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Employee Development

“Nearly half of all workers suffer from moderate to severe stress while on the job, according to a recent survey. And 66 percent of employees report that they have difficulty focusing on tasks at work because of stress… Stress has been called the ‘health epidemic of the 21st century’” by the World Health Organization

4 Key Elements of Ancient Wisdom And Why They Absolutely Need to Be A Part of Today’s Employee Development...

By Our CEO John English

If you’re wondering what will improve productivity and employee engagement Transformational Leadership has the answers you’re looking for…

If you’ve come to the conclusion that most employee development programs haven’t been able to address the needs of your company in today’s world…

If you’re wondering what will become of the challenges business leaders face today regarding…

Employee engagement stuck at 32% (Gallup 2017)

Productivity growth has been weak since 2004 and dismal since 2010 

If you see that there’s a huge return on investment waiting for your company…

If it can only solve the riddle of inspiring young people so they want to develop a career with your company…

And if you want to attract and maintain the best talent in today’s tight labor market…

Then this could be the most important article you’ll read all year!

Let’s begin with a reasonable definition of Transformational Leadership and then the benefits of putting it into practice at your company…

Our Definition of Transformational Leadership:

“Leadership skills and practices that use employee development to transform the lives of the people who work for an organization.”

To get people to show up fully and engage in their work.

Less drama and problems people create in the work environment.

Your teams and employees to acquire the skills that will really move things forward.

To weed out disengaged employees (trouble makers).

People to be proud of working for your organization.

Then a new approach is needed…

Because very little of what has been tried over the last 30 years is working. Because, we’re addressing the symptoms and not the cause of these challenges…

Before we get into the 4 keys from Ancient Wisdom for effective Employee Development in today’s world, we need to address something.

The problems business leaders face today regarding getting the most from the people who work for them hasn’t been resolved yet…

Because of a funny quirk of human nature…That’s right a funny quirk of human nature!

That quirk is to dwell on the negative, thereby missing the opportunity to look at things differently and find a workable solution…

Pathetic employee engagement, Declining productivity, Inability to attract and maintain great talent, Conflict, Workplace stress, Employee turnover, Bad morale, Apathy, Inability to motivate Millennials, this list could go on…

Are symptoms of a bigger problem in our modern workplace…They’re not the cause…

We’ll get to the cause in just a minute but first I need to be upfront about something important…

  • If you’re the type of person who is rigid with your view of the world and the way you look at things…
  • If you’re unwilling to empathize with someone else’s problems at work…
  • And, if you’re unwilling to change…

Then you can stop reading right now,

because this probably won’t work for you. However, if you’re an open person who wants a life where your work world is full of people who are excited about work, who are engaged, and who show up fully and do their best…

Then continue reading because what I’m going to give you has resolved every issue I’ve brought up…and then some.

To get an idea of what today’s employee goes through let’s look at the lives of two different people—Melissa and Ann…

Both are women in their late 20’s. An age where they would begin to work up the ladder by increasing their value to their company, and themselves, regarding their careers…

Unhappy Melissa is on the left. Happy and fulfilled Ann on the right.

Both women have above average intelligence, a bachelor’s degree and active full lives outside of work…

They have boyfriends and a busy social calendar along with activities like bike riding, hiking, yoga, skiing, cooking and reading that bring them joy and fulfillment…

Melissa works for an IT firm and her duties include updating the company website and managing their social media…

Ann works for a marketing company in a group that provides support on different marketing campaigns. Her duties include graphics support, copy editing and varied duties supporting senior members in the group…

Both companies provide health care and other benefits and both companies have plenty of opportunities for advancement…

Both young women want a fulfilling career, and for the most part, considering their age, they’re willing to work hard to get what they want…

Next, we’re going to discuss their supervisors or managers. Please note I’m using all women for this example to keep this gender neutral…

Melissa was very excited, and had high expectations, when she landed the position at the IT firm. She loved the work and the company was growing rapidly!

