Thursday the 3rd of March – Episode 5

This week we welcome Steve Sisler to our LinkedIn live. I met Steve in June 2012, when he was facilitating a session on leadership and self understanding – that was the actual title of your talk that day –  at the entrepreneurial master’s programme that I attended in Boston.

Steve is one of today’s Master Level Behavioral Profilers and lead Behavioral Analyst at The Behavioral Resource Group. His behavioral consultation involves personality differences, career strategy, leadership strategy, cultural difference, spiritual growth, relationship management, and temperament strategy. Working with clients in more than 18 nations, Steve gathers behavioral, emotional, and attitudinal information on individuals within corporate and personal settings and develops strategies for effective leadership, teamwork, and entrepreneurial success.

Some of the topics we discuss during our conversation:

  • The process of writing 5 different books, while running a successful consulting business. The discipline required for the process and the structure Steve implemented to reach his targets. And Steve shares his secret to sticking to a maximum  of 30 hours of paid work every week.
  • Creativity and how this shapes his business style. Every engagement starts with a question to enable his creativity to fuel his intuition. The most important question to ask yourself is: How is your current choice working out for you? This can be your choice of career, job, business or personal choices.
    After that, the next question should be: How committed am I? This is where it gets difficult because you have to be ruthlessly honest with yourself to get the answer that matters.
  • Taking care of yourself is the most important skill you can learn in your life. When you love yourself, and like spending time with yourself, no matter what happens, you will always find purpose.

Steve said: Now, people that work for other people, they’re no different than me, you or anybody else. They’re just bringing their talents to an entity and being a contributor there. But what happens then is they start comparing themselves, between themselves when they’re there. So this is what I call the i-triangle, fear of not being liked fear of failure and fear of being mischaracterized. So everything they do, is out of a sense of what everybody else is thinking. And therefore, they’re no longer the framers of their own world, everybody else’s.

Now, they’re going to frame your world too small because they don’t have a stake in your world. Not one. So it’s framed too small.

So an employee, like an entrepreneur, can go to work, treat it like their own business and borrow their building. And then there are in the same position I’m in.

AXIOLOGY

And of course we discussed axiology and the value it offers to human beings.

So axiology teaches us to look at the world in three dimensions. So the intrinsic dimension is people, human beings. The extrinsic dimension is useful things. And the systemic dimension is systems rules, and, and processes. So no matter what you’re doing, there’s three realms in play. If you’re driving to work, you’re in a useful thing, which is a car. There’s other human beings on the highway, and the highway is a system. So there’s the three dimensions right there.

Axiology allows us to see how do we value the three dimensions, do we value them evenly? Do we value one dimension more than another? So how do you value human beings? When we measure our valuation of a dimension, there’s a positive and a negative side to the dimension.

So people have potential and they have character flaws, right? So how do you value their potential? Well, you can undervalue it or you can overvalue it. If you overvalue people’s potential, you tend to be naive. If you undervalue it, you’re distrusting, if you overvalue people’s character flaws, you tend to be intolerant. If you undervalue the character flaws, you tend to be lenient.

To listen to the audio of the entire conversation, click play: