LionHeart Consulting, Inc. Wed, 10 Jun 2015 23:34:06 +0000 en-US hourly 1 Cooperative Advantage: How 1+1 becomes 3 Tue, 03 Mar 2015 20:09:22 +0000 ...continue reading...]]> Paul Werder (blog image)Innovative business leaders create synergistic breakthroughs when the whole is greater than the sum of its parts.  Everyone strives for this, but it only occurs when potent cooperation unlocks the collective intelligence and passion of the right mix of people.

Is this you? – Is your organization a market or niche leader facing a dynamic environment that is “firing on all cylinders” to achieve its highest aspirations?  It is, if you are able to:

  • Realize your best possible future by capitalizing on your network of trust
  • Inspire and empower your emerging leaders to rise above their sense of limitation to make the unique contributions only they can make
  • Ensure you have high performing teams that consistently innovate and execute in ways that make it possible for everyone around them to perform better
  • Create a purposeful, values-driven culture that supports ongoing optimal financial performance
  • Collaborate with key partners to create new and promising value propositions

The Challenge – Unfortunately, 1 + 1 doesn’t always even add up to 2.  In our worst scenarios we try to work around dysfunctional teams and politically toxic cultures.  In better scenarios, many of us are running faster and harder to keep up, sustained peak performance is elusive, and our unconscious efforts are producing harmful side effects.  Collectively, we are not achieving anywhere near what’s possible, stress is pervasive, and more than two thirds of U.S. employees are disengaged. This is because our overly competitive conditioning permeates our:

Strategies – Focusing on gaining Competitive Advantage by defeating others
Structures – Where individual functions and levels often work at cross purposes
Behaviors – Stemming from conditioned reactions that create deep mistrust
Rewards – Often extrinsic and individual that miss the larger purpose

Without an in-depth understanding of the possibilities of humanity at its best, we honor the lone genius, have the perception that human nature is selfish, and believe a “survival of the fittest” narrative.  However, we now have growing evidence that such perspectives are misleading.  In the words of researcher, Keith Sawyer, “the lone genius is a myth; it is group genius that generates breakthrough innovation.”  

And our view of human nature and evolution is being turned on its head.  Martin Nowak, of Harvard, one of the world’s leading experts on evolution and game theory, shows why cooperation, not competition, has always been the key to evolution, from the rise of multicellular life to the success of large companies.  And there is now clear evidence that cooperation, not competition, is the defining human trait and key to navigating increasing complexity.

The Solution – Preeminent strategy research supports the premise that the best way to innovate and deliver superior performance is through outstanding cooperation among your people and stakeholders who productively mobilize the right resources and capabilities.  We see this coming to life when people work for the benefit of the whole, listen deeply to unlock the dormant potential within a team or business system, and enjoy a level of trust that allows for high performance and continuous learning.  Positive energy from one breakthrough moment stimulates additional breakthroughs, because people are easily drawn into successful experiences.  This positive momentum does allow 1 +1 = 3.

These types of environments attract the best people who only want to work in places of meaningful purpose, exceptional progress, creativity, and prosperity.  They also foster a dynamic synergy between great financial results and a positive impact for all stakeholders, advancing the vision set forth in our book, Flourishing Enterprise.

Getting Started – Cooperative Advantage begins with a powerful commitment to align yourselves with your highest sense of purpose and pursue a path of mastery that includes disciplined practice. Here are five steps to begin:

  1. Lay the foundation by aligning your organization or system around a compelling purpose, identifying the core competencies that best enable future success, and clarifying where higher levels of impactful cooperation are waiting to be unlocked.
  2. Build individual competence as a foundation for cooperation by developing practices that help you and your people master your ability to manage your energy, focus your awareness, and access your creativity, while working at maximum effectiveness within yourself and with others.
  3. Innovate and execute within and across teams using practices that more deeply engage your people for innovation and impeccable action inside and outside of your organization.
  4. Cooperate across your organization and business system by actively managing your organizational values and engaging your people to collectively transform your organization and business systems consistent with those values.
  5. Embed practice and ongoing organizational improvement into your workflows by clarifying each person’s deepest sense of purpose and task-related concerns, and systemizing feedback and learning into how the work of your business gets done every day.

Your success in realizing the benefits of Cooperative Advantage requires that the senior leaders set the tone and unleash the untapped leadership potential and creativity throughout your organization.  Once your people are free from the typical organizational mindset that constricts their contribution, they will fully engage themselves, learn to flow with one another more effortlessly, and improvise to exceed expectations, allowing your business to flourish without compromise.


