[00:00:00] Speaker A: Foreign.
[00:00:04] Speaker B: Leaders.
Do you know what this bell is for?
It is our wakeup call.
The world is changing.
Technological complexity.
We have generation shifts and we're on the verge of AI revolution.
Your world is completely going to be upside down. What do we do at this time? How do we survive? How do we get through anxiety, burnout, stress?
This is why we have created this show for you, A Superconscious Leader, where you are going to not only survive this phase, but thrive in this.
Remember, you do not have to be a superhuman. You just need to be super conscious.
Welcome to A Superconscious leader. I am Dr. Adil Dalal. You're watching now Media Television.
Welcome to A Superconscious Leader where we explore the deeper dimensions of conscious leadership in today's complex world. I'm your host, Dr. Adil Dalal.
On this show, A Superconscious Leader, we move beyond the conventional thinking to uncover the emotional, the mental and even the spiritual truths that shape authentic leaders.
Today's guest is Erica Butler, CEO of Hirr LLC. She brings Fortune 100 HR experience to small and midsize organizations through her consulting work. And she's a certified DISC professional and internationally culture intelligence trainer.
Erica's mission is to help culturally diverse teams and global leaders lead from space of alignment, empathy and higher awareness.
Let's begin with something we rarely talk about but most leaders experience.
Why do so many leaders feel isolated at the top and what can be done about it?
So let's get started.
Let's get started. Erica, welcome, welcome, welcome.
[00:02:37] Speaker A: Well, I'm very happy to be here. Let's dive in.
[00:02:39] Speaker B: Thank you. The problem facing many in the audience is that even successful leaders, leaders feel isolated and unsupported in their roles. And it often feels like no one truly understands the weight they carry on their shoulders every day.
So let's dive into the first question.
Why do so many leaders feel isolated even in large organizations?
[00:03:07] Speaker A: Absolutely. So from my experience, what I've witnessed again and again are many organizations do not have, have programs or communities for leaders to develop together to have an output of where to put when they're holding this heavy, they have, you know, heavy shoulders a lot. They catch all the biggest problems and that's not embedded. So they really have to on their own go out and find it many times. And I also think I've seen many just superstar individuals get promoted and they either whether they outgrow the relationships because people can't connect with them the same or people see, well, now they're the leader, they have the power to fire me or there's power there and the leader maybe doesn't know how to navigate that in a healthy way. And then they can really feel isolated and alone and maybe even that they lost the friendship with their work colleagues they had before.
[00:03:58] Speaker B: Wow, that is, that is so important. What you're saying is I think of very few people who are at the top understand, you know, how to overcome that. So thank you for sharing that.
So let's dive into the second question. How can leaders reconnect with their purpose and build a stronger support system around them?
[00:04:20] Speaker A: Sure. So it's awareness that this is a gap and really having a plan around it and prioritizing for yourself inside the organization, also outside the organization, seeking peer groups and development and inspiration that will help help you going through the. The good through the hard. One example of one I'm part of IS Entrepreneurs organization. 16,000 leaders across the world. And they're just very like motivated high performers. So you have accountability there, you have training, development, you have a place to share the hardest of hards and they get it and you just feel validated, supported, and you have ideas to bring back to your organization. So that's just one tangible example that you need it. If someone, if you're out there and you don't have that, I would seek it out immediately because it's a game changer of what's possible for your.
[00:05:06] Speaker B: Very true, very true. And you know, using tools like LinkedIn and other professional societies could be a great, you know, way to kind of build those, you know, strong connections too. So. Thanks, Erica. Very profound.
[00:05:22] Speaker A: Can I more point? I just thought of. It's the coach and mentor. I think leaders who want to keep growing and I just think having a coach or mentor is really a game changer.
[00:05:33] Speaker B: Very true, very true. I think coaching and mentoring is, I think the crux of true leadership. Right. That is it will never go away. Those are the basics of leadership which needs to be kind of put out into the front. Especially now when AI is coming in.
You cannot let AI be the coach and mentor to you. You want to be a human to human. So thank you.
What are some of the ways to create a culture where vulnerability and connection are seen more as strengths than weaknesses?
