Category: Embodied Leadership

Stop Accepting the Unacceptable and Create a Community Committed to Change

Community committed to changeNothing ruins my day more than an encounter with someone who says, “Well, it’s been like that for as long as I’ve been here and there’s nothing anyone can do to change it.” If you hear that enough times, you begin to doubt whether change is even possible. It makes me sad to see leaders and teams fall into this pattern of disempowering acceptance. 

It’s when you feel isolated and alone with a problem that you can find yourself accepting the unacceptable. This brings me back to Margaret Wheatley’s poem, “Turning to One Another.” (To read the entire poem take a look at a previous blog.) I’ve been reflecting on this poem over the last few weeks and this next stanza I find particularly motivating when confronted with the unacceptable.

Invite in everybody who cares to work on what’s possible. 

Acknowledge that everyone is an expert about something. 

Know that creative solutions come from new connections.

I love this part of the poem. I want to work with others who care to work on what’s possible. Margaret Wheatley reminds us that each person holds expertise and, collectively, we can come up with new solutions. That’s my vibe, I’m all about collaboration and the synergy of the group that spins one idea off of another until they land on a common direction. It’s powerful.

If you’re a leader, and you’ve observed an unacceptable situation, what should you do next? 

You invite in everybody who cares to work on what’s possible. How do you start a group of people interested in making a difference in a common purpose? I appreciated this article in the Harvard Business Review, Community-Powered Problem Solving, that shared the need for leaders to think of themselves as community organizers. Before you go out and start creating your community, here are five questions the article recommends you consider that I thought were worth sharing:

  1. What community of individuals from inside the company and across external stakeholders do we need to connect to solve this problem?
  2. What platform (physical or digital forum) does this community need to start connecting in new ways?
  3. What new interactions will community members want to engage in on the platform to design a solution?
  4. What valuable professional experiences will the members get out of these interactions?
  5. What value will this new set of experiences generate for our firm and for the other organizations involved, creating a win for all parties?

While these questions are tailored for businesses and corporations, they can be adapted to many types of organizations. Your goal should be to provide your stakeholders — whether they are employees, colleagues, students, neighbors —  with the means to connect and the freedom to invent new ways to address the problem. 

My favorite approach to working as a team to address a challenge is to create a Community of Practice. Starting your own Community of Practice might sound daunting, but it doesn’t need to be. When I think back over my career, it was when I was part of a Community of Practice that I felt like I made the biggest difference. (Read my post, 4 Reasons Why You Need to Join a Community of Practice, to learn more about the benefits.)

Starting a community is one thing, but how can you ensure that you create an open space where creative solutions have the space to bloom? I’m working on a new architecture for community collaboration that will promote the kind of creative problem-solving we so desperately need right now. If you want to join me for my upcoming webinar, please contact me and let me know to add you to my invite list. Or you can follow me on Twitter, LinkedIn, or Facebook where I’ll be sharing the details soon.

Embodied Leadership—The Key To Lasting Change for You and Your Team

A young women practicing embodied leadership.As a leader, you have to be willing to change and adapt. If you resist change, your team will follow your lead and will quickly flounder. Most organizations recognize this, which is why they invest millions of dollars on training leaders. Yet, according to an article on the Harvard Business Review, studies show a 60-70% failure rate for organizational change projects.

Organizational change is so difficult because there is a huge chasm between knowing you need to make a change and being able to actually implement it. For example, perhaps you know you need to be a clearer communicator, but you get in a hurry and your quickly-drafted-email confounds your assistant once again! Or how many times have we read about the importance of exercise or healthful eating, yet it doesn’t seem to translate into action? There is a disconnect between our understanding of the ways in which a changed behavior could be beneficial and its actual implementation.

If you’re like me, a 60-70% failure rate is simply unacceptable. The ability to follow through with a change, or a challenge, is a vital skill that all leaders need. I’ve recently discovered an approach that can bridge the gap between knowledge and action—embodied leadership.

My Discovery—A Lifelong Friend and a New Approach to Leadership

Louise Santiago and Marie ConnollySeveral years ago, I enrolled in a coach development program through Coaches Rising. Through the class, I met Maria Connolly. We soon found that we had a deep connection based on our mutual belief, that everyone has innate leadership skills

Maria is a somatic coach, and I am an executive leadership coach. Our unique blend of talent helped us realize that we could offer opportunities for women to bring forth their own inner leaders to expand their world, their community, and themselves, so we launched Newave Leaders.

Embodied leadership became a theme in our work together. 

In order to be an embodied leader, you have to make sense of your story, understand where you come from, understand what you believe, and importantly, how your emotions are showing up in your body. All these things are impacting whether or not you can step into the next phase of your life. Without this understanding, this embodied intelligence, you won’t be able to make lasting changes in your behaviors and attitudes. 

We realized how important this idea was to lasting change! So, to share it with others, we designed an annual women’s retreat. These retreats are an opportunity to travel to different parts of the world and truly retreat and explore our depths to actualize a plan to embody the changes we wish to make as we push ourselves to the next level of growth. 

Maria and I both lead and experience the retreat each year and have found it enriches our own individual coaching practices. I’m so excited to have the opportunity to develop my own practice and collaborate with a great partner around the intersection of our work. (If you’re interested in learning more about Newave Leaders, check out our blog, or sign up for our newsletter.) 

Embodied leadership coaching is also an integral part of my work with my Center for Learning Leaders clients. If you’re ready to make sustainable changes and lead with intention, integrity, and in alignment with your purpose, please fill out the questionnaire on my Coaching for Executives page.

Louise J Santiago, PhD
Executive Coach and Organizational Consultant

Where Leadership is Intentional Work

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