Let’s be real, some people are more conscious, mindful, and present than others. We can also say that some people are more stuck in their own world, narrow-minded, and struggle to connect with the present. For me, one way to describe the differences between these people is that some people are more “awake” than others. […]
This week, I start identifying the most common executive struggles that I have observed working with executive teams.
In this article, I want to explore what I believe to be the foundation of all four things that executives struggle with.
Over the next several weeks, I want to share examples of people I have worked or interacted with that are at different stages of their personal vertical development journeys.
The purpose of doing this is to help you:
Better see what vertical development looks and feels like
See the value of focusing on your vertical development
Be inspired, as I have been, by the courage of others who are letting go of who they have been and embracing an elevated version of themselves
I see an intriguing riddle with leadership. Let me give you two observations from my consulting and research: I have yet to meet a leader or boss who does not want to have a positive influence on the people they lead Past research points to the conclusion that the majority of leaders or bosses are […]
Have you ever wondered what sets apart great people from not-so-great people? What developmental psychologists have found is that the difference between great people (people we admire) and no-so-great people (people we don’t necessarily admire) is how vertically developed they are. This is another way of assessing how cognitively and emotionally sophisticated they are. Unfortunately, […]
Whether we realize it or not, our mindsets (the mental lenses that we use to view the world) are foundational to everything we do. For example, how do you typically react to constructive criticism? When I ask this to groups, most say that they get defensive (or some variation of that). But, there are some […]
Why are leaders commonly villains? They have some fears and insecurities that cause them to act in ways that are fully justified to them, but are actually damaging to those they lead.
Fear is the root of dysfunctional leadership. I hope by reading this, you have awakened more to that reality; which, in turn will help you: (1) become a more effective leader, and (2) abolish fear from your culture so that your leaders and employees can be at their best.