[00:06:11] Speaker A: Sure. What I've seen work best is when leaders are able to lead the way with that and role model it. For instance, if they do make a mistake, which we all do, they tell their team, I'm sorry and they take that accountability and they show that vulnerability. Also, if they feel a challenge about something they say, I, I don't maybe have the answer right now, but I will find it. You know, show that they don't have it all together all the time. They're not perfect. And that allows their team also to feel okay making a mistake and then to say sorry, have the accountability. And it's just role modeling it, I think, is a powerful way also recognizing and celebrating when people are showing that vulnerability and connection. And then programs, if they don't have anything in place for people to connect, whether a community service day, a baseball game, lunch, and learns just ways that are already embedded in the company and the organization to connect is going to really give space for that and show it's a priority to the organization.
[00:07:03] Speaker B: Excellent. Erika, do you have an example when you were vulnerable and how did it help you?
[00:07:09] Speaker A: I have a very simple but powerful example and I share it oftentimes in leadership trainings that I do. My first leadership assignment, I had 75 team members and six department managers. I was a bit of a deer in headlights, having never led a team before other than volunteer. And I was so task oriented, so results focused. And I also didn't understand the power I had and how that could make people feel. I didn't understand the gift of that, the influence of that. So I would walk by employees and not even say hi to them because I was so focused on the test and the results. So my boss pulled me into his office and said, hey, it's not really okay, you know, to do that. And you know, you. I didn't even know I was doing it, actually. So that moment I. I completely changed everything. I kept my head up and I know I had a zillion tasks to do, but I always put them behind the person in front of me and I looked at them in the eye. How was Bobby's baseball game this weekend? And I walked the floor. Even when I was visiting different sites. I start my visit walking the floor. I end my visit walking the floor. And you really make those connection points. It's. It's a game changer. Build trust.
[00:08:14] Speaker B: Excellent. I think you have a very smart boss because this is. Management by walking around is a very important tool. And I did that every time. Whenever I would lead a team, I would be walking around and really, you know, not disturbing them, but saying hi and at least, you know, doing the things which they feel that you care. That is so important. Right, Erica?
[00:08:40] Speaker A: Fun fact, Dr. Dalaw. This also adds to capturing good talent. He was so amazing. He's now the GM of our company. So he just Helps lead like that. So when you find good leaders like that, you know, keep in touch because you never know when they can come back. Something special.
[00:08:55] Speaker B: True, true that. Thank you.
Okay, let's dive a little deeper.
How do emotional intelligence and superconscious awareness help reduce that feeling of loneliness when you're at the top?
[00:09:17] Speaker A: Absolutely. So I think not taking everything for face value, taking someone's words as their words, because people are so complex, knowing how to read body language, knowing how when they say, I'm okay, but you can tell they're not, you don't leave it at that. You dig into the conflict. Also being proactive with things like disc, like insights. These tools that allow you to understand what makes people tick, how is their personality, like, what do they like, what don't they? And the more we can understand that, the more we can meet them where they're at and lead them more effectively and know what drives them and what hurts them. So I think those tools are extremely powerful for those that are not using them.
[00:09:57] Speaker B: Excellent. And Erica, in your experience, as you go higher, do you think the EQ of the leaders is increasing or is it, you know, kind of staying stable at that point?
What is your experience?
[00:10:12] Speaker A: In my experience, I see it increasing. I think people are becoming more aware of this. I remember when I started in my career, almost emotional intelligence was like a taboo. Like it wasn't real, it was soft. But more and more, there's so many books out there today. There's so much more science behind why this is actually so important. One of the most important things you can do is work on your ability to read people, be self aware. It just, you lead so much better. It, it works.
[00:10:36] Speaker B: You're absolutely right. And research clearly shows that EQ is a much better predictor of success than iq. So you're absolutely spot on.
[00:10:47] Speaker A: And likeability, yes, exactly matters.
[00:10:51] Speaker B: Thank you.
[00:10:52] Speaker A: Yes.
[00:10:55] Speaker B: Can you kindly share a moment from your own leadership journey where you overcame isolation through mindset or through community awareness and community support?
