The Power of Being 'All In': Cultivating Connection and Collaboration in the Workplace

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hosts. Thank you for choosing W FOURCY

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Radio. What's Working on Purpose?
Anyway? Each week we ponder the answer

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to this question. People ache for
meaning and purpose at work, to contribute

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their talents passionately and know their lives
really matter. They crave being part of

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an organization that inspires them and helps
them grow into realizing their highest potential.

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Business can be such a force for
good in the world, elevating humanity.

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In our program, we provide guidance
and inspiration to help usher in this world

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we all want Working on Purpose.
Now, here's your host, Doctor Elise

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Cortez. Welcome back to a Working
on Purpose program. Thanks for tuning in

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this week. Great to have you. This show has been brought to you

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with passion and pride since February of
twenty fifteen. I'm your host, doctor

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Elis Cortez, joining you LII from
Dallas home base. For me, if

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we have not met before and you
don't know me, I'm an organizational psychologist

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and logo therapist, speaker and author. My team and I at Gusto Now

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help companies to enliven and fortify their
operations by articulating their purpose and building inspirational

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leaders and cultures activated by meeting and
purpose to turn those companies from a flatline

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EKG to a vibrant destination workplace.
There people are intrinsically motivated to perform their

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best, can grow to their full
potential, and are committed to stay and

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we can liver on the company's mission. You can learn more about us and

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how we can work together at gustodashnow
dot com or my personal site at least

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Cortes dot com. Now getting into
today's program we have with us Lisa Dannels.

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She's the founder and executive director of
Human Edge. A senior executive,

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talent and leadership consultant and coach,
she focuses on developing my mind full and

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purpose driven leaders unlocking their full leadership
potential. She is the author of The

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Human Advantage, Mastering the Art of
Being All In, which we'll be talking

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about in today's conversation. She joined
us today from Basel, Switzerland. Lisa

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A hearty welcome to working on Purpose. Great, Thank you, Elise,

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so nice to nice, so nice
to be with you today. Absolutely,

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and as we said before we got
on, I just want to show this

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beautiful book that you created, The
Human Advantage. It's really beautiful work,

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Lisa. I don't know if you
know this, but my practice nine years

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solcial in the show as I read
my guest books cover to cover and I

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take about twenty five pages of typewritten
notes. So I learned a lot from

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your book. Thank you great.
Then you probably learned a lot about me

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as well. I surely did,
which is where I want to start.

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I want to start with this whole
notion. You know, to write a

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book, as we talked about before
you came on air, takes so much

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and you've got to be really into
the subject. So why do you so

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care about this notion of being all
in? Yeah? So for me,

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it's to me, it's more it's
the reason it's so important to me is

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it starts with the Probably the original
germination of the book was this sense of

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personal power, is that we want
to be the best leaders we can.

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Then we also have to be very
self assured. And through my work with

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leaders, one of the things I
see is I hear that there's been this

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transition that has happened, and I
think my generation has kind of set the

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pathway for it, which is this
notion of shared leadership. And when I

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work with the leaders and they say, yes, I want to share power.

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I want people to bring ideas and
innovation. And then what I hear

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the leader saying is but I don't
get anything back. And then you have

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to ask yourself, well, why
are you not getting anything back? And

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it's because leaders need to know how
to set up this space for people to

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get things back and encourage other people
to be in their personal power. One

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of the things that really struck me
when I was doing the research on the

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book was really about Keegan's development model, and one of the things you see

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in there is that most of the
population stays in socialized mind. They stay

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in a place where they want to
be told what to do, They want

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to follow the kind of follow the
ducklings of society. So to break out

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and to really be all in requires
not just the write environment and our businesses,

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but it requires us as human,
each one of us, whether you're

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a leader or an individual contributor,
requires us to step into our personal power.

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So that's why they all in is
so important to me, because we

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have to believe we have the ability
to shape our own destiny. And that's

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super important to me. Very powerful
opening, Lisa, Thank you for that.

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And you know what's beautiful about this? First, let me ask you

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this, what generation do you identify
yourself with? I'm a generation X.

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Your next look, so am I'm
at the very end of the X.

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Okay, So what I what I
want to encourage our listeners and viewers is

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they just heard what you just said. Is I do think that this our

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education system teaches us to follow the
rules and you know, fall into line.

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So what we're asking you to do, encouraging you to do in this

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conversation is to step into your own
power, step beyond those limitations and scripts

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that you have been so handily given
over the years, well intentioned, but

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really aren't actually serving you as well
as they could. So I want to

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start with that now and against the
backdrop of that too, Lisa, I

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think one of the things that I
really appreciated about your book too is you

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do situate some of the newer ways
of leading that are emerging. But before

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we get into that, I think
your police acronym is incredibly powerful to situate

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just where we've come from. So
can you cover what's the police acronym that

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describes the old ways of leading?
Yeah, so this has to do with

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it stands for it's police. But
it's really about leaders being very structured and

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setting things up so that they're watching
what people do. So it's really about

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ensuring that people have a very structured
approach. But in a way, it's

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what you're saying is I don't really
trust the fact that you can do the

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job on your own. That's really
the essence of it. So me,

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as a manager, I need to
make sure you're doing everything. You're following

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the expectations that we had. So
it takes a lot of energy to do

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that as a manager because there has
to be follow up, there has to

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be mechanisms in place, and it's
assuming that the individual contributor or the expert

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that you're working with is not really
autonomous and that will challenge with it.

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And that's that form of leadership is
really disappearing because if you look at the

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workplace, you see people there's so
much incredible experts these days, right they

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can they believe that they can focus
in on themselves and they don't want to

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be managed. They want to find
the creativity and get out of this,

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you know, more bureaucratic way of
working. And for listeners and viewers,

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let me just let me just share
with you what does the acronyms stand for?

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So police stands for planning, organizing, leading, implementing, controlling,

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and evaluating. Definitely sounds like things
that suck the soul out of a human

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being to me. And at the
time period when this type of leadership was

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required, it meant that there were
a lot of people underneath who weren't skilled

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and that's why it worked in the
past. But it doesn't really work today.

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And I think that's an important thing
because sometimes what we needed in the

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past was actually helpful to get us
to this moment in time. I really

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appreciate that, Lisa, we are
always building on where we came from.

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So what I want to also say
in what you said so eloquently is that

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we're not bashing per se what we've
done in the past. It's just that

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we want to learn from that,
and we want to unlearn the things that

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no longer serve us and replacing with
things that do. And this is what

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you're talking about in your book.
I think does a beautiful job of replacing

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things that do. Yeah, and
to kind of build off that. What

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the shifts were that drove the book, because I think that's an important element,

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is some of the shifts that drove
it was this sense of we have

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more experts. Right. The other
thing that drove it had to do with

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there's so much information coming at us
every day, right, me can't as

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leaders, we can't keep up.
We're watching around sixty and full full length

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movies every single day, seventy four
gigabytes of information we're processing. It's overwhelming.

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We can't do it anymore with the
way our left brain, the way

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we've been trained in our educational system. And then the third was the third

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real shift that I see is this
one around empathy is the new currency.

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Yeah. The people want to come
to work and they want to be cared

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for, and I don't mean cared
for in terms of coddled, I mean

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cared for as a human being.
When I walk through the door, I

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want to bring my whole self.
And that's required to be all in is

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to be able to bring your whole
self in that sense of belonging. Oh,

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this is all my language, Lisa, So just so you know,

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it happens on occasion. When I
have guests on from around the world.

