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"Leaders become conscious when they can transform their inner game to become more effective in their outer game"









Conscious Leadership Coaching is, like any good coaching, a practical, measurable and future-focused coaching approach. We set inspiring and powerful contexts, determine key measurable behaviours for change and decide on the stakeholders who are most important to your development and who will feed into your changes. Some aspects of the approach borrow loosely from Marshall Goldsmith’s feedforward tool where leaders receive suggestions and ideas for change from their stakeholders.

Contractual relationship: A coaching relationship is a formal contracted relationship with commitments by all parties. Scheduled over months at a time to achieve agreed upon results.

Conscious Leadership Coaching's impact can takes place at multiple levels simultaneously: as it shifts you at the individual level, it can resonate in organizational and personal relationships and the impact you're having on the wider system.

MY COACHING MODEL OVERVIEW


The qualities of conscious leadership can be mapped into four broad zones:

Self Mastery

  • Self-mastery can begins while participating in my extensively researched, 3-month program designed for deep self-discovery called: The Deeper Dive


Relationship Mastery

Being conscious as we conduct our relationships. Using Feedforward helps people envision and focus on a positive future, not past failures


Organization Mastery

  • Systems insight (meaning a highly developed level of awareness of the interconnectedness between ourselves and all of life, which leads to strong systems intelligence and insight; and the tendency to thinking about creating benefit and balance to the larger system and taking responsibility for the long-term effects of our actions)

Collective

  1. Collective responsibility (experiencing an inner calling and sense of responsibility to contribute to the greater whole and create a positive impact, through the areas we believe need attention and reformation).


 

WHAT IS A CONSCIOUS LEADER?


As business is a powerful influencing force on the world at large, it makes sense to develop as many conscious leaders as possible because of the benefits they can bring by transforming organisations, their employees, their stakeholders and their systems. This is probably the quality that is most prevalent in conscious leaders working in business: their ability to see how business itself can be the vehicle for transformation of humanity.

"I unearthed some incredible examples of leaders who were acting, through business, in the world in this way. When I was speaking to them, even at distances across the world, I was forever changed by the experience as they expanded my perceptions and I saw the possibilities of what we could, collectively, become. Sometimes, I was virtually moved to tears when I wrote about the natural and unaffected reverence they have for life and the way this plays itself out in how they run their businesses and their lives.

There are leaders like Tom Chi, an inventor, innovator and founder of Prototype Thinking LLC, who has previously been head of project experience at Google X. Tom is concerned with how what he and his teams are working on right now in business is going to add value to humanity in a thousand years’ time. He has a heightened service orientation about how our conscious acts of creation – in effect, what we ‘make’ as human beings – might be of service to humanity as a whole. There is an openness and a willingness to share discoveries for the greater good rather than keep his secrets close to his chest in order to win over others.

Tom says: “There are conscious acts of bringing things together in service and in new combinations of service that have never been seen before in the universe, that all conscious beings have access to as a tool. We get to choose what percentage of our lives is spent on that tool and what percentage doesn’t get anywhere near it. We also get to choose when we apply these tools of creativity, and at what scope of compassion and consciousness we do it. Do we try to do it for seven billion people for 1,000 years, or do we do it for ourselves or for a smaller set (for example, for our company for this quarter – a very micro perspective). It’s actually even more micro – most people do it to serve just a subset of their ego, not even their full ego. Our normal operating size is usually smaller than one person!”

This is possibly the most exciting application of conscious leadership for the world. It is less about managing the current state in a more conscious way, and more about creating a future that is aligned to what we’d like to see being brought about in our reality."

from:http://consciousleadershipconsultancy.com

 

"A conscious leader’s role is to break down walls and tear down fences"










Four Steps To Developing Conscious Leadership Skills

Forbes Coaches Council

POST WRITTEN BY Jenn Lederer

Leadership and impact coach, motivational speaker, and creator and host of the infamous web series, Weekly Alignment™.

In a world where motivating others is just one inspirational Instagram meme away, it can be easy to skirt the surface of what it really takes to embody true leadership, or conscious leadership.