[00:11:09] Speaker A: Absolutely. I was backfilling. This was a while back because it's the first time I had to deal with this. I was backfilling another HR leader and I was taking over as the head of HR in a newly acquired business at a large organization.
And there was some pain on that team for a lot of different reasons. And people, um, didn't really feel close to hr. You know, HR can get a bad rap sometimes. Uh, I know I'm not the first person to say that. And I had to work really, really hard to, to show them that I'm for them. And what I did was first off, I really got to know each leader and I I if it was marketing, what could I do to support marketing? And I just got behind their initiatives and show them I'm for them. Then they got behind my training and development initiatives and then I really feel like that trickled down the team. I also, like I said before, I got to know each team member the best I could. I spent time with them and showed up for them. So I think those are ways that I overcame feeling isolated and alone and not liked in the beginning.
[00:12:08] Speaker B: Excellent. Excellent, Erica. Thank you.
[00:12:12] Speaker A: Thank you.
[00:12:24] Speaker B: Stay tuned. We'll be right back.
And we're back. Let's continue this powerful conversation.
Welcome back to A Superconscious Leader.
Loving what you're watching.
Don't miss a moment of a Superconscious Leader or any other of your favorite shows on Now Media TV Live or On Demand.
Download the free Now Media app on Roku or iOS devices and enjoy instant access to our full lineup of bilingual programming in both English and Spanish.
Do you prefer to listen on the go catch the podcast version of the show right on Now Media Television website at www.nowmedia.tv for business and breaking news to lifestyle, culture and everything in between. Now media TV is streaming 247 ready whenever you are.
We're back with Erica Butler, CEO of Hirr LLC, cultural intelligence expert and a sought after coach for leaders navigating stress and complexity with greater awareness.
This segment dives into a hidden struggle many high achieving professionals face.
Burnout, stress and from the outside everything looks fine. But inside many leaders are silently unraveling.
So Erika, the problem facing many audiences is that the leaders are burning out with pretending they're fine and it often feels like the inner world is collapsing while the outer world looks successful. What are the hidden signs of burnout that leaders often ignore until it is too late?
[00:14:40] Speaker A: Absolutely. And I love that we're talking about this because if you can feel, figure out the hidden signs and check yourself, you can avoid getting to that place, which is just a terrible place to be. So I would say feeling overwhelmed, feeling like some of the balls that you care about are dropping, whether personal, professional, you have to notice that and feeling like you're not performing the way you want to, even not liking yourself because you just feel like you're failing in some fronts that matter a lot to you. Feeling exhausted, irritable, more inclined to be negative. So those are some beginning feelings that happen that if you're feeling those you need to think. Okay. Something needs to change. This is not going in a good direction.
[00:15:22] Speaker B: Very true, very true. And we're seeing more and more of this, right? The technological changes, the, you know, generation shifts is happening. And AI is also stressing out a lot of the leaders today.
What are you seeing in that area where technology or generation shifts are causing upheaval and burnout for people? Have you seen that already?
[00:15:48] Speaker A: Oh, so, so often. And the challenges. We have so much coming at us all the time. We all know this. And some are able to turn it off and others are not. And those that are on their phone at night, in the morning and their go to, they're just on hyperspeed all day. They don't have a chance to even think clearly.
[00:16:06] Speaker B: I know our devices are getting smarter. We kind of getting our little tougher. So that's the sad truth, right?
Great, great. Thank you. Erica, you focus on alignment of mind, body and spirit. How can leaders start that alignment in order to prevent any burnout?
[00:16:27] Speaker A: I think you need a plan to care for each. Because when one's off, everything's off. Right? Because they're so crucial to us being healthy as humans. So having a plan for each of them, protecting what matters most. So, you know, exercise and eating healthy. We all know we should do it. But is it on your calendar and do you protect that? That's not something to give up because it impacts everything spiritually, you know, even part of the eo. I told you entrepreneurs, organization, their number one thing is faith's important. Whatever you believe, having, you know, a connection with higher power or some type of faith, some type of purpose, more than just living this simple life, you know, that really matters, actually. And it looks different to different people.
