The Enneagram: Nine Points of View and Core Motivation The Enneagram framework refers to nine points of view, also known as Types, or styles that reference a different perspective of the way people think, feel and act in relation to the world, others and themselves. It reveals more than a personality profile, as it goes into the often unconscious core motivations that lie deep within our personality, and helps us to understand why we are the way we are. While each of us have all nine motivations within us, one of these nine is more dominant and serves as the main driver for how we show up in the world. Typing, Not Stereotyping For the Enneagram to have value, it is essential that you identify your core Type/style. This is the starting point to explore and open up the possibility for change and transformation. There is a danger in using a “type-based” system in that it can be easy to stereotype people. Stereotyping implies that one fact about someone leads to making assumptions about many other characteristics. Stereotyping limits our openness and perspective. A person cannot be oversimplified and reduced to their type alone. The Enneagram should be used to inspire compassion for self and others. Deepening our understanding of the perspectives, motivations and behaviors of other Types/styles improves our curiosity, empathy and communication and reduces the likelihood to judge and dismiss other people’s approaches, points of view and styles. Motivations, not behavior One of the key differentiators of the Enneagram framework is that it explores deep-seated core motivations, not only the outwardly observable behaviors. Using the iceberg model, behaviors are visible and above the waterline, but they are driven by the deep, unconscious motivations. Individuals from different Types/styles may display similar surface behaviors while having very different core motivations. For example, two people may both demonstrate the behavior of being unstructured and late to meetings. However, with further exploration, one person might demonstrate this behavior because of the core motivation of an Enneagram Two style, saying yes to too many things, becoming overloaded because they are driven by the desire to be liked and needed. While the other person might demonstrate this same behavior because of the core motivation of an Enneagram Seven style, driven by the desire to keep things interesting and not experience the pain of a boring meeting. If you have ever wondered WHY someone does what they do, the Enneagram offers a pathway for exploring the core motivations of each Type/style. These insights can strengthen your understanding of tensions and possibilities that exist in relationships, teams, and organizations. Check out my blog series below on the Enneagram, or get in touch for coaching on how to begin the journey of moving toward your full potential. Blog Series The Enneagram: Connecting Ancient Wisdom to Global Transformation The Enneagram and Neuroscience: Growing New Neural Pathways
Finding our way in the New Normal… As the month of March began, we were watching the Coronavirus spread across China and Europe but here across the pond, we continued to operate as business as usual. I look back at notes I took at client meetings and coaching calls during the first week of March and it feels like it was a different reality. Indeed it was… since then, our inboxes and feeds have been exploding with news of the spread of the virus across Europe, U.S. and North America. Restrictions are being put in place daily to flatten the curve. We are trying to find a new rhythm of life navigating COVID-19. We are experiencing the metamorphosis of a new world order. With this sudden dramatic shift in our daily routine, our brains revert to our most primitive state, the reptilian brain. “What is going on? How can this be happening? This isn’t real. This doesn’t make any sense? I need to protect myself”. The reptilian brain is the oldest part of our brain, developed in primitive humans to make decisions to protect us from the lions, tigers and bears. When we are in our primitive brain we are reactive, we take a stance of fighting, fleeing, appeasing or freezing. None of these stances can help us navigate this new normal. If you have been reading my blog over the last few years, you have seen some posts about Conversational Intelligence® or C-IQ. Conversational Intelligence is about moving from the “I-Centric” primitive brain to the “We-Centric” prefrontal cortex part of the brain. The capabilities that reside in the prefrontal cortex are empathy, creativity and innovation. These are the skills we need to find our way in the new normal. Photo source: Conversational Intelligence® for Coaches What does it take to move from the primitive brain to the prefrontal cortex? Recognize you are in your primitive brain and take several breaths. This calms the nervous system and slows down the cortisol which is the hormone activated by this fear response. Reduce the amount of media you consume about the pandemic (don’t scroll your phone before bed or immediately when you wake up). This allows your brain to start and end the day with more optimism. Reach out to friends and family members who are finding their way in this new normal. We may have “stay at home” orders in place but humans are social beings. We need social solidarity to move to the prefrontal cortex. Take Microsteps of creating new habits. There are SO MANY resources out there but I really like what Thrive Global is curating in their new series, “Thriving in the New Normal” that offers Microsteps about sleep, nutrition, stress, and more to help us proactively strengthen our immune system and build resilience. During this time, our initial tendency is to go to that primitive brain and hunker down, hoping that it will pass. We all know now that we are in this together for the long haul. We are co-creating our new normal. If you are in your primitive brain, feeling lost, stuck, not knowing what steps to take, let’s chat. I am here for you and look forward to co-creating the new normal with empathy, creativity and innovation. A new normal that works for all of us.
