Listen Now

Insights into Positive Compromise Some of the most sought-after soft skills are problem solving, collaboration, and negotiation. All of these include the skills needed for positive compromise. Three primary approaches with leaders around this idea of positive or negative compromise: #1. The first group acknowledges the possibilities in positive compromise serving as a necessary tool for resolving conflicts and promoting cooperation and collaboration. #2. The second group of leaders talk about the act of compromise as a negative, undesired strategy that undermines a leader’s authority and influence. #3. The third group of leaders seek to find compromise that is both positive and negative. These leaders seek to find a middle ground where all involved find at least some of their needs being met.  A concern with the balance act of this third group is that, over time, changes subtly move the group away from the initially accepted “middle ground” and movement shifts towards either end of compromise. THE BIG MISCONCEPTION IN COMPROMISE: In any compromise there is always and only a right and a wrong. The priorities of positive compromise remain the same: each person’s fundamental beliefs and value are non-negotiable.    each person’s identity is not being challenged. each person is respected in their desire for autonomy and freedom. Here are 5 steps you can follow with positive compromise: 1. DEFINE THE SITUATION 2. COMMUNITY MATTERS 3. GENERATE OPTIONS 4. DISCOVER ALTERNATIVES 5. AGREE ON NEXT STEPS  Call me: Healthy Leadership Contact  

Economic opportunities with soft skills As a leadership strategist, I help leaders grow through the development of the soft skills that are in demand in our job market today. One way you, as a leader, moves from success to significance is that you become adept in leveraging the balance between hard and soft skills every day. Hard skills are demonstrated through technical expertise with clearly measured goals and action plans. Hard skill development often focuses on the WHAT Hard skills are vital to the success of a leader’s career. Hard skills are what I call the “knowing” Soft skills emphasize the transformation of people with changes that make a difference in people’s lives. Soft skill development is more about the HOW Soft skills are vital for the significance of a leader’s journey! Soft skills are what I call “the living”  Discerning the dynamic balance of these two skill sets provides the right questions for you as you pursue your desired goals AND empower changes in people’s lives!  I call this dynamic balance the significance framework: Hard skills + Soft skills = Significant Leadership  Research of David Deming, Harvard professor, economist and premier analyst in skill development reveals that there is a decline of cognitive skills in predicting labor-market wage success while the economic importance of noncognitive skills has increased. Another way of saying this is that the job market, the supply and demand of labor, has demonstrated that soft skills are now predicting wage success over hard skills.  Deming goes on to say that the share of US employment has grown at a faster rate for those professional jobs that rely on analytical and interpersonal interaction. Here are some questions for self-reflection and discussion: When was the first time you realized how important soft skills were to your leadership development? Are you ready to clearly articulate the economic difference seen with soft skills in your work? Should there be even more intentional soft skill development in your workplace? Where do you see that soft skills are making a difference in the net margin?  How have you seen soft skills impact the profitability of your company? Thank you for joining me on the Art of Leadership.  I help leaders who are seeking a fresh perspective to growth and development! Call me: https://www.healthyleadership.online/contact

Self-awareness in all seasons "I must know who I am before I can go telling. How can I share myself, if I don’t know who I’m sharing" Dr Nina Ellison at age 13 Uncovering who you are, what you are, how you are and why you are! This is self-awareness! Being aware of the who, what, how and why of YOU plays a key role in how you approach new seasons. “A workplace that encourages self-awareness is an environment where the most productive, curious, and innovative people thrive.” – Neil Blumenthal Our lived experience demonstrates that self-centeredness blocks the promotion of self-awareness. There is a tendency towards self-centeredness when: 1.            I have little curiosity about others’ perspectives. Often the conversation I have with others focuses on my own story and leaves little to no room for others to enter in with their experiences and story. 2.            I find I have no desire to receive feedback about being self-centered.  In the past others have indicated that there is opportunity for me to change but I don’t see that there is any need for change. Another way of saying this is that I frequently hold on to my way being the right way.   3.            I see within myself a heightened experience of frustration when events do not go as I expected. 4.            I often disregard rules and guidelines, believing they don’t apply to me.  The greatest challenge you will face will be increasing your self-awareness is how you want to lead yourself and then how you choose to lead and learn from others. “You can't get away from yourself by moving from one place to another.” – Ernest Hemingway Four questions that will add value to your growth as a self-aware leader. 1.            In this new season who, what, how and why will I lead myself? 2.            What is my sweet spot where I am at my very best? My strengths?  My talents? 3.            What is one way I will increase my self-discipline to advance the things I do well? 4.            What is my personal purpose? To be successful as a self-aware leader in your next new season of life, take the purpose you have identified within YOU and model it while helping those your influence to solidify their purpose, define their strengths and move forward with a new level of self-awareness.  As a soft skill expert, I discuss the skills that can be intentionally pursued to make a difference in your leadership.  In today’s job market, it is well known that employees who demonstrate a balanced combination of hard and soft skills are in greater demand.  Leaders who are self-aware: 1.            Are more effective in the workplace 2.            Have better relationships with those they work with 3.            Recognize the significance of purpose and passion in their everyday life. 4.            Continue in the development of emotional stability The concepts of character and core values are gaining momentum. Soft skill matter! Are you ready...

Gratitude is a load-bearing word If gratitude is an active choice and not a passive emotion, then learning how to develop gratitude is a skill that can be acquired – a soft skill.  Gratitude turns what we have into enough. Anonymous Lilly’s Lessons in Gratitude: Gratitude, found in hard times, shapes character  Gratitude, like a new prescription of eyeglasses, reframes thought and behavior Gratitude, serves as an antidote, counteracting the poison of bitterness in times of chaos and difficulty “I cried because I had no shoes, then I met a man who had no feet.” Gahndi Three steps that build and solidify a baseline of gratitude: The first step: Articulate what you are grateful for. The second step: Develop an expectation The third step: Choose ways to authentically use the word gratitude in your everyday language

Back to exploring the soft skill of being teachable….  Learning, Unlearning, Relearning: Part 2 “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn. “Alvin Toffler Why is unlearning is more difficult than learning? First, learning is not implemented through a google search or a new app.  Unlearning comes through self-awareness and networking with others to gain new insights and knowledge. Unlearning includes the “people factor” The second reason unlearning is so difficult is that fear rises within when faced with the unknown. When you engage in unlearning you move outside of your comfort zone.  “If we are growing, we will always be out of our comfort zone” John Maxwell Third, with unlearning. you are moving away from the security of knowledge that has been helpful to you in the past.  Fourth, there may be a reluctance to say goodbye to short cuts that have been helpful in the past. Finally, it may be difficult to even want to unlearn, when you think you are functioning adequately on a daily basis and are getting by.  Researcher, Dr Chris Robitscheck, has demonstrated that one of the key elements of personal growth is being ready to change. This cycle of learning, unlearning and relearning moves you into a ready stance for change! THE LEARNING PROCESS REQUIRES SELF AWARENESS: THE UNLEARNING PROCESS REQUIRES A PASSION FOR SIMPLICITY: Keep it simple:  1. Pick one thing. 2. Ask yourself, “Am I willing to let it go of this thing?”  3. Ask yourself (and others) “What is the opposite of the one thing I’ve picked?”. Confirming the opposite of the thing moves you towards your readiness to relearn. THE RELEARNING PROCESS REQUIRES FOCUSED EXPLORATION:  Focus on asking 2 key questions: 1. What do I want to change? 2. What do I value that will sustain the change. We do need to know ourselves but even the most self-aware leader knows that we need others as well. Collaboration is where the future always is.  Carlos Dominguez. Resources: Reach out to me @ https://www.healthyleadership.online/contact  I can help you in your own growth as a leader. Robitschek C, Ashton MW, Spering CC, Geiger N, Byers D, Schotts GC, Thoen MA. Development and psychometric evaluation of the Personal Growth Initiative Scale-II. J Couns Psychol. 2012 Apr;59(2):274-87. doi:10.1037/a0027310. Epub 2012 Feb 20. PMID: 22352950. Seth's Blog: The Speed Of Change 9.2022 @ https://seths.blog/2022/09/the-speed-of-change/ Transactions of the American Clinical and Climatological Association @ https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3116346/

Learn, Unlearn, Relearn: Part I Three Steps to Unlearning Unlearning looks to a future where the things of the past that that are no longer relevant, accurate, or true are intentionally left behind.   Care must be taken in unlearning so that the elements of value are not lost. Three bite-size chunks for the process of unlearning: Bite size chuck #1: Pick one thing Bite size chunk #2: Get to the place where you can say with confidence, "Yes, I am willing to let go of this one thing." Bite size chunk #3: Identify the opposite of the one thing. (be careful, this can be tricky) I can help you as you tackle unlearning. Let’s talk.   if you want a certified coach to partner with you in your unlearning experience.  The link to connect with me is https://www.healthyleadership.online/contact

