My son is featured in PlusPlus IDEAS. Eaming Wu interviewed Nathanael for the article, How to Grow Your People. It’s also posted on LinkedIn and Medium by PlusPlus Founder and CEO Marko Gargenta.
For a more enlightened approach to corporate development, read how Nathanael Chawkin offers a vision of leadership that extends beyond single leaders implementing their will upon an organization—one in which mutual self-awareness between individuals contributes to a more functional and higher-achieving whole.
Click the title to read whole article. Here are the opening paragraphs, with a few excerpted quotes.
Studies show that 7 of 10 workers would trade their current jobs for a position that offered them more fulfillment and meaning—a third would even take a pay cut for that offer. Businesses have been taking notice of these findings from the science of motivation. According to a study by PwC, 79% of leaders know that employee fulfillment is paramount to business success. However, only 38% of these leaders are actually making business decisions according to this metric.
In other words, businesses know that to attract the best talent and maximize the potential of their employees, they have to create cultures of fulfillment in the workplace. But they are struggling with implementation.
Nathanael Chawkin, after over six years as an executive coach for an intensive, 52-week integral leadership program, came to see this gap as the difference between what leaders were willing to put into practice themselves and the change they were capable of implementing within their own companies. That’s why he founded Palaestra Leadership in 2016, where he has been on the frontlines of creating cultural change within organizations.
Here are a few quotes from this informative article:
“My whole business is based on the mojo of being ‘on the mat’—building teams who know how to challenge each other through handling conflict and using that to create a whole new level of trust.”
“When you feel psychologically safe enough to take the risk of telling someone the truth about how you see them, of extending yourself for the sake of their personal growth, it is actually the constructive feedback that can make them feel like you really care about them.”
“When employees directly engage in coaching each other, they can learn by doing. You don’t get better by watching me do push-ups. You have to do them yourself to improve.”
“90% of people are willing to coach and be coached,” Chawkin says, citing a study by Imperative. “And that’s how they get a sense of fulfillment.”
I was impressed by this comment posted by Ian Gardner, CEO at Royale EV, one of Nathanael’s clients:
Having worked closely with Nathanael over the last 4 years in both a personal and professional setting I can attest to the power of his process and the pervasive positive impact it has on both company culture and team members personally. I won’t start another company without this commitment being embedded in the culture.
And this one from former associate LeeAnn Mallory, Leadership Coach + Consultant; Organization Alignment Leader; Podcast Host; Board Chair, Conscious Capitalism Dallas:
Nice work, Nathanael! Distributed leadership AND democratized leadership development through peer coaching!
And one by Doug Ortega:
Great insights, by a great coach! Nathanael, it is great to see your work being manifested in this way.
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See earlier posts: Nathanael Chawkin talks with @brekkiwithnikki @TOMS Conscious Capitalism Event in LA on how to be authentic through changing perspectives and Great conversation with Nathanael Chawkin on TV Santa Barbara show Rejoice with Pastor Chuk!.
The Uncarved Blog 