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There are times when I show up
on their doorsteps. So here a little

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gentle knock gets me coming to see
you when I pass through Switzerland. Okay,

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we are always welcome. Okay,
well, then let's do this before

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our listeners and viewers. One of
the things I really appreciate about a well

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written book like yours is that you've
got just nicely packaged concepts, and so

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you're all in. Concept is I
think comprised of three things, Yes,

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and you share those with us,
really absolutely so. The first one is

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this notion I already tart started to
tee up, which is connecting to self.

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Right, you really need to know
who you are as a human being,

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what you value, what's important,
what your blueprint is, I like

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to call it, your destiny,
is your blueprint, or what you're meant

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to your unique gifts to give back
to society. All of those things you

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need to be really rooted in.
And that also has to do with your

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mental mastery. How do you manage
your mind and how do you manage your

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emotions? Because if you don't have
that under control, that self mastery concept,

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it's very difficult to really unlock your
potential. So that's kind of pillar

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one. I would call it.
Pillar two is this notion of authentic connection.

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We have to really be able to
connect with people in a way that

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is meaningful and is authentic. So
that's the second pillar. And the third

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pillar is actually the one that's the
most fun. And this one is creating

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the space for people to co create
andacilitate, and we call it facilitation power,

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that ability to create that space.
So I can bring a brick to

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something rather than a cathedral. Right, this concept, I'm not bringing the

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whole idea, and a lot of
the times in the workplace we believe we

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have to bring the whole idea.
But if I bring the cathedral, what

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can I change? What could other
people change? Maybe the color of the

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windows, maybe the door. Right, But when we build something together in

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that facilitation, that co creative space. We don't know what we're going to

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build and that's the magic. So
those three things that really really say we're

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all in beautiful love it. And
the other thing that I also really appreciate

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that you talk about in your book
and I certainly do and when I'm out

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speaking in mind is this notion that
in order to take that first pillar forward

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really you know, having master of
ourselves, is we need the courage to

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really be ourselves. And that takes
you call them six leaps of faith.

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Yes, and let's talk about those
really quick. Yeah, So the six

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leaps of courage. One is really
this sense of you know, really being

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yourself, you know, dare to
be yourself. One of the first one

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that I have is about this notion
around judgment. And this one, I

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think is probably the hardest one that
us as human beings face, because this

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notion of judgment is we need we
judge ourselves harshly, really harshly. And

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the more people I talk to,
the more I hear we're really hard on

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ourselves. And we have an assessment
that's paired with this with this book,

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and one of the ones, the
lowest score we see is self compassion.

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Yeah, this is the one that
is really really low. The other one

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is we have to be able to
go to what I would call the darker.

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We have to go to the masks
that we wear. All of us

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wear masks. We brought these masks
into our lives where they were created and

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during childhood as coping mechanisms, so
we all have them. It's it's part

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of the journey. And as part
of that journey, we also have to

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be willing to take them off because
they were called mechanisms from childhood, but

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we no longer need them anymore.
So that's a that's another area, and

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we have to be willing another.
Another part of the leaps of the courage

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to be yourself is be willing to
look at the stuff that's difficult. You

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be willing to unmask yourself and go
into those places. One of the other

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ones is dare to care. You
know, if you want to, if

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you want to, if you want
to connect authentically with people, and you

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want to do what you love in
your life, you have to care about

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what you do. And I give
this example in the book where I was

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watching. While I was writing the
book, I was watching the what is

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it. It's Short Tank. And
one of the elements of short Tank was

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there was this incredible product about renewable
logs or something, and I was fascinated

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by why because I don't usually watch
this stuff living in Europe, but my

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mom likes to watch it, so
I watch it with her. And one

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of the things that one of the
things that came up was one of the

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guys said I'm out and even though
from a business sense, the idea made

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absolute sense, and he go to
that, I just don't care about it.

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And I'll ask you WHOA like because
he said, it's not something that

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is part of me. So that's
another one that's really important. And then

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the last one is around you have
to be uncomfortable. You have to be

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willing to grow and be uncomfortable.
And a lot of the times we don't

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want to be uncomfortable. We have
a hard time with that. And if

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you're going to grow, I always
use that. I use this eighty twenty

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rule in the book, and it's
like eighty percent be in your comfort zone,

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twenty percent just keep driving outside your
comfort zone so that you can you

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can continue to evolve and to grow
into yourself. Because we're always, and

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I always believe we never really arrive, we're always in the process of becoming.

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I completely agree with that, and
I appreciate too how you really use

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You put forth the notion that we
need to use our head, heart in

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our gut as we go through this
process. And so one of the other

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things that I found wildly fascinating,
Lisa was in your head chapter, You've

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got some statistics around the dark side
of our mind, and I'll just share

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them with you and then if you
could comment on them, you say,

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depending on the source, scientists believe
that human beings have between fifty thousand and

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eighty thousand thoughts per day. To
say we have a lot of negatives rolling

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around in our heads would be a
gross understatement. Eighty percent of our thoughts

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are negative and ninety five percent are
repetitive. Holy cow, it's really crazy,

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right, And this is why I
said in the beginning and the personal

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power we have to get a hold
of our mind. And when you're doing

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a lot of executive coaching and you're
catching people on their language and you're asking

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them, well, when you have
that thought, how do you feel most

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of them are really unaware? Yeah, So this sense of self awareness.

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I mean one of the things,
like Tasha Yorick's book on Insights just blows

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me away that only fifteen to twenty
percent of the population is actually self aware.

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So she's like, if we can
just get it to thirty percent,

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we live in a unicorn world.
So it's really no, it's really I

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mean, you think about it,
and it's not that big of a percentage,

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but if we can double it,
so we need to bring this self

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full awareness. It's one of the
things I really draw out in the book.

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And if people ask me, like, what's the biggest one of the

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biggest concepts, I would say,
start focusing on your self awareness. Okay,

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can I touch upon a little bit
about the head, heart, and

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gut because as I as the as
I've been, you know, as you

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get deeper into your own book,
you know, more ideas and thoughts and

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things crystallize for you. So the
one thing that really came across with the

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head, heart and gut was this
sense of when we can use all three

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in a situation, we have greater
capacity. So let me explain that a

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little bit for the audience. So
if I just use my head, that

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logical thinking, the critical thinking,
it's all fantastic, right, but it

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limits me because it's much more left
brain focused. But then if I have

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a tricky emotional situation at work or
at home right and I don't bring the

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heart in, I really can't get
myself. I can't navigate the situation in

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a healthy way. So if I
can bring heart in, which is also

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the seed of who we are,
right, if you go into a room

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and you ask people to point to
themselves, you know, almost everyone points

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to their heart and you ask why, and they say, because it's the

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seed of who I am. Right, And then if you can bring the

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intuition in in that same moment,
then it just explodes out because you're tapping

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into what I call the infinite intelligence. So I can access any solution in

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that moment. So if I have
all three of those three of those qualities

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or energies if you want to call
them that, then I have greater capacity

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as a human being not only to
help do my work, but also live

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my purpose. I mean, these
are important concepts that if people can do.

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And what I saw when I work
with leaders, I see leaders popping.

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They're bouncing back and forth between head
and heart and gout. They use

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but it's not so it's not so
acceptable. Like people who I know use

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it and who are really good at
will then hide it, but then they'll

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bring it in. But the research
actually showed that the top leaders use it

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all the time. I really appreciate
you bringing that forth to a much fuller

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distinctions. People understand what you were
getting out in your books, so beautiful.

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Let's let them think about that as
we take our first break. I'm

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your host, Doctor Elise Cortez.
We don't hear with Lisa Dannels, who's

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the author of The Human Advantage Master
in the Art of Being All In.

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We've been talking a bit about why
this book is important. So is self

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awareness among the pillars. We just
covered the head piece. After the break,

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we're going to get into the heart
piece. Say what this will be

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right back. Doctor Elise Cortez is
a management consultant specializing in meaning and purpose.

