Why do our assumptions get in the way of our relationships? How do they impact our relationships? How do assumptions impact the decisions we take? When did these assumptions get created? Are we aware of our assumptions?In 10min Deepa shares her perspective on how assumptions get in the way of good relationships.Key Insights from this episodeWe are constantly making assumptions in our life in work and in our out of work-life too and this impact the actions we take.Our assumptions get formed through our education and cultural upbringing.The brain is designed to make assumptions, these are called mental models. Once we know what we are assuming we then have the power to change these.How assumptions impact our relationships with people at work?RememberThe more you know what you are assuming, the more you have the power to change those assumptions which are leading to certain perspectives.About my uncovering your hidden assumptions:May 2018, Boston, I got certified in Immunity to Change Process. Ever since I use this technique to uncover hidden assumptions. This process creates a higher level of conscious awareness that helps you to achieve your goals with less struggle. If you have heard this episode and want to discover your hidden assumption that is stopping you from achieving your goals with ease, write to me and I will be happy to offer you 1 free coaching session. In just 1 session you will gain awareness that will trigger your growth.Write to me at: Deepa@meetmypotential.com

Podcast’s will be launched once in 2 weeks, i.e. every alternate Monday.We have come to realise that at times: “Less is More”.So, we are in the process of improving the quality of episodes. Thank you so much for tuning in and listening to the show. See you next Monday

What is MeetMyPotential? What does it mean to meet your potential? What does your life look like when you have met your potential? What comes in the way of us living our full potential. In this episode Deepa shares her perceptions on this topic in just 10 min.Key Insights from this episodeI believe there is a huge potential that lives inside us.We form assumptions and believes through life events, childhood experiences, and events. We get domesticated, conditioned by society and told how we need to be. Through these experiences we form our inner self talk which could be negative or positive affirmations. We unknowingly move away from our essence.Meeting potential for me is about being clear about your PASSION and PURPOSE and living from that.Its about making life choices and decisions based on your essence andNot based on pleasing othersNot based on insecurity of failingNot based on a feeling of inadequacyNot based on a rebellious need to appear strong and in controlMeeting your potential is about making choices based on your values, based on the true expression of your creativity.Meeting your potential is about following your passion and doing  things you love or moving towards it.It about not living a life of circumstances – rather a life filled with CHOICE.Your potential is not a destination to reach / attain. Its there within you. Its a inward journey.Its about you seeing your brilliance. Meeting your potential. Living your full life. RememberPotential exists in every human soul like the seed in the soil by meeting it the potential becomes actual.If you were living with Passion and Purpose what does your life look like? What are you doing differently than today? What would a full life look like? What would having ease of being look like to you?Write to me, I would like to hear about you.

 James Routledge, founder of Sanctus showed up on MeetMyPotential podcast. The mission of Sanctus is to change the perception of mental health, and James is here to talk about this mission. He shares his experiences with mental health and how Sanctus has improved workplaces.What is mental health?It’s your state of being; not just your state of well-being. Your emotions, feelings, thoughts, and identity are all wrapped up in mental health.People’s perceived definition of mental health is that it just means mental illness or mental health issues, and I don’t believe that’s the case. Mental health is all-encompassing the full range of mental health, just like physical health isn’t about disease and illness, it’s about fitness and strength.There is a stigma in talking about Mental Health at work, what challenges do you face when talking about mental health in organizations?Stigma in Latin means scars. The stigma around mental health is people’s individual fear, reticence and uncertainty of talking about it. This culture is changing, but it’s still the case in many workplaces.A healthy, functional workplace isn’t created by oversharing. However, trust in functional teams is created by a certain level of vulnerability.What made you personally interested in this space?Five years ago, James never really used the words “trust,” or “vulnerability,” or “connection.” James left university and went directly into the high-pressure world of start-ups, which caused him to feel anxiety towards all the uncertainty in the business. James thought that as a leader, you shouldn’t show any emotion and you are a rock for everybody else.Eventually, the business shut down. He felt lost, and this was when he was hit by all the feelings that he had suppressed for a long time.Eventually, James ended up coming out about his anxiety. He wrote a blog post and shared it with the world. This was the start of a period of change and transformation. It gave birth to Sanctus.What has been the highest point for you at Sanctus and having mental health conversations in organizations?Sanctus coaches are placed into the workplace to create a safe space where employees can talk to someone impartial and confidential about mental health. In many businesses that Sanctus has worked with, the perception of mental health has changed. The conversation around mental health has become normalized.The highlight is seeing the change in the perception of mental health. I feel like we’re at the forefront of that and we’re one of the protagonists leading it.Can you give an example of what mental health conversations brings to people at work?In one technology business Sanctus worked with, one of their senior engineers came to HR and said that he had planned to leave, and if it wasn’t for his Sanctus sessions at work, he probably would have.The value to the business is creating an environment where people feel like they can be their whole self. Then, they will feel:Like they belongThat they want to workCared forLess likely to leaveMotivatedMore trust and connections within teamsOne of the biggest challenges I’ve seen with my customers is that “We don’t have any time.” How have you managed to get around that?The most important set of people to make any change in an organization is the leadership team. If the leadership team have bought in the idea and they want to make something happen, they will find the time. It has to start at the top; they will set the tone.What’s one TIP that people can implement to feel healthier and have more healthy conversations?The best advice is to start where you are. Just follow your intuition. That’s quite vague, but three practical things that people can do are:Have an open conversation with someone about your mental healthMeditating – it’s a way to raise your own awareness of how you feel.Journaling – taking the time to connect with your thoughts and feelings by writing them down.Every single one of us has mental health, and that is the perception that needs to change.

