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Monthly Archives: May 2012

Business as Un-usual – Would it be Okay if There Were Less to Your Challenges Than Meets the Eye?”

  Join author, Ingrid Martine for a presentation of: “Business as Unusual: Would it be Okay if There Were Less to Your Challenges Than Meets the Eye?” June 26, 2012 – 11:30 AM Clifton Lions Club – 2nd and Cedar Park, Clifton, TX  76634

Path to Personal Power – A Presentation with Author Ingrid Martine

Upcoming event with author Ingrid Martine! June 3, 2012 – 9:30 AM       Unity of Wimberly, 455 White Wings Rd., Wimberly, TX 78676 “Path to Personal Power: A 4-Step Model for Inner Environmental Sustainability”

Guest Blogging with Joy Bing Fleming – Escaping From the “I’m Stuck Muck!”

I recently had an opportunity to be a guest blogger for Joy Bing Fleming, Personal Development & Online Marketing Coach.  Here’s a bit of a peek and a link to see the entire article:    ESCAPING FROM THE “I’M STUCK MUCK!”  WHEN YOU’VE HAD ENOUGH OF THE DRAMA  Think of an interaction with another person that didn’t go well. Did you feel powerless or helpless? Did all options feel unattractive? If so, you may have been stuck in one of three roles: the Bad Guy, the Victim, or the Rescuer. Imagine a triangle. In one corner lurks the Bad Guy (the Perpetrator). In another corner cowers the Victim, and in the third, the Rescuer is poised to spring into action. In the middle of the triangle hover Guilt and Blame. Now notice how you felt and what mind chatter you were listening to. Whoa, don’t bolt! Keep noticing. Noticing gives you distance which gives you power to get out of the drama triangle that has so captured your attention.  Yes, there’s a way to get out of the drama triangle. And not just in…  More here:  http://lifepassion.net/escaping-from-the-im-stuck-muck/  Ingrid Martine, MA, PCC, author of The Un-Game and mind-ZENgineering coach works with organizations and individuals to empower them to move their lives from a 7 to 10 at work, home, and play.  For her FREE report, “Reap the Harvest of a Quiet Mind:  Empower Self, Empower Others”, or “Management Training for Business as Unusual”, visit:  http://www.ingridmartinelifecoaching.com.    

The 1 Competence Managers Need to Create a Kick-Butt Department (Part Two)

Courageous Conversations are worth having. Last week we discussed the first two characteristics:

  1. Courageous Conversations challenge  participants’ perception of reality
  2. Courageous Conversations tackle the tough stuff

Additionally, Courageous Conversations have two more characteristics.

#3. Courageous Conversations invite, even provoke learning: This means that the manager

a.  is intentional about continuing to create an environment which the employee considers to be safe. Number 1 and  Number 2 in the previous post set up such an environment

b.  can express clearly what s/he wants and needs and can inquire into the employee’s needs including and especially when progress on something is stalled or the employee doesn’t appear to be cooperating c.  can hold up the employee’s or team’s behaviors that are obstacles on the path to success without “cutting anyone off at the knees.” Stays with the conversation d.  is not attached to an outcome of the inquiry. Uses the information that is surfaced to inform future requests, offers, promises

Courageous conversations require a high level of self-awareness and self-observation of us in order not to “lose our way.” It means you can be other-centered without losing sight of your agenda. It requires courage and persistence. Can you think of an example where you were other-centered? Perhaps in a parent/child or friend/friend situation where you were also satisfied with the outcome for you?

#4. Courageous Conversations enrich, not hurt relationships: This means that the manager

a.  does not operate under the assumption “If I have a direct, open, authentic conversation it will be perceived as a negative confrontation.” Rather assumes “I’ll hurt the relationship if we don’t have this conversation” b.  puts a high value on being clear and helping others to be clear c.  cares about self, the other, the team and acts in accordance with those values no matter what d.  stays current with conversations that need to take place. Doesn’t wait for formal performance reviews, for example. e.  Acts as if courageous conversations are just like other conversations only even more energizing (They will be with practice) 

What, if anything, stops you from having courageous conversations as described? If you have courageous conversation you feel great about, would the people with whom you have those conversations agree with your assessment? Why not ask them?!  

What would courageous conversations among world leaders look like? Among army decision-makers who must make deployment decisions? Utopia?  I say no, it’s an achievable goal. Change your mind, change your conversation, change your life. Even entrenched cultural conversations can be changed. The time is now. The moment is this one. Be the change you want to see. Leave your comments or questions below and keep the conversation going!

Ingrid Martine, MA, PCC, author of The Un-Game and mind-ZENgineering coach works with organizations and individuals to empower them to move their lives from a 7 to 10 at work, home, and play.  For her FREE report, “Reap the Harvest of a Quiet Mind:  Empower Self, Empower Others”, or “Management Training for Business as Unusual”, visit:  http://www.ingridmartinelifecoaching.com, or connect with Ingrid at:  www.Twitter.com/ingrid_martine and www.facebook.com/coachmartine.  .