Coherence: The Secret Science of Brilliant Leadership

352 Pages·2013·9.256 MB·English

by  Alan Watkins

i
Coherence
The secret science
of brilliant
leadership
Dr Alan Watkins
ii
Publisher’s note
Every possible effort has been made to ensure that the information contained in this book
is accurate at the time of going to press, and the publishers and author cannot accept
responsibility for any errors or omissions, however caused. No responsibility for loss or
damage occasioned to any person acting, or refraining from action, as a result of the ma­
terial in this publication can be accepted by the editor, the publisher or the author.
First published in Great Britain and the United States in 2014 by Kogan Page Limited
Apart from any fair dealing for the purposes of research or private study, or criticism or review,
as permitted under the Copyright, Designs and Patents Act 1988, this publication may only be re­
produced, stored or transmitted, in any form or by any means, with the prior permission in writing
of the publishers, or in the case of reprographic reproduction in accordance with the terms and
licences issued by the CLA. Enquiries concerning reproduction outside these terms should be
sent to the publishers at the undermentioned addresses:
2nd floor, 45 Gee Street 1518 Walnut Street, Suite 1100 4737/23 Ansari Road
London EC1V 3RS Philadelphia PA 19102 Daryaganj
United Kingdom USA New Delhi 110002
www.koganpage.com India
© Complete Coherence Limited, 2014
The right of Complete Coherence Limited to be identified as the author of this work has been
asserted by them in accordance with the Copyright, Designs and Patents Act 1988.
ISBN 978 0 7494 7005 0
E­ISBN 978 0 7494 7006 7
British Library Cataloguing-in-Publication Data
A CIP record for this book is available from the British Library.
Library of Congress Cataloging-in-Publication Data
Watkins, Alan, 1961­
Coherence : the secret science of brilliant leadership / Alan Watkins.
pages cm
ISBN 978­0­7494­7005­0 (pbk.) – ISBN 978­0­7494­7006­7 (ebook) 1. Leadership.
2. Management. I. Title.
HD57.7.W379 2014
658.4’092–dc23
2013026093
Typeset by Graphicraft Limited, Hong Kong
Print production managed by Jellyfish
Printed and bound by CPI Group (UK) Ltd, Croydon, CR0 4YY
Contents
Contents iii
List of Figures v
list of Tables vii
Acknowledgements viii
The great performance myth 1
iii It’s your physiology, stupid! 4
The performance myth explained 6
Coherence is the answer 10
Contents The evolution of Enlightened Leadership 15
The Enlightened Leadership model 21
Vertical development and ‘lines of development’ 25
The skills and intelligences of Enlightened Leadership 30
Be younger 35
Time management vs energy management 36
What is energy and where does it come from? 37
List of figures v The extraordinary heart 39
Heart rate variability (HRV) 47
List of tables vii Why HRV is so important 53
Acknowledgements viii How to be younger 61
Summary of key points 75
Be healthier
01 the great performance myth 1 and happier 77
The three big Es 79
It’s your physiology, stupid! 4 Health: the facts and the fiction 80
Vicious cycles caused by mismanaged emotions 91
The performance myth explained 6 Emotions and feelings: the critical difference 93
Coherence is the answer 10 The business impact of conditioning 95
The real E-myths 99
The evolution of Enlightened Leadership 15
Why emotions are important in business 101
The Enlightened Leadership model 21 How to be healthier and happier 122
Vertical development and ‘lines of development’ 25 Summary of key points 138
Be smarter 141
The skills and intelligences of Enlightened Leadership 30 The DIY lobotomy 143
The evolution of the brain 147
The development of maturity 153
02 Be younger 35 The influence of values on thinking 181
How to be smarter 186
Time management vs energy management 36 Cognitive coherence facilitates behavioural coherence 191
What is energy and where does it come from? 37 Summary of key points 192
Notes for Table 4.1 193
The extraordinary heart 39 Be successful 195
Heart rate variability (HRV) 47 Performance anxiety! 196
Optimizing performance 202
Why HRV is so important 53
The Enlightened Leadership model unpacked 208
How to be younger 61 Leading in a VUCA World 213
Physiological coherence facilitates emotional coherence 74 Building the future through Enlightened Leadership 217
Performance-driving behaviours 223
Summary of key points 75 How to be more successful 234
Behavioural coherence facilitates relationship coherence 242
Summary of key points 244
03 Be healthier and happier 77 Be influential 247
Relationships are difficult 250
The three big Es 79 People leadership and the development of powerful teams
Health: the facts and the fiction 80 261
The evolution of decision making 296
Vicious cycles caused by mismanaged emotions 91 The Enlightened Organization 301
Emotions and feelings: the critical difference 93 Relationship coherence facilitates complete coherence 316
Summary of key points 318
The business impact of conditioning 95
Conclusion 321
The real E-myths 99
Why emotions are important in business 101
How to be healthier and happier 122
Emotional coherence facilitates cognitive coherence 137
Summary of key points 138
