Podcast appearances and mentions of barrett values centre

Elisa LeónEstratégico | Idear| Futurista | Auto-confianza | Mando |  Nació en la Ciudad de México, realizó estudios profesionales en el Instituto Tecnológico de Estudios Superiores de Monterrey y en la Universidad de Alcalá de Henares en España, graduándose como Licenciada en Administración de Empresas. Inició su trayectoria profesional en empresas de consumo masivo en donde ocupó puestos ejecutivos en áreas como Mercadotecnia, Operaciones y Recursos Humanos en multinacionales como Coca-Cola Company, Kellogg´s, Mabe y Público Publicidad de España, después de más de 12 años en el sector, decidió dar un giro a su vida enfocándose en Desarrollo Personal y Transformación Organizacional. A partir de ese momento inició su preparación y especialización como Terapeuta Transpersonal en la Escuela Española de Desarrollo Transpersonal, tiene una Especialidad en Desarrollo Humano por el IHPG, es Coach Ejecutiva y de Equipo certificada por el ICT y el ITESM, Coach en Fortalezas certificada por Gallup, Barrett Values Centre practitioner, es Consultor de Capitalismo Consciente, miembro activo de Conscious Business Network y está especializada en Desarrollo Organizacional por el ITESM. En el 2015 funda TERRALEO, empresa dedicada a la Consultoría en Desarrollo Organizacional y Empoderamiento Ejecutivo cuyo propósito es Empoderar a las Personas dentro y fuera de lasOrganizaciones para que alcancen su máximo Potencial.Su experiencia en el mundo corporativo le permite un entendimiento amplio de las organizaciones que atiende, capitalizando ese conocimiento de forma efectiva con habilidades robustas de gestión, planeación estratégica y empatía hacia el logro de resultados. Es una mujer apasionada de las personas, el sentido del Propósito y el Trabajo, su principal motivación es acompañar a sus clientes en la Transformación Consciente de sus negocios con gestión basada en Fortalezas y Valores.

Join us for an enlightening podcast series "Systemic Culture by Design: A Strategic Approach to Organizational Health and Value Creation" with Patrik Somers, a renowned systemic culture transition consultant, facilitator, and coach with over 30 years of experience. In this series, Patrik shares his profound insights and practical strategies for cultivating a systemic culture that enhances organizational health and drives optimal value creation. Patrik's extensive background includes serving as faculty at Barrett Values Centre and working with values and vision/mission in various sectors worldwide. He has trained and mentored hundreds of Barrett consultants, specializing in whole systems and systemic alignment through values. In this podcast, you will learn about the importance of holding space for systemic culture within an organization and how strategic culture design can uplift all aspects of life. Gain practical steps and strategies for leaders to intentionally design and nurture a systemic culture in their organizations, ensuring a thriving and sustainable environment. Whether you are a leader, manager, or HR professional, this podcast provides valuable insights into creating a culture by design that promotes organizational health and value creation. Tune in to learn from Patrik Somers' vast experience and expertise! Patrik Somers is a systemic culture transition consultant, facilitator, and coach with over 30 years of experience. A former faculty member of Barrett Values Centre, Patrik has a rich history of working with values and vision/mission in various sectors globally. He has trained and mentored hundreds of Barrett consultants and specializes in whole systems and systemic alignment through values. Patrik holds an MSc in Psychological Sciences and has published works on corporate psychological safety, loss, grief, and bereavement. Social Media Links: Instagram Website Linkedin

The focus of today's HRchat show is cultivating resilience and organizational culture. LHH, the professional talent solutions and advisory company (and a part of The Adecco Group) recently announced a partnership with Barrett Values Centre to bolster their Culture offerings with an Organizational Culture Solution. On the heels of this, Bill Banham welcomes Gaëlle de la Fosse, President of LHH and a member of the executive committee of The Adecco Group, back to the HRchat Podcast to dive into the importance of investing in a strong organizational culture and share some tactics on how leaders can do so.Questions for Gaëlle include: Why is organizational culture an important investment, especially with many companies focused on cutting costs?Who should define the 'Why' of a company culture? Leaders? Employees? HR?we spoke already about engagement and retention. In terms of attracting candidates, how does a strong organizational culture help companies attract and retain their top talent?You mentioned earlier that you believe leaders should lead the culture/the why - How can leaders navigate some of the biggest roadblocks companies face to building an adaptable culture? And what are some of those roadblocks?About LHHLHH is a professional talent solutions and advisory company, and a part of The Adecco Group, preparing workers, the people that manage them, and business leaders for the challenges we face in this new world of work. LHH's solutions span recruitment, career transition & mobility, coaching, leadership development, and upskilling/reskilling, with more than 8,000 colleagues and coaches across 66 countries, collectively supporting over 15,000 organizations and over 500,000 candidates each year.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

“We find ourselves in a moment in time where we also need to think about how we can leverage technology as HR to create a more efficient, more fulfilling, and more equitable workplace that serves both the needs of employers and employees alike.This latest episode of The Shape of Work introduces our listeners to Daniel Corsen, Founder of Reshapers- a business consulting and services company. Daniel has an overall work experience of over thirteen years. He did his Bachelor of Science from the University of Netherlands Antilles, and his M.Sc from RSM Erasmus University. He has worked at various AAA organisations such as Aqualectra Utility, University of Curaçao Dr.Moises da Costa Gomez, Barrett Values Centre etc.In this episode, Daniel sheds light on leveraging technology to create a more equitable workplace and the current state of HR and its future.Episode HighlightThe current state of HR and its futureHow to leverage technology to create a more equitable workplace?What HR professionals need to do today to prepare for the future?Advice to use HR technologyFollow Daniel on LinkedinProduced by: Priya BhattPodcast Host: Riddhi Agarwal About Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

In your business, you likely have specific sales goals that you're aiming to achieve. However, have you considered whether your sales strategy actually matches those goals? Indeed, in order to achieve success, it's vital that your objectives and strategy are aligned. How can you get the two onto the same page? We spoke with Eric Whitmoyer, an expert on leading businesses to success and setting the right goals. Eric Whitmoyer is a highly accomplished “no-nonsense” executive, speaker, author, and business coach. He is an entrepreneur who has owned over a dozen different businesses and spent 20 years as an executive leader of two $100 million companies and been responsible for generating over $1.6 billion in sales during that time. Eric leverages his skills and experience to lead companies to peak success. Among his many achievements, Eric is recognized as an Advanced Certified Trainer in the Success Principles, a certified instructor of the Barrett Values Centre, has certifications in multiple Sales and Leadership programs, and has authored books on Goal Setting, Time Management, and Business. Read more at petite2queen.com/sales-strategy-goals-align-successSupport the show

Caroline Marcon é escritora, palestrante, consultora organizacional e coach executiva com experiência em transformação cultural e desenvolvimento de times de liderança. Professora de MBAs da Fundação Getúlio Vargas (FGV-SP). Caroline trabalha com grandes empresas no Brasil e no exterior, ajudando-as na evolução cultural e na aceleração do desenvolvimento de seus principais executivos. Atuou por 9 anos na Korn Ferry Hay Group, onde liderou a divisão de pesquisas organizacionais e o time de consultores responsável pela entrega de grandes projetos. Trabalhou por 5 anos como consultora para a ONU na International Telecommunications Union (ITU) e, paralelamente, na área de RH da Brasil Telecom/ Oi. Graduada em Direito e em Administração de Empresas e mestra em Comportamento Organizacional, certificada em Coaching Executivo pela Columbia University New York, em ferramentas de Transformação Cultural pelo Barrett Values Centre, em Gestão da Mudança em Organizações Complexas pelo MIT Sloan e em Meditação pelo Chopra Center. SITE: www.marconlc.com INSTAGRAM Clica aqui para comprar o livro --- Send in a voice message: https://podcasters.spotify.com/pod/show/coachcast2020/message

There is a new paradigm of business is emerging. Businesses are increasingly focusing on total impact, not just financial profit. They are working to add value not just to shareholders, but to all stakeholders. Many leaders recognize this shift and want to take action, but are unsure how to implement change within their organization. So, where can they start? In todays episode, we are joined by organizational culture transformation expert and leadership coach, Tom Rausch. A passionate teacher and avid learner, Tom brings the ability to scale culture transformation across any size organization, from global multi-nationals to family run businesses and everything in-between. As Director of Consulting for Barrett Values Centre, he works towards his vision of a world where everyone thrives, doing work that matters. The Barrett Values Centre helps companies build authentic, resilient cultures based on deeply-felt values that are shared across the entire team. At 10X Leadership Lab, we use the Barrett Values Assessment as our tool to measure and roadmap culture work with our clients. Tom has been an integral educator for our team on all things Barrett, and we are thrilled to have him on the show.   In today's conversation, we discuss the shift in focus to employee wellbeing, how to spot areas to improve within your culture, and the incredible opportunity leaders have to impact not only their company, but their entire value chain. In this episode: 4:00- What is the new paradigm of business? 13:30- Why does Barrett use values as the metric for culture health? 18:00- How does the Barrett values system relate to employee engagement? 22:00- Using the Barrett Assessment to uncover blind spots in your culture. 28:30- The 4 areas of alignment that lead to Whole System Transformation   Find out more about Tom and the Barrett Values Centre at www.valuescentre.com. If you want to be a part of the thriving culture movement, or need guidance completing the Barrett Values Assessment, we would love to speak with you! Reach out here. About 10X Leadership Lab We believe you matter, your work matters, and your business matters. The 10X Impact Conversations podcast is designed to help you thrive in life and work using science, coaching, and conscious practices you can integrate today. In each episode, our host Laura Jaurez discusses or interviews leaders and experts to uncover how people and organizations are making the world better through their own evolution, relationships, and work. This podcast is a production of 10X Leadership Lab – a conscious executive coaching and consulting practice committed to making the world better by making business better. To learn more about how we can support you and your business, visit us at 10xleadershiplab.com.