Find our more in-depth white paper on this topic at

]]> 0
Breathing New Life into Business Tue, 10 Jun 2014 20:58:27 +0000 ...continue reading...]]> Paul Werder (blog image)The sustainability movement has been a refreshing addition to the business conversation over the past 2 decades. It has led to amazing innovations, new green industries, and competitive advantage for businesses that truly shift their strategies, as opposed to engage in greening their public relations efforts.

Unfortunately, the depth of our societal investment in sustainability is falling far short of what’s really needed. Enlightened business leaders need a more compelling vision and stronger motivation than the “defensive mindset” that seeks to do less harm.

Flourishing, defined as thriving, being in a vigorous state, and prospering, potentially offers a more attractive pull towards feeling fully alive. Flourishing involves being awake to our own life’s purpose, and experiencing connection with others and nature in a way that evokes feelings of love, serenity, and inspiration. It is a way of being that we have joyfully tasted, written poetry about, aspire to, but easily forget while carrying out our day to day responsibilities in our “business as usual” world of work.

Our Fellows team inquiry led us to conclude that for the planet to flourish, we must have business flourish, and for business to flourish we must have individuals flourish. For this to occur, we need business leaders who care about the whole human being, not just the economic human being. Can you imagine if your CEO insisted that every weekly meeting began with an authentic check in on the team’s individual well-being and vitality? What if your company values were deeply embraced as the foundation of your financial performance? What if every business mission was directed at flourishing as an agent of world benefit?

These ideas, from small to gigantic, are within the grasp of the human being who declares these changes are not merely possible, but non-negotiable. And, it will take a different kind of work to flourish in this way.

Only by connecting to a more meaningful way of being can we build the necessary foundations for caring, thinking, acting, and innovating in ways that enable us to flourish as individuals, a business, society, and the planet at the same time. Our consciousness must expand from taking care of our own, to owning the care of everything. Our opportunity is to truly experience our interconnectedness and shared purpose. Then we will naturally and joyfully engage in intentional actions that incorporate a sense of responsibility to others and future generations.

Business leaders, who can embody this commitment to flourishing at every level, will find themselves with passionately engaged and creative people. They will expand beyond the limited paradigms of externally driven incentive programs and performance management systems. They will tap into something more profound and powerful. They will unleash the human spirit that longs to flourish and contribute.

So, if we thought the work of sustainability began with the environment, we may want to consider that it must begin again – within the human heart that needs to be reawakened. Perhaps spirituality, more powerfully embraced in its infinite forms by every culture in its own way, may be what’s been missing. And, just perhaps, business leaders who care about building long term, meaningful success for everyone, are the best people to lead the way.

Paul Werder has served as a Distinguished Fellow with eight colleagues at The Fowler Center for Sustainable Value within Case Western Reserve University since 2011. Their book, Flourishing Enterprise: The New Spirit of Business, will be released by Stanford University Press next month.


Paul Werder (blog image)

]]> 0
Free Your Tongue, Free Your Team Fri, 12 Jul 2013 17:25:48 +0000 ...continue reading...]]> I recently had an amazing experience with a group of people, strangers to each other, but gathered for a common purpose – to explore the inner journey of leadership. The group had been meeting for a few months and all expressed some version of a profound change in their relationships with their workmates, family, friends and themselves.

Yet, there was something still holding the group back a bit when it came to being completely authentic with each other.

In this session, the main topic was Growing Through Failure. In other words, how to really face those situations that carry some sense of regret and the fear of going there again. Shame and fear have a field day with perceived failures in the human experience. The overlay for this session was using non-violent communication to speak about what happened and how one feels about it. This requires a willingness and ability to speak authentically and self-responsibly without blaming ourselves or others.

We were working through a past and current failure situation with one of the participants, when another person in the group spoke up about what she was hearing from him. She started by sharing that she was “afraid to say this” yet needed to speak what was true and alive for her. With great compassion, she told the other person how his pattern of staying in his story of “why” he was failing resulted in her (the truth speaker) feeling separated from him. What she really wanted was a deep connection with his beautiful heart.

Her courageous vulnerability broke through the barrier and allowed him to share his own fears honestly without the old tape running.

The truth speaker went on to share about her new awareness of herself as a leader – the gift of a heart big enough to love everyone no matter how difficult they seemed to her. Feedback from people in her past told her she was harsh with her criticisms and difficult to approach. This was the “failure” with which she struggled.

The real magic is what happened to the rest of the group. First one, then several participants shared honestly about their own reservations and ways they had been holding back. The common theme was how not sharing their true feelings and needs was diminishing their experience and learning opportunity. The result was a new enthusiasm and commitment from the whole group. The positive energy pick up was palpable and contagious.

Even this high performing group of committed seekers and learners found a new level of community and unity with one another because of the courage of one member to speak honestly, respectfully and blamelessly about her truth. The old axiom of “let the truth set you free” proved absolutely spot on in this case.

Free your team to authentically speak about the real issues by freeing your own tongue to speak about yours. It works!

]]> 1
Leadership is in Every One of Us Fri, 02 Nov 2012 19:28:00 +0000 ...continue reading...]]> Leadership is in Every One of Us

Some CEOs have it and others do not. Office managers and plumbers express leadership better than their bosses at times. If it isn’t a function of title or hierarchical position, what is the key to leadership? It is a way of being. Sometimes we experience this way of being and sometimes we don’t. But we know that it is in every one of us. And we can intentionally develop a leadership way of being – if we are willing to acknowledge our unique talents and risk expressing them.

Our yearlong leadership program involves a process of self-selection that invites those who are willing to uncover their potential as leaders to step up…to explore their strengths and weaknesses…to stand up for their core values…and to discover the amazing strength in their own hearts. Recently we launched a new journey with twelve people willing to take this challenge. Their ages ranged from twenty-something to fifty-something. There were executives and mid-level managers. Corporations, non-profits, and government were all represented. One person managed herself and another person managed a weekly $2.5 million payroll.

They were very different on the outside, but on the inside they were the same. They all had strong, beautiful hearts longing for purpose and contribution. They all were open to the possibility of deepening their spiritual connection in their own unique way. They were all willing to be vulnerable and authentic in a room of people they had just met. And they were rewarded for taking this journey in a profound way. They discovered that leadership is, indeed, in every one of us.

Here is a sample of their comments after the first two days: “Leadership starts and ends with the heart. It is both terrifying and invigorating…this is a gift we give to ourselves…I feel very clear and energized. It’s as if a fog has lifted…I can now lead with full throated joy…I have the confidence to get out of my own way…these two days were amazing, inspirational, thought provoking and eye opening…the depth of this experience would be hard to beat…I will go to work with a new outlook and a new commitment to grow, succeed, and teach with compassion…this work is ‘for real’…it was weird and powerful…I am happy to have new tools that have me believing I can change the way I do things…all of us can be amazing leaders once we realize we’ve just lost our purpose and learn to inspire others…the promise of practicing remembrance was most impactful…it was a safe and supportive experience that now feels energizing and clarifying…the unity and companionship within the group developed so quickly that the promise of this work is strong.”

It’s ironic, that real leadership seems to be one of the scarcest resources on the planet, when it is truly in every one of us. Our times are calling for you to express your unique brand of leadership. As Nobel Peace Prize winner Desmond Tutu says, “God has no one else to do the job that you were sent to do. The world needs you to make your complete contribution.”

]]> 0
A Flourishing Business is Built on Values Wed, 27 Jun 2012 18:36:45 +0000 ...continue reading...]]> We all long to work in an environment that flourishes with prosperity. Prosperity that nurtures our souls as well as our financial needs. The key is your relationship to your core values.

We are affiliates of the Barrett Values Centre, an internationally recognized leader in making the connection between the health of your business and your values, culture, and leadership consciousness. The Values Centre’s Cultural Transformation Tools (CTT) are currently being used in 60 countries to support more than 3,000 organizations and leaders in their transformational journeys.

The fundamental principle is you can best manage and change what you can measure. The Values Centre’s tools allow you to measure and manage your organizational values along a full spectrum organizational consciousness model that was derived from Abraham Maslow’s hierarchy of human needs. The organizational consciousness model is comprised of seven levels that are all necessary for a healthy, fully contributing business culture. Levels 1, 2 and 3 (Survival, Relationship, Self-Esteem) are focused on caring for one’s own needs, while levels 5, 6, and 7 (Internal Cohesion, Making a Difference, Service) are focused on finding meaning and caring for societal needs. Level 4 (Transformation) focuses on continuous renewal, learning, empowerment, innovation, and leadership development. As an organization measures and manages their values along these 7levels of consciousness, there is a reduction in wasted effort (entropy) and improvement in financial performance.

