The Purpose Effect – A Guide for Leaders of People



hi my name is Dan Ponte Fred I'm the author of the purpose effect and this is a low-tech video for you the leader of people around the concept of purpose now as your leader of people ultimately you have a partial responsibility for helping them in their career but I'm sure you've noticed from time to time that you know some of them just either are going through the motions and don't quite seem to have a purpose what can you do well incidentally in this book I talk about three types of purpose personal purpose which is what you have what I have hopefully and what your employees have organizational purpose ie is there a higher purpose that can be constructed inside the organization and roll' purpose now that's what I want to focus on you see role purpose is the manifestation of the combination between personal purpose and organizational purpose now let's set those two aside for a second what's role purpose about well I've broken it down into three distinct categories there is a job might sense and maybe you have some of these people on your team these are the people that seem to be coming to work who are just checking in and check it out they're kind of just there for a paycheck mmm for some people that's okay but for others perhaps that's not really what they want to be doing now the other type of mindset is a career mindset these types of individuals you can see them a mile away you know what they want more power more title more budget fancy title these people are trying to climb the ladder and then thirdly there's the purpose mindset employee that's the individual who really is in lockstep with their own personal purpose and the organization's purpose those are the 30% ish in this world who are fully engaged have defined their purpose are in acting their purpose both in life and at work so how do you get more of those types of people well ultimately I believe and have proven that you have to kind of get those employees who are in the job mindset or the career mindset off of those two types of mindsets so there's a couple strategies first of all help the employee define what their own personal purpose is why not take an interest in their own interests there is no real line I think and divide between what is life and what is work these days as a leader how about taking an interest in what their interests are and help them declare their own personal purpose that would go a very long way for them understanding what it is that they like what they dislike and perhaps what their talents are and how they can be unleashed in the team that you're running inside of the role that they serve secondly what is it in fact that they're doing to develop themselves maybe they haven't unearthed what their passions are what their talents are could you perhaps spend some time with them to develop some of those skills those interests those ideas that ultimately will allow them to find a higher sense of purpose in their life but potentially in the role that they serve you could get them doing job rotations maybe they go out and shadow someone else on the team or on another team how about you help them build out a network both inside the organization and outside of the organization as I like to say my net worth is in my network so that might be something you might want to think about with respect to how to develop the team members and building of their social networks etc at the end of the day when there is an alignment between an employee's personal purpose the organization's purpose and of course their role there in what I call the sweet spot and the more employees that you might get into the sweet spot on your team I assure you both the better off that your team results will be the better off the employee will feel and you know what you're gonna feel all that much better to because what you're doing is you're contributing did the definition of as for these important people that are part of your team next we're watching this low-tech video on the purpose effect more details at this website I hope you have a great day

The Non-Leadership Training Model for Leadership | James Lynch | TEDxNorthbrookLibrary



to get started let's find out who this talk is for so would you raise your hands and keep them up if you've ever been a manager raise them and keep them up if you've ever been managed by somebody else raise them high and keep them up if you've ever helped anybody in distress and raise them and keep them up if you've ever needed help and had been in distress so I think I've covered just about everybody if I've left you out please pay attention there might be something here for you my question is how do you create leaders now I don't just mean you put somebody in charge you say you're the leader how do you create a space for people to find the leader within now there's lots of books on the topic now I'll show you here this is just a small section of my home office library there's lots of materials this is six months worth of material that I've delivered recently and there's lots of materials online magazines specialty publications as well and they all contain really great stuff and with them I've coached and facilitated successful businessmen companies all throughout the country but what I most got the benefit from is this successful tool right here let me explain this is my rethink moment about 15 years ago I was a general manager of a healthcare staffing recruiting in sales firm we were a pretty good local company but we had aspirations to become a substantial regional company