Business Astrology: No Rules Rapid Change Means An Entire New Business Focus
Brought to you by The JupiterMidasEffect2.com
The Jupiter Midas Effect (JME) is a never-before-seen astrological model that meticulously tracks and makes sense of the surpassing changes now in progress in money-making and business, all the way down to game-changing emergent trends and their drivers.
In effect till June 2012 “and seriously having an effect on the following seven years “The JME shows a radical transformation in the way business is done and success achieved.
Unfortunately , business owners unable to recognize, acclimatize to and partner with these changes can't help but lose ground while those daring enough to shift with the changes will position themselves for extraordinary opportunity.
In this interview excerpt, Foghound.com’s Lois Kelly and Jupiter Midas Effect 2’s host, Lissa Boles, discuss how shared purpose, viewpoint and agility informed by both is mission-critical for organisations to benefi from “and even leverage – the now chaotic conditions.
Lissa Boles: You're employed as an independent specialist and a facilitator to leaders, high-level company and organizational movers and shakers in some of the biggest affiliations in the world, and I know you've got an insider view. You are a little like the fly on the wall many of us would enjoy being. What’s going on in there that you know lots of people out here do not know?
Lois Kelly: Things are moving so fast. I mean I suspect what's happening is folk are like, “Whoa!” Like before, it was like you do the cleaning, you use what you learned in business school, you plan it, you implement, and I think people are truly frightened at how quick things are moving on and what worked before does not work any more. So I suspect what you're seeing is a lot of folk are freezing up and lots of folks say it is time to shake it up.
Lissa Boles: So shake it up. So things are shaking up anyhow because things are moving fast, but then there are some people that are “Let’s shake it up. It's going to happen anyhow. Let’s shake it up intentionally.”
Lois Kelly: Yup, and I believe there used to be a large amount of folks in big firms who — I mean there still are, but I believe it’s declining — who was like “Don’t rock the boat. Just maintain the current situation. Just stay below the radar and you won't get let go and you’ll just keep moving up the ladder.” And now they're finding you might get laid off anyway.
I had one customer latterly and it was the day that Egypt was coming apart, and I just turned to him and I announced, “Be Egypt. Go to the Director and be Egypt.” I assumed he was going to have a coronary. His face got all red and his blood pressure, and he claimed, “I’m 50 years in age. You're right. What do I have to lose?” and I announced, “What do you have to gain?” It was just like this transformation and he just glowed.
I saw him the next day and he was just floating as he had something to say; he had great thoughts; and if he wasn't going to communicate up, then who? So there’s a load more of that going on.
Lissa Boles: How long has that been going on, Lois? I mean you and I have been speaking off and on for years now, but with this degree of power, how long has that been going on?
Lois Kelly: I suspect the newest economic crisis finally made folk think it is rarely going to be the same. We can’t just wait until things kind of like spring back the way they were. It's never going to be the same.
So I do not know, a few years, and I suspect initially folk thought “Well, perhaps it will go back to being the same,” and so we just ride it out. And now folks are having a look at it and they are like, “It’s time to create new,” and it’s really hard for some of the people and people are just blossoming.
Lissa Boles: Right. Let’s rap about the blossomers and let’s chat about the people for whom it’s hard. Exclusively for those of you out there listening, whether it’s live or to the replay, one of the most significant reasons why I could not wait to introduce you to Lois is usually because she walks the halls of some of the largest corporations in the world and has the ear and the indulgence of working with some actually unusual folk, folks who notwithstanding what we, many folks, think, are truly efforting to make change.
Lois Kelly: And who truly care about the people in their organization.
Lissa Boles: Say that again. Please say that again.
Lois Kelly: They really care about. The people in their setups. It keeps them up at night. I hate the word “institution.” I abhor the word “corporation.” They sound like these cold incognito things and they are a collection of folks who’re trying to contribute, earn a profit, and a lot of them wish to turn a profit so that people keep their jobs and the communities that their firms are in flourish when they thrive.