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An inspirational speaker and author. She
helps companies visioneer for a greater purpose

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among stakeholders and develop purpose inspired leadership
and meaning infused cultures that elevate fulfillment,

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performance, and commitment within the workforce. To learn more or to invite Elise

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to speak to your organization. Please
visit her at elisecortes dot com. Let's

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talk about how to get your employees
working on purpose. This is working on

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Purpose with doctor Elise Cortes. To
reach our program today or to open a

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00:18:14.160 --> 00:18:19.400
conversation with Elise, send an email
to a lease A lisee at elisecortes dot

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00:18:19.440 --> 00:18:29.720
com. Now back to working on
purpose. Thanks for staying with us,

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00:18:29.759 --> 00:18:32.799
and welcome back to working on Purpose. I'm your host, doctor Elise Cortes,

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as I too, am dedicated to
helping create a world where people realize

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their potential at work and I led
by inspirational leaders that help them find their

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greatness. And we do business at
Betters in the world. I keep researching

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writing my own books. So my
last book came out in March of twenty

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twenty three. It's called The Great
Revitalization. How activating meaning and purpose can

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radically and liven your business. What
I put forth in there is really what

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Part one is to help you understand
just what is this new world we found

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ourselves and what do people want to
need from their work? And the second

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part is twenty two best partices to
help incorporate into your culture, to create

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that space for them. You can
find it at a lescortest dot com or

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00:19:04.640 --> 00:19:08.839
on Amazon if you are just joining
me. My guest is Lisa Dannels.

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She is the founder and the executive
director of Human Edge. A senior executive

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talent and leadership consultant and coach,
she focuses on developing mindful and purpose driven

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leaders unlocking their full leadership potential.
So one of the things that I really

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get excited about as a podcast geek
and as a researcher is when people use

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such compelling language. Lisa, So
I have to read this one sentence that

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just knocked me back as we kick
off the head part. But you say

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the head is our intryway into existence
and our souls the doorway to our humanity.

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That is breathtaking, the beautiful thank
you, You're welcome. So the

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other thing about that particular chapter that
also really blew me back. And keep

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in mind that this show, nine
years in the running, is curated,

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and what I mean by that is
that generally, when I pull up the

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things I want to talk about from
your book, there are things that are

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different or new or from a different
angle that we haven't covered before. Okay,

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So that's why what you've seen that
I put forth in front of you

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is why I chose what I did. So one of the things that you

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do that I think is quite fascinating
is you talk about the energy produced by

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emotions and this whole notion of how
these events studied and the energy, the

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electromagnetic energy that the organs of the
human body can create and generate. Can

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you say a little bit more about
that. Yeah, it's really fascinating because

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we're in our societies, we're so
we're so big on the head, right,

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and the head really takes us through
life. And I remember, many

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many years ago, I was really
lucky when I was working at when I

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was working at Fwiser, I got
to go to this leadership conference out in

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California and I got introduced to this
company called heart Math where they're a nonprofit

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and the guy was sitting there and
sharing with me the electromagnetic is ten times

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the heart is ten times stronger than
the head, and it just blew me

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away. And I remember sitting in
the in the room just going, yeah,

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I know this intuitively, but now
there's now there's like research and evidence

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that's behind it. Because as someone
who's been as someone who's doing this work

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for a long time. One of
the things I always say to people is

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that if you really want to play
with the energy that we have, right,

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walk down the street with your heart
open, smiling. Right. You

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can get people ten feet away from
you to start to smile because the heart,

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this magnetic feel is so wide.
You know, why do we why

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do we have this saying it's you
get more with honey than with vinegar.

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Right, There's a reason for it, because the heart is what connects us

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on a fundamentally human level, you
know. I mean one of the things

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that was really you know, delightful
and enjoyable when I was writing the book

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was the sense of you know,
why is it? Why do we need

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this sense of belonging? Why in
our dna do we have this need to

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be heart of something bigger than ourselves? And we need people to do it

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with right, because we can be
brilliant. I mean, Einstein was brilliant,

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but if he had no one to
talk to or no one to collaborate

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with, his work wouldn't have been
as meaningful or as vibrant. Yeah,

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And I think this is what I
think is really beautiful, that the heart

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allows us to bring the essence of
who we are forward mm hmm and well

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and so many of us and can
of just say one thing because I think

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so many of us, especially the
earlier generations that are listening. I saw

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a statistic that really scared me because
the earlier generations are afraid of love,

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not willing to put themselves out there
to have a deep, personal, meaningful

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relationship. You know, they're they're
very attached to their phones. And I

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read somewhere else like if a mother
text messages her daughter, right, it

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has an impact. But if she
leaves a message by audio that the chances

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of her being depressed are much go
down and that she is much happier when

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she just hears the human voice.
It's incredibly powerful. I think it would

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be really interesting at some point,
I'm sure this exists that to actually showcase

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the regions of the world where they
are on their emotional spectrum. So I

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had the chance when I lived in
Spain and Brazil in my mid twenties,

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and those experiences Lisa blasted my mind
wide open and my heart wide open.

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So it taught me about relationship.
Everybody in the street was kissing. I'm

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like, oh, people do public
displays of affection here. This is so

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cool, what a place. And
then when I moved to Rio de Janeiro,

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they taught me how to communicate,
and they taught me that you really

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can't communicate unless you put your hand
on somebody. My first one of my

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first understandings when I got to Brazil
of how different their emotional connection to themselves

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was. We were out, my
then boyfriend and I were out at a

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restaurant. There was a group of
about fifteen twenty men this restaurant, all

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of this big long table, and
I was fixated that on the corner of

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the table there was one man who
was like sobbing and I'd never seen a

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man sobbing before, and I was
just I went up with By that time,

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you know, I spoke French and
Spanish, I could work in my

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Portuguese, and so how I asked
the other guy at the other end of

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the table, what's happening with the
guy down there? And he goes,

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oh, juau, oh his team
lost his soccer. I was like,

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oh, yeah, wow, you
know, and so it just really and

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that's why my company is Gusto now, because Gusto means something similar in all

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the languages that I speak, and
it speaks to what I'm trying to get

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to is really helping people get connected
again to their emotions and their heart,

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because we've lost that capacity, especially
in these countries like the United States that

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honor so much the logical heart or
head realm. Yes, I completely agree,

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and me being in a Germanic dramatic
country as well, you see that.

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You see that the further north you
go in Europe, the more heady

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you get versus allowing people to bring
in the heart. But I will tell

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you something which I think is really
important is people will say to me,

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well, how do you get people
to connect? Right? And I always

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say, you know, part of
it is being a heart whisperer, right,

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is creating a phrase to do it. So one of the things we

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created I created because I was working
with a team that was having difficulty and

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I created these connect cards right.
And these cards have three different levels.

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So the first level is more fun, get to know, second level is

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more revealing, and the third level
is really deep revealing. So what people

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said to me, it's like going
through a swimming pool, like from the

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shallow end to the deep end.
And one of the things I found really

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fascinating is people who were uncomfortable with
their own emotions, where like this worked

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really well because I didn't feel put
on the spot. Yes, yes,

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that's so great, Lis. I
love that you created that tool. That's

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fantastic. I'm very happy and enthusiastic
to learn more about that. That's fantastic.

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Now. The other thing related to
this that I think is fascinating as

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a logo therapist. So as a
logo therapist, we're healing through meaning,

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and we understand too that meaning is
registered in the limbic brain, where near

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where memories and emotions are also registered. So I love what you talk about

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in your book. You say our
feelings are part of how we code our

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experience, and the stronger the emotion, the stronger we the experience and the

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memory of it, which completely relates
to what I do, so absolutely,

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and that's why. That's why Also
negative experiences that we have yeah or harder

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to are harder to process, right
because they leave such a sting in our

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in our beingness that it's hard to
and we don't And because where it's uncomfortable

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to process them, and it's uncomfortable
for people to hear us processing them.

