Master of Business Leadership ~ Introduction

MBL is The New MBA (www.MasterofBusinessLeadership.com) | © Copyright 2012 MBL Inc.

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Master of Business Leadership SystemConsulting and Coaching Platform

Reduced ChaosRevenue &Profitability

Employee Engagement

PromotionEmotional Intelligence

Caring Service

Repeat and Referral Customers

Authentic Leadership

MBL Solution

Authentic Leadership | Emotional IntelligenceThe New Economic Currency

Organizational Change

Talent The Results You Want


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MBL Inc. was founded in 2002 and represents over 50,000 hours and 20+ years of research, coaching and consulting experience. The flagship MBL system is 20 weeks of personalized coaching during live 1 hour weekly meetings.

MBL Integrated Solution: Greater Awareness; Better Tools and Insights; New Habits, Attitudes and Beliefs; Action-Results Tracking; Coaching Support 24/7 “In the Trenches”.

A Silver Bullet…Master of Business Leadership system is so exceptionally good at eliminating “energy

vampires” our clients have an experience that is almost magical in their eyes.

~


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A Sense of Urgency is Essential

In the next 20 years we will experience the equivalent of 100 years of change and approximately 20,000 years during this Century.

We are living in exponential times. Scientist Ray Kurzweil

We are much too complacent and we don’t even know it.John Kotter, Harvard Business School

Are you behaving like a slowly boiling frog? We need to embrace rather than resist change.

#1 Challenge


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Partners & Suppliers

Employees

Clients

Current Reality

DesiredResults The Gap

or

The GapEveryone Wants Better Results!

(provided change is not required)

Vision

The motivation to take action comes from an honest assessment of where you are verses where you want to be.

Motivation


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The Dynamics of Organizational Change

Victims

Authentic Leaders

Outstanding organizations are thriving because they cultivate leadership and emotional intelligence

throughout the organization.

Business results increase exponentially with the number of emotionally intelligent authentic

leaders in the organization.

There is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than the creation of a new system. For the initiator has the enmity (hatred) of all who would profit by the preservation of the old system and merely lukewarm defenders in those who would gain by the new one.

Machiavelli, 1513


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60

20

The Law of Diffusion of Innovation indicates that when approximately 20-25% of the organization’s employees get involved in the organizational change a tipping point is passed and the Fence Sitters begin to join in the change movement.

As more and more people begin to embrace the changes it becomes “safe” (less risky for the Fence Sitters) and they begin to join the group. Facebook Example: Once 20-25% of friends and colleagues were online this middle group is of Fence Sitters is where Facebook obtained their last 500 million members.

We also need to be aware of the negative energy and communications that this group of employees will encourage. These individuals will find it hardest to embrace the changes and may ultimately end up leaving the organization.

Focus Above The Water Line

Organizational Change Dynamics

Culture Always Wins … Refuse to fill your organization with victims

An organization’s cultural change “Pump Primers” need to be nurtured and supported.

Mexican Crabs


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1. Executives must be seen by fellow employees as change leaders through their actions.

2. Identify and develop the organization’s initial leadership group (20% employees)

3. Establish a shared passionate Vision that is communicated continually to everyone.

4. Create an action-results focus that moves the organization toward its shared Vision.

5. Empower the ‘business owners’ within the organization to deal with obstacles preventing progress.

6. Celebrating “Wins and Better Results” will help to silence those reluctant to embrace change.

7. Refuse to allow complacency to stop forward action toward the shared Vision.

8. Institutionalize these changes into the company’s cultural DNA, its hiring and promotional practices.

The Formula For Embracing Change

Install caring as your organization’s cornerstoneWithout a customer you have no business

A Sense of Urgency is Essential


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Environmental ReasonsOrganization’s Energy,Engagement & Culture Biological Reasons

Our Brain’s Complacency BiasAmygdala Hijack (PCM/Amygdala)Current Habits, Attitudes & Beliefs

Motivational ReasonsLack of a Clear, Passionate Vision and Sense of Urgency

The MBL Solution(i) Greater Awareness

(ii) Better Tools & Insights(iii) New Habits, Attitudes & Beliefs

Better ResultsPersonal & Organizational; Less Effort, More Fun!

