The 100th Monkey Theory – FINAL Part 4 of 4

//The 100th Monkey Theory – FINAL Part 4 of 4

The 100th Monkey Theory – FINAL Part 4 of 4

(Cont.) “Living the Dream” – Honolulu, Hawaii, Nov. 27, 2018).

Then…other groups (i.e., organizational departments, divisions and Business Units), follow suit. Conscious Leaders intuitively follow this concept…

When coaching, I ask my audiences, consider 3 things: Perception, Process and Purpose (our “Being on Purpose”™ Model). PERCEPTION: What’s your Self-Awareness Quotient? What defines you as an “Effective Leader, Influencer, Communicator?” How do you measure this? It may  be business related, financial, organizational, family, social, cultural, career, Spiritual, philanthropical, etc. What’s YOUR metric? You see, with all the sound business intentions of the world, most leaders don’t achieve organizational “buy-in.” How do I know? Read the papers. Loss of market share, poor margins, “Corporate Fatigue” and brand extinction. Root cause? Poor – Quality, Customer Service, Market perception, Responsiveness and Morale – add, 33% of your employees who are ready to jump, and 73% who are quietly looking for that next opportunity. Further, an executive team who is out of touch and has the “wrong” people (wrong, meaning don’t “buy-in” to your organizational charter, disenchanted – essentially, just in it for the paycheck). Don’t misunderstand, great acquisitions may consummate, profitability may be rampant and people will work – But…you don’t have “Critical Mass,” i.e., organizational “buy-in.” And, while some may be temporarily satisfied, it’s not sustainable long term. That’s ok, too…I guess. With all the inspiring words, poignant quotes, great speakers you listen to and video clips you watch YouTube and LinkedIn…what inspires YOU and where do you find meaning?

PROCESS: Begin with Positive Intent. Look in the mirror and decide who you really are as a leader, as an influencer. Identify with what moves you, and/or inspires you to shift your actions toward those things that begin with knowing your audience, improves your business systems and honors process integrity. What must you let go of? A Culture of Excellence and profitability will follow as a natural consequence. Remember, “It’s not about doing different things, it’s about doing things differently.” Define your process for how you will move people toward performance excellence, quality and cost efficiencies.  “Do you have the right people on the bus?”

I had the privilege of working for a project called, Space Shuttle Mission Engine (NASA) – providing Career Management & Leadership communication during change. Guess what expression I was able to use and it applies here…“it’s not rocket science.” If you consider Conscious Leadership and the lack of awareness that precedes a state of ineffective “Buy-In,” (an oxymoron), the very lack of the aforementioned practices are exactly what keeps most leaders from making the impact they aspire towards and what prevents them from successfully achieving their vision. Do your math. Recognize that you don’t have ALL the answers. Don’t be afraid to ask for help and “listen” to the brilliance around you. Refrain from over-posturing and intellectual competition. It causes leaders to “hide,” and project uncertainty and insecurity. PURPOSE: “Being on Purpose”™ – Simplify…Identify and deconstruct all obstacles that distract from your business & organizational objectives. Set goals that are grounded in the “Why?” behind your purpose. Close the gaps…Set goals that align with your vision, mission and values. Deliver your strategy in the Law of 3’s – 1.) Speak to the present successes, growth & opportunities, 2.) Outline past learning, commitments, struggles, 3.) Vision: Clearly define your roadmap and where you’re heading in 3 phases. Start with the end in mind as you lead others toward your plan. Also, measure and celebrate each milestone. Whether you’re an analytical or emotional person, “Buy-in,” is about psycho-emotional alignment, synergy and meaning. Remember, if you intellectualize it, you miss the mark. If you say, “I already know this…” congratulations. For those who don’t – how effective are you at “genuinely” moving your audiences? Now you know why some organizations struggle. Metaphorically, if an organization is a framed picture, some leaders are overly focused on one thing – the ornate frame (process, systems, bureaucracy – it’s myopic). Focus on the picture (vision & possibilities) – “Believing is Seeing.” The frame, is important, no doubt, however, while it provides boundaries, like some financial models – there are no absolutes. Go back to basics – to what do you aspire? Achieving “Buy-in,” is about knowing your audience, creating critical mass and tapping into what serves the collective vision behind what everyone perceives as a positive and enlightening ideal. Defining Outcomes? Profitable, Wall Street Giant, Iconic Brand, Market Leader, Successful, Charismatic, Lean, Efficient, etc. Lastly, as I said, we’re not talking about making money – money, profitability and sustainability, will follow as a natural consequence. You can be a billionaire…perhaps you possess market-share – it’s temporarily. The question is, “How long do you want to be relevant?” Who will replace Google in in 5-10 years? “What kind of legacy do YOU want to leave?” Bottom line, at the end of your run, you take you with you. In fact, there’s a definitive Spirituality to being a Conscious Leader – someone who makes a sustainable difference. Think: Critical Mass. Winning the minds of those you serve by creating positive momentum, communicating passion and genuine persuasion. Your ability to sell your story will determine your effectiveness. It’s mental physics…it’s Natural Law. 

                                                                                                    “It’s not about doing different things, it’s about doing things differently.”

