Zap Holiday Stress!

This is a time of year where our “tinsel” gets tangled and can make the holidays a challenging time for leaders, entrepreneurs and frankly, anyone!

Stress rules the day as we go, go, go and take precious little time for ourselves.  Self care is critical at this time of year and the more you listen to your Intuitive Inner Guidance System, the more relaxed and in control you will fell. Bottom line, YOU need to make this choice to take control of your life with preparation and tuning in to what is important to do and what you can let go of. The more stress resilient you are, the healthier you are, and the more you can enjoy life, family, your work and….drum roll…..the holidays.

Learn more at our free webinar!

Join Terry for a FREE live webinar December 1! Stress Reducing Tips for Leaders and Entrepreneurs

Below is a short stress meditation to help you make the upcoming holiday season special!

QUICK SHIFT HOLIDAY MEDITATION BY  TERRY WILDEMANN

1. SETUP: Shift attention to your chest area.

2. BREATHE: Place your hand over your heart area. Imagine your hand acting like an air pump guiding each deep breath in and out of your hand. Relax your body with each breath.

3. VISUALIZE: Imagine your holiday gatherings as you would like for them to be. Feel it, hear it, sense it, see it in your mind’s eye. Own the entire experience. You may say, “I don’t know how to visualize.” If that is the case, what comes to mind when you read the words “christmas tree?”  The impression you “see” is how you visualize. This is what you work with.

CHOOSE to see yourself calm, centered, grounded.

CHOOSE to have everything fall into place. If something goes differently than expected, allow it in with grace and ease as it probably means something better is coming.

CHOOSE to delegate instead of doing it all yourself – we are our own worst enemy because we want things PERFECT – nix that idea folks right now… your perfection tendencies creates more stress for everyone and feelings of EXCLUSION instead of INCLUSION. Instead choose EXCELLENCE which allows freedom and flexibility. There is none with perfection.

4. ASK: Work with Practical Law of Attraction by using intention and ASKing the UNIVERSE, and others, for what you want help with. Then get out of the way and allow things to fall into place and flow.

5. ASK for help. (Stop playing martyr, which many of us do, thinking that we need to do it all) Establish your boundaries and do what feels right to you and let go of misplaced guilt.

6. CHOOSE to enjoy the season, be healthy and let go of others opinions. Be true to you!

An experienced business woman, speaker, coach and author, Terry Wildemann became certified in various holistic modalities after experiencing multiple burnouts and health crisis. Because of her experience, she now dedicates herself to guiding leaders and entrepreneurs to spring back from the brink of burnout and lead competently, with confidence, credibly and coherently. The outcome are leaders who evolve into stress resilient and highly intuitive puzzle-solving ninjas by integrating the practical, tactical, logical, physical, energetic, spiritual and emotional sides of themselves.

Terry’s careers include owning the Winds of Change Holistic Education and Leadership Center, Image Plus… Associates, and partner and CEO of a small manufacturing company, Anaco, Inc. As a volunteer, Terry presented to over 11,000 transitioning military personnel over a 20 year period.

Members of all branches of the military, chambers of commerce, universities, financial institutions, healthcare institutions, railroad companies, nonprofits and small businesses have participated in Terry’s programs.

Use Capabilities, Competencies, Continuance, and Capacity to Issue Your Certification of Competence Award

To differentiate your business in your marketplace, offer a Certificate of Competence.


Of the programs and packages you offer, one or more can be written in competency-based language suitable for verification and certification.

  • Competency is a statement starting with an action verb followed by the intended outcome of taking the stated action.
  • Verification is the process of confirming competence against the competency.
  •  Competency verification is the process that leads to awarding a Certificate of Competence.

In addition to competency, there are three additional words that guide and sustain a “Competence Verification for Certification” approach. They are capabilities, continuance, and capacity.

 

Connecting Four Words

The four words are the four rungs of a ladder or the four elements of a free form, dynamic visual. Both examples are shown below:

cccc-ladder cccc-venn

The ladder metaphor suggests a mechanistic, step-by-step connection whereas the free flowing image suggests an organic, interweaving connection. Depending on your preference and the situation, both are useful.

 

Here is a description and explanation of the four words in connection to awarding YOUR Competence Verification for Certification. The article leans into concepts and practices best read and digested, than scanned and taste-tested.

 

Capabilities highlight the achievements, skills and talents a person currently possesses.  These capabilities indicate the potential a person offers when matched with YOUR program/package profile competencies. Herein, program/package profile is profile.