and to do that we set some aggressive goals and the pressure was on to hit those goals no matter what but in particular the pressure was on me and in response to that pressure and those expectations I became a pretty intense leader the heat was on and we were getting results the numbers were going up things were things were going better it was difficult it was pushing a rock up the hill but we were getting the results so when the second-in-command in the company invited me out to a one-on-one lunch I figured while I'm either gonna get a raise or promotion or a pat on the back or all three I thought things were good but instead I got the we know we've got the right guy in the job he's just doing it wrong speech seemed the employees had decided that my management style consisted mostly of bullying so it's devastated and I didn't know what to do so to support me the company got me an executive coach it was somebody I knew he knew me I knew him and he said James you're pushing you're pulling but you're not leading if you really want people to follow you you have to show them what's important to you you have to be vulnerable you have to share something of yourself and I nodded my head as if I understood but of course I didn't I went back to the books the training materials in the curriculum because I thought if we've been getting the results we must be doing something right the deep inside I knew that people were working for me not with me and I knew that if I wanted people to accept my challenge to achieve I had to find a way to share myself because they were getting results but they were only getting the results good enough to get me off their backs so I had a lucky break through one Monday afternoon I asked an employee what do you do over the weekend and she said she had been part of a Habitat for Humanity project I always wanted to work on a Habitat for Humanity project and I said you should have let me know I would have gone with you I know how to swing a hammer as a matter of fact there's plenty of people here who know how to swing a hammer we would have gone with you said I wish I'd let you come because we didn't finish a project we didn't have enough skilled people there so I began to have my aha moment I posted a sign like the one I showed you here in the cafeteria and at 55 maybe 60 people I thought five or six people showing up would be a good result instead about 12 people showed up when they were from every level of the company secretaries receptionist file clerks bookkeepers recruiter sales we had so many people that we actually had to move to a bigger room so I set out the plan the plan was to create a volunteer action committee hands on project that was an extracurricular to the company and the rules were simple every month anybody in the company could suggest a hands-on volunteer project if the team approved it we'd get behind it would recruit for them would give them resources we do everything we could to make them succeed the condition was this if you suggested it you had to drive the program you had to take the lead we've got silent for a people for a moment where people realized that if they named it they claimed it so now this is the you know corporate meeting and it was really just to explore the idea a little bit get it out there brainstorm like before brainstorm a few ideas we weren't really looking for action you know down the line maybe we'd do it there's something happened this girl raised her hand from the back of the room she said I have an idea now this is a new employ a single mom she'd just come on she was a receptionist and I never heard her voice in a meeting before and she said I know a food pantry near here and I bet if I called them they'd be glad to have us they always need help I looked at her and I first of all it was you know we're gonna get an actual result at a meeting that was blowing my mind anyway but I said are you willing to take the lead she's brand new to the company she looked around at all these people and she it was nervous at first and then she said yes so the following Wednesday we had so many volunteers show up that the food pantry threatened to send some of us home instead we got industrious we said let us clean your stockroom and organize and help and we met people on the food line we carried things to their car we got to find out more about them and I was so proud of my team and how well they all work together but the thing that got me was I found out that this little girl who'd invited us here that day before she got the job with us this single mom had been a patron of the food pantry I really hit Oh so the volunteer committee was a success everybody had heard about it and every month we started doing a different project and and there were a lot and they were good they were let's see we packed school supplies and backpacks and sent them to children down affected by Hurricane Katrina we learned to knit so that we could knit comforters for women in the battered women's shelter unfortunately we had to do that too often we became pen pals and packed care packages for friends and relatives who are troops scheduled over in Afghanistan and Iraq and all places east we became a machine and it seemed like we had great results with very little efforts totally different than the way things have been running before and we never took advantage of the company this happened before in between and after hours we had a success but during this period I also noticed that my relationship with my employee started to shift I still had to set goals and hold him accountable but