leadership behaviour

 by Nancy

Finding Schwung

May2014_zeeSchwung Isn’t that an awesome word?


A few of the definitions you will find are momentum; swing; flourish or impulsion. A German word more often heard in dressage circles, Schwung is much more than any one of those words. The fourth level of the dressage training scale, Schwung refers to “the circuit of energy from the rider through the hind end to the front end of the horse.” or the fluid and seemingly effortless motion of horse and rider moving as one. Successful development of the foundational elements of knowledge, practice and awareness determine if you ever achieve Schwung.

It is this very combination that relates so perfectly to the concept of presence and the art of leadership.As with leadership, the dressage scale is both linear and cyclical. When one point, activity or task is achieved with one individual we have the opportunity to go through it in a similar but different fashion with another. Dressage is the constant pursuit of self improvement.

Relaxation the foundation and first stage of the training scale. This stage is about forward movement and gaining comfort in the company of each other, developing confidence and creating the willingness to learn. Like the foundation of leadership it is about a relationship based on a common language and trust.

Rhythm is about being able to maintain forward motion with clarity and understanding as the tasks become more complex. Here we begin to ask more of the horse and in turn a balance in the roles and responsibilities in the relationship. As we begin to delegate more we can see where another’s behaviour might be a reflection of our request. You are developing your Awareness of Others and your ability to be flexible as you assist someone else to be their best.

Contact is about confident forward motion with a soft, steady connection between horse and rider. Relaxation and Rhythm in place the horse and rider find a common balance point. Here we begin to truly delegate responsibility, encouraging the horse to offer their best.

Ironically Contact is where most relationships begin. Be it horse or human, this is where we know what it is supposed to look like and in the effort to get results we resort to control. In horsemanship it looks like bigger bits, spurs and hard hands, in leadership it is about titles and how much we know and just doing it ourself.

Letting go of the impulse to “take control” is a tough one as it requires us to be confident in the face of the unexpected. It should be about channeling the forward energy and the potential of what it could be. The greatest challenge comes in trusting ourself first and being willing to take the time it takes. Reaching Schwung requires a high degree of self awareness and confidence.

While achieving Schwung may be a goal, it is not the final stage of the Dressage Training Scale. The beauty in choosing an art form is there are so many ways to interpret and apply what you learn. There are no end points in fine horsemanship or leadership, there is always a new opportunity to achieve the seemingly effortless way of being.Achieving Schwung is my current journey in the arena and through the written word. I find Schwung, then I feel like I lose it, It is taking longer than I thought it should it, then again I never realized how much I had to learn. Thank you for joining me on this path.

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 by Nancy

Presence

90daysIt should have been easy. The idea was simple enough, get Gabe used to stuff happening around him.

I have learned how complicated simple can be. Now well past ninety days, we continue one step at a time working through the Tarp Challenge. Gabe remains hesitant about the blue tarp, but what has changed it is that it is no longer about getting him used to the tarp. It is now about how I offer the information and allow him the opportunity to interpret my intention. To a horse everything means something and nothing, means nothing. We are getting closer to nothing.

Horsemanship is a journey and each day with Gabe, each session with people I learn more about how I present myself.  Through recent programs leadership presence has been the focus of conversation. We begin each session asking what would each individual like to get out of their day, defining a goal for themselves. We hear a lot about what they would like to see in their staff, changes in how their communication is received or thoughts that relate to getting others to perform their best, for some it is a challenge to get them to see the role they play in that outcome.

It takes seconds for a horse to figure out a person’s “I statement”. However, having the human articulate it plainly and clearly is another story. When they find it, it is gold for us in the arena.

To be honest it really doesn’t matter whom I pair with who or what activities we have planned for a sessions. The horses simply do what they do and the people will say the the most amazing things. I so love to hear it when someone simply states what they need to do differently as a result of the interactions with the horse. What was challenging for them to articulate in the classroom rolls off their tongue in the arena.

I am so proud of my horses. They do not just tolerate another human on the end of the lead line, but they share with them something that becomes so profound. I know that person is leaving with a whole new perspective on what leadership presence means to them.

Just as it is no longer about getting Gabe used to the commotion going on around him, but rather about how  “I can support and help Gabe understand that he can trust me through whatever may be happening around us.”  I still want Gabe to accept a blue tarp, but it is what I am willing to do in order for him to get there that makes the difference.