Because of a person’s capabilities, s/he can apply personal learning and actions to a situation. Capabilities denote an inside-out conversation between the person and YOU (the profile-keeper/verifier/certifier).

Learn more at our free webinar!
Join Dr. Hobbs for a free webinar on August 11, 2016 – How to Certify Your Online and Offline Course Curriculum

Capabilities highlight the person’s fit with the competency profile. The degree of fit is determined by the person’s self-assessment of the competency statements. The results of the self-assessment follow the person until s/he applies for competence verification for her/his chosen level of certification.

The submission of the assessment indicates the person’s knowledge, skill and attitude alignment with the competency statements. It identifies what the person requires and requests of YOU. And reminds registrants what they bring to the competence verification process.

 

Competencies, on the other hand, are statements that identify what YOU require and request of the registrant applying for certification.

The competency statements are grouped into a competency profile. It conveys the level of certification offered by YOUR business. You can award a certificate of (1) attendance completion, (2) assignment achievement and/or (3) verified competence. The thread of this article focuses on verified competence.

The profile frames what is “legally and reasonably” required for a person to know and do to receive a verified Certificate of Competence. It is YOUR accountability to ensure access to the competence verification process offered through your business.

In addition, YOU manage access to education material to support the learning and action whether via your business and/or external organizations. That is, you provide some/all of the education and/or you acknowledge external educators aligned with your profile. Working with external educators is a great way to establish strategic alliances and access potential verifiers.

The phrase “the person is competent” is acknowledged when the assigned verifier confirms the competence of person against the competencies. That is the person’s capabilities match the profile competencies.

For the person receiving verification of competence it’s an outside-in conversation with YOU.

From YOUR perspective, you’ve stated what you require and request of the participant. And you state the resources you supply to the registrant to gain the level of certification for which they’ve applied.


Here is an adaption of Mihaly Csikszentmihalyi’s writings on Flow linking capabilities and competencies:

  • When capabilities are more than the competencies = boredom
  • When competencies are more than the capabilities = anxiousness
  • When capabilities and competencies align in dynamic balance = flow

Continuance is the requirement of time you assign a competency to counter the person’s forgetfulness and/or to identify the amount of time that can elapse between the person’s learning and verified action.

Also, the assigned timelines of profile competencies are influenced by external policies and/or regulations. These external influences identify the societal standards and practices linked to the profile. They indicate the influencers’ best judgment of the amount of time that can elapse between learning and verified competence. Their list of continuance markers highlights the ethical boundaries between the marketplace and YOUR corporate social/legal responsibility.

Continuance is a double-edged sword. On one side, continuance is a benefit while on the other side, it’s a cost. As a benefit for YOU, it ensures a reoccurring conversation with registrants to maintain their certification. It’s revenue for you and peace of mind they remain verified competent for their needs according to YOUR practices and standards.

As a cost, it is continued payment by the participant to remain verified. What is the value of their certification over time? What is the cost of their effort to remain certified?

This continuance factor requires YOU stay on point to ensure the profile is current and the participants are made aware of the profile edits and/or their need to recertify. Therefore, you have to manage the profile for the long-term. What does long-term mean to your business?

 

Capacity is the about the participants’ readiness, abilities and willingness to perform at a level consistent with the certification for which theyre verified.

Just as capacity is YOUR readiness, abilities and willingness to improve, focus, and strengthen your Competence Verification for Certification system and processes.

That is, the left bar supporting the four rungs of ladder shown above is about YOU. The right bar is about the person(s) YOU verify competent.

To be clear, the verification of competence is a multi-event process as evident by the requirement of continuance and the commitment of your registrants. YOU and your registrants must remain actively involved in the verification for certification process for it to have meaning to the person, your business and the recipients of those affected by the person holding YOUR certification.

 

In Closing

The caveat of closure for the registrants acknowledges their non-renewal of certification. At this point YOU do not deem the person competent and you’re not legally linked to the person.

For YOU, the caveat of closure is your notification and the registrantsacknowledgement of the discontinuance of the certification.  Therefore, you must exit in full view and with due diligence with your registrants. To do otherwise, may result in legal issues.

 

Connecting the Four Terms

The inter-exchange of capability, competency, compliance and capacity for the purpose of awarding a certificate of competence by verification serves as a springboard to realize disciplined risk mitigation from legal, financial, and people perspectives.

The legal perspective has been highlighted throughout the article. Follow due diligence to the verification process in establishment, maintenance and exit and you have done what is reasonable. However, a conversation with legal counsel is recommended. This document does not serve as legal guidance.

