19 Feb 2018

Core Values Index Assessment

The Core Values Index (CVI™) is the only assessment that uses strategic and tactical values to gain insight into the innate nature of the person.

Discover who you are and why some tasks are motivating and some tasks are less enticing. Begin the empowering journey toward giving your best to all that you do. Take the Core Values Index and contact me if you are ready to dig deeper into how you show up in the world and want to be more successful.

 

Starting February 14, 2018

Use promocode SAVE50 at checkout to save 50%.
Sale price $24.97.
Expires March 5, 2018

The Core Values Index is the simplest, most accurate tool to improve self- awareness and align job tasks with innate nature. For business leaders, employees or anyone who wants to learn more about their core values and how they affect work and life.

The Core Values Index is the only assessment using only positive strategic values in a simple word-choice format. It is not a personality test and does not require answering any questions. Instead, users simply choose 72 words to reveal their innate nature and core motivational drivers. Core motivational drivers dictate the behaviors and desired work that develop self-esteem, causing people to subconsciously seek work offering an opportunity to make their highest contribution possible.

The 10-minute CVI reveals:

  • The type of activity where you are most comfortable
  • What causes you to conflict with others
  • What values you base a majority of your decisions on
  • Why you make the same mistakes over and over
  • How to improve work and personal relationships
  • How to make your highest and best contribution in work and life

 

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05 Feb 2018
09 Jan 2018

Resilience, Purpose and Passion

Two years ago, on a chilly January day at 12:30 in the afternoon, I was brutally attacked, beaten and robbed – in the alley behind my house. At the time, I did not know or even fathom how I would get beyond the experience and the fear that surrounded me inside and out. But, I kept working on some very important projects and I knew that there was a part of me that was fierce and strong and would be able to get beyond the terrifying feelings. With focus and work, I continued, and the memory began to fade, until I was asked to view photos of potential suspects. It was like being traumatized all over again. And yet, I knew I could conquer this and it would not define who I am or how I am in the world. It was not without work.

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07 Nov 2017

Deconstructing Biases, Building Bridges, Not Barriers

Last week, I had the incredible opportunity to do a TEDx talk – to be able to share an “idea worth spreading.” My talk was on Deconstructing Biases, Building Bridges, Not Barriers, and while talking about biases is not new and the acceptance of looking at them is becoming more mainstream, the approach I take asks everyone to take individual responsibility to look deeply and sort through the beliefs that hold others and themselves back.

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10 Oct 2017

Three Tips to Build Self-Confidence and Reach Pure Potential

What does confidence mean to you?  According to Merriam-Webster, Confidence is a feeling or consciousness of one’s powers or, of reliance on one’s circumstances; faith or belief that one will act in a right, proper, or effective way. Many have heard the Henry Ford quote, “Whether you think you can or whether you think you can’t, you’re right.” When you ponder this, it boils down to what we believe about ourselves. Too often, internal messages and biases, as well as outside judgments put a damper on the level of confidence we feel. If, however, we understand that feelings and beliefs are in our power to control, pausing and examining what we are thinking is the first step to choosing an effective approach and response. Let’s look at three automatic defaults that often drive our reactions – Limiting Beliefs, Assumptions, Interpretations.

 

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12 Sep 2017

Three Ways to Check the Message We Broadcast

Every day, whether we realize it or not, we are showing up in life and “sending a message” that is picked up by those around us. That message can fluctuate depending on a various number of factors, such as mood, stress, happiness, environment, media, almost anything that is either an internal circumstance or an external circumstance. The reality is that we believe we do not often have influence over the external circumstances and often believe they are the reason for our internal condition. However, we have much more influence than we realize, and it is our awareness, attitude and intention that can help us avoid being hijacked and being subject to the effect of situations and problems vs. contributing to a solution.

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15 Aug 2017

Inclusion is an Individual Responsibility

The recent news around diversity and inclusion at Google has sparked action and debate. There are dissenting voices, cheering voices, included voices, excluded voices, and even confused voices that say, I don’t know. Ultimately dialogue is needed.