iv Contents
04 Be smarter 141
The DIY lobotomy 143
The evolution of the brain 147
The development of maturity 153
The influence of values on thinking 181
How to be smarter 186
Cognitive coherence facilitates behavioural coherence 191
Summary of key points 192
05 Be successful 195
Performance anxiety! 196
Optimizing performance 202
The Enlightened Leadership model unpacked 208
Leading in a VUCA World 213
Building the future through Enlightened Leadership 217
Performance-driving behaviours 223
How to be more successful 234
Behavioural coherence facilitates relationship coherence 242
Summary of key points 244
06 Be influential 247
Relationships are difficult 250
People leadership and the development of powerful teams 261
The evolution of decision making 296
The Enlightened Organization 301
Relationship coherence facilitates complete coherence 316
Summary of key points 318
Conclusion 321
References 323
Index 335
v
List of figures
figure 1.1 The integrated performance model 3
figure 1.2 The assumed drivers of performance 7
figure 1.3 The real drivers of performance 8
figure 1.4 The performance grid 9
figure 1.5 Ken Wilber’s original AQAL model as it applies to
business 23
figure 1.6 The Enlightened Leadership model 24
figure 1.7 Vertical and horizontal development 26
figure 1.8 Your real potential 27
figure 1.9 Lines of development 28
figure 1.10 How the lines of development provide access to massive
untapped resources 29
figure 1.11 Enlightened Leadership skills and intelligences 30
figure 2.1 The different deflections in a single heart beat 38
figure 2.2 Changes in the inter-beat interval 48
figure 2.3 Sample of data gathered from HRV 49
figure 2.4 Average heart rate and variations over time 51
figure 2.5 Example of executive tachogram 52
figure 2.6 HRV amplitude in a 60-year-old 56
figure 2.7 HRV amplitude in a 40-year-old 56
figure 2.8 The E-bank 62
figure 2.9 ‘Coherence’ seen in anabolic states 66
figure 2.10 ‘Chaos’ seen in catabolic states 66
figure 2.11 High-frequency coherence 67
figure 2.12 Low-frequency coherence 67
figure 2.13 Impact of correct breathing 71
figure 2.14 The hierarchy of breathing practice 73
figure 2.15 Lines of development 74
figure 3.1 The performance grid 92
figure 3.2 Construction of a feeling 105
figure 3.3 The change curve 111
vi List of figures
figure 3.4 Schematic of the heart’s electromagnetic field 113
figure 3.5 Heart’s E-magnetic field in different emotional states 114
figure 3.6 The evolution of consciousness, emotions and the self 119
figure 3.7 Impact of correct breathing 123
figure 3.8 MASTERY worksheet 131
figure 3.9 Lines of development 137
figure 4.1 The HRV pattern of someone under pressure 145
figure 4.2 Schematic for the effect of physiology on brain function 146
figure 4.3 Brain development: level of connectivity at 0–2 years 149
figure 4.4 Schematic of hologram construction 151
figure 4.5 Composition of a value and a belief 183
figure 4.6 Composition of an attitude 184
figure 4.7 Composition of culture 185
figure 4.8 Lines of development 191
figure 5.1 Pressure–performance curve 202
figure 5.2 Individual impact of excess pressure 207
figure 5.3 Organizational impact of excess pressure 207
figure 5.4 The Enlightened Leadership model 209
figure 5.5 Current incoherent leadership vs coherent Enlightened
Leadership 213
figure 5.6 The impact of a VUCA world on corporate performance 224
figure 5.7 Level of competency within each behaviour 225
figure 5.8 The four performance-enhancing behavioural clusters 226
figure 5.9 Varience of output within Imagine and Involve 228
figure 5.10 Variance of output within Ignite and Implement 229
figure 5.11 Identification of leadership behaviour framework 230
figure 5.12 The leadership behaviour global benchmark 232
figure 5.13 The development ladder 233
figure 5.14 Lines of development 243
figure 6.1 Trust orientation – ‘trust givers’ or ‘trust earners’ 257
figure 6.2 The Enlightened Leadership model 261
figure 6.3 Executive team – ‘one boat’ 267
figure 6.4 The stages of team development 268
figure 6.5 Spiral dynamics 282
figure 6.6 The evolution of power and decision making 297
figure 6.7 Lines of development 317
vii
List of taBLes
TaBLe 1.1 Types of physiological signals or ‘notes’ 12
TaBLe 2.1 Explanation of data gathered from HRV 50
TaBLe 2.2 The 12 aspects of breath 68
TaBLe 3.1 The relationship between physiology, emotions, feelings and
consciousness 121
TaBLe 3.2 Primary and secondary emotions 124
TaBLe 3.3 List of a sample of 76 positive emotions 126
TaBLe 3.4 List of a sample of 80 negative emotions 127
TaBLe 3.5 Examples of PEPs 134
TaBLe 3.6 Landscape your week 136
TaBLe 4.1 Comparison of key adult development frameworks 156
TaBLe 4.2 The 10 stages of consciousness 161
TaBLe 5.1 The levels of leadership maturity 216
TaBLe 5.2 The appreciation table 240
TaBLe 5.3 Example of appreciation list 241
TaBLe 6.1 Appreciation list 316
viii
aCknowLedgements
in ormally skim past the acknowledgements in most books, so please feel
free to do the same. This is really for the people mentioned here. It is so
rare to be able to publicly thank the people that make our lives not only
possible but also a pleasure. This bit is for all of you.
