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Archive for the ‘Lumina Learning’ Category

Five months have passed since my last blog. I won’t record all the usual platitudes related to time passing too quickly; time has simply passed. the time needed to wonder and wander, to reflect and explore, to experience sadness and grief as well as curiosity and exhilaration. This is the great duality of any journey forward, of the inevitable changes that life offers us.

In my ‘weekly courage’ message this morning, was the following: Spirit has little regard for human comfort. The spiritual path is one of relentless change and letting go until you are stripped of all that is no longer working for you.

That pretty much sums it up. My experience of the last few months has been one of re-evaluating what occupies me. To the notion of what I refer to as ‘Space Management’, I am exploring what takes up space in my life and asking is it important, does it make a difference to me and others, is it something I want to continue to do and more. It is a challenge for as I examine each question I have begun to realize that many of my ‘doings’ stem from a sense of obligation, of duty, which I have to say surprises me. I had thought that my choices were predicated on what is truly important and engaging. Not always so!

What now, I ask. Back to the origins of this blog: learning to release what no longer serves me, relaxing in the space I am creating, allowing highest good opportunities to show themselves to me. OMG this sounds so easy and OMG it is not. I find myself in judgment, and occasionally worry. What if my new life is not as engaging as the life I am leaving behind? Yes this is silliness I know and yet, I am sure you will agree if you are on the journey with me, that it is real.

Here is the other side. I have released several aspects of business and with each release I do feel lighter. I am enjoying the freedom afforded me as the result of fewer clients and projects on the books. I enjoyed the opportunities the lengthy fall provided and hours spent in the garden.I recently qualified in a new psychometric evaluation called Lumina Emotion which I look forward to offering others. I have more time to paint and write, if I chose.

Here is my observation – it is easy to get bogged down in what you are giving up and lose sight of what is opening up. It is challenging to trust your intentions and let them unfold when the time is right. It is equally challenging to be patient with the process and forgiving of yourself when you have an emotional reaction to the changes in your life. All this to say, this is the journey, this is the experience of being stripped down and letting go.

So to all of you out there who are, like me, walking in your Third Act, I have simply this advice to offer you today. Love yourself and love the journey. Embrace what you feel, cry if you must. Allow yourself the opportunity of stripping away the stuff that fills your space but no longer fuels your spirit. It is your time; it is my time. We do get to choose and I for one plan to choose well. And I get it, now may not be the time for choosing as I am still releasing. The space needs some more de-cluttering and organization before I begin redecorating.

infusing-the-grid

Infusing the GRID,
Peace, love, courage, grace streaming
into the seams of  life.

This painting, Infusing the GRID with its companion Haiku,  is an apt metaphor for the experience of this journey. As you infuse your grid, chose that which fuels your spirit and helps you create the Third Act which is distinctly yours.

Until next time…..

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At some point in your life, most of you will have had your IQ (Intellectual Quotient) measured. IQ testing was designed to measure your analytical and linguistic skills. I experienced my first IQ testing at the end of grade three when students were being evaluated for an accelerated course of study. I did not really understand it at the time; I just remember being disappointed that I was not chosen to skip a grade. What a terrible way to brand children!

In the ensuing years other “Q’s” have emerged including Goldman’s EQ designed to measure Emotional Intelligence (EI). EI relates to one’s inner landscape of emotional self-awareness, ability to self-assess abilities and level of self-confidence. An emotionally intelligent person has also honed their ability to be perceptive of and sensitive to the emotions and feelings of others, skills which are now viewed as vital to business and life success. Our view of intelligence was expanding.

Next came spiritual intelligence, defined by Danah Zohar in her book SQ: Connecting With Our Spiritual Intelligence. Zohar describes SQ as the intelligence with which you address and solve problems of meaning and value, where you consider your actions and your life in a wider, richer, meaning-giving context. SQ invites you to consider that one course of action or one life-path may be more meaningful than another. A person with high SQ is connected to a deeper sense of purpose, lives from a sense of clearly dfined core values, and leads a life that is conscious and intentional. They typically see the interconnectedness of all life. Again, our view of intelligence was expanding.

I propose yet again another “Q”, your LQ which I refer to as Life Intelligence. Life Intelligence is the capacity to be aware of who you are being in the world and of the gifts, talent and value you add to any given situation. In my professional view, LQ is the vital link connecting IQ, EQ and SQ, helping you to assess and synthesize the impact you are having in your world and connecting the dots of your life and the many experiences which have brought you to where you are today. A high LQ implies that you see yourself for who you are, you recognize your uniqueness, and you celebrate the many ways in which you contribute.

