Values

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Gandhi and his values-driven greatness (excerpt)

Throughout history, individuals and organizations that truly succeeded were able to:

  • Discover,
  • Define,
  • Communicate and impart shared values to their people, and
  • Align everything alongside the shared values to experience a values-driven greatness.

Let’s pick one of the great ones from those I’ve already shared with you in part one, and add two more great ones who led a purpose-oriented, vision-centered, and values-driven lifestyle.

  1. Mahatma Gandhi

Gandhi attained the highest form of greatness: purpose-oriented, vision-centered, and values-driven greatness. As we already covered in Part I, his purpose was liberating India from England’s colonization. He went all-in and gave his life toward the fulfillment of his unique purpose. He saw a free India and helped his fellow Indians to see the picture clearly. Because of his visioning ability, he could rally millions of Indians to stand with his cause until India was liberated.

Gandhi also discovered certain values that defined him and his movement. He communicated these values and demonstrated unwavering commitment to live up to the expectations of these values on a consistent basis. His top three values were:

  • Truth,
  • Love, and
  • Loyalty.

In his autobiography entitled ‘The story of my experiments with truth’, Gandhi shared his experiments in search of the truth. In the book, he talked about attending many meetings organized by various faiths outside of the mainstream Hindu religion in pursuit of the truth.

His undying commitment to know the truth shaped his personality and the method he used to free India. It made him a man of love, dependable, forgiving, and a servant. He wrote, “To see the universal and all-pervading Spirit of Truth face to face one must be able to love the meanest of creation as oneself.”[i]

He also wrote about one of his values, loyalty. “Hardly ever have I known anybody to cherish such loyalty as I did to the British Constitution. I can see now that my love of truth was at the root of this loyalty.”[ii] His loyalty to the Empire had been before he began the liberation movement. Until then, he “Believed that the British Empire existed for the welfare of the world. A genuine sense of loyalty prevented me from even wishing ill to the Empire.”[iii]

Gandhi led a values-driven lifestyle. This lifestyle earned him the respect of both his countrymen and the British. Because he showed undying commitment to his values, not only did he lead his country’s freedom, he inspired liberation movements around the world.

He fulfilled his purpose, realized his vision of a free India, and attained a purpose-oriented, vision-centered, and values-driven greatness. As a result, he impacted those well beyond his own country and generation. He left an indelible legacy and remains a household name around the world.

[i] Gandhi (1927). p. 463.

[ii] Gandhi (1927). p. 158.

[iii] Gandhi (1927). p. 287 – 288.

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This excerpt is taken from ‘The Highest Level of Greatness’ book pages 133 – 134.

If you haven’t yet, check out the following excerpts:

3. My conversation with Ken about purpose-oriented lifestyle
5. Is your organization purpose-oriented
6. Moses attained purpose-oriented greatness
7. Thomas Edison attained purpose-oriented greatness
8. The need to see the completion of your purpose
9. Vision has no boundary
10. Four truths about values.

Contact the author if you’re interested him to speak at one of your future events, contact us. Tel: 703-895-4551 or email us @ assegid@successpws.com

In order to get updates, future excerpts, and related events, follow us on social media by going to the top right corner of this page. You may also subscribe to our YouTube channel to get alerts when we upload video clips. You may also subscribe to our newsletter for free:

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Four truths about values (Excerpt)

…When you discovered your purpose, you knew your cause. When you envisioned, you saw the fulfillment of the cause from the beginning, and you are clear about the direction you would take. At this point, you aren’t yet done.

You need values to propel your purpose forward, inspire you to remain committed to the advancement of your mission, and to safeguard your vision until it comes to fruition. Here are the four outstanding truths about values that may encourage you to seek a values-driven lifestyle:

  • Humanity shares certain universal values that have kept us together
  • With well-defined values greatness is inevitable
  • Disrespecting values leads to destruction
  • Showing unwavering commitment toward one’s values enables us to outlast setbacks
  1. Humanity shares certain universal values

Humanity, around the world, embraces and respects certain universal values. Animals are led by their instincts without any value. Their preoccupation is survival.

On the other hand, humanity is conscience based on certain universally recognized values. We have witnessed, again and again, many putting themselves in harm’s way to protect and save others including the people they don’t know and never met. In every society, we have countless individuals who are willing to pay the ultimate price for a greater good.

So far in our history, certain universal values could bring humanity together. Regardless of political, religious, cultural, and ideological differences, some regional and international organizations have been formed to protect certain universally agreed values. In this chaotic and diverse world, the human race wouldn’t have survived and co-existed without universally shared values. Rushowrth Kidder, in his book, ‘Shared Values for a Troubled World’ published his conversations with great men and women of conscience around the world. These extraordinary leaders suggested eight universal values mandatory for a sustainable 21st C: Love, truthfulness, fairness, freedom, unity, tolerance, responsibility, and respect for life.