Emotional IntelligenceAction-Results Focus

Inspirational LeadershipGreater Employee & CustomerEngagement of Hearts & Minds

Change Resistance


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I am diligentI am a hard worker

I finish whatever I beginSetbacks do not discourage me

I have a passionate desire for better resultsNew ideas and projects rarely distract me from old ones

Grit, Character and AchievementThe Pump Primers


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MBL System

Follow the system, get the results you want …

ResponsibilityAuthentic Communications

LaughterAbundance vs. Scarcity

ListeningPresent Moment

Strategic ActivitiesDeeper Relationships

Wealth & MoneyEngagement

VisionSales & Marketing

Consensus DecisionsEnergy Physics

Emotional IntelligenceAuthentic Leadership

Organizational Change

Resisting or EmbracingChange


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MasteryUnconscious Competence


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100 Billion Neurons

RAS “Gateway”

Brain Plasticity Basal Ganglia“Wisdom”

PCM “Autopilot”

Conscious andUnconscious Mind

Amygdala “Fear Response”

1 Quadrillion Connections1,000,000,000,000,000

Mirror NeuronResonance


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Left-BrainLogical, analytical, serial processor, thinks in language – we read from left to right

Right-BrainVisionary, emotional intelligence, pictures and stories, parallel processor

Left-Brain logical, systematic abilities have been automated or outsourced to lower cost countries.

20th CIndividual

21st CConnected

Whole-Brain Leadership

Our Two Brains

Trying to lead with left-brain dominance

Right-Brain EI abilities are in increasingly high demand. They have become key employment and promotional considerations.

The New Right-Brain Economy

The New Right-Brain Economy


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Conscious Mind – Goals & DesiresEnergy Hungry Tiny Mental “Stage”

(Present, Future, Past)2% Results (2,000 b/s)

Conscious Mind – Goals & DesiresEnergy Hungry Tiny Mental “Stage”

(Present, Future, Past)2% Results (2,000 b/s)

The Locked Door Black Box

Unconscious MindFar Less Energy Required

Emotional Intelligence(Stops Amygdala Hijack)

Habits, Attitudes, BeliefsStronger, Faster

(Present)98% Results

400,000,000,000 b/s

The Locked Door Black Box

Unconscious MindFar Less Energy Required

Emotional Intelligence(Stops Amygdala Hijack)

Habits, Attitudes, BeliefsStronger, Faster

(Present)98% Results

400,000,000,000 b/s

New Habits& Tools

Vision“Why”Action &

Results

Mastery

Maximizing Energy Usage Maximizes Performance

Maximizing Energy Usage Maximizes Performance

The Elephant in the Room

MBL Journey

MapThe Unconscious Mind

Authentic Leadership | Emotional Intelligence


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Unconscious Mind

Our unconscious mind is faster and thousands of times stronger than our conscious mind. It also requires far less energy to use. Whenever there is a battle for control between our conscious goals and desires and our unconscious habits, attitudes and beliefs the unconscious mind always wins.

Neural Network Pathway

Psycho-Cybernetic Mechanism PCM or “Autopilot”

PCM Duties: Maintain comfort zone and current subconscious programming.

Psycho-Cybernetic Mechanism PCM or “Autopilot”

PCM Duties: Maintain comfort zone and current subconscious programming.

Reticular Activation SystemRAS or “Gateway”

RAS Mission: Filter out anything that does not match your internal self image.

Reticular Activation SystemRAS or “Gateway”

RAS Mission: Filter out anything that does not match your internal self image.

Conscious Mind

Neural Network Pathways

Creating new neural network pathways in the unconscious mind takes more practice and time than in the conscious mind but they are stronger and last longer.