This episode is part of a 12 days of Christmas read-along of the Selling Like We're Human book, recorded in 2021. The book follows a similar concept to what you're already used to here on the Humane Marketing show with the 7Ps of Humane Marketing and the Marketing Like We're Human book: we start with the being and then go into the doing. The 3 parts of the Selling Like We're Human book are : Being, Knowing and Doing (compared to Rumble, Rise and Resonate of the Marketing Like We're Human book) Today I'm reading a small section of Part 1 on BEING, Chapter 3 called 'Boost Your Sales Confidence:'     Excerpt from Selling Like We're Human, Part 1: BEING, Chapter 3: Boost Your Sales Confidence   Overcome the Expert Fear The second most frequently asked question, after your name, is probably “what do you do for a living?” From that short answer of what we do for work, others will make assumptions about our societal level, income, ambition, etcetera. No wonder people feel defined by what they do. In the entrepreneurial world, we make up our own job titles, so there is less comparison. But there's still peer pressure, and often people get grouped into different categories based on the number of zeros in their revenue. I won't get into my rant about the six-figure and seven-figure marketing headline club. I talk about that extensively in Marketing Like We're Human. Besides the income, there's also pressure to “be an expert.” I admit, I even used it in my LinkedIn business, where my tagline was “I help you position yourself as an expert on LinkedIn.” What does that have to do with selling, you ask? Quite a lot. Picture this: your muscles tense up just a bit, you clench your jaw, you unconsciously hold your breath. If your child walked in the door right now, you'd probably shout at him, shut the door, and turn the key this time. You're on high alert because you're just about to enter an important sales call on Zoom. You're in “expert” mode! Feel familiar? Maybe it's just me, but that's what many of my sales calls felt like when I was selling big LinkedIn consulting packages. I put so much pressure on myself and was afraid to lose face in front of my bigshot client. So How Can We Overcome the Expert Fear ? According to Wikipedia, an expert is “a person who has a comprehensive and authoritative knowledge of or skill in a particular area.” Okay, that's pretty impressive. What probably scares you is the word “authoritative,” which means a) Able to be trusted as being accurate or true; reliable, clear, authoritative information”; and b) Considered to be the best of its kind and unlikely to be improved upon. Fair enough, that's pretty scary! Reframing the discussion What if we replaced the word “expert” with “specialist”? It's not as exclusive, and if you call yourself a specialist, it means that you specialize in this topic and have valuable knowledge and skills in this area. And this can be true even if it's early in your entrepreneurial adventure. Because maybe you don't have ten years of experience offering this type of service, but you have previous experience—maybe from a corporate career, maybe outside of work—that you can tap into. You may also have passions and interests which aren't on your CV or your LinkedIn profile but which make you an interesting and well-rounded person that people feel attracted to. You don't have to know absolutely everything, because of course there's always room for improvement. And there's room for that transparency in a sales call! Bring More of You to Your Sales Transparency, vulnerability, authenticity, empathy . . . All these words, at their essence, have a common denominator: truth and sincerity. What people want now more than ever is the truth. They don't want a fake version of you, they don't want a cookie-cutter template approach, they don't want to be sold to via a robotic-sounding script, and they surely don't want your phony sympathy. What they really want is more of you, the real you. “How do I bring more of me to my sales, Sarah?” I don't have all the answers, because only you can be more of you. Have you ever eaten an artichoke? Not one from the can, a real one. It's that spiky thing that looks like a flower. You cook it in the pressure cooker and then you slowly work your way to the center, pulling off the outer petals one at a time. You can dip the leaves in olive oil and balsamic vinegar and then pull them through your teeth to remove the soft, pulpy portion of the petal. Don't try to chew the petals. They are not meant to be eaten. Once you've made it to the center, you still need to remove the choke, a crown of pointy fibers that can literally make you choke, so don't eat them. Hallelujah, you've found the artichoke heart! Sounds like a laborious journey, but believe me, it's so worth it! Cut the heart into pieces, season it, and enjoy! The journey to find the real you is similar. You need to peel back the layers of outside influences, conditioning, and adopted beliefs before you find the soft center—your real, authentic you. Here are some reflections to discard some of these outer layers to bring more of you to your sales: 1. Stop comparing First and foremost, you need to stop comparing yourself to everyone else. “Hah! Easier said than done!” I know. I still catch myself mindlessly scrolling through LinkedIn, envious of other people's inspiring posts; livestreams, which I can never get myself to do; and of course, my biggest procrastination: other people's launches. But whenever I do, I catch myself much faster than I did a few years ago, and I remind myself that this person is not me. This person has a different personality, different way to recharge their energy, different definition of success, different business model, etc. Comparing yourself with other entrepreneurs is only fruitful when you classify it as research and do it for a good reason, like, for example, when you're researching prices (we'll get to that in Part Three). 2. Ditch the script There are thousands of templates and sales scripts out there. The entrepreneurs who provide them (at least most of them) have good intentions. They are trying to help you. The problem is, as we've seen in Emily's story, it's not really helping! So ditch that script right now. Discard that sales funnel template with the four cart-closing e-mails with the rest of the artichoke petals. People are sick of these predictable e-mail series that have been used for decades now. Instead, keep reading in order to give yourself the permission to bring more of you to your sales. And in the integration part, you'll find some considerations on how to structure your sales conversation, but without making it a linear script to follow. 3. Take yourself less seriously Whenever I'm asked in a podcast interview what I would tell a younger version of myself, I say “Sarah, dear, please take yourself less seriously.” #vulnerabilityalert It's true. It's maybe one of my biggest regrets looking back at thirteen years of business. I wish I'd had more fun. I wish I had felt less like I needed to prove something. I wish that I had understood earlier that I'm good enough and that showing up as I am is sometimes good enough. I think someone who can take themselves less seriously comes across as more confident, not less confident. Being more casual in marketing and sales is a sign of confidence. How can you take yourself less seriously in these situations? Maybe you share an embarrassing story that happened to you. Maybe you share with more vulnerability. Maybe you admit that you don't have it all together 4. Have your values top of mind That's it; you have arrived in the middle and discarded the choke. Now it's time to focus on you! If you haven't gone through the exercise of choosing your top five core values in a while (or never), I highly recommend revisiting it. You'll find the full list of values in the Marketing Like We're Human book or, if you prefer to do this exercise online, the Barrett Values Centre offers a free online version in exchange for your e-mail: http://bit.ly/topvalues. Knowing your actual core values has merit on both personal and professional levels. And in sales, it will really help you with decision-making. I give you an example: Joy is one of my core values. So when I listen to my body and don't experience a sensation of joy when talking to a prospect, I'd rather pass on the opportunity. It happened in 2019 when I was invited to be a LinkedIn trainer for a new offering for CEO's. I said yes. But then of course Covid happened and the whole project got delayed. Then they reached back out early 2021 and invited me to a four-hour “let's meet and brainstorm” session with the organizers and the other three trainers. At the time, I couldn't say exactly why (well, other than the fact that I wasn't excited by blocking out a whole afternoon without getting paid), but it just didn't feel right. So after some encouragement from my business besties Valérie and Laurence, I took all my courage and called the guy to tell him I'd rather leave the opportunity to someone else. And I gave them the name of one of my colleagues who I know would be a better fit for this project. Thinking about this again now, I realize that it didn't align with two of my core values: joy and curiosity. 5. Slow down the sale In order to have an authentic experience with the real you, we need to slow down—way down. “I've been on your mailing list for six months now.” I hear that all the time. Sometimes they'll say a year. Trust isn't built overnight. In order to really get to know you in this online world, you need to give people more time. It's the exception to the rule that someone hears you on a podcast and immediately wants to hire you. And it's rare that someone buys your signature program after just going through a few onboarding e-mails. That doesn't mean you shouldn't mention it, I think you should, but you shouldn't feel disappointed if they don't buy immediately. If we want people to make empowered buying decisions, then we need to allow them more time. The same goes for sales conversations. If your prospect needs time to think about it, then give them that time. Not endless amounts of time, because that wouldn't be fair to you, but for example twenty-four or forty-eight hours. There's so much more spaciousness when we don't apply the pressure of time. 6. Go woo-woo #woo-wooprompt I truly believe that any kind of grounding practice helps your confidence with sales. Just like our oak tree from the Serene Garden is more stable thanks to its deep roots, you will also feel more grounded and confident. A regular grounding practice will help your body posture and your confidence. Whether it is yoga, prayer, breath work, chakra work, visualization, or meditation doesn't matter. All of these techniques help you anchor yourself and deepen your connection with Mother Earth. So if woo-woo is your jam, I say bring more of that to your sales. Who says you can't start your sales conversation with three deep breaths in order to be in the present moment and get rid of any money-related stress? These are just a few ideas on how to bring more of you to your sales. Find what works for you. Remember the artichoke analogy to peel back the layers of conditioning. And of course, the best way to find out is to “do the work.” This excerpt is from Part One on Being, and from the third chapter called 'Boost Your Confidence'. If what you heard today resonates with you and made you curious about the book, I invite you to get your copy of the new Selling Like You're Human book at humane.marketing/book2. You can also download the whole 1st chapter for free to see if it resonates. And I'm also planting a seed about my 'Marketing Like We're Human' program that I'll run in its live edition starting at the end of January 2022. This is where we take all these concepts from the two books as well as the 7Ps of Humane Marketing to a much much deeper level in an intimate group learning experience. Find out more at www.humane.marketing/program Get your copy of the 'Selling Like We're Human' book ! Get the new Selling Like We're Human book HERE! Sarah's Resources (FREE) Sarah's One Page Marketing Plan (FREE) Sarah Suggests Newsletter (FREE) The Humane Business Manifesto (FREE) Gentle Confidence Mini-Course Marketing Like We're Human - Sarah's first book Selling Like We're Human - Sarah's second book The Humane Marketing Circle Authentic & Fair Pricing Mini-Course Podcast Show Notes Email Sarah at sarah@sarahsantacroce.com Thanks for listening!   After you listen, check out Humane Business Manifesto, an invitation to belong to a movement of people who do business the humane and gentle way and disrupt the current marketing paradigm. You can download it for free at this page. There's no opt-in. Just an instant download. Are you enjoying the podcast?  The Humane Marketing show is listener-supported—I'd love for you to become an active supporter of the show and join the Humane Marketing Circle. You will be invited to a private monthly Q&A call with me and fellow Humane Marketers -  a safe zone to hang out with like-minded conscious entrepreneurs and help each other build our business and grow our impact.  — I'd love for you to join us! Learn more at humane.marketing/circle Don't forget to subscribe to the show on iTunes or on Android to get notified for all my future shows and why not sign up for my weekly(ish) "Sarah Suggests Saturdays", a round-up of best practices, tools I use, books I read, podcasts, and other resources. Raise your hand and join the Humane Business Revolution. Warmly, Sarah

After spending over 12 years as a CEO for Interactive Link, Tom moved to the world of consulting and has now been a successful consultant for almost 14 years.As the Director of Consulting at Barrett Values Centre, Tom helps Global 1000 Companies, global impact organizations, and nations, align their leadership and culture to achieve their strategy and contribute to solving societal challenges. Here are a few of the topics we'll discuss on this episode of Consulting with Authority:How Tom went from running his own tech business to being the Consulting Director at Barrett Values CentreThe main purpose of Barrett Values Centre and how this has pivoted over timeWhy profit cannot be the main goal of a businessHow Barrett Values Centre works with consultants to get them multi-year partnershipsHow science can save us from climate change and the main motivators behind human behaviourThe importance of having meaning in your life and valuing your employees wellbeing and fulfilmentHow they create new relationships and build their network at BarrettResources:Smart Solutions MediaBarrett Values CentreThe Circular Economy HandbookRethinkXMan's Search for MeaningConnecting with Tom Rausch:LinkedInConnecting with the host:Scott Cantrell on LinkedIn

Eric Whitmoyer & Joe are highly accomplished “no-nonsense” executives, life-coaches, public speaker, author, and business consultant. He is an entrepreneur and executive leader that leverages his skills, experience, and finely-honed business acumen to vault companies to peak success. Among his many achievements, Eric is recognized as an Advanced Certified Trainer in the “Success Principles” material and methodologies by the prestigious Jack Canfield Organization. Additionally, Eric is a certified instructor of the Culture Transformation Tools Training offered by the Barrett Values Centre. He is certified in numerous Sales Training and Sales Leadership programs. As well as publishing his book, “Success with Goals – Designing Your Life with Purpose.” However, despite all his success in his career and other endeavours, he cherishes his role as a husband, father, and grandfather above all and is immensely proud of his whole family, including the recent additions of his grandchildren!