And where are you there? And then mind are developing yourself. Are you giving yourself time to learn something that you love and enjoy? Maybe it's Spanish, maybe it's. I could name a zillion things. But making time for that continuous development and improving ourselves and challenging our mind. That's if people thrive when they're doing those things.
[00:17:25] Speaker B: Excellent, excellent. And Erica, from an HR point of view, how do you introduce spirituality into an organization? This is a very.
You know, there is a fine line between religion and spirituality. We're talking spirituality. How do you introduce that through mindfulness, through other programs. What. What have you experienced here?
[00:17:47] Speaker A: I do find it. There is a lot of challenge in, like, corporate America doing that. Right. Because especially with all the employment laws about, you know, religion and. Well, I think leaders really tiptoe around this. But I find it is good to be open and share, you know, your faith and is part of who you are and allowing others to do the same. And again, if not everybody has that element of their life, but making it a safe place that you're going to, it's not going to impact your promotion if you don't share the same faith as somebody. But allowing people to bring their full self to work and that's part of their full self. So leading by example and allowing it and talking about it.
[00:18:24] Speaker B: Very true. The whole self, that's so.
[00:18:26] Speaker A: Absolutely.
[00:18:28] Speaker B: What small daily practices can help leaders protect the energy and stay totally grounded?
[00:18:36] Speaker A: Well, I love the word energy. Right. And we only have so much of it, especially making the tough decisions and there's things that are easy for us and things that are hard. So I think the flow of the day, be very aware of that. Many people, for example, in the morning, they're, they're sharp for maybe a few hours. That's when they should make their decision. So they shouldn't have meetings, schedule meetings after 11. I know, like I heard, you know, you have leaders like Warren Buffett, Stephen Bartlett, like leaders who are just making an impact around the world, they do that. So I think the flow of your schedule matters a lot and be planning around it also. One thing that I've learned from other leaders that I adopt is what are the three things today? What are the three things this day, this week, this month? If I do those three things, I go to bed and I feel great. Even if of course, you don't get to everything but those three, it's just a powerful thing that works. So these are just little tips, protecting what matters most and having your three tips that you focus on so you get the main things that are going to impact your mission done that day.
[00:19:33] Speaker B: Very true. And I think your point about the personal clock, right. We all have a daily clock.
At some point we are absolutely super performers. At some points we are just done with.
So finding that right spot is so important. So thank you for bringing that up, Erica. Appreciate that.
How do you coach high performing professionals to slow down and reflect without losing any momentum?
[00:20:07] Speaker A: Sure. So early in my career I learned the hard way a few times and I had a leader say to me, slow down to go fast. So that's something I've taken with me everywhere. You know, of course many of these leaders are used to being high performers. They're results oriented. They want to get there quickly. And in that we can stress ourselves out, trip over details that we didn't pay attention to. Right. So that's a saying that I take with me and I, I with and I take and I coach people with that saying.
But also I find that when I'm coaching people, they don't spend time to reflect and appreciate all their wins. They're so focused on the problems and what they miss. They don't focus on wins, on gratitude, on what they love about their life, about what they're doing. And I've even had people cry when I say, you need your homework assignment. This time write down 10 things you love about yourself, 10 things that you're celebrating. And they get emotional because they're so burned out or whatever. And then they write them and it's like a practice they start putting into their life. It's, it's very freeing. It's, it's, it's something that will just impact you, how you see yourself every day. You know, it matters a lot.
[00:21:10] Speaker B: Yeah. Thank you for sharing that.
What role does self awareness play in healing from or avoiding any burnout completely?
[00:21:23] Speaker A: Sure. I would say the best leaders I've worked with are very self aware and they work on it and they also, they're asking, you know, how they can be better to themselves but also around them, you know, getting feedback.
But I would just say the more self aware we are, the more we can check in with ourselves and know today is an off day. So maybe I shouldn't be having a full plate of meetings if I can shift some things.
It's a practice I learned from a leader named Chrissy Wright and I do the same thing in my morning routines. I literally check in with myself. Am I feeling good, am I feeling sick? Is this a go day or did something happen in my life that I need to shift and live in a flow. Not being so hard on myself that some days are go days and other days might be a catch up day and that's okay. So these check in self awareness, the more we do it, the easier our lives will be and the more productive I believe we'll be.