Amygdala

The ever vigilant early warning system. It detects all real or perceived danger.

Amygdala

The ever vigilant early warning system. It detects all real or perceived danger.


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Unconscious Habits,Attitudes and Beliefs

Conscious Goalsand Desires


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by Mihaly CsikszentmihalyiPhD Psychology, University of Chicago

Peak Performance “In The Flow”

Completely engaged in the challenge. Clarity about why, what and how it needs to be done. Knowing the challenge is doable. Sense of calm with the focus on actions and results. Completing the challenge successfully is the ultimate reward.

Optim

al Balance

(Walls Down)

Flow is a state of maximum efficiency when we are using our talents at peak levels.

Greatest WealthYDVxQ

Greatest WealthYDVxQ

Low High

High

Relaxation

Control

ArousalAnxiety

Worry

Apathy

Boredom

SKILLS

CH

AL

LE

GE

S

Flow


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Stages of Growth and Awareness

Unconscious Incompetent

Conscious Incompetent

Conscious Competent

Unconscious Competent

No problem can be solved from the same level of consciousness that created it.Albert Einstein

Mastery

Mastery is knowing intuitively, in the blink of an eye, without consciously knowing. It is the unconscious wisdom that comes from experience.

Confusion essential for growth

… Take me, train me and I will put the world at your feet. Be easy with me and I will destroy you. Who am I? I am a habit!

The Servant Warrior Leader Journey


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Our Reality The Reality

We don’t see things as they are, we see them as we are.

Enhanced Awareness

Metacognition is the ability to know whether you know. Individuals with poor metacognition never understand that they do not understand, nor do they realize what is missing.


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Our Blind Spots“Scotoma”


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The Sand Wasp

We are all dedicated to our current habits, attitudes and beliefs

The Sand Wasp

We are all dedicated to our current habits, attitudes and beliefs


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The Amygdala is found in our old “lizard brains.” It scans our sensory inputs for possible threats the same way it has for millions of years. It lives in constant fear and would rather minimize danger than maximize reward. The development of our EI competencies enables us to better manage this fear response and embrace change.

Emotional Intelligenceand Change


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When you experience an “amygdala hijack” you can not focus on job demands you can only think about what is troubling you. Our body gets flooded with the stress hormones cortisol and adrenaline as we go into “fight or flight” mode. During these attacks we revert to our unconscious habits and beliefs. The amygdala often overreacts in ways we later regret. In this challenging and ever changing economic climate many people are operating day-to-day in what amounts to a chronic, low grade amygdala hijack. Awareness is the first step in dealing with these attacks. If you do not notice that you are in the midst of a hijack you have no chance of getting back to emotional balance until the hijack has run its course. Hijacks can last for seconds, minutes, hours, days or weeks.\The development of emotional intelligence inhibits amygdala driven fear impulses increasing energy and engagement. A study by Barbara Fredrickson at the University of North Carolina found that people and teams that flourish have a ratio (5:1) of at least five positive emotional events for every negative one (amygdala hijack).

How Stress Can Hijack Your Organization


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AwarenessCalmIntuitionWisdomCourageTrust LoyaltyGraceRespectConfidenceCompassionCharismaResilience

Emotional IntelligenceBenefits

GratefulnessInspirationHopeBeautyMore FunPassionBalanceBetter ResultsPatienceEnergyConnectednessKindnessPlay

…what’s behind our walls.


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WISDOM is developed within a neural network called the basal ganglia located in a very primitive part of our unconscious brain. It extracts decision rules from our past actions. What actions worked well and which did not. Our accumulated life wisdom is stored in this primitive circuitry. The basal ganglia also has strong connections to the gastrointestinal tract – the gut. Emotionally intelligent leaders rely heavily on these “gut instincts” when making important decisions.

