The SALC™ Tool: Part 3 of 5
As a Coach and Design Strategist, I specialize in working with bold entrepreneurs desiring to transform their businesses through NLP communication, productivity coaching, and thriving emotionally intelligent cultures.
My company, Blue Egg Leadership designed and utilizes the SALC™ tool to help small giants and awarenerpeurs alike design and develop adaptive competencies. The SALC™ stands for Strategic Agility, Affect, Leader Efficacy and Consciousness. The model is a great place for any business owner to consider and apply to their environment. Each competency of the model elicits different coaching strategies and aligns directly to empowering and developing employee emotional intelligence and design mindset. Over the next three months, we will share insights to each of the four major competency areas (SALC™) to assist in empowering your employees to develop in the necessary areas!
Implementing Affect
The “A” is SALC™ is Affect and requires a shifting of thought deliberation in your organization with the facilitation of emotional intelligence interpersonally and interdependently. Affect is one of the most import processes and requires bringing expertise of a coach to the space. Any culture can shift however starting with the tenets below that I share.
“If the only thing people learned was not to be afraid of their own experience, that alone would change the world.”
-Syd Banks
BASELINE: Affect is about the experience of being our best interdependently. Using your SWOT, move to creating Your Affect Vision. One of the best ways to do this is have you and your work culture spend 2 hours in small groups of 3-4 to write down the answer to this question “If we came to work being the best culture, best support and most innovative team, what words would describe our ideal culture?” Once you have this, have a discussion on the major themes you are seeing. Also, challenge the language to ensure it pushes the culture to that level of uncomfortable excitement. Then, create a visual of the major themes. Commit to everyone reading their ideal culture and transferring it to each behavior of interaction.
LANGUAGE: Continually build a language around the three principles based on Thought, Consciousness and Spirit. The principle of thought shows that we are all thinking beings. Thought is something that occurs for us all. Consciousness points to the fact that we are able to bring our thinking. Principles the spirit refers to the greater presence of spirit alive. We experience a rich world through our senses (touch, sight, hearing etc) and also through our emotions.
SHIFT: Design a shift by creating and implementing a weekly process around growth of thought, consciousness and spirit. As a coach, I utilize wide variety of challenge, support, and shift strategies to move clients continually to a higher level of innovation, collaboration, energy, productivity and most of all of possibilities.
THINKING: Design holistic thinking. Building off the adaptive thinking, empower others to consider their highest forms of creativity, expectations, interconnectedness and possible outcomes. By utilizing mantras, individuals will read throughout their day their best intentions for the team, their contributions and their goals. This requires using neuroscience underpinnings to concretely change the cognitive perceptions and processes of individuals to increase their capacity for creativity.
Feel free to e-mail me at Denise@BlueEggLeadership.com if you would like a recommended read specifically for your company or how to get started!
Resources
Read the SALC Tool - Part 1 and SALC Tool - Part 2
Visit Blue Egg Leadership.
Banks, Syndney. (2018). The Missing Link. International Human Relations Consultants Inc
Anderson N. R., West M. A. (1998). Measuring climate for work group innovation: development and validation of the team climate inventory. J. Organ. Behav. 19, 235–258 10.1002/(sici)1099-1379(199805)19:3<235::aid-job837>3.0.co;2-c
Arden R., Chavez R. S., Grazioplene R., Jung R. E. (2010). Neuroimaging creativity: a psychometric view. Behav. Brain Res. 214, 143–156 10.1016/j.bbr.2010.05.015