                                                                                                                                                                                       – Rick Hernandez

FULL ARTICLE:

In this final segment…we circle back: “How do you achieve organizational “buy-in.”  If you want to create a culture of sustainable excellence, empower people around you and grow your customer and market base – that is, attain “real” and lasting quality, i.e., “Buy-in,” this is where you begin: Ask yourself, “What am I asking people to believe? Someone once said, “If you want people to be excited, YOU have to be excited.” Ask, “Am I motivating people through inspiration, logic and a purposeful vision such that they see, feel and “believe” in the results? Or, simply ordering compliance? Here’s the aggregate of my response…(Los Angeles, August 2018), it’s a parable. If you want to achieve “buy-in” – I shared a study conducted in 1958. It’s known as, The 100th Monkey Effect. Its science is founded on empirical research and evidence around the physics of conscious energy. The 100th Monkey Theory is about activating Collective Consciousness – Critical Mass. It’s a phenomenon by which new behavior and ideas are adopted (spread), once a critical number (mass), is achieved. Then…other groups (i.e., organizational departments, divisions and Business Units), follow suit. Conscious Leaders intuitively follow this concept…

When coaching, I ask my audiences, consider 3 things: Perception, Process and Purpose (our “Being on Purpose”™ Model). PERCEPTION: What’s your Self-Awareness Quotient? What defines you as an “Effective Leader, Influencer, Communicator?” How do you measure this? It may  be business related, financial, organizational, family, social, cultural, career, Spiritual, philanthropical, etc. What’s YOUR metric? You see, with all the sound business intentions of the world, most leaders don’t achieve organizational “buy-in.” How do I know? Read the papers. Loss of market share, poor margins, “Corporate Fatigue” and brand extinction. Root cause? Poor – Quality, Customer Service, Market perception, Responsiveness and Morale – add, 33% of your employees who are ready to jump, and 73% who are quietly looking for that next opportunity. Further, an executive team who is out of touch and has the “wrong” people (wrong, meaning don’t “buy-in” to your organizational charter, disenchanted – essentially, just in it for the paycheck). Don’t misunderstand, great acquisitions may consummate, profitability may be rampant and people will work – But…you don’t have “Critical Mass,” i.e., organizational “buy-in.” And, while some may be temporarily satisfied, it’s not sustainable long term. That’s ok, too…I guess. With all the inspiring words, poignant quotes, great speakers you listen to and video clips you watch YouTube and LinkedIn…what inspires YOU and where do you find meaning?

PROCESS: Begin with Positive Intent. Look in the mirror and decide who you really are as a leader, as an influencer. Identify with what moves you, and/or inspires you to shift your actions toward those things that begin with knowing your audience, improves your business systems and honors process integrity. What must you let go of? A Culture of Excellence and profitability will follow as a natural consequence. Remember, “It’s not about doing different things, it’s about doing things differently.” Define your process for how you will move people toward performance excellence, quality and cost efficiencies.  “Do you have the right people on the bus?”

I had the privilege of working for a project called, Space Shuttle Mission Engine (NASA) – providing Career Management & Leadership communication during change. Guess what expression I was able to use and it applies here…“it’s not rocket science.” If you consider Conscious Leadership and the lack of awareness that precedes a state of ineffective “Buy-In,” (an oxymoron), the very lack of the aforementioned practices are exactly what keeps most leaders from making the impact they aspire towards and what prevents them from successfully achieving their vision. Do your math. Recognize that you don’t have ALL the answers. Don’t be afraid to ask for help and “listen” to the brilliance around you. Refrain from over-posturing and intellectual competition. It causes leaders to “hide,” and project uncertainty and insecurity. PURPOSE: “Being on Purpose”™ – Simplify…Identify and deconstruct all obstacles that distract from your business & organizational objectives. Set goals that are grounded in the “Why?” behind your purpose. Close the gaps…Set goals that align with your vision, mission and values. Deliver your strategy in the Law of 3’s – 1.) Speak to the present successes, growth & opportunities, 2.) Outline past learning, commitments, struggles, 3.) Vision: Clearly define your roadmap and where you’re heading in 3 phases. Start with the end in mind as you lead others toward your plan. Also, measure and celebrate each milestone. Whether you’re an analytical or emotional person, “Buy-in,” is about psycho-emotional alignment, synergy and meaning. Remember, if you intellectualize it, you miss the mark. If you say, “I already know this…” congratulations. For those who don’t – how effective are you at “genuinely” moving your audiences? Now you know why some organizations struggle. Metaphorically, if an organization is a framed picture, some leaders are overly focused on one thing – the ornate frame (process, systems, bureaucracy – it’s myopic). Focus on the picture (vision & possibilities) – “Believing is Seeing.” The frame, is important, no doubt, however, while it provides boundaries, like some financial models – there are no absolutes. Go back to basics – to what do you aspire? Achieving “Buy-in,” is about knowing your audience, creating critical mass and tapping into what serves the collective vision behind what everyone perceives as a positive and enlightening ideal. Defining Outcomes? Profitable, Wall Street Giant, Iconic Brand, Market Leader, Successful, Charismatic, Lean, Efficient, etc. Lastly, as I said, we’re not talking about making money – money, profitability and sustainability, will follow as a natural consequence. You can be a billionaire…perhaps you possess market-share – it’s temporarily. The question is, “How long do you want to be relevant?” Who will replace Google in in 5-10 years? “What kind of legacy do YOU want to leave?” Bottom line, at the end of your run, you take you with you. In fact, there’s a definitive Spirituality to being a Conscious Leader – someone who makes a sustainable difference. Think: Critical Mass. Winning the minds of those you serve by creating positive momentum, communicating passion and genuine persuasion. Your ability to sell your story will determine your effectiveness. It’s mental physics…it’s Natural Law. 

                                                                                                    “It’s not about doing different things, it’s about doing things differently.”

                                                                                                                                                                                       – Rick Hernandez

By | 2018-12-12T20:52:50+00:00 December 11th, 2018|Blog|0 Comments

About the Author:

Avatar
With 20 years of Executive Coaching, Leadership Development and Career Transition Services to C-suite, “High-Potentials” and executive teams, to front line individual contributors, Rick has designed and launched key business and culture-specific initiatives that increase leadership influence, career satisfaction and performance “Excellence.”