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August 17th, 2011
You’ve seen this term tossed around, extensively, thanks to the Debt-Ceiling debate.
For absolute clarity, I went to the always friendly and readily accessible source, Wikipedia, and it offered this insight:
Brinkmanship is the practice of pushing dangerous events to the verge of disaster in order to achieve the most advantageous outcome. This maneuver of pushing a situation with the opponent to the brink succeeds by forcing the opponent to back down and make concessions.
For some reason, I don’t usually see those underlined phrases as principles espoused by leadership experts. This approach is, quite literally, about beating your opponent into submission. It’s pure level 2 (catabolic) energy — to borrow from the Energy Leadership lexicon for a moment.
While, like some catabolic energy, it can achieve a result, we need to consider at what cost.
Consider these questions:
• What pathway does this create to foster collaboration?
• What example (or precedent) does this set for others to follow?
• What’s the likely response you’ll receive from others?
• How does any of what has transpired inspire a nation to come together?
• What was the real goal of this debate?
Our communities, our nation, and our world are begging for collaboration, for help, to stand united and not divided.
The above would simply say the goal of a debate is to win. I’d look for a new goal. In my opinion, debates are, by and large, invaluable for an expression of divergent ideas that push each party past their comfort zones and points of view — the goal being the expansion of ideas to ensure the discovery of new points of view and the creation of new alternatives, which are greater than any one individual could have seen from the start.
The result of a debate may or may not be a “win” in a traditional sense; however, the manner in which a debate is conducted can demonstrate leadership and partnership, and pave the way to collaboration.
Stepping away from the political arena, rarely do we find that after a good, healthy debate, can we declare victory and move on with our plans without the other person involved. Whether the other people at the table (in the debate) won or lost, or are in the majority or the minority, simply doesn’t matter. In the business arena, as in life, we move forward together. And that’s pretty hard to do when you take an issue to the brink in order to force your opponent to back down and make concessions.
The next time you’re debating how to approach a challenging situation, consider the real goal – meaning what the collective group is trying to achieve, NOT simply HOW one side wants it done. Consider how all sides may need to work together to take action once a course has been charted. Consider that all sides might just be adding new perspectives and viewpoints. And, consider the example that you want to set, as a leader, for all those involved – on both sides of the table.
Live on Fire!
D. Luke Iorio, CPC, PCC, ELI-MP
President & CEO
Institute for Professional Excellence in Coaching (iPEC)
P.S. “Fire” breathes knowledge, wisdom, and consciousness as it spreads light upon darkness driven by ego, arrogance, and narrow-mindedness. Use the fire wisely, or it’ll burn you up in the process.
Tags: attitude, intentions, leadership, new perspective, success
Posted in Current Affairs, D. Luke Iorio - iPEC CEO, Energy Leadership, Training Programs, leadership
2 Comments »
July 4th, 2011
To be free…
… being conscious of who we truly are
… knowing what we stand for
… choosing our pursuits
… leading with our values
… living authentically
… speaking openly and compassionately
… and dancing, as if the whole world is watching, and not caring!
Sounds like independence to me!
Live Free…Live on Fire!
D. Luke Iorio, CPC, PCC, ELI-MP
President & CEO
Institute for Professional Excellence in Coaching (iPEC)
Tags: 4th of July, attitude, choice, expectations, leadership, new perspective, opportunity
Posted in Current Affairs, D. Luke Iorio - iPEC CEO, leadership
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April 13th, 2011
With iPEC’s recent announcement about bringing the power of coaching into schools through our Educational Leadership Coach Training Program, I was positively thrilled to receive an e-mail from one of our graduates, Stacy Hartmann, about the difference she’s making with one local Minnesota school.
Stacy’s e-mail included a link to an article highlighting her transformative work as a life coach, making her an instrumental part of Red Wing High School’s “Teen Leadership Program.” Currently coaching 17 students a week, Stacy works with kids who are at risk of dropping-out.