Knowing your values and enacting them is a stepping stone into the modern world of work. In this episode you'll hear the answers to "what are values anyway?" courtesy of the Lead Together authors (affiliate link) and "why might it be important to know your values at work?" Plus, get started detecting your values using the free Personal Values Assessment at the Barrett Values Centre. Links: Lead Together audiobook (affiliate link) >> https://amzn.to/2W8BrHV Personal Values Assessment >> https://www.valuescentre.com/tools-assessments/pva/

Richard Barrett is the Managing Director and Founder of the Barrett Academy for the Advancement of Human Values, an international think-tank to discover, incubate, and develop concepts, ideas, and practices that support the evolution of human consciousness. Richard is also the founder of the Barrett Values Centre, a Fellow of the World Business Academy, and Former Values Coordinator at the World Bank. He is an internationally recognized consultant, coach, speaker, and the author of 13 books, including Worldview Dynamics and the Well-being of Nations, The Evolutionary Human: How Darwin Got It Wrong, and Everything I Have Learned About Values. He holds a Bachelor of Science degree in Civil Engineering from Manchester University. Richard joins me today to discuss the growing consciousness and why we need to work together for the good of the whole human species. Richard shares how consciousness has evolved and how the developmental stages affect your personal consciousness. We discuss how our political leaders' conscious state affects the world and the evidence of this shown through the government's response to COVID-19. Richard discusses what it means to individuate and how you can resolve your limiting fears and reach a higher state. He also shares why we must care about uplifting everyone in society and the world to achieve humanity awareness and the next stage of our growing consciousness. “Evolution was always about consciousness; it was never about species.” - Richard Barrett This week on Insert:Human How consciousness has evolved through species and why we are in a phase of accelerated mode of evolutionary consciousness Why consciousness is awareness with a purpose and what this means to our survival The difference between needs and desires and Richard's seven levels of consciousness The seven stages of development and how they link to consciousness How the development of personal consciousness in our political leaders has affected the way nations are handling COVID-19 The six worldviews that humanity has passed through and the next world view we need to attain The three algorithms of evolutionary intelligence we use to handle threats Why women may make better leaders The correlation between emotional limitations and physical abnormalities How an individual can move through the stages of development through releasing their limiting fears How, as a collective, we can do better for the world and society Why it is fundamentally necessary to move from people awareness to humanity awareness if we are to save our species Resources Mentioned: Anatomy of the Spirit by Caroline Myss Connect with Richard Barrett: Barrett Academy for the Advancement of Human Values Barrett Academy for the Advancement of Human Values: E-Learning Courses Barrett Academy for the Advancement of Human Values: Human Awareness Initiative Barrett Academy for the Advancement of Human Values: Workshops Book: Worldview Dynamics and the Well-being of Nations Book: The Evolutionary Human: How Darwin Got It Wrong Email: richard@barrettacademy.com Barrett Academy for the Advancement of Human Values on Facebook Richard Barrett on LinkedIn Richard Barrett on Twitter Insert:Human - For a Better Life & Better World Thanks for tuning into this week’s episode of Insert:Human. If you enjoyed this episode, please subscribe to the show and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media to help me reach more seekers and problem-solvers, like you. Join me on Twitter, Instagram, and Linkedin. For more exclusive content and to claim your free copy of the first chapter of my upcoming book, Technology is Dead, visit my website.

Widely known as the “Queen of Culture” in senior living, Denise Boudreau-Scott knows how to create places where people want to live, and staff want to come to work every day and give their best. Learn how concentrating on culture develops a deeper alignment of purpose across your organization, and an improved bottom line. About Denise Denise Boudreau-Scott is President of Drive, which helps aging services organizations improve the resident and staff experience and the bottom-line, through more engaged leaders and employees. A former nursing home and assisted living administrator, Denise is a serial volunteer. She co-founded and serves as a Board Member for the non-profit New Jersey Alliance for Culture Change. She is the current Chair of NAB's Member Relations and Outreach Committee and a former member of the LNHA and RCAL Exam Writing Committees. Denise is also a former board member of the Pioneer Network. Denise received her Bachelor of Science in Gerontology from the University of Scranton. She obtained her Master in Health Administration from Cornell University where she is currently a lecturer, student mentor and serves as an Executive in Residence for the inaugural Executive Master of Health Administration program, the youngest person to be invited in the history of Cornell's Health Administration program. Key Takeaways A poor culture is costly, causing difficulty with recruitment, high turnover, increased sick calls, decreased productivity, and lower resident satisfaction and census. Drive onboards new senior living communities with a culture assessment developed by the Barrett Values Centre that reveals the gap between what employees want and what they are currently experiencing. Each organization receives a culture score that can be compared to different organizations around the world, offering an actionable roadmap to a higher performance based on actual data. The pandemic has compelled organizations to focus on culture and employee health and well-being. Research shows that healthy organizational cultures are more resilient.

What you'll learn:  How fear and ego stop family businesses from evolving Opportunity can actually keep you from building value in your company   How to evolve a brand and culture without abandoning the past The transforming power of internal alignment  Clarity and consistency can lead to exponential growth    This week's guests:  Meghan Lynch Bio  CEO, Six-Point Creative*  For over 15 years, Meghan has served as expert advisor to global and national brands, from fast-casual restaurant chains to industrial manufacturers. Honors include induction into the Women Business Leaders Hall of Fame at Bay Path University, and the 2019 Enterprising Women of the Year Award. Meghan is also currently an adjunct professor in the Center for Entrepreneurial Leadership at Elms College.  Ruth Lund  President, the LEGACY Center*  Ruth Lund is the President of The LEGACY Center, a firm that considers themselves practitioners as well as consultants in the area of values-based cultural and executive development.  Ruth was part of the founding team that developed a body of work designed to assist the Legacy companies improve, grow, and protect their values-based culture as they grew and evolved over her 7-year engagement as Vice President of Organizational Development.  During her tenure, the organization successfully navigated multiple acquisitions, with each one retaining talent, clients, and productivity as they focused heavily on the cultural integration first.  The LEGACY Center was born in order to take the learnings and processes created in the internal organization to other businesses, non-profits, and the public sector. The response to this offering has been strong. Ruth now leads the initiative to partner with executive leaders who desire to foster sustainable, values-based organizations.  Ruth has over 25 years of experience in leadership, team, and cultural development in both the private and non-profit sectors and brings a passion to help executives lead with authenticity and intention.  She is a certified practitioner with the Barrett Values Centre, Giving Voice to Values (GVV), and Marshall Goldsmiths Stakeholder Centered Coaching.  A graduate from the University of Maine with a degree in Education, Ruth has channeled her background in teaching, presenting, facilitating, and coaching into powerful experiences that support the process of developing strong values-based leadership and intentional cultural development focused on Impacting Lives and Developing Leaders.  *Not affiliated with Lincoln Financial Advisors Corp.   CRN-3405758-011421  The content presented is for informational and educational purposes.  The information covered and posted are views and opinions of the guests and not necessarily those of Lincoln Financial Advisors Corp.    Michael Palumbos is a registered representative of Lincoln Financial Advisors Corp. Securities and investment advisory services offered through Lincoln Financial Advisors Corp., a broker/dealer (member SIPC) and registered investment advisor. Insurance offered through Lincoln affiliates and other fine companies. Family Wealth & Legacy, LLC is not an affiliate of Lincoln Financial Advisors Corp. Lincoln Financial Advisors Corp. and its representatives do not provide legal or tax advice. You may want to consult a legal or tax advisor regarding any legal or tax information as it relates to your personal circumstances. 

Ruth Lund (President, LEGACY Center), has been impacting lives and developing leaders by working closely with Executive teams on values-based cultural alignment within their organizations. Ruth is also a certified practitioner with the Barrett Values Centre, Giving Voice to Values (GVV), and ATD's Internal Coaching Program. In this episode, we talk about the differences between Entrepreneurs that intentionally invest in the cultures of their companies and those that don't, and the amazing things that a leader can accomplish with their teams when they display a strong level of humility and integrity.

Richard has an unrivalled pedigree, having spent a significant chunk of his early career with the World Bank which included investigating the Bank's values as part of his work in their Environmentally Sustainable Development programme. He left the World Bank in 1997 to set up his own consultancy - which subsequently evolved into the Barrett Values Centre - and the following year he published Liberating the Corporate Soul - Building a Visionary Organisation in which he predicted, "In the 21st Century the soft stuff is destined to become the hard stuff." He also outlined his Seven Levels of Consiousness model and how it applies to individuals and organisations. Richard's many subsequent books have included Building a Values-driven Organisation: A Whole System Approach to Cultural Transformation in 2006 and The New Leadership Paradigm in 2011. To find out more about the work of Richard and the Barrett Values Centre, https://www.valuescentre.com/ (vist their website here). And here are links to a selection of Richard's books: https://www.amazon.co.uk/gp/product/0750670711/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=0750670711&linkCode=as2&tag=ukla2020-21&linkId=a06c096f5ed369ee3d62020e2fb63203 (Liberating the Corporate Soul - Building a Visionary Organisation) - Routledge, 1998 https://www.amazon.co.uk/gp/product/1445716720/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=1445716720&linkCode=as2&tag=ukla2020-21&linkId=631b74a4ffd6f1d1220ee57cf09e7c97 (The New Leadership Paradigm) - Lulu Publishing, 2011 https://www.amazon.co.uk/gp/product/1471770168/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=1471770168&linkCode=as2&tag=ukla2020-21&linkId=ad7521f63658ba21457b30bb1bfe7017 (What My Soul Told Me )- Lulu Publishing, 2012 https://www.amazon.co.uk/gp/product/1483411788/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=1483411788&linkCode=as2&tag=ukla2020-21&linkId=6e1744dfacacccbe3ebe3d71ef2af1c4 (Evolutionary Coaching: A Values-Based Approach to Unleashing Human Potential )- Lulu Publishing, 2014 https://www.amazon.co.uk/gp/product/0750679743/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=0750679743&linkCode=as2&tag=ukla2020-21&linkId=80c3b2a310861ed7d6e0f505c4b732f2 (Building a Values-driven Organisation: A Whole System Approach to Cultural Transformation) - Routledge, 2016 https://www.amazon.co.uk/gp/product/1684715997/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=1684715997&linkCode=as2&tag=ukla2020-21&linkId=9181e22603968cc9aa66765a6bc6f19d (Worldview Dynamics and the Well-Being of Nations) - Lulu Publishing, 2020  

    Richard Barrett is the Managing Director and Founder of the Barrett Academy for the Advancement of Human Values, an international think-tank to discover, incubate, and develop concepts, ideas, and practices that support the evolution of human consciousness. Richard is also the founder of the Barrett Values Centre, a Fellow of the World Business Academy, and Former Values Coordinator at the World Bank. He is an internationally recognized consultant, coach, speaker, and the author of 13 books, including Worldview Dynamics and the Well-being of Nations, The Evolutionary Human: How Darwin Got It Wrong, and Everything I Have Learned About Values. He holds a Bachelor of Science degree in Civil Engineering from Manchester University.   Richard joins me today to discuss the growing consciousness and why we need to work together for the good of the whole human species. Richard shares how consciousness has evolved and how the developmental stages affect your personal consciousness. We discuss how our political leaders' conscious state affects the world and the evidence of this shown through the government's response to COVID-19. Richard discusses what it means to individuate and how you can resolve your limiting fears and reach a higher state. He also shares why we must care about uplifting everyone in society and the world to achieve humanity awareness and the next stage of our growing consciousness.     “Evolution was always about consciousness; it was never about species.” - Richard Barrett       This week on Insert:Human   How consciousness has evolved through species and why we are in a phase of accelerated mode of evolutionary consciousness Why consciousness is awareness with a purpose and what this means to our survival The difference between needs and desires and Richard's seven levels of consciousness The seven stages of development and how they link to consciousness How the development of personal consciousness in our political leaders has affected the way nations are handling COVID-19 The six worldviews that humanity has passed through and the next world view we need to attain The three algorithms of evolutionary intelligence we use to handle threats Why women may make better leaders The correlation between emotional limitations and physical abnormalities How an individual can move through the stages of development through releasing their limiting fears How, as a collective, we can do better for the world and society Why it is fundamentally necessary to move from people awareness to humanity awareness if we are to save our species     Resources Mentioned:   Anatomy of the Spirit by Caroline Myss     Connect with Richard Barrett:   Barrett Academy for the Advancement of Human Values Barrett Academy for the Advancement of Human Values: E-Learning Courses Barrett Academy for the Advancement of Human Values: Human Awareness Initiative Barrett Academy for the Advancement of Human Values: Workshops Book: Worldview Dynamics and the Well-being of Nations Book: The Evolutionary Human: How Darwin Got It Wrong Email: richard@barrettacademy.com Barrett Academy for the Advancement of Human Values on Facebook Richard Barrett on LinkedIn Richard Barrett on Twitter         Insert:Human - For a Better Life & Better World   Thanks for tuning into this week’s episode of Insert:Human. If you enjoyed this episode, please subscribe to the show and leave a review wherever you get your podcasts.   Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify   Be sure to share your favorite episodes on social media to help me reach more seekers and problem-solvers, like you.   Join me on Twitter, Instagram, and Linkedin. For more exclusive content and to claim your free copy of the first chapter of my upcoming book, Technology is Dead, visit my website.    