How does the Values Management Process Work?

1. An organization chooses to conduct a Cultural Values Assessment (CVA) through a certified Values Centre consultant. The CVA is offered to all employees (multiple languages are available).

2. Each employee completes a 20 minute survey by answering the following three questions that ask them to select the top 10 values from a standard or customized list:

a. Which of the following values/behaviors most represent who you are?

b. Which of the following values/behaviors most represent how your organization currently operates?

c. Which of the following values/ behaviors most represent how you would like your organization to operate?

3. The Barrett Values Centre then provides a detailed report of the top 10 values in each of the three categories (personal, current organization, desired organization) and the values are plotted on the seven levels of consciousness. The data can be reported in as many relevant subgroups as desired, and it becomes very empowering to see where there are potentially limiting values and what values people are asking for in terms of positive change.

4. Organizational culture change efforts are then undertaken to improve alignment of the personal, current, and desired values while seeking to ensure all 7 levels of consciousness are being attended to. This work involves aligning the mission, vision, and structures of the organization to ensure there is whole group cohesion and the capacity for collective action.

5. The Values Centre also offers individual Leader Value Assessments which illustrates the alignment and gaps between what a leader believes his/her top 10 values are, and what their colleagues see them as. Leadership development work is a critical aspect of the culture improvement process.

6. Repeating this survey annually allows an organization to proactively improve what it measures.

Your work as a leader is clearly to define what reality is in your culture. We have found no better way to help you engage your people in helping you take your business to the next level.

]]> 0
Struggle is Unnecessary Part II Thu, 12 Apr 2012 19:03:02 +0000 ...continue reading...]]> In Part I of Struggle is Unnecessary, we learned that the struggle comes from denying what upsets us by pretending it’s not that bad and ignoring the physical, emotional, and mental cues that signal we need to pay attention.

How are you doing in noticing your cues ?

For some people it’s the pain in the neck, stiffness in the shoulders, queasy stomach, or ache in the heart. For others, the most noticeable cue is the anger, fear, or sadness they feel, or the monkey mind that spins and spins resisting the event or thought that triggered their upset.

Continue to notice and, I recommend, write down your cues for a few weeks so your awareness increases. Once you are aware that this upset needs your attention, you are ready to do something about it.

So here’s Part II

Accept fully that you are where you are. Allow yourself to experience the physical pain and especially the uncomfortable emotions that accompany what upset you. I’m not asking you to wallow in the “bad place”, rather stay in it long enough to really feel the impact. Once there, trace back through those emotions to the source of the upset – the thought or event that triggered your reaction.

What bugs you about it? Why is it upsetting? Declare the problem with what happened.

Many people stop at this step and try to fix themselves or someone else they see as the “Problem”. Stopping here to “fix” won’t transform your relationship to the problem and get you back in balance.

Instead – keep going.

Listen for the meaning you are mostly unconsciously believing this problem means for you – your limited future, your unfortunate fate. These beliefs often sound like “I can’t” or “I have to”. We call it the “Issue”. Our issues drive our experience of life as limited in some way. This is the idea that needs examination and transformation. If it feels crummy and knocks you off your center, know it isn’t the whole truth.

Now it’s time for another opinion.

Ask your heart if what you’re buying into is true. Listen deeply for the answer. There always is one even though you haven’t yet discovered it. Persist until you feel that sense of balance and peace return.

An Example

This is a recent personal experience of a fairly low level upset.

My last blog post contained at least two rather glaring typos (since corrected) that more than one person pointed out to me. This was upsetting to me because I pride myself on excellence and hold a high intention that I put out engaging, helpful posts. Clue: notice the word ‘pride’ in the previous sentence as in “Pride goeth before…..” At first I didn’t believe the input and assumed it was one person’s version of good grammar vs. mine, resisting the uncomfortable moment. When I reread the post I had an OMG moment. I really had made two very obvious mistakes.

I felt embarrassed and in a way ashamed. The problem I initially declared was that I was being pressed for time due to some family obligations that day. If I had stopped there, I would have spent a lot of time working on priority management or simply blowing it off as a minor error that happens to everyone from time to time.

But I’ve learned not to ignore these upsets, no matter how minor, so I kept going.