now when I called him into the office I would explain what we were doing in terms of the bigger structure I began to ask instead of demand I began to realize what people could achieve when they were honestly motivated and we began to have a unified vision for the company as a whole we were having fun on these projects by the way and the fun spilled over into our everyday work it we began on Friday afternoons I'd pull the team together and it talked about a result so far that week and what we needed to do before we went home and had to stand on a desk to see and be heard but instead of cajoling and complaining I was thanking and acknowledging and we used that time also to update the volunteer committee and we had about a 99% in enrollment people were actually taking part almost everybody in the company but there was this one guy who didn't want to knit he didn't want to write pen pal letters he want to hand out food he was just all on his own but he heard that the food pantry was having a hard time finding two things peanut butter and tuna fish so he came to me and he said and we knew this about him he was a gambler and a game game guy so he came to me said suppose I ran a 50-50 raffle 100% participation but during this time we also helped one of our own I noticed that one of my employees was her performance was beginning to slip she was coming in late her her work product wasn't so great and her usual up deep upbeat attitude was beginning to slip and I called her into the office instead of my old way where I would say clean up your act or you're out of here I said honestly tell me what's going on and she said tearfully that her husband and she had bought a too flat on the south side of Chicago and they were fixing it up one to live in one to rent as new homeowners they had no idea what they were in for and they were seriously behind they were sleeping on a pull-out bed in her mom's condo so they were over their heads close to drowning I called an emergency meeting of the volunteer committee and we scheduled a fixer-upper weekend about a dozen of us showed up at their house that weekend and we painted plastered clean moved furniture and got them ready to move into that house we not only got our employee back but we showed all of our employees that our corporate values aren't just words on the wall that we actually valued our employees but the full circle came around one Friday afternoon we'd scheduled a potluck lunch now a potluck lunch meant you bought food prepped it carried and served it to others and then paid ten to fifteen dollars to eat it so that you could give the money to the volunteer committee and at the time I'd been promoted I was a general manager but I also had training and cultural development under my belt so I stopped by the potluck and there were people from other companies local companies would invite them in we had VIPs in and rather than go out on their expense account they stayed in and ate lunch with us so I stopped by grab some food went back to my desk and the same guy who took me out to that right guy wrong way speech came into my office and he sat down and he said good job on that potluck lunch today so you know thanks but I've been so busy I had nothing to do with it you know we talked about it in the committee but one of the receptionist's took it on and she did it and the whole thing is due to her and he says you don't get it you're not listening good job he said you finally learned leadership as we grew the company to nearly a hundred people we organize ourselves similar to the volunteer committee we've had small teams with specific mandates anybody who had a passion for results we would let them lead a micro project and we would give them the tools they needed to succeed we learned a lot of lessons leaders learned that sometimes you had to lead from behind and sometimes you had to learn you had to be able to be led right we learned that if we were always seeking the spotlight for ourselves we were leaving other people in the dark we learned that we got better results rather than being a shining star but by being among stars my office became the hub of a wheel of progress rather than a grist mill grinding people down and spitting them out we learned that we should set up a place for people to be their best and then get out of their way and during the people that with the time that we ran this volunteer committee we grew the corporate gross sales by 500% we went from being a pretty good local company past a regional company we were the national industry leader with big-box chain stores as clients and national healthcare Institute's we still had the books the curriculum and all of that stuff and we did pretty well by them right but if you could ask people what's the most successful department in the company that say well it's not actually an official department and ask people what was the best leadership training program you took part in and they'd say well it wasn't a leadership training program per se so after years and inclosing I've coached hundreds of thousands of people by this point I've had great results great success but when people ask me what it is in my career that I'm most proud of I'll always say without a beat the volunteer committee and the team that helped me create it so if you are an employer manager somebody being managed if you're a small to middle sized organization or fortune 500 company I give you this tool and it's free and you'll get great results with it so if you give people a chance to be great and then let them be that's what you'll get thank you you