Richard Barrett is author and writes about leadership, leadership development, values, consciousness as well as cultural evolution in business and society.He is the founder of the Barrett Values Centre, where he created value-based assessments for individuals, organizations, communities, and nations,The chosen values are mapped against the “Seven Levels of Consciousness Model” ™ which Richard invented.Richard has a unique capacity to build a bridge between the spiritual dimensions and the cooperate world.He shares his insights about the soul – ego dynamic and the seven levels of human consciousness with us during this interview. Upcoming workshop:LIVING YOUR SOUL’S DESTINY: GERMANYJoin Richard Barrett, Christa Schreiber and a team of experienced facilitators on a four-day journey into learning how to achieve your full potential—from well-being to flourishing. Invest in your future by letting go of your past.Location: Frielendorf, Germany (D-34621) 2 hours north of Frankfurt.?Dates: October 26-30, 2020More information: https://www.barrettacademy.com/academy-master-classes/workshops-germany Free e-learning course:Please visit https://www.barrettacademy.com/ to sign up for Richard’s three free e-learning courses:Living a values-driven life at home, at work and in society (LVDL)The Well-being of Nations 2020 (WB20)The Humanity Awareness Initiative Free values assessment:I highly recommend taking the free PERSONAL VALUES ASSESSMENTWhich helps you to understand your individual values.https://www.valuescentre.com/tools-assessments/pva/ Books:You find Richard’s latest books here:https://www.barrettacademy.com/about-2020/books-updated-2020 