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That it's sometimes they don't really get
work through. And I think that's why

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females and female friends are so important
because I always have this joke between me

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and my husband, right because he'll
see a friend, a male friend,

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and I'll say, did you ask
about the grandchildren? Did you ask about

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his wife is doing? And He's
like no, And I was like,

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00:27:10.039 --> 00:27:12.920
well why not? And then when
I was there and I asked, oh,

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look at my grandson, look at
you know, and completely different energy.

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So us as females, I think
we're actually our female friends have taught

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us, you know, how to
do that. I mean both of us

404
00:27:25.119 --> 00:27:27.319
are from the same generation, Elisa, And when I was a kid,

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like I wasn't on any device.
I was just talking to somebody. Yeah

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00:27:32.839 --> 00:27:37.079
me too, Yeah me too.
It's just you know, and one of

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my big things, back to what
we were saying before about building what became

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00:27:40.079 --> 00:27:44.759
for us, I'm a big,
huge fan and how the genders are socialized

409
00:27:44.759 --> 00:27:48.039
to learn from each other. Right, we can learn from men and men

410
00:27:48.079 --> 00:27:51.839
can learn from women, et cetera. So I just I love just put

411
00:27:51.839 --> 00:27:53.920
that out there. It's just and
I know you're on that same boat,

412
00:27:55.039 --> 00:27:57.400
but important to be able to say, for this, for this conversation too.

413
00:28:00.119 --> 00:28:03.440
One of the challenges is that men
don't have the role models about being

414
00:28:03.559 --> 00:28:08.680
open that unless they really did grow
up in a culture like you explored before

415
00:28:08.920 --> 00:28:14.240
Brazil or Spain. You know,
they're not used to expressing their emotions maybe

416
00:28:14.279 --> 00:28:18.319
behind closed doors, but not in
an office space, that's for sure.

417
00:28:18.759 --> 00:28:22.119
Mm hmm. Well, and that's
part of my work too, is helping

418
00:28:22.559 --> 00:28:25.599
men to heal and because so they
can actually embrace. I mean, they

419
00:28:25.599 --> 00:28:29.920
have been given these horrible, atrocious
messages about stuffing their emotions and being a

420
00:28:29.920 --> 00:28:32.480
man and don't cry, so you
know, I mean, all these horrible

421
00:28:32.519 --> 00:28:36.599
things that remove their humanity. So
definitely, part of my work has also

422
00:28:36.640 --> 00:28:40.759
been to help men heal and embrace
their emotional spectrum so they can be,

423
00:28:41.079 --> 00:28:45.359
you know, a fuller complement of
their person that is just available to more

424
00:28:45.440 --> 00:28:48.880
of leadership. Love everything else so
far, And can I pick up a

425
00:28:48.920 --> 00:28:51.559
word you use, which I think
is so important as you use the word

426
00:28:51.599 --> 00:28:56.480
spectrum, right, and when we
cut off our emotions, our emotional spectrum

427
00:28:56.480 --> 00:28:59.799
gets very narrow right, right.
And I love that word you use because

428
00:28:59.839 --> 00:29:03.119
it's something I play with because I
say to people, you know you cannot

429
00:29:03.440 --> 00:29:08.279
here. You cannot feel bliss if
you cannot feel shame or sadness. Right,

430
00:29:08.640 --> 00:29:11.519
Right? Do we need to be
able to feel the whole spectrum of

431
00:29:11.559 --> 00:29:18.279
emotion as we as we emotionally develop
and get comfortable with every emotion. Right,

432
00:29:18.519 --> 00:29:19.720
And Nina, let me just say
this, listeners and viewers, I

433
00:29:19.799 --> 00:29:23.519
have been a member of the Walking
Dead. I understand what that is because

434
00:29:23.559 --> 00:29:27.079
I had cut off my emotions to
such a small spectrum. So that's part

435
00:29:27.079 --> 00:29:30.160
of the reason that I do the
work that I do is because I've been

436
00:29:30.200 --> 00:29:33.640
in that trench. I know what
that feels like. And so there's no

437
00:29:33.759 --> 00:29:37.839
judgment here whatsoever. This is about
really wanting to reach across and help.

438
00:29:37.119 --> 00:29:40.799
And I know you were in the
same boat there, Lisa. No,

439
00:29:41.000 --> 00:29:44.839
And I'll tell you a funny story
about this. So I came across the

440
00:29:44.960 --> 00:29:48.720
Non Violent Communication book, which I
love, and as I started using the

441
00:29:48.759 --> 00:29:52.759
work, I realized I didn't have
the emotional vocabulary. So I literally would

442
00:29:52.799 --> 00:29:56.599
carry the index cards around me with
what the needs were and what the emotions

443
00:29:56.599 --> 00:30:00.720
were because it was the only way
I can learn to build that vocabulary.

444
00:30:00.920 --> 00:30:04.440
So I want the listeners to know
it's hard work. We don't do it

445
00:30:04.480 --> 00:30:08.359
overnight. We have to. It
takes it takes a good six months to

446
00:30:08.440 --> 00:30:12.759
twelve months to really with dedicated intention
to build that emotional vocabulary. But I

447
00:30:12.839 --> 00:30:18.720
promise you it's worth the investment.
I completely agree, completely agree. Okay,

448
00:30:18.720 --> 00:30:22.759
So let's just surface the notion of
the gut here, and so as

449
00:30:22.759 --> 00:30:25.160
you say in your in your in
your book, you say, in simple

450
00:30:25.240 --> 00:30:30.160
terms, the gut or intuition is
our highest form of intelligence and symbolizes the

451
00:30:30.279 --> 00:30:34.079
root of deep and powerful insight.
It's adaptable to whatever interpretation fits your belief

452
00:30:34.079 --> 00:30:37.839
system and world view. The gut
serves as a guidance system for the soul.

453
00:30:38.240 --> 00:30:41.160
You know, that's just speaks my
love language, right, Lisa,

454
00:30:41.240 --> 00:30:44.599
You know that, Yes, yes, let us speak in your love language.

455
00:30:44.720 --> 00:30:48.000
And it's you know, it's one
of my most powerful forces for myself.

456
00:30:48.039 --> 00:30:49.839
So when I was a kid and
I was upset, I used to

457
00:30:49.880 --> 00:30:53.640
go for a walk by myself,
and I would allow my intuition to kind

458
00:30:53.680 --> 00:30:57.039
of just get me out of my
mess, my emotional mess, so to

459
00:30:57.039 --> 00:31:00.960
speak. Because I didn't have I
didn't have parents who taught me how to

460
00:31:00.039 --> 00:31:03.880
work through my emotion. So I
had to do it intuitively. So for

461
00:31:04.039 --> 00:31:07.039
me, and when growing up,
I had people in high school said,

462
00:31:07.079 --> 00:31:11.519
oh, you need to listen to
her because she's whatever she says is right,

463
00:31:11.599 --> 00:31:14.599
and I realized, you is.
I never cut myself off from my

464
00:31:14.640 --> 00:31:18.200
intuition like a lot of people do
in their teenage years. I kept it

465
00:31:18.240 --> 00:31:21.440
with me. So it is the
highest form of intelligence. And let me

466
00:31:21.519 --> 00:31:23.720
unpack that for the audience with that. Why I say that, I say

467
00:31:23.720 --> 00:31:27.759
that because when you're really connected to
your gut, you're connected into what I

468
00:31:27.799 --> 00:31:32.759
call the infinite intelligence, the infinite
wisdom. Whatever you want to use,

469
00:31:32.759 --> 00:31:34.359
if you want to say God,
it doesn't make a difference to me because

470
00:31:34.400 --> 00:31:38.319
it's your language, it's what you
believe in. But there is some intelligence

471
00:31:38.359 --> 00:31:41.680
in the universe in which we operate, and we have the ability to tap

472
00:31:41.720 --> 00:31:47.880
into that and that is and through
that tapping in we can get downloads.