This story began last year, when Stacy approached me at our Mod IV: Energy Leadership training to see if she could partner with iPEC to create a teen version of our Energy Leadership Development System (ELDS) – an offer we enthusiastically accepted. After months of work, the teen system was complete, and Stacy launched it with Red Wing High School students in January of this year.
First, she has the students take the Energy Leadership Index assessment and, then, she works with them using the teen ELDS. Stacy says that what she talks about with each student is really up to them, knowing that part of the process is to stay positive and to focus on goals.
Speaking of goals, one of the primary goals of the program, and of Stacy’s work, is to help students stay in school. As of 2009, Red Wing’s drop-out rate was reported at 4.3 percent, just below the state average of 5.5 percent.
Read the complete article here, and see the positive impact Stacy is having on Red Wing in general, and with one student, in particular.
We’re really proud of Stacy and the difference she’s making in her community and in the lives of many Red Wing High School students. Help spread the word about Stacy’s good work, and the transformative impact of coaching in schools, by sharing this blog and Stacy’s article on Facebook and Twitter.
Liz Fisch, CPC, PCC, ELI-MP
Vice President
Institute for Professional Excellence in Coaching (iPEC)
Tags: education
Posted in Coaching and Coach Training, Current Affairs, Energy Leadership, Liz Fisch - Vice President, Academic Affairs, Training Programs, leadership
No Comments »
February 23rd, 2011
Chaos… Just writing the word brings up feelings of being out-of-control. But really, what is chaos? Webster’s Dictionary has four basic definitions of the word. They are:
1. a state of things in which chance is supreme
2. the inherent unpredictability in the behavior of a complex natural system
3. a state of utter confusion
4. a confused mass or mixture
Certainly doesn’t sound like something you want to experience, does it? Let’s take a closer look…
From a coaching perspective, chaos is often the result of a shake-up of the status quo. When we live our lives by the same old patterns, experiencing very little, if any, change, it can be like reaching a plateau. While this may have become a rather comfortable and routine way of life, it’s certainly not an empowering one.
By choosing to leave your comfort zone in pursuit of your true personal or professional desires, you’re often inviting chaos, in some form, into your life. In other words, you’ve actually taken some very specific steps to positively “disrupt” your predictable way of being in order to make significant changes in your life.
The challenge, and often that feeling of being surrounded by chaos, arises when we set our expectations that these changes will be easily incorporated, and done so in a certain way. All too often, life seems to have other plans for us.
Initial reactions to chaos typically are resistance, concern, and stress. The primary reason? Chaos and change bring about uncertainty. One thing I know about uncertainty is that it never likes to travel alone. Like a movie star or rock singer, uncertainty often brings along its own entourage of doubt, stress, and even fear. This is ESPECIALLY true for someone who seeks clarity and has a value around that clarity. Chaos itself may simply be a conflict in your values — your value for growth or change may be fighting with your value for clarity or certainty.
Even so, it’s key to remember that there’s a difference between seeking clarity and needing clarity. Seeking clarity is something you strive for and a forward-moving process you can feel good about. Needing clarity is a fear-based or “lack” mentality – one that suggests things can only be alright if there’s clarity. This is a natural human response, one that represents what we refer to at iPEC as Level 1 (victim, “at the effect of”) and Level 2 (resistant, conflict) energy.
So, it’s important to be patient – especially with yourself – during these times. Every change has an incubation period, particularly those changes that are worthwhile. Know what your intended results are, and then remember that chaos is part of obtaining those results. Chaos simply becomes part of the process. Knowing this makes the chaos not something to fear, but rather, something to embrace.
Chaos may simply mean that change is occurring… and chaos itself is neither good, nor bad.
How you respond to, and then redirect the energy within you that’s being caused by this chaos is what’s most important. What will be your response-ability? Will you react with resistance and force, or respond with grace and fluidity by using the energy to your advantage and moving it in the direction you most desire?