 What are inner limitations? How do they limit us? How can we transform them? Cecile share one simple and easy TIP on how you can become a conscious person taking responsibility for your life.About Cecile RandoingCecile Randoing, MSc, CPCC, ORSCC, PCC, MBTI I & II practitioner, Akashic Records practitioner and healer, Council Guide. She brings an unparalleled +20 years experience mixing spiritual counselling, coaching, consulting and managing business. Cecile likes to call herself a “fire keeper” as she is dedicated to support her clients to reconnect them with their inner fire, their own wisdom and dreams. Her approach is systemic, highly intuitive and self-authoring. She engages leaders who are committed to positively impacting their organizations and communities, and who are willing to play at the edge.More about Cecile Randoing on http://www.foreseeyou.comKey Message from the episode:Our inner limitations are constructed from the time we are born, through our believes.They become our operating system which is in content evolution.The problem happens when we are not conscious of our inner operating system or our inner believes.Becoming aware of our believes and accepting them, not judging them as good or bad allows us to gain more consciousness.Taking Action, even a small one to transform our old believes helps us to transform.Transforming old limiting believes helps us to:gain more confidencebecome more creativeget more presentflow easily from idea to action.Remember:“You are not controlled by your genes, you are controlled by your beliefs”– Bruce H. Lipton, Ph.D 

  What is conscious leadership? How can one build a more conscious style of leadership? Bob Anderson a true pioneer in the field of leadership development and research answers some of these questions.What is Conscious Leadership?Conscious leadership is only a matter of degree. Someone we call unconscious is operating at an early level of consciousness or a less mature level of consciousness. We are all conscious and the question is to what degree.Bob has been researching for the last 20 years the intersection between the inner maturity and how that translates into leadership effectiveness. He mentions there are three levels of leadership:Reactive levelCreative levelIntegral level80% of leaders are running at Reactive Levels of Leadership! A reactive leader operates from a mental conditioning formed by believes and assumptions that we accumulated in our early days. We have been doing it our whole lives; so, it is automatic.For instance, a reactive leader may not  speak their mind in order to be seen as a friendly person, or a reactive leader may be highly driven with a strong need to get it right that they become autocratic and critical. The reactive style of leadership always wants to play it safe.The reactive style of leadership only gets us so far and they are outmatched by the complexities of challenges we face in adult life: families, marriages, leadership, and so on, that we need do to work to upgrade our operating system from reactive to creative. This is significant work!This move from reactive to creative is what psychologist Dr. Robert Kegan from Harvard calls Self-Authoring i.e. we move from being authored by others to authored by self.“In Creative Leadership we are less focused on all the messages of how I am supposed to be from how past and current environment and much more focused on creating a vision that I believe in and create an organization that matters with outcomes worthy of our deepest commitments”It is not feasible to create an organization that is innovative and provides solutions to world problems under the reactive leadership style. Organizations need a minimum of creative level of leadership in order to perform in the face of complexities.What is the main difference between the reactive style and creative leadership style?Listen to the podcast where Bob shares his own story about a conflict he had with his partner while writing the book “Scaling Leadership”.In the reactive style, when you are less conscious your automatic patterns reach limits and you hit against a wall.Self-authoring perspective is: How do I embody a vision of myself asa leader? How do I embody the kind of culture we are trying to create? How do I embody the relationships I want? You ask yourself: How do I become that? In Self Authoring mode we develop the ability to see into our own operating system and examine how it supports our vision and we get to redesign it. For instance, I don’t have to be so threatened when my ideas are criticised because my ideas are not me.How do you move from the reactive to the creative level?Identify what is the one thing that will take me / my organization to the next level. Take steps to redesign the way you are working. Holding questions like:What is the vision?How am I operating?How do I want to show up?How do I interrupt the vision and cancel myself out?Holding all these will help you move from reactive to creative.Get Feedback. Years of research has been published in “Scaling Leadership”, indicates that people see you. People see you with more precision than we ever knew and if you can get feedback and harvest that and build trust to create a learning-rich environment, you can shift pretty fast.People can serve as your mirror. Their views about you are more precise than you see yourself. While getting feedback from people ensure that is a constructive one.You bring the weather as a leader into the team, into the organization, and what is happening around you is a reflection of you.There is a powerful poem by a Zen master:The hand moves, and the fire’s whirling takes different shapes, The hand moves, and the fire’s whirling takes different shapes, All things change when we do. It’s a universal principle – Start with yourself and take responsibility for the development effort, then the culture will shift.What are the things one should watch out for when moving from reactive to creative style of leadership?As leaders’ step into higher leadership positionsYou cannot not be in over your headAs organizations decide to grow 2x times, you put yourself in a development gap and that’s normal for everyone:You cannot not be in a gap.The Development gap is the mismatch between the complexity of the business context and the complexity of my mind and heart to meet that challenge. Its normal to be in a gap even when your business is flourishing. We all need to work on the gap.How do you see the difference between Creative and Integral Leadership?Time scales expand:Reactive is weeks to months, fighting fire, short term problem fixCreative is 10 -15 years, long term vision and strategy, self–authored vision and strategyIntegral is decades if not centuries.Integral Leadership shifts the perspective from being the author of my business to taking responsibility for the welfare of the whole system and becoming an architect of the bigger system.  Integral Leadership includes all the stakeholders like welfare, environment, etc.How can one move from creative to integral?Only 5 % of leaders are operating here. The 1st step is to upgrade to Creative Leadership before moving to Integral.Start to learn about Projection: When you are making someone your enemy, think about how does that live in you? Take the log off your own eye so you can see more clearly. When you start to hold inner tensions of the brighter and darker sides of you; you are better placed to hold the outer tensions. The more you can see your own complexity the more you can hold and heal the outer tensions.All things change with the leader. All things about an organization change when you as a leader change. Be the change that you want to see in the world, because all things change when we do.Want to know more how you can scale your leadership, reach out to Bob Anderson or write to us!

