies would emerge  benefiting humanity as a whole.

 

If you would like to learn more about Greg Link and Stephen Covey please click here to be directed to their website.

You can also check out this YouTube Video about the 13 behaviors of high trust people. I hope you enjoy this wonderful interview with Greg Link from the Covey Link Team.

Guy FinleyI always have a great time interviewing Guy Finley.  He is one of my favorite authors with a heart of gold, and a love for humanity.

I had the pleasure of actually being involved in the making of “Being Extraordinary-The New Model for Success“.  This new book is what is referred to as an enhanced book for the Apple iPad.  I am a partner in an organization called Wiseologie Media Group, and we develop enhanced books for authors and publish them in the various forms of digital media for tablets such as the iPad, Nook, Amazon Kindle Fire etc.

Guy’s new book ” Being Extraordinary” is  a question and answer format allowing the reader to easily extract the words of wisdom from Guy Finley without having to read every page of the book–although you should its a wonderful book.  I personally interviewed Guy for over five hours, and our interviews are the foundational material included in “Being Extraordinary”  For Guy Finley this book is a leap into addressing many issues facing business leaders from a spiritual perspective.

A very important topic that is covered is the shift that Guy would like to see business leaders make, from one of “what can I take” to “what can I give or contribute to the world“.  This concept might seem simple, but imagine a world where our business leaders make a shift in their thinking from “taking” to “giving”.  Not only would our business world be transformed, all businesses and the stakeholders–employees, vendors, stockholders would become part of a global transformation in the exchange of good and services benefiting humanity–social responsibility would be the focus.

Guy says that the ordinary is created to serve the extraordinary, and that we realize this relationship within ourselves by learning what it means to come “awake” and be “present” to ourselves at all times.  In becoming extraordinary, one of the most valuable lessons is to awaken to our own personal relationship with our “higher-self” the self that transcends aspects of our self that are not awake to what and who we are becoming in each and every moment.  At this point we experience our own personal revelation, we realize that their are not failures only learning lessons and opportunities to progress in our own awakening to who and what we are becoming.

Guy states that the “I” must be willing to die for the “We” if we are to become fearless.  In “Being Extraordinary” the reader will learn that to transcend the ego’s dominion and realize our connection to the “One”.  You learn that you are  not separate, you are One with the Source and Being Extraordinary is part of our divine right.

If you want to learn more about “Being Extraordinary” please click here to be directed to the iTunes store where you can download the first two chapters for review on your iPad.  You can also learn more by clicking here to be directed to a You Tube video with an introduction to the book.  I hope you enjoy this wonderful interview with author Guy Finley about “Being Extraordinary“.

Vadim LibermanI recently received the Spring Issue of “The Conference Board” Magazine” and was very impressed with an article that the senior editor Vadim Liberman wrote entitled ” In Sickness and In Health-Do Companies Care About Their Peoples“.   Over the last many years my interestes have been focused on wellness in the workplace, and Vadim’s feature article hit the nail on the head as far as I was concerned.

As Vadim states in the article ” As the world get flatter, its’s getting fatter and sicker.  Heart disease, diabetes, cancer and a host of other conditions afflict more of us than ever. But it’s not only our ballooning bodies that are ailing.  Companies are suffering from ill health, exhibiting symptoms that include lower productivity, engagement, and morale, as well as higher medical costs.”

In my interview with Vadim we speak about not only the issues of developing wellness program for organization to improve the overall health of the organization, but just as importantly we discuss the important issues of the necessary cultural changes necessary to sustain organizational vitality and health.

The main purpose of wellness programs–trimming medical expenses–is obvious.  Except that it’s obvious to no one outside the United States.  You see our focus is on reducing medical costs and it is our number one priority, but in other countries such as Canada, Europe, and Latin America productivity is companies’ top wellness-program objective.   According to Vadim’s research US businesses may be swallowing the wrong pill to slash overall expenses.  Productivity has a greater financial impact than medical costs, explains Barry Hall, a principal in the clinical-health-consulting and global technology-solutions practices of Buck Consultants.