The Secret Sauce for Interprofessional Collaboration 4 reasons that IPC is a soft skill worthy of developing: #1. IPC creates common good #2. IPC amplifies curiosity and gives it space to stand " Curiosity has its own reasons for existence." Albert Einstein #3. IPC yields opportunities for a change in perspective "When we are in bubbles of sameness, we are trapped in rooms of ignorance." Derwin Grey #4. IPC increases critical thinking and problem solving Steps to consider when adding IPC to your leadership strategy: Step One: Determine your shared values Step Two: Be intentional in honoring each other Step Three: Make the experience enjoyable Step Four: Prepare the discussion to naturally include words that indicate teamwork and collaboration are of primary importance.Let's talk! Resources:The RED model. A model for critical thinking and problem solving Relational Coordination.  Dr Jodi Gittell Grey, D. (2020). How to Heal Our Racial Divide. Tyndale: Illinois #motivationaleducator   #collaboration   #healthyleadership #IPC

Today we are going to explore the soft skill of indirect communication.  Learning the skill of indirect communication fosters positive working relationships that impact the morale and efficiency of those you influence.  Sharing hope is a form of indirect communication.   Let’s acknowledge out loud that life is difficult, painful, unfair, and unpredictable. When we are in the midst of difficulties that are beyond our control and, sometimes, beyond our comprehension, there is an increased need for leaders to use their unique gifts and talents to pursue hope.  Hope doesn’t arrive uninvited but awaits a leader who pursues with confident expectation that hope is real.  Everything that is done in the world is done by hope. Martin Luther Underlying this message today is a celebration of you, the leader, who pursues hope.  I am going to be talking about you! This is one small way I can give appreciation to the leaders I see around the world who chose to put time and energy into growing as hope-filled leaders.   Why is this such an important topic for leaders?  To put it simply, one of the top needs of those who follow you is hope.   Three decisions of hope-filled leaders #1. Hope-filled leaders choose their perspective on hope. #2.  Hope filled leaders choose persistence. #3.  Hope-filled leaders understand that the gift of hope continues long after they are gone.  Call me! We can connect through www.healthyleadership.online #hopefilledleadership #healthyleadership  #personalgrowth  #bodymindand soul

Leader with a decided heart  In this discussion today I have purposely linked 4 pairs of words. The first 4 words describe those with a decided heart: consistent, articulate, passionate and hopeful. The second set of words come from research that defines the 4 basic needs of all who follow leaders: Stability, trust, compassion and hope.     You may have already noticed how I paired them: A decided heart leader is consistent. Those who follow them feel stable. A decide heart leader is articulate.  Those who follow them trust them. A decided heart leader is passionate. Those who follow feel compassion. A decided heart leader is hopeful.  Those who follow them find hope in the future. A leader with a decided heart meets the most basic needs of those who follow them! I am Niña Ellison.  Thanks for joining me today You can reach me at http://www.healthyleadership.online Call me.  We can discuss how I can partner with you in your growth journey.   Resources: Endurance, Lost Ship found after 107 years The Traveler's Gift. Andy Andrews 4 Things Followers Need. Strengths Based Leadership. Margot, M., & Capparell, S. (2001). Shackleton's Way: Leadership Lessons from the Great Antarctic Explorer. London: Penguin books.  #HealthyLeadership #AndyAndrews #DecidedHeart #SirErnestShakleton #MLKhope

From Frustration to Forward Thinking: one leader’s journey Learn from an experienced architect and leader, Aju Johnson, Ten lessons learned in moving from frustration to forward thinking: 1.  Be real about your emotions.  Call them out! 2.  Understand that it may take time to heal. 3.  Identify what you are responsible for. 4.  Connect with a mentor who believes in you. 5.  Recognize that the sacrificial cost of growth does not end when difficulties arise. 6.  Borrow the belief others have in you until you can believe in yourself again. 7.   Recognize that moving forward is REALLY HARD work. 8.   Pursue personal growth daily. 9.   As a leader, build a culture of personal growth and development with your new team. 10.  Move into your new space with creativity and flexibility. Connections: You can reach out to: Aju Johnson at https://www.linkedin.com/in/ajujohnson/ Nina Ellison for Speaking engagements, Resources: Love + Work Marcus Buckingham RetentionReport 2021 Leadership Development & Career Development | Maxwell Leadership

