ARE YOU SUFFERING FROM A HIGH LEVEL OF PERSONAL ENTROPY?
Great leaders know that being committed to the success of an organization also means being committed to their own personal development.
What Is Personal Entropy?
Personal entropy is the amount of fear-driven energy that a person expresses in his or her day-to-day interactions. Fear-driven energy arises from the conscious and subconscious fear-based beliefs (limiting beliefs) that people have about meeting their deficiency needs.
A deficiency need is something that is important to get, have or have more of, in order to feel happy and comfortable in your existing physical and social environment.
The Barrett Seven Levels Model illustrates the evolutionary development of human consciousness. The Seven Levels Model was developed in 1996 by Richard Barrett, Founder of the Barrett Values Centre. There are two aspects to the model — the Seven Levels of Consciousness® Model and the Seven Stages of Psychological Development Model. People operate at levels of consciousness or awareness and we grow in stages of psychological development.
The Seven Levels of Consciousness Model applies to all individuals and human group structures—organisations, communities, nations. The Seven Levels of Psychological Development Model applies to all individuals.
The diagram below shows the correlation between the Seven Levels of Consciousness and the Seven Stages of Psychological Development.
82% OF PEOPLE SAY THEY DON'T TRUST THEIR BOSS TO TELL THE TRUTH
SUCCESSFUL AND HEALTHY ORGANIZATIONS ARE BUILT ON A FOUNDATION OF TRUST
When employees DO NOT TRUST their leaders, companies suffer a decline in communication, innovation and overall performance.
45% OF EMPLOYEES say lack of trust in leadership has the biggest impact on their performance.*
successful and healthy organizations are built on a foundation of trust
When trust is broken, the work environment becomes toxic. People become stressed and work in silos, there’s low collaboration and morale and productivity drops.
Normally, We Operate From the Level of Consciousness Directly Related to Our Level of Psychological Development
Under normal circumstances, the level of consciousness we operate from is the same as the stage of psychological development we have reached. Notwithstanding the stage of psychological development we are at, when we are faced with what we consider to be a potentially negative change in our circumstances or a situation that we believe could threaten our internal stability or external equilibrium — in other words, anything that triggers our fears — we may temporarily shift to one of the three lower levels of consciousness. These levels relate to our deficiency needs.
Alternatively, if we have a “peak” experience — one filled with an experience of euphoria, harmony or connectedness of a mystical or spiritual nature — we may temporarily “jump up” to a higher level of consciousness.
When the threat or peak experience passes, we will normally return to the level of consciousness that corresponds to the stage of psychological development we were at before the experience occurred. In rare situations, a peak experience may have a lasting impact that causes us to shift to a higher stage of psychological development and operate from a higher level of consciousness.
Similarly, a “negative” experience, if it is traumatic enough, and particularly if it occurs in our childhood and teenage years, can impede our future psychological development by causing us to be anchored in that experience, through frequent triggering of the traumatic memory, into in one of the three lower levels of consciousness.
In contrast, high trust organizations experience 32X GREATER RISK-TAKING, 11X MORE INNOVATION, AND 6X HIGHER PERFORMANCE.**
SUCCESSFUL AND HEALTHY ORGANIZATIONS ARE BUILT ON A FOUNDATION OF TRUST
Everyone deserves to work in a safe environment where they can flourish. That’s why our award-winning Building Trust program with its four-step model is easy to learn, easy to remember, easy to use on the job, and helps you build a foundation of trust in your organization.
HOW DO FEARS AND LIMITING BELIEFS RELATE TO PERSONAL ENTROPY?
- Limiting beliefs at the Survival level are about self-preservation – or the fear of not having enough of what you want or the need to feel safe and secure. These beliefs result in the display of potentially limiting values such as control, manipulation, greed, and excessive caution.
- Limiting beliefs at the Relationship level are about belonging – or the fear of not feeling cared for or loved enough to be accepted and protected. These beliefs result in the display of potentially limiting values such as blame, being liked, competition, and jealousy.
- Limiting beliefs at the Self-esteem level are about self-worth – or the fear of not being enough to engender the recognition or respect of the authority figures in your life or your peers. These beliefs result in the display of potentially limiting values such as status seeking, power-seeking, and an overly strong focus on self-image.
Almost everyone operates with some level of personal entropy. The problem with personal entropy is if you don’t become aware of it and learn to master it, it becomes counterproductive to meeting your goals.