What’s in it for me? Immense satisfaction on what I can accomplish if I set my heart and mind to something.

 

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 by Nancy

The 30 Day Tarp Challenge

TarpChallenge300x225A current trend in hot yoga studios is the 30 day challenge. No I have not committed to a yoga challenge, but I did create one of my own. The Thirty Day Tarp Challenge.

Not having experienced anything quite like Gabriel presented, I missed what my horse had been trying to tell me. Stumped as to what to do next, I sought the expertise of others.

The problem becomes who is the right expert? There are a LOT of experts out there with differing opinions on each. The guy I selected has decades of experience starting thousands of colts and having studied with many of the same horsemen I admire. I thought I had found the perfect solution. I also assumed he would be a good teacher.

He got the job done!  I saw a big change in Gabe and our first ride was amazing. In typical cowboy fashion, he is a man of few words so my instruction was “Ride him”. On the surface all appeared well, I believed it would progress from here on in.

While those first rides truly did feel great, once home there was always a slight feeling of what if. In the hands of a very experienced horseman, Gabe had become compliant, but if I was at all tentative he would shut down. The subtle progressed and in a few short rides we were back to where we’d been at before I’d asked for help. There I was on the ground looking at Gabe’s belly, again!

Gabriel had mastered the art of compliance. Had he stayed with the horseman he may well have progressed along the continuum from compliance to engagement, but with me back at the helm progress stalled. Gabe had learned to tolerate things at least until the point where he could no longer. So the moment I created any feeling of doubt, well that was all he needed.

The experience has had me thinking a lot about how we engage consultants to fix problems in the workplace. In our efforts to find a quick solution, get back to doing business and the ever important quest for increased revenue, we hire others to fix a problem. While I know I needed help, what  was more important was what I needed to do once the “new program” was implemented.

That is where mentors and coaches are invaluable. Someone to bounce an idea off of when you are not sure what to do next. I too have found the support I needed and the tarp challenge is one of the tactics to help me through the process of change. I now know the right questions to ask and more importantly how to recognize the precise moment when Gabe shifts from compliance to understanding. The moment of engagement.

We are still at the point that had initially stumped me.  I just better recognize that the process of engagement is not an end result but a continuum. To quote a good friend and horseman Paul Mitchell “30, 60 or 90 days may be great terms in the money market, it means little to a horse.” 

I now know it will simply take as long as it takes, the number of days may simply be a measure. As we near sixty Gabriel is engaging with whatever I ask of him but we are not there yet. Some days it feels like we take a few steps back, but the more I listen to what he is telling me and continue to ask the right questions, we are making great progress. Hard to believe that a tarp would make a horse lighter to ride but that simple challenge is removing the question of doubt in my ability to lead.

The challenge is of course more for me than it is for him. It is about me making the commitment to work through a problem without looking for the quick fix. The benefits have been many our relationship is improving, I better understand where his edges are and how to help him through the hesitation and like the fitness challenge thirty days of yoga may offer, my arms are also a whole lot stronger!

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 by Nancy

There is no shame in getting bucked off

BuckedOffA very unsettled horse was leaping toward me and the chances of one or all four feet hitting me was very high. So yes I moved my feet!

In a horse’s world, who moves who’s feet is a clear case of leader. So while Gabe was trying to unload the saddle, or what he perceived as a threat, moving my feet was NOT what I was supposed to do. Getting the horse to move his feet forward is the goal, to achieve that you need to move yours. This simple, but not necessarily easy tactic, will help him find the comfort and leadership he needs.

At that particular moment, it was hard to determine if being on foot was actually a good thing. Not a bronc rider by skill I have been seeking out help from a few experts to get me work through the glitches so Gabe joined me in Montana to ride with Buck Brannaman. If you have read previous articles or seen the movie BUCK then his philosophy will sound familiar “Horsemanship isn’t about working on the horse, it’s about working on you.” A thought that influences my horsemanship and leadership in The Natural Leader programs.

A recent session once again highlighted the similarities between how horses and people can respond in a stressful situation.

She had executed not one but three downward dog stretches, two with a human on her back. While I noticed Sydney’s outward signs of stress I hadn’t taken into account it began when one woman took her lead. Sydney is a big horse and clearly demonstrates confidence in the herd, though like all horses is very sensitive to people’s stress. I should know by now that when Sydney starts these behaviours no matter how comfortable someone says they are, Syd knows better.