5 Secrets to Leadership with Horses



hi I'm Caroline rider rider horsemanship this month's holistic horse ask the expert Q&A is about leadership and before I talk more about what I'm going to be talking about specifically in this video I'd like to introduce my horse Goliath and Goliath is not mine he belongs to a client of mine and he is a rescue he's been recently adopted he's 13 approximately an appendix and he is in rehabilitation with me right now so why I chose Goliath for this discussion on leadership is because a lot of you are new to training or new to my method and he's definitely new to training and new to this method and he's definitely going through a lot of fear issues and uncertainty and while his fear and uncertainty may be more extreme by far than a healthier more balanced horse young horse or older horse he's still learning and so that's what's really important is how does our leadership show up when we are working with our horses and/or training our horses I could have brought in a more dominant horse I could have brought in one of my school masters which would not have been very fair because then I just would have been showing you technique and what I really want to offer you is not just technique in this video but the approach you know what do I do with a horse that isn't sure and how do I gain that certainty that is so important for leadership how do I become that confident person even when I may not know because my horse is unsure so to me Goliath seems to be the best fit for this and I won't be doing too much technique with him because like I said he's in a process of rehabilitation so his ability to stay open and learn is more limited than a healthier balanced horse right now so we will definitely take some time talking specifically about the qualities or attributes of leadership and how leadership needs to show up in us how we need to act in order for our horse to notice us take us seriously trust and respect us in this video I will be discussing and demonstrating the following five attributes or qualities of leadership as well as what leadership means to our horse the first attribute or quality of leadership is purpose or focus the second attribute is clarity the third is fairness the fourth is congruence and the fifth is consistency all of these attributes are equally important to our horse in contribute to the overall emotional and societal welfare of our horses each of these attributes develops us into the leader our horse will recognize our horse will take seriously not challenge our horse will trust and our horse will eventually respect let's now discuss the attributes how they show up in us and why they are important to our horse so the first attribute as I just discussed is purpose and focus and this is about having direction a goal in mind the second attribute is clarity and being clear horses are very transparent meaning their actions reflect how they think and feel about a situation an object a person this is what I refer to as a language of Equus meaning horses respond to humans the same way they interact with each other into their environment so if we're not sure about something the horse perceives us as uncertainty and becomes distrustful so another way to look at clarity and the meaning of being clear is to have purpose a goal in mind and when we have purpose in a goal we may fluctuate we may adapt we may be flexible according to where our horse needs us but there is fluidity harmony and congruence the third attribute is about being fair fairness means being free from bias judgment or discrimination it also means having objectivity and not being personally attached to an outcome again this I tribute to feeling of and for our horse the fourth attribute is about being congruent congruence means where whatever you are thinking your body embodies it reflects your body is a container of your thoughts and feelings this is another form of being harmonious and fluid your thoughts and feelings are compatible with your actions meaning you don't think one thing and do another this is very important to a horse as it represents clarity and consistency which are the building blocks of trust the fifth attribute is consistency consistency builds accountability and Trust with your horse they can count on you you are consistent you're repetitious there's a certain routine that they can feel safe with these five attributes are the building blocks of leadership and what makes our horse not only want to be with us it's what they need I will now demonstrate with Goliath how these leadership qualities show up in the work in my work specifically when working and communicating and connecting right now I'm going to work on the first exercise to my training methodology and that is backing up and well I have a goal in mind I'm clear about what I want Goliath to learn I don't miss the opportunity to help him you know I'm not so focused on an agenda that I forget about where he is and where he needs me to be so that he can learn that is so key so right now I'm going to keep my feet still we're going to back up a little bit from the camera but I'm going to give him rhythmic rhythmic driving pressure which he is familiar with he's been here almost a week now this will be what his fourth training day and I say training lightly because again he's he's a rehabilitation right now in order for him to learn he has to feel safe so we must when we rehabilitate work with that safety layer or level so here I go again I can use the end of my lead rope so my right hand is going to hold his nose allow the rope to drift as he backs up keep him straight and my left hands the supporting aid that shows him what I need him to do so I might tap his nose lightly and I'll switch with the other hand because I'm more right-handed or I might tap his shoulder there you go good boy but what I'd like him to do is I'd like him to move away from me that's most important because right now I am developing boundaries and respect for boundaries and this is a leadership quality so it's really important I'm going to tap his shoulder and if he were to veer off to his right I would hold his nose I bump bump or hold his nose with my left hand so it's really important and see how he keeps crowding my space he's only doing that because he's insecure so I'm going to give him three opportunities to learn with some subtlety before I take it up and get a little bit louder and a little bit bigger and a little bit stronger and I finally got a lick in a chew so that tells me that he's processing that that's really important now he keeps creeping and I'm going to keep getting stronger and the reason why I'm going to get stronger is because I need to teach him to take me seriously remember I talked about that one he notices me he's unsure though I have not invited him into my space and he needs to develop some confidence away from me not on top of me all the time and that's important for a horse that's hard to catch this is this is he spends his evenings in this round pen in his days in the stall right now because he doesn't trust people his face has been smashed in he's missing teeth we're not quite sure exactly what horror and trauma this horse has been through but enough enough so my focus and my goal and there he goes to the bathroom because he's obviously nervous not being on top of me but this is really important and I'm getting you can hear if maybe the camera mic can pick up my swing is pretty strong so he's got to take me seriously and I'm only getting stronger to wake him up into him men again I don't use these aids to punish and right now I'm not correcting him because he's not at a point where he has enough education enough knowledge to correct and that's really important in training you got to give a horse two weeks to 30 days before you can start correcting because that's when patterns and habits begin to form it's not fair to correct a horse when they don't really understand so I'm going to get bigger and reason for that is I've had enough of that I'm not going to keep micromanaging him and I'm not going to work within his comfort right now he's got to build comfort with where I am as well and I'm really clear about that and again what's my whole purpose that he can back up and stay at least three feet from me right now and not creep on top of me right there's my purpose and my goal and actually I have two ears on me now I'm gonna let him know with a lot of pressure and a lot of intention that he needs to get out of my space enough is enough and what am I looking for this is really important when you're identifying and reading your horse I want two ears and two eyes on me I almost want to salute when his ears are kind of back like that they're complacent and unsure and I need his full focus and attention because I'm developing leadership I'm earning that I'm earning leadership with this horse right now I'm earning trust I'm earning acceptance I'm horny earning respect and I'm being really clear so while I'm not going to go through each one of those five attributes one by one you're going to see how they all show up at once in one exercise you just saw my purpose my focus my clarity my consistency in my fairness just because I come on strong I don't make it personal I'm not attached to this looking like obviously like my schoolmaster not at all I have to be where this horse needs me to be and that takes experience knowing that I can't just meet him all the time where he needs to be comfortable I've got to also bring him to where I want him to become comfortable so we're going to back up again keep your feet still good boy I have much better focus now in focus is the name of the game I can't say this enough I think I've brought this up in every video of mine that's out there practically when you have a horse's attention as a prey animal since they are so hardwired to take in their surroundings all the time watch out for everything because that's what helps to keep them safe unless they trust you if they trust you as a leader they will allow you to create that safety and to take in your surroundings you will create that space for them to feel safe and relaxed but until that point you've got to get their attention because the horse can give you a hundred percent of his focus then obviously he's not focused on what his environment he's not worried about his safety right now that is so important to everything and that's important to our safety whether we're handling the horse on the ground or were riding this all transfers over to riding so I'm going to give him I just backed him up and asked him to get out of my space which again is about respect and boundaries and I'm going to lead now and when I lead him I'm going to give him contact contact a pole but I'm also going to say through my body language as well as my application of technique that I don't want you on top of me I still need you to respect three feet and again this is about him paying attention to me and being focused on me he has to earn the privilege or the right to walk beside me like my school masters do this is about foundation training and right now it's all about attention it's