by Sandra Ford Walston
People Who Exhibit Higher Integral Levels of Courage Consciousness
- They are willing to give themselves permission to claim their courage.
- They distinguish and aptly apply the 12 behaviors of courage found on the Source Wheel diagram.
- They have a fierce resolve to act and to be advocates (BTW, mentors escort associates to the threshold of power; advocates apply action to pull them through).
- They squash status quo and mediocrity.
- They understand a higher level of courage consciousness called “where courage meets grace.”
- They establish higher standards; in other words, they do not focus on the lowest denominator.
- They are conscious of the suffering in their lives portrayed by the false Self (content); hence, they learned to migrate to a higher integral level of courage consciousness that reside in their true Self (context). Most of us continue to reshuffle the content and not see the bigger picture in the context. (What do I mean by “suffering?” Suffering lives in resistance. How much is your soul worth?)
- They are curious rather than complacent.
- They live in acceptance as a matter of free-will rather than resignation.
- They know that when obstacles are surrendered, their true Self prevails.
- They consciously declared a declaration of courageous intention such as using the word to define their life journey.
- They know that the greater the challenge, the greater the courage consciousness is required, such as self-discipline.
- They know that mistakes help one retain humility.
Sandra Ford Walston is known as The Courage Expert and innovator of StuckThinking™. Featured on the speaker circuit as witty, provocative, concrete and insightful, she has sparked positive change in the lives of thousands of leaders each year. She found that there is a direct correlation between your success quotient and your courage quotient.
She is the internationally published author of bestseller COURAGE The Heart and Spirit of Every Woman, the follow-up book The COURAGE Difference at Work: A Unique Success Guide for Women and FACE IT! All three books are on based on over 20 years of original courage research. She is certified in the Enneagram and MBTI® and she is a certified Newfield Network coach. Please visit www.sandrawalston.com.
Watch this YouTube: Courageous Leadership
Follow me on Twitter@courageexpert and Facebook
© Sandra Ford Walston, The Courage Expert
All Rights Reserved
by Sandra Ford Walston
There is a direct correlation between your “courage quotient” and your “success quotient.”
When you begin to live in the present you recognize when you are selling your soul. For example, people assume that finding a new job will be difficult, so they remain complacent, mistakenly believing—or simply hoping—that things will change. Yet, in reality, situations seldom change by themselves. To show courage, decide when it’s time to face the truth or prompt a change: then, be eager to discover the next opportunity.
Facing the facts and taking action are required if you wish to change your life.
Posted in change, HR, leadership Tagged challenge, change, complacent, consciousness, courage, courage quotient, curious, ego, finding a job, honesty, inertia, Leadership qualities, mediocrity, mistakes, opportunity, self mastery, self-discipline, simplicity, source wheel diagram, status quo, success, suffering, work life
by Sandra Ford Walston
People have frequently asked me, “Is courage the same as empowerment and bravery?” I don’t think so. Here is how I believe these vitally important concepts are distinctly different.
Courage is an internal process. It occurs when you make a conscious decision to tap into and use your inner “reservoir” of heart, which you might not have even realized you have.
Posted in HR, Leadership Skills Tagged abraham lincoln, authenticity, beliefs, bravery, conscious decision, courage, courage quotient, danger, Eleanor Roosevelt, empowerment, ethical courage, faith, fear, heart and spirit, heroism, leadership courage, leadership style, personal conviction, physical courage, positive change, self
Howard Schultz is featured on the cover of Time and, as usual, he talks and cares about much more than how Starbucks will make more money. (Although he goes into that too). Here’s a sampling from his interview:
On how businesses should operate in America: “I think the private sector simply has to take a larger role than they have in the past. Our responsibility goes beyond the P&L and our stock price…. If half the country or at least a third of the country doesn’t have the same opportunities as the rest going forward, then the country won’t survive. That’s not socialism.”
Following is our previous story about Howard Schultz’s leadership style.