After some time in contemplation, I realized I was buying into the idea that I’m not that good at this stuff and I should just quit trying. This was the underlying source of my upset – my issue. My heart wants me to express my passion for helping people. My ego wants to play it safe so I don’t risk embarrassment. That conflict caused the tension inside me.

Further reflection revealed that, while I need to pay closer attention and focus while writing, what I have to communicate is valuable, even if only to fulfill my heart’s need to express. I then began to experience a sense of balance and peace again. The whole process took about 10 minutes.

Sometimes that’s all it takes. Sometimes some action on your part is required to align with your heart’s guidance. Sometimes it will take hours or days to move through the issue. If you practice and trust what you receive in self reflection, you will be able to transform even the gnarliest issues into surprising understandings and actions.

It’s really that easy and also difficult at the same time. How do you know if you are listening to your heart’s wisdom or your ego? We recommend the practice of remembrance as the most effective way we know. There is an in depth explanation of this transformational leadership practice on our resources webpage under the title – The Remembrance: Investing Time in Reflection.

So there you have it. Struggling with the episodes in life that knock us off center really is unnecessary. By accepting what just happened and asking your heart for the truth about the meaning you have attached to it, you will always find a way forward to a state of balance and peace. From there, anything is possible.

Love to hear your stories of struggle and breakthrough too.

Peace and blessings,


]]> 0
Struggle is Unnecessary…..Part I Wed, 21 Mar 2012 02:45:26 +0000 ...continue reading...]]> When they hear me say struggle is unnecessary most people look at me skeptically. “What about ‘no pain, no gain’ and ‘adversity builds character’? There is truth in those maxims, but that’s not the struggle I’m talking about.

When you experience an event or thought that you don’t like, don’t want, or don’t know what to do with, you are automatically struggling on the inside with that uncomfortable feeling. That thought or event evoked a connection to something in your past that you (mostly unconsciously) believe points to something unpleasant in your future. Then the emotion hits – dread, shame, anger, confusion, sadness, loneliness, for example.

If you’re human like me, your first reaction is “get me out of here; I didn’t sign up for this”. In other words, make this thing that already happened go away. Bummer, you can’t. It already happened. So give me someone or something to blame then, because this shouldn’t be happening. I CAN’T BELIEVE THIS IS HAPPENING!!

Next, you might start to rationalize. “It’s not that bad”. “I shouldn’t be so upset”. “If I ignore it, it will go away”. All forms of stuffing it somewhere to avoid that awful feeling. Works for awhile, but…….

Sound familiar?

Yep, me too.

So here’s the unnecessary part

You can’t arrange your life so that nothing ever triggers an upset. Only the One has that power. You can begin to listen to your being when it is screaming at you – pain in your gut, head, heart; sinking feeling; seeing red; mind racing – to pay attention to what’s going on RIGHT NOW! Not in the past, not what might be in the future, but right here and now.

You see, the struggle isn’t the thought or event, it’s the discomfort you deny. And that is unnecessary. The first step toward moving through that discomfort is admitting you’re there. Saying, yes, it happened and it sucks.

Now, practice paying attention to all the cues you are getting from your body, your emotions, your mind, and even your actions (one of our colleagues realized she was avoiding struggle when she found herself mindlessly cleaning her email inbox). It helped me to actually write down what I was experiencing when I realized I wasn’t paying attention to anything except my mind.

When you first notice the upset – STOP! – identify what got you – thought or event; how you feel – physically and emotionally; and admit it’s upsetting. No blame, no solutions, no check lists, no minimizing – just be with it.

Now you’re ready for Part II of Struggle is Unnecessary where you get to do something about it.

Stayed tuned for a blog near you.

Peace and blessings,


]]> 2
You Put Your Right Foot In…. Fri, 02 Mar 2012 15:37:01 +0000 ...continue reading...]]> I was talking with a friend the other day about taking risks. He said something really important.

“You cannot fully commit to stepping into the unknown without having one foot firmly in the certainty that you’ll be OK no matter the outcome”.

True leadership requires both – commitment to a course of action while staying grounded in trust that your heart will show you the next right move when the time comes as long as you remain true to your values.

“But what if I make a mistake?”, you ask.

Call it a bonus when that happens (notice I didn’t say if). Mistakes are opportunities to learn something new about yourself; a chance to examine what was missing, if anything, in what led to your original decision; or a time to affirm that when mistakes occur, you are strong enough to weather them.