all about acquiring all of these attributes to leadership so that this horse trusts you and chooses to partner with you because partnership is the ultimate so my body is a container of how I feel and what I think about so your body is a reflection of your thoughts and feelings it's be really tuned in and aware of how you act react or respond when you are around your horse so if I'm relaxed I'm obviously going to take a more relaxed stance and if he were to come into my space without being invited there's clarity I did not invite him I will show you what that looks like when I give the horse permission to come into my space again all of this is the language of Equus when he's out in a field with new horses he's got to earn the right to be in their space he knows how to do that we need to learn that and we need to speak that language with them or they're going to walk all over us so right now my body is taking and embodying action it's gotten taller I've risen up through my spine not my shoulders I'm getting ready to take action I'm going to give him a feel my left hand controls the remaining rope I need him out of my space now he's going to get three opportunities to figure this out before I come on stronger so when I stop he needs to stop how does my body reflect that stops and braces I don't walk like this and hesitate because if I hesitate and I'm unsure that's the message that's being sent to him because we know that horses are just so tuned into reading body language they know what we're thinking because our body reflects that so I want you to walk with purpose wherever you're going let's walk and he needs to follow that contact and follow that feel without crowding me it's quite a balance so that's the second time he'll figure it out you're teaching right now you're teaching him he gets three opportunities to learn before you get a little stronger to what tune him in or wake him up so I need him out of my space there's my energy back and look how fluid I am very fluid so fluidity is also congruency it's also consistency and I don't want him afraid of me but that's his way of responding right now because he's a rehabilitation case if he were just a healthier horse right now whether young or older he wouldn't be so reactive to this so how do I help a horse that you may have rescued or adopted or has some fear issues with consistency in all of these attributes of leadership he'll get used to this he'll understand this he'll stop fearing it so your job to help this horse is not always to meet him where he is now that's kind of complicated when I say that and might even sound a bit hypocritical when I just said you must be aware of where your horses and make sure that when you are training or rehabilitating that you do meet your horse there's a fine line there so we have this exercise we have this technique but I have an individual approach for this horse and that individual approach is basically assessing where this horse is and understanding with compassion where how much compassion I need to bring into this work and you know basically how much I need to understand what this horse needs without coddling him so like I'm gonna go up and pet him and he's going to back up but I'm going to be normal about this and I may use my aid to help I'm gonna be normal be normal he's got to get used to this this has to become his normal you know petting him with my heart with my hand in my heart I don't want him on top of me though could be real clear about that he has to get used to pressure and pressure shows up in many forms pressure shows up an intention the intensity or conviction of your intention pressure shows up in movement rhythmic movement he needs to become he we need to change his perception or his experience of that as a good thing not a bad thing it's going to be a work in progress and thank you I hope this has been helpful it may you always be one with your horse you

Leaders put people first



leaders are so often so concerned about their status of their position and organization they actually forget their real job and the real job of a leader is not about being in charge it's about taking care of those in our charge and I don't think people realize this and I don't think people train for this when we're junior our only responsibility is to be good at our jobs that's all we really have to do and some people actually go get advanced education and so that they can be really good at their jobs accountants or whatever right and you show up and you work hard and the company will give us tons and tons of training how to do our jobs they'll show us how to use the software they'll send us away for a few days to get trained in whatever it is that we're doing for the company and then they expect us to go be good at our jobs and that's what we do we work very hard and if you're good at your job they'll promote you and at some point you'll get promoted to position where we're now responsible for the people who do the job we used to do but nobody shows us how to do that and that's why we get managers and not leaders because the reason our managers are micromanaging us is because they actually do know how to do the job better than us that's what got them promoted really what we have to do is go through a transition some people make it quickly some people make it slowly and unfortunately some people will never make that transition at all which is we have to go this through this transition of being responsible for the job and then turning it to somebody who's now responsible for the people who are responsible for the job