This being only her second job after college she was thinking she could settle in and fulfill her potential, have an impact, and be happy where she spends the majority of her waking hours (work)…

She was told when she took the job that due to the company’s growth she would not be held back based on her age. That advancement was simply based on performance…

Melissa settled in quickly, was fully engaged and learned her duties without issue. She excelled at her work and was ready for more…

Her manager, Olivia, for some reason, felt threatened by Melissa and began to be outwardly annoyed by Melissa’s bubbly nature and ability to fit in so quickly…

Olivia, was a good manager but she had no leadership training. She was never taught the 4 keys to employee development or anything similar.

Therefore, she hadn’t developed the skills of self-awareness, emotional intelligence or how to be mindful and identify her behavior so she could stop it!

Slowly at first, and then with increasing veracity, the following negative behavior snuck up on her. She began to…

Under appreciate Melissa’s contribution.

Find fault with Melissa’s personality.

Ignore Melissa in a group setting.

Look for opportunities to criticize in a non-constructive manner.

And the dreaded… A couple of times, Olivia even took credit for Mellisa’s ideas… 🙁

At first Melissa took the behavior in stride and stayed positive about work. But, after only a couple of months she began to dread going to work…

She became stressed and tense about her job and the only days she enjoyed, were the days when Olivia wasn’t in the office…

I think you get the picture…

What I’m hoping you’ll be able to do at this point is look at this from Melissa’s point of view… Because doing so, will help you see why employees disengage…

Let’s look at Melissa’s life…She has a boyfriend whom she adores, and being young, able to afford to do so, they have a lot of fun activities…

Activities like weekend trips to go hiking and skiing. They both have a lot of friends and spend some nights hanging out with them and dancing…

Melissa only lives a few miles from the beach where she loves to take a daily walk. She also loves to exercise…So, with the relationship with her manager Olivia being the way that it is, Melissa will focus on her personal life…

She is without any incentive for work other than a paycheck!

You can almost hear her thoughts…

“I really had high hopes for this job but with my manager micro-managing me and being such a b*#@h I just don’t need the stress of it all…”

The next thought…

“I have a great life I will just do what I have to for now, because I need a job. I’ll look for another one.”

And there you have it! Melissa has gone from being an engaged and inspired employee to being someone who’s just there for the paycheck.

This is probably why Office Vibe  who’s statistics include over 1000 organizations and 1,200,000 data points say that 51% of workers are looking to leave their current jobs!

And if we’re being honest with ourselves…Why should Melissa get engaged and put in the extra effort? She’s bright. She’s educated. She has a lot of good in her life…

And when you consider she’s being disrespected…Why should she care about anything more than doing just what’s required to collect her paycheck?

She has plenty to fill her life with other than work, and since she’s not getting an important basic human need met at work. It’s in her best interest, for her overall wellbeing, to focus her attention elsewhere…

What is that basic human need?

Love and Respect.

When it comes down to the bottom line of what everyone wants from their lives, it’s to be loved and respected…

This is one of the 4 key elements of Ancient Wisdom that absolutely needs to be a part of employee development today…

That is if you want your employees to engage, increase productivity and stay with the company once you’ve trained them!

If you want to attract great talent, then…

Love and Respect has to be a part of your company culture and it has to be practiced, (not just modeled) by everyone in leadership from the CEO down to the managers…

Love and Respect is typically associated with servant leadership. It’s one of the 4 key elements in Transformational leadership

Leadership that transforms the lives of the people who work for your organization!

Before we move onto our engaged employee Ann and her manager…A note about Melissa’s manager, Olivia…

It’s not really Olivia’s fault per say, with the way she’s treating Melissa. Because, she’s never been taught the interpersonal skills to effectively deal with a situation where she feels threatened…

Another way to put this…Olivia was never taught how to NOT take things personally and identify that it’s her issue that is causing the problem with Melissa…

Let’s contrast this right away with a core value in the relationship Ann has with her supervisor Brittany…

Britany knows about, and believes in, helping Ann and everyone she manages increase their value to the company…

She understands how this is valuable for the company, beneficial and supportive for Ann, and a win for her as a manager!