Three Steps to Managing Your Energy This Season As the year winds down and the days shorten, I find that my energy level starts to drop. The “Happy Lamp” that I have on my desk throughout the year is turned on more hours and I recognize that I need to be more mindful and intentional about managing the energy in my personal gas tank. The article written by Tony Schwartz called “Manage Your Energy, Not Your Time” always comes to mind this time of year. No matter how many hours we work, if we have low levels of energy, our productivity will suffer. Schwartz states that energy comes from four major wellsprings in human beings: the body, emotions, mind and spirit. In each of these areas, we can expand and renew energy, if we establish simple rituals that are intentional, scheduled and ultimately become automatic. I have found that I have varying levels of recharging to keep my energy tank full. Some rituals are micro-behaviors, some behaviors are moderate and then there are the deep dive recharging rituals. Here are some rituals that work for me: Disconnect from technology: We live in a connected world and technology is ever present. It is an energy drain so to reduce that drain, I charge my phone in the kitchen overnight and I don’t look at it until after breakfast. It allows me to shut down fully at night and ease into my day. Walk the dog: This is literal and figurative. I have had a dog for decades of my life and it forces me to get away from the computer and get outside for 20 minutes, a couple of times a day. If you don’t have a dog, you can create a meeting appointment called, “Walk the Dog” to get away from the desk. Go to your happy place: This is the deep dive.. Annually (this time of year).. I go to Hawaii for renewal to soak up the sunlight and watch the waves, turtles, dolphins, and rainbows. It reconnects me to the gifts of this planet and fills the wellsprings of mind, body and spirit. As we launch into the next decade, I encourage you to explore new rituals and practice recharging your mind and body. This blog was originally published on Thrive Global December 26, 2019.
The Decade of Action: Next Steps to Becoming a More Sustainable World In 2015, the United Nations General Assembly created a collection of 17 Sustainable Development Goals (SDGs), each designed to target a specific area of sustainability. These goals are intended to serve as a blueprint for all countries in order to create a sustainable future for all. The UN determined that in order to create a sustainable world, the SDGs must be achieved globally by 2030. Although 15 years seems like a long period of time, five years into this, the world remains behind schedule on achieving these goals. As small business owners, we are responsible for incorporating the SDGs into our business models. By doing so, we are setting a precedent and example for other businesses to follow our lead. Since 2012, Vista Global has been a Certified B Corp, meaning that our business practices meet the highest standards of social and environmental performance. The B Corp certification was first created by the nonprofit B Lab in 2007, and since its establishment more than 3,000 businesses worldwide have become Certified B Corps. This certification can be rigorous and time consuming. Therefore, to broaden the reach to businesses interested in adopting sustainable practices, B Lab, in partnership with the UN Global Impact, developed a new solution, known as the SDG Action Manager. The SDG Action Manager is a free tool that was created in order to bring attention to the 17 Sustainable Development Goals. This tool allows businesses worldwide to create goals, monitor progress, and implement change in their business and community. The SDG Action Manager consists of 17 components, beginning with a baseline assessment, followed by an assessment relating to each of the SDGs: Each category is designed to make businesses think about their impacts, both positive and negative. After completing the different assessments, businesses will be provided with a ranking, indicating how close they are to achieving a certain goal. The purpose of this tool is to provide businesses with a metric for monitoring their impacts and solutions for taking action. Vista Global is committed to working towards SDG Goal #5 “Achieve Gender Equality and Empower all Women and Girls.” As a woman leader of a certified B Corp, Mary Stelletello, Founder of Vista Global has signed the global WeTheChange declaration. Any woman business owner or ally can sign this declaration. This connects individual action to a global movement. How does the SDG Action Manager Work? Find your starting point To begin, each business will complete an assessment of current business practices. This assessment will identify which SDGs matter most in your company. Understand your impact After completing the assessment, businesses will have a clear understanding of which of their current business practices are creating a positive impact, as well as risk areas that need addressing. Set goals and track improvement After you have a better understanding of your current impacts, it’s time to take action. Stay motivated by creating goals and track your progress on the dashboard. With only 10 years left to achieve the SDGs, the SDG Action Manager serves as an easy tool to assist businesses in adopting sustainability into their business strategy. We have the power to build a sustainable, inclusive and regenerative global economy. Get Started Today!