[00:22:11] Speaker B: Excellent. Excellent, Sarika. That is deeply, deeply insightful.
For your viewers who want to connect with you or learn more about your work, where can they find you?
[00:22:24] Speaker A: Sure. So we have a website and they are, they can reach out to us there at gohire g o h I h r.com we're also on LinkedIn so if they type in h I h r llc or go higher it should come up and they can Find us on LinkedIn. We really work hard to get back quickly and happy to Discuss and help and be here as a resource.
[00:22:46] Speaker B: Excellent, Erica.
Stay tuned, folks. We'll be right back.
Stay tuned. We'll be right back.
And we're back. Let's continue this powerful conversation.
Welcome back, folks. We're back with Erica Butler, global HR consultant, disc coach, and someone who's helped countless high achievers shift from burnout to purpose.
In this segment, we're unpacking the pressures many leaders face to keep producing more. And even when it feels like they're still falling short of who they are meant to be, the problem facing many in the audiences is they keep pushing harder to succeed. And it often feels like they're still falling short of who they're meant to be.
What do you say to leaders who feel like they've done it all but still feel unfulfilled? So, Erica, this is so important, right? Would you agree that this is something which a lot of people are facing today? Is that the hollowness of success? Basically?
[00:24:24] Speaker A: Absolutely. And I first start out with a lot of questions and one of them is around, what are you chasing? What are you chasing? And why?
And getting them to go back to why they want it, to lead or start their mission in the first place and connect with that purpose, that mission. You know, in the west, speaking globally in the west, we are, there's a culture around more stuff, more money that equals more happiness. And I think we all can agree that that likely is not the case. It might make life easier. But if you're watching, you know about the blue zones, people who are living over 100 years old and have high quality life, it's about their relationships, it's about, you know, healthy living choices. It's not about the stuff. So I think if we, that's just one example of a disconnect. If you're going to keep making more money, more success, more this, it doesn't translate actually to a, a whole, a life of wholeness and, and joy that you can have.
[00:25:21] Speaker B: Excellent. Yes. And, and the blue zones, what you talk about are really good benchmarks. Right. For all of us as humanity of how to live our lives. So thank you for sharing that and bringing that into the conversation.
[00:25:34] Speaker A: Absolutely.
[00:25:37] Speaker B: How can superconscious awareness shift the focus from more achievement to more alignment?
[00:25:46] Speaker A: So I'm taking this to mean aligning with your employees, you know, heart to heart, of course you want to win together, but really seeing where they're at and aligning and meeting them where they're at. I got to see this incredible keynote speaker a few months back in Germany. Actually and his name, names of Walter Vanderburg, pro soccer player, turned into a brain scientist. And he is. He. He focuses very much on this. On this. And how do we align with our employees? And one thing he said that was fascinating was we judge ourselves.
We see our inner game. We know our whys, we know we give ourselves a lot more space, I guess, to be good. Not then we judge others on the outer game. We don't see what's going internally. And he has a proven process how to go deeper. And how do you connect with, employ, and know what their inner game is? If we can know their inner game, then we can align better and dig deeper.
[00:26:39] Speaker B: Absolutely. And it's so important for leaders to do that. Right. Because they have so much weight on their shoulders to lead their followers. And if they cannot find that inner compass within themselves, you know, the whole team is lost.
So.
[00:26:54] Speaker A: And you're right, the speaker, he spoke a lot about that, actually, because he led by example. He said, when you do this, it makes me feel like this, and then this. So he actually was sharing his inner game with his team, which helped them share it more easily as well.
[00:27:09] Speaker B: Exactly.
[00:27:10] Speaker A: I totally agree with you.
[00:27:12] Speaker B: Thank you.
What role does reflection and even stillness play in unlocking greater leadership?
[00:27:21] Speaker A: I find it's critical because with so much coming at us, if we don't make space for that, we really can't hear ourselves think. My best ideas come and solving problems come in running in quiet time in the morning, and I protect that time.