I need to say at this point that Britany doesn’t operate this way because it’s natural for her to do so. This skill, which is the 2nd key from Ancient Wisdom and an essential component of Transformational Leadership

Is a part of her company’s culture… And she was intentionally developed as a manager to have it… and use it!

Continue

The 2nd Ancient Wisdom key for transformational leadership is an interpersonal skill that makes it so much easier for someone to become a better person…

A better employee…

And a better team member….

That key is Mindfulness. We can see from the definition below and in this article  in Psychology Today by Ryan M. Niemiec Psy.D. where he says,

“Mindfulness is the self-regulation of attention with an attitude of curiosity, openness, and acceptance.”

You see Britany was trained on how to be mindful about how her personality and personal issues could negatively impact her performance as a leader…

She was taught to be mindful, and approach tense moments of human interaction, where things so often go off the rails and into conflict, with non-judgement and curiosity!

Therefore, when Brittany has had to provide feedback for Ann, so Ann can adjust her behavior at work, she has done so without being critical and using the mindful practice of non-judgement

Since she is mindful Brittany is aware of when she’s frustrated, angry, resentful, threatened…or in any other havoc wreaking emotional state…

And being aware, she can pause and center herself in emotional intelligence before she engages with Ann or any of the other team members…

Ann, despite having a full life like Melissa, has made her career at the company a top priority in her life!

She’s happy and fulfilled.

She’s quick to step up and take on extra tasks to help her team meet their goals.

She trusts her manager Brittany and the rest of her team.

In other words, Ann is an actively engaged employee and she’s looking for ways to grow and increase her value to the company!

Check out this second graphic from the Office Vibe report…

This is what can happen in your organization when people are engaged!

The first key being Love and Respect and the 2nd key being Mindfulness have created trust and psychological safety for Ann and the team she belongs to…

Something detailed in this Inc. article containing research from Google.

Google knows a thing or two about creating a great organization…They’ve determined trust and psychological safety to be the most important component of highly effective teams in their organization.

This is Transformational Leadership in action because Ann’s life is being transformed by being a member of a team that trusts one another and has psychological safety.

You can get more details on this Google report on teamwork and effective teams here

Now that we’ve discussed the first two keys, which are really something we want in the workplace, it’s time to discuss How we get that done!

This leads us to the 3rd and 4th key from Ancient Wisdom for employee development and Transformational Leadership…

Leadership, managing, work and business is all about relationships. Actually the Toltec teachings, the Ancient Wisdom about the warriors path to freedom says…

“All of life is about relationships!”

This is the 3rd key from Ancient Wisdom that will transform the energy within the teams in your organization, and even your organization as a whole…

It’s the How To, on Love and Respect in the workplace…

They’re called the 3 needs in relationships and they come to us from how a warrior is taught to treat someone throughout their life. We also make sure a person knows these things at one of the most critical times of their life…

When they’re about to die…

Not morbid but very powerful and loving!

The 3 needs in relationships are a central component of our leadership development within the Wisdom Leadership Academy

We’ve seen over and over again when these 3 needs in relationships are used in the workplace people engage and even love being at work!

You’ll undoubtedly understand why as we go through them…

Every person who works for an organization, should know and feel…

“That they’re going to grow as a human being simply by having a relationship with the organization and the people they work with.”

This is how one person lets another person know they are loved and respected. They are seen. They’re not just a number. This results in…

Less drama at work increasing productivity.

People want to grow and develop as employees and perform better.

People have way less resistance to leadership, and in some cases, stop that resistance altogether.

“Every person needs to know and feel that who they are and what they do matters. And…That it matters to the people they work with and the organization!”

This is more than people patting each other on the back. It’s honoring the human spirit and acknowledging them for their contribution and unique presence.