Three Ways We Can Reshape the Global Economy for Everyone It’s been three months since the Business Roundtable released a revised statement of purpose signed by 181 of its 193 members, issuing a new commitment to move from shareholder primacy to creating “value for all of our stakeholders.” This declaration was met with the gamut of reactions including skepticism, “about time” sighs, and a challenge from the B Corp community to follow up with action and collaboration through its #LetsGetToWork open letter and campaign. With $7 trillion in revenue annually, these leading U.S. corporations are a powerful voice in the market and beyond. Their action – or failure to act – will have an undeniable impact on the sustainability and equitability of business and community in the coming decade. Three months later, the BRT Twitter account shares positive individual actions taken by its members almost daily but it remains to be seen if and what collective action will come next. But We’re Not Waiting to Take Action As a certified B Corp, my coaching and consulting firm votes every day to prioritize people over profit and to build a regenerative economy. We do this by providing 95% of our services to customers that address social and economic problems. We also encourage our staff to donate more than 5% of their time to volunteer service. Vista Global is a small business with a small economic engine. As we’ve discovered from many movements in the past few years – #TimesUp, #FridaysforFuture, and #BlackLivesMatter – there is power in numbers. That’s why I’ve been actively looking for ways to connect with and amplify the work that needs to be done. A clear way that we can ensure a more purpose-driven bottom line is to propel more women into leadership roles. As Fortune.com noted in the article, “Climate Change Is Everyone’s Problem. Women Are Ready to Solve It”: “Women are more inclined to take a broader, more long-term view and are more willing to engage with difficult issues that have an everyday impact not only on a company’s bottom line but across our society as a whole.” Ironically, corporations who promote women will not only strengthen their commitment to purpose but will also increase their bottom line: “Firms with female CEOs and CFOs produce superior stock price performance, compared to the market average, and firms with a high gender diversity on their board of directors are more profitable and larger than firms with low gender diversity, according to a new study from S&P Global Market Intelligence.” — Korn Ferry Institute 3 Ways to Close the Opportunity Gap Unfortunately, finding women to fill these leadership roles isn’t as easy as it sounds due to the “broken rung” of opportunity. This phrase was recently introduced in a study from McKinsey and LeanIn.org. It represents the fact that many women aren’t being denied top management positions. Instead, they are missing out on the initial promotion opportunities to step up into management. Without this first step, there is no further opportunity to climb the corporate ladder. This year, as a founding signatory to the #WeTheChange declaration, I have committed to actively building a world where women are equally represented for a “radically inclusive and richly regenerative global economy.” Here are 3 ways that businesses – from a solopreneur to a billion-dollar corporation – can contribute to the conversation, close the opportunity gap for women, and be a positive force for change. Pay Equity In recent Congressional testimony provided by Jamie Dimon, JP Morgan CEO and Chair of the BRT, it was determined that Mr. Dimon received total compensation of $31.5 million in 2018 which is 1312 times the starting wage of a JP Morgan teller. Congresswoman Katie Porter attempted to create the tightest possible budget for a constituent living in her district and found it impossible to make this salary work with a monthly deficit of $567. This pay equity gap will add up to an average loss of $418,800 over a 40-year career for a 20-year-old woman starting to work full time this year according to the National Women’s Law Center. Closing the wage gap is about both leveling the playing field and a more robust economy with the Institute for Women’s Policy Research calculating that closing the wage gap would add $512.6 billion to the U.S. economy annually. Sponsorship: Beyond Mentoring I first experienced sponsorship when I started a new management position and soon