Tag: self mastery

Change is easier when we don’t miss the “burning bush” moments.

 

 
I wouldn’t mind a “burning bush” moment, but who am I? And who talks like that? I mean, besides Moses.
The other day, a Jedi friend (Vid) invited/dared a group of us to notice our way of paying attention — challenging us to really focus on the quality of our attention so that we don’t miss the reveal/the messages about our mission for next year, our calling for the next 10 years, or our purpose for the rest of our lives.
It is very easy to miss…we’re all so busy.
He went on to explain how it was actually the quality of Moses’ attention that allowed him (Moses) to notice the uniqueness of the burning bush, which then caused him to take interest and dared him to draw near. With a little more care, curiosity and concern, he became “exquisitely present” and therefore ready to learn about the new master plan that was in store for him.
I wonder how many burning bushes I continuously walk right past when the quality of my attention is compromised or because I’m not really even looking for it. We certainly can’t find what we’re not looking for. If the quality of my attention is not deliberately, exquisitely, evermore present, I’m likely to just keep missing it. Am I missing it on purpose? Maybe I’m not really open to a new master plan after all. Maybe I’m unconsciously just fine settling for the old reliable “Plan A” (keeping the status quo in place), delivering my current level performance. Maybe my strategy is to change very little and just keep hoping for the best. Maybe I’m not ready for the Red Sea moments that follow the burning bush moments.
“I sure hope 2019 is better than 2018,” a friend blurted out to me in passing.
“So what are you going to do differently in 2019 to make sure that it is better?” I responded to her question with a question, knowing all along that it was really directed inward, at myself. Then I kind of got in her face (my own face) and said, “Let’s get specific. Let’s build your 2019 plan.” I think this kind of annual year-end recap/reflection and next year/next level planning exercise (see questions below) is the closest I’m going to get to a burning bush experience. I’m no Moses. For a clear, actionable plan to be revealed, I have to slow down, take my shoes off, pay attention and draw near.
Only a very small percent of the population have clear goals/priorities let alone write them down. Yet when we do write them down, we are exponentially more successful at achieving our next level goals/priorities.
This post is an invitation to myself and others to slow down, take interest and dare to draw near. Let’s spark our own pseudo-burning bush moment. Use this list of reflection-provoking, planning questions below. Modify them, make them your own, or use a different list of questions to capture your thinking for an increased likelihood of success in 2019.
We don’t want to miss the burning bush moments. We want to draw near in order to be sent out more effectively — maybe even to become a burning bush ourselves.
 

2018 Current Year/Current Level Reflection and 2019 Next Year/Next Level Planning

 
2018 Current Year/Current Level Reflection
POSITIVE:

  • What did I love most about 2018? When was I happiest?
  • What am I most grateful for from 2018?
  • Which three moments were most meaningful?

AUTHENTIC/PURPOSEFUL:

  • Where did I really use my strengths?
  • How did I live out my values/purpose?

DISAPPOINTMENTS/LEARNINGS:

  • What were my biggest disappointments? …frustrations? …failures?
  • What were my biggest inconsistencies with my values/purpose/priorities?
  • What still makes me feel angry? …sad? …anxious? …scared?
  • What is the most honest thing I can say about my disappointments?
  • What is the most compassionate thing I could say to myself about my disappointments? (reframing)

MOMENTUM

  • What momentum did I start to build in 2018 that I want to take forward?

 
2019 Next Year/Next Level Planning
(A more complex spreadsheet template is available upon request for those interested.)

  • What do I love to do that I want to do more of in 2019?
  • What core values are most inspiring to me?
  • What priorities do I want to focus on in 2019?
  • What would be most inspiring for me to accomplish in 2019?
  • What would be my heart’s desire or biggest dream?

