Episode 46: Barrett C. Brown On Leadership For Conscious Capitalism [The Amiel Show]

This week, Barrett C. Brown joins me to talk about the connection between two topics near to my heart: leadership and conscious capitalism.

I invited Barrett for this conversation because he has been working in the field of sustainability for two decades and is an international expert on leadership development and vertical learning.

He brings a calm wisdom and peaceful passion to a topic of epic proportions.

Listen in and share with your friends.

Barrett C Brown_6649_220

Highlights

  • 7:00 Developing inner capacities is the leading edge for sustainability
  • 13:00 Whispers from the future
  • 20:00 The power of vertical learning
  • 33:00 Highly conscious leaders are different from Level 5 leaders
  • 43:30 Later stage leaders who eject themselves from organizations–or reengage in new ways
  • 49:00 What kind of narrative are you choosing to create?
  • 51:30 Barrett’s practices: meditation, action inquiry and Bulletproof Coffee!

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“Leaders who are calm amidst change & ambiguity end up being more effective”

–Barrett C. Brown  Tweet this quote

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Episode 45: Deborah Helsing on Deliberately Developmental Organizations [The Amiel Show]

Let’s talk about how a DDO is different from CYA.

Most of us in the West know the term CYA. It means cover your, ahem, behind. As in: don’t give others any openings to attack you. Doing this is important to individual success in most organizations. So we watch what we say, hide our mistakes, and do whatever it takes to look good to the boss.

A DDO is different. DDO stands for deliberately developmental organization. It’s a place where you are expected to reveal your weaknesses and vulnerability rather than hide them. Really? Are you kidding me? Where giving and receiving feedback is part of everyday work and a path to personal growth and organizational success, rather than a dangerous landmine. Seriously? In a DDO, growing people is central rather than peripheral to the company’s strategy. Baloney. Your accountants must be high on something.

DDOs are different!

If you’re skeptical that it’s possible to work in a DDO, join the club.

If you’re curious what life is like in such a place, set aside an hour this week to listen to my conversation with Deborah Helsing.

Deborah is coauthor with Robert Kegan, Lisa Lahey, Matthew Miller, and Andy Fleming of the brand-new book, An Everyone Culture: Becoming a Deliberately Developmental Organization. She also heads up Coach Learning Programs at Minds at Work, teaches at Harvard, and is a researcher at Way to Grow.

I’d never met Deb before this interview, yet we hit it off right away. Our conversation covered unusually powerful–and unusual–collective practices in three very different DDOs–and how these places contain relatively little CYA behavior.  (By the way, the term “CYA organization” doesn’t appear in the book, and I’m not sure it even exists).

Enjoy this provocative conversation!

Deb Helsing

Highlights

  • 9:30The second job nobody pays you for
  • 24:00 Getting feedback on your “backhand” at Boot Camp
  • 31:00 Talking Partners “meet, vent, and work” first thing every morning
  • 41:30 Using the Issues Log to express dissatisfaction—and respond
  • 45:15 The Dot Collector, a way to give real-time feedback to the person running a meeting
  • 51:00 DDOs feel really strange at first
  • 1:01:00 When employees aren’t a fit in a DDO
  • 1:03:30 A job for high school students unlike any other
  • 1:06:30 The pure business value of running a DDO

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In a typical organization, my second job is expending a lot of energy to look good.

–Deborah Helsing  Tweet this quote

 

Giving & receiving feedback is woven into the life of deliberately developmental organizations

–Deborah Helsing Tweet this quote

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Episode 44: Carolyn Coughlin on Growing, Getting “Grabbed”, And Women’s Leadership [The Amiel Show]

The era of the one-trick pony in leadership development has ended.

Excellence takes many forms and comes through a myriad of paths. That’s because leaders are human beings, and humans are complex.

Really complex.

That’s why conversations about leadership are more practical when they cover more territory.

Let me be clear. This is an argument not for eclecticism but for integration.

Not mismash, but mesh. For example:

  • What happens when we look at adult development through the particular experiences of women (or men)?
  • How do we think differently about women’s leadership when we consider the power and challenge of self-authorship?
  • How do we answer both of these questions differently when we look at the human body and how it can get “grabbed” or triggered?

To explore these questions, I had a great conversation recently with Carolyn Coughlin, cofounder of Cultivating Leadership, teacher of Growth Edge Coaching, and business partner with my guest in episodes 3 and 14, Jennifer Garvey-Berger.

Take a listen and enjoy!