Here is something to consider:  When there is a freedom to have your opinion, the important question is about the lack of respect if you have little regard for the impact of perpetuating negative stereotypes. For well over a year we have seen a broad and sweeping flow of “boxing-in” entire groups of people with the publicized use of negative stereotypes, and it increases divisiveness. If you and your organization truly want to work toward inclusiveness, part of your personal strategy and your organizational strategy needs to have a willingness and openness to discuss, to educate and understand the impact of actions and behaviors.

Do the recent events promote an awareness of the broad spectrum of negative stereotypes that hold women, people of color and LGBTQ persons move inclusion forward? Could there be a silver lining behind the cloud? Possibly. But the real work is in the clearing of the “cloud” through building awareness and recognizing behaviors and practices that are set with good intentions in the mind and eye of the beholder, but do nothing to move toward equity. And, the bottom line is that there is an individual responsibility. An organization can put into place procedures intended to be inclusive. But the individuals in the organization are the ones who are either aligned with the goals and practices or not, and their behaviors are evidence of their beliefs and biases.

Here are three things you can do:

  1. Know your organization’s policies and goals around diversity and inclusion and equity. If there is not one, raise the question to start the conversations. It is short sighted to ignore that diversity and inclusion are important aspects of organizational effectiveness. The lack of focus on realizing the business case and the need for diversity in a global society is like being an ostrich with its head in the sand.
  2. Be aware of your beliefs and whether they align with the organizational goals.
  3. Think, before you speak and recognize the impact of your actions and beliefs. And if you “just don’t get it,” talk with others to gather different perspectives and educate yourself on how individuals and the organization are affected.

Everyone has a choice. You can be part of the problem of the lack of inclusion and thus, contribute to the divisions and negativity, or you can be part of the solution that supports creating an environment where everyone can have the opportunity to succeed.

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10 Jul 2017

Exploring Myths and Realities to Create a More Equitable & Inclusive Environment

There are numerous articles, blogs and discussions about the lack of diversity in leadership roles, with specific emphasis on women, people of color and LGBTQ persons. You would think, with such a strong focus on this lack and a perceived concern that something needs to change, there would be more change. So, why are these discussions continuing to be had at the corporate executive level, within the legal, the tech and non-profits industries, and within education, government and associations everywhere? Maybe there is too much focus on “them” doing something different. Could it be that there is only a cursory acceptance of understanding the impact of bias (conscious and unconscious)? Could more personal commitment and action to take responsibility to be part of the solution make a difference, instead of inaction and remaining part of the problem?

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05 Jun 2017

How to Integrate Self-Care into Your Work and Life so that You are at Your Best

Amazing that Summer is upon us and half of the year has gone by.  For some, it is has flown by and for others, it has crept. Either way, now is a good time to take a reality check on how you are doing with the whole idea of taking care of yourself.

Self-care is a hot topic. Almost all of my coaching clients, including high performing lawyers, executives, entrepreneurs and individuals who want to live more purposefully, address this issue and their ability, or lack thereof, to focus on self-care and its impact on their performance. Frequently, the level of focus is low and the stress is high; even though the understanding of the importance of self-care and the desire to be more effective at taking care of one’s self is well known. Let’s look at ways to incorporate this crucial action into your life.

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08 May 2017

Let’s Revisit the Issue of Privilege

In April 2016, I had a byline article published in the American Diversity Report about the issue of privilege and rank https://americandiversityreport.com/category/dismantling-resistance-examine-rank-privilege-rosalie-chamberlain/. Since that time, I have noticed an awareness and openness to talk about what privilege is, who has it and how is it used. Just last month I spoke on the issue at the 18th Annual White Privilege Conference in Kansas City, and at the beginning of this month, also at the Center for Legal Inclusiveness. Both workshops were full – there are individuals who are strongly interested.

The intent to support equal opportunity for everyone is not enough because there is a huge difference in equal opportunity and true equity.
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