Contagious Culture: Show Up, Set the Tone, and Intentionally Create an Organization that Thrives by Anese Cavanaugh

Author:Anese Cavanaugh
Language: eng
Format: mobi
Publisher: McGraw-Hill Education
Published: 2015-11-12T14:00:00+00:00

Note that just because someone comes to you with a great request does not mean you’re now on the hook for making all these dreams come true. You might say “No, but here’s something we could do.” Or “How do you want to make it happen?” When you give people the opportunity to turn a complaint into a request or suggestion, you give them their power back. When you look for the tender dream or wish underneath that request or suggestion, you create intimacy and connection.

Of course the most important thing in this communication is your intention toward them, the energy you bring, and how you show up.

What You Focus On

Whatever you focus on, you’ll find.

Whatever you focus on, you’ll attract.

Whatever you focus on, you’ll create more of it.

If you focus on how bad people are, they get worse.

If you focus on the three weakest people on your team, you will lose sight of the 30 who are rock stars and hungry to grow.

Instead, shift focus.

Focus on the five pieces of helpful feedback instead of the one piece of mean and personal feedback.

Focus on what you are grateful for instead of what you don’t have and what’s not working.

Gratitude and acknowledgment are two of the most powerful states you can stand in for your own energetic field and also for your impact on others. Focus there. (Bonus: start a Gratitude and Acknowledgment Journal and use it every single day.)

Whatever you focus on will expand. You’ll gather evidence for it. You’ll create more of it. The world is your oyster.

Full Range Emotional Authenticity

Throughout this book we’re talking about being contagious in a positive way. I’m offering you tools and ways of thinking about IEP, frameworks for taking accountability for your impact, ways to author your personal and cultural story, and ways to look at how you contribute to positive or negative contagions in your organization.

But here’s something you need to know.

And it’s super important. It’s key to your emotional energy, and it’s key to having an authentic culture that allows for vulnerability and realness.

Nowhere in this book am I suggesting that you squash your feelings, become a robot, or obliterate any negative emotion. I’m not suggesting that at all. Nowhere am I saying that you should shut someone down for where he or she is. In fact, I believe that the more responsibility you have as a leader, the more important it is to have facility with your full range of emotions, knowing how to be with them and navigate them.

The more you’re able to do this for yourself, the better you’ll be able to do it with those you lead. Part of leadership and creating a healthy contagious culture is in being able to be with what is: the good, the bad, and the ugly. You must find comfort in the discomfort to be with a full range of emotions.

This starts with you being able to be with yourself first.

So, yes, sometimes it is hard. Sometimes this weather is a

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