Toxic Culture: The Need for Healthy Work Environments

If you were suddenly dropped onto a different planet – say Venus or Mars – how long would you live without a spacesuit? Maybe 4-5 minutes? Less if you can’t hold your breath very long or the atmosphere was too toxic?

Let’s try another one – how long would you be able to live in Dzerzinsk, Russia – known as one of the most polluted cities in the world? The average life span is 45 years! It sounds obvious, but…

Atmosphere affects our breathing, which affects our living.

The same is true for organizational cultures – they are an atmosphere. Some cultures (aka atmospheres) can choke people in a matter of minutes. Other cultures tend to degrade and “kill” people over months or years. Pretty much all negative cultures come with a “hazardous materials”  risk for employee well-being. Others, however, remain free and clear and produce effective, long-term health and prosperity.

We have have seen organizations exemplifying all three scenarios. As a company devoted to helping plant, water, and cultivate healthy organizational culture, our team is always working hard to create its own atmosphere of positive growth, fruitfulness, and productivity.

“The culture is the atmosphere.”

Culture = Atmosphere

So, which atmosphere are you living in? What kind of atmosphere do you cultivate at work?

Are you currently in the Venus atmosphere where you can’t breathe for even a minute? That environment is suffocating and impossible to live in.

Or are you in a smoggy atmosphere, where you know your health is declining over time? Life could be better if you can eliminate a few corrosive ingredients.

Or maybe you are thriving in your environment with clean air and plenty of sunshine in your culture.

Thinking of culture as atmosphere is interesting. In a city full of smog you can usually trace the smog back to certain political and business decisions that enable such issues, or it may otherwise result from specific geographic realities within certain areas.

The same is true within organizations. Certain leaders and leadership decisions can lead to a divisive culture built on short-term fear to produce results. If you are an employee then you can only rely on your influence to clean up areas of leadership pollution. However, if you are a leader in some capacity, you have the opportunity (formal or informal) to clean up or establish the right atmosphere in which your people can live and thrive.

Removing the Toxins

Think about the economic and social implications for cities with horrible pollution and the astronomical costs it incurs to care for its ailing citizens. Now imagine the same implications for companies with bad atmospheres – lack of productivity, divisive drama, high turnover, and demoralized employees.

The best thing you can do as a leader is commit to a clean up. 

Dedicate yourself to liberation, health, and a vibrant atmosphere at work. Let’s work today to change atmospheres for everyone’s benefit. 

Your culture is an atmosphere, how well are you breathing?

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your company atmosphere (culture) affects your organizational health, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

What is the Difference Between an Introvert and Extrovert?

Are you an Extrovert? Or Introvert? How would you know?

When people think about the terms “Extrovert” and “Introvert” there are, invariably, many assumptions attached to them. But few of the connotations regarding either label are totally accurate when it comes to describing the type of person we call “Extroverted” or “Introverted.”

When working through personality assessments, always try to think “which description is the most natural me?” After all, everyone has both Introverted and Extroverted tendencies. The goal is to work our way down through the years of nurture, choices, life experiences, and cultural “oughts and shoulds” to identify our reflexive, most naturally comfortable tendency.

What is the difference between an Introvert and Extrovert?

In order to determine this natural tendency, however, we must briefly clarify what we mean by “Extrovert” and “Introvert.” It may come as a surprise to learn that these terms have very little to do with whether you are gregarious and known as a party animal, or whether you sit in the corner and watch quietly at the party. True, some of these behaviors can come out of an “Extroverted” or “Introverted” preference, but the truth is – in the right circumstances – Introverts can also become the life of the party while Extroverts sit back and quietly observe.

So the real distinction between extroversion and introversion is not whether you are outgoing or not, but how do you recharge? Where do you get your energy from?

Extroverts direct and receive energy from the external world.

If you are an Extrovert by preference, it means you direct and receive energy from the external world.=

There’s a clue in the title. People, activity, outward actions are all energizing for the Extrovert. We describe them as “solar powered” because it’s a bit like they get all their energy by drawing from the external world to themselves. Therefore, most Extroverts prefer to talk things out in order to understand them. They will do as much as they can in the world they love most (the external world), often thinking out loud and then trying to move all the words around to work out what they think. In short, they tend to process and evaluate their thoughts out loud and in real-time.

Many Extroverts can recall moments in their lives when they thought out loud and really wish they could rewind time and take back their words, because what came out “wasn’t really what I meant.”

Rate Yourself: Between 1 – 100, how much do you resonate with extroversion?

Introverts direct and receive energy from the internal world.

Introverts, on the other hand, prefer to recharge in the internal world: that complex inner sea of thought, reflection, and ideas milling about inside their head.