The subconscious mind has immense power to make rapid and correct decisions. Our ability to make accurate instinctive choices based on thin slices of reality highlights the importance of practice and experience. Rapid cognition is about the kind of subconscious thinking that happens in a blink of an eye.


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Emotional Intelligence Capabilities

1. Self Awareness_ Emotional Self Awareness_ Accurate Self Assessment_ Self Confidence

2. Self Management_ Self Control_ Integrity_ Adaptability_ Achievement_ Initiative_ Optimism

3. Social Awareness_ Empathy_ Organizational Awareness_ Service

4. Relationship Management_ Inspiration_ Influence_ Developing Others_ Change Catalyst_ Conflict Management_ Team Work

AuthenticitySelf Mastery: Balanced self regulation vs.amygdala hijack

Serving OthersSocial Intelligence: “Mirror neurons”act like Wifi creating emotional contagion

Within the 4 EI Domains these 18 capabilities are each learned abilities that have been developed through experience.

Rate your skill from 1 to 10 (high) on each.

Leading and Embracing Change

Your EI “Clubs”

CharismaticLeadership

Strong Individual Contributor


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Emotional Intelligence Results Multiplier(IQ+Experience)EQ

Experiential KnowingExperiential Knowing

Intellectual KnowingIntellectual Knowing


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Apple, Southwest Airlines, Google, Infosys, Disney, Whole Foods, Fed Ex and a growing number of other companies are systematically “mining” the workforce in search of emotionally intelligent “diamonds.” Organizations are realizing that these individuals are the primary source of their success. The path to superior business results is through the development of emotionally intelligent organizations.

Emotional intelligence capabilities have been shown to increase results far more than IQ or technical expertise. Studies have shown it typically takes an IQ of 110-120 to get an advanced degree like an MBA which focuses primarily on left brain cognitive abilities. There has been a high selection pressure for IQ to enter the executive ranks within corporations with relatively little variation among those who are in those ranks. But there has been little or no selection pressure when it comes to emotional intelligence. And so there is a much wider range of EI variation among individuals. Within companies actively engaged in organizational change in the pursuit of better results emotional intelligence has become the key hiring and promotional consideration.

Leading Companies "Mining" Workforcefor Emotional Intelligence!

Primal Leadership, Realizing The Power of Emotional Intelligenceby Daniel Goleman, Richard Boyatzis and Annie McKee


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An Experiential Journey

Current RealityCurrent Reality

Desired ResultsDesired Results

MBL

Rosetta StoneDecoder

Time Spaced Learning & Results

Actions


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The Penny Doubling JourneyMastering the MBL Lessons

1. $.012. $.023. $.044. $.085. $.166. $.327. $.648. $1.289. $2.5610. $5.1211. $10.2412. $20.4813. $40.9614. $81.9215. $163.84

16. $327.6817. $655.3618. $1,310.7219. $2,621.4420. $5,242.8821. $10,485.7622. $20,971.5223. $41,943.0424. $83,886.0825. $167,772.1626. $335,544.3227. $671,088.6428. $1,342,177.2829. $2,684,354.5630. $5,368,709.12

Time

Action

Developing new habits is like eating. You can’t eat a week’s worth of food in 1 day and expect to take it all in.

31. $10,737,418.24

We battle complacency by developing an ongoing sense of urgency to achieve our desired results.

We battle complacency by developing an ongoing sense of urgency to achieve our desired results.

Action-Results Positive(Negative) Energy Cycle


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Action

Action is the antidote to our ongoing battle with complacency. A continual sense of urgency is essential for us to move us through our existing fears and habits toward our desired results.

As we move forward we will face even greater challenges leading to even greater results. Our actions develop our leadership and emotional intelligence.

The ‘Penny Doubling’ Journey


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The SWL Journey IsA Leap of Faith

Status Quo

Current Reality Desired Results

The Journey…Gap of Dissatisfaction

Creates Motivation and Action

The Journey…Gap of Dissatisfaction

Creates Motivation and Action

Vision

… People don’t like it when you change because the ways they used to manipulate you stop working.


