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Grace: A Leader's Guide to a Better Us

Leadershipnow - Fri, 07/05/2019 - 15:08

GRACE, a concept present in all of the world’s major religions, has a divine meaning. Grace, in a secular sense—that is on a human level—is about perspective. A perspective larger than ourselves. A perspective that reaches to a purpose beyond who we are alone. In short, our connectedness.

Grace is a critical part of who great leaders should be. To that end, John Baldoni has tackled for us in Grace: A Leader’s Guide to a Better Us, an attribute that is in short supply today. Grace is something all leaders should model for the benefit of those around them so that it spreads to society in general.

Grace is foundational to service. Baldoni writes:

Love, sacrifice, truth, and courage are virtues made actionable by grace. We may be disposed to do what is right; grace gives us the impetus to act upon doing it. Grace then becomes the inspiration for treating individuals with generosity, respect, and compassion. It manifests itself as action in the name of others, and it energizes us to act upon our beliefs.

To help us better understand grace and to help us intentionally apply it in our leadership, Baldoni explores grace from five perspectives with this acronym:

G is for Generosity: the will to do something for others.
R is for Respect: the dignity of life and work.
A is for Action: the mechanism for change.
C is for Compassion: the concern for others.
E is for Energy: the spirit that catalyzes us.

Generosity

Gracious people give of themselves. Gracious people leverage who they are and what they have for the benefit of others. Baldoni shares a great quote from British Prime Minister Benjamin Disraeli, “The greatest good you can do for another is not just to share your riches but to reveal to him his own.”

Gracious leaders share time, knowledge, and power. They cultivate a selfless approach to life. Generosity emanates from an abundance mindset. A selfless person, even in the midst of personal adversity, can find something to share with others. That attitude is contagious.

Respect

Self-awareness opens the door to respect for others. A fully self-aware person knows her faults as well as her strengths. Such awareness compels the self to acknowledge the dignity of others.” Humility plays a big part here. Respect and self-respect fuel each other. They grow together.

Action

Grace is intentional. A reactive mind rarely manifests grace. While grace that has been shown to us comes freely, it requires effort for us to generate it ourselves. Grace means rising above a perceived slight.

Grace is often manifested in clarity of purpose and civility. Civility is a decision we make. “No matter what leaders may feel inside, they think before they speak. They focus not on themselves, but on the needs of others—on healing.” Instilling civility in the workplace is the job of leaders.

Compassion

Gracious people have the capacity to forgive and show mercy. “Grace enables us to take the higher road, to think more clearly.” It meets rage with love and civility.

Gratitude enables compassion—both gratitude expressed and felt. “Gratitude is that capacity to care. We need to reframe our lives with a constant awareness of just how important feeling gratitude within ourselves is because it actually helps our overall well-being.”

Energy

Grace requires energy. “It renews itself through practice as well as by taking in life, doing one’s best, enjoying the highlights, mourning the losses, and do so in the full spirit of life. In forgiveness, mercy, joy, and humor.” Grace draws energy from a positive outlook and an abundance mindset.

When we demonstrate grace in our leadership, it spills into other areas of our life as well because it is an approach to life. Our example encourages others to begin to think that way as well. Grace—in all of the dimensions Baldoni explores in this book—is a value that has fallen on hard times. It is time to revive it in our personal lives, in the workplace, social media, and in public discourse.

Grace celebrates grace as well as advocates for it. Baldoni shares many examples of people from all walks of life who demonstrate grace in their lives. They are an inspiration to us all.

Grace reduces the space between us. Our environment often pushes us into negativity; into the differences between us. Grace intentionally overlooks the negative and leverages the positive. It finds the connection and promotes it.

Baldoni breaks the often intangible idea of grace into down-to-earth actionable behaviors that we can all intentionally implement into our lives. You will find a self-assessment tool of 20 questions to help you take an honest look at how much you have allowed grace to fill your thoughts and behaviors.

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Categories: Blogs

5 Ways to Foster a Global Mindset in Your Company

Harvard business - Fri, 07/05/2019 - 07:00

It’ll help ensure your international expansion is a success.

Categories: Blogs

6 Causes of Burnout, and How to Avoid Them

Harvard business - Fri, 07/05/2019 - 06:05

Changing jobs isn’t always the answer.

Categories: Blogs

Organizations and Employees: We Are In This Together

Hr Bartender - Fri, 07/05/2019 - 02:57

It’s Independence Day weekend here in the United States. On July 4, 1776, the Continental Congress declared that the American colonies were united, free, and independent states. I’m sure every country has their own version of our Independence Day, where they celebrate their own unique history. It’s a reminder that even with all of our faults, the success of our country lies with our people.

This Time Well Spent cartoon from our friends at Kronos reminded me that companies celebrate too. They celebrate when the organization was founded. They celebrate when new employees arrive. And they realize that the success of the company is in the talent they surround themselves with.

When one person is missing, the whole team is impacted. We already knew this. The cartoon makes light of the last person in the message calling out sick. And of course, it impacts the entire message. But sometimes we forget that something as small as a person showing up 5-10 minutes late can impact the entire team. Organizations need to make sure employees understand how their actions affect everyone.