473
00:31:47.960 --> 00:31:52.480
That's one. That's one form of
intuition. We have the ability the lefts

474
00:31:52.480 --> 00:31:56.599
the right side of the brain can
process forty million pieces of information per second.

475
00:31:56.920 --> 00:32:00.359
So anything you've ever been exposed to
in your life, you can your

476
00:32:00.839 --> 00:32:05.640
brain. You're that conscious, that
subconscious will start to attach it together.

477
00:32:05.880 --> 00:32:08.400
And then put things combinations that you
never thought. And then we also have

478
00:32:08.519 --> 00:32:13.960
this other sense which is around,
Oh, if I'm in danger, I

479
00:32:14.039 --> 00:32:17.200
know what it is. You sense
danger before it happens. So there are

480
00:32:17.200 --> 00:32:21.799
a lot of people who didn't get
on a plane for nine to eleven or

481
00:32:21.839 --> 00:32:25.640
didn't go to work. Oh my
gosh, so powerful. I want I

482
00:32:25.640 --> 00:32:29.000
want to talk more about that.
But let's grab our last break here.

483
00:32:29.119 --> 00:32:30.960
I'm your host, doctor Relea's Cortez. We've been on the air with Lisa

484
00:32:31.039 --> 00:32:35.400
Dannells, who is the author of
The Human Advantage, Mastering the Art of

485
00:32:35.440 --> 00:32:39.160
Being All In. We've been talking
now also in this last segment about the

486
00:32:39.200 --> 00:32:43.519
heart and gut aspects of ourselves.
After the break, we're going to continue

487
00:32:43.559 --> 00:32:45.359
more on the on the gut piece
of ourselves. Stay with this will be

488
00:32:45.440 --> 00:33:06.119
right back. Doctor Elise Cortes is
a management consultant specializing in meaning and purpose.

489
00:33:06.240 --> 00:33:10.079
An inspirational speaker and author, she
helps companies visioneer for greater purpose among

490
00:33:10.160 --> 00:33:16.200
stakeholders and develop purpose inspired leadership and
meaning infused cultures that elevate fulfillment, performance,

491
00:33:16.240 --> 00:33:20.920
and commitment within the workforce. To
learn more or to invite a lease

492
00:33:21.000 --> 00:33:24.680
to speak to your organization. Please
visit her at elisecortes dot com. Let's

493
00:33:24.720 --> 00:33:35.000
talk about how to get your employees
working on purpose. This is working on

494
00:33:35.079 --> 00:33:38.400
Purpose with doctor Elise Cortes. To
reach our program today or to open a

495
00:33:38.440 --> 00:33:45.400
conversation with Elise, send an email
to Elise A. L Se at elisecortes

496
00:33:45.440 --> 00:33:53.680
dot com. Now back to working
on Purpose. Thanks for stating with us,

497
00:33:53.720 --> 00:33:57.200
and welcome back to working on Purpose. I'm your host, doctor Elise

498
00:33:57.240 --> 00:34:00.200
Cortes. As I mentioned in the
last break about my latest book coming out,

499
00:34:00.200 --> 00:34:02.000
The Great Revitalization, what I did
for you is I created a three

500
00:34:02.000 --> 00:34:06.000
page assessment that you can use to
be able to assess the extent to which

501
00:34:06.000 --> 00:34:08.519
your current culture operations are actually meeting
that standard. You can find it at

502
00:34:08.519 --> 00:34:13.920
gustodeshnow dot com if you are just
joining us. My guest is Lisa Dannel's.

503
00:34:13.960 --> 00:34:16.239
She's the founder and the executive director
of Human Edge, and she's a

504
00:34:16.280 --> 00:34:21.880
senior executive talent and leadership consultant and
coach. She focuses on developing mindful and

505
00:34:21.880 --> 00:34:25.360
purpose driven leaders unlocking their full leadership
potential. So what I wanted to get

506
00:34:25.400 --> 00:34:29.159
into just a little bit further here
before we go on to the next thing

507
00:34:29.239 --> 00:34:30.880
is I wanted to make sure that
I was mapping over. You mentioned a

508
00:34:30.920 --> 00:34:37.079
bit more about intuition and got intelligence
before we broke, and I wanted to

509
00:34:37.079 --> 00:34:39.039
make sure that what you were sharing
was what I picked up from your book

510
00:34:39.400 --> 00:34:45.480
at the three types of human intuition
that the Heart Math Institute mentions and that's

511
00:34:45.239 --> 00:34:49.760
okay, implicit knowledge, okay,
vibrational and interconnectedness, Okay, great.

512
00:34:50.119 --> 00:34:53.159
I just I like to be able
to make sure that our in my episodes

513
00:34:53.159 --> 00:34:57.800
that we're sharing, we're educating,
and we're giving people something they can actually

514
00:34:57.800 --> 00:35:00.400
walk away with and use and they
can go back and rec For instance,

515
00:35:00.440 --> 00:35:04.199
Hey, I heard this great interview
with so and so and she mentioned X

516
00:35:04.320 --> 00:35:07.079
y Z kind of thing. So
thank you for that lately. Okay,

517
00:35:07.079 --> 00:35:09.559
good, Okay. So I certainly
know Robert Keegan. He was he was

518
00:35:09.639 --> 00:35:14.679
definitely a part of my PhD education. I'm I'm a fan of his as

519
00:35:14.719 --> 00:35:17.159
well. And you mentioned something about
and you mentioned the beginning of the show

520
00:35:17.239 --> 00:35:22.000
his five stages of human development,
and I wanted to talk through those because

521
00:35:22.039 --> 00:35:25.760
what I find fascinating is where you
recognize where most people tend to stop along

522
00:35:25.760 --> 00:35:30.559
those five stages, So can you
share those with us? Yeah? Sure.

523
00:35:30.719 --> 00:35:35.800
So the first stage we don't really
go into because most of it happens

524
00:35:36.000 --> 00:35:40.119
very early on, So that's not
really that's not really a necessary a necessary

525
00:35:40.159 --> 00:35:45.400
one because most people sail through that. And then the second one and let

526
00:35:45.440 --> 00:35:49.039
me just let me just grab the
page so I can get the exact the

527
00:35:49.159 --> 00:35:51.559
exact title on it. I can
help you. I've got it here.

528
00:35:51.599 --> 00:35:54.239
So the first one is, I
don't worry, I've got you. So

529
00:35:54.280 --> 00:35:59.079
the first stage is the impulsive mind
is what you have here, yes,

530
00:35:59.079 --> 00:36:01.079
and that's where you're maybe, and
then a toddler, yeah, and then

531
00:36:01.119 --> 00:36:06.039
the imperial then the imperial mind,
and that's the and the imperial mind is

532
00:36:06.519 --> 00:36:08.920
this is where you focus in on
your needs and your interests and you have

533
00:36:09.079 --> 00:36:13.880
and you have impulses and perceptions.
So again, most people will make it

534
00:36:13.920 --> 00:36:19.159
through that. That that particular,
that particular level, that's not the level

535
00:36:19.159 --> 00:36:22.360
where most of the population stops.
The third one is the socialized mind.