Siobhan McHale is a culture transformer with a track record of making workplaces better. She's helped thousands of leaders create more agile and productive workplaces and written the best-selling book, The Insider's Guide to Culture Change. What we can learn from Siobhan today: What Culture really is The importance of looking at Culture through a commercial lens The value of “Reframing Culture” for people, their roles and organization Collective patterns of relatedness with Culture The four elements of the Culture descriptor   Follow us and explore our social media tribe from our Website: https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Siobhan McHale You can learn more from Siobhan below: Siobhan on Twitter Siobhan on LinkedIn Book: The Insider's Guide to Culture Change Find out more from the Barrett Values Centre here: www.valuescentre.com Full Transcript Below: ----more---- Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you. On today's show, we have Siobhan McHale. She has written the ground-breaking book, The Insider's Guide to Culture Change. It is a global bestseller. She is also a culture transformer and people expert. But before we get a chance to speak with Siobhan. It is The Leadership Hacker News.   The Leadership Hacker News Steve Rush: The Barrett Values Centre has completed some extensive research on the impact of culture and values around COVID-19. The Centre sought to answer questions that are useful and helping supporting leaders in their stakeholders address the challenges that they may face in interviewing 2,500, people worldwide, including 300 C-Suite executives. The pandemic has been referred to as the “great pause”, and it appears to have forced individuals and organizations to stop, look internally and consider what they may need to do to operate in the future and how their approach may also need to shift now. There have been global crises before, but never one that has affected so many people, and so directly in all our lifetime. The research compared personal values, pre COVID-19 to that we are experiencing now. And we've seen four new values emerge in the top priority during the pandemic, they are: making a difference, adaptability wellbeing and caring. The values of continuous learning and family were already present pre COVID, but have since increased in their priority. There has been a real shift in values, moving towards more care and wellbeing amidst the crisis. Some interesting statistics that the report has shared is: wellbeing shifted from its position of 26 to 5, due to the importance placed on people during COVID-19. A traditional process focus has been replaced by focus on people, agility and communication. During COVID-19 results, orientation as an organizational value shifted from its number 2, position down to number 25 and achievement shifted from 6 to 50. Which leaves a question in leaders of how do you then drive results in parallel with wellbeing and people focus to maintain that positive culture? Not surprisingly, values such as agility had moved up from 43 to 8 and Digital connectivity had moved up from 50 to 2 and employee health had moved from 61 to now 5. One stark statement in the research was that employees are placing 15 times more emphasis than their leaders on the need for continued direction and communication going forward. So as you look to thrive, following this pandemic, first take a look at your current state. Don't make assumptions about the values and culture of your organizations, but really evaluate them and learn from what the real landscape looks and feels like in your organization today. If we fail to really diagnosis the situation effectively now, it could mean that we deploy the wrong strategy, the wrong approach and the wrong energy and our next wave of planning. That has been The Leadership Hacker News. If you have any insights, information or stories, please get in touch.   Start of Podcast Steve Rush: Our special guest on today's show is Siobhan McHale. She is a culture transformer, and selected as a member of Thinkers50 radar for tackling the big issues of our time with rigor and energy, and she's also the author of the bestselling book, The Insider's Guide to Culture Change, Siobhan welcome to the show. Siobhan McHale: Thank you, Steve. Great to be with you today. Steve Rush: So before we get into the theme of culture and culture change, it would be really interesting just to explore how you become so fascinated by the theme of culture. Tell us a bit, about how you arrived here. Siobhan McHale: Yeah, I suppose I started off studying psychology and as my classmates were revering down a path to become clinical psychologists, I was really much more interested in the world of work and in particular, what makes people perform at their best and their highest, rather than maybe looking at people who were more struggling with perhaps mental health issues in a clinical setting. I was much more interested in becoming an organizational psychologist, so that really started me on the path to exploring a workplace culture in particular. Steve Rush: During your time in your management-consulting career, you travelled extensively across the world and you saw lots of different cultures. What was the, maybe the one or two things that you identified at that time, that really kind of drew you into the whole premise of culture and what culture is? Siobhan McHale: Yeah, I travelled and worked across four continents, and during that time, I advised hundreds of leaders about how to create more productive and constructive work environments. But I work into some places where there were toxic cultures that really drained the energy from the organization and led to bismel customer service. And then on the other side of the spectrum, I work into some organizations that had amazing cultures that really delighted customers and had very engaged workforces, so I started to over a period of 30 years, started to research what made workplaces deliver, grow and adapt more easily. And really that is the subject of my book. How do you create workplaces that can deliver, grow and adapt? Steve Rush: And it is really interesting in my experience of culture, you can almost walk into an organization and you might not be able to physically see it, but you can get that vibe. You can feel it very, very quickly, whether it is good or, less good, right? Siobhan McHale: Absolutely. Steve Rush: What causes that? Siobhan McHale: I think culture is, one of those commonly used terms, but it really is the ways of relating. The ways of operating within the organization and it is not so much about, what happens at the individual behavioural level. It is more about how the organization functions at a collective level and sometimes those ways of relating are functional and sometimes they are quite destructive. And as I said, they can leak value, financial value included from the organization dropped by corrosive dropped. Steve Rush: And I wonder how organizations apply a different lens versus I have a business strategy over here,  here is my financials; here is my strategy, lots of hard and fast measures. But as you just rightly said, this could leak huge amounts of financial leakage. Organizations can lose a significant amount of revenue by just having the wrong culture and I wonder what causes organizations to look at culture differently to maybe other parts or tenants of that business? Siobhan McHale: Yes, a great question. It is one of the big myths about, what is culture? And how we framed culture has been largely in many organizations in terms of employee experience. So we talk about culture as if it's just about employee satisfaction, employee engagement, inclusion, diversity. And of course, they're really important to aspects of culture, but they're not the I aspects. Culture relates to every part of your business, including how you manufacture, how you design, how you manufacture, how you sell, how you serve as your products. And this is the area that I think we've got to look at culture through a much more commercial lens, because you really need to have the right culture in order to deliver on your strategy. I think that is the question for management teams. What culture do we need to enable and fast track our business strategy? Steve Rush: Is there something there about organizations and indeed leaders within an organization, or having a different perspective of what culture is? Siobhan McHale: Yeah, I often say culture is one of the most talked about, but least understood concepts and workplaces today, and you need to have a common frame and a common language. And I think many leaders have been taught that in order to shape the culture, you simply document the values and the behaviours that you want to see, and you roll out those values and behaviour statements, and then you get a change in the culture. Now, we all know that's nonsense, but leaders haven't been given any other tools or many other tools in order to create the right culture that will deliver on their strategic intent and produce the financial results that they're looking for. So we've got to get leaders away from this notion that it's just about values and behaviours, and start to see that culture is about the collective patterns of relatedness that sit at the more systemic or collective level, Steve Rush: Right, so over the 30 years of research that you have undertaken and extensive study around culture. Is there a simplified way in which you describe what culture is? Siobhan McHale: Yeah, I would say, the ways of relating in the organization and it is the distinction I think, between the dancers and the dance. So the dancers are the behaviours but the dance is the ways of operating. The way that the organization functions and often we focusing just on the behaviours, but we don't, you know, the dancers, but we don't necessarily see the dance. And those are the patterns are what I call the agreements between the parts. Steve Rush: That is a lovely way of describing it. I actually quite like that. Siobhan McHale I did some work at the ANZ bank, which is one of the big four banks in Australia. And this was in the early two thousands, when the bank was really getting a lot of bad press about how it's customer satisfaction and its closure of rural branches and the CEO at the time, John McFarlane knew he had to turn around the organization and create better returns to shareholders and increase customer satisfaction. But when I walked into the bank, I could see that there was a passion that was very dysfunctional, that was keeping it stuck in the old ways and delivering very poor customer satisfaction. And the head office was taking up the role of order giver and the branches, the 700 branches were taking up the role of order takers, so the head office was giving the orders and saying, do this, do that. And the branches were just stepping into the role of the order taker and each part both the head office and the branches were blaming each other for the poor customer satisfaction. And this pattern of blame was going around and round and actually leaking energy from the organization. So we had to see that passion first, before we could start to shift the culture and we put in a new operating model, we reframe the role of the head office from order giver to support provider to the branches. And we reframe the role of the 700 branches from order taker to service provider, to the customer and that new operating model and the reframing change the pattern of blame to a different passion between head office and branches, which was, we worked together to meet the needs of our customers. Steve Rush: And sometimes it is just as simple as reframing, isn't it for people in the mix of that moment, so that they can see things in a different way and get a different behaviour, I guess? Siobhan McHale: Exactly reframing is a very powerful tool that is often overlooked. Sometimes when we think about change, we think we have to change people's personality, but I often think that is the hard way, you know, personalities very hard wired and what right do we have to ask people to change who they are? And instead we can reframe, reframe people's role, reframe the role of a department, reframe the role of the team. You can even reframe the role of a whole organization, and get it pivoting, get it moving very quickly in a different direction. Steve Rush: Now I am sure, you won't mind me mentioning this, but your work aim at. Not only was it instrumental in changing the fortunes, a failing Australian bank to becoming a number one performer globally at one stage, but also that John Kotter or Professor John Kotter. Which many of our listeners will be familiar with as one of the four runners in the world of leading change. Actually, contacted you and is using this as part of the Harvard Business MBA work, am I right? Siobhan McHale: Yeah, so yeah, I was sitting at my desk one day when reception patched through a call from Professor John Kotter. And you can imagine I almost fell off my chair because I'd read all of his books and he was still is a guru in the space and he was my idol. And yeah, he was looking for a global case studies for successful transformation and successful culture change. And he selected the one that I'd written up as the case study that he was teaching Harvard MBA students about. So teaching people how you manage change and how you accelerate change more quickly. So, yeah, that was quite a pivotal moment for me because what it taught me was that my work could be beneficial beyond the bounds of the organization that I was working in. And that was one of the key moments when I also had this realization that I could share the findings of my research with a broader audience which also led me to, write the book. Steve Rush: Awesome, and therefore The Insider's Guide was born? Siobhan McHale: Yes, yes, indeed. The Insider's Guide to Culture Change. Steve Rush: So, we are getting to the book in a little bit more detail in the moment, and there is a couple of things in there that when I read that were really insightful. I would love to explore those with you, but before we do, what is the reason that most leaders often struggle to get culture, right? Siobhan McHale: Yeah, I think you know, it does relate back to how leaders see their role. And one of the things that I've noticed over the past 30 years is leaders tend to frame their role in terms of their running the business. So their operational role, their role is to run the business, but they don't necessarily see or take up their culture change role or that culture role. They don't necessarily see themselves as the chief culture officer and often in organizations, culture has been delegated to HR to, take up the mantle. And whenever that occurs in my experience, it's problematic because then culture becomes something that HR has to fix, and line managers tend to take a step back in those organizations and then culture doesn't get embedded truly in my experience. Steve Rush: It is a neat reframe as well. Having that chief culture officer, I wonder how many organizations actually have one of these days? I am not familiar with many, if any. Siobhan McHale: Yes. Well, I think the chief culture officer needs to be the CEO and HR has to reframe its role to be a critical leader, but in an enabling, function. So providing the tools, the support, the advice, the processes in order to embed the culture that is going to deliver on the organization's strategic imperatives and going to meet the business goals. And I think that's the work that HR has to do to start seeing its role, not just around employee experience, but how can you help managers at all levels to create a culture that might be a growth oriented or performance driven culture or commercial culture, customer driven culture, quality culture, and innovative culture. These are old things that managers are calling out for. How do I have an, a more adaptive culture in these disruptive times? And what I'm saying to HR folk is where is your toolkit for that? How can you walk up to those questions and have solutions for managers and leaders who are looking for that type of help? Steve Rush: Got it, so your book now, The Insider's Guide to Culture Change is available and it is doing really, really well. and I'm delighted to see that is the case for you, so well done. Siobhan McHale: Thank you. Steve Rush: Tell us a little bit about the inspiration for the book and what it was that caused you to finally get all that research together and put pen to paper. Siobhan McHale: Yeah, I really did want to, my parents did teach us their children to keep learning and to make a positive difference in the world. And one of the things I noticed was that there were a lot of people writing about culture, who had a brilliant lens. They were outsiders though, so they were either consultants or academics or journalists, and they were writing about workplace culture, a fantastic lens, but I had a different lens and that was an insider lens. So I had been the executive in charge of transformation in a series of multinational organizations, as well as being an external outsider. I have been a management consultant, but when I became an insider as the executive in charge of change, I just had a different experience, and I started to test and really see what tools can help accelerate culture change and what tools don't and I thought, well, where is that voice? Where is that voice of the insider? And it wasn't really there. And I had to stop asking and start picking up, you know, my responsibility in sharing what I knew rather than looking for somebody else to do that. So I decided, yeah, it needs to be told. These stories, these tools need to be shared and yeah. Decided to step into that role, Steve Rush: Brilliant stuff. There was one thing that really intrigued me when I read the book, it was around activating the culture disruptor from an inside out perspective. Tell us a little bit about that? Siobhan McHale: Yeah, so the culture disruptor is my four steps solution to creating the right culture for your business and it really is. It starts with step number one, which is you must diagnose what is really going on in your organization and in the external environment, too many people stepping to culture change in the wrong place. They start thinking about what type of culture do we need, and that is the wrong place to start. You need to start back at what is going on in the business environment and what are the external forces? What are the deeply embedded and often hidden patterns that are running us that we really maybe need to say goodbye to in the future. Sometimes the patterns that served you very well in the past and not the same patterns that are going to serve you in the future. So yeah, it is a four-step process to get to and continue to create a culture that is going to meet your business needs, starting with them analysing what is going on for you within your workplace, as well as the external environment.   The second step then is to reframe. Reframing is a very powerful tool, and you can reframe the role of the different parts of your business in order to create faster change with less noise. So it gives a lot of examples of how you do that, reframing in the book. And then the third step is to break the pattern. It sounds easy, but it is much harder than it sounds. And there's different tools to break some patterns that are may no longer be serving you. And then the fourth one is to consolidate your gains and this is where a lot of leadership teams and management teams, they lose puff. They run out of steam on the journey. So how do you keep going? How do you keep your foot on the change accelerator over the longer term? Steve Rush: And momentum is probably the biggest key here. Isn't it? Because it is like rolling a big Boulder up a Hill. Siobhan McHale: It is. Steve Rush: You get so far and so far, and the energy starts to wane. What would be the one thing if I was a leader listening to this, that you'd say that would be helpful for me to maintain that momentum on any culture change? Siobhan McHale: Yeah, I would say your leadership team form a, you know, give them the role of leading the change effort, the culture change effort, and have regular meetings with your management or leadership team. About how is the change going? I talk about seeing yourselves as captains of a ship, and instead of spending all of your time on deck. You need to get back onto the bridge and have a look at what is going on in relation to our change journey. How we tracking? What are some of the things that we are experiencing? We might have put something into the organization. How did that go? Often leaders do interventions, but they don't check how it went. You know, what was the reaction? What was the response? What was the feedback? Do we need to ahead in a different direction? So I would say having that management team and meeting regularly and diagnosing how's the change going and how do we need to move and adjust on the journey? Steve Rush: It is a constant evaluation as well. Isn't it? It's just not one of those things you can set off and run and then think, right. Okay. We will keep going. It is a constant evaluation to pivot and to change and to modify, right?   Siobhan McHale: Absolutely, many leaders have been taught. You just spend months defining the values of the organization. You produce a glossy document and some posters; you roll out some workshops and that is it, and that isn't it. As we know, seldom works, so we've got to try a different way. And that's why I think it's important for leaders to understand that they have a culture role and giving them the tools to take up this culture role at all levels. So it is not just senior executives, managers. At all levels need to be able to step into their role, to shape the type of culture that is going to deliver the business results that they need. Steve Rush: You just spiked a thought in my thinking actually, because you are absolutely right. Culture, is not about a certain level of hierarchy leading this. This is a leadership responsibility for everybody in whatever role they do in the organization. I wonder how many organizations actually feature culture and the role that we have to play in leading culture as part of induction programs. Siobhan McHale: I think it is really a great point. I think most organizations would talk to their new employees about their organizational values, but I doubt that many would frame people's role as a cultural leader. I think it is becoming more common, but you know, your role is to lead to the culture and bring it to life every single day. That is a very powerful reframe compared to here are the values and here is your mug or mouse pad with the values on it. Steve Rush: Right. Siobhan McHale: And that was one of the keys at ANZ bank. Every person was told, and one of our five values was that you will lead and inspire each other. So the reframe there was leadership will not come from the top. Each of you will lead and inspire each other and that was a powerful mobilizer on our change journey. That reframe for the 32,000 employees. Steve Rush: I love that. I think that is really powerful, really powerful. So in your book, you also talk about there being a number of big myths about workplace culture. What is the biggest myth that you encountered? Siobhan McHale: I think there are many, many big myths, but I think one of the biggest ones is that culture is somehow fixed and a one size fits all. So there is this myth that, you know, we have to keep the same culture as we have always had. It is like a mountain or a rock, whereas culture needs to adapt, needs to keep on being something that you examine and that you refine as needed. And it's not a one size fits all, you know, there's this thing, Oh, you must, we almost aspire to X culture. Well, you know, what about if you are in a military department, you might want to create a discipline culture to ensure that soldiers and civilians are safe in war torn regions. Whereas if you are a leader in a marketing company, you might want to create an innovative culture. So you can really impress and wow clients with your innovative ideas, so no two organizations will need a want the exact same culture, so it's not a one-size fits all state. Steve Rush: I think you are right, super stuff. The one thing that intrigued me quite often, when I have conversations with my clients and their teams around culture and setting them up for success is the whole principle about how do we measure it. So there is lots of judicial outcomes that we can look forward in terms of behaviours and results, but how would you suggest is the best or the most effective way of measuring culture change? Siobhan McHale: Yeah. Culture itself is, you know, I think if you go back to the ANZ example, what you've got to be able to see in your diagnosis of your culture are the passions of relating between the parts. So you've got to be able to see, for example, that the head office is in role of order giver and the branches are enrolled of order taker. And there's a pattern of blame between them. Now, that is not something you can measure. You've got to be able to go in there and diagnose that. If you don't get that diagnostic, right, the risk is that you go in and you say, Oh, we've got for customer satisfaction. Let's put in some training courses so that the branch staff know how to deliver better customer service to our customers. And that intervention could actually fuel the passion of blame in the organization, as you can imagine, because the branch staff might say, well, they don't even trust us to provide service. Steve Rush: Sure. Siobhan McHale: And it is not our fault. It is the head office. We don't have the authority to make decisions. So that diagnosis is not something that you can measure, but you can measure the outcomes of seeing the pattern and intervening to shift the pattern by for example, a customer satisfaction survey. So if you're aiming to have a culture of customer centricity, you can measure that by getting feedback from your customers about how they seeing your service, but the diagnostic is different to the outcome of the culture, if you know what I'm saying. The passion you can't measure as easily, you've got to be able to see that and it's not necessarily something that a survey will tell you, Steve Rush: Of course and if you don't get that diagnostic, right, your outcomes and your measures of any kind will be incorrect in the first place, Siobhan McHale: Correct, Absolutely and many times leaders rush off and they put in interventions that don't actually create any change. And sometimes it takes them backwards, which was happening at the ANZ. They were doing restructure after restructure, trying to train people and get them to increase the customer satisfaction. And it was having no impact until we went in and did a proper diagnostic. Steve Rush: Yeah, it makes a lot of sense. So as part of your journey as well, and becoming renowned now for culture and leading cultural change, you've also been a leader of others. My job, as part, this show is to hack into the minds of great leaders. And I'm really keen to get into your leadership thinking now, and to find out what would be some of your top hacks. So tell us, what your top leadership hacks could be Siobhan? Siobhan McHale: I would say for me, it is don't try to change somebody as a person. Modify the role, not the person. So for me, I found that that is an amazing way of allowing people to be their true, authentic selves but reframing their role. And I've had so many examples of them, just people seeing their role. In one way, for example, I was coaching somebody who was having real problems with their team, and getting people on board and there was just a lot of noise from her team. She drew a map of her role with seeing herself as an individual achiever and achiever rather than, and she was running up the hill on her own rather than galvanizer or mobilizer of her team. So just that awareness that she was involved with individual achiever and she needed to be enrolled of mobilizer shifted her whole way of interacting with her team. So that would be one of my big ones, reframe the roll rather than trying to modify or change the person. Steve Rush: Fascinating. I have never thought of it that way before, because most people will try and coach cajole, encourage behavioural shift, where actually it might just be a simple reframe of the role. Right? Siobhan McHale: Yeah. Steve Rush: Which is a lot easier to fix of course, than someone's behaviours. Siobhan McHale: Yeah, absolutely and sometimes we, have lots of…another guy, he came to me and he was looking for a job, but he'd been looking for a job for nine months and had cv, that was seven pages long with lots and lots of detail. And I flicked through it and he said, I just can't get a break Siobhan. And I flipped through it and I said, you know what? You are a problem solver. You are a fixer. He went, yeah, that is everything that I have done in my career. I have fixed problems. I solve problems. Anyway, within three months, he had landed a senior job in a very big organization in Australia. And I didn't even know about this, but my boss met his boss, two CEOs meeting each other. And she talked about the fact that she just hired this guy as the CFO. And he said, why did you hire him? She said, oh, he is a problem solver. He is a fixer, just that simple reframe of what he actually did and the value that he brought, allowed him to go into the marketplace and sort of frame his role in a very different way. And it landed him a job so the power of reframing. How you and others see you and your role is incredibly powerful. My other leadership hacks and it is something that we help. We have talked about is don't rush too quickly to solutions. You know, I see a lot of leaders under a lot of pressure to deliver the results very quickly, take the time to diagnose the underlying issues and the patterns that are of relatedness between the parts. And the other one I would say is don't delegate your culture to HR to fix. Make sure you and your other leaders are actually leading culture and HR is in its role to enable that to happen with great tools and great solutions, but don't delegate culture. Steve Rush: Super advice, thank you. We affectionately call this part of the show Hack to Attack. And this is where we explore with our guests times in their career or their lives, where things haven't worked out well, perhaps it's been adversity, but as a result of that, we're now using that experience as a positive in our life and our work. What would be your Hack to Attack? Siobhan McHale: Yeah. When I was first, hired as a management consultant in London at Coopers and Lybrand, which is now PricewaterhouseCoopers. I took on board two big assignments at the same time. I was very keen I was ambitious, so I took on board. Work for two different partners and they were both full time jobs. And I went to one of the partners at the time and I said, listen, I'm really in a double bind here because I've got two massive assignments. And you know, I don't think I can deliver both of them. And he said, well, you've taken them on board now and you've committed. So you've got to deliver them and I stayed up for three weeks working, you know, burning the candle at both ends, but I did deliver both of them. And it was a big lesson for me about, you know, you make a commitment and you deliver on that commitment and no matter what it takes. So it was a really big lesson. It was hard one, but it stayed with me until this day. Whatever you promise, you deliver on that promise. Steve Rush: Sets you up for success. Siobhan McHale: Yeah, absolutely Steve. Steve Rush: So Siobhan, if we were able to do a bit of time travel now and you were able to bump into yourself at 21, what would be the best bit of advice you would give Siobhan Then? Siobhan McHale: At 21, I was still a student in Galway on the West coast of Ireland studying psychology. And I suppose I was wondering at that stage, what would my future look like? And I probably tell myself, don't be fried, follow your passions, travel the world, and yeah. Pursue your dreams and don't be afraid of being your true, authentic self in that as well. Just be who you are and follow your passions, follow your dreams. And that's sort of what I did, but looking back on it, it was probably with some trepidation, I was wondering what's going to emerge in the future. So don't be afraid to be your true self and follow your dreams. Steve Rush: Awesome and of course it's not time bound to age, is it? And that's still probably holds true today, right? Siobhan McHale: Absolutely, same lesson. True, Steve. Steve Rush: So what is next for you then Siobhan? Siobhan McHale: And in terms of what is next for me, I mean, I love my job. I'm the head of HR at DuluxGroup and I love my job and I'm also in my role as an educator. So I love being the head of HR at DuluxGroup and I also love being an educator and which is one of the reasons I wrote the book. So I'm leaning into both of those roles and really loving it, Steve, Steve Rush: And more education and more supporting and helping other people's thinking, which today has definitely been part of too. Siobhan McHale: Oh, thank you. I hope that it will help people to create better workplaces, which is always been my passion. Steve Rush:  So from my perspective, I just want to say, I am delighted that you are on the show and thanks ever so much for sharing some of your great insights. If folks wanted to get to know a little bit more about your work. Where is the best place they could find out a bit more? Siobhan McHale: Yeah I would say LinkedIn is probably the best place to find me. And yeah, Siobhan McHale. It is S-I-O-B-H-A-N, Siobhan a very unusual Gaelic name, but yeah, that is the best place to define me, Steve. Steve Rush:  Brilliant and we will make sure we put your LinkedIn profile in our show notes, and we will also put a copy of the link into your book as well. So folks can find it when they've listened to you today. Siobhan McHale: Great, thanks you Steve. Steve Rush: Siobhan thanks ever so much for taking time out of your busy schedule and speaking to us from the other side of the planet. So our first Australian connection on our show. So thanks ever so much for being part of The Leadership Hacker Podcast. Siobhan McHale: It has been a pleasure.   Closing Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers. Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler their @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.  