According to the recent Buck Consultants global-wellness survey, two thirds of organizations currently have a formal wellness strategy, up from 49% in 2007.  However, few companies say they have fully implemented their plans, especially across borders, and 28% of those with no strategy admit they don’t know how to get started.  One thing for certain is that companies should seriously consider implementing a wellness strategy, and it needs to include a focus on the cultural issues of wellness as well as the metrics of creating a well and vital organization.

One connection seems clear: between worker heath and productivity.  “People who have poor health report lower levels of productivity” In fact one study indicates an 18 percent difference in productivity between healthy and unhealthy worker.  If you would like to read the entire article please click here to be directed to the Conference Board article.

 

I hope you enjoy my interview with Vadim Liberman the senior editor for ” The Conference Board Magazine

Mark SamuelI was introduced to author Mark Samuel by my good friend and author Jonathan Ellerby.  His book entitled ” The Power of Personal Accountability” is really a wonderful read for anyone who is interested in taking action with relation to your desired outcomes.

During our dialogue in this interview we discuss Mark’s “Personal Accountability Model” which has two loops.  The first loop is that of being a victim, and the second loop is that of being accountable.  What I find interesting is that accountability is all about a choice.  If a situation arrises and we set our intention to become accountable, then we own the outcome and it is so much more empowering.  On the other hand if we choose to be the victim, them we frequently go into the blame game and rationalize our actions.

Mark has identified “forgiveness” as one of the legs on his accountability loop.  As Mark states ” forgiving others–and one’s self–is like hitting the “un-scribe” button in response to those annoying e-mails you get, which you never asked for.  That unsolicited spam is just there, taking up space in your e-mail box, taking time in your day. They don’t add anything; they’re just a nuisance. The same holds true for those judgments: they take the place of creative thoughts, of loving thoughts.

If you are at all interested in learning how accountability to yourself and other can empower you, and propel you into understanding the power of your stated actions and desired results then you need to listen to this interview with author Mark Samuel.  Mark has been teaching classes and conducting seminars for years empowering people about accountability.  Through self-examination you learn the most important thing, to have control over yourself.
If you would like to learn more about Mark Samuel then I would recommend that you visit his website by clicking here.  Enjoy this wonderful interview with a master in accountability, Mark Samuel.

Roger ConnorsI recently interviewed author Roger Conners, and was so intrigued with the message that I invited him back to discuss another one of his other successful books entitled ” The Oz Principle“.

Many of us who are involved in the personal growth and human potential fields know that one of the first things we learn is personal responsibility.  This concept is at the cornerstone of being in integrety, and living a life of authenticy.  In my interview with Roger we discuss the “Oz Principle”  which by the way is borrowed from the characters in the Wizard of Oz.   I know everyone remembers the journey of Dorothy and her cast, the Tin Man, The Scarecrow, and the Lion.  And if you remember all of them were seeking something to make them whole, and they all were victims.

One of the most challenging situations for individuals and organizations is when they get into the cycle of being a victim as Roger explains it.   In this book Roger explains how the attitude of victimization has captured businesses everywhere in a chocking stranglehold.   In the book Roger explains why people in organizations must avoid the debilitating effects of the victim cycle in order to achieve results.  Also revealed are the “Steps to Accountability” as the key to obtaining what you desire, or yourself, your team and your organization.

If you are at all interested in creating personal accountability in conjunction with organizational accountability, then I highly recommend that you obtain a copy of “The Oz Principle“.  It is a must read for any person in management seeking to improve the performance of their organization, and create a happier, healthier and more creative organizational culture.  If you would like more information about the “The Oz Principle” please click here to be directed to the Partners In Leadership website.
I hope you enjoy this interview with a very knowledgeable change agent Roger Conners.