Posted in HR, leadership, leadershipskills, motivation, teams Tagged boosting employee engagement, caring leadership, compassionate leadership, courageous leadership, how to influence, howard behar, howard schultz, howard schultz leadership, lead from influence, leadership traits, leading from the heart, methods to change leadership behavior, passionate leadership
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While many claim that courage and heroic are synonymous, commingling them as such does a disservice to the concept of courage. Firefighter Captain Mary agrees, “People notice heroes dealing with disaster and emergency responses. When a civilian dials 911 for help, it’s a day from hell for his/her life. But, it’s no big deal to me. I don’t appreciate it when my career is integrated or associated with disasters much less heroism. I am a skilled professional doing my job.”
Most of the time, courage is misapplied to focus on fictional drama or soap opera sagas, unrelenting sorrow, sensationalism, famous people or the historically deceased. For the rest of us, notions of courage as only extreme heroism diminish the opportunities to claim and display the heartfelt value of courage in us all.
Posted in change, Innovation Tagged authenticity, christopher reeves, courage under fire, courageous leadership, heroes, heroism, leadership courage, personal courage, risk, self
by Judith E. Glaser
Are your people afraid?
I’m not asking if you are a bully or a bad boss, or about the fear about being punished for a well-thought-out plan or product launch that fails. I’m talking about something more visceral: anxiety caused by the concern that something drastic — layoff, firing, pay cut or demotion—will happen.
Everyone is somewhat fragile at the core. We secretly worry that tomorrow may be our last day. Uncertainty and volatility induce fear, and fear impedes people from doing their best work. Fear impacts our sense of identity and causes us to doubt our ability to achieve.. Our biggest fear is the fear of failure in the eyes of others; failure to be perceived as capable, valuable, powerful, smart, and poised to handle the challenges your organization is facing.
Posted in HR, Leadership Skills, motivation Tagged bad boss, behavior, behavior patterns, bully, clarity, co-creating behaviors, collaboration, Communication, confusion, Conversational Intelligence, counterproductive response, defensive, employee engagement, fear, fear of failure, firing, influencing, judgment, layoffs, leadership skills, primative brain, providing context, Team building, uncertainty, workplace
by Judith Glaser
To create change, courageous leaders jump in and embrace the process as an opportunity. They also create the space for open communication and collaboration with their teams. In the previous three steps, you learned to recognize and release old baggage filled with toxic experiences that negatively undermine and denigrate relationships, and replace them with new meanings that positively uplift and inspire relationships — empowering a new sense of optimism and effectiveness.
Two more strategies for effectively managing change
Posted in change, HR, Leadership Skills Tagged business transformation, change management, co-creating conversations, collabaoration, courageous leadership, culture change, leadership skills, old thinking, transformation
by Judith E. Glaser
The more we talk about change, the more we talk about all the problems and challenges that can emerge – resulting in negative mindsets which trigger “fear hormones” and “threat networks” in our brains. No wonder change is so difficult.
By the time we are ready to take action we are frozen in place. Culture transformation is an advanced leadership skill. The primary way to change a culture is to use your Conversational Intelligence to create an environment that infuses energy and commitment into relationships, teams, and the whole organization.
Too often we get stuck in habit patterns of “talking about,” but not creating, change. However, you can shift the way you think about change the same way that successful leaders use to navigate their own journeys…
Three Strategies for Changing Workplace Culture
Posted in change, communication, Leadership Skills Tagged business transformation, change, change catalyst, comfort zone, communication patterns, Conversational Intelligence, courage, culture, culture transformation, effective communication, fear of the unknown, feedback, influence, leadership skill, success factors, workplace culture
by Sandra Ford Walston
Bec’s “courage style” won her several good project manager and engineering jobs and contracts, but it also lost her at least one or two lucrative job opportunities. While working at an aerospace corporation, Bec experienced the stress and worry of making a tough decision: whether or not to file formal gender discrimination charges against her company.
Setting denial aside, she said, “I spoke out gracefully and wrote professionally via the formal corporate channels. I exercised the ‘Just Say No’ attitude to injustice, gender discrimination and retaliation against me and other women at that company. For taking that strong stand in my truth, I was fired. Following the rules of the legal system, I stood in my courage. I stood by my true being—strong and direct.”
Posted in Leadership Skills Tagged bad situations, courage, denial, Eckhart Tolle, ego, gender discrimination, identity, injustice, sexual harassment, toxic boss, victim, workplace abuse