This episode is Part 4 of our four-part Consciousness at Work audio series. If you missed the first 3 parts, we recommend you begin at Part 1. Click here to start this series from the beginning and get access to bonus materials.
This week, we explore what it means to be a conscious leader. We give tactical examples of what conscious leadership looks like in the workplace, both in hiring candidates and in having tough conversations with your team. We talk about how to center yourself for difficult conversations, how to positively influence those around you, the value of showing up in a conscious way, and why culture should come before profit.
In this episode, you will learn about:
- Conscious leaders meet people where they are, rather than forcing their opinions or beliefs into the situation.
- Conscious leadership is the variation of three parts we have previously covered: you are aware, know that you can engage with the mind as a tool but don’t have to be guided by it, and you are able to stay centered around making decisions.
- The evolution of being conscious is when consciousness recognizes that it is consciousness.
Take a listen and let us know what you think with a comment below! If you like what you hear, make sure to subscribe and share with a friend.
Subscribe to Business Meets Spirituality:
Join Our Free Conscious Coaching Community:
- Facebook Group: Facebook.com/groups/joinbusinessandlifecoaching
Timestamps:
[1:52] What is conscious leadership? It’s the variation of three parts: you are aware, know that you can engage with the mind as a tool but don’t have to be guided by it, and you are able to stay centered around making decisions.
[4:48] Consciousness manifests in each one of us. The evolution of being conscious is when consciousness recognizes that it is consciousness.
[7:09] Conscious leadership is leading yourself, and that comes when you have a daily practice to bring yourself to a place of more self-awareness.
[10:17] We discuss bringing conscious leadership into your hiring interviews and making a decision on bringing in the right candidate. Conscious leaders may have feelings of fear and envy around a very good candidate, but they don’t let their ego get in the way of ultimately making the best decision. They stay neutral in interviews one way or another, without a snap judgment on whether or not the candidate is best for the organization before getting to know them.
[18:59] When we don’t have personal energy behind a decision, we can see things more clearly on how they really are. We talk about a tree as an example, where we lose the essence of the tree when we bring our own judgments around it.
[22:21] Are you using the mind, or is the mind using you? When people are operating from ego, they are operating from the mind only. You can use it as a tool when you want to, much like a calculator or computer, and then put it away when you need to be still and in the moment.
[23:24] The biggest gift as a conscious leader is that you continue to work on your own awakening.
[27:48] Accepting the situation is the first step to self-awareness and ultimately to conscious leadership. When you show up as the best and conscious version of yourself, you may influence others to do the same and create a space for expansion.
[31:58] Consciousness is not about changing what you do, it’s changing the part of you that is doing it. Stress comes from resisting what is, and the first modality is always acceptance. That doesn’t mean you have to like it and stay in it for a long time or even temporarily, but freedom comes in at least accepting it.
[37:50] We give an example of having a conversation in person rather than reacting via email, and meeting someone where they are at. An employee was upset they weren’t considered for a job opening, and we took a moment to pause and sit down with the individual. We discussed the difference between excelling at your job and being prepared for more senior leadership positions. While this individual was doing a great job, they weren’t quite ready yet to jump into a leadership role. They understood, accepted the feedback, and began taking the steps to become a better leader. Adam also set up weekly meetings with the individual to help them grow in their leadership.
[41:33] Whenever you feel you are starting to suffer or feel low, that’s a signal to let go of the part of you that wants to be right or in control. Accept it, and then check in with yourself to take action. If it’s not the right action, observe that and try again.
[43:33] Our business can be 51% culture and 49% profit. Profit is super important, but should not tip the scales on a big business decision.
