Jesse Lyn Stoner - Our True Leader Creed!

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It’s Time To Take A Stand For A #TrueLeaderCreed

By Jesse Lyn Stoner | May 25, 2016 

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It’s Time to Take a Stand for a #TrueLeaderCreed (Continues)

by Jesse Lyn Stoner | May 25, 2016 The issue is not limited to politics. According to FastCompany, “Bad behavior was in good supply in 2015.” Take a look at their “shortlist of leaders who shirked responsibility, or simply showcased a stunning lack of ethics, empathy, and integrity” – The 10 Best and Worst Leaders of 2015 and their 2015 Unicorn Naughty List. The behaviors they describe include divisive language, harsh words, violent imagery, fear mongering, greed, deceit, denial of wrongdoing, price gouging, failing to treat workers fairly, misleading both the government and the public, and the list goes on.

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It’s Time to Take a Stand for a #TrueLeaderCreed (Continues)

by Jesse Lyn Stoner | May 25, 2016 The news these days is filled with disturbing accounts of bad leadership behavior. The current U.S. elections have been particularly contentious… with attacks on the personal instead of the issues… reinforcing fear instead of articulating a vision for the country.This is not True Leadership. Leadership is about going somewhere. If you don’t have a vision, how do you know where you’re going?

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It’s Time to Take a Stand for a #TrueLeaderCreed (Continues)

by Jesse Lyn Stoner | May 25, 2016 Where Are Our Leadership Role Models?It’s easy to get a skewed view of leadership these days. But there are many leaders with admirable leadership qualities who are making a positive difference. They are leaders whose aim is to unite, not divide. Leaders who care about the well-being of their people. The fundamentals of True Leadership are alive and well.But we have been too silent. It’s time to speak up and take a stand for True Leadership and to show our children that hatred and divisiveness are NOT qualities they should admire.

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It’s Time to Take a Stand for a #TrueLeaderCreed (Continues)

by Jesse Lyn Stoner | May 25, 2016But we have been too silent. It’s time to speak up and take a stand for True Leadership and to show our children that hatred and divisiveness are NOT qualities they should admire.Aspen Baker, Eileen McDargh, and Charlotte Ashlock have create a way for us to do that – through the #TrueLeaderCreed, a reasonable and admirable set of leadership principles.If you influence others, you are a leader, no matter what your title is. So please take a look at the list of leadership principles below. And if you resonate with them, I invite you to add your name to the growing list of people who are taking a stand for what we believe. CLICK HERE to add your name.

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Self-disclosure, Leadership and Trustby Jesse Lyn Stoner | May 31, 2016 |

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What We DoConsulting on organization change efforts, creating a shared vision, and moving from vision to reality.Coaching leaders around their own challenges and goals, helping them move through the steps of identifying their vision and goals, identifying barriers, determining actions and clear measures of success, and putting systems in place to ensure sustainability.Facilitating team strategy meetings and team skill development.Training leaders and their teams in how to harness their collective energy and develop the needed skills to achieve their shared vision.Design and Conduct Large-Group Collaborative Meetings where as many as 1000 people engage in real dialogue, define their collective future, and solve problems in real time.

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Partial Client ListADVANTAAmerican Medical ResponseAnthem Blue Cross Blue ShieldAstra PharmaceuticalArizona Republic NewspaperAmerican Healthcare AssociationBarnes and NobleBayer HealthCareBellSouthButte County GovernmentCorinthian Colleges, Inc.Edelman Public Relations WorldwideEPIC Healthcare Corp.General ElectricHondaInterContinental HotelsJackson Hole Ski Resort

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Partial Client List (Continues)MarriottMorgan BankNew York City Housing AuthorityNew York City HospitalsPfizer PharmaceuticalRhone-Poulenc Rorer PharmaceuticalSAPSkanskaSprintSouthern New England TelephoneStanley Works (Stanley Tools)Stop & ShopTennessee Valley Authority (TVA)The Hartford and Hartford LifeTJX (Marshalls and T. J. Maxx)T. K. Maxx (Europe)Van Leer InternationalU.S. Postal ServiceWinter Park ResortYale University LibraryYoung Presidents’ Organization

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Self-disclosure, Leadership and Trustby Jesse Lyn Stoner | May 31, 2016 |

One of the leadership dimensions that often gets marked lowest on 360 assessments is the one related to “disclosing information about self.”

When reviewing assessment results with coaching clients, I have nohttp://seapointcenter.com/noticed that those who are rated low on this trait are often confused.