If you are an executive, organizational leader, manager or supervisor, you will find your personal entropy showing up in your team, department or organization in your Cultural Entropy score. Plus, whether you like it or not, your personal entropy, if left unchecked, will undermine the performance of your team, reduce their level of commitment and lower their level of engagement.
If you would like to discover whether your personal entropy is having a negative effect on your team or organization, we can help.
Rick Petry coaches and trains some of the world’s most effective business leaders and managers and provides them with the world’s most widely used leadership development programs and services that deliver real ROI on your training dollars.
Are You Ready to Reduce Your Personal Entropy So You Can Become a Better Leader?
Increase Performance
when you build a foundation of trust
Employees have higher levels of commitment and give more discretionary effort.
Retain Your Talent
when you build a foundation of trust
Employees are more likely to stay and endorse the company as a great place to work.
Increase Innovation
when you build a foundation of trust
Employees feel safe to communicate more openly, share their best ideas, and take initiative.
Create Colaberation
when you build a foundation of trust
Colleagues and teams help each other and work together to get things done.
DO YOU WANT TO REDUCE CULTURAL ENTROPY IN YOUR ORGANIZATION?
THE CULTURAL ENTROPY® SCORE
The Cultural Entropy score reveals the amount of energy consumed by doing unproductive or unnecessary work.
The Cultural Entropy score reveals the degree of dysfunction (friction and frustration) in an organization or any group of human structure like a community, school or nation that is generated by the self-serving, fear-based actions of the leaders. As the Cultural Entropy score goes up, the level of trust and internal cohesion goes down.
To gain trust, the leaders have to operate with authenticity and live with integrity. They have to demonstrate that they care about their people and the common good.
The Cultural Entropy score in an organization is influenced by the fear-based actions and behaviors of the leaders, managers, and supervisors.
We all know how important trust is in every important relationship. Our Building Trust and Cultural Transformation programs can greatly reduce the amount of cultural entropy in your organization by helping your leaders and their team members learn how to build trust in the workplace and repair it when it’s been broken.
A PROVEN FORMULA TO REDUCE ENTROPY AND BUILD TRUST IN YOUR ORGANIZATION
The level of cultural entropy significantly influences the performance of an organization by impacting the level of employee engagement and the amount of discretionary energy that employees are willing to make available to the organization. The level of cultural entropy in an organization is a function of the personal entropy of the leaders. Therefore, to improve the performance of an organisation the leaders must work on reducing their level of personal entropy by improving their level of personal mastery.
Our Leadership Development and Executive Coaching programs are an excellent way for leaders to improve their personal mastery. A great way to begin your journey to personal mastery is by experiencing first hand the power of coaching with a complimentary Ultimate Success Coach Personal Mastery Breakthrough Coaching Session by clicking here.
Likewise, our Cultural Transformation programs provide excellent ways to reduce cultural entropy and improve cultural performance. We offer a number of fantastic ways to begin to begin your cultural transformation journey. If you know your organization is suffering from a poorly performing culture with a high level of culture entropy, but you don’t know exactly what is causing the problems or how to change your organization’s culture, a great place to begin your journey is with a Cultural Transformation Opportunities Exploration Session.
Although, the Cultural Transformation Opportunities Exploration Session is valued at $1,500.00, when you sign up for your Cultural Transformation Opportunities Exploration Session, we will provide it to you as a complimentary gift to reward you for taking fast action to transform your organization’s culture. Obviously, the number of complimentary Cultural Transformation Opportunities Exploration Sessions we can offer is limited. So don’t delay, sign up today by clicking here.
If you suspect a lack of trust may be causing problems with your organization, then a great way to start restoring trust is by implementing our Building Trust program in your organization as a half-day workshop. The Building Trust half-day workshop includes instruction, a trust survey, videos, practice, and valuable tools to use on the job. This is a stand-alone module, but can also be used as a lead-in or follow-up module to our other programs.
In just four hours, your participants will:
• Learn the Building Trust framework
• Develop an action plan to engage in more trust-building behaviors
• Learn a three-step process for rebuilding trust
• Plan and practice two trust-building conversations
After the workshop, participants will understand the impact of their behavior on building or eroding trust with others. Your organization will gain a common language to talk about trust and people will be more comfortable asking for help, leading to quicker problem-solving.
