Freedom

Seven Keys to Unlock Your Authentic Power

1.    Do not hold others responsible for your feelings, actions and circumstances.

·         Your life is created by you and your script.

·         When you blame, you give up your very power.

2.    Do not  compare yourself to others and stop “beating yourself up”: 

·         We are all unique but equal in spirit.

·         We are not below or above others.

3.    Do not seek personal glory and approval from others.

·         It will be a stumbling block and limit your full potential.

·         Be true to your authentic self and give up the need for approval.   

4.    Do not deny your feelings and emotions. 

·         Blocked energy will make you sick or cause you to over-react, sooner or later.

·         Repressed feelings drain your energy and keep you stuck.

5.    Do not withhold your full self expression. 

·         It is fear that blocks your expression of who you are.

·         When you hold back, you limit yourself and others.

6.    Do not feed your ego with external things—it is insatiable.

·         Let go of the need for external props.

·         Only connecting to your inner spirit will satisfy you.

7.    Do not resist fear or inner pain —go through it.

·         It is a messenger from your soul, offering you healing.

·         The resistance is the source of your pain--not the situation.

www.dannabeal.com

© Copyright by Danna Beal, 2001

I would like to dispel a myth and expose a great deception occurring in our country, both in businesses and government.  What looks like power is often not authentic power!  What we see in many leaders today is actually an artificial attempt to appear powerful.  Many people today are masquerading as leaders, when in fact; they are operating from insecurity and fear.  Sometimes it is helpful to understand authentic power by looking at what is not power. The traits of artificial power are:

• A need for external props to validate a powerful image.
• Decision making that benefits a few at the top rather than all people.
• Arrogance and grandiosity.
• Lack of compassion and understanding for others.
• One-upmanship or overcoming other people.
• A need to be right and have all the answers.

The workplace today is uncertain at best and too often permeated with insecurity, power struggles, ego drama, gossip, discrimination and fear.  Research indicates that people who are unhappy at work don’t work productively or creatively, don’t refer business, and don’t provide good customer service. In addition, dissatisfied employees are not loyal, leading to high turnover.

A huge unrecognized cost occurs when leadership does not operate from authentic power.  Providing a healthy, emotionally satisfying workplace environment is good business.  Employees who are honored and respected operate with integrity, creativity and commitment.  My audiences all over the country, from all industries, and at all levels describe the lack of integrity, honesty, respect and compassion occurring in their workplace.  The problem is critical and people are crying out for a change. That energy drain on human potential hits the bottom line.

Authentic leadership cannot be feigned or contrived.  The very essence of authentic leadership is that it is genuine. You cannot fake authenticity.  If you look at the traits possessed by great leaders who span the test of time, you will see they have the qualities that are quite different from the artificial leaders.  Here is a toolbox for leaders who want to be truly great leaders and also achieve powerful levels of success:

1. Honor the spirit in yourself and that same spiritual essence in those you lead.

A true leader recognizes the inherent power in those they lead. When leaders believe they are superior or special, they have fallen into a trap of the ego. Respecting the soul of each individual is a fundamental principle of authentic leadership. Seeing the equity in all people with unique and various talents is the cornerstone of powerful leadership. Understanding that each person is part of a synergistic whole is the basis of teamwork and cooperation. Authentic leaders know that all people are equal and they, therefore, operate from a genuine level of humility. 

2.  Give up the need for external validation and accolades.

Too often business owners and managers are more interested in drawing attention to themselves and their accomplishments than those they are leading.  This most surely comes from insecurity and a need to bolster their own ego at the expense of their employees.  At a recent workshop that I conducted for a very successful company, the owner, founder and chairman of the board described how he discovered a magical formula early on in his career.  He said he learned to never take credit for success or accomplishments of his company, and instead, always gave recognition to the managers and employees.  When he did that, he said his financial success soared.

Unfortunately, I often see leaders of companies using dishonorable strategies to produce business and increase profits: i.e. high pressure marketing, slick campaigns, fear and intimidation with employees, tricky gimmicks that confuse customers, false claims, padding fees, etc. Long-lasting success will never be achieved by these methods, as Enron, Imclone, etc. have demonstrated to us so loudly.

3. Invite contribution and even criticism.

Most people actually want to do a good job at their workplace.  Part of job satisfaction is the inner knowledge that one is contributing and making a difference.  I have seen all kinds of ego-driven leaders squelch the enthusiasm of the employees by not listening to them or even discouraging feedback from employees. 

