Posts On: conscious leadership

Coming to Consciousness: Personal and Organizational Growth

Posted On: February 7, 2017 by Ryan McShane

Each time I thought I suffered most, I came out of the experience knowing more of my self.  More accurately, each incident shook me, pushing me beyond ego. It was the earthquake that shook-off another layer of who I thought I was. Each incident so hard, so painful at the time, now has become a […]

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Evoking Conscious Cultures: Dialogue to High Performance

Posted On: December 11, 2016 by Ryan McShane

One of the reasons why change fails is due to unconscious beliefs that define the culture. I’m going to show you how to uncover these limiting beliefs by sharing a communication methodology that provides the conditions necessary to design a conscious culture. Therefore, strengthening the fabric of the organization to become more flexible, proactive and […]

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Purpose, Pulse and Perception: Enable Achievement of Any Organizational Change!

Posted On: November 29, 2016 by Ryan McShane

Understanding the collective conscious or perspective of your workforce and how employees have been conditioned to view workplace events, provides the targeted insight to create any organizational shift! Think about it, workforce views around change, performance management, career opportunities and learning development or even speaking up and sharing ideas will tell leaders a great deal […]

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How to maximize and engage staff and have them thank you for it!

Posted On: August 31, 2016 by Ryan McShane

If you subscribe to a command and control style of leadership, operating from positional power, (“Because I’m your boss, that’s why. Now do it.”) and have no plans of changing your approach, I invite you to keep scrolling. This article is not for you. However, if you operate from command and control, recognize its limitations […]

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Workforce Engagement is Abysmal! But Why?

Posted On: August 2, 2016 by Ryan McShane

The data is in! Employee Engagement is abysmal in the majority of workplaces today. But, why? We can no longer ignore it with thoughts like, “not MY employees” or “we’re not THAT bad”, resulting in inaction and burying of heads.  These mere “thoughts” and refusal to investigate and address engagement for fear leadership may have […]

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