In a recent post I talked about the nature of transformation as personal activity and the need for leaders to go first. But, how do we as change artists and leaders go first?
Traditionally we think about learning skills and capabilities to effect change. We learn models and frameworks. We learn facilitation techniques. We learn new tools and ways of thinking. All of this is good, but this is not personal transformation. This is illustrated in the diagram below as the parts outside the heart.
Personal Transformation
In the classic personal growth book, 7 Habits of Highly Effective People, Stephen Covey states that private victory precedes public victory. We need to look after ourselves before we can effectively help others. We hear the same message when we are on airplanes: “In the event of a drop in cabin pressure, put on your own oxygen mask before helping others.”
Personal transformation is about the shifting the structure and character of ourselves – learning to alter our own identity, values, and beliefs to become better human beings. How do we do this? We improve our empathy skills or better yet develop our compassion. We use mindfulness of meditation to become more focused and present with others. We acknowledge our flaws and love ourselves as human beings not despite them but because of them. We trust others. It’s all about forming a better relationship with ourselves so that we can form richer more valuable relationships with others.
My own personal journey has centered around letting go of ego, insecurity and perfectionism to develop self-kindness, caring and being present. Although the road is hard and painful, it is also joyful and liberating. I can see a manyfold increase in my effectiveness in my personal and professional life. Now I know I am in a place where I can participate in leading a transformation – I wasn’t before and didn’t recognize it.
Organizational Transformation
We can only transform to the extent that we have a capacity in something. To build environments of high trust we need to be trusting. We need to value other human beings for them to feel valued. We need to embrace and love our shortcomings so that others can feel safe making mistakes and learn from them rather than feeling inadequate.
Of course in a transformation, leaders will need to attend to external matters such as vision, purpose and culture, but these will not fully succeed without their personal transformation.
I have recently been writing and will continue to write on topics around personal growth as I see this as central to organizational transformation.
Lululemon – An example of Break-though Culture
My last post was on the amazing culture at Lululemon. Christine Day, the CEO, is a living example of what Good to Great calls – Level 5 leadership – she is humble and nurtures those around her grow and learn.
Everyone at Lululemon gets free Yoga classes. Can you imagine the power of a workforce that is more balanced, at peace, and present with others? Wow. That’s the kind of shift I want to see cultivated everywhere.
Acknowledgements
Brene Brown’s work on understanding shame and empathy kick started this journey. Siraj Sirajuddin’s Temenos retreats had a profound impact. Most recently, I have found Oneness meditation to help me connect with my humanity and love myself more deeply.