Making Space for Generative Dialogue Generative dialogue is the ability to produce new value and meaning through words. Can a leader truly create the space for generative dialogue to happen? Absolutely.  Five characteristics of leaders who create spaces for the possibilities with generative dialogue: Readiness to honor others Willingness to forgo sharing their own story Desire to connect before gathering information Understanding of the role of facilitator Pursuit of uncovering the unexpected Healthyleadership.online complementary call .  Resources: Kahane, A. (2004). Solving Tough Problems. Berrett-Koehler Publishers, Inc.: San Francisco. An Introduction to Facilitating Breakthrough with Adam Kahane - YouTube Welcome to Maxwell Leadership #generativedialogue #spacemakers #healthyleadership #maxwellleadership

Lessons Learned in Paradoxical Leadership Three growth lessons in the paradoxes of leadership: Number One: Be aware of the Pyrrhic victory: being wrong by being so very right. Number Two: Discovering the win comes in being both timely and timeless. Number Three: Being other centered is a complementary part of being self-centered.   Join me in a brief, free call to learn more about how I can partner with you in the growth and sustainability of healthy leadership. Head to my website www.healthyleadership.online and there you will see an invitation for a complimentary call.   Resources: TimElmore 8 paradoxes of great leadership Donald Miller,Hero on a Mission: Plutarch. "The Life of Pyrrhus". Parallel Lives. Vol. IX (1920 ed.). Loeb Classical Library. p. 21.8. Retrieved January 26, 2017. Paradoxicalleadership to enable strategic agility    

What IS life enriching love in the workplace? “The thread woven through all principles of RAFT is love.  Love connects the dots. Learning how to love those you work with in an authentic and appropriate way not only advances a sense of worth and value in all relationships but serves as a platform for credibility and deeper relational connectivity. When the passion you bring to work each day translates into seeing real people with real lives, you have unleashed a source of untapped power within yourself and within others. “  Nina Ellison Lt, Col. Joseph Ricciardi, published To Lead is to Love: An exploration into the role of Love in Leadership, determined that love shows up as three things: a.     Intimacy: knowing and caring about others in an authentic and appropriate way. b.    Passion: that positivity that you bring to work each day. c.      Commitment:  being dedicated to the well-being of those you share work with.  Question: How can I measure soft skills, such as appropriate love in the workplace, without falling into the trap of trying to mirror strategies and techniques used for measuring hard skills? My response:  There is a unique process essential in understanding performance outcomes that are impacted by soft skills.  Resources: https://www.healthyleadership.online/ Ricciardi, J.A. PhD.  (2014) To Lead Is to Love: An Exploration into the Role of Love in Leadership Benedictine University, 2014. Rob Hoskins Manby, J. 2020. Love Works. Seven Timeless Principles for Effective Leaders. Zondervan: Michigan. p.31 Marcus Buckingham Love+Work

Leaders connected to personal purpose Without purpose a leader cannot flourish!  A leader’s purpose is not the same as an organizations mission, vision and values.  Purpose guides life decisions; influences our actions and the direction our life takes.  3 steps to consider having a purpose statement: Step One: Identifying what you are curious about.  Step Two: Determine if you are ready and willing to give the gift you have uncovered away.  Step Three: Show up with generosity and have fun. Green flags that show that your life purpose is alive and well: 1.     you are able to connect the meaning of what you do at work and at home 2.    passion is involved 3.    rather than making you more self-serving, your purpose elevates the value that you bring to others 4.    you begin to recognize that it takes something critical for you to deviate from your purpose 5.   your life purpose is your contribution because, at the end of the day, it is what you are sharing with the world. No one can do or be who you are. The purpose of life is to discover your gift. The work of life is to develop it. The meaning of life is to give your gift away.   Resources: Bruce Feiler, Wisdom workers Healthy Leadership : Bring clarity to your life with your own personal purpose statement.