If you choose to recognize the opportunity in chaos, it can be a very positive sign that change is working – even if the chaos seems to be coming from all directions. After all, everything’s connected, right? So don’t be all that surprised when changes start occurring in other areas of your life and work as well.
Remember, chaos does not mean a thing by itself. It just is what it is. How YOU respond to that chaos is up to YOU.
What are your thoughts on chaos? Is it your friend or foe?
Until next time, live on fire!
D. Luke Iorio, CPC, PCC, ELI-MP
President & CEO
Institute for Professional Excellence in Coaching (iPEC)
Posted in Coaching and Coach Training, Current Affairs, D. Luke Iorio - iPEC CEO, Energy Leadership, Life Potentials, leadership
4 Comments »
December 5th, 2010
By Luke Iorio, CEO of iPEC, who supported Bruce D Schneider in the initial and ongoing research of Energy Leadership which ultimately led to the publication of the book and creation of the assessment and development system now in use by approximately 700 coaches in a variety of niches.
If you haven’t already done so, I suggest you check out the website “The Co@ching Commons,” which provides “online breaking news, original reporting, and reader commentary for professional coaches worldwide.”
The site recently featured an article on The Energy Leadership Trend that spoke of Energy Leadership as a “new trend in executive coaching.” Several iPEC coaches were quoted in the well-written article.
Some wonderful comments and insightful comparisons were offered in response to this article and the Energy Leadership construct. I thought I would add a few additional clarifiers especially in regard to how NLP, Cognitive Behavioral Therapy, Emotional Intelligence, and Positive Psychology fit into this picture.
Several of the methodologies mentioned (as well as conscious evolution, meta-physics, human development and conditioning, hypnotherapy, and numerous other disciplines) were researched and applied over the course of 25 years by Bruce D Schneider, and several of them are aspects of the approach, assessment, and development system that ultimately was created. These various fields all involve a combination of two things: understanding of the human condition and methodologies for creating shifts and movement within an individual. The one piece that was missing — which is what the Energy Leadership construct was built on — was the specific function and proven laws of energy.
Energy needs to be generally considered in two respects to understand this construct. First, energy is either catabolic (destructive, draining, resistant) or anabolic (regenerative, expanding, constructive). Catabolic and anabolic energy are part of naturally occurring biological processes. These processes are typically triggered by our perceptions of events, resulting in hormonal releases in the body. Understanding energy and its relationship to our perceptions (truly our consciousness) yields a powerful form of leadership. This perhaps may be better understood by rephrasing the brand as Leading Energy.
In the second respect, energy in either form relates to four quadrants for each individual — spiritual, psychological, emotional, and behavioral. All quadrants must be addressed in a holistic manner to create sustainable results.
It’s these two underlying areas of energy that enhance our understanding of human conditioning and methodologies for change. The Energy Leadership construct provides a predictive model that helps a client understand their level of consciousness — their over-riding view of their internal and external world. It is through this model that a coach can help clients dramatically increase their awareness, understand the very core of their perceptions, beliefs, and behaviors, and provide them the know how to make substantial and sustainable shifts.
Two white papers are to be released in the coming months that discuss the use and application of this coaching methodology and the correlation of the Energy Leadership approach to significant double digit increases in 14 indicators of success and well being.
For those of you who haven’t read it, I suggest you pick up the book on Amazon or your Kindle. It’s a quick read with a wealth of insights into coaching, leadership, and human behavior.
Or, check out more on the Energy Leadership training, assessment, and development system.
Tags: Cognitive Behavioral Therapy, Emotional Intelligence, energy, Energy Leadership, executive coaching, leadership, NLP, Positive Psychology
Posted in Books, Business Development, Coaching and Coach Training, Current Affairs, D. Luke Iorio - iPEC CEO, Energy Leadership, leadership
1 Comment »
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