Some people might even be embarrassed to share how much I sometimes was, but I'm not anymore. I spend about two hours in normal weeks, two hours every morning for me, time thinking, processing, praying and exercising and all these things that fill my tank so I can show up stronger. And I work with a lot of people to encourage them to do the same because it is powerful. It is a game changer.
[00:27:58] Speaker B: Erica, how do you help high achievers break free from pressure to constantly prove that they're worthy of what they've achieved?
[00:28:07] Speaker A: Hmm. That's such a good question. So when we're saying achiever, I would like to refer to strength finders. I'm not sure if you're. Yeah, you're nodding your head.
[00:28:16] Speaker B: Absolutely. It's one of my favorite.
[00:28:17] Speaker A: Yeah, it's so good. And so they have achiever, right. As one of their designations and achievers.
They. They thrive on impact, on not even checking the box. But they just want to see things move. That's how they're wired. So even on vacation, they're probably Learning to surf, they're learning pickleball, they have a goal, a personal goal. They're going to focus on learning to ride, drive a boat, something. And so I think the key is don't turn that off in them or don't, you know, celebrate, celebrate that. Let them be them. But there's another piece of, you know, it's okay. Sometimes achievers need a break and rest. And resting, it's going to help you come back stronger and achieve more. So for me, I had to learn that, that, you know, in, I guess you could call it a Sabbath, a break, whatever you want to call it, those rhythms of rest are going to fuel you and you're still going to come back stronger and helping them get that. And it works really well.
[00:29:11] Speaker B: Excellent. Very true. And I think you can take those breaks in the many moments too when that pause between conversations, that pause between any action can be so powerful too. So that too could be a very powerful break for the people leaders to stop, reflect and then act. So thank you.
[00:29:36] Speaker A: And if they're being reasonable with their to do list and checking off their three things every day, they'll be feeling accomplished. Even if they didn't get as much done as they wanted. Those three things. It's a good feeling for an achiever.
[00:29:47] Speaker B: Fantastic. Thanks, Erica.
Erica, now very important question is what would you advise someone to take as the first step from moving from doing to being so almost like going from a corporate being to a human being.
[00:30:08] Speaker A: I think it's such a beautiful question and just as one example of how this plays out in life, even hiring people for who they are, not what they do, but who they are are, because who we are, our being, will result to doing so. I think the more we can be focused on our character and being consistent when people are looking and when they're not looking, I think that's the priority. And you can rest in who you are. Even when you make mistakes, you know your character is strong and people around you will feel that and know that and they'll have high trust. So I do think focusing on being for ourselves and who we're hiring is going to result in a very strong, high performing team. Even when we make mistakes, we own up to it and we get right back into our normal rhythms of who we are, if that makes sense.
[00:30:56] Speaker B: Thank you. Spoken like a true HR leader. Erika, thank you so Erica, thank you. We're ending this segment on a very high note. And where can the audience find you? Online?
[00:31:13] Speaker A: Sure. The best way is our website, gohighre.com so G O H I H R.com you can send us a message. We'll be back quickly. Also, we're on Active on LinkedIn and it's HiHR LLC. Type in we'd also be happy for you to reach out and we'll be right back to you.
[00:31:30] Speaker B: Thank you Erica. Don't go anywhere. Be here. We'll be right back.
Stay tuned. We'll be right back.
And we're back. Let's continue this powerful conversation.
Welcome back to A Superconscious Leader.
Loving what you're watching.
Don't miss a moment of a superconscious leader or any other show which is airing on Now Media TV live or on demand, anytime, anywhere.
Download the free Now Media TV app on Roku or iOS and enjoy instant access to our full lineup of bilingual programming in English and in Spanish.
Prefer to listen on the go catch the podcast version of the show right on Now Media TV website at www.nowmedia.tv. from business and breaking news to lifestyle culture and everything in between, now media TV is streaming 247 ready whenever you are.
We're wrapping up with Erica Butler, intercultural strategist, superconscious coach, and a leader passionate about transforming workplaces by activating human potential.
This final segment explores a very crucial leadership shift from managing tasks to awakening the best in human beings.
The problem facing many in the audience is that they're stuck managing people instead of inspiring them, and it often feels like they're spinning wheels instead of creating change.
So, Erica, what's the difference between managing people and truly leading them?