In this HCI Podcast episode, Dr. Westover talks with Jeff Harmon about developing technical experts to become vulnerable and successful organizational leaders. Jeff Harmon (https://www.linkedin.com/in/brilliantcoach/) has over 20 years of experience building relationships to equip and mobilize leaders to achieve their most important goals. He has built his life and career based on two principles: how you lead matters and it's not about me. Eleven years ago, Jeff was diagnosed with a degenerative nerve condition. The reality is that some who are diagnosed with this condition die. He knows more than almost anyone he has ever met the value of every day. Upon diagnosis, Jeff looked at his mortality in the face and then got the news that he is one of the fortunate ones and the disease will likely not take Jeff's life. He has a much longer lease on life and lives with the regular reminder of impermanence. Jeff uses every precious moment of life to fulfill his mission to set leaders ablaze with the mission God has for their lives and fill the giant leadership void that exists in the world. Loving, supporting and challenging them every step of the way. Jeff's relationship with God is at the center of his life and this forms the values, principles and perspectives on everything he does. Jeff's ability to access the strengths and talents of individuals and teams and distill the most complicated, overwhelming concepts into real, actionable steps has enabled him to help leaders to execute plans that produce results while also developing their capacity to lead. Over Jeff's career, he has either led or facilitated the delivery of over 200,000 hours of strategy in the financial services, information technology, pharmaceutical and non-profit industries. Jeff is the founder and head coach of Brilliance Within Coaching and Consulting. His client list includes GE, Novartis, BDO, PMI, SHRM, Johnson & Johnson, Merck, Fairfax County Government, Alpha Kappa Psi, Morris County Chamber of Commerce and many other companies and associations. Jeff is author of The Anatomy of a Principled Leader, Become a Better Leader 10 Minutes at a Time, the forthcoming book, The Impact-Driven Leader and has been featured in Inc. and Business News Daily magazines. Jeff resides in northern New Jersey, is husband to Sandy, dad to Maddie and Gloria, pastor in the New Apostolic Church and supporter of several organizations who give vulnerable children the opportunity to flourish. Jeff holds a BS degree in finance from the University of Central Florida, a certificate in servant leadership studies from the Greenleaf Center for Servant Leadership, is a certified consultant with the Barrett Values Centre, a certified project management professional (PMP) and an Associate Certified Coach (ACC) from the International Coach Federation.

How do you transform a whole nation? One person at a time...That's according to Phil and Tor from the Barrett Values Centre, who have spent over 20 years helping leaders to understand the needs and values of the people within their nation, organisations, and communities.This week we explored some captivating stories of what nations have learned from an exploration of their citizens' needs, and how they've benefited by taking action with this knowledge.Find out what is important to YOU by taking the BVC's Personal Values Assessment here.

In this episode, I have a wonderful conversation with the founder of Conscious Leadership Academy, Dr. Jan Bellerman.  Jan is a former IT executive who had a series of profound experiences that set him on a life journey to uncover the mysteries of human consciousness.  He has since applied his learning to the field of leadership development and now trains leaders on how to think and act in more conscious ways.  Jan and I explore a number of topics, including: How different levels of leaders are approaching the COVID-19 situation, comparing his home country of Germany to other European countries and the US; The default mode of the brain to be in "protection mode" and how we can shift into "growth mode"; How to reverse engineer our actions to our consciousness to show why we take the actions we do; How to access different types of intuition to listen to a deeper sense of knowing as we encounter novel and uncertain situations as leaders To find more about Jan, visit his website at: https://www.conscious-leadership.academy/ He also mentioned the Barrett Values Centre, which you can find at https://www.valuescentre.com/

How are our needs and values shifting as we go through this global pandemic? And as we look ahead to our recovery, how can we best prepare for the lasting changes to our professional and personal lives?These are the challenges set by the Barrett Values Centre - the world's leading organisation in culture and values transformation - as they seek to answer these questions through their Global COVID-19 Culture Assessment (linked below). We were delighted to be joined by Phil Clothier and Tor Eneroth from the Barrett Values Centre in the first of two podcasts exploring their fascinating insights into the importance of cultural transformation.CLICK HERE to take part in the Global COVID-19 Culture Assessment

Our guest presenter during our first Zoom Happy Hour on April 7th was Amy Powell, a Certified Culture Transformation Practitioner with the Barrett Values Centre. She showed us how to measure the 7 Levels of culture, and guided us through an exercise to measure culture that you can use in your own life, with your team, or your whole organization. The results help you identify what needs to change.

There are so many reasons for starting a business. One which is common to most people is pursuing a life purpose. In this episode, we talk about how our values can lead us to what we were born to do and be. If you feel that your life doesn't have any purpose, and you are dying to uncover what life is waiting for you, tune in NOW to listen to this episode and discover your full potential!In today’s episode, we have Patrik Somers, founder of Evolution Inside Out, joining us to share some astonishing insight on his work with a values-based approach, and focus on self-mastery and whole system alignment. As a systemic facilitator of transformation, Patrik’s passion is to inspire people to flourish, leaders to thrive, and organisations to evolve by creating and holding a safe and expansive space, where people feel free to open up and explore possibilities for personal and professional growth and evolution.Experience has taught him that the magic of cultural transformation happens when leaders have the courage to go beyond the tipping point of personal transformation.Patrik is a member of the Global Faculty of Barrett Values Centre. He is the creator and facilitator of the Barrett Values Centre and ICF-accredited personal coaching course, Evolutionary Coaching.As a highly experienced coach, facilitator & values consultant, Patrik brings his depth and breadth of experience in the field of education to his work as a Values Consultant, Evolutionary Coaching Facilitator, Clifton Strengths Finder Coach, Neurocognitivism Coach, Lego Serious Play Facilitator and Non-Violent Communication Counsellor.In case you want to jump right to a certain piece of advice, go to UniToShine's website for the rundown of this episode.https://www.unitoshine.com/how-your-values-could-lead-you-to-your-life-purpose/----FREE eBook: "How your values could lead you to your life purpose". If you would like to know more about our conversation, and go deeper into the subject, we have created a FREE eBook for you to absorb everything we covered, on another level.This eBook contains all the insight we discussed and much more awesomeness! Download hereFREE Masterclass: "How to start and grow a successful business". We cover everything on how to start and grow a successful business even if you don’t have any entrepreneurship knowledge and experience. Access the FREE Masterclass here--Join the conversation on Instagram!If you enjoyed this episode and it inspired you in some way, I’d love to hear about it and know your biggest takeaway. Take a screenshot of you listening on your device, post it to your Instagram Stories and tag me @unitoshine.

