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Archive for April, 2008

The 4 Steps to Finding Your Voice

Thursday, April 24th, 2008


“One word expresses the pathway to greatness: voice. Those on this path find their voice and inspire others to find theirs. The rest never do.”
Stephen R. Covey
Key Message

The power to discover your voice lies in the potential that was bequeathed you at birth. Latent and undeveloped, the seeds of greatness were planted. You were given magnificent “birth-gifts”-talents, capacities, privileges, intelligences, opportunities-that would remain largely unopened except through your own decision and effort. Open these gifts. Learn what taps your talents and fuels your passion-that rises out of a great need in the world that you feel drawn by conscience to meet-therein lies your voice, your calling, your soul’s code.

Q: How do you define “voice”?

A: Voice is the overlapping of the four parts of our nature: our body, our mind, our heart, and our spirit. These also represent the four intelligences: our IQ for the mind, our EQ for the heart, our SQ for the spirit, and our PQ for the body.

To help you find this, answer these 4 question.

  1. What are you good at? That’s your mind.

  2. What do you love doing? That’s your heart.

  3. What need can you serve? That’s the body.

  4. And finally, what is life asking of you? What gives your life meaning and purpose? What do you feel like you should be doing? In short, what is your conscience directing you to do? That is your spirit.

People are internally motivated by their own four needs: to live, to love, to learn, to leave a legacy. When they overlap, you have voice-your calling, your soul’s code.

Q: Is finding your voice an evolving process, or can it happen all at once like a light bulb going on in your head?

A: I think that it can happen all at once, but more so, I think it is an evolving process. As people grow up, they are exposed to different fields of knowledge and different experiences. They don’t yet know what they’re good at or even what they will like doing. Once they have this exposure and education and they start getting involved, they start to find satisfaction, and that leads to success as it begins to give them a sense of their voice or what they really love doing that they do well. For some people, it does comes like a flash of light, but it is usually preceded by someone who really deeply believes in them-sees their strengths and affirms them when they don’t see their own potential themselves. This creates an opportunity for that voice to be developed and expressed. This happened with me.

Q: Is the process of finding your voice the same for an individual as it is for an organization that is trying to find its voice?

A: That’s a very interesting question and I think in a very real sense, it is the same. But because an organization is made up of many different individuals who have different voices and a different sense of what gives them meaning and their life purpose, it takes communication processes where people are genuine and authentic with each other in expressing what they really care about. However, people gradually get a sense of what the organization stands for, what it loves doing and does well, and what it feels like it should be doing. So, there is kind of a collective form of the four intelligences that overlaps and develops in an evolutionary way.

Q: How can we help someone find his or her voice?

A: I think if you care about people genuinely, you listen to them and observe them; because this is more than just hearing them speak, it is observing them-observing where their excitement is, where their enthusiasm is; observing where you sense they have potential. Sometimes it is very powerful just to say to them in sincerity, “I believe you have great potential in this area. I see real strengths in you that you may not see in yourself, and I would like to create an opportunity for you to use those strengths and to develop this potential. Would you be interested in that?” Most people are so flattered by someone who sincerely cares for them and affirms their work and potential that they are moved and inspired by that kind of input. It’s very powerful and it can make all of the difference, particularly with people who grow up with a confused lifestyle, bad modeling, and basic education. Often they have no clue as to what life is about or what they are about until someone becomes a teacher to them-a mentor, a confirmer, and a coach. This kind of mentoring is becoming increasingly important in education, in relationships, and in work environments. It can make all of the difference as to whether a person takes a higher road to his or her own voice or a lower road to where he or she is swallowed up by the priorities and voices of others.

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Knowledge Workers: 10,000 Times the Productivity

Monday, April 7th, 2008

“Do you believe that the Information/Knowledge Worker Age we’re moving into will outproduce the Industrial Age fifty times? I believe it will. We’re just barely beginning to see it…Nathan Myhrvold, former chief technology officer at Microsoft, puts it this way: ‘The top software developers are more productive than average software developers not by a factor of 10X or 100X or even 1000X but by 10,000X.’ Quality knowledge work is so valuable that unleashing its potential offers organizations an extraordinary opportunity for value creation.”