Either they think they are pretty open and transparent and don’t understand why they were rated low. Or they don’t understand why they are even being measured on this dimension because they don’t see it as

an important leadership trait.Don’t underestimate self-disclosure as a leadership trait.• Self-disclosure is an important leadership trait because it relates directly to trust. The more open a

person seems, the greater they are trusted. Consider the effect of not understanding this attribute on Al Gore’s presidential bid. He couldn’t win the hearts of his constituents because many of them felt he was too “tightly wrapped,” and therefore not authentic. Research shows that “skillful self-disclosure can humanize the leader, creating connections between the leader and followers that increase feelings of trust and intimacy, and, in an organizational context, a readiness to work together collaboratively to reach mutual task goals.”

http://seapointcenter.com/

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Self-disclosure, Leadership and Trustby Jesse Lyn Stoner | May 31, 2016 | [Continues]

Self-disclosure does not mean baring it all.• Self-disclosure begins by simply making ‘I” statements – by taking ownership

for your thoughts and feelings. You don’t have to bare your soul and share your deepest, darkest fears and secrets.

• All you have to do is simply share what you are experiencing in response to what is happening in the moment. You might think you are already doing that. And, you might be among the many people who are surprised when they are rated low on this leadership trait.

• Often people think they are sharing their thoughts and feelings, but are not taking ownership for them.

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About Seapoint CenterFounded by Jesse Lyn Stoner, Seapoint Center is a network of leadership experts dedicated to helping leaders create collaborative teams, organizations and communities that make a powerful and positive impact on the world.  

How We Work:We work in partnership with you to identify issues and solutions. You are the expert on your life and organization, and we are experts at a process to help you clarify what you want, to identify the obstacles, to create a plan and to make it actionable. If you are looking for someone to come in, do an analysis and leave you with a report on what you should do, we are not the right group. We roll up our sleeves and work collaboratively with you.Our Vision:Imagine a world where people bring their whole selves to their work and their workplace, respect each other and work collaboratively, so that collectively they achieve their full potential, and “accomplish the impossible” while contributing to the greater good.These values guide our daily actions and decisions:TransparencyBe open, honest, and forthcoming.Seek and face the truth.Say what you mean; mean what you say.

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CollaborationEngage through bringing our expertise and utilizing the expertise of others.Seek new ideas and approaches.Assume responsibility to communicate in ways that can be heard and understood.Embrace diversity and actively seek to understand all perspectives..SuccessHold the highest standards of professionalism, skills and knowledge.Meet our commitments to clients and all stakeholders.Learn from our successes and our mistakes.StewardshipContribute to creating a healthy, sustainable world.Help improve communities and the global environment.

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Our Beliefs:• We have better results when we

involve others. When we really collaborate, not only are the results better but we also feel more connected.People want to participate. When they are given an opportunity to participate, they bring their whole selves.Diversity is a necessity. When diverse perspectives are combined, discussions are richer, more robust, and more relevant and we find better solutions.The boundaries we create are artificial. When we remove them, we see we are all citizens of this planet and have a shared responsibility to shepherd it and support our evolution to fulfill our potential as human beings.The images we hold manifest. It is important to create and hold positive images for our planet and humankind.

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If you are tired of “us vs. them” attitudes… if you are feeling frustrated or hopeless about those who don’t agree with your views… if you are concerned about the polarization in this world today… if you are waiting for leadership that unites instead of divides…… the best place to start is by taking responsibility for yourself.Polarization is Self-ReinforcingIf you only talk with people who agree with you and only read and listen to news sources that hold your own viewpoint, you will get distorted, filtered information that simply reinforces your viewpoint.Unless we let go of foregone conclusions, only looking for proof of what we already believe, we are doomed to be stuck at deeply opposing, unresolvable poles.Set your viewpoint and judgments aside for awhile (you can pick them back up later), but first educate yourself about what is really going on around you.

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1. Take in information. Get as many facts as possible. What occurred or is occurring now?You can’t depend on the “news” to spoon-feed you. The idea of unbiased journalism died a long time ago. Technology has created access to many direct sources of news. However, not all of it is accurate. And you must actively sift through the so-called information, look for patterns and identify those who are pushing an agenda rather than reporting facts.

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2. Listen for understanding. What are the viewpoints of those you might not agree with?It might be hard to listen to other viewpoints, especially when they are laced with anger and hatred. But there are nuggets of truth. And it is our responsibility to sift them out.