realized that I was being paid 50% of one of my counterparts who had less experience. I rewrote my job description and advocated for myself, but it was the sponsorship of a male colleague in an executive management role that sealed the deal for my pay to be increased to equitable standings. Mentors provide encouragement and advice, using their own valuable experience to help their mentee discover opportunities, chart their own path, and avoid pitfalls. Sponsors go one step further and take action, helping to build social capital by introducing junior employees to their social network, going to bat for them in interviews, and creating opportunity for these leaders on the rise. Ellevate, another women-owned certified B Corp, is an excellent example of sponsorship in action with a powerful online network, peer group “squads,” and regional in-person events. Women and men in leadership must take on the responsibility for not only providing sage advice but championing the work and potential of women. Leadership Development: 70-20-10 Beyond actively seeking out sponsorship opportunities, businesses must invest in leadership development through coaching, ongoing education, and by simply giving women the reins to lead. Based on 30 years of research conducted by the Center for Creative Leadership, Bridgespan Group has designed the 70-20-10 leadership development model that posits leadership is learned by doing. The model calls for 70 percent of development to consist of on-the-job learning, supported by 20 percent coaching and mentoring and 10 percent classroom training. If women know that their leadership development is valued and will be rewarded, that broken rung will practically repair itself. What’s Next? We commend Jamie Dimon and BRT CEOs in recognizing that the U.S. economy needs to work for everyone.. Next up? Let’s walk the walk. Taking action by closing the wage gap, fostering sponsorships, designing 70-20-10 leadership development, and implementing inclusive workplace policies is good for business and will reshape the U.S. economy to create a durable prosperity for everyone. This blog was originally published on Thrive Global December 4, 2019.
The Wisdom of the Brain is Expanding This post originally published on December 4, 2017 has been updated. In July 2017, Judith Glaser’s seven-month Conversational Intelligence® program culminated with an in-person graduation event in New York City. Vista Global Coaching & Consulting joined over 200 coaches in New York plus hundreds of other participants live-streaming from across the globe. As a group, participants spent the majority of the day in a brain simulation exercise to help us synthesize all seven modules through experiential learning. Each table explored five parts of the brain. Heart brain Primitive brain Limbic Neocortex Prefrontal Cortex The simulation provided us a deeper understanding of the nuances and patterns of each part of the brain, how they interact, network and integrate. The importance of communication beyond mere words is not a recent discovery. In 1967, Albert Mehrabian isolated three elements that play a role in effective communication. In terms of importance, people allocate 55% to nonverbal behavior; 38% to tone of voice and just 7% to words. In another study conducted by Professor Uri Hasson at Princeton University, he found that successful communication was noted when the speaker and listener brains showed the same patterns of activation. Their brains were synchronized. “Co-creating Conversations have the power to literally rewire our brains.” — Judith Glaser The Five Brains HEART BRAIN The heart brain is the most basic of our wiring. It syncs like Wi-Fi. The heart brain has 89 nodes that blood goes through and it reads chemistry and other components necessary for health. It sends messages all over the body and brain. When the rhythm and timing of the heart is a smooth wave it sends calm messages. When it is erratic, you can’t send messages beyond what is immediately demanding your attention. If you slow down, breathe intentionally in and out, not only through your lungs but your heart, you are able to connect with other hearts neurochemically that are within 10 feet of you. To connect to the heart brain in a positive way, as soon as you come in contact with someone, prime them for trust by saying hello, shaking their hand, send positive intentions their direction. This opens the brain up to the other person to