In measuring your Life Intelligence, you can reflect on and respond to the following questions:

  • As I review the course my life has taken, what have been my greatest accomplishments?
  • In listing these accomplishments, what do I notice about who I am?
  • What are the strengths I have exhibited?
  • What are the gifts I have brought to different situations?
  • How have my actions impacted on the lives and circumstances of others?
  • Where, in the day-to-day experience of life as it is today, are these gifts and strengths being expressed?
  • What have I learned along the way and how am I applying the lessons?
  • Am I fully aware of the difference I am making in my work, for my family and friends, in the way I choose to live my life?
  • In what ways do I acknowledge myself for all that I am being?

You can see from these questions that LQ invites you into a new level of self-awareness, an in-depth view of the truth of who you are being and the impact you are having on your immediate environment. Note however, that this noticing is intended to be a celebration of who you are not a put down. The goal is to acknowledge yourself and to intelligently see yourself with new eyes.

There is much focus today in creating workplaces where employees can thrive, grow and learn. As a coach and organizational consultant, I know the difference that an organization’s environment can have on employees just as I recognize the effect the environment has on production and profitability.

At the same time, it is important to recognize each person’s internal environment and ask the question, “Am I creating an environment within me that allows me to thrive, grow and learn? Do I see my own inherent value and worth? Do I appreciate and acknowledge the contribution I make everyday?” Imagine the power of having both, an internal environment built upon your ability to acknowledge your self-worth married to an external environment which encourages you to contribute and expand.

Assessing your LQ forces you to examine what your life means, to remember your stories and personal successes, to consider how you want to continue to contribute and be remembered, and to become clear on what, if anything, you want to change.

You have a choice. If your life has not been lining up exactly the way you want it to at this point in your career, it may be indicative that you have some how lost your way, that perhaps you have forgotten who you really are. This is an important assessment to make for it is never too late to shift directions. Now is the time to become clear on what is perfect for you and to take attractive actions to forward the movement on the life you want to attract. What are you waiting for? The only person who can create an internal environment which allows you to thrive, learn and expand is you.

 

Know Yourself

The following options offer you the opportunity to complete you own Life Quotient Assessment. Remember, whatever you choose, the goal is to see yourself objectively and to celebrate who you are and who you are becoming.

Psychometric Assessments: Although some coach-consultants suggest that the field of Personality Theory is superficial or possibly ego-based, I view these assessments as an opportunity to develop an objective awareness of self. The assessment I recommend and currently use with my clients is the Lumina Spark Portrait which highlights your 24 qualities or strengths. (For more information go to http://www.roadsigns.ca/products/lumina-portraits-2/ )

Lumina_Logo_Spark_10cm

Life Review: Take the time to look back over your life. Create a list of as many of your great accomplishments you can think of. Consider events that occurred throughout your life, in childhood and adulthood, in play and in work, with colleagues, friends and family. Identify as many as you can.

Next, choose three of these accomplishments, those which were especially meaningful to you, the events that give you that connected feeling inside, that give you a sense of completion and excitement, that bring a smile to your face and create joy in your heart. Write a paragraph or two about this accomplishment. Create a factual account of what happened, step by step, about each of these three accomplishments.

Finally, share your three stories with someone who cares about you. Ask them to listen deeply and to notice what gifts, strengths or talents are evident in your account of this special time. Once you are finished with your sharing, ask them what they heard. Write down all that they offer. Do not judge their comments. Notice what shows up.

Acknowledgment: Take the time to notice what types of feedback you have been receiving from others, both family members and co-workers. Specifically note that feedback which is complementary. Now notice how you respond to complements. Do you simply thank the giver or do you offer some self-deprecating response?

If your response is typically of the self – deprecating style, shift gears and simply thank the person. Secondly, repeat the compliment to yourself, as if you were initiating it. It goes like this, “I acknowledge myself for…”. The goal of self-acknowledgement is to reinforce your ability to see the difference you make and what you contribute to specific situations.

An Hour of Prime Time: One of my favorite all time questions, as coined by Gregg Levoy in his book Callings is as follows: If you were given one hour of prime time (on TV or radio) what would you speak about?

