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Randy Morgan CSP CPC
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Leadership Lessons Through the Lens of Laughter
Leadership Lessons Through the Lens of Laughter

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Don’t be deterred by the “S” word. This article annihilates all the boundaries.
Have you ever wondered why training is stuffed into a limited time, confined to an approved space and conducted by someone incapable of providing the moment by moment feedback required for sustainable change?
If the old models and arbitrary boundaries of the past had been effective wouldn’t engagement levels have improved ……at least a little?
Maybe it is time to consider how a “Change of Heart” might reverse decades of disengagement? If you are lucky enough to have an enlightened HR department and IT has not already spammed out this message you may find the solution to cultural stagnation in the lost art of caring conversation.
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Are you a Connector, Instigator, Collaborator, Creator, or Sharer?  More importantly do you recognize, appreciate and utilize these disparate strengths differently?  Do you provide a system for encouraging contributions from every level of the organization?  Each section of this well written article provides useful fodder for insightful conversation.  Don’t just read this article.  Have conversations about the implications in your organization.  Assign the role of facilitator to different members of your team for each segment.  Use the first portion of each subsequent meeting to share how ideas have been applied or what additional insights have been attained.  You may even consider a system for ensuring participation of all team members.  An example I learned from Google was to list all participants in a meeting and then put a check mark next to their name every time they contribute.  Don’t let the instigators dominate the conversation every person has something special to contribute.
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A massive inbox may make you feel important but email overload could be a sign of impotence.  @PoweredbyPeers
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Read this and you may want to add sleep deprived to your drug free policies.
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Seven lessons to put the power of BDCU to work for you: These are not things to add to and check off your “to do” list. We already “do” too much and understand too little. Dis-ease is not a call for action, but for understanding. Once we understand our “why” we will each find our own unique “how”.

1. We each operate everyday out of a mindset of scarcity or abundance, fear or love. Whatever you extend to the world will be returned to you. Give that which you wish to receive.

2. Become aware of the stories going on inside your head. Notice whether they give you pleasure or pain, and realize you are the author. If you don’t like the story, turn the page and begin again.

3. Do not write yourself into others’ dramas. Each of us is the star, playwright and director of our own personal plays. All of the other characters are merely projections of the main character. When someone attacks or belittles you, realize they are only attacking themselves. Leave their play on their stage; go, and enjoy some popcorn.

4. We are not thinking beings that have feelings; we are feeling beings that have thoughts. Whether you are leading a business, volunteer group, family or just yourself, “priming” good feelings is your most important role.

5. Cultivate an irreverence to fear. We live in a culture fascinated with failure and dominated by drama. Choose to believe that all things are possible and that will be true for you.

6. Don’t waste time TRYING to be positive. You are, under all the dysfunction, at your core, an eternal optimist. Observe a child learning to walk or a youngster with their first bike. This is who you are beneath the unconsciousness. Change does not require effort, but awareness.

7. Efforts to resist negativity only create more discontent. Instead, become conscious of your choices. Don’t judge, blame or criticize; simply observe how you feel and notice how you think. We feel the way we feel because we think the way we think

Randy
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As we prepare to celebrate our nation's freedom take a moment to consider this: are you imprisoned by unquestionable authority in the workplace? 

1-Are you free to disagree?
2-Does your organization have systems in place to elicit the opinions of all stakeholders? 
3-Do those systems include implementation or experimentation? 
4-Is there a social cost for not going along? 
5-Are you encouraged to express the autonomy of an adult or allowed the privilege of being parented like a child? 

There are better ways but you have to choose. 

Do you prefer the comfort of compliance or the opportunity of accountability?

Happy 4th!

Randy
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