Launch a hero through value-recognition   Four steps to consider when seeking to launch heroes through value-recognition: #1. DISCOVER YOUR LEADERSHIP ROLE IN VALUING OTHERS #2 ACKNOWLEDGE WHO THE HERO IS #3 PICK THE RIGHT TIME TO COMMUNICATE THE VALUE YOU SEE #4 LET THE VALUE SPEAK FOR ITSELF Resources: RaulBurgos. President of the Dominican Foundation for Transformation TimElmore on nine leadership traits we see in Generation Z You can reach Niña Ellison at healthyleadership.online

Safe Spaces in the Leadership Mirror with J Haleem ·     There are few spaces in our life where we are encouraged to be vulnerable, to speak clearly and authentically, without negative pushback ·        It is tough to be vulnerable but it is transformative when we choose this path. ·        People are looking for a judgement free zone ·        As we choose vulnerability as leaders, others are ready to follow ·        Leaders must break down the barriers of vulnerability for themselves before they can break down these barriers for others

The big deal about inner circles: Question One: What’s the big deal about inner circles? Potential characteristics when a leader doesn’t have that inner circle: Loneliness, feeling isolated and discouraged A sense of carrying the bulk of the load in decision making Increasing cynicism Becoming more distrustful and unable to clearly identify a safe space for deep dialogue Inner circles are made up of those whose character and dreams bring value to others rather than seeking to take from the group. Who we choose to invite into our inner circle is critical for our leadership journey Absence of an inner circle can be deal breaking for a leader looking to expand their horizons. Question Two: Does a leader have control on who is in their inner circle? Yes, it is the leader who must take the initiative to develop their experience of the inner circle. Two steps to get started on building your inner group: Step one:  Take time to think carefully and strategically about who you are looking for to engage in your inner circle. Step two: Be intentional in building meaningful relationships Tip#1 :  don’t be in a hurry but when you see the potential for an inner circle member, go for it.  Tip #2: Don’t buy into the myth that leaders are too busy to build meaningful relationships Potential characteristics of leaders who connect within an inner circle: 1.   Character and integrity and mutual respect 2.   An ability to create a paradigm shift in those around them a.   Not agreeing with everything to move on quickly and avoid deeper dialogue b. Able to shift the direction of the conversation 3.   Willingness to travel the journey (both the good and bad) 4.   Readiness for fun 5.Competence with a track record of success 6.  Those who have a Purpose in life that makes a difference Inner circles are effective if they are small in number but massive in value. Resources: The 21 Irrefutable Laws of Leadership EconomyFromWalden.pdf (simplicitycollective.com) “Joy is a decision, a really brave one, about how you are going to respond to life.” —Wess Stafford | PassItOn.com

Mentoring young women in leadership with Mercy Achola (Part II) Key thoughts for young women in leadership:  Prioritize: know what is important at what time in your life     Understand the seasons of your life and live true to that Be ready to shift, to reinvent yourself, as opportunities come Wisdom of five African proverbs for all leaders: Haraka, haraka haina baraka:  there is no blessing when we hurry Haba na haba hujaza kibaba: drop by drop the bucket fills Mvumilivu hula bivu: patience pays Mkosa mila ni mtumwa: know your culture and your heritage to know yourself Umoja ni nguvu: unity is strength Nina Ellison can be reached at Healthy Leaders make a difference. (healthyleadership.online) Mercy Achola can be reached at: https://www.johncmaxwellgroup.com/mercymasilaachola/

A journey in self-awareness with Mercy Achola moving from unconscious to conscious self-awareness Part I A path towards conscious self-awareness: beginning with a “going within a cycle that only showed up in times of crisis with growth, but without a deeper purpose determined a desire to reproduce beyond times of crisis the recognition of the value of a coach learning that there is a process to increasing self awareness NOW, with readiness to share journey with others Soft skills are essential skills for every leader as they become influencers.   Nina Ellison can be reached at Healthy Leaders make a difference. (healthyleadership.online) Mercy Achola can be reached at: https://www.johncmaxwellgroup.com/mercymasilaachola/

Minimalism provides a new level of clarity The value of minimalism in leadership The focus of minimalism is not on “to own or not to own” but rather to gain clarity in removing distractions that continually impact the way you spend your days. Being a minimalist doesn’t just happen. You must have a level of intentionality in order for minimalism to impact the way to spend your days; the way you lead your life.  Becoming more minimalistic allows a person to create a space where a space did not exist.   Becoming a minimalist is a way of life, a purposeful decision-making process to remove the distractions so that you can increase your focus and clarity on what matters the most in your life.   What leader doesn’t long for less distractions. Questions for a leader to consider: Where do I have influence in my days where I can control change? What am I creating space for? Five of the twelve benefits of becoming a minimalist from Joshua Becker. He calls them the life-giving universal benefits of minimalism: More time and energy Less stress  Less distraction Less environmental impact More contentment Thanks for joining me today on the Art of Leadership. You can find me a www.healthyleadership.online Resources: Becker, J. (2016). The More of Less. WaterBrook Press: Colorado. p. 8-10.