 

Craig NealI have known Craig Neal for a number of years, as a matter of fact I attended one of his “The Art of Convening” meetings at the Gap in Northern California several years ago.   I recently reconnected with Craig and had the opportunity to discuss his newly released book entitled “The Art Of Convening-Authentic Engagement in Meetings, Gatherings, and Conversations“.

If you are like me, you have attended lots of meetings during your career and frequently walk away wondering “why” did I attend?  If you have ever asked this questions, then Craig’s new book “The Art of Convening” is a must read.

In my interview with Craig we discuss what he refers to as “authentic engagement”.  Authentic engagement is , simply, a genuine expression of what is true for us, and an attentive listening to what is true for another, or others.  Why this simple human interaction often eludes us can be a matter of habit, distrust, faulty modeling, lack of attention, or fear.

Craig has created a wonderful model in the book that assists “the convener” in understanding the art associated with creating a gathering.  The model is referred to as the “convening wheel” and at the center is “The Heart of the Matter” with eight adjacent spokes:  Clarifying Intent , The Invitation, Setting Context, Creating the Container, Hearing all the Voices, Essential Conversations, Creation, Commitment to Action.   Craig states that there is a lot of pressure in our lives to go, go, go all the time–to drive to results and spring into action, often before the actions’s optimal time has come.  It’s counterintuitive to take the time to reflect on how we ill be in relationship with others. In a way, we have to slow down and do the internal due diligence to know what results we really want to drive and when it is time to take the action.
If you are at all interested in better understanding how to hold meeting with meaning, purpose and aligned outcomes then I highly recommend that you obtain a copy of “The Art Of Convening“.  This book will instruct you with essential questions to better understand your purpose, your meetings purpose and the associated actions you really would like to achieve from meetings, gatherings and most importantly conversations.  I hope you enjoy this interview with one of the masters in the business of “authentic engagement”.

You can learn more about Craig and Patricia Neal the authors by clicking here to be directed to their website.

Roger ConnorsI recently did an interview with Roger Conner the author of “Change the Culture, Change the Game“.  In our dialogue together we discuss the importance of having a organizational culture of accountability.   As Roger states in the book, either you will manage your culture, or it will manage you.   Organizational culture is nothing more that the way people think and act.  Every organization has a culture, and they either work for you or against you.

Roger and I discuss what he refers to at the Results Pyramid, which is the tool that his organization uses to help create accountability within organizations.  At the core of the Results Pyramid are the experiences, beliefs, actions and ultimately the results that are created.   So the leaders of the organization must create the needed culture, the culture produces the results, the most effective culture is a culture of accountability then this helps transition the organization into one with a competitive advantage.  Sounds simple doesn’t it.  Well hold on just a minute—this only happens when the people in every corner of the organization make the personal choice to take the Steps to Accountability–and each step builds on the previous one.

So what are these steps of accountability that are require to produce results.  1) See it– means moving Above the Line or staying there whenever a new challenge arises.  2) Own it-means being personally invested, learning from both successes and failures, aligning your work with desired company results and acting on the feedback you receive. 3) Solve it-requires persistent effort as you encounter obstacles that stand in the way of achieving results.  When you take this step, you constantly ask the question “What else can I do?’  4) Do it– the final step in the process, represents the natural culmination of the first three steps–it means doing what you say you will do.

If you think that this stuff is just for business people, think again.  The basic principles that Roger speaks about in this book are so important to your own personal growth and development.  If you follow the sound advice in the book about being personally accountable, not only to yourself but to those you work with you will find a wonderful transformation in your personal life.  You can only imagine the amazing results that occur when you can get a whole organization where personal accountability is the guiding light for the employees.  This is a company that you will want to do business with.

I highly recommend that you obtain a copy of “Change the Culture, Change the Game“.  It will give you the guidance both personally and professionally in creating cultures of accountability, once you know the forumla for creating accountable people,  positive organizational transformation is bound to occur.
If you would like to learn more about Roger Conner’s and Partners In Leadership  please click here, and enjoy my interview with Roger.