This question came to light again in the book, The Last Lecture,  by Randy Pausch. Randy was dying of pancreatic cancer when he was invited to give the last lecture, an annual tradition at Carnegie Mellon University. Because Randy was aware that he had little time left, he chose to approach his lecture on what he knew for sure about life and what he wanted to impart to his students as well as his three young children. He understood that this was his hour of prime time and his teaching legacy.

Given the same challenge, what are your thoughts on life? Prepare and give your last lecture. Have someone videotape it for you. Share with your audience, real or virtual, what your life has stood for, what you have learned and what lessons you want to impart to them. Then take the time to view the tape – what becomes clear to you about you? This is your legacy on tape.

The World is your stage

Adapted from ME FIRST – If I Should Wake Before I Die (2009) and the ME FIRST Playbook (2011), by Betty Healey (http://www.roadsigns.ca/wp/products/)

 

Until next time,

Betty

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Four weeks ago while browsing through Facebook I came upon a TEDx talk by fellow Canadian Drew Dudley entitled This Game has No Winners. The fifteen minute presentation not only had an impact on me, it validated my personal beliefs and the work we have been doing with organizations.

In his talk, which I invite you to watch (see link below), Drew talks about the education system we have been raised in and how we have been cultured to not challenge the ‘truths’ we are taught, nor the rules or perspectives that are downloaded to us. These so called truths and rules form what I refer to as the IBSC (better known as the Itty Bitty Sh—- Committee), that choir of critical voices that sings in our ear and tells us how we are expected to play in the world. We teach our children that life and work is a game, that there are winners and losers, the great competition and the fight for resources. It is a scarcity rather than an abundance model.

The symptoms of this game are all the things we complain about in today’s world: greed, jealousy, bullying, empire building, spiritual dis-ease, lack of meaning, and more.

Many of us believe that there is another way. The what if is, what if we chose not to play this game? What if collaboration, understanding, and yes, LOVE, were the more powerful and potent tools. What if rather than beating the other guy down we endeavored to simply Add Value! What if we lived our lives through our compelling ‘WHY’, our sense of purpose and how we chose to serve the world? Same or different?

As Drew stated in his talk, there really is only one goal to strive for in life:

I will add aim to add tremendous value in every single interpersonal interaction in which I am a part of.

I will strive to give someone something they didn’t even know they needed or wanted.

…this is a matter of no longer asking what we need to do, rather asking who we need to be

(and to choose) to be the type of person who allows the people around me to shine brighter.

Drew Dudley

 

(To view this TEDX Talk go to http://youtu.be/d02UlBC3knw )

In the last two years we have focused our work on Conscious Communication, developing your communication intelligence. This has two fronts, one internal and one external.

The internal front addresses those conversations you have with yourself and asks if these conversations are uplifting or diminishing. It requires listening in on the IBSC to assess the messages that are running in your head and what you are feeding yourself. Are you telling yourself the truth? Are your messages driven by ‘them’, all the voices which told you the rules and expectations? Is your internal conversation intelligent? If it does not lift you up, it isn’t!

The external front addresses your relationship with the world, friends and family and work colleagues. It begins with self-knowing and acceptance which then allows you to see others and how they are similar or different. Communication Intelligence or CQ teaches that life is about understanding and working with diversity, learning about, celebrating and embracing your personal strengths as well as the strengths of others. It teaches that the approaches others take in their communication to us are not about us, they are about the individual speaking. Hence it teaches how not to take things personally. Of course the ultimate vision is collaboration and adding value.

I invite you to examine both your CQ as well as the value you add to every conversation and interaction. This might just be the new start you need….

For more information regarding Conscious Communication go to www.roadsigns.ca.

 

Until next time,

 

Betty

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In a great article posted today through the Gallup Organization, the latest research shows that the best way for people to grow and develop is to identify how they most naturally think, feel, and behave — their talents — then build on those talents to create strengths, or the ability to consistently provide near-perfect performance. The article recommends the following:

Managers and leaders can take these steps to help employees use their greatest talents and build a strengths-based organization:

  • Don’t assume that employees know their strengths. People often take their most powerful talents for granted or may be unaware of them.
  • Find ways to apply strengths in a team setting to achieve common goals. Help coworkers learn and understand each other’s strengths and how their talents complement those of others on the team. Consider posting employees’ top five themes in their offices or cubicles.
  • Use team meetings to help team members deepen their understanding of the strengths approach, and assign team projects based on employees’ strengths.
  • Help employees align their greatest talents to the expectations and responsibilities of their roles.
  • Incorporate strengths into performance conversations and reviews, and help employees set goals based on their strengths.
  • Create a community of strengths advocates and champions to act as internal experts who help everyone in the company use his or her strengths. These people will help with initial launch efforts and sustain those efforts through the entire company’s strengths journey.

