Reflection 1: Purpose and intention or think about what you want to think about
In our last blog we set out the landscape for engaging with reflection as a way of becoming more productive in the workplace and arguably more effective learners.
This blog post discusses our proposed first aspect of reflection that is ‘Purpose and Intention’. As individuals, we have choices about what we want to reflect on, so it is not our intention to provide you with a list of suitable topics for reflection. We do, however, suggest you may care to think about the words ‘Purpose’ and ‘Intention’ as a way to help you to distill your daily experiences in a way that enables you to give time to an issue that would benefit most from some reflective practice.
According to Rene Descartes, the ability to think rationally is what differentiates humans from other species but there is evidence that suggests otherwise. Some animals seem to be showing signs of the ability to think and experience emotions. https://www.economist.com/news/essays/21676961-inner-lives-animals-are-hard-study-there-evidence-they-may-be-lot-richer-science-once-thought
In today’s technological, data driven world, it’s important to take time out from the ‘busy-ness’ to pause and reflect on what really matters. Join us and explore ways to:
- create a better working environment and sense of purpose that ultimately delivers on your business promises
- identify the issues that get in the way of collaborative and sustainable working within teams, across teams and across organisations;
- produce useful, creative ideas from a wide range of experience and thinking
- create engagement and commitment to follow with bringing ideas to fruition
When? 5 July 2018 at Madingley Hall, Cambridge
Click here for full details: Level Seven Cambridge Event 5 July 18
Level Seven’s 7 Thoughts to Support Innovation
- Inspiration – Trust your intuition to develop your ideas.
‘Logic will get you from A to B. Imagination will get you everywhere.’ Albert Einstein
7 Steps to Powerful Working Relationships
- Identify Key Stakeholders
Who are the important players in the relationship? Make a list, draw a picture, a mindmap or a balloon diagram. (Find tips from the mind mapping originator, Tony Buzan, at: http://www.tonybuzan.com/about/mind-mapping/).
7 Steps to Building Leadership Talent
The Level Seven ‘7 Steps to Leadership’ is designed to help your organisation create a working strategy that will help you develop and retain your talented leaders whilst driving your business forward in the process. Each week we provide insight and practical tips for effective development of your leadership talent based on our many years of working with organisations.
Step 1: Business Goals & Your Talent Pool
The first step to developing leaders is to clarify your business goals.
The Business Plan
What is the business plan? What are your goals and objectives?
Think about how the business plan is communicated through the organisation and how it is embedded in practice.
How do you define talent and identify your Talent Pool?
People need to understand what you mean by ‘talent’ as an organisation. They need to know if they are in the talent pool. Mutual expectations must be set and delivered upon.
What challenges does your organisation face in developing leaders?
Resources, availability of development expertise, existing behaviours and culture can constrain development strategies. It is important to approach leadership development with an open mind and draw upon a portfolio of strategies.
Defining your goals as an organisation, identifying the purpose of your talent pool and being aware of possible barriers to success are the first steps to building a robust, clear leadership development strategy that supports achievement of business goals.
Level Seven’s 7 Steps to Effective Team Work
- Create a common sense of purpose – Align this to the organisations purpose/goals
For teamwork to be effective, there need to be clear and aligned team goals. Clarity comes from team member involvement in setting goals to ensure buy in and mutual understanding. Alignment is multi directional in that the team’s goals must align with both the organisational goals and those of the individual team members. Through our work with organisations, we believe that leaders play a key role in supporting the achievement and sustainability of goal alignment through: clear communication of organisational vision, values and goals; sponsorship of team projects; ongoing support through mentoring and coaching of the team. Have a look at how we have woven these threads together to support strategic team project success: http://www.level7live.com/wp-content/uploads/2013/02/Developing-Leaders-in-Engineering.pdf