Master Facilitator Journal | Issue #0147 | April 6, 2004 | 8,000 Subscribers...
 


Dear friends,

How often have you or your clients been very clear about the next action that needs to be taken, but we're immobilized by fear of perceived consequences? This week's article by Michael Angier, "Enlightened Leadership Sometimes Needs Illumination," encourges us to be catalysts for positive change in the companies we work for, even if we're not a leader. He explains how to challenge the status quo without risking too much and why it's better to stand up and speak your truth than remain silent and settle for average.

In this Issue:

FacilitatorU.com News

Feature Article: How to Help Your Company Become a World Class Company.

Present, But Not Accounted For: Our next one-hour tele-seminar with Susan Wilson:."Present, But Not Accounted For, happens this Thursday, April 8th at 1:00 PM EST.

Resource: Monday's Stink : 23 Secrets to Rediscover Delight and Fulfillment in Your Work, by Carl Dierschow.

FacilitatorU.com Self-Guided Teleclasses in Real Audio or Compact Disk: Click here to review titles available in this format.

If any of you have any interesting stories or experiences about facilitation, group process, work groups, team building, training, etc. that might interest our readers, please email them to us.

Have a great week!

Steve Davis
Publisher

 
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Intervention Skill
Enlightened Leadership Sometimes Needs Illumination
How to Help Your Company Become a World Class Company
The Point

Most people think real change in an organization occurs as a result of top-level leadership. This isn't always the case. Oftentimes, it's someone within the rank and file who stands up and challenges the status quo. Remember the old adage, "If the people will lead, the leaders will follow."
Application

Years ago I was the sales manager for company with about 30 employees. The business was struggling, and a management consultant had been called in to try and get things back on track. In one of my meetings with the consultant, I told him about some of the things that were going on that I didn't agree with. I explained that even though we were all encouraged to be open and honest, I feared that what I had to say might cost me my job.

His response was something I won't forget. He asked me if I really wanted to work for a company that said one thing and did another. He showed me that I really didn't have anything to lose.It was time to walk my talk. I could no longer hide behind the fear of losing my job. I had to speak my truth. I did, and I didn't get fired. And even if I had been, it would have been worth it.

Anyone can be the catalyst for change. Sometimes all it takes is a question. Sometimes it requires a brave person pointing to the dusty mission statement hanging on the wall and saying, "Does this reflect our purpose?" or "Is this consistent with our core values?"

Those responsible for the Enron and WorldCom scandals did not do their greedy deeds in a vacuum. Others knew something wasn't right and yet they remained silent. At the very least we all have a responsibility to report illegal activity. We also should work toward making our company a world class company.

Yes, it's true that it's risky. It does take courage. But like that consultant said to me, what do you really have to lose? Better to shake things up a bit than remain silent. It's easier to find another job with a company more in tune with your values than to treat an ulcer or high blood pressure. Besides, it's the right thing to do.

You can challenge with respect. You can question without being insubordinate. In so many instances, I've found that when just one person stands up for what's right, others step forward as well. A leader doesn't have to be elected or appointed. A leader is often just someone who cares enough to speak what's in the hearts and minds of others.

Sometimes leadership becomes enlightened by blinding flashes of the obvious illuminated by those in the trenches. And if management can't handle the truth, it's time to seek out new management.

My personal belief is whether you work for--or own a company--you want it to be something you're proud of. You want the time and energy you invest in your career to be worthy of the best that's within you. You want it to make a difference.

Average isn't good enough. You want to look back on your contribution with pride. Just putting in your time and collecting a paycheck may work for some people, but it shouldn't be sufficient for you. Stand up for excellence. Help your company become a world class company.

About the Author: Learn more about Michael Angier by visiting his websites at www.SuccessNet.org and www.WorldClassBusiness.com
to help you and your business grow. No-cost subscriptions, eCourses, memberships, eBooks and SuccessMark Cards available at www.SuccessNet.org and www.WorldClassBusiness.com, or email InfoPlease@SuccessNet.org.

Copyright 2004. Michael Angier.

Action

Pick a tip above and try it out this week in one of your future presentations or group meetings. Please
email us to tell us how it worked for you.
Facilitation Expert Series

Facilitation Micro-Skills Tele-Seminar: "Present, But Not Accounted For," featuring Susan Wilson, Facilitator, Speaker, Author and Founder of Executive Strategies, Inc.

Attend this one-hour tele-seminar with Susan Wilson and Steve Davis and learn...Specific Strategies to Build Curiosity, Commitment and Collaboration on Thursday, April 8th at 1:00 PM EST
(NY Time). Some of the points we'll discuss are...

How do you deal with the participant who have all the answers?
How do you handle participants who continue side conversations and disrupt the flow?
How do you deal with group members who don't believe in the team process, but who remain on the team?
How do you shift a group who's settled for the status quo and just tell you, "Well that's just the way things are," or "That's just the way he is"?
How do you handle group members who sabotage the good work done by others through bad mouthing and other negative behaviors?
What do you do with team members who don't prepare before meetings?
How do you assure that participants take away something of value from each meeting?
How do you handle participants with personal and/or political agendas who have no intention of shifting their ground for the greater good of the group?
And, answers to any questions you bring to the teleclass.

Four Free Bonuses!

1.GOMO® Audit. Get Over it and Move On (GOMO) is a proven 5-step system for acknowledging the issues that create obstacles in our lives…and for overcoming them!

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3. Random Acts of Facilitation Wallet Card. This handy little tidbit is the size of a business card and lists 25 Random Acts of Facilitation anyone can commit to further the results of a group. Great little resource to have handy at meetings.

4. Icebreakers. Three nice icebreakers exercises with a dozen or so variations that can be used to start a variety of meetings.

Click here for details about this interview, the bonuses, and registration.

Resource


Monday's Stink : 23 Secrets to Rediscover Delight and Fulfillment in Your Work,
by Carl Dierschow.

Are you sick of your job and feeling that you've lost touch with your career? In Mondays Stink! 23 Secrets to Rediscover Delight and Fulfillment in Your Work, Carl Dierschow gives a range of very valuable tips and techniques for taking control of your future. You can design the career you'll love by taking practical steps to develop a network of supporters, take care of your own needs, and deliver lasting value to your employer. Get your personally autographed copy from the author at: www.dierschow.com.

 
 
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