The first point holds true from our experience. When working with coaching clients we find that few people truly understand their strengths. This can be a liability in terms of working from their best place as well as when they choose to transition to a new position. To facilitate the identification of preferred qualities/strengths we are using the Lumina Learning Spark Portrait, http://www.roadsigns.ca/products/lumina-portraits-2/, both for assessment and coaching purposes. Providing individuals with a detailed 40 page profile of themselves, which highlights their preferred qualities or strengths, provides and active and dynamic coaching and development tool. In our early work related to creating strength-based work cultures, this has been the essential first step.

to read the full Gallup article go to http://businessjournal.gallup.com/content/167462/employees-strengths-company-stronger.aspx?utm_source=alert&utm_medium=monthly&utm_content=heading&utm_campaign=syndication#2.

Until next time

Betty Healey
The roadSIGNS Coach

 

 

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Introduction
Over the last four years, roadSIGNS has been working with one of our clients as a beta group to understand the impact organizational leadership can have when they develop their employees differently. Rather than focusing constantly on areas for development, usually based on perceived weaknesses, our question was how can you identify individual strengths and leverage these to develop and promote staff. We are now is the process of expanding this work to other clients and as we do so are in the process of developing a toolkit for assisting clients in implementation.

As a result, I have decided to dedicate the roadSIGNS Coach to this discussion in the upcoming months. It is intended to be a discussion and an exchange. Your questions and comments are most welcome. And now….

The Case for Creating a Strengths-Based Work Culture

While there are many levers for engaging people and driving performance….
the master lever is getting each person to play to his strengths.
Pull this lever, and an engaged and productive team will be the result.
Marcus Buckingham, Go Put Your Strengths to Work

 

In his book Go Put Your Strengths to Work, Marcus Buckingham points out that while individuals have been taking the time to identify their strengths over that last two decades, few individuals are doing anything with this knowledge. It seems that we gather information but fail to apply it. It is possible that this lack of integration and application to day to day life/work is related to the absence of the necessary tools and coaching to facilitate this.

Over the last four years our organization, roadSIGNS, has focused on building a strengths-based work culture with our clients. We did not embark on this journey because it was ‘cutting edge’, it simply made sense to us. We were introducing our clients to a variety of tools which assessed individual strengths as part of our coaching/consulting process. Our question was and continues to be, ‘How can this knowledge be put to good use in support of the organizations goals and objectives?

We dove in, learning as we went, partnering with our clients to understand how to implement the strengths-based work culture and making adjustments as we went along.

Today, we are still learning. To date, our clients have experienced a number of shifts within their organizations including:

  • Clarity regarding their compelling ’WHY’ and rallying staff around this cause
  • Enhanced hiring strategies
  • Improved staff retention
  • Improved staff engagement and commitment
  • Enhanced productivity
  • Increased organizational flexibility
  • Better matching of individuals strengths and work requirements

The Research
As we dipped into the research literature regarding strengths and integrating strengths as part of a strengths-based work culture, we were surprised to learn that this area has not been well investigated. Most of the relevant research evidence is sourced from the Gallup organization and the field of Positive Psychology.

Harter and Schmidt (2002) reported that employees who have the opportunity to do what they do best every day, that is work from their strengths, are 44% more likely to succeed in engaging their customers. If these individuals are managers they are also more likely to retain their employees and enhance overall productivity.

Organizations that offer their employees the opportunity of assessing their strengths, without any further interventions such as coaching, are still ahead of the game. Asplund (2008) reports that employees are 12.5 % more productive, that their organizations are 9% more profitable and that staff turnover is 15% less than organizations, with no strengths assessments.

Clifton and Harper (2003) found that managers who built on the strengths of their team members were 86% more successful than managers who did not. These managers were also more likely to invest time in coaching their staff, matching talent to tasks, and rewarding strengths rather than seniority when making personnel decisions.

Outside the work environment, there is evidence within student populations that students whose strengths and talents were identified perceived they had more control of their academic futures than students who did not know their strengths or talents. In addition, students who actively develop their strengths are more likely to set learning goals and have a growth mindset. (Louis, 2008)

Additional research from the literature related to the Via Character strengths, suggests that engaging one’s strengths leads to increased happiness (Gander et al, 2012), leads to a higher sense of well-being (Forest et al, 2012), helped individuals overcome obstacles (Elson and Boniwell, 2011), increases vitality and self-esteem (Wood et al, 2011), and improves progress toward goals, independence and competence (Linley et al, 2010).