Conscious leadership is about more than being seen by others; it's about seeing yourself. When an entrepreneur sets out to make a difference in the world through leadership, the motivation often stems from a desire to be of service to others, which is an undeniably powerful intention to have. But, in order to embody conscious leadership, you must start by looking at how you can be of service to your own growth, your own expansion, and your own willingness to step outside of your comfort zone over and over again.

As a conscious leader, your job isn't to run around trying to save the world. Your job is to go within, do the inner work that allows you to show up as your most powerful, authentic self — which will in turn inspire others to do the same. Conscious leadership requires you to identify, plan for, and move through the patterns that come up every time you're about to step out of your comfort zone. These patterns can be self-sabotage, procrastination, fear of success, fear of failure, ego trips, comparison overload, and any other number of ways that you've learned to "play it safe" throughout your life.

Here are four steps for developing your conscious leadership skills:

Step 1: Know Where You Stand, Right Now

It's tempting to skip over the "stuff" in your personal life or career that you'd rather not look at so you can hurry up and grow already. You know that you've picked up some patterns over the years that don't serve you (procrastination, worry, planning for the worst, self-deprecating thoughts, self-sabotage, etc.), but what's the point of spending time with the stuff that holds you back?

Think about it this way: The most detailed roadmap in the world is useless if it's not marked with a "YOU ARE HERE."

So, if you want to be able to draw out your roadmap for success, you've got to be willing to start right where you are.



We can’t change the past

Employees need to know how they are doing–if their performance is in line with what their leaders expect. They need to learn what they have done well and what they need to change. Traditionally, this information has been communicated in the form of ‘downward feedback’ from leaders to their employees. Just as employees need feedback from leaders, leaders can benefit from feedback from their employees, peers,superiors and customers.

However We can change the future. We can’t change the past. Feedforward helps people envision and focus on a positive future, not a failed past. By giving people ideas on how they can be even more successful, we can increase their chances of achieving this success in the future.

Reasons to try FeedForward

When Marshall Goldsmith clients were asked why his version of feedforward was considered fun and helpful as opposed to painful, embarrassing or uncomfortable, their answers provide a great explanation of why feedforward can often be more useful than feedback as a developmental tool. They said:


COLLECTIVE

Collective responsibility; Is all about experiencing your inner calling and sense of responsibility to contribute to the greater whole and create a positive impact, through the areas you believe needs attention and reformation.


Relationship Mastery

Employees need to know how they are doing–if their performance is in line with what their leaders expect. They need to learn what they have done well and what they need to change. Traditionally, this information has been communicated in the form of ‘downward feedback’ from leaders to their employees. Just as employees need feedback from leaders, leaders can benefit from feedback from their employees, peers,superiors and customers.


However We can change the future. We can’t change the past. Feedforward helps people envision and focus on a positive future, not a failed past. By giving people ideas on how they can be even more successful, we can increase their chances of achieving this success in the future.

Reasons to try FeedForward

When Marshall Goldsmith clients were asked why his version of feedforward was considered fun and helpful as opposed to painful, embarrassing or uncomfortable, their answers provide a great explanation of why feedforward can often be more useful than feedback as a developmental tool. They said:


We can change the future. We can’t change the past. Feedforward helps people envision and focus on a positive future, not a failed past. By giving people ideas on how they can be even more successful, we can increase their chances of achieving this success in the future.

It can be more productive to help people be ‘right,’ than prove they were ‘wrong.’ Feedforward, is almost always seen as positive because it focuses on solutions –not problems.

– Feedforward is especially suited to successful people. Successful people like getting ideas that are aimed at helping them achieve their goals. They tend to resist negative judgment.

– Feedforward can come from anyone who knows about the task. It does not require personal experience with the individual. Participants are amazed by how much they can learn from people that they don’t know! Feedforward just requires having good ideas for achieving the task.

– People do not take feedforward as personally as feedback. Successful people’s sense of identity is highly connected with their work. It is hard to give a dedicated professional feedback that is not taken personally. Positive suggestions tend to be seen as objective advice –personal critiques are often viewed as personal attacks.

