Dr. Maria Church Irresistible Leader Training, Coaching and Mentoring

Learn From Recognized Leadership Expert, Dr. Maria Church

(millennial management)

Great Leaders Are Full

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Great leaders, who communicate and connect, fill their minds with the person in front of them. We feel this connection when others are fully engaged in what we are saying. We see it in their eyes, we feel it energetically, we know we are connected and drawn to that person and the moment. Presence is mindfulness. Mindfulness is found in the present, and when you are present, you show up.

When we find this connection with others through mindfulness, we gain a deeper understanding of each other and of ourselves. Of course when we do, we are mind-full of their presence in the moment. We also understand ourselves better when we connect with others. It is not unusual with this deep union of souls, to see ourselves in those people with whom we feel connected. In a mindful state, empathy, connection, compassion, and equality surface to our consciousness. We see and feel each other as the same, without division and without judgment—we feel love.

Not only is a mindful practice one that provides clarity, vision, connection, and beauty, but being present in the moment also confers peace of mind. Living in mindfulness is living in peace. This is especially relevant in our current culture plagued with chaos, competition, rage, and fear.

How do you know when you’ve really been heard?

With love,
Maria

The Benefits of Complaints

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So often, when we hear the word, complain, those of us who have worked in customer service bristle! However, complaints are not always a bad thing – sometimes complaints can be quite valuable. When we shift our perceptions from negativity to a positive frame, we may actually welcome complaints…well, sometimes!

Complaints can be beneficial because:

  • Complaints can give you information you may not otherwise have. Sometimes we can’t see the forest through the trees, in other words, we may be too close to the situation to see problems or issues.
  • When we receive complaints, we receive information. Let’s face it; often times some information is better than no information. When people take the time out to complain, that means at some level they care! If they were complacent or indifferent about you or your organization, they would say nothing.
  • If the complaint doesn’t come to you, it doesn’t mean the complaint is not being shared with someone else…perhaps shared with someone else with whom they are now doing business!
    The complaint gives you an opportunity to correct the situation. Contrary to popular belief, ignorance is not bliss.

Think about this: When people do share a complaint with you, they are actually saying:

  • I value this relationship.
  • I hope to continue this relationship.
  • I am presenting this problem to you because I care.
  • I know you can fix this.

What are your thoughts about complaints?

With love,

Maria

Laughter is Underrated

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Laughter is completely underrated. Laughter is our heart’s outpouring of love. We know laughter is contagious, yet it is powerful medicine. Leadership use of laughter is like a power-charged tool with many uses.

One of the most compelling benefits of laughter is shared, joyous connection. Comedian Victor Borge said, “Laughter is the closest distance between two people.” He is right; laughter connects us at deep level, which is why it is so contagious. Laughter moves beyond the superficiality of words right to our souls, moving all pretense and guard aside.

I’m always amazed at the extreme power of laughter; people laughing just in response to someone else’s laughter. I remember a time when my husband, daughter, and I were watching a silly movie. The premise was a bit far-fetched, but we liked the actor, Bill Murray, in the film. He inherited a circus elephant and wanted to take it across country to sell it to a zoo. In one scene, he was driving an 18-wheeler, which he did not know how to drive, with the elephant in the trailer. In the cab, he had several boxes of candy that he was feeding to the elephant, since he didn’t know what else to feed the animal and of course he experienced one series of hysterical mishaps after another!

I laughed so hard—it was one of the funniest scenes I ever saw! What was even funnier was how hard my husband and daughter were laughing at my reaction. They did not find the scene as hysterical as I did, but my deep belly, soulful laughter was so contagious that all three of us were rolling on the floor, in tears. Laughter goes to the core, infecting those within its path.

When was the last time you had a good, deep belly laugh?

As always, I love hearing your stories!

With love,
Maria

Leadership Choices Today are Tomorrow’s Results

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“Yesterday was the birth of today. Today is the birthplace of tomorrow.” ~ Marvin Gaye

Marvin Gaye spoke those words at the Motown 25th Reunion show that aired on television in 1983. Simple words with a profound message.

Today, many of our organizations are spiritually bankrupt, halls walked by zombies, the living dead. The grim reaper has become the human resources director handing out yet another layoff notice, or the boss giving you yet another task because someone else has left the company. Too many organizations discourage deeper forms of communication, emotions, and intimacy, opting instead for superficiality.

If we continue down this path, the same path that got us here, we are doomed to fail. Boleman and Deal stated in Leading with Soul, “Spiritual bankruptcy ultimately leads to economic failure. The deeper cost is creating a world in which everything has a function yet nothing has any meaning.”

Life gives us many opportunities to learn lessons and if we fail to learn them the first time, we get the opportunity to experience the lessons again and again until we learn them.

George Bernard Shaw wrote, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” If we want progress, abundance, and new way of life then, we must as Gandhi stated, “Be the change we wish to see in the world.”

Instead of following a path full of limitations, let’s construct a path illuminated with choice and abundance.

With love,
Maria

Psychological Contract

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I’ve been working with a city government who is going through some pretty significant changes. They are going through a major re-organization, and of course, some people are experiencing layoffs.

