Posts Tagged ‘Wright Leadership Institute’

Questions of Change

March 11th, 2010 by Collin Canright | No Comments | Filed in Psychology

Human potential implies the need to change and grow, for potential is something not yet there that could be there. For people, change is largely a matter of examining and then changing beliefs.

In a leadership meeting at the Wright Leadership Institute this morning, Dr. Robert Wright of the Wright Leadership Institute suggested that beliefs fall into an intersection of beliefs and expectations between the individual and the world, as suggested by these questions:

What’s my belief about nature of the world?

What I can expect of the world?

What’s the world’s belief about nature of me?

What can the world expect of me?

Beliefs are often mistaken, and those are the four categories of where mistaken beliefs fall.

Human change and development as an intentional act considers to additional questions, Dr. Wright suggests:

What are the beliefs you are challenging?

What are the new beliefs you are building?

The institute’s MORE Life training is one of the best overall training experiences you can do to find answers to those questions. To read why I recommend for business, read the blog post at:

http://bit.ly/aqSQd0

Better yet, use this code to register for free: LinkedIn

I’ll be there challenging my own beliefs about myself and building new leadership skills and beliefs by leading the production team. Hope to see you there, too.

What beliefs are you challenging?

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MORE Life

March 1st, 2010 by Collin Canright | No Comments | Filed in Business

I go to a lot of events in Chicago and attended more than my share of training programs, conferences, and seminars. In the Canright Calendar, a listing of Chicago networking events, I list those I would (but not necessarily will) attend.

I don’t make recommendations lightly. I highly recommend the MORE Life Training, and I recommend it not only as a way to improve life overall but also as a business skills training.

The MORE Life Training, however, is not specifically promoted as a business training seminar, and on the face of it, it isn’t. The focus on the weekend is on the individual, with an emphasis on discovering what really matters to you; being more truthful and expressive, more honest and genuine; discovering how to use your personal power toward your goals and dreams; and being more engaged with other people–more yourself.

But aren’t these the most critical skills we need as business leaders? It may not be a business seminar, but it sure sounds like good ways of being in business to me. I have used it the skills from MORE Life—and like many business training seminars, it is skills based—to learn how to build rapport for improving sales and project results. I have increasingly told the truth to clients, including things that I know they don’t want to hear, and in some cases I have been able to charge more as a consultant, as opposed to a writer and project manager. I have also become a better leader by seeing the person in the role, by keeping a bigger picture in mind as well as the details.

The weekend is about knowing yourself and how you think and feel, what deeply held beliefs you based your decisions and actions on, and which of those beliefs work and which lead to, shall we say, less than satisfying results in life, love, and career. You also learn tools you can use to change the beliefs and ways of being that you don’t like.

Take a look at the MORE Life registration page, and you see good marketing copy, benefits oriented, on how the training will change your life. All three of the video testimonials on the page are inspiring. I know the people in the videos and how they learned to stand up for themselves, become more expressive, or operate with more integrity.

Seminar leaders Dr. Judith Wright and Dr. Robert Wright focus on skills within a framework of research in neuroscience, a model of human development, and a theory of human growth and change. You can read bits about Dr. Judith Wright’s Theory of Evolating in these blog posts:

Learn more about the Institute in the Wright Leadership Institute blogs. And register for MORE Life.

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Host

February 7th, 2010 by Collin Canright | No Comments | Filed in Philosophy, Psychology

One of the more profound experiences I have had in learning how to participate in and lead small groups is my experience joining a group of people I did not know in the role of host. The host role, as understood in etiquette, is the person who meets and greets people and makes sure that they feel comfortable. Typically, the host either knows everyone or represents the place, as in a restaurant.

As an assignment in a personal power learning laboratory at the Wright Leadership Institute, however, the host or hostess role is an assignment given to a new member of the lab, a small group for learning personal life and leadership skills. Assignments form a major part of the learning methodology at WLI and collectively make up the Assignment Way of Living, in which students do assignments in their daily life to master life and leadership skills and behaviors.

The idea behind the Host/Hostess assignment is to introduce yourself to a group. It’s a counter-intuitive assignment in some ways because most of us generally think of a host or hostess as someone who welcomes other people to a party or a restaurant and makes them feel comfortable with the place or with the other guests.

In the Host assignment, in contrast, it was up to me to make myself comfortable, to make myself part of the group. WLI assignments are rooted in the existentialist concept of authenticity. They allow an individual to discover, explore, and practice their own sense of self in relation to other people and to ultimately take responsibility for their own sense of well being. The host assignment is a perfect example.

As a host in this sense, you take responsibility for including yourself in the group. The assignment can be done quite literally, with the new group member greeting each person as they enter the group or serving refreshments before the group begins. Further, the group host may work to see that other group members include themselves in the conversation.

The assignment was quite profound for me. Like many people, I was used to having others include me in a conversation or see that I felt comfortable in a situation. I realized in doing the assignment that it was not up to others to see that I included myself or felt comfortable. It was up to me.

By extending myself to people I did not know and make sure that they felt comfortable with and knew me, I gained a greater acceptance of other people in the group–and of myself as a member of the group. This was a critical first lesson on group dynamics–that belonging to a group is a critical responsibility of the group member.

I belonged not because the other group members helped me belong but because I decided I belonged and, in effect, proved it to the other group members in my performance of the assignment by my welcoming behaviors, which, ultimately, showed them that I had made the effort to get to know them in some personal way. Therein lies a key skill in mastering groups, whether for task performance, business networking, or social interaction.

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Revelating

January 27th, 2010 by Collin Canright | No Comments | Filed in Psychology

Revelating is the third stage in Dr. Judith Wright’s Evolating model for personal transformation. The model itself described how people change. Not just learning and growing, but “discontinuous change or transformation to a more advanced stage of being.”

My leadership colleagues and I have been working through the model this week at Men’s Leadership Development Week at the Wright Leadership Institute. My post yesterday on engagement covered the second stage in the Evolating model.

My experience with revelating was quite profound. In refining the definition this morning, I focused on a personal example to help refine an operational definition of revolating, which in essence is comprehending the psychological matrix in which one lives. It involves seeing how you work and understanding your operating system, but further seeing how your current way of being creates blocks that prevent growth, change, and transformation.

In my case, one of the blocks is self pity. I caught myself feeling very tired and discouraged as I replayed an email on an important sale I lost. That loss was headed toward defining the whole day as terrible. It was not by any means, and I noticed that tendency in my psychology.

Noticing that part of the matrix presents an opportunity for a shift. I decided I did not have any time to feel sorry for myself and did not. I’m still upset by the loss, but by not putting the energy into feeling sorry for myself or making an entire day a loss, I have been able to see how I can prevent that kind of loss in the future–by using as a model an excellent and highly engaged meeting with another client just before I received the email about the loss.

I had further extended my revelating experience by uncovering a long-standing and deeply held belief that I do not measure up, no matter how hard I try. I won’t go into the details on that one now, but it was a profound experience because it brought to my consciousness a belief that has formed my perception of myself and the world for many many years. Through that initial conscious, however, the hold of  the belief unlocks and change is possible.

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