When people know and feel that they matter, they…

Show up fully and do their best…They reciprocate and want others to feel the same way…They recommend their workplace to other talented people…They are less likely to leave your organization…They apply positive peer pressure on the bad actors…They lead other employees (subconsciously) into becoming engaged…They model what you want within the organization…We could go on and on with this list of benefits…

The 3rd need in relationships is how you build a movement with your organization. A movement is something people are proud to be a part of and something they will work hard to see succeed.

If you’re a small company, you can do this by creating a culture that feels like being a part of a healthy happy family as opposed to a dysfunctional one…

“Every person needs to know that they’re a part of something that’s important.”

This is where your company mission and vision come into play and a part of how employees make it their own…

As a matter of fact, in phase 2 of my hiring process, I have the applicant read our company mission and vision and “tell me their thoughts” about it…

I want to know if they feel it’s important…If I don’t feel that our vision and mission is important to them, then they don’t move on in the hiring process…

If I do, and they join our company, they will have a good start on relationship need #3,

“Every person needs to know that they’re a part of something that’s important.”

If you really want every person who works for your organization to fully engage in the company vision, and care about fulfilling your company’s mission, then you need to…

Start early…even in the interview process…

And then… Support the mission and vision by having leadership, at every level, point out and bring to the attention of the employee…

That they’re growing as a human being as a result of their relationship with the company and their coworkers.

That who they are and what they do matters. And, that it matters to leadership!

That they’re a part of something that’s important.

And,

Point out these 3 items for the employee in a way that they see it’s involved in fulfilling the company vision and its mission…

This is a huge distinction between the development of our two managers Olivia and Britany. Britany was trained in how to do so…

As a result Ann is fully onboard with the company vision and knows and feels that she’s having a direct impact on fulfilling its mission!

Does “having an impact” sound familiar?

That’s right…It’s something the generation referred to as Millennials say over and over again they want from their work

Well I propose that we give that to them! It’s mutually beneficial. A win-win. It’s the ongoing feedback they want as well…

And, It’s easy to do with the 3 needs in relationships. Any leader in any organization can do so if they have the training and the will of senior leadership is behind it.

Next, we’re going to move onto the 4th and final key for employee development from Ancient Wisdom

This 4th key is the most important, and the foundation of our entire employee development program, and more than anything else…

It makes it so much easier for our manager Britany and team member Ann to avoid conflict.

It increases productivity and emotional intelligence.

It allows people to enjoy their jobs and step up and fulfill their potential.

And, It directly lets every employee know that they are “Loved and Respected” by their peers, their supervisors and their company…

Simply by implementing it!

Continue

As we get to the 4th and final key of Transformational Leadership for Employee Development I wanted to discuss something that always fascinated me…

It’s probably fascinated to you as well.

That is that big breakthroughs always seem very obvious once they’ve happened. I don’t know how many times I’ve said something like…

“Why didn’t I think of that? It so obvious!”

“That’s brilliant! I can’t believe no one has thought of it till now.”

There is always so much opportunity waiting for all of us. All we need to do is be clear. Show up fully and do our best…

Now, I was taught by my mentor in living as a warrior,

“Everything you need. The answer to every challenge is right in front of your nose. The answers are right there taking place in your life right now. All you need to do is…

Pay Attention!”

To further illustrate this point, and do so in the context of business, check out what Steve Jobs said about focus groups,

Steve Jobs

I mention this because the 4th key is so obvious. And yet at the same time, many people unfortunately believe it’s impossible to accomplish…

I had to learn How To accomplish the 4th key from being mentored on the Ancient Wisdom path of the Toltec warrior…

I’ve taught this to other leaders and they’ve been able to do it and pass it on to their teams and even their families…

The 4th key is to eliminate Stress as we have come to know it, and accept it, being a part of the workplace…

Pressure doesn’t have to become stress!

It is possible. And, I’m not alone in thinking, that reduction of stress in the workplace should be… The top priority in employee and leadership development today!