I was coaching a department director whose position may be eliminated. He was very uneasy about his future and even more importantly, he was devastated at the thought of his thirty years of service suddenly ending. He thought the City would take care of him in exchange for his tri-decade loyalty. He felt extremely let down, devastated, and was shocked that the City he loved so much would do this to him.

Enter, the psychological contract. We often times enter into a psychological contract with our employers unconsciously. These contracts are built on unspoken expectations. We’re not even aware that we’ve formed these contract. But don’t let that fool you…just because we are not aware of these psychological contracts, does not mean they don’t exist.

To the contrary – the greater the lack of awareness we have around these contracts, the greater the hold it has on us.

Our psychological contracts are like a love affair. We give so much to our organization in this relationship. We work hard for this relationship. We don’t sleep, we hardly make time to eat, and we are almost always thinking about this relationship. How can we give more? How can we please more?

When there is a breach in the contract, the employee/employer relationship can quickly erode and this is where disengagement sets in. It’s like a break up. Our expectations were not met.

We need to manage expectations with ourselves and our team members. We can do this upfront with interviewing, onboarding, reinforcing it during orientation and training, and periodically throughout the year.

A very simple expectation could be that I’m going to give my all to this organization, my expertise, my experience, and my knowledge, and in return they are going to give me a paycheck every two weeks.

Hmmmm that simplifies it.

When did you experience a breach in your psychological contract? How did you handle it? As always, I love to hear from you.

With Love and To Your Success,
Maria

Wakeup Call!

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When sleeping women wake, mountains move. ~ Chinese proverb

I love the power of this statement. I would like to expand it to read, “When sleeping people wake, mountains move.”

The most obvious interpretation of this is when we get into our day with focused attention; we get a lot of work done.

But ahhh, as we know, Chinese proverbs go much deeper, and so do I, so let’s get right to it!

When we “wake up” from unconsciousness, we move obstacles and barriers to love – also known as fear and ego. Our fear and ego sometimes feels like mountains. The only way to “move” the mountains is to eliminate the fear and ego with the supreme power of love.

We can only know the truth of love with consciousness.

It is time to set the alarm – this is a wakeup call! Good morning mountain movers.

What practices do you do to stay “awake” and conscious? I always love to hear from you and sharing your insight.

With love from your fellow mountain mover,
Maria

Rage Age

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We have found ourselves in the Rage Age. Incivility is almost becoming the norm. In a recent retreat I facilitated for a Mayor and City Council, incivility was a big part of our conversation. They’ve noticed an increase of incivility in the community, especially after the last major election. It was their belief that the frustration with the federal government and the incivility demonstrated during the last divisive presidential election has trickled down to the local government level.

We certainly do not need to look far to see the incivility demonstrated on “social” media. I know of many people who stopped using Facebook and Twitter during the campaign because the conversation went from civil discourse to rage, rude, and abusive dialogue…in other words, the conversations became uncivil.

We also see this in our own communities. A very good friend of mine recently was the victim of road rage. When I discussed this incident with a local sheriff, he explained that he wasn’t surprised by this act of rage as it is becoming much more apparent in this time of uncertainty. Wow, living in uncertainty contributes to rage.

This incivility is also showing up in our workplaces. 18% of the 867 hate incidents reported in the 10 days after the election occurred in workplace environments. However, incivility in the workplace is not new. A study conducted two years ago uncovered contributing factors to this phenomenon at work. More than half of the employees said they were overloaded at work, 40% claimed they did not have the time to be nice, and 25% reported that their rude behavior was because that is the way their bosses behaved.

According to another study released in August of 2016, the experiencing rude behavior reduces employees’ self-control and leads them to behave in a similar manner, which only prolongs the cycle of incivility. This type of behavior is compounded in workplaces that are perceived to be political in nature where co-workers act out of self-interest rather than what is best for the organization or the community in which they serve.

When people don’t feel respected, productivity, innovation, and loyalty suffer. People just stop communicating with each other. They stop sharing and seeking information. This can be the death of an organization.

Another study showed that people lose the ability to concentrate after being treated rudely. Cognitive skills dropped 30% in experiments that the researchers conducted.

In many cases, rude, uncivil behavior stems from a lack of self-awareness. People who behave rudely often don’t realize the impact they have on others around them. We need to get those people who are acting rudely to understand what is going on around them and how they can improve their behavior.

Start now, to create more civil workplace cultures by:

  1. Getting support from senior leaders to change their cultures.
  2. Walk the talk, model the behavior you want to see.
  3. Coach your executive leadership team, department directors, managers, supervisors, and employees on how to be civil and respectful of each other.
  4. Hold people accountable, regardless of their title in the organization.
    This change won’t happen overnight, but moving in the right direction with commitment and awareness will help to change workplace cultures to civil, productive, and innovative organizations.

As always, I love to hear from you. What steps have you taken to help create a civil culture?

With Love and To Your Success,
Maria

What Makes Greatness in Leadership?

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Great leadership is highly sought after. These are the three qualities that I think are most important. What would you say are yours?

With Love and To Your Success,

Maria