Lissa Boles: Right. So these are folk of heart and conscience just like us who are faced with extraordinary circumstances, in a number of cases concerns far bigger than our own. They have got 10,000 or 100,000 or 500k workers around the world. The choices you make affect straight away a massive community. Fair?
Lois Kelly: Yes, yes, most definitely.
Lissa Boles: Right. So let’s chat about the people there that are blossoming. What’s different about them? What is happening for them that's permitting burgeoning or fostering blossoming within? So much magnitude and fast change and things aren't the same and never are going to be that way again.
Lois Kelly: I think there are so many folks that are concept folk and they see better ways , and now it's like the guidelines are sort of crumbling so it is an dazzling chance to step up and say, “What if? Imagine if.” So this is their time because their concepts are required so much.
Now, the folks that are actually burgeoning, the other thing that I have noticed, and it’s kind of been a lesson I only wish someone had taught me years back, they are so positive. They are truly positive people. So they're not criticising others but they're positive. They use words like “What if? Imagine if. Would it not be cool if we could?” I think their positive spirit is catching and it isn't threatening.
I think you have an entire other set of people who have good concepts but they are so negative. People are just sort of like, “I can’t sort it. I do not really want to hear it.”
Lissa Boles: So if I heard you correctly, it is the 2 things combined. It is the freeing themselves from psychological rules so they play with ideas and they explore with eagerness and wonder. Fair?
Lois Kelly: Yes.
Lissa Boles: And on the other side, their approach is a positive one, and I imagine it is not Pollyanna positive.
Lois Kelly: Oh, no, no.
Lissa Boles: It’s a method of exploring that seeks higher ground. Would that be a fair way of placing it?
Lois Kelly: Yes, yes.
Lissa Boles: Okay. And how are they being met? Because these are, I imagine and correct me if I am wrong, these folks are change agents. They're the ones leaning in and shaking things up, right? How are they being received inside company walls? What’s taking place for them?
Lois Kelly: I believe it really depends on the company and their structure and how they present things. So the really effective ones have these fascinating ideas and then what they do is they go and they back it up with some kind of data or they talk with some shoppers and they kind of socialize the concepts and build that support so they don't seem like just sort of a lone ranger with this funny concept; and they present it, even though they are really obsessed and passionate about it, but they present it really rationally.
So that is how they are making traction. It is like an extra step, and often they do not truly must do some of the study. Some of these thinkers, they know their clients so well; they know the industry so well; they got it; but still, they have to build that support and information, and that helps.
Lissa Boles: So if I understand you properly, they instigate support by building a case and then floating the argument for the idea, for what they see.
Lois Kelly: Right, and for how it supports the goal that everybody agrees on or how it supports strongly held values, what the organization values, or infrequently it’s both. But the concepts connect to the purpose of the organization.
Lissa Boles: Ah, I adore that word.
Lois Kelly: But it's actually about purpose, right?
Lissa Boles: It is.
Lois Kelly: And I suspect sometimes I've seen people in companies and they are creative and they are smart and they are wild and they have great ideas, but it is either the concepts don’t really connect to what everyone else is trying to do right then, and that is really important. So purpose and values.
Lissa Boles: And a different kind of alignment. We have been talking about alignment a lot and what you are talking about is alignment inside a community. Is that fair?
Lois Kelly: Yes, yes, and that is what a company is. It's a community of folk in a shared. Purpose.
Lissa Boles: Right. So a change agent’s responsibility and the way that you are watching those blossomers move is they see something they get terribly excited about. They see worth in it. I am imagining they check to make sure that the worth they see aligns with the value and the point of the organisation. Fair?
Lois Kelly: Right.
Lissa Boles: And then they are going spotting that they are going to potentially need to move minds as well as hearts. They make certain it’s aligned but then they build a case that helps demonstrate to minds and to hearts that there’s something of value for others to see, and then they shop the concept. They help spread and instigate support.
The Future of Business and Cash Making Has Modified. Are You Ready?
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