However, universal values require constant renewal of commitment from all of us. In 2003, the then Secretary-General of UN, Kofi Annan gave a lecture entitled ‘Do We Still Have Universal Values?’ at Tubingen University in Germany. He stressed the need to recommit ourselves to universal values that are engraved in the UN Charter and the Universal Declaration of Human Rights such as peace, freedom, social progress, equal rights and human dignity.” He pointed out that these universal values “are no less valid today than when, over half a century ago, those documents were drafted by representatives of many different nations and cultures.”

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This excerpt is taken from ‘The Highest Level of Greatness’ book pages 133 – 134.

If you haven’t yet, check out the following excerpts:

3. My conversation with Ken about purpose-oriented lifestyle
5. Is your organization purpose-oriented
6. Moses attained purpose-oriented greatness
7. Thomas Edison attained purpose-oriented greatness
8. The need to see the completion of your purpose
9. Vision has no boundary

Contact the author if you’re interested him to speak at one of your future events, contact us. Tel: 703-895-4551 or email us @ assegid@successpws.com

In order to get updates, future excerpts, and related events, follow us on social media by going to the top right corner of this page. You may also subscribe to our YouTube channel to get alerts when we upload video clips. You may also subscribe to our newsletter for free:

Subscribe for free to receive our monthly newsletter…


Facebook Live interview at UN Migration Agency- IOM DC office

Live from Washington DC: a Conversation with Ethiopian author Assegid Habtewold

Posted by IOM – UN Migration Agency on Tuesday, September 19, 2017

 

Here is the link to the Youtube version of the live interview: https://www.youtube.com/watch?v=mSkFTqskNb4&feature=youtu.be

 

 

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Interviewed by a local TV station based on my new book

The Ethiopian TV and Radio (ESAT)’s Reeyot interviewed me based on my new book. The interview wasn’t conducted in English. It’s in Amharic…

 

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Going beyond charisma and enthusiasm to motivate others

…People are attracted to leaders who are skillful in motivating them to become more, do more, and achieve more. Belittling leaders who are limiting easily repel people. These kinds of leaders cannot tap into the unlimited potential of their people. They cannot take them to the next level.

Unfortunately, many think that the ability to motivate others is a gift than a soft skill that can be developed. And therefore, they don’t proactively invest their time and resources to learn how to motivate others. Even those who believe that this soft skill can be developed, they think that motivating others is all about giving pep talks, being charismatic, and exuding passion and energy to inspire others to do extraordinary things.

Though being charismatic and speaking with enthusiasm motivates some. It’s not enough to motivate all people and consistently…

 

 

Taken from page 169 – 170 of the book ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others.’

Notes:

1. The print and kindle version of the book will soon be available. Stay tuned.

2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:

  1. Book signings
  2. Keynotes
  3. Individual workshops
  4. Individual and group coaching
  5. Soft Skill Development program

If you may have any question or need additional information, let’s know. If you’re also interested to get one or more of these services, don’t hesitate to reach out:

Web: www.successpws.com

Emailassegid@successpws.com and/or assegidh@gmail.com

Tel: 703-895-4551

IQ and Social intelligence aren’t enough to succeed in the 21st C- Taken from p. 141

…With the opportunity to meet, interact, and work with diverse people comes the challenge to get along and succeed in what we do individually and collectively. This challenge is understandable. One may have extraordinary social intelligence when it comes to interacting and working with people who are within his/her native culture. The individual knows the customs, beliefs, and anathemas very well. Thus, getting along is relatively easy since he/she communicates, interacts, behaves, and acts according to the cultural codes without offending and entering into any kind of misunderstanding and conflict with others.

However, to get along and succeed in the 21st C, it takes more than having superb IQ and social intelligence. The author of ‘The Cultural Intelligence Difference’ David Livermore wrote, The number one predictor of your success in today’s borderless world is not your IQ, not your resume, and not even your expertise.” He continued, “It’s your CQ (Cultural Intelligence), a powerful capability that is proven to enhance your effectiveness working in culturally diverse situations.”

Sadly, many organizations still depend on IQ and social intelligence when they select supervisors and managers. The author of ‘Cultural Intelligence: CQ: The competitive edge for leaders crossing borders’, Julia Middleton said, Organizations often appoint leaders for their IQ. Then, years later, sack them for their lack of EQ (Emotional Intelligence).” She then predicted, “Common Purpose argues that in the future they will promote for CQ – Cultural Intelligence.”…

 

Taken from page 141 of the book ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others.’