The source of this arrogance is actually a lack of self worth.  Often leaders are afraid someone will outperform them and show them up in the workplace.  When they limit the contribution of the employees they inhibit the full potential and unlimited source of new ideas that would truly benefit the company. 

Being defensive to new ideas or suggestions is the tell tale sign of artificial leaders.  Their egos are so fragile that they cannot receive information without feeling it says something about them and their inadequacies. Ego-driven management is hurting employees but is also limiting the success of companies.

Receiving feedback and even criticism can lead to positive changes that will create greater success.  Being able to be wrong and to be open to new and better ways to do things are characteristics of authentic leaders. 

4. Delegate in the true spirit of recognizing the inherent abilities of others.

Delegating is not giving others duties that you don’t want to do (or that are beneath you.)  It is giving responsibility to others and then trusting their innate capacity to perform the tasks, not only as well as you, but perhaps even better than you.
Consider the possibility that when you judge someone as less than you, that you are actually limiting their potential, especially if you hold a position of perceived power over them. 

Teachers understand that what you expect is often what you get from students.  Studies have show that underachievers excelled when the teachers were told that the students were high achievers. The teachers, unconsciously expected better results from the students, and those students met their expectations.

5. Be courageous enough to practice self-reflection.

Self reflection is a process of following the inner path to one’s deepest self.  It means facing your own fears and weaknesses.  It also means accepting yourself and having compassion and respect for your humanness.  When you can accept your own inadequacies instead of denying or resisting them, you open the door to self-improvement. You are also able to feel compassion for others when you practice having compassion for your self.

Introspection leads to strength of character and gentleness of heart. Leading with integrity requires alignment with your inner soul. It means taking the high road even when it is difficult. Do you take the time to truly look within?  Taking quiet time and small mental retreats with yourself can help expel negative energy and clarify your thinking.  Great leaders take time to listen to the voice of their own inner counsel.

6.  Be fully and completely responsible for your own actions and feelings.

People wear masks and play roles to hide their inner fears. The ego is like an actor, playing out an image that it believes is necessary to be safe.  Fearing exposure, people then use strategies such as blame to take the focus off themselves. Lack of acceptance and feelings of unworthiness lurk beneath the surface of all ego strategies. Projecting and accusing others of wrong doing temporarily relieves the individual of pain but intensifies the drama in the workplace.

I have seen so called powerful leaders berate and humiliate others, often even throwing childish temper tantrums.  This acting out is not only demoralizing for employees; it inhibits everyone’s inspiration, ingenuity, productivity and the company’s success. Projection and claims of self-righteousness are the biggest problems in organizations. When leaders blame and discount others, these behaviors and attitudes filtrate through the organization and onto the customers.

To observe glaring examples of artificial leadership, just watch a political campaign or public discussion by government leaders where behaviors such as finger pointing, false accusations, scapegoating, justifications and power struggles are clearly depicted.

Accepting responsibility without excuses, denial or blaming others is the hallmark of great leadership.  Only authentically powerful leaders are able to do this. 

7. Make Decisions that Benefit All People

Collaboration and teamwork produce unlimited possibilities.  This “group will” is very powerful and creates opportunities that no one person could possibly achieve.  As an authentic leader, it is important to guide a team and arrive at decisions that are for the common good of the organization. 

I have had CEOs ask me, “How can I get people to buy into my vision?”  Employees will fully support a vision that rewards all employees, not just those at the top.  The question to ask, when making any decision is “Who benefits from this decision?”  If only a select few benefit, then it is a decision based on meeting the ego needs of a special group. The power of a common vision is that it bonds individuals and inspires and motivates the employees. “Group will” is a force that can achieve incredible results.

These steps are part of a “Personal Restoration Plan”—that of restoring ourselves to our inner spiritual greatness.  Following this plan will guide you to the highest levels of personal evolution, as well as enlightened leadership.  Enlightened leaders create opportunities that are boundless for themselves and those they lead.

Danna Beal is a Seattle area consultant, author, workshop leader and conducting keynote addresses all over the country on Healing the Workplace Culture.  She can be reached at:
www.dannabeal.com
danna@dannabeal.com
425-467-8214

Permission to reprint this article is granted with acknowledgement of contact information.

In these uncertain and seemingly, unsafe times, kindness is sometimes in short supply.  I believe that when we operate from the principles of Universal Love, we have a better life for ourselves and we bring happiness to others.  I wrote this on October 26, 2001 and would like to share it here.

