abrazando nuestra diversidad
DESCRIPTION
coachingTRANSCRIPT
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10/14/2013
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Embracing our inner diversityas a basis for building
culturally competent teams
Laura Fierro Evans, PCCOctober 25, 2013
Inner team:Six teachings
Schulz von Thun
Rem
edio
s V
aro:
El e
ncue
ntro
1
Inner diversity
Esc
her:
Mos
aic
I
1
2
Inner leadership-building
Rem
edio
s V
aro:
La
llam
ada
2 3
Inner conflict-management
Rem
edio
s V
aro:
Ang
ustia
3
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2
4
Findingagreement
Rem
edio
s V
aro:
Erm
itao
4 5
Personalitybuilding
Rem
edio
sV
aro:
Cre
aci
nco
n ra
yos
astra
les
Do you know who decided for
you what clothes you should wear
today?
Rem
edio
sV
aro:
Per
sona
je
Rem
edio
sV
aro:
Mim
etis
mo
Miguel Hernandez
Production Manager for 6 years
35 years old
Context Initial ResultsMiguel Hernandez
COMMUNICATION, TRUST
DISCIPLINECORRECTIVE
ACTIONS
LEADERSHIP
Accomplishment, trustful information
Zero pending issues
Trustful, reliable leader
Leading leaders
Starting point Desired outcome
85-100%75-84%0-74%
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Quality Boss
Maintenance
Engineering Logistics
Direct reports,Supervisees
Security Plant Manager
MIGUEL
We all are Miguel
Our purpose as coaches
His life oscillates, as everyone's does, not merely between two poles, such as the body and the spirit, the saint and the sinner, but
between thousands and thousands.Hermann Hesse: The Stepwolf.
Esc
her:
Enc
ount
er
With a new light we are able tobring new life.
Complexity
Archetypicalcultures
Rem
edio
s V
aro:
Ms
ica
sola
r
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WARRIOR STYLES / LAURA FIERRO EVANS . 2013
CHANGE
STABILITY
DISTANCECLOSENESS
HAGAKURE COACHING SYSTEM
Observe your standpoint
Dare to lift a leaf and acknowledge
Dare to exploreDare to find the root
Dare to climb to the crown of the tree and make strategic decisions
Dare to be and enjoy the intensity of peace
Dare to surface again and leave the leaf where it belongs
CHANGE
STABILITY
DISTANCECLOSENESS
5
Changemanagement
Rem
edio
sV
aro:
Nat
ural
eza
mue
rtare
suci
tand
o
6 Miguels initial results
Desired outcome
Accomplishment, trustful information
Zero pending issues
Trustful, reliable leader
Leading leaders
DISCIPLINE
COMMUNICATION, TRUST
CORRECTIVE ACTIONS
LEADERSHIP
Starting point
85-100%75-84%0-74%
Miguels final results
Desired outcome
Accomplishment, trustful information
Zero pending issues
Trustful, reliable leader
Leading leaders
DISCIPLINE
COMMUNICATION, TRUST
CORRECTIVE ACTIONS
LEADERSHIP
Starting point
85-100%75-84%0-74%
Building my self-confidence enabled meto be trustful with the management team.
I feel I have now permission to fail. I made a great step: From being victim of
my own feelings and negativity to beingable to organize and lead them.
Miguel
Final testimony
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Thanks to this process, I can work even withthe most difficult person or someone from themost diverse background. I know how to dealwith myself as I never did before.
The integration of my rejected selves allowedme to feel integrated at the managerial level.
Agreement and coordination are no longer aproblem to solve.
The obstacles were inside my chest.Miguel
Transformation results when we focus ourenergy in becoming ourselves, instead oftrying to be someone else.
We become owners of our own lives.
Insights
If I judge someone else and call them astranger, alien, foreigner, different,awkward, unusual then I know thatsomeone with those same attributes isinside of me waiting for me to recognize,acknowledge and integrate them.
By the way, do you know by
now who decided for you
what clothes you should
wear today?
Rem
edio
sV
aro:
Pre
senc
iain
quie
tant
e
Fierro Evans, Laura (2013): Coaching para lderes: un aporte desde la prctica. Granica Editores, Buenos Aires, Mxico.
Case studies with written permission to use the info. Hagakure model and Warrior Style inventory are Copyrighted.
References
www.sistemahagakure.com