LionHeart’s definition of leadership is venturing into the unknown. The courage, strength, and wisdom to take that leap comes from the constant remembrance of the Divine’s endless sufficiency, provision, and love.

]]> 1
Who’s Life Are You Living? Wed, 14 Dec 2011 05:13:11 +0000 ...continue reading...]]> As I’m sure you already know, Steve Jobs, creative genius behind Apple, passed away recently. I was certainly aware of the results of his work having been an Apple user for many years now. What I wasn’t aware of was who Jobs was; what drove him; how his experiences shaped him. I’m curious by nature so I purchased a copy of his just published biography by Walter Issacson.

I’m not very far into it yet, but the sense I have of Steve Jobs was that he was special and knew it. This both helped and hindered him. He did not compromise on what he passionately believed in , although sometimes not very gracefully or respectfully.

One of those passionate beliefs was to follow his heart and intuition wherever it led him. During a commencement address at Stanford in 2005 ( about a year after he was first diagnosed with pancreatic cancer, Jobs spoke about his life, lessons learned, and death. I was truly inspired by his words:

“Don’t lead someone else’s life”.

We all have a purpose in this life. At it’s core, that purpose is to know yourself. It is your purpose, not someone else’s  version of what your purpose is. This resonates deeply with me because I spent decades trying to “be” what I thought other people wanted me to be. Those clothes did not fit well. I am grateful every day for the grace I’ve been given to just be me.

It is not easy. It takes courage, trust, and persistence. The rewards are great.

When you pursue your own unique God-given purpose – without settling, without compromising your values – you will find peace and freedom. You will find the work you love and make the contribution you are here to make. You will spend your time wisely and joyfully. You will find fulfillment.

Today, when you look in the mirror, ask yourself: Who’s life am I living today?

If the answer is “not mine”, it’s time for a change; time to take a chance.

Peace and blessings,


]]> 0
Lasting Impact Tue, 06 Dec 2011 19:14:02 +0000 ...continue reading...]]> Rose Holden is a CEO of a small family business who took our yearlong leadership program in 2007. She recently wrote to us, “I still find it amazing that your program has had such an effect on my life.” Michael Biehler is a successful realtor, who says, “In December of 2001 I embarked on your 12 month program after having been in real estate for nine years prior with only average sales. I set my goal to double my business over the next twelve months and not only did I achieve that goal but increased my volume every year for the next 5 years. Since the recession my last 3 years have been back to average, but this year I’ll almost double over 2010. I attribute this to some of the methods learned in LionHeart’s leadership program: staying extremely positive, overcoming a fear of success, and be willing to go all out for my clients while still maintaining a high level of integrity and honesty.”

Why does our work have such a lasting impact when the notebooks from other programs often become impressive “credenza-ware?”

It’s a simple answer. Enduring impact requires three components: results, enhanced skills, and a new way of being. If you focus simply on results you may achieve short term gains but the methodologies can often have toxic side effects or simply become outdated. If you simply add new skills you will often hear people say, “Sure, I know what the right thing to do is, but I just can’t do it.”

Your way of being is the active ingredient that provides the enduring ability to learn, adapt, and produce results in a way that improves relationships and expands your network of credibility. How do we address this “way of being” thing?”

Again, it is a simple answer, but not an easy assignment.

We all have a set of character traits that are built upon the values and principles we make our decisions from. These decisions are either in alignment with our highest intentions to provide real value to all involved or they are self-serving and/or based on avoiding what we are afraid of. At LionHeart we focus on this work as the pre-requisite of enduring change, as we support you to develop your skills and achieve the results you care most about.

This requires that our clients do some soul searching from time to time to deeply understand what matters to them and where they want to take their careers and organizations. It requires developing those character traits called wisdom and courage and patience and persistence, until you are truly the amazing person you know you have been before or could be someday.

But not everyone wants to look into the mirror in this way and focus on character development or leadership effectiveness. We understand this is the road less travelled, but we know it is the straight path to where people really long to go. So, when people tell us our work is amazing, we say, “Thanks for your kind words, but the truth is that the human heart is what’s really amazing, and we just point you in the direction of that discovery.” Why wouldn’t we? In the long run, results and skill-building are simply not enough. Enduring change requires you to transform the person who is expressing those skills and accountable for those results. That’s your real opportunity!

]]> 0