From the financial perspective, the person has invested in their certification from YOU. Therefore, appropriate financial controls and guarantees are required to ensure the person is treated fairly and respectfully during their engagement. Competence Verification for Certification is a commitment to quality service and experience with your registrants.

At its core, the Competence Verification for Certification process YOU manage focuses on your evolvement of your registrants. They enter the process based on self-assessment. They remain because of their experience of YOU and the process. And they exit, based on their decision of non-renewal.

YOU are a guide on their ride in their words, on their terms.

 

 

As an experience-based educator Stephen Hobbs, EdD guides executives and entrepreneurs to map, manage and measure their workplace culture. That is, to create of a place of work where people live and work well together in their words, on their terms. In addition, he guides his clients to fully express their next fifty workplace legacy with involvement of their staff, volunteers, customers, family and friends.

Steve is a facilitative mentor, author and speaker. Topics include Mapping #YourWorkplaceCulture and Mapping #YourNextFifty. He shares stories and insights for participants to frame-learn-decide-action their experience of fun, freedom and fulfillment in their workplace and during their next fifty. His philanthropic focus is funding children and trees programs via his Legacy Project 444 – Write to Shade.

Conscious Leadership – The Leadership Principles That Work Best Today

Do you want to enjoy less stress and better results for yourself and for your leaders?

The leadership models that worked well in the past are failing to work in today’s environment causing undue stress and poor team performance. Leaders who recognize this trend and choose to make the adjustments catapult their personal and professional results and help those around them do the same. The choice is yours. How will you choose to lead in the future?

We are facing a leadership crisis

Latest research shows 90% of Americans believe the nation is facing a leadership crisis.  This is an alarming statistic. Further concerning is two-thirds of North Americans are actively considering leavings their current job. What would you do if you lost two-thirds of your team?  People don’t leave a company. They leave a leader.

There are many indicators to recognize if you have this issue in your company. Diagnosing the issue is only the first step in the journey to transform your leadership style and help your team do the same.

The Conscious Leadership Model is the answer to these Leadership Challenges

Conscious Leaders generate high performance teams and grow the next generation of high potential employees. They drive high employee engagement, foster higher creativity, improve problem solving ability, and ultimately improve morale.

We have defined Conscious Leadership as eight elements that work synergistically together to create the environment I just shared. The first four elements are focused on conscious of self and the second four elements focus on conscious of others.

Learn more at our free webinar!
Join David for a free live webinar on July 14! “Conscious Leadership”

Start Your Conscious Leadership Journey Today

Adopting the conscious leadership mindset starts with you. How well do you truly know who you are and where you are in your leadership journey? Take The Conscious Leadership Assessment and ask members of your team and close friends to take assessment (focused on you to give you feedback). Commit to leading yourself.

“Only those who devote themselves to a cause with their whole strength and soul can be true masters. For this reason, mastery demands all of a person.” ~ Albert Einstein


“Leaders Cannot Show the Way Until They Know the Way.  Leaders in our world face two realities:

1.      Change happens faster than ever, so leaders must remain adaptable.

2.      We need timeless values more than ever, so leaders must remain principle-driven.”

~Dr. John C. Maxwell

 

David A. Tweedt is the Vice President of Consulting at Win Enterprises, LLC and co-author of Win the Battle Against the Enemies of Business Transformation (in publication process). As a business transformation thought leader, David has helped C-suite leaders transform and sustain results by applying the Win Holistic Transformation Model ™ throughout their company using “lean” principles, organizational culture, leadership and goal achievement. Wins clients have a huge ROI by working with David and the Win team.

5 Best Practices of Thought Leadership

mitchell-levyThought leadership is a hot buzzword, however, there are many definitions and misconceptions about what a thought leader is.

I’d like to offer a definition that may be slightly broader than what you’re used to. Once you’re comfortable with the definition, I’ll share five best practices.

Who is a Thought Leader?

A thought leader is an individual who is recognized as an expert in their own space, and is referred to for help on various matters. In other words, the key-to-go person who can give an appropriate path to attain best results in the field and geography they specialize in. For a more robust definition, check out this 2×2 showing a definition of thought leadership as audience by content .

The Top Five Best Practices for Thought Leadership are:

1.      Visibility to the Employees and the Management Team:

Due to the accessibility and abundance of numerous product reviews on the Internet, traditional salespeople have become obsolete and ineffective. The new salesperson is Google and is playing a big part in providing a perfect way to review products and services with utmost ease.