Unlock the secret to a happier, more fulfilling life with insights from Richard Barrett, founder of the Barrett Values Centre. Discover how aligning your personal and professional core values can significantly reduce frustration and enhance satisfaction in both your career and personal life. Richard shares his expertise on identifying and embracing core values, offering practical strategies to realign with your true self during moments of emotional pain. Together, we explore the impact of values alignment and the powerful benefits of working with organizations that resonate with your principles.Explore the dynamic challenges and unique rewards of remote work in this episode. From fostering a sense of community among remote workers to overcoming the distractions of a non-traditional workspace, we touch on it all. Richard and I highlight the importance of emotional intelligence in both business leadership and personal growth, delving into how values-driven societies can lead to greater societal transformation. We also examine how younger generations are increasingly seeking purposeful ventures, linking this trend to psychological development stages and cultural shifts.Join us on a journey through personal anecdotes and expert advice as we navigate the importance of maintaining focus, nurturing creativity, and overcoming fear. Learn how dedicating time and effort to your passions, like writing a book, can bring about significant accomplishments. We emphasize the importance of human connections in the workplace, especially in remote settings, and how shared values can foster meaningful relationships. Don't miss this inspiring conversation aimed at helping you align your values with your career and personal life for a more rewarding future.Refer a Remote Work Expert As a Guest On The ShowClick here remoteworklife.io to subscribe to my free newsletter Connect on LinkedIn

Este capítulo es la segunda parte de la entrevista al Psicólogo y Psicoanalista colombiano Daniel Castro Carvajal, especializado en el tema del arte de las relaciones. Hablaremos de los 3 tipos de enamoramiento (Enamoramiento desde el Instinto, desde el Inconsciente y desde la Admiración) Entender esto nos ayuda a quitarle las cargas a las relaciones que pueden ser de tipo moral, religioso o de creencias y que solo terminan por deteriorarlas, por que tratamos de adaptarlas a parámetros, que en términos prácticos no funcionan. ¡No te lo pierdas! Daniel Castro Carvajal – Biografía Psicólogo, Psicoanalista, experto en el manejo del Eneagrama y conferencista nacional e internacional. Creador de talleres personales y empresariales. Certificado a nivel internacional en Foundations for Leadership, por Society Organizational Learning de Boston, 2009. Certificado en Herramientas de Trasformación Cultural, parte I y II, por Barrett Values Centre. 2014. Daniel es consultor en desarrollo humano y facilitador de programas empresariales. Información de contacto: @DanielCastroCarvajalFacilitadoresEnProcesosHumanos Consultas: +(57) 316.470.5016

En este capítulo entrevistamos de nuevo al Psicólogo y Psicoanalista colombiano Daniel Castro Carvajal, especializado en el tema del arte de las relaciones. Hablaremos de los 3 tipos de enamoramiento (Enamoramiento desde el Instinto, desde el Inconsciente y desde la Admiración) Entender esto nos ayuda a quitarle las cargas a las relaciones que pueden ser de tipo moral, religioso o de creencias y que solo terminan por deteriorarlas, por que tratamos de adaptarlas a parámetros, que en términos prácticos no funcionan. ¡No te lo pierdas! Daniel Castro Carvajal – Biografía Psicólogo, Psicoanalista, experto en el manejo del Eneagrama y conferencista nacional e internacional. Creador de talleres personales y empresariales. Certificado a nivel internacional en Foundations for Leadership, por Society Organizational Learning de Boston, 2009. Certificado en Herramientas de Trasformación Cultural, parte I y II, por Barrett Values Centre. 2014. Daniel es consultor en desarrollo humano y facilitador de programas empresariales. Información de contacto: @DanielCastroCarvajalFacilitadoresEnProcesosHumanos Consultas: +(57) 316.470.5016

Este capítulo es la segunda parte de la entrevista al Psicólogo y Psicoanalista colombiano Daniel Castro Carvajal, especializado en el tema del arte de las relaciones. Entenderemos mejor desde donde nos enamoramos, como podemos construir relaciones altamente satisfactorias y cómo manejar la herramienta de los acuerdos. El contenido de este podcast es aplicable a quienes deciden vivir en pareja y a quienes no.  Te invitamos a escuchar nuestro podcast #022 que contiene la primera parte de esta interesante entrevista con Daniel. Daniel Castro Carvajal – Biografía Psicólogo, Psicoanalista, experto en el manejo del Eneagrama y conferencista nacional e internacional. Creador de talleres personales y empresariales. Certificado a nivel Internacional en Foundations for Leadership, por Society Organizational Learning de Boston, 2009. Certificado en Herramientas de Trasformacion Cultural, parte I y II, por Barrett Values Centre. 2014. Daniel es consultor en desarrollo humano y facilitador de programas empresariales. Informacion de contacto: @DanielCastroCarvajalFacilitadoresEnProcesosHumanos Consultas: +(57) 316.470.5016

En este capítulo entrevistamos al Psicólogo y Psicoanalista colombiano Daniel Castro Carvajal, especializado en el tema del arte de las relaciones. Entenderemos mejor desde donde nos enamoramos, como podemos construir relaciones altamente satisfactorias y cómo manejar la herramienta de los acuerdos. El contenido de este podcast es aplicable a quienes deciden vivir en pareja y a quienes no. Daniel Castro Carvajal – Biografía Psicólogo, Psicoanalista, experto en el manejo del Eneagrama y conferencista nacional e internacional. Creador de talleres personales y empresariales. Certificado a nivel Internacional en Foundations for Leadership, por Society Organizational Learning de Boston, 2009. Certificado en Herramientas de Trasformacion Cultural, parte I y II, por Barrett Values Centre. 2014. Daniel es consultor en desarrollo humano y facilitador de programas empresariales. Informacion de contacto: @DanielCastroCarvajalFacilitadoresEnProcesosHumanos Consultas: +(57) 316.470.5016

Patrik Somers-Stephenson is Head of Education and Training of the BVC Academy at Barrett Values Centre. He is creator & facilitator of the Barrett Values Centre accredited personal mastery class Evolutionary Coaching. A highly experienced coach, facilitator & values consultant, he brings his experience as Head of Pastoral care to his work as a CTT 1 & 2 Consultant; CTT Foundation & Practitioner Trainer; Evolutionary Coaching Facilitator; Neurocognitivism Coach, Non-Violent Communication Counsellor & Lego Serious Play Facilitator.

Focusing on financial stability, customer satisfaction and employee engagement is necessary but not sufficient for an organisation to thrive.  According to Richard Barrett, long term success requires what he refers to as “full-spectrum consciousness”. It calls for a strong focus on creating a culture based on a shared vision and values, making a difference to others and embracing a service mentality. Full spectrum consciousness cannot be achieved without full-spectrum leaders. As Richard says: "In the end, it’s all about you and the level of consciousness that you operate from - because this will be reflected in the group of people that you are leading." Want to find out if you are a full-spectrum leader? Then tune-in to this episode!   ON RICHARD'S JOURNEY Richard decided to pursue his current career relatively late in life. He was in his forties when, against the well-meaning advice of his friends, he left a comfortable position at the World Bank, giving up a 6-figure, tax-free pension to do something he had no qualifications in. He did that because he felt compelled to answer what he calls “his inner calling”.   This seemingly risky move turned our amazingly well for him if we consider that he now lives what he calls a “soul consciousness” life. Not only that, but he is also widely considered to be a world-class expert on culture and values in business and society.  WHAT WE TALK ABOUT In this interview, Richard and I talk about the stages of human development and what resources are available to help us move through the stages. Richard describes what full-spectrum consciousnesses is and why it’s important to cultivate it in organisations.  We also discuss the, often underestimated, influence individual leaders can have on shaping a culture in an organisation, how to speed up the process of culture change and more! Join the Conversation on Facebook and let us know what you think of how leaders shape a culture in their organisation! MORE ABOUT RICHARD Richard Barrett is an author, speaker and internationally recognised thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre®, a Fellow of the World Business Academy and Former Values Coordinator at the World Bank.  He is the creator of the internationally recognized Cultural Transformation Tools® (CTT) which have been used to support more than 6,000 organizations on their transformational journeys. To date, more than 5,000 change agents, consultants and coaches have been trained by the Barrett Values Centre to use the Cultural Transformation Tools in over 50 countries Richard has been a visiting lecturer at the Consulting and Coaching for Change, Leadership Course at the University of Oxford and HEC in Paris. He has also been an Adjunct Professor at Royal Roads University, Institute for Values-based Leadership, and a visiting lecturer at the One Planet MBA at Exeter University.  Richard Barrett is the author of many books, the most recent ones A New Psychology of Human Well-Being: An Exploration of the influence of Ego-Soul Dynamics on Mental and Physical Health (2016), The Metrics of Human Consciousness (2015),  Evolutionary Coaching: A Values-based Approach to Unleashing Human Potential (2014), The Values-Driven Organisation: Unleashing Human Potential for Performance and Profit (2013).    You can find more information about Richard Barrett on:  https://www.valuescentre.com/about/richard-barrett/ Links to resources mentioned on this episode: where Richard talks about what’s culture, why it’s important and how can you make it conscious:  https://business-reporter.co.uk/2017/08/24/building-high-performance-culture/ Full-spectrum consciousness model:  https://www.valuescentre.com/mapping-values/barrett-model/full-spectrum-consciousness® Richards’s books: https://www.valuescentre.com/resources/books    

Richard Barrett is from England. He is the Founder and Chairman of the Barrett Values Centre. He has written many books on values and cultural transformation. and his organizations assists leaders, organizations and countries transformation through values.

Richard Barrett is the founder of the Barrett Values Centre, an author, speaker and internationally recognized thought leader on the evolution of human values in business and society. Richard speaks about the number one killer of efficiency and culture, the education system we really need, the concept of flat land, what cultural entropy is, why we should put faith in global business leaders, and reveals the best question to ask when you have a problem. See acast.com/privacy for privacy and opt-out information.

HR innovator Karen Rivoire guest hosts a conversation with author and change agent Richard Barrett, founder of the Barrett Values Center. In this conversation he talks about ego-soul dynamics as it relates to human and organizational health.You will hear:About the role of a leader as a guardian of valuesThe verticality of all life at different stagesEmotions – what they are and how they serve youThe ego’s need and soul’s desireThe fundamental human needs companies often fail to meetFulfilling fundamental human needs in teenagersWhy Millennial is one of the most miss used termsHow soul and psychology got separated and why it is time to bring it backAbout a 4th dimensionA question around AI and soulRichard Barrett is an author, speaker and internationally recognized thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre®, a Fellow of the World Business Academy and Former Values Coordinator at the World Bank. He is the creator of the internationally recognized Cultural Transformation Tools® (CTT) which have been used to support more than 6,000 organizations on their transformational journeys. To date, more than 5,000 change agents, consultants and coaches have been trained by the Barrett Values Centre to use the Cultural Transformation Tools in over 50 countries. See www.values-centre.com Listen to an earlier podcast Dawna did with Richard on the Evolutionary Provocateur podcast. Karen Rivoire, co-host for this episode, is a curious people pioneer activating the global human revolution inside companies. Passionate about aligning people’s experience with company purpose, she prefers to solve tough business challenges. Because she values difference, she disrupts unhelpful patterns responsibly and empowers people around a purpose-driven future. On top of her long experience in large and entrepreneurial world-class organizations she advises business leaders, tech founders and mentors at Microsoft Accelerator. Karen is bilingual French and English. Find her on LinkedIN.Dawna Jones, host of the Insight to Action podcast, is an author and practitioner specializing in the deep dynamics of transformation at a human and organizational level. She blogs monthly for the Huffington Post Great Workplace Cultures, wrote Decision Making for Dummies, and she has contributed a chapter on the new purpose of business to Ervin Laszlo’s The Intelligence of the Cosmos published by Inner Traditions. Find Dawna on T: EPDawna_Jones and LinkedIn.Intro music is provided by MarkRomeroMusic.com. Mark’s music is scientifically proven to restore coherence to the human body. (You feel better!) See acast.com/privacy for privacy and opt-out information.