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3. Now pick your judgment back up. Put what you’ve learned through your own filter of beliefs, values and feelings to make sense of it.But remember to be honest with yourself that the “truth” you see is a filtered one.4. Choose your actions wisely.You don’t have control over what you feel, but you do have a choice about what feelings you act on and how you act on them. Reactivity might make you feel better in the moment, but it often leads to regret down the road.

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The Planning Doing CycleRarely will you have the luxury of time to plan everything out before you start a new project or change initiative. And even if you do, it’s likely that unforeseen circumstances will send you back to the drawing board. 

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Trust is like a bank account. You start a new relationship with a certain amount of trust, and then over time you add to that account to build a solid foundation.And like a bank account, it can be emptied overnight if you’re not careful about your investment.Why does it matter? Trust is the foundation of all relationships. Barriers come down, more gets accomplished, it’s more fun. People follow leaders by choice. If people don’t trust you, at best you’ll get compliance.

As important as trust is and as much as we talk about it, the problem is we are not always talking about the same thing. Trust is an all encompassing word that can mean many different things.What exactly do you mean when you say you don’t trust someone? Do you mean you don’t think they are honest? Or do you mean you don’t trust they have your best interest in mind? Or do you mean you don’t think they can do the job? These are all different dimensions of trust.How trustworthy are you? If you fall down in any of these four dimensions, you risk depleting your hard-earned trust. Understanding the dimensions of trust will help you know how to build and maintain your trust bank account.

http://seapointcenter.com/dimensions-of-trust/

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The Four Dimensions of Trust1. Integrity: Are you honest and ethical?Honesty is the most important dimension of trust. Liars are not trusted. Bottom line. In fact, without integrity, the other dimensions of trust don’t matter.If you are in a leadership role, are you a straight shooter? Can people count on you to tell them the truth? Do you live by the values you state?2. Competence: Do you know what you’re doing?If someone hires you to do a job, they want to be assured you know what you’re doing and are capable of doing the job well.If you are in a leadership role, do you understand the role of leadership and are you capable of leading your team toward success?3. Reliability: Can you be counted on to follow through on your commitments?Will you be there when you are needed? If you agree to do something, are you dependable? Can you be counted on to complete things on time?If you are in a leadership role, can people depend on you? Will you show up when you are supposed to? Will you provide the support, direction, and resources that are needed?4. Concern: Are you genuinely concerned for the well-being of others?When we believe someone genuinely cares about our well-being, we are willing to open our hearts and become vulnerable. This is the deepest level of trust and is not to be taken lightly.If you are in a leadership role, do you have people’s best interest in mind? Do you see them as individuals, and do you really care about their well-being?

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The Four Dimensions of Trust (Continues)Be specific when you talk about trust.“What’s the matter. Don’t you trust me?” my teenage son asked when he wanted to go on a mountain climbing trip with a friend.Yes, I trusted his integrity and his good intentions, but because of his lack of experience, I did not trust his judgment.Answering a blanket “Yes, I trust you” or “No, I don’t trust you” is a set up for misunderstanding and creates a no-win situation.Instead of saying someone is trustworthy or is not trustworthy, it is much more helpful to be specific about what you trust and what you don’t. If trust is an issue, describe the dimension of trust that is the issue, and you’ll have a much more productive conversation.Three Excellent Resources for Building TrustFor over 25 years, Reina, A Trust Building® Consultancy has done pioneering work in this area. They describe The 3 C’s of Trust. The popular book Trust and Betrayal in the Workplace: Building Effective Relationships in Your Organization by Dennis Reina and Michelle Reina is in it’s 3rd edition.The TrustWorks Model was created by Cindy Olmstead, and the program is currently sold by The Ken Blanchard Companies. It is described in Trust Works!: Four Keys to Building Lasting Relationships by Ken Blanchard and Cynthia OlmsteadTrust Inc.: Strategies for Building Your Company’s Most Valuable Asset is one of three books edited by Barbara Brooks Kimmel of Trust Across America.

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As Featured InAmerican Management Association AMA’s Leaders to Watch in 2015Huffington Post Jesse Stoner: A Role Model With 20/20 InsightHuffington Post Top 100 Leadership Thought Leaders to Follow on TwitterInc. 100 Great Leadership Speakers for Your Next ConferenceInc. Today’s Top 50 Leadership Innovators Changing How We LeadThe Harvard Business Review Diagnose and Cure Team Drift