An organization cannot evolve beyond the level of consciousness of its leaders.
Most of us are experiencing rapid change in our world. Whether it is career uncertainty, relationship challenges or disruptions and advancements in technology, the result is an undercurrent of overwhelm. In addition, outdated ways of thinking and leading do not address the level of interdependence and complexity we currently face. To address these challenges, our consciousness needs to shift, and we need to be open to managing change in an integral way that focuses on both internal and external transformation.
Organizational change efforts fall short when personal and cultural change are left out of the equation. A solid strategy is not sufficient. To be successful, we must attend to the three dimensions of business:

  • IT — achieving exceptional results
  • WE — embodying the best of the organizational culture
  • I — allowing for full expression of each individual’s gifts and talents

Corporations tend to focus least on the “I” dimension or development of the individual’s inner world. However, cultural transformation begins with personal transformation. For the system to evolve, people have to evolve.
Human consciousness grows through a series of stages. Robert Kegan, author and professor at Harvard Graduate School of Education, and Lisa Lahey, advisory board member of Axialent, are the leaders in this research and theory. There are three stages of adult development including the socialized mind, self-authoring mind and self-transforming mind.

  • Socialized mind: The self is defined from the outside in and succeeds by acting within socially prescribed roles. Leaders at this level typically lack the capability of broadly sharing power.
  • Self-authoring mind: The self follows its own path, and action becomes an expression of inner purpose. Leaders at this level begin to share power.
  • Self-transforming mind: The self engages with shadow side and parts that have been ignored or not developed with curiosity and compassion. Leaders at his level become community oriented with a focus on sustainability and common good.

As the leader transforms into a higher version of himself or herself, the system and culture of the organization can transform as well. The evolution of both the leader and system is interdependent. The organization cannot evolve to a higher stage of consciousness than the leadership. Until the system organizes at a new level, it delays the development of people in the system.
What is it that allows us to operate more consistently at a higher stage of development? Practices do. Practices such as mindfulness, self-mastery of body, mind, heart and soul as well as dialogue are key to transformation. Without practices, shifts from stage to stage are less likely to happen.
Mindfulness
Research strongly suggests that practices such as meditation accelerate the stages of development. Meditation is one way to cultivate mindfulness.
Mindfulness is being aware of or bringing our attention to this moment in time, deliberately and without judging the experience. When we are overwhelmed and stressed, the higher order executive functions of our brains literally shut down. Critical decision-making reverts to the more primitive and reactive brain centers, and we go on autopilot to cope.
Neuroplasticity is a process by which we train our minds and change our brains. What this means is that we can cultivate qualities and states of mind through mindless habit or intentional discipline. Through repeated practice, we can measurably reshape and rewire our brains. In as little as two weeks of a disciplined mindfulness practice, there are measurable changes in the number of connections between neurons and the thickness of portions of the brain related to increased self-awareness, greater self-mastery and higher mental processing. These potentials are only realized if we have the discipline to engage in the inner work to develop the neural connectivity.
4D Self-mastery: Body + Mind + Heart + Soul
Our human potential includes a range of physical, mental, emotional and spiritual capabilities. As we move through the stages of development, each of these aspects are developed and ultimately brought into balance. When we are young, our primary focus is body intelligence. In adolescence, emotional intelligence emerges. As we move into the socialized mind, we tend to focus less on our bodily and emotional intelligence and begin to favor rational capacities. Developing higher stages requires we reclaim our bodily and emotional intelligence valuing gut and heart.
So what is spiritual intelligence? It is a way of seeing and acting that focuses on doing the tough work of transforming body, heart, mind and soul. It is the practice of transformation itself.
If you are interested in assessing yourself in each dimension, take the 4D self-mastery assessment. This will give you an idea of what you are doing well and where you could focus your attention: 4d-self-mastery-assessment
Dialogue
While individual transformation is essential for organizational transformation, we still need to find ways to work together so we can create higher order systems. Dialogue is a key tool for being in higher order relationships and accessing the deep wisdom that is in the collective. It is a means for both personal and collective transformation.
Dialogue practice involves suspending judgment, listening deeply, and balancing advocacy and inquiry. These are skills we teach as authentic communication. These can be practiced in 1:1 coaching, mentoring and team conversations. People share their truth and listen to the experience of others. Through dialogue, assumptions and beliefs have a chance of being exposed and reexamined in service of creating a higher order system.
Albert Einstein once said, “No problem can be solved from the same level of consciousness that created it.” Our task as leaders is raising consciousness. Choice follows awareness, and your choice has the power to transform. Through practices such as mindfulness, self-mastery and dialogue, we can lead transformation from within.
What is your current development goal?