The 4 Responses to Big Shifts

About every decade or so there are shifts. Big impacts land which affect personal and business domains. For some people its good news and for others not so.

I personally think this is part of a universal life cycle which encourages evolution. I also think that big changes are happening more often due to advances in technology and because of environmental and ecological challenges which are reaching critical threshold points.
I would suggest that the current situation – in the middle of a pandemic – is only a small wave within bigger ones to come , unless we dramatically transform our intentions, modus-operandi and social systems.
I’ve observed these responses in clients and often a mix of all four and this is how I explain it.
We have four basic operating systems, thinking, doing, feeling and sensing/communicating. Individually we have preferences for some over the others. But we are able to use all four with self awareness and training and need a blend. This is our evolutionary advantage to work as collaborative groups.
Our basic intelligences become archetypes. In paleolithic times it was probably Hunter/Gatherer- Shaman/Scout. Nowadays in business leadership we call them Entrepreneurs/Coaches- Managers/Founders. But again, we can utilise all these operating systems if we’re situationally and self-aware enough to realise what operating system is required and when.
So when we experience change, it’s a good idea as a leader to understand the paradigm you’re in and where the next paradigm will take you and what you need to do to thrive.
Before COVID we all operated within particular societal and personal paradigms. Now we’re not. We’re having to respond to what’s happening. Here are the four responses that we’ll see.

Collapse

Some sectors like hospitality are experiencing a collapse. With the best will in the world, the pandemic is going to be here for the rest of 2021. It’s not likely that some industries will ever come back the same, if at all. When that happens all is not lost, there is potential within the people which can be re-directed. Firstly, it needs acceptance of reality and as Buckminster Fuller advised:

Don’t Fight the Existing Reality,

Create a New One Which Makes the Old One Obsolete

It then needs a Founder mentality to create new ideas and bring together people with renewed purpose. People can re-organise, make new connections and create something new. Much like the mythically Phoenix, rising from the ashes they’re often a lot more resilient after experiencing post-traumatic growth.

Consolidate

Some people and industries will find themselves in the enviable position of being able to consolidate their position. This time around, the circumstances have suited the incumbent and they’re able to reap a fine harvest, push ahead of their competitors and even aquire some of them.
For them, they were in the right time at the right place. They’ll probably carry on their modus-operandi by managing the basics well. It would be prudent to remember that whilst they’ve been fortunate this time around, next time, and there will be a next time, the paradigm shift might not be so accomodating and smaller competitors may leapfrog ahead of them. It would be useful to remember:

All Glory is Fleeting

Change

When shifts occur, some people will find themselves not in collapse or consolidate but in a fight for their lives. This is when the manager will make changes and prune the organisation looking to cut costs. The entrepreneur also comes back into their own and motivates the team to tackle the challenges head on. Of course:

Lessons are Repeated

and it will often need more than change to survive in the long term. There maybe a need for some radical transformation and creativity.

Create

Whenever there is a crisis there will also be equal and new opportunities. But it will take a Founders mindset to spot the:

Diamonds in the Dirt & the Gold in the Grit

Then it will take a collaborative and highly engaged team to bring the new ideas, products and services into existance. They will become the foundation for a new paradigm and may even become the next dominant players, utilising all the latest technology and achieving more with less.
We’ll probably find that we’re implementing more than one of the four responses mentioned. This is when leadership skills are important. Leaders must rise above the storm and get clarity on the situation, then leverage the potential of the situation and people.
If you need a sounding board to help you get clarity, get in touch
Martin Murphy – Catalyst

OPERATION BUTTERFLY (TOP SECRET)

When I was teaching leadership to intelligence agents in a far off land, they explained to me that although they loved the concepts they feared they would encounter resistance in the bureaucratic systems they work in.

We’ve all got to become leaders. I wrote a book ‘Mercenaries to Missionaries’ (see link in comments) which is about transforming into inspirational leaders on a mission to make the world a better place.

