by Deborah Leverett | Feb 8, 2018 | Uncategorized
With all of the recent, painful stories of abuse in the workplace, it makes one wonder how do people get to the place where they think they have a right to such abominable behavior? We only need to look at history to remind us that the source is always pride: en ego gone wild. When unleashed, pride develops a sense of entitlement and then the individual expects to get away with the behavior. It’s easy to point fingers at those in extreme egotistical meltdown on their way to destruction. But, we all have an ego, and we need to know when our attitudes and behavior is sending out red flags that we are getting off kilter. Pride will destroy. Our habit should be looking balance between pride and humility. Check for these signs of your ego losing balance: 1. Being defensive of behaviors and decisions 2. Always comparing ourselves to others 3. Living life as a people-pleaser and always looking for acceptance from others 4. Constantly talking and bragging about one’s own accomplishments In the workplace, if you find yourself with any of these attitudes, you will want to take actions to adjust: Seeing a co-worker as a rival and you try o figure out a way to beat them Disagreeing with someone just because you don’t like them Criticizing a person’s idea just because you don’t like them Taking it personally when someone disagrees with you Feeling worse about yourself when someone else succeeds In the next post, we’ll look at some ways to live your life governed by humility....
by Deborah Leverett | Oct 13, 2017 | Blog, Uncategorized
I’m preparing a presentation on accountability for a group of CPAs and it has me thinking why we have not done a better job increasing accountability in the workplace. This topic is still one of the most requested needs from my clients. I have found that leaders typically react with a bias to action and sense of urgency to ‘fix the problem’ instead of giving room for people to grow and change. Strategies for holding people accountable range from the most severe “I am the hammer, you are the nail’ style of accountability to milk toast conversations that pretend to confront misaligned behavior. The truth is most managers and leaders are woefully unskilled in creating a culture of accountability in a fashion that is productive and long-lasting. At every level, making decisions is all about managing risks which always carries with it an opportunity to miss the mark. People make mistakes. But many leaders react as if the person is a corporate saboteur who has purposely committed the error to bring down the company! If I fail and my manager makes me feel bad/guilty/stupid; most likely my tolerance for taking risks diminishes. It means I will feel safer by taking fewer risks and work to maintain the status quo. This creates a cycle of low productivity which leads to disengagement which leads to…..you know the rest. So what does the role of a leader look like when dealing with a person who has just made a mistake? Help the person move from looking back to looking forward. Shift the person’s thinking to how this should go in the future –...
by Deborah Leverett | Aug 31, 2017 | Uncategorized
This Sunday, September 3rd at 4 p.m. at Saint John’s United Methodist Church (2140 Allandale Road, 78756), the Miró Quartet, singers from Conspirare, Austin Chamber Music Center’s Michelle Schumann, and Matt Hinesly from Austin Classical Guitar will be giving an informal concert. This all-ages event will also include volunteer education opportunities as well as a drop-off station for donated goods. The concert is free, but whether you plan to attend or not, please consider making a donation. We will give 100% of the money we raise to the Austin Disaster Relief Network in support of their ongoing efforts in Texas. At Sunday’s concert we will hear a field update and learn about ways to stay involved directly from ADRN’s director, Daniel Geraci. Click here to RSVP or donate: Hope after Harvey ...
by Deborah Leverett | Jul 3, 2017 | Uncategorized
A society whose citizens have run amuck of civility & personal restraints produce people with a sense of entitlement and whose agenda is self-centered. Whether you are building a team in a corporate setting or launching your own vision you need relationships with people who are in alignment with your values. Healthy relationships will enhance and accelerate your goals whereas unhealthy and misaligned relationships will do the opposite. Webster’s dictionary defines presumption as overstepping due bounds (as of propriety or courtesy) or taking liberties. Your job as leader is to draw boundaries and set clear priorities. When presumptuous people try to assert their will, their agenda, you have to act with immediacy and boldness to say no. Refuse to be controlled. With healthy boundaries and clear direction, you can avoid costly damage to your Behaviors of a presumptuous person: They want a ‘genuine’ relationship without the commitment or effort that it takes to build a real relationship Assume they have access to your time, knowledge and network when it has not been given. They will ask for favors, assume they are top priority and become petulant when they don’t get their way. Have no respect for your time, your culture or your standards of order. Consider their agenda as top priority above the team’ or the organization’s priorities. Will use guilt to get as a method to get their goals achieved. Bringing on the right people is a vital component of building a team to achieve a vision. The right alignment is energizing, innovative and fulfilling. Be willing to say no to the wrong ones. ...
by Deborah Leverett | Jun 30, 2017 | Uncategorized
The ability to make real and lasting change begins with the right mindsets, attitudes, critical thinking and emotional fitness. Most of our clients are looking to transform, excel or compete at a higher level. Before we even consider a new client looking to transform, we enter into intense conversations— where we do the majority of listening. We look for leaders who demonstrate self-regulation, self -awareness, humility. We want to know from what values are they working because we know that poor and immature leadership is powerless to affect a change that leads to transformation. An agile mindset – one that is open, trustworthy and courageous – will automatically promote collaboration and innovation. Humility is also critical because one cannot work with nor learn from others if not willing to admit you don’t know everything. This is not a prescription for peace on earth, because a culture in transformation always has conflicts. But, the one thing that keeps people connected or disconnected are the values of the organization: positive values will transform; negative values will prevent the learning necessary to change. Here are some tips on how you can develop (i.e. practice) the right mindsets and attitudes: Every day, take time to reflect on what is going on around you. Get clear about your values. Edit the input you are receiving in order to give you more space to live out of your values. Work on yourself to be your best observer and practice self-awareness Be aware of your fears: fear-based decision making is just not productive. Re-frame your situation to gain perspective. Stop trying to be right! Instead,...
by Deborah Leverett | Jun 2, 2017 | Uncategorized
Though the Golden Rule is a principle in my personal and business life, I don’t think it selfish to ask WIIFM when considering with whom to partner in a business endeavor. On the contrary, this prudent and profitable strategy has the potential to produce a multiplying effect in terms of creativity and problem-solving. However, many of the people who ask to partner with me don’t really want to partner – they confuse ‘partnership’ with the word ‘sponsorship’. They say they want to partner, but what they really want is someone to provide benefits without sharing the risk. When vetting a potential partner the question for you, the business owner, is ‘What’s in it for me? What do you bring to the table? Money? Connections? Increased visibility? Opportunities in new arenas?’ There are those people with whom I have partnered that have grown into friendships, mentors and advocates. And, there are those remarkable clients who have demonstrated terrific partnership qualities. Not only was I able to add value to them, but they opened doors for me that I could have never done for myself; whether that be referrals, introductions, connecting me to a non-profit that needed help, or simply building a long-term relationship. When assessing a potential partner, there are many legal and business aspects to consider. WIIFM is a good starting place....
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