  How does organizational politics impact stress? What are numbing disorders? One simple technique to not let the stress of politics impact your personal life?Main insights from this podcast3 key impacts of organizational politics on stressWaking up at 3amGetting irritated at homeHolding on to numbing disorders1 simple technique to bring joy in the midst of politicsRemember:Roosevelt’s Quote:If you are brave enough often enough we will fall. Daring is not saying “I am willing to risk failure.” Daring is saying “I know I will eventually fail and I’m still all in.”  I’ve never met a great person who hasn’t known disappointment, failure even heartbreak.

 What is vulnerability? What is not vulnerability? What challenges do people face to be more vulnerable? One TIP that will help you take a step closer to be vulnerable?Gareth Davies’s Key Insights on VulnerabilityUnderstand what is Vulnerability?The common myth revolving Vulnerability and Trust. How can trust be build if it doesn’t exist.How much do we share with vulnerability on the table?Learn about the ONE key element that is needed in organisations for people to be vulnerable.The best insight on why people “Blame” and how they can go past that culture.About Gareth DaviesGareth Davies  is from The Bravest Path. He works with individuals, teams, and organisations to develop courage, compassion and connection through psycho-educational workshops and coaching. The bravest path is one of 1storganisations in Europe to offer the “Dare to Lead” program from the research of Brene Brown. Brene Brown has done over 20 yrs of research with 400,000 pieces of data and interviewed 150 Global’s C-Suite leaders.In short Gareth is an expert on Vulnerability. To know more head over to: https://thebravestpath.com/who-we-are/Remember: “DARING GREATLY MEANS THE COURAGE TO BE VULNERABLEit means to show up and be seen. To ask for what you NEED. to talk about how you are feeling. to have the HARD conversations” Brene Brown

 How can organisations think more deeper and bigger? What is ONE simple step that you can take to get your teams to think bigger? What stops us from thinking bigger? 4 simple questions that you can use in your team meetings to ignite this process.About Faith FullerFaith Fuller is co-owner and President of CRR Global. She is a psychologist and experienced trainer and coach, with over 15 years of experience in working with organizations, couples and communities.Faith takes a systems approach to coaching, namely that all aspects of the system need to be addressed in order for effective change to occur.Faith Fuller’s Key Insights on How to swim deeper waters in an organisationWhat are stages of evolution of an organisation?How can people start to think more wider, deeper and bigger than just focus on the products we are producing.She share 1 Extremely simple  way for people to think deeper and bigger.She talks about the importance of Reflection Time and how that can be done in teams.Faith share’s the Biggest Challenge that blocks people from thinking deeper and bigger. Remember: If you are feeling something needs to change, your voice matters, you are the voice of the system. So, take the first step to listen to Faith’s simple and effective insights.

 What do you miss when you don’t keep eye contact? What’s important about that? How can you activate your body’s natural energy? Different people have different energy types, learn one simple trick to active your body energy.About Susan FisherSusan Fisher  is the co-founder of 9energies and the most specialised person in identifying people’s natural energies and how they show up in their body and in their interaction with others.Susan Fisher’s insights on the wisdom present in our bodyThere are 9 physiologically different kinds of people. Each of us is born with one of nine body types, that we call Natural Energy. We have a simple physical process to determine which physiology is yours. Everyone has a Natural Energy – a way of being that comes with the body we are living in.She talks about they different types of people and how their type impacts the way they create relationshipsDepending on your natural energy you make decisions differently through head, emotions, body etc.Her insights bring awareness of how we unknowing interpret signals in the way we make judgements.She talks about how you can use your body to receive more information.Approach life as if the person in front of you is not like you, and then be curious.More about 9energies:Visit: www.9energies.com