Through the first few strides of the team activity Sydney reached out three times to express her concern. On her third polite attempt contribute to the collective experience I suggested we synch the energy of the group with a deep breath, knowing full well that Sydney’s next attempt to communicate with this woman would not be lips only.

What happened next I expect reflects a typical response to a stressful situation. Rather than a deep yoga like breath I was on the receiving end of a verbal attack, apparently I was the source of all the stress. As if I had been bucked off, I stepped back.

While the participants bite was with words I was not about to let Sydney follow through on her promise. I had to shake off the momentary state of shock and step forward and shut the activity down to debrief what was going on.

When we say a horse is our mirror, through the activity Sydney had been reflecting the stress of the entire group, she was clearly demonstrating her vulnerability and that it was more than she could handle. I wish I could say the debrief was excellent, I have since thought of all the things I should have or could have said.

As Patrick Lencioni outlines in The Five Dysfunctions of a Team identifying vulnerability is the heart of creating trust. The work with horses often brings forward the emotions that expose vulnerability, people may miss or misinterpret it, the horses read it loud and clear. The most challenging part of team work is facilitating what shows up and engaging the team in a dialogue that can continue beyond the activities in the arena.

There is no shame in getting bucked off or failing to show up if we learn from what happened. As a leader I should have stepped in sooner to support Sydney. In my role as a facilitator I should have been able to use the situation to get the group talking about stress in the workplace. I recognize I was unprepared for what happened and I didn’t have the skill or experience to handle what showed up. I do now!

I want to be a better horseman, leader and human being. As long as I consider myself to be a work in progress that vulnerability allows room for improvement. The more I remember to step forward in a stressful situation the easier it will be to be confident and assertive even as I am learning. I may not always do exactly the right thing but at least I will be doing something.

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 by Nancy

Is it a question of trust?

web_featureMarch13News feeds have been all a buzz about Melisa Mayer’s recent decision to eliminate remote work at Yahoo. As I write, one online poll suggests people are evenly split as to whether they agree with Mayer or not. The comments are full of strongly differing opinions, so one could say the decision is an emotional issue!

Some sources state her decision was based on a tendency to use statistics, that she had been monitoring remote workers VPN access. Other sources say it’s simply an effort to strengthen the brand and reposition Yahoo for the mobile generation.

Having worked at one of those upstart internet companies I have a sense of the work. People all over the globe could be part of a team. VPN access could only be a small part of the real issue as much work is done on a local machine, uploading data/code to the main server as needed.

This news is hot on the heels of an amazing discussion I had over lunch at a friends last week. The topic “when women have worked so hard to get into a position of power Why then are they not even more supportive of other women?”

The discussion flowed from one example of a senior manager who was ready to get rid of a woman on her team. When questioned as to what were her reasons, it was revealed the subject was indeed one of the best performers, provided superior work, never missed a deadline and excelled at every way. My friend somewhat taken aback over how venomous the statements came out, through a few more questions revealed the anger stemmed from the freedom that the contract employee was able to enjoy. The contractor came in for meetings but mostly worked from home. While I may have forgotten the exact questions, the response sticks in my mind “I paid my dues, she should pay hers!”

So my question to Mayer would be “Is it really about getting the work done, or is it a Matter of Trust?”

I understand the Yahoo decision isn’t a gender issue though I can’t say I see Mayer’s perspective. Today’s Business Insider says it’s about culture so perhaps a change in work habits is required. A culture is defined by its leader, the foundation of leadership is trust. I may not know what it is to run a company like Yahoo but I am familiar with what it takes to trust others. For them to do their best, I have to trust myself first.

I’ve started enough colts now to see the connection between how I react to what is offered. Each colt may test me in a different way but it always comes down to how I respond. I admit sometimes it gets a little scary and yes my emotions can get the better of me, but if I don’t trust myself first, there is no way the colt will trust me. You can’t fake trust, or at least I have to admit to the fact that the colt will see it, if that shows up then I certainly have to be prepared for the worst.

I can only hope that Mayer is able to rebuild trust enough to change the culture she suggests is the problem with Yahoo.

So yes, it now is a matter of trust.