The truth is that this book has been incubating for 15 years and it has
only happened now because of the incredible support of so many people.
First and foremost to my wife Sarah, with whom I have shared the highs
and lows on our journey together. Your loving, welcoming smile and warm
embrace sustains me. You lift my heart and soul. I love you more deeply with
each passing year and I am so blessed that we found each other (thanks to
Russell Symmons for that). My children, Jack, Sam, Joe and Charlie are so
wonderful in so many ways; you make it easy for me to get out of bed every
single day. I am proud of you all and the men that you are becoming.
I would also like to acknowledge my parents. My Dad, from whom I get
my sense of humour, wit and sharpness – thank you. Your life, I know has
had its challenges and your perpetual desire to meet them head on is so
admira ble. To my Mum who taught me, by example, the nature of compas-
sion and kindness. Your resilience and willingness to work really hard con-
tinue to amaze me. To my sister Julia and brother Andy, I love you both. I’d
also like to say thank you to Lillian and Brian. Your relationship has always
been an inspiration to me.
At Complete Coherence I am privileged to have so many wonderful
people to work with. Carol, what a blessing we found you just round the
corner. You have been an absolute star, a rare gem and your natural chirpy
nature lifts us all. Rebecca, thanks for your willingness to put up with me
and your warmth with clients. Alan L, it has been a source of deep pride to
see you develop so much through your commitment and application of the
work. Peter, your strength, flexibility and ability to do what is right provides
such a strong foundation for the business, thank you. To Diane, you are
simply the best practitioner in the world and like a sister to me. Why hasn’t
Obama called you? Tom, thanks for bringing your considerable talents to
the party and I look forward to some great times together.
To Chris P, thanks for your passion, counsel and willingness to be irrever-
ent. Nick, your integrity and persistence is a real asset, not to mention your
acknowledgements ix
impressive collection of shirts. Katie, your spark, stimulation and story-
telling adds something special to the mix. Georges, thanks for your loyalty;
you have been with us since the early days. Zander and Orowa, I have high
hopes for you both. You are both exceptional young men and give me
hope for the future. I am looking forward to seeing how you both develop.
Kirsty, thanks for your tireless commitment to the research agenda and
ability to work without enough help from me. It has been a pleasure to
see you develop since you joined. Steve B, welcome to the party; you fitted
right in. Extra thanks go to Carolyn who keeps us tidy on the finances with
Carol and Sarah.
A special thanks in this book must go to Louise, who was absolutely
instrumental at the inception phase and in getting things off the ground and
keeping us on track with Carol, Jack and Zander in support on the market-
ing front. A very special thanks goes to Karen, who has edited what I wrote
so brilliantly. You made this dream a reality and your ability to marshal,
sort, polish and enhance what I gave you was incredible. This book would
simply not have happened without your help. Did I mention that this was
the first of an eight-book series?
In addition to the core team above, I would like to extend a special thank
you to so many clients who were prepared to provide brief case studies
and bring certain aspects of the book alive. Without you I could not be me.
It has been a real pleasure working with you all and great that you have
been prepared to put into practice so much of what we discussed together.
But watch out because we are not finished yet and there is more to share
before the journey is done. I would also like to extend my gratitude to all
the other clients I have worked with over the last 15 years. There have been so
many wonderful conversations with both individuals and teams in many
businesses, schools and sporting organizations. I hope the provision of this
book will help consolidate what we have covered and set you up for the
next stage.
I would also like to mention a few other special people whom I have
shared part of this journey with. Kevin Murray, you have been a good friend,
stood by me when things were tough, challenged my thinking and brought
your own magic. Charles Fallon, you likewise have been a good friend and
wise counsel at critical points on the journey. Thank you also to Angela
Clow for your academic counsel, and Davide Sola for your entrepreneurial
spirit. I’d also like to thank Tom and Brian at Holacracy One for stimulating
my thinking and showing us a new way forward. For Pippa and Jennifer
I sense a great collaboration brewing. Also a special thanks to my friends
x aacckknnoowwlleeddggeemmeennttss
Steve Tappin, a pioneer prepared to challenge the status quo; Hugh Lloyd
Jukes, an exceptional framer of complex issues; and Ido van der Heijden,
who brings a sensitivity to the shadow work that is fascinating.
Lastly I would like to thank Kogan Page and Matthew Smith in particular
for being prepared to take this book on, for being flexible and taking such
a straightforward approach. You have definitely made this book better.