UNIVERSAL LOVE   

These two things—let it be known:

Ego strategies and neediness block the very love you so desire. Universal love is the source of everything. Universal love is the power that sustains all life.

Love in its purest form shines away all doubt.

It strengthens your resolve.

It confirms your intentions.

It spreads far and wide.

It limits nothing. It controls no one.

Love builds hope and faith. It fortifies your strength.

It increases your intensity.

It provides comfort.

In its purest form, love flourishes in spite of uncertainty.

It dissolves all fear.

It moves mountains.

Love is the very reason you exist.

Love eliminates no one but shines on everyone.

It paves the way for a smooth journey.

Love abandons no one.

It creates opportunities that lead to fruition.

It is both practical and masterful.

It does not shrink or cower in the face of obstacles.

Love cuts through the clouds of confusion and clears all interference.

We need to envelope the world in love.

Love radiates peace and joy.

Love multiplies and amplifies all your efforts.

Give up your worries and concerns.

They limit your power and energy.

Love is patient and enduring.

Be joyful and what you need will follow. Not the other way around. The world believes you will be happy when you get what you need but this is not true.

Your needs and desires will be met.

Trust in that.

Employee Disengagement:  A Global Epidemic

A November, 2005 study  by consultants Towers Perrin, a global professional service firm, found that while many people want  to contribute more at work, the behavior of their managers and culture of their organizations are actively discouraging them from doing so.

The study, the largest of its kind, was carried out among more than 85,000 people working for large and midsize companies in 16 countries on four continents.

They found that 55% of US employees are passively looking for new jobs.  This means they are not engaged at work and are vulnerable to other offers.

It shows that there is a vast reserve of untapped "employee performance potential" that could drive better financial results if only companies could tap into this reserve.

Health Care Workers do not have confidence in senior management.

In their survey of 5,424 employees in the U.S. health care they found most disturbingly for health care institutions, that health care workers do not have confidence in senior management. Only 43% say that senior management is sincerely interested in employee well-being, the number one driver of health care employee engagement. What's more, 37% say that senior management sees them as just another part of the organization to be managed, and 15% say that senior management treats them as if they don't matter. Further, only 40% believe senior management communicates honestly and openly.

The Conference Board

The continuing failure by organizations to manage people as individuals rather than employees is undermining the effectiveness of the American workforce and leading to widespread employee disengagement.

What's more, according to market information group TNS and The Conference Board, managers are not prepared to effectively meet the major challenges presented by the future American workforce while remaining globally competitive.

Drawing on the results from recent surveys and data from the U.S. Bureau of Labor Statistics, they argue that the new American workforce will be one of polarized skill levels, diversity, and disengagement.

Gallup Poll Conclusions on Engagement of Employees

Research published by Gallup and others has shown that “engaged employees are more productive employees. The research also proves that engaged employees are more profitable, more customer-focused, safer, and more likely to withstand temptations to leave. Many have long suspected the connection between an employee's level of engagement and the level and quality of his or her performance. Our research has laid the matter to rest.”

Cost of Turnover:

 American Management Association-The cost of hiring and training a new employee can vary from 25 percent to 200 percent of their annual salary.
Other costs:
 -Customer service disruption and loss of sales.
 -Low morale.
- Burnout/absenteeism among remaining employees.
- Loss of experience, continuity, and “corporate memory.
 -Waste of time and energy in emotional drama.

The Solution

Rebuilding relationships in the workplace is the only solution for this epidemic.  My workshops and keynote addresses bring clarity to the complex web of relationships in businesses everywhere and how to shift the workplace from a competitive, disengaged environment to one of trust and cooperation.  For more information on booking me for training, or keynotes, 
visit www.dannabeal.com. 

I love to hear from you, either in comments or at my email address danna@dannabeal.com.
Best always,
Danna

Healing the workplace culture is a process that I believe is starting to unfold.  The old business model of fear and internal competition is causing organizations to take a second look at how they are creating environments that deplete the energy of employees.  Losing employees who no longer want to deal with the dissension in their jobs is costly, in terms of processes, recruiting and retraining.  It also hurts morale. 

Lesley Taylor, Vancouver, BC, shares in her blog, insights and information about healing the workplace. Her blog is http://healingtheworkplace.wordpress.com. She also has a coaching website at
http://www.lesleytaylorcoaching.com.  Join with us in helping bring about a shift in the workplace culture.

You might also be interested in joining an organization that connects people and organzations who are working toward bringing spirit to the workplace.  It is:  http://www.spiritatwork.org.