Now What
With our experience to date and the support of the research to date, we believe that creating work cultures which build on the strengths of individuals, creates a strong organizational foundation. Marcus Buckingham noted that the greatest asset of organizations is not their employees, rather the strengths that those employees possess.

While creating a strengths-based work culture is, in our view, common sense, the practice is not pervasive. Typically employees are given their annual report card called performance review and while they may excel in several areas of performance, typically the conversation turns to areas for improvement. These are viewed as weaknesses.

We are not here to suggest that these areas should not be identified. We are here to suggest that the approach and the performance review methodology can improve significantly by working from a strengths-based platform.

Until next time…

 

Betty Healey, MEd.,
Facilitator, Teacher and Coach

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Average is Over Over a period of three days, January 20th through 22nd, I had the great experience of attending the Cannexus National Career Development Conference in Ottawa. Although not specifically in the career development field myself, I felt this was an opportunity to learn what was going on and how our work with creating strength-based conversations might overlap. The opening keynote by Rich Feller on a Life Re-Imagined was a great start. A number of his comments resonated with me:

  • Average is over
  • There is a world of opportunity out there if you know how to engage it
  • Our ability to be excellent is reliant on our ability to be high in imagination
  • If we are uncommitted to learning we will struggle
  • It’s a great time to be an entrepreneur, and more.

It was his comment that there are two types of work cultures: HIE’s (High Imagination Enabling) and LIE’s (Low Imagination Enabling). This led me to thinking about the factors that would contribute to developing HIE work cultures and how this is related to the work we are developing around Creating Strength-Based Work Cultures. I asked myself, how can a work culture be high in imagination if it does not understand what it already has in terms of resources. Imagination is stifled in many work cultures as people, managers and employees get stuck. They are accustomed to operating in a certain way and have lost or ignored their ability to re-frame situations and opportunities and move forward.

This short video is a humorous and poignant example: http://search.tb.ask.com/search/video.jhtml?searchfor=stuck+on+the+escalator+film+clip&cb=HJ&pg=GGmain&p2=%5EHJ%5Exdm005%5EYYA%5Eca&n=77fd7b74&qid=79b22bcbe11c4f1d8b1891a8eee288a3&pn=1&ss=sub&st=hp&ptb=573BA7D8-CF70-407E-BE32-FF3A869C9375&tpr=sbt&si=CMqjsbbJiroCFYZaMgoddmEAYQ&vid=VrSUe_m19FY

One of our favorite questions to ask ourselves and others is simple, ‘what else is possible?’ I have learned that this question makes people nervous as it forces them to take off their goal oriented blinders and to check their peripheral vision. While most people know that if you always do what you have always done, you will always get what you always got, they hesitate to change it up. That said, how will they survive? If average is over, what steps will people and organizations have to take as success in the future is re-defined. Careers, as we know, are no longer a linear path. Dr. Feller suggested they are more like a ‘slinky’, flexible, energy moving in both directions, easing your way through career transition.

 Slinky

Again, as I examined career transition, and how each individual approaches this, I considered the benefits of self-knowledge and knowing what makes you ‘tick’. Looking through the lens of my own experience, and I was not a typical baby boomer as I transitioned careers several times, I recognize that my approach was less than informed. I simply jumped from one job to another succeeding in having 14 positions in my first 17 years of work. Not ideal. What if I had worked with a professional who could help me assess my future choices? What if I could have seen myself through the lens of my strengths in addition to what engaged me? Would I have made different choices? Recognizing these trends, that average is over, and that imagination is key, how does one approach life and work? In his book Being a Star at Work, Robert Kelley suggests the following:

  • Bring added value to your job every day and go beyond the job description
  • Tap into ‘guru networks’ – know what you don’t know and where to find it
  • Have organizational savvy – promote cooperation and move from conflict to getting things done.

