Welcome back to module five of LA101, our final module, which is called Our Ideology. And this is where we kinda get to bring it home, and really this is the reason why the mini-course was created, was to help you understand our ideology and where all of our beliefs kinda come from, because this ideology serves as basically the core philosophy for Leadership Arts Associates. This is what guides all of our work, these are the beliefs that all of our team agrees with, and believes with, and is pushing for when they’re working with organizations, individuals, and teams.
So on your screen you’re gonna see basically a creation of our ideology, and it’s an image that symbolizes everything that we’re gonna be talking about, but high level I just want to point out some things about the image and how it speaks to me and to the team. Number one is the circular motion, we think with professional development, team development, organizational development, it never ends. It’s a continuous cycle. And the the words on the outside are very reminiscent of Heron and Reason’s Four Ways of Knowing. You know, experiential moments, or what happens in that moment of time. Surface, which is more so what we always want to gravitate towards initially, which is the propositional. Purpose, which is diving a little deeper with presentational. And then takeaway, which is your practical application.
And then inside kinda talking about some of the core things to set boundaries and things that we need from our foundation, which is our values. From harmony, what we need to feel inner peace, or a sense of balance in our life. Our version of work/life balance. And then mode, which is our style and our preferred way of doing things so that we truly are an authentic, genuine leader of who we are, not who someone else wants us to be. The last piece I will point out on the image that I think is very strong is the shading in the center, going from dark to light, cause I think sometimes the things that we have to dive into, the moments or the experiences that we need to process, the more powerful they are the not so easy they are. They are sometimes the darkest moments, but when we process them they have the ability to get lighter. They have the ability to become less gray and become more clear for us.
So let’s dive into basically our beliefs that feed off of this image that kinda summarizes for us our ideology, but then we have a set of five beliefs that funnel into that. And belief number one is that, we believe self-reflective cycles are necessary for personal and professional growth. So we believe that you have to reflect, we believe those answers are inward, and the way that we get them is asking questions. Whether that’s one of our team asking you questions and collaborating with you to help that happen, whether that’s just encouraging you to ask the questions and giving you the methodology or the framework to make that happen. But for personal and professional growth, we think for both you have to have those cycles. And those cycles, once again symbolic of that circular shape that you see in the image.
Belief number two is that, we believe that every experience provides us with four potential lessons. Number one, what we can learn in the moment of the experience, so as it is happening. Number two, what we naturally assume is the lesson to be learned right after the experience, or otherwise known as the surface lesson. Number three is what we can learn as the true purpose or significance of the experience through an expressive method to achieve a deeper self-reflective cycle. That’s the purposeful lesson. And then number four, what we can learn as the takeaway from the experience that ultimately impacts and influences the way we work and live each day. So once again that’s our interpretation of Heron and Reason’s Four Ways of Knowing and how we have molded it specifically and seen it come alive for our clients, and we’ve had the most impact and effectiveness.
Belief number three is that, we believe the most powerful lessons can be learned from exploring experiences we initially perceive as dark and prefer to avoid due to the anticipated discomfort. So here’s the dark shading part that I’m talking about. I really do believe, and I’ve seen this countless times in the last three years, and I’ve seen it in myself, that the things that we don’t want to explore, or get real with, or process, is usually the experiences that have the most impactful lessons for us. Sometimes they hold the answers that we’ve been looking for all this time, that we’ve needed to move forward or get where we want to be in our careers, or in life in general. And answering these daunting questions of “Who are we?” and “What do I want out of life?” “What is the career of my dreams?” You know, whatever level of daunting question that you’re trying to answer, they’re in those experiences. And the more uncomfortable it makes you to think about them, the more I challenge you to kind of really stop and think, “Can I do it? Can I go there, even if I just scratch the surface? Even if I do something very simple, like describe it as a color but then not process it, but at least put the color out there.”
We believe to thrive professionally that you must discover and achieve your own unique foundation, harmony, and mode. Foundation being a basis for which you stand on or is supported by. So those are your values, that is the why behind what you do every single day. And some of that is for us, in this ideology, in Leadership Arts Associates. Harmony is being a sense of internal calm within yourself. You have to know what that balance is, and that is different for everyone. Some people need to work to have that inner calm, others need to have times where they check out and they get away. Others have to have an eight to five schedule, theoretically, cause family time is so valuable to them, and there’s nothing wrong with that.
Something that I always admire in our COO MaryRose Ritter, is that she puts family number one above all else, and whenever it is time for family time, it is family time. Not saying that she does not commit and is not loyal to the organization, and when we need her she is there. But crystal clear on her priorities, and the sense of emphasis and value that she puts on family time is just crystal clear, and I highly respect her for that.
And then last but not least is mode, which is being a customary or preferred way of leading. This is being the authentic you, not who you think you should be as a leader. Not too long ago I was working with a leader individually who was presenting themselves one way, and it did not make sense to me, there was just something that did not connect. Even though we would have individual sessions and she would say all these things to me, something seemed to be missing. When we finally uncovered it, it was because they were not presenting themselves in an authentic way. There were so many perceptions or thoughts of who they should be as a leader, that who they wanted to be, or who they truly were, they assumed would be wrong. And in fact you were doing more damage being this other person who you … trying to be this fake person in leadership, and that just doesn’t work.
You know, it has to be genuine, it has to be authentic, and we have to give what we can give, and sometimes it’s not everything. But if we’re real about what we can give, and we’re authentic and genuine about it, we’re gonna have a way bigger, larger, more powerful impact than the one where we’re going to try to fake it. Because when you’re faking it people just, they feel like they’re being lied to. They feel like you don’t appreciate them or you don’t value them.
All right, so belief number five, this should not be a surprise, is that we believe that professional and personal development is an ongoing process that never ends. And so, that’s why a lot of the programs that we offer, we do things on a recurring basis. We have events that are made available so that people can continue their growth even after they do individual development or team development, we’re all about that retention process and letting it evolve naturally. We don’t believe that you need to hire us and depend on us forever, but we do believe that it’s an ongoing process, and we wanna make sure that you have the resources and the ability to keep going, and growing, and maintaining that forward momentum that we get you to.
So those are our five beliefs. This is our image that represents our ideology and our belief system, that shows the core philosophy for Leadership Arts Associates. And really my hope is that this mini-series, this mini-course, has helped kind of … not, I wanna say, de-myth, but almost show the insight of the thought, the care, the amount of effort that is put into any of the work that the team does, that my team does. They are a group of very caring professionals, they do unbelievable work, and this is what’s at the core. And this is why it’s effective. This is historically a collection of theories that have grown over time, that have been proven time and time again by amazing individuals doing studies, and now we’re able to take those theories and make them come alive, and we’ve seen the amazing results.
So if you have any questions about this process, if you wanna talk about this with further detail, I love having these conversations about what makes Leaderships Arts Associates Leadership Arts Associates. You know, the ideology about this, any of the theories, I love talking about the human relations movement, Maslow’s Hierarchy of Needs, and even Heron and Reason’s Four Ways of Knowing. Please reach out and don’t hesitate. There’s a have a question link at the very bottom of the website so if you hover down there you’ll see a button. Please feel free to send us a question and come as right in. But yeah, thanks for checking us out, and I look forward to meeting you in the future and seeing you at some other lovely Leadership Arts Associates events. And I look forward to serving you in any way that we can with your individual, team, and organizational development. Other than that, have great day, and I’ll talk to you soon. Bye.