Potential customers search on your organization, they want to see “real” people sharing authentic, transparent and trustworthy information. Every employee represents the brand, and they must look good. Particularly, the management team.

On the “About us” page of many organizations today, you not only see a small photo or bio of the executive team, but also links to their individual social accounts (primarily LinkedIn and Twitter). This way, the customers and future advocates get an opportunity to see how the management team represents themselves and engage with them, if appropriate.

[info]Make sure and participate in Mitchell’s FREE live webinar at Social Buzz University on Thursday, November 20, 2014! CLICK HERE to register now![/info]  Continue reading

Mitchell Levy is the CEO and Thought Leader Architect at THiNKaha and Chief Aha Instigator at the AhaAmplifier.com who has created and operated fifteen firms and partnerships since 1997. He and his team make it easy for corporations to easily create compelling content that help turn their experts into recognized thought leaders. Mitchell is an Amazon bestselling author with twenty nine business books, contributor at Entrepreneur Magazine, has provided strategic consulting to over one hundred companies, has advised over five hundred CEOs on critical business issues through the CEO networking groups he’s run, and has been chairman of the board of a NASDAQ-listed company. Get a free copy of the eBook Mitchell Levy on Creating Thought Leaders at the Aha Amplifier, read about thought leadership best practices on the LinkedIn group, or watch a new thought leader each week on ThoughtLeaderLife.com.

5 Ways to Express Your Message More Effectively on Social Media

You Can Do It!Toni loved using social media. Through Facebook she kept up with her kids’ adventures and her own friends from her college days. She used Pinterest to collect healthy recipes and beautifully illustrated quotations.

But she was at a loss when it came time to market her life coaching business through social media. Would her edgy personality be too much for clients she wanted to attract? How could she stand out from everyone else posting inspirational photos and viral videos?

Here are the 5 steps I gave her:

1. Identify your perfect client. When you know exactly who is the best fit for your gifts and talents, it’s easier to market your business. Using your most perfect-fitting client as a model, create a profile of her interests, lifestyle, challenges, emotions and activities. I even add a photo and a (fictional) name to mine. Then, when considering what to post, you can ask, “Is this something Josh would like and share?”

2. Listen! My client Toni created a perfect client profile based on her three favorite coaching clients combined under the name “Carolyn.” She filled it out by studying what they posted on social media. She interviewed them about their interests and also why they had chosen to work her. When doing this yourself, be sure to focus not simply on past clients but those who were a perfect match for your services.

3. Speak to ONE person. Do you ever read posts that sound as if someone is shouting out a window to anyone who’ll listen? Toni had a habit of writing to an audience of many, with phrases such as, “How is everyone doing today?” or “A lot of you have been telling me ….” When she began to write each message as if it were to Carolyn alone, she noticed her posts resonated personally with many more people. As a result her audience grew dramatically.

4. Clearly articulate your marketing message. A concise marketing message outlines who you help (perfect client), with what challenges and what outcomes you get for them. Before working with me, her not-so-magnetic message was, “I’m a life coach.” Together we revised her message to focus on helping women executives who were killing themselves with overwork to find greater personal fulfillment through artistic pursuits without compromising their careers.

5. Know what aligns with your message – and what doesn’t. What about Toni’s edgy personality? One thing I shared with her was a love of snark and ranting. It’s fun for me, but not a fit for my brand, Enlightened Marketing, which is about inspiration, optimism and action – NOT negativity. Toni soon realized that she could share some of the painful experiences that made her the person she is today, but when it came to humor, her perfect client “Carolyn” wanted not snark but to laugh about things that were light and positive.

[success]Get even more great tips & techniques from Samantha during her free live webinar for Social Buzz Club – HOW TO CREATE JAW-DROPPING, CLIENT-GETTING MESSAGES – Thursday May 8[/success]

 

Samantha Hartley of Enlightened Marketing works with socially-responsible experts and entrepreneurs who are fed up with lack of clients, too many rotten apples or peaks and valleys in their revenues.

She helps them create Jaw-dropping, Client-getting Messages™, and offers effective marketing techniques that align with their values. As a result Samantha’s clients routinely attract perfect clients, including 6 and 7 figure engagements, raise prices 30-800% and become more joyful business owners.

Before starting her consulting business, Samantha worked in international marketing for The Coca-Cola Company in Moscow, Russia, Asia and Coke headquarters in Atlanta, GA.
Samantha and her husband live with their 2 dogs and cat on Martha’s Vineyard.