I’d say nearly every coaching engagement involves developing values re quitting. Stop or Continue? Stay or Go? I have enough experience to know that quitting is an art, and a well-done quit has weighed the reality carefully. The Seventh-Day Adventist Plan To Stop Smoking builds in the reality of human frailty and the routine is designed to distract the body and brain from nicotine withdrawal. People fail at their quitting attempts when the nicotine cravings get too strong to withstand. This plan asks quitters to undertake a Day One routine that works to distract most people through the worst day. How can you foresee the ways your #quit could become a #fail and plan for reality? People talk about the ending of the movie The Graduate, in which two people just quit Everything, and are sitting in the back of the bus. Their facial expressions run a gamut. Quitting brings on many changes! I encourage people to check out the Emergency Exits of Life, constantly, just as a smart person scopes the exits from the hotel room, the theater, the airplane.
I didn't know the Day One Routine, so thank you for sharing that. I bet it'll help a lot of people. (like you do) And then the emergency exits of life, phew. I wonder if we don't do that because we want to be present and actually be "loyal" and "committed" to the things we're saying yes to.
The reference to thrive, survive, struggle, crisis hit home for many reasons. The questions we start asking ourselves and others ask us as we are in one of those or another.
Yeah I could spend more time on these. We often think insecurity, depression etc is a fault of our own, yet the people around us shape that. As the poet Cleo Wade wrote today (link: https://www.instagram.com/p/CMbEjcbjcfg/): Don't be the reason someone feel insecure. Be the reason someone feels seen, heard, and supported.. Which is what leading Onlyness is all about.
"7. Are the institutional systems designed to listen to those who already have power, or open to being shaped by new voices and new ideas?" - Nilofer powerful share and I found this statement to be the root cause of the 7 questions you ask, almost the anti-Onlyness sentiment.
Organisational silence by design and it is by design = minimal unleashing of Onlyness, if at all. Thank you for this post and important provocations.
Was thinking of how these questions but especially #7 could be unpacked as some key metrics we could use in evaluating our workplaces. Will discuss with Tim Kastelle who is working on designing a syllabus for teaching leaders about enabling Onlyness.
I’d say nearly every coaching engagement involves developing values re quitting. Stop or Continue? Stay or Go? I have enough experience to know that quitting is an art, and a well-done quit has weighed the reality carefully. The Seventh-Day Adventist Plan To Stop Smoking builds in the reality of human frailty and the routine is designed to distract the body and brain from nicotine withdrawal. People fail at their quitting attempts when the nicotine cravings get too strong to withstand. This plan asks quitters to undertake a Day One routine that works to distract most people through the worst day. How can you foresee the ways your #quit could become a #fail and plan for reality? People talk about the ending of the movie The Graduate, in which two people just quit Everything, and are sitting in the back of the bus. Their facial expressions run a gamut. Quitting brings on many changes! I encourage people to check out the Emergency Exits of Life, constantly, just as a smart person scopes the exits from the hotel room, the theater, the airplane.
I didn't know the Day One Routine, so thank you for sharing that. I bet it'll help a lot of people. (like you do) And then the emergency exits of life, phew. I wonder if we don't do that because we want to be present and actually be "loyal" and "committed" to the things we're saying yes to.
Sharp thoughts and insights!
Imagine if we knew these questions as we evaluated jobs (or our kids did)?
The reference to thrive, survive, struggle, crisis hit home for many reasons. The questions we start asking ourselves and others ask us as we are in one of those or another.
Yeah I could spend more time on these. We often think insecurity, depression etc is a fault of our own, yet the people around us shape that. As the poet Cleo Wade wrote today (link: https://www.instagram.com/p/CMbEjcbjcfg/): Don't be the reason someone feel insecure. Be the reason someone feels seen, heard, and supported.. Which is what leading Onlyness is all about.
"7. Are the institutional systems designed to listen to those who already have power, or open to being shaped by new voices and new ideas?" - Nilofer powerful share and I found this statement to be the root cause of the 7 questions you ask, almost the anti-Onlyness sentiment.
Organisational silence by design and it is by design = minimal unleashing of Onlyness, if at all. Thank you for this post and important provocations.
Was thinking of how these questions but especially #7 could be unpacked as some key metrics we could use in evaluating our workplaces. Will discuss with Tim Kastelle who is working on designing a syllabus for teaching leaders about enabling Onlyness.