As always, I appreciate your comments and if you have other suggestions for resources, please let us know.
Danna
www.dannabeal.com

How's the spirit where you work?  Do you feel empowered and that your work makes a difference?  Do you contribute from your highest potential?  Would workplaces have more loyalty, retention and better customer service if they improved the level of trust?  How can we make the workplace better if we don't first acknowledge the state of the current atmosphere?

I would love to hear your thoughts and comments.  Just click on the "Add a Comment" link at the end of the quiz on this page, or you can email me at danna@dannabeal.com.

Does Your Workplace Drama Need a New Script?

Take This Quiz to Find Out:

All the world is a stage—including the workplace.  At work, the story being played out eight to ten hours a day, five to six days a week, has all the elements of high drama: protagonists and antagonists, motive, lot, conflicts, conspiracies, climax and so on.  Answer the following questions to find out if your office script could use a rewrite.

 1.  Gossip is occurring at all levels in the organization. T__ F__

 2.  Management rarely shows appreciation or encourages new ideas. T__ F__

 3.  There is an atmosphere of secrecy and hidden agendas. T__F__

 4.  Workaholism  is not only accepted, but encouraged. T__F__

 5.  Competitiveness, rivalry, and power struggles are common. T__F__

 6.  Individuals and departments protect their turf.  T__F__

 7.  Discrimination, though veiled, is present (sexual, racial, age, weight). T__F__

 8.  Lower-level workers walk on eggshells around management. T__F__

 9.  Dishonesty and lack of respect are occurring. T__F__

 10.  Preferential behavior and favoritism are common. T__F__

 11.  Criticism, rather than support, is the norm. T__F__

 12.  Open and honest communication is rare. T__F__

 13.  Leaders/managers act superior to other employees. T__F__

 14.  Insecurity and fear of job loss are occurring. T__F__

Scoring:

0-3  Your workplace is functioning at a high or reasonably high level. Some issues may need improvement but the overall work environment is conducive to success.

4-8  Your workplace is in need of improvements and is not empowering the individuals that help the organization work at its top level.

9-12  Your organization needs a complete restoration plan.  This environment depletes the energy of everyone and will not survive long term.

Danna
www.dannabeal.com
danna@dannabeal.com

Fear, blaming, attacking and holding a ‘gun” at someone else gives the one doing it a false sense of superiority, a feeling that they are above the source of the threat of destruction.  The pain they cause in others is not felt when they are in the attack mode.  But this sense of triumph is short-lived because another enemy will show up.

Emotional assaults are occurring every day at every level in the workplace and the world.  The prognosis for this ongoing dysfunction is not good.  It is an unending process leading to the deep lack of self esteem.   Self worth will never be found in perpetuating drama.  

What can you do to help heal the workplace?  The only remedy is to stop reacting, attacking, defending, blaming and fearing to look at your own wound.  Who is the source of pain? Why do you allow the attack and, most of all, why do you believe them?

Danna

Rivalry in the workplace feeds on fear and insecurity and is accelerated by the desire to be recognized or appreciated. Few can withstand the discomfort and pain of being criticized, attacked and blamed—the literal sense of being stabbed and deeply wounded.

The pain is then absorbed into negative emotions creating physical illness, addiction or deep morose.  Attempts are made to expel the pain by blaming, attacking or lashing out at another leading to great rivalry, competition and jealousy.

This rivalry we are seeing in dramatic proportions in the workplace stems from childhood pain that needs to be released by facing and experiencing it—the very thing that most people avoid.  This avoidance of understanding themselves at a deep level, occurs because they are afraid of opening up a dirty secret—they are not worthy.   It takes so much energy maintaining this wall of protection and image of strength, because it is false. 

Next week I will talk about how each of us can face our inner fears and what questions to ask ourselves when we are being confronted or criticized in the workplace.  Although it can be funny to laugh at Dilbert, in our real life situations, it is no laughing matter.
Danna Beal
www.dannabeal.com

Welcome to my blog, dedicated to healing the workplace.  I will share with you my thoughts, observations, and insights on how I believe we can began restoring the workplace to one of respect and honor.  Extraordinary success can be reached through rebuilding relationships, creating synergism,  and elevating passion.

As a consultant for numerous organizations and industries, I have come to believe that the workplace today is filled with fear and emotional insecurity.  I am saddened by the number of people who feel disempowered and insecure in an escalading drama that exhausts everyone engaged in it.  I believe that when we can replace ...