536
00:36:22.480 --> 00:36:28.760
And this is only where fifty eight
percent of the population stays at this and

537
00:36:28.800 --> 00:36:32.239
fifty eight percent of the population.
They're really ruled by their relationships, so

538
00:36:32.320 --> 00:36:36.719
how they're seen by people. So
when we talk about personal power, one

539
00:36:36.760 --> 00:36:38.840
of the key concepts I talk about
is you have to be independent of the

540
00:36:38.840 --> 00:36:43.960
good, good opinion of other people. Right. So I was gardening this

541
00:36:44.039 --> 00:36:47.559
morning and I had this insight,
right because I always say, you know,

542
00:36:47.800 --> 00:36:51.840
it's kind of like the oxygen you
have to put your oxygen math math

543
00:36:52.079 --> 00:36:54.559
mask on first before you before you
you give it to somebody else. But

544
00:36:54.800 --> 00:36:59.719
what really hit me was when you
love yourself deep enough and you know your

545
00:36:59.760 --> 00:37:04.440
true purpose and passion, right then
you don't it's you're not needed. You're

546
00:37:04.440 --> 00:37:07.760
not need to get the that that
fulfillment. Not fulfillment is not the word,

547
00:37:07.840 --> 00:37:12.599
right word. You don't need to
get that acknowledgment from other people because

548
00:37:12.880 --> 00:37:16.159
what is It's so clear inside of
you who you are and what your gifts

549
00:37:16.159 --> 00:37:21.079
are and what you're meant to do
that you don't need someone to mirror it

550
00:37:21.159 --> 00:37:24.239
back to say you're good enough.
So this is the really important thing because

551
00:37:24.239 --> 00:37:28.760
in the socialized mind, we don't
really want to step out of the boundaries

552
00:37:28.760 --> 00:37:30.960
of society. You know, when
I lived in Holland, they used to

553
00:37:31.039 --> 00:37:36.000
have this saying in Dutch that if
you're raised above it was like a mushroom.

554
00:37:36.000 --> 00:37:38.280
You got your head cut off,
right, And that's and that's really

555
00:37:38.320 --> 00:37:43.880
what we're talking about in the sense
of this socialized mind where we want to

556
00:37:43.920 --> 00:37:46.440
stay in think about it as coloring. You want to stay in the lines.

557
00:37:46.880 --> 00:37:51.039
Yeah, yeah, right, And
that's really and that's really one of

558
00:37:51.079 --> 00:37:53.599
the things. And there's a big
focus on approval here. I need to

559
00:37:53.599 --> 00:37:58.039
be approved by other people, and
you want to look good and you want

560
00:37:58.079 --> 00:38:02.559
to look smart, so GoF you
actually step out from the crowd because that

561
00:38:02.599 --> 00:38:07.480
could put you in danger, right
right, yeah, So that's really that's

562
00:38:07.559 --> 00:38:12.559
really right. From you go to
stage four, which is really what I

563
00:38:12.639 --> 00:38:15.800
call this. It's called the self
authoring mind. But this is where I

564
00:38:15.840 --> 00:38:19.679
think you start to really take back
your power because this is where you believe

565
00:38:19.920 --> 00:38:22.960
that you can shape your own destiny. You have an ideology and an identity,

566
00:38:23.159 --> 00:38:29.119
and you have this interpersonal relationships and
mutuality. So this is where things

567
00:38:29.159 --> 00:38:32.519
start to really start to change because
and this, by the way, is

568
00:38:32.559 --> 00:38:37.559
only thirty five percent of the population
finds themself there. And then the last

569
00:38:37.559 --> 00:38:43.719
stage is really incredible because this is
only one percent of the population finds their

570
00:38:43.760 --> 00:38:47.639
way there. And this is the
transform of the self transforming mind. And

571
00:38:47.679 --> 00:38:52.199
this means all I'm everything, but
I'm also nothing right, and it means

572
00:38:52.239 --> 00:38:57.280
you can hold And I think the
world is being really challenged in this place

573
00:38:57.400 --> 00:39:01.039
is this sense of I can hold
two opposing ideas at the same time,

574
00:39:01.480 --> 00:39:07.119
and can I allow both of them
to be true without polarizing myself. So

575
00:39:07.239 --> 00:39:12.079
you have to think of this highest
level as what I would call unity consciousness

576
00:39:12.480 --> 00:39:16.440
that ends up into a place of
unity and we're not caught in the polarity

577
00:39:16.480 --> 00:39:19.840
of the world in which we live. And that was also one of the

578
00:39:19.880 --> 00:39:22.360
things when I wrote the book around
this notion of polarity, and you see

579
00:39:22.360 --> 00:39:27.800
it everywhere in society. Your Republican, your Democrat, you're right, you're

580
00:39:27.840 --> 00:39:30.079
wrong, right, and there is
no right or wrong. And what happens

581
00:39:30.199 --> 00:39:35.559
is when we get stuck in these
polarities, we don't allow any new dialogue

582
00:39:35.599 --> 00:39:37.639
to happen. There's no new solution
that can come out of that. Where

583
00:39:37.800 --> 00:39:44.639
when you're in this self transforming mind, everything can transpire. So it is

584
00:39:44.679 --> 00:39:47.480
a beautiful it is a beautiful stage, but it's not so easy to get

585
00:39:47.480 --> 00:39:52.519
to right. It's intoxicating. And
so of course you've put forth in your

586
00:39:52.519 --> 00:39:57.000
book, and I completely agree that
our opportunity, our invitation, is to

587
00:39:57.039 --> 00:40:00.920
work towards stage four and stage five. Absolutely, and so that's the work

588
00:40:00.960 --> 00:40:04.280
that you and I are both doing
in the world to help steward that right.

589
00:40:04.000 --> 00:40:07.679
And I absolutely think, because I
think at least a work that you're

590
00:40:07.719 --> 00:40:10.880
doing as well, is very much
along the lines of if you want organizations

591
00:40:10.920 --> 00:40:15.360
to be purpose driven and be powerful, they can't do that unless people step

592
00:40:15.400 --> 00:40:19.679
out of the socialized mind. That's
right. You can't believe me the work

593
00:40:20.119 --> 00:40:22.239
slap you know, put your badge
through the thing and leave half yourself at

594
00:40:22.239 --> 00:40:25.400
home. It does right, right, right, Well, I am completely

595
00:40:25.440 --> 00:40:29.679
in agreement with that, and that's
where I wanted to go next. I

596
00:40:29.760 --> 00:40:34.679
love that you that you showcased in
your book, doctor rog Jasodius and his

597
00:40:34.760 --> 00:40:37.079
fellow authors work on the firms of
endearment. I've had him on my program

598
00:40:37.079 --> 00:40:42.519
twice and I know him. He's
an amazing human being. But I appreciate

599
00:40:42.519 --> 00:40:44.960
how you opened that bit here,
which released to what we were just talking

600
00:40:45.000 --> 00:40:49.079
about before. You say, not
long ago, caring words such as affection,

601
00:40:49.440 --> 00:40:52.719
love, joy, authenticity, empathy, compassion, and soulfulness didn't have

602
00:40:52.800 --> 00:40:57.159
any place in the world of business, and that has changed today. So

603
00:40:57.199 --> 00:40:59.840
if you want to, if you
could just speak a bit to what you

604
00:41:00.039 --> 00:41:04.239
go out of his work around forms
of endearment and why you're championing more of

605
00:41:04.280 --> 00:41:07.760
those to come into existence. Yeah. So for me, the sense of

606
00:41:07.960 --> 00:41:09.880
you can bring your heart to work, you can bring your purpose to work,

607
00:41:09.960 --> 00:41:13.360
and when we can, I mean
and one of the things that you

608
00:41:13.440 --> 00:41:16.320
asked me about the third pillar,
about the about the to co create,

609
00:41:16.519 --> 00:41:20.920
well, part of that co creating
is you need a shared vision, yes,

610
00:41:21.119 --> 00:41:23.920
and co create, like, we
can't all work together to create something

611
00:41:23.960 --> 00:41:28.920
beautiful if you have a different idea
about where we're supposed to end up.