– Feedback can reinforce personal stereotyping and negative self-fulfilling prophecies. Feedforward can reinforce the possibility of change. Feedback can reinforce the feeling of failure. Feedforward is based on the assumption that the receiver of suggestions can make positive changes in the future.

– Most of us hate getting negative feedback, and we don’t like to give it. Leaders are not very good at giving or receiving negative feedback. It is unlikely that this will change in the near future.

– Feedforward can cover almost all of the same ‘material’ as feedback. Rather than make you ‘relive’ this humiliating experience, your manager might help you prepare for future presentations by giving you suggestions for the future. Your manager can ‘cover the same points’ without feeling embarrassed and without making you feel even more humiliated.

– Feedforward tends to be much faster and more efficient than feedback. By eliminating debate and judgment of the ideas, the process becomes much more positive for the sender, as well as the receiver. Successful people tend to have a high need for self-determination and will tend to accept ideas that they ‘buy’ while rejecting ideas that feel ‘forced’ upon them.

– Feedforward can be a useful tool to apply with managers, peers and team members. Feedforward does not imply superiority of judgment. It is more focused on being a helpful ‘fellow traveler’ than an ‘expert’. An excellent team building exercise is to have each team member ask, ‘How can I better help our team in the future?’ and listen to feedforward from fellow team members (in one-on-one dialogues.)

– People tend to listen more attentively to feedforward than feedback. One participant is the feedforward exercise noted, ‘In feedforward the only reply that I am allowed to make is ‘thank you’. Since I don’t have to worry about composing a clever reply –I can focus all of my energy on listening to the other person!’


By using feedforward—and by encouraging others to use it—leaders can dramatically improve the quality of communication in their organizations, ensuring that the right message is conveyed, and that those who receive it are receptive to its content. The result is a much more dynamic, much more open organization—one whose employees focus on the promise of the future rather than dwelling on the mistakes of the past.

COLLECTIVE

Collective responsibility; Is all about experiencing your inner calling and sense of responsibility to contribute to the greater whole and create a positive impact, through the areas you believe needs attention and reformation.

"These leaders use their expanded awareness to run their organisations, and their lives, differently. This extends to the cultures they create in their organisations, how they source insights, how they encourage collaboration and co-create in order to continuously innovate, and how they use their own levels of presence and awareness to lead and have a different kind of impact on others. Their influence as conscious leaders extends to the effects they have on the world at large: how they look to transform society, for instance, or innovate with the purpose of having a positive influence on the future of the world."

Your Instructor


Coach Doris Shannon
Coach Doris Shannon

After a full rich career as a human resources executive for organizations including:

The Weather Channel, Sun America, Cotton States Insurance, Timex Corporation and Blue Cross of Michigan. I was prepared to find both my life’s purpose and my passion.

I chose to begin my life's work teaching and coaching

  • I’ve spent the last 18 years learning, teaching and coaching across a wide range of populations in the classroom to the board room and beyond and coaching them successfully through some of life's major transitions:
    • Career transition
    • Recovery,traumatic brain injury
    • Leadership performance
    • Successful aging and retirement
    • Your MBTI impact on: successful learning,romantic relationship, team success.
    • Finding your True purpose

CONSCIOUSNESS COACH

And now as a consciousness coach I've become trained and certified in tools and methodologies that can help you identify and change what’s unconsciously keeping you from living your best life.

That's why I created Great Minds Academy. To help you understand and utilize the untapped power of your mind.


Frequently Asked Questions


When does the course start and finish?
The course starts now and never ends! It is a completely self-paced online course - you decide when you start and when you finish.
How long do I have access to the course?
How does lifetime access sound? After enrolling, you have unlimited access to this course for as long as you like - across any and all devices you own.
What if I am unhappy with the course?
We would never want you to be unhappy! If you are unsatisfied with your purchase, contact us in the first 30 days and we will give you a full refund.

This course is not open for enrollment.