In this episode, Richard Barrett joins us and we take a deep dive into values and culture and how they relate to employee well-being and sustainable performance. Richard Barrett is an author, speaker and internationally recognised thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre, a Fellow of the World Business Academy and Former Values Coordinator at the World Bank. He is the creator of the internationally recognized Cultural Transformation Tools (CTT) which have been used to support more than 6,000 organizations on their transformational journeys. To date, more than 5,000 change agents, consultants and coaches have been trained by the Barrett Values Centre to use the Cultural Transformation Tools in over 50 countries. Full bio here. Show Notes:  Your life will look like the choices you make Cultural entropy and cultural health Methods of surveying individuals to understand values Organizational Culture experiences vary based on position within company Organizational transformation begins with personal transformation of leaders Different stages of psychological development – specifically self-actualization and individuation – and how to meet employees needs at different stages Specific challenges men and women face in different stages Importance of connecting and emotional intelligence Thriving in your role vs. surviving The cost of work-related stress in the U.S. First thing you must do as a leader is learn to lead yourself Importance of adding in the adaptive approach to development and coaching Ways that teams can utilize Richard’s resources to build teamwork Richard’s professional journey from transportation to transformation Connect with Richard:  Website: valuescentre.com Facebook Twitter LinkedIn LinkedIn Group Resources:  Assessment: www.valuescentre/pva New Leadership Paradigm: www.newleadershipparadigm.com Books:  The Values-Driven Organization The New Leadership Paradigm Evolutionary Coaching A New Psychology of Human Well-being INTRO AND OUTRO MUSIC (Used by permission): No Worries (© 2014 Anderson Music, LLC) Gotta Move On (© 2014 Anderson Music, LLC) Uphill Conversations is an Uphill Strategies, LLC production © 2017 Uphill Conversations The post 48: Richard Barrett – A Values-Driven Life appeared first on

Brilliant world wayshower Richard Barrett integrates far-reaching research and theory with an expansive visionary perspective to explore what truly influences psychological well-being and how we can grow in an energetically balanced way. Richard's new book is A New Psychology of Human Well-Being: An Exploration of the Influence of Ego-Soul Dynamics on Mental and Physical Health. One of the most profoundly integrative thought leaders of our time, Richard Barrett regularly speaks internationally and is the author of multiple books, exploring the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre, a Fellow of the World Business Academy and Former Values Coordinator at the World Bank.  He is the creator of the internationally recognized Cultural Transformation Tools (CTT) which have been used to support more than 6,000 organizations on their transformational journeys. To date, more than 5,000 change agents, consultants and coaches have been trained by the Barrett Values Centre to use the Cultural Transformation Tools in over 50 countries. Richard's web site:  www.richardbarrett.net Program music copyrighted by Grammy award winner Larry Seyer (LarrySeyer.com), included in this podcast with his permission. Visit FrontierBeyondFear.com to learn about the inspirational outreach of this program, now in its 6th year.

“Every person you meet is a soul who is working on the same project you are working on. We are all souls doing our best to promote the evolution of human consciousness. When you fully realize who you are, you will understand that in caring for others, you are caring for yourself.” Richard Barrett's new book What My Soul Told Me provides a four-step process to soul activation. He is an author, speaker, and internationally recognized thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre.

What My Soul Told Me with Richard Barrett This book provides a practical step-by-step guide to soul activation. This four step process involves: Connecting with your soul; Befriending your soul; Trusting your soul; Becoming one with your soul. You are a soul in a human body but your ego is unaware of this. To fully step into soul consciousness, you must learn how to align the beliefs of your ego with the values of your soul, and commit to leading a values and purpose-driven life. The ultimate arbiter of where you have got to on your journey into soul consciousness is the quality of the connections you have with other people-not just your family and friends, but the strangers around you. Every person you meet is a soul who is working on the same project as you-promoting the evolution of human consciousness. Rejoice in your common heritage and purpose by connecting with them wherever you are and whenever you can. When you fully realize who you are, you will understand that in caring for others, you are caring for yourself. Richard Barrett, Founder and Chairman of the Barrett Values Centre, is an internationally recognized thought leader on values, culture and leadership in business and society. He is a Fellow of the World Business Academy, Member of the Wisdom Council of the Center for Integral Wisdom, Honorary Board Member of the Spirit of Humanity Forum, and Former Values Coordinator at the World Bank. For more information visit: http://www.valuescentre.com/about/richard-barrett/

Bill welcomes author and thinker Richard Barrett to the show. Richard Barrett is an author, speaker and internationally recognised thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre, a Fellow of the World Business Academy, an Advisory Board Member of the Centre for Integral Wisdom, Honorary Board Member of the Spirit of Humanity Forum, and Former Values Coordinator at the World Bank. We will be discussing his latest book, The Metrics of Human Consciousness. Don't miss it!

Richard Barrett In his latest book, The Metrics of Human Consciousness, Richard delves into what consciousness is and how it can be quantified in order to significantly improve our individual, organizational, and societal performance.    Is human consciousness something we can measure? What good would it do if we could?   We chat about the different levels and stages of measurement and survival. Richard explains cultural entropy and how we can become value driven. Darren takes the Personal Value Assessment during the show.    History has shown that the evolution of measurement is the key to the evolution of societies, something we take for granted since most of our measurements are already standardized. Richard Barrett believes that we are missing one very important standardized measurement– human consciousness. By creating psychological measurement technologies, Richard believes that we can change the conversation not just about what exists, but what we need to move to in order to resolve the current issues our global society is facing. Richard Barrett, Founder and Chairman of the Barrett Values Centre, is an internationally recongnised thought leader on values, culture and leadership in business and society. He is a Fellow of the World Business Academy, Member of the Wisdom Council of the Center for Integral Wisdom, Honorary Board Member of the Spirit of Humanity Forum, and Former Values Coordinator at the World Bank. His books include: Evolutionary Coaching (2014), The Values-Driven Organization (2013), What My Soul Told Me (2012), Love, Fear and the Destiny of Nations (2011) and The New Leadership Paradigm (2010).   www.richardbarrett.net http://www.valuescentre.com/pva/    In the intro it's just Darren and Graham with a couple synchro's. Thanks again to Darnell for help with our website, Jestin for doing our newsletter, and Napoleon for the episode art. Thanks for the voicemails and the feedback, and of course all the reviews.      Don't forget the remote viewing exercise. The coordinates are 2105 6611. The target is in present time.... jot down your impressions, sketches, thoughts and feelings and send them in by June 10 and we will talk about it in the episode released around June 12.    http://www.hardrockcasinovancouver.com/event/george-noory-friends/  http://www.stitcher.com/podcast/the-grimerica-show https://cloudhead.squarespace.com/    Grimerica’s Honey DoBeDoBeDo List: !! – Please Help support the show. Grimerica is fully and solely listener supported. We adhere to the Value for Value model.  0 ads, 0 sponsorships, 0 breaks, 0 portals and links to corporate websites… just many hours of unlimited content for free. Thanks for listening!! Check out all the other donation types, and get a Grimerica email addy: http://www.grimerica.ca/support/ Listen live and join the chat: www.Mixlr.com/grimerica . Check out the updated schedule @: http://www.grimerica.ca/backstage/ Send us a postcard: http://www.grimerica.ca/contact/ Sign up for our newsletter http://www.grimerica.ca/news Leave a comment, ideas and guest/topic suggestions under any episode or blog http://www.grimerica.ca/ Leave a voicemail http://www.grimerica.ca/ SPAM Graham = and send him your synchronicities, feedback, strange experiences and psychedelic trip reports!! graham@grimerica.com Tweet Darren https://twitter.com/Grimerica Leave a review on iTunes https://itunes.apple.com/ca/podcast/the-grimerica-show/id653314424?mt=2# Thanks to Wayne Darnell for help with the website. http://www.darnelldigitalink.com/ Check out the Paradigm Symposium 2015. We will be there again!! Year 4 http://paradigmsymposium.com/ http://www.live365.com/stations/roccijstucci MUSIC Grimerica Theme - Lock & Key The Relm of Human Consciousness - Eragrostis Human Consciousness - Mike Bruce Measure of a Man - Smarttech

The Metrics of Human Consciousness with Richard Barrett History has shown that the evolution of measurement is the key to the evolution of societies, something we take for granted since most of our measurements are already standardized. Richard Barrett believes that we are missing one very important standardized measurement– human consciousness.   In his book, The Metrics of Human Consciousness, Richard delves into what consciousness is and how it can be quantified in order to significantly improve our individual, organizational, and societal performance.   By creating psychological measurement technologies, Richard believes that we can change the conversation not just about what exists, but what we need to move to in order to resolve the current issues our global society is facing. Richard Barrett, Founder and Chairman of the Barrett Values Centre, is an internationally recongnised thought leader on values, culture and leadership in business and society. He is a Fellow of the World Business Academy, Member of the Wisdom Council of the Center for Integral Wisdom, Honorary Board Member of the Spirit of Humanity Forum, and Former Values Coordinator at the World Bank.   For more information visit: www.richardbarrett.net Personal Values Assessment http://www.valuescentre.com/pva/

Richard Barrett  author, speaker and internationally recognised thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre, a Fellow of the World Business  Academy, a Board Member of the Centre for Integral Wisdom, Honorary  Board  Member  of the Spirit of Humanity Forum, and Former Values Coordinator at the World Bank Lisa Ford is known for her work on customer issues. Her ideas help companies create customer-focused cultures and keeping customers loyal. She is a speaker and author with over 20 years of experience presenting to businesses, associations and government. Lisa is the author of the videotape series How to Give Exceptional Customer Service, the #1 selling DVD series in the U.S.  Dr. Jeff Bauer internationally recognized health futurist and medical economist with 45 years of experience across the health care delivery system. Now an independent thought leader, he forecasts the evolution of health care and develops practical approaches for improving the medical sector of the American economy through multi-stakeholder partnerships focused in the private sector.  He has more than 250 publications, including his two latest books: Paradox and Imperatives in Health Care and Upgrading Leadership's Crystal Ball   Joy Baldridge renowned expert in revenue-driven leadership and sales. Her first speaking engagement was at the White House at the age of 19 and she got there by cold calling the president. She works with the best companies and associations in the world with the sole goal of making the best even better at increasing revenue and productivity while decreasing frustration and stress

Richard  Barrett  author, speaker and internationally recognised thought leader on the evolution of human values in business and society. He is the founder and chairman of the Barrett Values Centre, a Fellow of the World Business  Academy, a Board Member of the Centre for Integral Wisdom, Honorary  Board  Member  of the Spirit of Humanity Forum, and Former Values Coordinator at the World Bank Lisa Ford is known for her work on customer issues. Her ideas help companies create customer-focused cultures and keeping customers loyal. She is a speaker and author with over 20 years of experience presenting to businesses, associations and government. Lisa is the author of the videotape series How to Give Exceptional Customer Service, the #1 selling DVD series in the U.S.  Dr. Jeff Bauer internationally recognized health futurist and medical economist with 45 years of experience across the health care delivery system. Now an independent thought leader, he forecasts the evolution of health care and develops practical approaches for improving the medical sector of the American economy through multi-stakeholder partnerships focused in the private sector.  He has more than 250 publications, including his two latest books: Paradox and Imperatives in Health Care and Upgrading Leadership's Crystal Ball   Joy Baldridge renowned expert in revenue-driven leadership and sales. Her first speaking engagement was at the White House at the age of 19 and she got there by cold calling the president. She works with the best companies and associations in the world with the sole goal of making the best even better at increasing revenue and productivity while decreasing frustration and stress