Stephen R. Covey, The 8th Habit

There is no doubt a new era has begun. We’re shifting from the Industrial Age to the Information/Knowledge Worker Age, and it is paramount that we understand the paradigms that drive this new era. What brought success in one economic age will not lead to it in the next. This week we ask Dr. Covey about the new mind-set, skill-set, and tool-set required to thrive in the Knowledge Worker Age.

Q: You refer frequently to the Knowledge Worker Age or Era, and we can read in several publications where the current period of history is referenced that way. Where does the term come from and what does it mean?

A: I believe it was Peter Drucker that first coined the term knowledge worker. I don’t know if he used the word era or not. He used the term to acknowledge that we were moving from an era that valued things, like machines, for what they produced into an era that values knowledge—the application of knowledge that comes in the form of skills.

Q: Are we there, or just moving toward it?

A: Well, we are just moving toward it in many, many industries; but in some high-tech industries, we’re there. Most people are unaware of this sea-lane change that is taking place and, therefore, are not preparing for it. They are unaware because they are not experiencing world-class competition that comes from a new global economy. They are in fact experiencing it indirectly through lowering of costs and elimination of a lot of bureaucracy and the uplifting of quality. But it will eventually overtake every profession and every industry. And everyone will be affected by it.

Q: Why is there so much confidence that the Knowledge Worker Age will increase productivity so significantly?

A: Simply because people are empowered; and not only people, but entire cultures. These cultures will experience an internalization of the idea of interdependency so that the mores and norms are supportive of being productive and everyone will be accountable to everybody. This will unleash incredible energy, talent, creativity, resourcefulness, and new ideas. If I could have people understand one key paradigm of the Knowledge Worker Age it would be that you manage things, but you lead people. That is how we will empower them.

Q: What are some characteristics of a team or an organization struggling to apply the principles of this era versus one that is doing it well?

A: The struggling organizations are those that are still being straitjacketed and straddled with Industrial Age structures, systems, and processes, and sometimes even the Industrial Age definition of leadership being a position. The organizations that will make a tremendous productivity gauge will come from those where the cultures are highly interdependent. Their people will be focused on three or four truly significant priorities. There will be a wide sense of mutual accountability and the so-called bosses will become servant leaders in facilitating all of the processes and making sure there is an alignment of these processes, structures, and systems with the high-priority goals.

Q: What actions can people take if they are not in a position of formal authority and their superiors seem to be stuck in the Industrial Age both in mind-set and practice?

A: Leadership is not formal authority, leadership is moral authority. If you are principle-centered, your opportunities for influence increase; and if you’re proactive and take initiative inside your own Circle of Influence, it will get larger. It will primarily get larger because of the pragmatics of the marketplace. You will simply produce more. If you have a subsidized or protected organization that doesn’t have to deal with theses market realities and this new, real, world-class competition, what I said may not happen. And you may find that the old structure and old ways will persist and there will be great resistance to a new style of leadership and to changing these deeply imbedded structures and systems. However, eventually they will have to change. Even organizations that are protected and subsidized are, in time, subject to market forces because they all have budgets and costs they have to get around.

Q: Reversing roles, if you are a boss wanting to increase the productivity of your team, what is the one thing you should be doing with your team to foster that?

A: Ask them that question. If they are codependent upon you and hesitate to speak up, walk out of the room and let them deal with that question. And ask them to bring forth their highest and best recommendations. If they are not codependent upon you, stay in the room and participate. If they push back on you, that’s fine. If you can push back on them without them feeing threatened, you have the basis for synergy and for using third-alternative solutions.

Q: What is the next era?

A: I don’t know what the next era is. I know it will evolve through this Information/ Knowledge Worker Age. I’ve often called the next era the “Era of Wisdom.” But basically that means that the principles of each of the economic ages are brought to bear in the Knowledge Worker Age. For instance, the principle of the work ethic in the Agrarian Age and the hunter and gatherer; the principles of learning and of collaboration and teamwork and efficiency of the Industrial Age; and the principles of constantly learning and improving and applying new technologies in very synergistic and collaborative ways and seeing your own role as a leader to be a servant leader rather than a so-called boss, however benevolent—these will represent the era that we’re moving into little by little. But the actual content of the work to be done, I do not know.


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