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A passionate image of the future state of the organization

A passionate image of the future state of the organization

Vision


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How

What

Walt Disney Corporation

Make people happy

Google Develop a perfect search engine

Nokia Connecting people and Very Human Technology

JetBlue JetBlue Airlines exists to provide superior service in every aspect of our customer’s air travel experience

Fed ExLeading the way

Provide the best service andlowest fares to the short haul, frequent-flying, point-to-point,non-interlining traveler

Southwest Airlines

The most successful premium manufacturer in the car industry

BMW

Whole Foods MarketWhole Foods, Whole People, Whole Planet

HitachiInspire the Next

InfosysGlobally respected corporation provides best-of-breed end-to-end business solutions, leveraging technology, delivered by best-in-class people

AppleBringing the best personal computing experience to students, educators, creative professionals and consumers around the world

Trust & EmotionTrust & Emotion Thinking Thinking

Why

The Stronger the “Why” the Easier the How and What

Coca-ColaRefresh the world and inspire moments of optimism and happiness

Zappos Delivering happiness to customers, employees and vendors


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Vision

VisionPersonal Fuel

VisionPersonal Fuel

VisionPersonal Fuel

VisionPersonal Fuel

VisionPersonal Fuel

VisionPersonal Fuel

New Habits

Aligned EmployeeEngine “Pistons”

Engine EfficiencyAlignment between personal and organizational Visions.

Engine EfficiencyAlignment between personal and organizational Visions.


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Resistance Crosswinds

Change

We have a very high tolerance for things we do not want.

We choose to change when we have suffered enough.

The Resistance to Change


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Complacency

MassiveInnovativeAction




FearFear

Fear

Fear


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Change activates two unconscious implicit memory neural pathways in our brain simultaneously: the old pathway and the new pathway. Because the “old one” is more dominant, unless new habits are being continually practiced, the old habits regain control when conscious awareness is lost.

Unconscious implicit memory retains our skills and habits without our being aware of it. Implicit memory dictates our skill sets and habits (i.e. playing tennis, basketball or a piano) even when we do not remember creating them. Those skills and habits form an “invisible” set of rules and a loop is created. Every time we practice the skills or the habits we further reinforce the strength of the rules and hence we are more likely to retain those habits and repeat them next time the opportunity presents itself. Creating a new habit means creating a new implicit memory.

Conscious explicit memory begins the process of developing lasting habits or default responses. As soon as conscious awareness fades, as it often does in the face of the demanding needs in business, old habits begin to reappear. New habit mastery as well as the intuition and wisdom of implicit memory comes from continual practice focused on actions and results. In business when a team needs to adjust to exterior changes, the team itself needs to change beginning with the individuals in that team.

New Habit Development – Practice, Practice, Practice


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Employees are passionate about their work and embrace changeUnderstand the need to connect with customersActions inspire customers to want to come back and buy againCustomers become raving fan advocates who tell their friends

Employees who are not engaged in their work, seeing it as just a jobThey fail to connect their salary and revenue to customer relationshipsLack enthusiasm failing to demonstrate passion and energyDo not provide a compelling reason for customers to ever buy again

Employees neither over nor under performCustomers may or may not come back and buy againIndifference is the reason 68% of current customers will notcome back or refer their network of friends to your company

Each Employee Must Behave Like AnEntrepreneurial Business Owner

Pro-Customer

Indifferent

Anti-Customer

Positive Referrals,

Promoters

Negative Referrals, Detractors

No Referrals

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Become fully engaged in the service you provide. The market will accept nothing less.


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Experiencing an Apple Retail Store is like taking a mini vacation to Disneyland. There is a party going on inside reflecting the organization’s resonant leadership and emotional intelligence. The Apple Store experience reflects the value they place on developing deep and authentic relationships with employees, customers, business partners and suppliers viewed as their primary go forward assets. Sure, Apple has great products and ‘Genius’ technical support but make no mistake; they are consciously focused on developing a tribe of evangelists to spread the word about the Apple experience within their social networks.

