Purpose Moment

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#PurposefulLeadership #Purpose #Leadership #Convening #ArtofConvening #Engagement

2017 Center for Purposeful LeadershipThe Art of Convening

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Embracing Change: A Client Success Story

Photo Credit: Craig Neal

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by Rachel Harris

While the times around us are changing, business models are changing with them. Many organizations big and small are transitioning to a focus on the long-term visions and goals of their business. Though short-term visions are extremely important, CPL has seen and researched this trend. As short-term visions provide faster results, long-term visions provide the longevity for your business in this competitive world. Many of these long- and short-term visions begin with one of the most important aspects: setting goals. Have you ever looked toward an end goal and wondered how to reach it? CPL recently had a client reaching toward a new beginning.

The culmination of a two-month training, convening, and development project resulted in a tremendous transformation for this client heavily engaged in public input on hotly contested topics. In late January, our clients rolled out a new public engagement format, based on the Art of Convening methodology. They had taken an introductory Art of Convening training in Fall 2016 and considered how best to incorporate purpose, invitation and hearing all the voices within their business culture. Their intent was to be mindful of the organizational culture, with a new CEO onboard, while boldly taking a leap in a new direction.

With the consultation between Heartland and our client, they began renaming the evening meetings from "Public Input" to "Listening Session". Stakeholders then took notice that the meetings would be delivered anew. Great care was put into each element of the structured conversation in the 90-minute meeting.By courageously adapting Art of Convening methodologies, our client reached a dramatically different outcome with increased attendance and engagement.

Previously, stakeholders had noted they didn't feel heard. At the retooled Listening Session people openly observed staff was compassionate and residents felt listened to. The client's excellent outcome indicates a profound shift in how they relate - to and are received by - their customers and stakeholders.

If your organization's goals include breakthrough relations with your stakeholders and customers or conducting effective meetings to reach those goals, give CPL a jingle at 612-281-1192. In the meantime, be sure to check out other CPL blogs and our LinkedIn page for weekly updates and tips on The Art of Convening. 

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Does Culture Trump Strategy?

Photo Credit: Craig Neal

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by Rachel Harris

A quick search revealed dozens of articles from around the world declaring that culture trumps strategy. Legendary systems thinker Peter Drucker has written extensively on the topic.

Organizations, like people, are complex entities with competing priorities. We live with the paradox of needing to relieve immediate problems while engaging in slow-moving culture change one interaction at a time. Drucker writes, "Results are gained by exploiting opportunities, not by solving problems.” In order to overcome this slow-moving culture change, and wanting to solve problems, one must set their priorities. It is needed to put culture before strategy in order to see the change that is desired. 

According to a Harvard Business Review article written by Nilofer Merchant, "Culture is the domain that enables or obstructs a velocity of function. By addressing where an organization is limiting its velocity, you can accelerate the engine that fuels innovation and growth, and, ultimately, financial numbers." With a combination of culture and strategy, it allows an organization to perform at its' strongest ability. 

The ultimate question is how does one incorporate the importance of both culture and strategy to get the most results and how does one measure those results. 

Given such qualitative evidence, is it possible to create lasting strategic results when a quick fix is wanted, yet a culture change is warranted? We believe the answer is yes. Call us at 612-920-3039 to set up a plan to change your culture with lasting strategic results. In the meantime, follow Center for Purposeful Leadership on our LinkedIn page for updates on how to master the Art of Convening. 

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Culture vs. Strategy Initiatives: What comes first?

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"Part of a company's strategy could be the formation of a certain culture they aspire to achieve."

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by Rachel Harris

"Strategy: A method or plan chosen to bring about a desired future, such as achievement of a goal or solution to a problem.

Culture: Broadly, social heritage of a group, organized community or society. It is a pattern of responses discovered, developed, or invented during the group's history of handling problems which arise from interactions among its members, and between them and their environment." - The Business Dictionary

As an organization plans to make changes, leaders take into consideration both cultural and strategy initiatives. Some begin to question which initiative they should highlight the importance of, in order to see the most results. The answer is simple: neither. Cultural and strategical initiatives both have lasting benefits on any sort of change management initiative.

Time and time again we've experienced clients frequently mistaking strategy as the underlying problem, when in fact, matching a company's culture to any change initiative is the key to success. According to a Harvard Business Review article on Cultural Changes, the author writes "A strategy that is at odds with a company’s culture is doomed. Culture trumps strategy every time." A company's strategy must match the culture within to show the most productivity. 

Another view on Culture Vs. Strategy is the vision that your culture is a part of your strategy. This plays off of the original idea of leveling the two. This view does so, but in a different aspect. Part of a company's strategy could be the formation of a certain culture they aspire to achieve.

Heartland wants to help you ensure your initiatives go hand in hand to create success in achieving your goals. When you cannot take the pain of the status quo anymore, give us a jingle at 612-­920­-3039 to set up a coaching session. Follow us on our LinkedIn profile to stay updated on the Art of Convening! 

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On Peggy Holman VisionHolder call

photo credit: craig neal

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I did enjoy this eye-opening call with Peggy Holman. I am inspired to read her book.