Leaders are ordinary people achieving the extraordinary, leading themselves & by example others, into a world which is socially just, environmentally sustainable & a fulfilling place to live & work.

People need 3 things to change:

ASPIRATIONAL: Who will I become?
INSPIRATIONAL: How will it benefit others?
MOTIVATIONAL: How will it benefit me?

I explained to the secret agents that they had to become like the imaginel cells in caterpillars. These cells act differently within the caterpillar, making small changes from within until they reach a threshold point & transform the whole system into a Butterfly

They were already secret agents, now they had to become SECRET CHANGE AGENTS; steadily influencing the outer world from the inside

WHAT’S YOUR MISSION?

Message if you want help!

The Trouble With Values

Values can be quite confusing, and more to the point they’re pretty useless unless you know how to action them in your decision making process.

Making Decisions Effectively & Why Politics is Pointless

See below the video for a PDF download with some notes to help you understand this material. Download the notes then listen to the video as this would probably be the best way to understand the content.

New to all this self videoing so b with me while I learn the skills! 🙂

 

PDF Making Effective Decisions

Leading Yourself Through Challenging Times – Narrated Version 30 mins

The DRIVE for Transformation

I’ve just been speaking to some friends who’re doing some changes in the way they operate their business. Well they’re not ‘just’ changes, they’re actually transforming the structure and the way they communicate with each other and their customers.

There are five stages to pass through and seven fears to overcome when making bold moves to make your world and everybody else’s, a better place to live and work. You’d think everybody would be up for the challenge, but that’s not usually the case. That’s why Tom Collins advises leaders in his book; ‘Good to Great’, that before you decide where your business bus is going, you need to:

‘get the right people on the bus, and sat in the right places’

 

Continue Reading  Here:

The SAS and the Power of Community

WELSH LUNCH 001This weekend I and other members of the Special Air Service (SAS) association met up for lunch to celebrate the 75th Anniversary of the Special Air Service. The room was packed full of camaraderie and fellowship. A surviving member of the wartime SAS in attendance, received a standing ovation. Read More:

Developing Your Organisation’s DNA Profile

Developing a company’s DNA profile helps with many different aspects of running and scaling a successful business.

An entrepreneur might start a business because they spotted an opportunity in the marketplace and exploited it. That’s innovation.

The fact that the entrepreneur has been successful means that the universe has decided their venture was useful so kept the fledgling business alive. That’s evolution.

Everything has inherent meaning in the universe even if the entrepreneur didn’t know or care at that point. That changes.

To scale the business it becomes important to describe the business in a way that piques people’s interest and attracts a loyal following. The best way to do that is to educate, entertain and engage people, whilst they communicate to the world what they do, how they achieve their results and why it’s a good idea to be clients, collaborate with and serve this organisation.

In the post-recession world, people are also interested in knowing what the company’s philosophy is, what’s important to them in the way they do business and what the vision for the company in the future is.

The mission is the next big step the leader wants to achieve and doesn’t necessarily need to be communicated to the outside world because it will change over time. The mission is chunked down into the strategy, what will be produced, with performance goals (habitual behaviours) and achievement goals (milestones) along the way. One might never completely achieve the purpose, and that’s okay. It’s a legacy.

The challenge is that there is a lot of confusion about what each aspect actually is. If leaders or entrepreneurs don’t fully understand their organisation’s DNA, they will be running an operation that hasn’t fully tapped into the passion and potential of its people. This negatively affects its customers and the bottom line. It can also lead to a lot confusion in decision making. You can find your top talent spending time on less than optimum behaviours.

 

The benefits of spending time on creating your organisation’s DNA profile include:
• It creates a buzzEvolve's DNA profile
• Attracts the top talent
• Enhances your pitching process
• Boosts engagement
• Develops an effective culture
• Empowers people to make decisions
• Builds equity in the business
• Unleashes passion and unlocks potential
• Increases creativity and innovation
• Creates brand loyalty… and much more…