Help employees establish priorities. Our lives are filled with competing priorities. It’s important for individuals to understand how to prioritize. Because sometimes the top priority isn’t obvious. If companies are concerned that employees don’t know what the most pressing task is…then tell them. It doesn’t have to be communicated in a condescending way. Just let employees know that the specific task has moved up to priority number one.

Having a backup plan is essential. When high-profile activities happen, organizations should have a backup plan in place. People do get sick. Emergencies happen. It’s worth taking a few moments to think about the challenges that can happen and how they should be handled. It also helps employees immediately pivot in a new direction. If an employee calls in sick (like in the cartoon), then there’s someone else to take their place. Or maybe one person carries two signs.

Companies and employees should work together to make the organization successful. The way that happens is by organizations building a company culture that encourages teamwork and collaboration. For employees, it’s understanding how their role helps the organization, prioritizing their work, and being prepared to change with all of the shifting priorities. Together, organizations and employees can build their own future.

The post Organizations and Employees: We Are In This Together appeared first on hr bartender.

Categories: Blogs

5 Questions to Consider When Pricing Smart Products

Harvard business - Thu, 07/04/2019 - 06:05

Take into account the value of data.

Categories: Blogs

Aggressive Leaders Are More Likely to Be Punished for Their Mistakes

Harvard business - Thu, 07/04/2019 - 06:05

We don’t want to give them the benefit of the doubt.

Categories: Blogs

Independence Day and Being Grateful

Hr Bartender - Thu, 07/04/2019 - 02:57

Today is Independence Day here in the United States. A time for celebrating our nation’s freedom. I wanted to share with you a picture from earlier this week.

Mr. Bartender and I had the honor of visiting the NASA and witnessing the test launch of the Orion spacecraft. It was a wonderful educational experience about the U.S. space program (and great fun!) 

Thanks for being an HR Bartender reader. We truly appreciate you!

The post Independence Day and Being Grateful appeared first on hr bartender.

Categories: Blogs

Price Transparency in Health Care Is Coming to the U.S. — But Will It Matter?

Harvard business - Wed, 07/03/2019 - 09:00

It’s not your typical economic sector.

Categories: Blogs

The 24 Hour Rule: Is Your Current Pace Sustainable?

Leadershipnow - Wed, 07/03/2019 - 08:48

AS LEADERS, we can and do introduce stress into the workplace. Charles Fred initiated a study of over 4000 post-startup business to find out why, after they had experienced early growth, had stagnated.

What the researchers found is a problem in the way employees approached their roles, solved problems, and interacted with each other; poor-performing firms showed working environments of intense stress.” The responsibility for that rests on those that influence how others work and interact within the workplace—the leaders.

Our culture baits us into a non-stop frantic pace with the inevitable unintentional behaviors. Many leaders believe that they are just setting the bar for high performance. Our bodies react by producing cortisol and adrenaline to help us keep up, but over time it becomes unproductive stunting the “very tool we need to prosper in today’s environment: our cognition. So, when we require mental acuity, we experience diminished recall. When we need sharp thinking and problem-solving, our minds are full.”

Into this environment, Charles Fred introduces a leadership discipline that inserts pause and calls it The 24 Hour Rule. “The discipline of pause focuses on the simple notion of creating a space between you and the persistent and perilous stimulus from a frenetic world.” It is the role of the leader.

Pause is not a delay but a discipline. It’s not a waste of time; rather, it affords us the time to deliberate before we act. It allows us to control how we respond and react to others, whether it takes five seconds or 24 hours. Most importantly, it does not delay our ambitions or dampen the need to hustle.

Unfortunately, leaders don’t have a contained workspace or a controlled set of procedures to give us the method to pause. Instead, we begin each day with unknown situations, variables well beyond our ability to plan and prepare. For these reasons, a leader must use self-discipline—the ability to mentally call a time-out, to get rest, to run through a checklist—despite overwhelming temptations to quickly react or respond without doing so.

It is the one thing we have complete control over. Fred writes, “I’ve learned that I can truly only regulate one thing: the way in which I respond and react to another human.

When we look at the highlight reel of successful people, it gives us the impression that they are always on—always producing. As we watch from the sidelines, we create for ourselves a false set of expectations. We introduce unnecessary stress into our lives and work as we try to keep up. The thing is, it’s not real. Top producers insert pause into their work. We need the self-discipline to do the same by letting go of a false ideal.

The 24 Hour Rule is a well thought out and well-executed booklet. Fred provides three steps for building self-discipline around pause. It is a quick read but one that is worth spending some time thinking about.

How will you introduce pause into your leadership?

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Like us on Instagram and Facebook for additional leadership and personal development ideas.

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Categories: Blogs

3 Reasons New Coaches and Consultants Fail

Harvard business - Wed, 07/03/2019 - 08:00

One mistake: Not taking low-fee, brand-building work early on.

Categories: Blogs

Will Automation Improve Work for Women — or Make It Worse?

Harvard business - Wed, 07/03/2019 - 07:00

The burden of job displacement will not be shared equally.

Categories: Blogs

Why Having a Target Salary in Mind Can Derail a Job Negotiation

Harvard business - Wed, 07/03/2019 - 06:05

We aren’t always realistic about what that number is based on.

Categories: Blogs

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