 

Notes:

1. The print and kindle version of the book will soon be available. Stay tuned.

2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:

  1. Book signings
  2. Keynotes
  3. Individual workshops
  4. Individual and group coaching
  5. Soft Skill Development program

If you may have any question or need additional information, let’s know. If you’re also interested to get one or more of these services, don’t hesitate to reach out:

Emailassegid@successpws.com and/or assegidh@gmail.com

Tel: 703-895-4551

Soft Skills that Make or Break Your Success- Preface

Preface

Researches show that the lion share of success comes from soft skills than technical. Sadly, many professionals over depend on their technical skills. And thus, neglect to develop their soft skills proactively and in turn pay dire prices individually and cause havoc in their organizations. Common complaints such as high turnover, conflict, lack of synergy, and low levels of productivity in many of today’s organizations come down to lack of certain soft skills.

This book is based on the story of a successful professional , Dan Murphy who works for a multinational research organization- Global Health Research (GHR). Dan was promoted to lead a multimillion dollar project because of his superb technical skills as a researcher. Unfortunately, due to lack of certain soft skills, problems started to prop up. He couldn’t get along with his peers, and lead his team members.

After several attempt to help, verbal warnings, and then a written one for his file, his immediate boss- Susan Jeffrey, decided to remove him from leading the project. However, since Dan was one of the superstar researchers at GHR, this caused havoc and forced the CEO- Paul Gray, to intervene. Finally, Paul negotiated a deal, which required Dan to attend a three-part Soft Skills Development program, and to work with a mentor in order to continue lead the project.

The book narrates how the problem began, the negotiations, and the main discussion points from the mentoring sessions. The first part of the book covers the discussions among Dan, Susan, and Paul. Introductions of the remaining three parts (Mastering Self, Getting Along, and Leading Others) narrate the discussions between the trainer and attendees of the program. The 12 chapters narrate Dan’s one-on-one mentoring sessions with his mentor- Rafael Arthur.

The main discussion points of each mentoring session include:

  1. Four key lessons he learned;
  2. Some of the assessments, processes, models, and/or tools he found helpful; and
  3. Immediate actions he plans to take as a result of attending that particular workshop.

The story of GHR and its staff in this book is fictional but realistic. GHR and its employees serve as an illustration of common challenges many companies around the world may face because of lack of certain soft skills. As a former researcher and workshop facilitator for scientific and research organizations, the examples are based on my experiences though the identifying details have been changed.

The program Dan attended is composed of 12 interactive workshops necessary to master self, get along with, and lead others. These 12 soft skills are industry and culture neutral. In whichever industry and country you may belong, they empower you to achieve extraordinary success in your personal life, career, and business.

Speaking of extraordinary success, by default, we all strive to succeed. It’s within our DNA. By hook or by crook, every one of us goes the extra mile to succeed- to achieve more, and go to the next level. We all, individually and collectively, have a desire to succeed.

Of course, success is subjective. It’s in the eye of the beholder. What you consider success may not be recognized as success by someone else, and vice versa.

To achieve the success that you’re pursuing, you need personal mastery; you need to get along with, and lead others successfully. And, this book contains great insights, tools, and processes that empower you to develop the 12 soft skills that make or break your success in life, career, and/or business.

 

Notes:
1. The print and kindle version of the book will soon be available. Stay tuned.

2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:

  1. Book signings
  2. Keynotes
  3. Individual workshops
  4. Individual and group coaching
  5. Soft Skill Development program

If you may have any question or need additional information, let’s know. If you’re also interested to get one or more of these services, don’t hesitate to reach out:
Email: assegid@successpws.com and/or assegidh@gmail.com
Tel: 703-895-4551

 

Using humor as a weapon to become approachable

Sense of humor is one of the tools we need as leaders. It helps us to become approachable and a leader easy to work with. As leaders, we need our people to give us tough and constructive criticisms. We need them to take chances and willing to fail. We need them to feel safe to suggest ideas that may seem silly. Sometimes, the solutions that we need desperately may come from those ideas people discount as silly.

If we’re unapproachable, it becomes very hard for other people to work with us. If we’re too formal and too rigid all the time, it makes getting along with others a little tougher. It’s also unlikely to get serious feedbacks from others. Our people won’t be willing to take risk. They may not venture to speak their mind.

So far, some leaders resisted this recommendation. They came up with so many reasons why they cannot and/or won’t use humor in the workplace. Some of the justifications make sense. Nonetheless, one of the most frequent reasons that haven’t convinced me yet is: “We all aren’t gifted comedians”.