[00:33:51] Speaker A: Fantastic questions.
They are completely different definitions.
We have a slide in our leadership training we've done for years, and one sphere is manager, one is leadership, and they have some overlap, but they're completely different definitions. So let's talk about that first. Managers are focused on, you know, compliance and to do lists and tasks.
And they hold people accountable. They have a job to do and so does the person who is reporting to them.
Leaders don't need a title. They influence others. People want to be on their bus, and whether they have the title or not, they're going to move people somewhere towards something, and that is a true leader. So the best managers also are leaders. And in a company, you want your managers to be leaders as well. They're going to be a much more engaged and inspired team and much more successful results.
[00:34:42] Speaker B: Excellent, Erica. Great, great.
Very sustained.
I'm very passionate about this topic too, and in my book I write about manager depends on control.
A leader depends on trust. This is the fundamental difference.
And the key thing is I often get asked is who's better, a leader or manager? What do we need to be?
And I said we need both in an organization. Would you agree?
[00:35:12] Speaker A: Absolutely.
[00:35:12] Speaker B: You know, I know I would. I can manage, but I'm not a great manager. I would be a much better leading a big team rather than trying to manage daily tasks.
[00:35:24] Speaker A: So we need both hope of the manager you want them to lead. Right. Because without that, people aren't going to be very engaged, likely. Depending how they're pending. Right? Depending how they are.
[00:35:36] Speaker B: Yes, very true. Great, great question and a great answer, Erika. Thank you.
Okay, now let's dig a little bit deeper into leadership. How does a superconscious leader unlock the potential rather than just checking the performance boxes?
[00:35:55] Speaker A: Sure. So I think being prioritizing it and having a plan, it's too easy to get into the day to day, week to week, I guess, grind of what has to happen in tasks and then these important one on one discussions that could be just about the stuff, but no development. It's a missed opportunity. So the best organizations I've been part of and what I coach on is building it into the schedule, protecting that time. So you're constantly developing. You never want to be at a performance review and the person across the table shocked with the feedback. They should never be shocked. It should be an ongoing discussion pouring into them. And also things like share your network with your team as much as, as possible, challenge them with new assignments, constantly be talking to them about what do they want to do, lifting them up, showing them what's possible, because they'll start believing it's possible too, because some of them won't and they have more potential than some of them realize.
[00:36:48] Speaker B: Excellent. Excellent. And in your opinion, Erica, what are some of the key characteristics of a superconscious leader?
[00:36:58] Speaker A: I think it's someone who takes time to truly get to know their team. For instance, we always say a new leader should do a new leader assimilation and spend hours getting to know their team and what, what, what motivates them, what doesn't pet peeves you. You start off so much better. So I think the, the superconscious leader really is aware and will spend that extra time even if they feel like they don't have it. They will spend that extra time to really get to know and connect with the people on their team.
[00:37:24] Speaker B: Excellent. Yes. Seeing the potential in others is so critical for a superconscious leader.
Excellent point.
Erica, can you share a transformational story where a manager Shifted from control to coaching.
[00:37:40] Speaker A: Yes, absolutely. I was supporting several warehouses and amongst some other things, in one warehouse, in one location had a leader, very experienced, really good guy, but he really led with rules without relationship.
His team did not feel connected to him. They felt belittled, they felt unheard. And he didn't even know why or how, you know, this, why people felt that way. So what I started doing with him was when I noticed it, because he would do it to me as well, this little belittling thing. I called him out right on the spot and I go, when you do that, it makes someone feel this. And he goes, oh, he wasn't that. He was. He was. It was like light bulbs going off for him. And then we also got super aggressive on focus groups, pull surveys, really hearing more from the team than having him follow up with real action plans that I care. I'm listening. So those are just some key things we did to turn the tide and help build trust on that team.
[00:38:37] Speaker B: Excellent. You know, just, you know, showing them the mirror. Right. Just showing them what is the gap can make, can completely transform a human being. And, you know, instead of feeling kind of offended, they will always be obliged to you for showing them the right way. So kudos to you. Great job.