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 by Nancy

A Culture of Safety

SafetyCulture“most of us are taught to think of experience as coming from the outside in, psychology and neuroscience shows fairly dramatically that experience mainly comes from the inside out. We each created our own experience and therefore, people involved in the same event can have very different observations, thoughts, feelings and wants about that event.”1 Gervase Bushe

Over the past year I’ve had the good opportunity to work with a number of teams from the oil and gas industry. All the organizations they work for state they operate in a culture of safety, but watching people in action gives you a better sense of compliance versus a safety mindset. Safety isn’t about what not to do, but rather about how to do something safely.

Working from the “inside out”2 is a concept that shows up very clearly when working with a horse. “Never walk behind a horse.” advice almost everyone seems to be able to provide, but a perspective that relates more to how we walk behind a horse than whether we should. Evolution has provided horses with panoramic vision so their range of sight is almost 360 degrees, they absolutely can see you. Acutely aware a horse reads their measure of safety not only from the physical surroundings but through the actions of others, so how we walk behind them does make a difference.

While it isn’t always easy to tell where a horse is looking, their eyes are on the side of their head, a good indicator of where their focus of attention is are their ears. A horse’s body language will indicate their level of concern, in effect they let us know exactly what they are thinking.

In comparison our physiology restricts our peripheral vision limiting what we see to that which is in front of us and we also often falsely believe that we are good at keeping our thoughts to ourselves. A truth that clearly defines itself when we consciously prepare for the “what if’s” about working around a horse, the more likely we unknowingly wear what we are thinking. Horses have taught me a lot about safety.

While Bushe is exploring experience through the lens of the organization his findings of workplace experience is no different that what horsemanship suggests, our thoughts influence our actions. How we respond to what is presented, or how we interpret our safety, the impact is the same, others see what we miss and actions can easily be misinterpreted.

Just as Bushe suggests the more conscious we are of our own personal safety, the more likely our thoughts translate into unintended actions, perhaps we get hesitant, move slower or have a rigidness to our posture. While we may be thinking “I’m just being careful.” our body language changes the experience for someone else.

My awareness in working with horses has developed over time with a lens of safety built into everything I do. Many actions I am no longer conscious of, it has simply become how I do things. My experience has helped me develop a level of comfort working in an environment that others would perceive as risky.

Telling someone what not to do without information about why is no different then telling someone to not be afraid around the horse. A useless piece of advice without the why. Information helps us develop the awareness we need to be safe through our actions. The more open the dialogue is around safety versus a checklist of what not to do the more likely people gain comfort and competence to create the culture of safety.

1 – Bushe, Gervase -http://209.34.253.86/upload/Learning%20From%20Collective%20Experience.pdf
2 – Leading from the Inside Out – was the name The Natural Leader launched under, so a thought I have carried with me

 

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 by Nancy

The Values We Live By

How well can you or your employees articulate the operating principals, vision or values of your organization? Like most companies I have put a lot of effort into creating these statements for The Natural Leader and realised I had missed communicating a basic operating principal to my own team when the question was asked “Wouldn’t it be easier to use disposable dishes for the meals at the sessions?”

Having recently completed a comprehensive manual for my Wranglers with a Difference, those who assist in The Natural Leader programs I had neglected to express the core value of Environmental Responsibility.

I can’t help but see the irony of the oversight. Values are a basic leadership concept we explore through our programs. A horse lives by the most basic of values, their lives, every action or reaction a horse makes is based on that value. What we value is the foundation of our leadership philosophy and style and will be reflected in what we do and how others see us.

As organisations we put together our websites, press releases and visions statements assuming everyone who works with us will know and live by what we have produced. The problem is not everyone is involved with creating that material so how do you get their buy-in?

Repetition is the foundation of teaching a new activity or behaviour to a horse. Repetition reinforces an idea and solidifies the learning and if leadership is about walking the talk, some messages are simply worth repeating.

An oversight easily fixed has introduced a whole new way of thinking about how I engage my Wranglers with a Difference. As the face of The Natural Leader their understanding of why we do things certain ways is important to the messages they convey to those who participate in our sessions.

The Natural Leader vision, values and operating principals continue to be a work in progress. I will repeat and reinforce the ideas and core values I would like The Natural Leader to be recognised by through engaging the individuals who help make us successful.
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How life will throw you a curve when you least expect it! Here I am writing about the value of life and sadly my nephew decided his wasn’t worth saving. Colin struggled with depression for a couple of years and was unable to accept the love and help of those he mattered most to. While we differ from animals with our ability to reason and rationalize, there are some questions we simply cannot answer. Colin has found the peace he was seeking, now the search begins for those he left behind.