synch with this positivity. PRIMITIVE BRAIN The primitive brain is the oldest brain, it is hardwired to sensor threats and protect us from harm to our body or ego. In .07 seconds our brain determines if someone is a friend or foe and acts accordingly. Whether you go into fight, flight, freeze or appease mode, the primitive brain is only concerned about protection. You will not have access to any higher functioning thought when the primitive brain is activated. Using the skill of “double clicking” supports the shift from the primitive brain. Words create worlds and if the primitive brain is activated in a conversation, there was a trigger word or nonverbal message. Use “double clicking” to ask, “what does that mean to you? Or “what was the meaning of that nonverbal expression?” It allows the primitive brain to move from fear and distrust to a place of curiosity, understanding to establish safety. LIMBIC BRAIN The limbic brain stores all of your emotional experiences. It is the part of the brain that deciphers, “where do I fit in”. It reads social context and scans for exclusion and inclusion in a community. It provides the emotional continuum for moving toward or away from others. Using the skill of “listening to connect” is to not judge, confirm or reject but listen with a focus on the other person, not you. It is more than listening to understand, which is often to confirm what you already believe. By connecting to their emotional world, you will foster greater inclusion and exploration of a co-created path. © Benchmark Communications, Inc. and The CreatingWE® Institute. All rights reserved. NEOCORTEX The neocortex is hardwired for language, storing information, basic thinking, reasoning and cognitive skills. It holds our working memory and our stored memory. The brain has the capability for simultaneity, being in steady state and change at the same time. To activate the neocortex, use the conversational skill of “asking questions for which you have no answers”. When you ask these types of questions, you are in a discovery mindset and the other person feels the curiosity. It puts the person in a more trusting and receptive state of mind. Together you create a conversational space for a completely new reality to emerge. PREFRONTAL CORTEX The youngest brain is the prefrontal cortex and often is called the “executive brain.” It is hardwired for the higher-level coordination of the whole brain. It provides us with mastery of more complex functions such as the ability to envision the future, create scenarios, step into someone else’s shoes, experience empathy, think strategically and make decisions. The skill of “conversational agility” activates the prefrontal cortex. If a conflict is brewing, the prefrontal cortex recognizes patterns. By using “reframe, refocus and redirect” it enables people to interrupt patterns, accessing new energy, for insight and wisdom to emerge. In 2018, CreatingWe Institute, identified the sixth brain, the Gut-Brain that verifies the relationship in the intuitive saying of “go with your gut”. GUT-BRAIN The gut brain is revolutionizing medicine’s understanding of the links between digestion, mood, health and how we think. Scientists call this little brain the enteric nervous system (ENS). It is a bidirectional relationship between your brain and your stomach. Stress is related to the lack of biodiversity in the gut flora. Ninety percent of the body’s serotonin is located in the EC [enterochromaffin] cells of the GI tract, where they regulate intestinal movements. Serotonin plays a key role in cognition, specifically in learning and memory. Whole Brain Access How often do you experience or witness your team being stuck in the primitive or limbic brain, not able to access the more expansive, creative and innovative areas of your neocortex and prefrontal cortex? With just a few minor shifts in using Conversational Intelligence® tools, you can transform the level of trust and quality of your conversations which in turn can move you to the next level of greatness in your organization. Interested in how C-IQ can help improve your leadership skills or your organization’s team? Contact Mary to set up a customized workshop session and more. Stay tuned for more C-IQ tips! This is part of a blog series on Conversational Intelligence® course by Judith E. Glaser. Check out related blogs such as “Asking Questions for Which You Have No Answers” and “Moving from Distrust to Trust.”