Next time you feel like a mini vacation or would simply like to experience the direction of organizational transformation visit an Apple Retail Store.

For every 1% improvement in the service climate there is a 2% improvement in revenue. An organization’s emotional climate accounts for 20-30% of business results.

Daniel Goleman, Ph.D. Primal Leadership

Example

Experience Emotional Intelligence in Action

Visited an Apple Retail Store Lately?

The World’s First Trillion Dollar Company


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The Disney Experience More Than Just A Theme Park

A Disney employee’s emotional intelligence and the authenticity of the service they provide is their gift to park guests. Disney has developed an organizational culture that inspires staff to keep their walls down. As a result, guests lower their walls as well and the resonant energy this creates vibrates throughout the park.

Example

Millions of people gladly spend billions each year for the Disney experience

Millions of people gladly spend billions each year for the Disney experience


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Your Evangelists

PartnersPartners

SuppliersSuppliersEmployeesEmployees

ClientsClientsYour Primary Assets

Authentic leadership is a necessity in the 21st CenturyBill George, Harvard University

Social media has given the marketplace a credible megaphone. Your primary assets can Tweet and Facebook millions with missionary zeal.


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FacebookCompany and personal brands now travel at the speed of light

700+ Million Members


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Brain PlasticityNeurogenesis

10,000 New StemCells Each Day

Mastery

Vision

Practice is essential for behavioral change

Embracing Change


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Brain Plasticity

… Our subconscious mind never sleeps and is constantly busy making new connections to help us achieve our clear, passionate Visions.


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The Sunday Night ‘Blues’Energy Vampires Are Sabotaging Your Company’s Results

Employees can readily identify the energy vampires within their organizations.Many managers don't know what to do with them. This allows them to breed andfester. Rarely do they realize how much these victims are costing their company bysabotaging morale, performance, productivity, and customer service. They aresucking the positive energy and life out of the organization, one negative remark oraction at a time.

An Example: Bullying …


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The bullying that occurs in schools and organizations is caused by individuals seeking to create chaotic negative energy environments. Students and company employees can readily identify the bullies in their schools and organizations. They affect morale, employee engagement and customer service. Within corporations research has shown employee and customer disengagement is a huge problem.

During the school and work week our "walls" go up as we attempt to defend ourselves against the bullies that seek to attack us. On weekends and during vacations our walls begin to come down as we begin to relax. The development of emotional intelligence and authentic leadership within our schools and organizations will eliminate bullying activities.

Bullying


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Time

4 Years Old

Passion (E=MC²)& Awareness

Focus on providing passionate service and gifts to others withlittle expectation of return.

Initial Habits, Attitudes, Beliefs and Perceptions50%


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Time

7 Year Old


Focus, passion and expectations are changing.

Initial Habits, Attitudes and Beliefs60%

Ego

Walls/Beliefs FiltersWalls/Beliefs Filters


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Time

13 Year Old


More self-focused, less desire to serve others. Chaos increasing as awareness is reduced.

Initial Habits, Attitudes and Beliefs80%

Ego

Walls/Beliefs FiltersWalls/Beliefs Filters


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Criticism and fear always accompanies individual and organizational change. The very nature of leadership is that you are not doing what has been done before. If you were you would not be leading. Once you choose to lead you will be under huge internal and external pressure to reconsider. To compromise, to dumb it down or give up. That’s the world’s job. To get you to be quiet and follow. The status quo is the status quo for a reason.

Once you make the decision to lead the positive results never end.

Give Yourself and Your CompanyThe Gift of Leadership

Leadership is not a position it’s a choice.

… People don’t like it when you change because the ways they used to manipulate you stop working.


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Master of Business Leadership ~ Introduction

Education

Transcript of Master of Business Leadership ~ Introduction