Carolyn Coughlin

Highlights

  • 9:30 Making the body “object”
  • 13:00 Carolyn dodges requests with her body
  • 20:30 Getting confronted with a very different way to coach
  • 23:00 Reducing stress using a centering exercise
  • 25:30 Practicing getting “grabbed”
  • 28:30 A leader who gets grabbed, then anxious, then crazy with her team
  • 35:30 Women’s leadership through the lens of adult development
  • 37:00 Where everybody speaks male
  • 51:30 Carolyn’s biggest growth arena: her three teenagers

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Women growing into self-authorship is a way to grow out of the pain they feel

–Carolyn Coughlin  Tweet this quote

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Carolyn’s articles on developmental coaching and leading in complexity

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Episode 39: Elizabeth Doty On Making Only Promises You Can Keep [The Amiel Show]

Elizabeth Doty is on a mission to focus leaders on their most critical commitments. In Episode 39 of the podcast, this seasoned consultant, author, and frequent contributor to Strategy + Business joins me to ask:

  • What if we were to take our commitments to each other so seriously that we made only the ones we knew we could keep?
  • What if companies recognized that the reliability of their promises to customers and society was central to their success?
  • What if teams stopped waiting around for new leaders to define direction and instead said, “Here’s a proposal for the next three months. Can you support this?”

I think you’ll get great value from this invigorating, high impact conversation. Please share with your friends!

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Highlights

  • 5:00 “The company made me a liar.”
  • 7:20 When businesses drift from their promises
  • 13:30 Why scapegoating CEOs or “rogue employees” doesn’t improve outcomes
  • 16:30 Creating shared maps of different parts of the system
  • 18:00 The peril of new leaders ignoring existing commitments
  • 27:00 The measurable benefits of companies keeping commitments
  • 33:00 A “no harm” diamond company commits to a simple rule
  • 41:00 What teams can do during leadership changes instead of waiting for direction
  • 46:30 Why keeping your head down is risky
  • 48:00 The power of “irrational generosity” during downward spirals
  • 52:30 A hopeful story about promises, money, and career trajectories

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There is an art in crafting commitments and being clear what we’re committing to.

–Elizabeth Doty   Tweet this quote

A recipe for stalling: change your leaders often or put your strategy into question.

–Elizabeth Doty   Tweet this quote

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Liberating structures, a concept introduced by Bill Torbert
Strategy maps—articles by Robert Kaplan and David Norton in Strategic Finance and HBR

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Episode 38: Dr. Keith Witt On Creating A Marital Love Affair [The Amiel Show]

For the past few years, I have identified a “personal hero of the year,” someone who has inspired me to be a wiser, more loving, and more courageous person. In 2015, my personal hero of the year was marriage expert Dr. Keith Witt.

Dr. Keith is an integral psychotherapist, author, big thinker, and “therapist in the wild.”

In this rich and entertaining interview, we talk about about creating marital love affairs, improving sex, and developing the skills of a self-regulating adult in relationship. Get ready for a very valuable hour!

Dr Keith Witt

Highlights

  • 5:00  How healthy marriages improve happiness, physical health, longevity, and children’s lives
  • 9:45 Why it’s not surprising that marriage becomes less passionate over time
  • 14:30 Why cheating on your spouse can seem to “appear out of nowhere”
  • 18:30 When commitment shifts to “I’ll do what it takes”
  • 20:00 Why some marriages get better after kids
  • 24:30 White knuckle monogamy
  • 29:00 Defensive states and the role of self-regulation skills
  • 37:30 The role of sex in mending relationships
  • 39:30 Getting in touch with you masculine and feminine core
  • 45:00 How your attachment style as an infant affects your adult relationships
  • 48:30 Using differentiation to improve sex
  • 50:00 Improving sex – different advice from five leading relationship experts
  • 56:00 Dr. Keith’s “two rules for guys” and “two rules for women”
  • 1:00:00 Makeup sex

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Couples are not taught about defensive states or how to self-regulate

–Dr. Keith Witt   Tweet this quote

 

The martial love affair requires conscious attention

–Dr. Keith Witt   Tweet this quote

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Episode 37: Susanne Cook-Greuter On Leadership Maturity, Part 2 [The Amiel Show]

In Part 1 of my interview with Dr. Susanne Cook-Greuter, she gave an overview of the stages of adult development and what they mean for our capacity to handle life’s complexity.

This week, in Part 2, we explore how her model of Leadership Maturity reframes two everyday leadership challenges:

  • How do you approach your job or career?
  • What is it like to be in a pivotal or difficult conversation?

Susanne pic

Highlights

  • 6:00 How three conventional stages of adult development (Socialized Self, Specialist Self, and Independent Self) experience work and career
  • 20:30 Why people at the Relative stage often step outside of the rat race
  • 27:00 At the Interdependent stage, you make sense of historical patterns and construct integrated strategies
  • 31:00 Susanne and I disagree about membership criteria for the Denial of Death club
  • 32:30 How development stages approach pivotal conversations differently
  • 34:00 Why someone may interpret even the most skillful feedback as disapproval of him
  • 44:00 Helping leaders at the Independent stage see how they are not fully responsible when something goes awry
  • 45:30 At the Relative stage, you realize what you can gain by understanding others’ perspectives
  • 48:00 Why Millennials may seek out difference as part of conforming to the emerging culture’s norms
  • 50:00 When paradox becomes the norm–and then the main source of juice

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The depth and capacity of what a person can notice can expand throughout life.

–Susanne Cook-Greuter  Tweet this quote

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