Needless to say, a key to thriving in the work of the future will be internal motivation. The era of finding a job for a lifetime and expecting your employer to provide all the perks and opportunities are disappearing. Related to this is the knowledge of what you are good at, what your strengths are, where your interests and passion lies, and how you want to make a contribution. Daniel Pink summarizes by stating that better performance will hinge on:

  1. Autonomy: an urge to self-direct one’s career
  2. Mastery: a desire to get better and  a commitment to lifelong learning
  3. Purpose: a yearning for something greater than what is

All of this leads me to believe that the idea of self-knowledge, of assessing, naming and knowing your qualities/strengths is an essential ingredient. I see strengths as a foundation upon which to build your ‘what’s next’, choosing the direction in which to go, understanding the learning that supports your strengths and engaging the best of who you are in your inner sense of meaning.

WOW! Thanks to Dr. Rich Feller for his enlightening presentation and for light me up!

For more information regarding assessing your preferred qualities/strengths, go to http://www.roadsigns.ca/products/lumina-portraits-2/

Until next time….

Betty

Join us for Living from your Strengths, http://www.roadsigns.ca/upcoming-retreats-events/coaching-circles-retreat/,   a one-day retreat designed to help your assess your preferred qualities/strengths, to be held Saturday, February 15th, 2014. Follow the link for details.

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Your child or teenager comes home from school and presents his report card to you. You review the list of subjects and note the grade assigned to each one: English – A,  French: B+, History: A, Science: C, Math: F. In the following minutes you discuss the results with your child. What do you focus on?

According to Marcus Buckingham, author of GO, Put Your Strengths to Work, more than 70% of parents will zone in on the F grade, ignoring the decent to great marks in the other subjects. It seems that we are programed to focus on weaknesses rather than strengths.

I am sure that most of you have been on the receiving end of this flawed assumption. In an interview recently with one of my clients discussing the annual performance review, they admitted that little time was given to successes and accomplishment during the review process. Time was dedicated instead to what did not happen and the weaknesses they believed the employee needed to address.

Building a Foundation

Imagine building a house or any type of structure using the same principle. Basically the foundation of human development is being built upon the premise that weaknesses must be addressed and strengths taken for granted. If this were a house, what kind of foundation would that be? Would you want to build on a weak infrastructure or would you choose to build on something strong, resilient, secure and so on.

A New Paradigm

In the work we are introducing to organizations and to individuals, we are convinced that building on strengths is the way to go. Buckingham suggests that there are three myths associated with personality and living from our strengths:

Myth #1: As you grow your personality changes.

Truth: As you grow, you become more of who you really are.

That doesn’t imply that you don’t change and grow at all, this simply means that you are born with the personality you have, and with that your innate strengths. Over time what may change are your values, your beliefs, and even your behaviors, the result of your personality gaining life experience.

 

Myth #2: You will grow the most in your areas of greatest weakness

Truth: You will grow the most in your areas of greatest strength

New medical research is actually showing that those who focus their development from their weaknesses are prone to chronic pain and other illnesses. Spending time investing in your strengths however, keeps you engaged, inquisitive, resilient, creative and invested in your learning.

 

Myth #3: A good team member does whatever it takes to help the team.

Truth: A good team member deliberately volunteers his strengths to the team.

We are taught that we must be all things to all people. This is sure to burn you out. A great person or team member is not well-rounded, a great team is. A great team is well rounded because each member comes to play from their respective strengths. It is not your job to be all things.

Lumina Circle

Final Word

If you are feeling disconnected from yourself in any way, chances are you have invested a lot of time addressing your weaknesses. This is not a criticism of you. In all likelihood, you were told you had to, by a parent, a teacher, a colleague or a boss.

Guess what – it’s time to change the conversation because trust me; it is time to start investing in building a strong foundation for your inner house. Find a way to identify your strengths (we use the Lumina Spark Portrait for these purposes). Take a stand for them once they have been identified. Educate those around you, your colleagues, your manager, your family members, about who you are through the lens of your strengths. This is not bragging – it is stating a fact!

On the Mat 06

Take some courses that help you in invest in your strengths and engage them in doing your work, whatever that may be. And finally, address your least favorite activities by activating your strengths.

Each person is unique, possessing a cadre of strengths that defines who they are and how they play in the world. Wouldn’t it be amazing if each person played from their strengths while respecting the strengths exhibited by others? This is true collaboration.

 

What are your strengths?

 

Until Next Time….

Betty Healey

 

roadSIGNS is offering two programs in the upcoming weeks:

 

The Living from Your Strengths Coaching Circle: go to http://www.roadsigns.ca/wp/our-focus/conscious-communication-for-self-discovery/coaching/coaching-circle/, beginiing September 24th.

The Living from Your Strengths Retreat Day – Saturday, Nov. 23rd/13

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