SHIFT the ending

SHIFT the ending

Can positioning produce a fairytale ending?

I love Monaco and all the glamour that comes with it. I have always believed in royalty and in particular how the history of Monaco’s Royal Family has defined Monaco. It is one of the most beautiful places I have ever visited.

Grace Kelly, the Princess of Monaco, was an extraordinary woman and if still alive today would be without a doubt one of the most powerful world leaders. She had the opportunity to, in my opinion, have two fairytales. The first, having a very successful career as an iconic actress and model. She worked extremely hard to create her identity in this field and was extremely successful. She was known to everyone everywhere.

The second was choosing to marry a handsome young prince – her fairytale as she always said to Prince Rainier and becoming a Princess. The transition from being known as Grace the actress to Princess Grace spanned time and was not without its frustrations but in the end she was “Monaco.” She defined herself through this role.

How did she do it?

She had two rules:
1. If she ever made it – she would be eternally grateful for everything.

2. If she was ever to be in a position of influence she would use her powers to do good.

Her belief was that fairytales did exist if you were prepared to work hard enough and be willing to sacrifice things along the way. For her, it was giving up her acting.

But a fairytale is not without badies – people who want to crush happiness – because they feel they can or because they feel it is their right to do so.

In business you may have achieved your fairytale role like General Manager, CEO or a new business owner but it is how you play out the fairytale role that defines you.

1. The Crusher – we are the ones who want to crush others’ happiness because we feel we can or because we feel it is our right to do so. The toxicity in these business environments is high and performance is less than satisfactory. It is a culture lead by fear and intimidation.

2. The Dreamer – we are ones who dream big and plan all the fairytales from start to finish, elaborate, beautiful and thorough. But we don’t actually believe it can happen for us or to us so we give up when we hit the first hurdle. Success is stilted. We rarely survive.

3. The Transformers – we are ones who visualise the plans, have the determination, passion and tenacity to keep forging ahead even though it seems no one else is supporting our cause because it may be new, it may be scary and it will certainly be different to anything we have experienced before.

It is these people who succeed.

Inner peace comes when we embrace the roles we have been destined to play – When we are up against a task larger than ourselves – we will be inspired by our own strength and endurance and the fear will go.

That is our fairytale.

So are you living your fairytale? How will you be know?

You will know because you will be working with passion, strength and determination to make that difference to all those around you. Business performance will be exploding.

At the end of the day, it is up to you to position yourself for the fairytale ending you want.

Watch the movie Grace of Monaco if you would like some ideas. You will get clear on who you are and what role you should be playing!

As always love to hear your thoughts so leave them here.

Until next week,


Rebecca Morris

Rebecca set up Paradigm Shift in 2011 because in her corporate career she repeatedly observed leaders choosing to let chaos reign rather than work out strategies for effective change. Or put simply – poor leadership.

With a background in educational psychology, roles as CEO, sales executive, business coach, business owner and teacher, Rebecca uses her proven experience and insights along with her practical tool box to get results.

Rebecca observes human behaviour and associated patterns and enables leaders to become present to their patterns through her IP, Observational Intelligence (OI). Rebecca uses her 'cycle of interruption' approach to interrupt, innovate and lead from new paradigms creating collectively powerful leaders and culture-safe organisations.

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