It’s costing American Businesses 100’s of billions of dollars per year in…

Health care costs…

Lost days due to stress related illnesses and disease…

Productivity losses due to underperformance…

And, much more…

Let’s take this one step at a time.

Here’s a link to the extensive amount of research done by the University of Kentucky’s Occupational Safety Program that details all of the damage caused by stress in the workplace including…

the ridiculous amount of money we’re wasting!

The ROI for addressing this epidemic is extraordinary. And, it’s just sitting there on the table waiting for you to pick it up…

In addition, consider how your employees will directly know that leadership cares for their well being, when the following type of dialog takes place.

This is an example of how to do this in your company…

“Are you feeling stressed?”

“Maybe,…well I guess a little bit”

“Let’s take couple of deep breaths and calm your body down.”

After the breaths…

“I want you to know that I have complete confidence in you to get this done and I’m here to help. Please remember that no matter what happens with this, and really anything for that matter. I never want you to be stressed or overwhelmed. Nothing is worth that.”

This is an exact example from an interaction I had with one of my team members. And, what makes it so effective, is that I meant every word…

I want every member of my team to enjoy work. They accomplish that so much easier when they’re not stressed or overwhelmed…

All of what we’ve discussed so far is probably why the Harvard T.H. Chan School of Public Health says…

“A number of working adults also report that their job has a negative impact on their levels of stress (43%), eating habits (28%), sleeping habits (27%), and weight (22%).”

“The takeaway here is that job number one for U.S. employers is to reduce stress in the workplace.” – by the Harvard T.H. Chan School of Public Health.

When your employees are not stressed they will perform better, make less mistakes, and productivity will go up. Because, medical science has proven that “fight or flight” is only good for when our life is in physical danger…

It’s terrible for critical thinking.

Everyone working in your organization will treat their coworkers better. Because, people don’t generally behave well when they’re in “fight or flight”…

And, you’ll be relieved as you have much less drama to deal with, like personality conflicts. You’ll be proud, and deserve to be, because you’re the one who took the lead and did something about the disaster that is so much stress in the workplace!

It is possible to eliminate the stress we’ve come to accept as way of life, by looking at what it actually is…

According to medicine.net…

Let’s look at this differently and reframe it. Pressure is what the medical definition above refers to as stress…Stress is “pressure or tension exerted on a material object.

Next let’s consider the important medical definition of stress…

The “fight or flight” response is a survival mechanism your brain and body use to protect your life. But here’s the big problem with our busy modern workplace…

According to neuroscience, your brain doesn’t know the difference between a real threat to your life or a perceived threat! (You can read more about it here)

This is why I believe, and Harvard says priority #1 is to reduce stress in the workplace,

Because…

Without a means to do so other than disengage many employees are allowing the pressure at work to launch the “stress response…“Fight or Flight”…which often leads to the dreaded burnout.

The key here is in the physical body. To use proven techniques to calm the body down and stop it from launching fight or flight…

This might just be easier than you think, but it does need to be a part of your company’s culture to do so. Otherwise people will forget to do it, and default to their patterns of operating in the stress response.

It’s not really our fault that we don’t know how to accomplish this despite all of the warning signs and wasted resources…

We were never taught how to do so! I know I wasn’t…

I had to learn how to do it from Ancient Wisdom keepers, like shaman and warriors, and then apply it in my business and life…

I sure was glad I did! My headaches stopped. I began to sleep very well. My personal productivity went through the roof!

You can read the story of my journey to kill stress here

And, I’m not alone.

You can check out the true story of Evan. The leader who made millions by using this process to eliminate his stress. It’s in our tale of an ordinary leader and a True Business Warrior in this article.

Here’s how it works:

You’ll remember from the medicine.net definition that the stress response gets started with “a physical, mental, or emotional factor that causes bodily or mental tension.”