Belonging is our birthright: Using Conversational Intelligence® to create radical inclusion Over the last year, I have had an accelerated awakening of how to engage in the dismantling of the inequities in our society. As I write that statement, I feel a great sense of responsibility to move from learning to action. As I mentioned in a recent blog, “How do we actually ‘Be the Change We want to See?’”, I recently completed certification in Conversational Intelligence®. This certification strengthened my understanding of the impact that words have in building or dismantling trust. One aspect of completion of the certification was a capstone project. I challenged myself to explore how to use C-IQ tools and skills in the Equity, Diversity and Inclusion (EDI) context. Many of the C-IQ skills have built my capacity to act when I experience or witness microaggressions. The greatest challenge when experiencing or witnessing a microaggression is to regulate our reaction so that we can educate and raise visibility about bias and move toward establishing equity. Within .07 seconds of being 10 feet of someone(1), our brain is determining if this person is a friend or foe. If there is any indication of how the person looks, acts, speaks that seems unfamiliar, the amygdala in our brain pumps cortisol to protect us and we go to the primitive section of our brain. The primitive brain saved us from the lions when we were in the earliest stages of human development. Cortisol has a shelf-life of 26 hours(2), leaving a lasting impact on our perceptions. This is how bias begins to form. We have the capacity to deprogram and unlearn our bias and Conversational Intelligence® provides these tools by examining the neuroscience and the impact words have on our experience. I recently attended the Racial Justice Summit hosted by the YWCA Madison with more than 800 participants to deepen my learning through workshops and presentations from nationally-known speakers, Climbing PoeTree and Annahid Dashtgard. Climbing PoeTree was a powerful duo sharing spoken word, rap and poetry “as a tool to expose injustice, channel hope into vision and make a better future visible, immediate and irresistible.” Annahid Dashtgard, a Toronto-based educator, led a session highlighting the framework of her recently published book, Breaking The Ocean: A Memoir of Race, Rebellion and Reconciliation. She approaches EDI work from a lens of belonging: “Belonging is our birthright. It straddles the individual and systemic levels of existence, toggling between the psychological truth that we are all the same and the political truth that we are divided by access to power.” Dashtgard believes that we have to regain our wholeness internally before we can work toward changing systems externally. When we experience belonging, we are activating oxytocin and the parasympathetic nervous system which allow us to calm ourselves and shift the external environment. When we feel exclusion, we are in a state of vigilance, activating cortisol and our reactive nervous system. As I processed Dashtgard’s challenge to the conference participants, I could delineate the C-IQ skills that support the process of building bridges of inclusion and belonging: Making the Invisible Visible: Bringing attention to the unseen dynamics and patterns in conversations, and engage in dialogue to shift these patterns. Deconstructing Conversations: Examine what was said, how it was said and the impact it had on the receiver, in relation to the intention of the sender. Co-regulation: Partnering to down-regulate cortisol and fear, and up-regulate oxytocin and trust. This skill builds a foundation of co-creating a new reality. How do we begin? We begin from the basis that we are all the same in wanting to belong. Start with self and understanding: When do I feel like I belong? When do I feel excluded? Once you are able to identify the micro-signals of belonging and exclusion, you are building your social-emotional literacy to give words to your experience. This gives you the ability to use Conversational Intelligence® skills to move from the personal experience to the institutional and systemic levels to reduce the barriers that create inequity. The journey of transformation of our global society requires that each of us individually take steps to restore our individual wholeness and collectively shift the external environment. Together we can co-create a culture of belonging. Together we can co-create a culture of belonging. Let’s connect to chart our path toward this new reality. (1) “Within .07 seconds of being 10 feet of someone, our brain is determining if this person is a friend or foe. ” — Page 103 of Conversational Intelligence by Judith E. Glaser (2) “Cortisol has a shelf-life of 26 hours, leaving a lasting impact on our perceptions.” — Page 104 of Conversational Intelligence by Judith E. Glaser