612
00:41:29.239 --> 00:41:32.480
Right to me, this this firms
of endearment is so important and why it's

613
00:41:32.480 --> 00:41:37.920
such an why it's such an important
place around purpose is because it allows us

614
00:41:37.000 --> 00:41:43.159
to discuss where do we want to
go together collectively not individually. So it

615
00:41:43.320 --> 00:41:46.000
shifts that I want to I want
to be the athlete, and I want

616
00:41:46.000 --> 00:41:50.800
to perform and I want to look
good to you leave your ego at the

617
00:41:50.840 --> 00:41:52.519
door, and it's about how do
we do it together? And if you

618
00:41:52.559 --> 00:41:55.960
look at some of the statistics that
come out of his you know come out

619
00:41:57.000 --> 00:42:00.840
of his work around the financial benefit, right. I mean I think it's

620
00:42:00.880 --> 00:42:05.480
if I remember correctly, I think
it's over thirty percent increase in the in

621
00:42:05.519 --> 00:42:09.320
the in the in the financials.
So there's a reason why we want to

622
00:42:09.360 --> 00:42:15.920
spend time allowing people to bring their
their purpose to work and do a collective

623
00:42:15.960 --> 00:42:19.639
dream. Yeah, it's not just
because it's all really really you know,

624
00:42:19.719 --> 00:42:22.800
soft and feeling e mushy. I've
actually had people saying things to me like,

625
00:42:22.880 --> 00:42:27.559
you know, use that touchy feely
language stuff that you do. I'm

626
00:42:27.559 --> 00:42:30.880
like, it actually translates very nicely
to a very robust bottom line, that

627
00:42:30.960 --> 00:42:36.559
touchy feely stuff. Yeah, So
maybe one of the things I can share

628
00:42:36.559 --> 00:42:38.559
with you that is that was kind
of a breakthrough for me. So when

629
00:42:38.599 --> 00:42:43.079
I was doing a lot of my
concepts come from working with executives. Right

630
00:42:43.320 --> 00:42:47.039
as I'm talking and as they're struggling
with their own challenges, then my intuition

631
00:42:47.239 --> 00:42:51.519
just starts to download stuff. So
one of the things that started happening for

632
00:42:51.639 --> 00:42:54.280
me as I was working with leaders
is I realized that they didn't how to

633
00:42:54.280 --> 00:42:59.480
create frames, right, that they
didn't know how to create a frame in

634
00:42:59.599 --> 00:43:02.320
order to allow people to play.
And then when I started writing the book,

635
00:43:02.320 --> 00:43:05.639
I'm like, well, I have
to give words to it, like

636
00:43:05.920 --> 00:43:08.079
I have to give structure to it. That's what to work. Yeah,

637
00:43:08.239 --> 00:43:12.559
yeah, what is this frame?
So in the in the last part of

638
00:43:12.599 --> 00:43:15.719
the book, I talk about this
sense where we have to identify the business

639
00:43:15.719 --> 00:43:19.960
opportunity, right, we need to
determine where people are going to play,

640
00:43:20.000 --> 00:43:22.480
where they're not going to play.
We have to establish boundaries because a lot

641
00:43:22.519 --> 00:43:28.280
of people confuse this innovation co creation
that there's no frame right right, right,

642
00:43:28.320 --> 00:43:31.920
But part of this sense of purpose
is creating a frame in order for

643
00:43:31.960 --> 00:43:37.280
people to play in it. And
I think that's really that was really a

644
00:43:37.280 --> 00:43:39.599
big insight because I knew it was
there, but I didn't have the word

645
00:43:39.719 --> 00:43:44.679
yet, and through writing the book
the words came. It's powerful. And

646
00:43:44.679 --> 00:43:46.679
that's what I'm convinced, Lisa,
is that's a lot of the value that

647
00:43:46.719 --> 00:43:51.199
you and I provide as consultants is
to help provide those kinds of frames so

648
00:43:51.239 --> 00:43:53.800
people can actually connect to them.
Otherwise it's it's too open, you know,

649
00:43:53.840 --> 00:43:57.920
open field. And so I really
am convinced that's a big part of

650
00:43:57.960 --> 00:44:01.719
why we bring the value that we
do there and there's a ton of work

651
00:44:01.719 --> 00:44:04.559
to do, my friend. I
mean, one of the things that you

652
00:44:04.719 --> 00:44:07.719
said in here in your book is
you cite a recent Harvard Business Review article

653
00:44:07.719 --> 00:44:13.320
that only twenty eight percent of employees
felt connected to their company's purpose and only

654
00:44:13.519 --> 00:44:17.679
thirty four percent thought they were contributing
to their company's success. So it's a

655
00:44:17.920 --> 00:44:21.760
huge amount of work to do.
Yes, Well, let's let's also call

656
00:44:21.800 --> 00:44:24.880
it opportunity, right, opportunity,
yes, yes, And I think I

657
00:44:24.920 --> 00:44:29.079
think a lot of it has to
do with though, too, Like if

658
00:44:29.119 --> 00:44:31.480
you want to, if you want
to, First of all, it's about

659
00:44:31.480 --> 00:44:36.440
making choices about which companies you join, right, right, these are they

660
00:44:36.480 --> 00:44:38.639
have to be aligned with your values. I remember when I worked at American

661
00:44:38.679 --> 00:44:42.599
Express, and I was fairly early
on, it was probably a year into

662
00:44:42.599 --> 00:44:45.000
my career, and I remember they
put us through this program about how your

663
00:44:45.079 --> 00:44:49.639
value, what your values were,
and how your values connected to the company.

664
00:44:49.840 --> 00:44:52.760
And by the end of the workshop, some people came to the conclusion

665
00:44:52.800 --> 00:44:55.920
that American Express might not be the
right company for them. Right the company

666
00:44:57.000 --> 00:45:00.000
was so supportive because they were like, if that's okay, that is okay,

667
00:45:00.079 --> 00:45:04.280
hey, because that's part of the
journey yeah, and I was I

668
00:45:04.320 --> 00:45:07.000
felt like, wow, this is
amazing, like people could talk that it

669
00:45:07.119 --> 00:45:10.840
wasn't like they weren't aligned and maybe
there was a better place for them.

670
00:45:12.119 --> 00:45:15.320
So I think we have to start
there. Because if you ask people what

671
00:45:15.360 --> 00:45:20.320
their values are, and do they
do they use them as a do they

672
00:45:20.400 --> 00:45:22.760
use them as a compass in their
life to guide their decisions and their life

673
00:45:22.800 --> 00:45:25.960
choices. I think a lot of
people would be hard pressed to be able

674
00:45:27.000 --> 00:45:30.519
to tell you what they were off
the bat. I understand because I do

675
00:45:30.559 --> 00:45:31.960
some of the same work, and
of course, again as a local therapist,

676
00:45:32.039 --> 00:45:37.159
what I know is that your meaning
is registered along your value system.