Yes, we all can’t make jokes every other minute like Trevor Noah and David Letterman et al. Yes, we all aren’t comedians. I myself struggle in this area. But, I learned to make jokes on my stumbling and myself.

By the way, you don’t need to make jokes on a minute-by-minute basis to become approachable and playful. There’re many opportunities around you, here and there, which you could tap into and become playful once in awhile.

Warning! If you aren’t a gifted comedian don’t make jokes, especially in the expense of others. The safest approach is, I found out that, making jokes on yourself and your stumbling, and so on.

Try it! You may find it helpful. However, note that if using humor and becoming playful isn’t appropriate and right fit to your organizational culture and the situation you find yourself, be creative to come up with other methods, using humor is just one of the approaches you may consider. Good luck!

 

Success Pathways, LLC (www.successpws.com) provides interactive and dynamic soft skill and leadership workshops for diverse clients using latest adult learning methods.

Change before it is too late

More than we would like to admit, we all resist changes that we don’t:

  • Understand or
  • Like or
  • Believe.

Fairly speaking, there’re no people who are born resisters (change haters). Unfortunately, resisting some changes comes with dire prices.

But, many individuals, communities, and organizations did ‘extinct’ (became irrelevant, bankrupt, etc.), not ONLY just for resisting change, but also for failing to discern change and making the necessary changes ahead of the curve.

Many who paid the steep price for failing to be proactive were not stubborn, contrary to what the majority of us think, they were just reluctant for awhile and slow to respond.

Think of all the giants who did extinct from the face of the earth or those which remained insignificant and irrelevant, they did try their best though too late. They woke up at one point, and desperately tried to catch up with change. By then, it was in vain. That is why the former chairman and CEO of General Electric Jack Welch advised, “Change before you have to.”

In the past, it used to be ‘change or you would remain stagnant’. Now, in the 21st C, the mantra has changed big time: ‘change or die!’

It is a choice each one of us should make:

  • Do we want to be proactive and change before it is too late or
  • Do we risk it and hesitate to face the consequences of our negligence?

We can become friendly with change, project into the future, and make changes before they become mandatory…

If you ever want to empower your people to understand the nature of change, develop the right mindset, skills, overcome resistances, and successfully lead all stakeholders during change, let me know…

 

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He facilitates Change Management workshops. Here is the link to learn the learning objectives of our Change Management workshop: http://successpws.com/?page_id=1491

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Leading Change for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, stories, and models to empower readers develop the right attitude, mindset, and skills necessary to initiate, implement, and sustain change successfully.

Motivating others to achieve extraordinary results

Dwight D. Eisenhower, who motivated and led hundreds of thousands of ally forces during the June 6 1946 The D Day war, believed that “Motivation is the art of getting people to do what you want them to do because they want to do it.” Throughout his military career as a General and political career that culminated as the 34th President of the US, Eisenhower clearly understood that people are diverse with differing passions, desires, needs, and personality types. Accordingly, he tailored his motivation approaches that inspired his people to do what he wanted them to do gladly and with enthusiasm on a consistent basis.

In 2012, Hollywood’s highest paid star, Leonardo DiCaprio revealed what really motivates him. For many people’s disbelief, he dismissed that winning Oscar isn’t his motivation. He acknowledged, “I don’t think anyone would say that they wouldn’t want one [Oscar]. I think they would be lying.”

You may then ask, “What drives DiCaprio to perform extraordinarily in those roles he has been playing for decades?”

He admitted that he never expected winning Oscar and that is not his motivation when he plays these roles. He shared what motivates him, I really am motivated by being able to work with great people and create a body of work that I can look back and be proud of.”

Like DiCaprio, each member of your team has things that motivate him or her. If you discover what motivates the people that you are leading, you could be able to inspire them to do extraordinary things well beyond what they have already believed they can achieve. Henry Kissinger, the 56th Secretary of State of the US, said: “The task of the leader is to get his people from where they are to where they have not been.” Taking your people to unfamiliar places requires developing extraordinary motivational ability by understanding their sweet spots, things that motivate them.

What has been motivating you to do extra ordinary things in the past? Who is the most motivational leader you have ever known? What are the main characteristics of this motivational figure? Which ones do you have right now? Which ones you need to work on?

If you ever struggle to motivate your people to do extraordinary things, Success Pathways is your best bet. We will work with you to help you tailor your employee motivation and recognition approaches…

 

Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Employee Motivation and Recognition workshops. Here is the link to learn the learning objectives of our workshop on Employee Motivation: http://successpws.com/?page_id=1511, and Employee Recognition: http://successpws.com/?page_id=1514

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Employee Motivation for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides theories, insights, and stories to empower readers to become successful motivators.