This means we need to take control of how we think and feel about things using a method for mindfulness…

You Can do this. Check out this leader’s experience using our Instant Mindfulness Method™…

Dena Carlson

“For me the mental chatter has been pretty much relentless, and I’m finding that after only a week of doing the audio training I’m able to stop it, which is pretty cool!” – Dena Carlson Co-Founder Carlson Glass

Business leaders are struggling today with a myriad of challenges in the workplace that are really caused by so much stress and anxiety with work…

Many employees, like our example Melissa, have disengaged because they’re in a state of despair. Their physical, mental and emotional bodies weren’t designed to experience so much stress!

I’ve worked with 1000’s of people over the last 15 years. Many of them business leaders or entrepreneurs and the rest of them employees of some organization….

And I can tell you…

That the overwhelming majority of them are good people, and they want to do a good job and excel at work. But, due to situations like our example of the manager Olivia, or simply allowing the pressure of work to become the stress response

They’ve had to quit caring so much and look to other areas of their lives for fulfillment, joy and the sense of pride that work used to provide in someone’s life.

I’m sure this is one of the reasons why the business leader Richard Branson says the following…It depicts the enormous ROI I referred to…

And this…

So there you have it! The 4 key elements of Ancient Wisdom for today’s Employee Development are…

1. Everyone treats everyone else in the workplace with “Love & Respect.” Thereby giving people what they really want.

2. Mindfulness. Practiced by leadership and employees.

3. The 3 Needs in Relationships. The How To on modeling love and respect in the workplace.

4. Reduce and even eliminate stress in the workplace.

We’re at that point where you need to decide what to do with this information.

Since you decided to learn the 4 keys and you’ve made it this far, this must be resonating with you,

You’ll definitely be interested in learning our Instant Mindfulness Method™

This is our proprietary process for practicing mindfulness and control over your mental and emotional states, to eliminate stress as you know it from your life.

Here’s what you’ll get if you join:

Lifetime Membership to our Instant Mindfulness Method™ membership area. Video training on the technique. ($197)

Our 5-minute per day audio training to download onto your phone and/or computer.

A 50 minute coaching call with our Chief Relationship Specialist. To ensure you understand how and when to use the technique in your particular situation. ($250)

  • You’ll have access to 4 videos to train you on using the technique. You can start right away. So you can begin taking control over your mental and emotional states and working without stress.
  • You’ll feel empowered as you navigate the office with a renewed sense of peace and mental clarity. You’ll be proud to model this calm presence within your organization.

Our proprietary training is just 5 minutes per day for 30 days. Thereafter, other leaders use the 5 minute audio a few times a week, but this is optional…

The video training is less than an hour and you can be started with the audio training just 30 minutes from this moment right now. The coaching call is about an hour.

This training and coaching is a $449 value. Your investment is only $297. A savings of $152 and almost 40%!

And with our…

“Bold as Business 30 day Money Back Guarantee.” There’s no risk for you…

Take the training, use the method, and even have the coaching call. If for any reason you’re not satisfied send us an email and we’ll promptly refund your money.

Eliminate Your Stress Now!

If you’d like to inquire about having us come in and train your organization on the Instant Mindfulness Method…

As well as put together a powerful employee development training where we teach your employees how to use the 4 Keys including the 3 needs in relationships…

Let our Chief Relationship Specialist know this when you have your coaching call on the method. He’ll set up a call so we can get to know…

How many people or groups you want us to train.

What specifically you want to accomplish.

What behavior you want to eliminate.

What else we need to know to customize the training for you and your organization.

As a leader it all begins with you…

Someone has to take the first step to end the madness of addressing the symptoms instead of the cause.

Shouldn’t it be you?

Having eliminated stress from my life…I most certainly hope so.

Sincerely,

John English

You can take the first all important step here

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Our Mission

Using Ancient Wisdom principles we transform organizations into spirited cultures of purpose!

We achieve this by empowering individuals to become charismatic, mindful & passionate leaders.

Our Vision

To create a bridge to a new workplace where people are engaged, courageous & fulfilled in today’s world

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