677
00:45:37.239 --> 00:45:40.199
So the more you get to leave
your values, then we energized environment you

678
00:45:40.239 --> 00:45:44.079
are in life. So yes,
I'm completely with you, and I love

679
00:45:44.360 --> 00:45:46.719
that American Express is like instead of
going, oh my gosh, this training

680
00:45:46.800 --> 00:45:50.719
is terrible, They're like, Nope, it worked just perfectly. We've been

681
00:45:50.760 --> 00:45:53.719
able to it did what it was
meant to do exactly. It really really

682
00:45:53.760 --> 00:45:58.440
like wow, is amazing. Well, and then you also go and there's

683
00:45:58.440 --> 00:46:00.039
show the pieces of this that I
want to surface mean and more that we

684
00:46:00.079 --> 00:46:04.760
could. But I also appreciate that
you also indicating your book as do I

685
00:46:05.360 --> 00:46:09.679
that, yes, it's wonderful to
be able to first identify articulated company's purpose

686
00:46:09.719 --> 00:46:14.719
and to activate it, but then
secondly to help engage employees along their own

687
00:46:14.760 --> 00:46:19.239
purpose journey and see how their individual
purpose aligns with the threads through that of

688
00:46:19.239 --> 00:46:22.880
the organization. That is so powerful. A few people talk about that or

689
00:46:22.960 --> 00:46:25.719
do that powerful. And I've been
so lucky, so lucky in my career

690
00:46:25.760 --> 00:46:35.119
to have done some work with Unilever, and you, Lever is so big

691
00:46:35.159 --> 00:46:38.119
on this, and I remember sitting
with a group of leaders and really helping

692
00:46:38.159 --> 00:46:43.039
them to see that connection and what
that purpose was. And it's such a

693
00:46:43.159 --> 00:46:46.400
gift to be able to do that
because people really struggle with the word purpose

694
00:46:46.880 --> 00:46:52.039
because it feels so big and so
existential. And I like to say,

695
00:46:52.119 --> 00:46:53.880
so I try to make it a
little bit easier for people, And I

696
00:46:53.920 --> 00:46:58.480
say, what you're calling what's your
gift to the world, because I feel

697
00:46:58.519 --> 00:47:01.480
like that is easier for people to
digest. Otherwise they can get it into

698
00:47:01.519 --> 00:47:06.039
it into an existential crisis, and
that's not the purpose of what we're trying

699
00:47:06.039 --> 00:47:08.719
to do. We're trying so true, so right on, and then the

700
00:47:08.760 --> 00:47:12.760
other thing that I appreciated and also
aligned with and do in my practice too,

701
00:47:12.880 --> 00:47:15.480
is you talk about how so many
senior leaders continue to believe that their

702
00:47:15.559 --> 00:47:20.719
responsibility is to define the vision and
the mission of their organization and then cascade

703
00:47:20.760 --> 00:47:22.920
it down when in fact, the
better thing to do is what I like

704
00:47:22.920 --> 00:47:28.159
to call wildlife scratch together to come
up with it, because then they're bought

705
00:47:28.199 --> 00:47:30.079
into it it, so they helped
create it. And I completely align with

706
00:47:30.119 --> 00:47:34.400
that. Yes, And it's the
wisdom of the crowd notion, right,

707
00:47:34.480 --> 00:47:37.800
yes, right, I completely agree, And I think this is I mean,

708
00:47:37.880 --> 00:47:42.079
I had a debate with a very
very senior leader recently and I could

709
00:47:42.159 --> 00:47:45.119
not move this person off of that
they were doing a team workshop. No,

710
00:47:45.360 --> 00:47:47.400
my job is to do this,
and I said, actually it's not.

711
00:47:49.880 --> 00:47:52.800
Yeah, so it is a I
would say it's a it's a it's

712
00:47:52.800 --> 00:47:58.119
a it's a concept that is it
requires a shift in mindset. Does ego

713
00:47:58.199 --> 00:48:00.360
out? Yeah, And I think
that's part of that's just concerned about what

714
00:48:00.760 --> 00:48:04.679
value do I bring if I don't
do this kind of thing, and there's

715
00:48:04.679 --> 00:48:07.679
so much more that they can bring. But you hit the nail on the

716
00:48:07.719 --> 00:48:09.679
head because for me, when I
wrote the book. That was exactly the

717
00:48:10.000 --> 00:48:14.360
one of the questions I was answering, which is what is the role of

718
00:48:14.400 --> 00:48:19.280
the leader in this new workplace?
Because I'm my old role is going away,

719
00:48:19.599 --> 00:48:22.280
so what is my new role?
Right? Right? Right? That's

720
00:48:22.320 --> 00:48:24.480
one of the key concepts I covered, Like, your job is to set

721
00:48:24.519 --> 00:48:30.599
the environment for co creation, and
your job is to create that place of

722
00:48:30.639 --> 00:48:35.360
trust, right and create that place
of security and self. So that's where

723
00:48:35.360 --> 00:48:37.559
the leader's role changes. And I
actually think it's actually more important and more

724
00:48:37.639 --> 00:48:42.840
meaningful. I do too, I
do too, Beautiful. Well, you've

725
00:48:42.840 --> 00:48:45.440
come to a close here. Let
me give you a chance and say about

726
00:48:45.440 --> 00:48:47.400
fifteen seconds to share whatever you'd like
to leave our listeners and viewers with.

727
00:48:49.280 --> 00:48:52.440
Yeah, so one of the things
I would like to leave them with the

728
00:48:52.719 --> 00:48:55.760
listeners with is the sense of being
curious, being curious about yourself, being

729
00:48:55.800 --> 00:49:01.840
curious about other people. You can
find me on and Lisa Lisa Danelle's dot

730
00:49:01.880 --> 00:49:07.320
com or or human hyphen Edge dot
com. Please come visit. I've actually

731
00:49:07.400 --> 00:49:12.559
had such a joy speaking with Elise
today. I've really enjoyed the conversation.

732
00:49:12.719 --> 00:49:15.760
When two souls come together that are
on the same pathway, it's a really

733
00:49:15.800 --> 00:49:20.920
wonderful experience, and I hope all
of you listening get even if you get

734
00:49:20.960 --> 00:49:25.079
one pearls of wisdom, then it
was. The conversation was amazing. Thank

735
00:49:25.119 --> 00:49:29.079
you for being on Lisa and sharing
your beautiful heart, soul and gut with

736
00:49:29.199 --> 00:49:31.000
us. It's been amazing to be
able to catch your wisdom and be lifted

737
00:49:31.000 --> 00:49:36.079
by it. So listeners and viewers
you have heard her say how to find

738
00:49:36.119 --> 00:49:37.239
her, please do check in with
her. You're going to want to connect

739
00:49:37.239 --> 00:49:40.559
with this beautiful soul. She's doing
important work. Last week, if you

740
00:49:40.599 --> 00:49:44.119
missed the Life Show, you can
know it's catch it be recorded a podcast

741
00:49:44.239 --> 00:49:47.760
wherever you get your podcasts. See
you next week for another inspiring and educational

742
00:49:47.800 --> 00:49:52.719
conversation on creating destination workplaces where people
realize their greatness, deliver their talents with

743
00:49:52.760 --> 00:49:55.840
passion and purpose, and are part
of an organization that betters the world.

744
00:49:57.239 --> 00:50:00.559
Remember, work is one of the
best means and adventures realizing our potential and

745
00:50:00.599 --> 00:50:07.719
making the impact we crave. So
let's work on Purpose. We hope you've

746
00:50:07.800 --> 00:50:10.920
enjoyed this week's program. Be sure
to tune into Working on Purpose featuring your

747
00:50:10.920 --> 00:50:15.599
host, doctor Elise Cortes each week
on W four CY. Together, we'll

748
00:50:15.639 --> 00:50:22.400
create a world where business operates conscientiously. Leadership inspires and passion performance and employees

749
00:50:22.440 --> 00:50:25.360
are fulfilled in work that provides the
meaning and purpose they crave. See you

750
00:50:25.400 --> 00:50:28.320
there. Let's work on purpose.