[00:39:00] Speaker A: Okay, well, since you brought that up, I'd love to add one piece. I do think humility is so important in leadership and seeking feedback because he could have responded with offense. I took a risk. I took a personal risk doing that because I could have lost his trust but didn't. But I had people who have respondent with offense and guess what? They don't last that long, unfortunately. So just an encouragement to you who might get easily offended. It's something to dig into. And people normally give feedback most times to truly because they care so much and they want to see you be successful most of the time.
[00:39:33] Speaker B: Excellent point. Thank you.
[00:39:34] Speaker A: Okay, yes.
[00:39:36] Speaker B: The next question is very near and dear to my heart. It's a neuroscience.
So what's the neuroscience behind why people thrive more under leaders who lead with empathy and vision?
[00:39:50] Speaker A: I love that you pulled the science behind it because I think to really know what's happening in our brains helps us make better decisions and plans and to know how our brains work. So actually in our leadership training, we have an example from Dr. Richard Wartsvitz. Not sure if you're familiar with his work, but he is an expert on neuro coaching. And what is so fascinating is they did all these MRI studies and they proved when you were giving positive coaching, positive reinforcement and feedback, the brain reacted positively and they're much more likely to change. The ability to change from what could be vision, like positive things, they could change. But when it was negative coaching, more belittling, or this was the missed mark or nothing positive, actually, the brain showed reaction, negative reaction, and then that was a lot less likely to change or would not change. So that to me was. So I learned that study maybe 10 years ago. But that was a huge game changer because you can really back up the whys with science. It just works better if you can help come around that person and lift them. Even if there's gaps, talk about the gaps. But say this is what's possible, this is what I see in you. People will respond and more likely achieve it.
[00:41:03] Speaker B: Yeah, I know, you're absolutely right. And, and I think the other point is when you're being positive, you're getting, giving positive feedback.
The happy chemical in our brain called the dopamine is released and that actually creates more, you know, you, you try to replicate that same behavior and you want to impress the leader more. So I think this is, I think in future, leaders will need to be neuroscientists from a, you know, the EQ should also include a bit of the neuroscience in there. So.
[00:41:36] Speaker A: Okay, absolutely.
[00:41:37] Speaker B: Let's dive into the final question.
What tools can help leaders become activators of potential, not just task managers?
[00:41:48] Speaker A: Sure. So there's a process I would love to share that works really well and it's simple but very effective. So it's a talent review tool and you meet regularly with your leadership team and you know, where you place people, where are they? Are they thriving? Are they not? And you agree, you know, together, collectively, the best you possibly can, as objectively as possible. But from there, there's a lot of action. So our high performers, are they getting developed? What is their next challenge? Because that's what's going to keep them happy and being seen and wanting to be making an impact further. On the other hand, there might be some that are missing the mark. Okay, there's this lower box. Did they get enough training?
You know, what more can we do to help them be successful? Or are they not a fit? Are they, Are they, you know, fail, failure to follow instructions, and then you have to address it. So it just gets the leaders to work together to lift the team positively. But also, if there's a lack of accountability and those are pulling the team down, not a fit, they address it. And there is accountability for leaders to show up every quarter or every month and speak to it and it's just a really powerful tool that I've seen work in many, many places.
[00:42:56] Speaker B: Excellent, Erica. Thank you Sarika. This has been powerful and practical for those ready to evolve from a manager to an awakener where they can follow you or connect with your work. So just let us know how they can find you and connect with you online.
[00:43:18] Speaker A: Sure. The best place is our
[email protected] go and then HiHR. We're also active on LinkedIn so you can type in HiHR and search us.
We get back to comments and would love to engage with anyone who is interested in these topics.
[00:43:35] Speaker B: Thank you Erika.
So again, thank you for bringing such depth and wisdom to a superconscious leader.
Your approach reminds us that leadership isn't just about performance.
It's about alignment, growth, and courageously showing up as your fullest selves.
For those watching, let today be a reminder. Leadership is not just a role, it's a responsibility to be conscious, connected and transformational.
Whether you're leading a team of 10 or 10,000, the most important work starts from within.
I'm Dr. Adil Dalal. Thank you for joining us.
Stay super conscious, stay intentional, and we'll see you next time. Thank you.