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 by Nancy

Leadership, Horsemanship & Yoga

On about the twentieth downward dog of the class my mind started to drift. It could have been the heat of the room causing me to consider places I would rather be or simply it was the only position that allowed blood to my head. My transitions were getting slower, the hop your feet forward was more like a drag and time was slowing.

Despite that image I enjoy yoga – it helps maintain a strong core and good balance, I have to focus on breathing and yoga is another opportunity to push my limits. As I seek the feel of lengthen and shift I can’t miss the fact they are principals that apply to my leadership journey and elements that impact my horsemanship. Yoga, horsemanship or leadership it is all about me.

My first reaction was to stop, when my dog Lilly caused Rhys to bolt*. In an instant it became clear stopping was not an option but Ray Hunt’s words “I can ride a horse as fast as he can run.” seemed plausible. With all the time in the saddle and experience I have gained I let go of my first thought, I knew I could ride it out. Nature sets these events up well, as oxygen got the better of Rhys before we hit the end of the field so we slowed to a lope, trot then walk with little effort on my part. The remainder of the ride was quite pleasant once my heart slowed down and my left foot stopped shaking.

Leadership, horsemanship or yoga is about preparing yourself for how you will handle yourself when the going gets tough. Rhys has always suggested that he might bolt. When concerned Rhys locks down his tail and it feels like something is trying to grab him from behind, so what happened was a case of when. The more we test our relationship and trust for each other through longer and more varied rides the less often the ya buts occur.

In the back of my mind there has always been that question “What if?”. Self talk brings on self doubt, ironically words spoken by one of Calgary’s few female corporate leaders at a recent luncheon. She stated that self-doubt is one of the greatest limiting factors women bring on themselves in attaining leadership status in the corporate world. Believing that I would survive through the ride was all I needed, the rest was the knowledge and skill I have spent years developing.

Just as the yoga instructor is calling to us to push ourselves see if you can hold the pose just one more breath. Leadership and horsemanship is about that one breath bringing us places we never saw ourselves before. If you have read past newsletters you might recall that Rhys is often featured. While I love a quiet uneventful ride, I am always preparing myself and my horse for the what ifs.

We learn the most about ourselves from our challenging experiences, or at least we have that opportunity. I have learned more about myself, my horsemanship and my leadership through a decision way back when that “One of us had to change.”

*bolt in this context is a mad dash with little control as to direction or speed

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 by Nancy

Lovin What You Do


We all know someone who professes to love what they do. They are passionate about getting up every day and going to work, they view a day at the office as simply another opportunity.

While my office may look a bit different, I am fortunate to include myself in that group. Loving what you do isn’t always easy and I am the first to admit that I now understand why people get jobs!

Acknowledging my excitement at signing on a client for a series of sessions this year, a friend responded with “it’s only taken you eight years to become an overnight sensation.” I had to laugh at the absolute truth! No wonder so many people give up on their dream of their own business within the first five years, it is hard work and often without a lot of immediate returns.

While the returns might not be immediate, the benefits are many. Others who start a business typically pick up a past employer as a first contract, what I realised is the seven years prior to me leaving a job were focused on clients in the U.S. and Europe so my local contacts were very limited. That required me to step outside my comfort zone and get out to meet people. Past strangers I now call friends. I have learned more in the past eight years than my formal schooling years in total. And it’s all been relevant!

While I have always been pretty good at setting goals, managing time and completing activities, the reasons I fit so well into the role of managing programs. That skill has proven itself over in spades as I am not waiting for someone else to do something for me, but I am getting better at hiring others who will do certain things quicker than I.

I have learned so much about myself that it truly helps in how I connect and communicate with others and of that I am still learning. That knowledge continues to enhance my leadership and my horsemanship. Leadership and horsemanship it’s all the same to me and my job now is to help others see where the parallels lie for them.

My closing thought at a school presentation for grade eleven and twelve students considering their career path. “This career didn’t exist when I was in school. It was one that showed up for me as I developed the skills I would need to be successful. Just be open and journey you start out on may lead to totally unexpected destinations.”

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