My impressions:

• that creative change engages diversity both of persons and of practices;

• that disruption, disturbance, the sense of things "falling apart" can be befriended for a new start;

• that the context of "we" , rather than "I and the other" challenges my sense of responsibility;

• that belonging differs from conformity and

• that an emerging community holds the imperative that each brings forth their best gift for the well-being of the whole.  

• (correlates with Peter Block's COMMUNITY...)   

Several years ago I participated in a seminar here with Harrison Owen's Open Space Technology. I was pleased to hear Peggy note this in her research. Harrison then reported on his successful work with US West in Phoenix.  
Lately I have been involved with the SHiFT community here and keep thinking that an Open Space event would be beneficial for those in transition.  After I study Peggy Holman's book, bringing it to the attention of others in my group, who knows what ideas may emerge?
Marie Thielen MA LP CPCC
Third Quarter Design
Coaching for What's Next
612-722-6760

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Trade Up! 5 Skills for Redesigning Your Leadership & Life from the Inside Out

photo credit: craig neal

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What is the compelling future that is worthy of my life? What is the compelling future that leads me to want to 'Trade Up'"? These are just two questions that pioneer and author Rayona Sharpnack left us with at the end of a most engaging conversation.

Listen here: http://www.hipcast.com/playweb?audioid=P52018f800871402b01c09c8e3cdcac9aYFh9R1REYGB9&buffer=5&shape=6&fc=FFFFFF&pc=666666&kc=009900&bc=CCCCCC&brand=1&player=ap26

Speaking to her new book, Trade Up! 5 Skills for Redesigning Your Leadership & Life from the Inside Out, Rayona began with another profound question: "For the sake of what?" For Rayona, it is for the sake of leaving the world a better place than she found it.

It's for living into a life filled with grace and ease and flow, as a path for herself, and a model for others.

The question for each of us is: for the sake of what do I want to enter the inquiry that begins the journey of trading up? If you consider that life is 10% of what happens to you and 90% of what you do with it, then the context begins to focus on what you do with it.

Rayona invited us to move forward, toward manifesting our visions and being a catalyst for others, but with the following context of leadership: that the only time leadership is relevant is when it's time to change the status quo. And that change happens best in community: that a leader has listened, and then speaks and evokes action around a compelling future. Not THE compelling future, but a future that has been co-created, which creates engagement, empowerment, fulfillment for those participating.

For some of us on the call tonight, we began "trading up" as we listened to Rayona's words and intention. Many thanks to Rayona for her generosity of spirit and courage to bring forth her book, and continue to be in the world as a pioneer for transformation.

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Mark Thompson

photo credit: craig neal

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Success Built to Last: Creating a Life that Matter
Spending time with Mark is like having a conversation about the really big issues of life with a dear friend while driving with the top down...like SUCCESS, love, passion and meaning along with making a buck and leaving an enduring legacy!!! Whew.

He's written a new book with Stewart Emery,of EST and Actualizations fame,and Jerry Poris, co-author with Jim Collins of the wildly famous Built to Last, about what makes for enduring success, how do you make for a sustainable life?

I've never seen a line up of endorsements of high profile global leaders for a book before. so whats up? seems he's hung the book around 3 core principles: Meaning - Passion - Action...

MEANING- making a difference for the sake of service, One thing that does last is love and meaning.

PASSION we do it despite what it gets done. a portfolio of passions.

ACTION- getting it all done!

What do you think? listen to the audio link to the left and weigh in on your definition of success in your life.

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Moral Intelligence

photo credit: craig neal

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Integrity - Responsibility - Compassion - Forgiveness
An amazing in-depth conversation with Fred Kiel, co-author Moral Intelligence. Moral intelligence as a distinct intelligence is new to the playing field and is unfolding to be a vast subject. Moral intelligence is our mental capacity to determine how universal human principles - like those embodied by the 'golden rule' - should be applied to our personal values, goals, and actions. "MI" focuses on four principles that are vital for sustained personal and organization success:
reflecting the head: Integrity - Responsibility
reflecting the heart: Compassion - Forgiveness.

• Why is this important in our work and lives? what are the implications?...
• New Directions from Fred and Doug - exciting new website...

More on Fred Kiel...

The big decisions that face us all globally are probably in the hands of the leaders of large business organizations.
-Integrity: if these leaders want a workforce that trust them, integrity must be present.
-Responsibility: they might also want a workforce that is inspired to take personal responsibility for themselves and, possibly, the larger world.
-Forgiveness: if you want a creative workforce, you must have forgiveness.
-Compassion: if you want to retain your workforce, you must have compassion.

There seem to be areas of the brain dedicated to moral reasoning: We are born to be moral. if parenting/support is good enough, people will grow up to have the natural capacity to be moral.

Questions discussed: How were the four universal principles chosen? What is the organizational impact of grounding the culture and leadership with the four universal principles? Is there any real evidence that “character based” businesses do better than ones that aren’t? (THE ANSWER IS YES!!)

http://www.moralcompass.com—online as of 9/15
2nd Book coming from Fred and Doug: "What CEOs Believe and the Impact on the Bottom Line"

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