They often need to break away from the external demands of people and activity in order to truly recharge their (emotional and mental) batteries. We often say they’re “battery-powered.” Whereas Extroverts are “solar powered” and recharge from external energy and activity, Introverts tend to recharge best from the inside. That’s why others don’t necessarily see it happen. It’s the internally generated thoughts, reflections, contemplations, and evaluations that bring them back to full power to take on the day and the external world. This often includes reading, meditating, solo workouts or runs, etc.

Rate Yourself: Between 1 – 100, how much do you resonate with introversion?

Your Action Plan

Which one do you resonate with most?

How can you begin to use the information above to begin to be more energized in your day-to-day life?

In the next post we’ll take a look at communication and how Extroverts and Introverts approach it differently, and how you can begin to communicate more effectively.

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your personality affects your life and leadership, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

How Do You Banish Regret? Don’t Wait

“At the end of the day, let there be no excuses, no explanations, no regrets.” 

Steve Maraboli

Don’t wait to apologize for that which you know in your heart you need to make amends.

Don’t wait to tell your kids why you love your spouse.

Don’t wait to tell someone that you love them when they need to hear it from you.

Wait a little longer to vent your thoughts and feelings if your emotions are getting the better of you.

Don’t wait to give something away to someone who needs it.

Don’t wait to quit something that you very well know you need to quit.

Don’t wait to start learning a language or reading a book that has been on your list for years.

Wait to get hooked on things that simply kill time. Just wait and invite better things to fill your day.

Don’t wait to spend time with your kids or go on a date night with your spouse.

Don’t wait to write the letter that needs to be written. You will never regret expressing what needs to be said.

Don’t wait to give more of yourself to family, friends, and colleagues. When you give it away you get far more in return.

Wait to indulge temptations of slander or malice about someone else.

Please don’t wait to give someone a word of encouragement today. Despite the day’s concerns, don’t wait to hug someone who needs it.

Most of all, don’t wait to love, and love well.

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how you can banish regret and live more intentionally, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

Toolkits

If you are looking for an innovation, leadership or governance tool, this is the place to look.

GiANT Toolkit

These are the most common used GiANT tools (click the picture to access).

Innovatus Toolkit

A large selection of tools designed to prompt thinking and give a framework for operating.  You can add the website to your home screen on a mobile device and it will act like an app! (click the picture to access)

Leadership & the Power of Self-Awareness

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your personality affects your leadership, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!

Socrates once said, “The unexamined life is not worth living.”

By that he meant that a lack of intentional growth, reflection, and self-improvement leads to an “accidental life.” One in which we settle for lesser versions of our best selves because we fail to put in the time and focus to mold our character and our life into the best it can be.

Similarly, one could say that the “unexamined leader is not worth following.”

In other words, leaders who fail to regularly and intentionally take time to better understand themselves and others are not the leaders who will bring out the best in themselves or their teams. After all, if we don’t know our own strengths, weaknesses, and tendencies under pressure and at work when interacting with others, how can we expect to avoid the pitfalls that sabotage our relational and leadership efforts?

Know Yourself to Lead Yourself

There’s a tool we use at GiANT called the “Know Yourself to Lead Yourself” tool. The infinity symbol in the diagram below represents the need for constant, continuous reflection on the components of behavior and consequence that shape our reality.

If we start at the bottom of the diagram and work our way around it counter-clockwise, we discover the process of how our actions and tendencies shape our reality.

To summarize: we all have tendencies that create patterns of actions and behavior which generate consequences that ultimately shape our current reality. Therefore, if we want to change our reality – if our marriage is struggling or our team is under performing – we must find the tendencies that form the patterns of action which are generating the undesired consequences. Only by understanding the connection between these elements can we intentionally and accurately target the areas of growth and learning that will bring about the reality we desire for ourselves as well as those we love and lead.

That being said, it all starts with knowing yourself and understanding what makes you tick. 

• What brings you energy and life? 

• How do you view and understand the world?

• How do you make decisions?

• How do you live your life?

• How do you interact with others who operate differently from you?

• How do you handle stress?

Understanding all of these questions equips us to be intentional about choosing what kind of leader, spouse, parent, etc. we want to be.

Who We Are: Nature, Nurture, Choice

The first step to understanding ourselves and finding the answers to these questions is to understand how we have become the person we are today. This requires taking the time to examine our lives, looking for clues about who we are innately as a person, how our experiences and upbringing have impacted us, and how our choices in response to those experiences have shaped the person we are today.In other words, we are all a combination of our nature, our nurture, and our choices. Our nature is the hardwired part of us that makes our natural way of looking at the world and making decisions unique to us. Nurture is the combined effect of our life experiences, cultural pressures and expectations, and the manner in which we were raised. Lastly, our choices comprise the actions and decisions we’ve made in response to all these things. It’s the exercising of our own free will in an effort to become whoever it is we want to become.

At GiANT, we focus on all three building blocks of who we are – nature, nurture, and choice. Today, however, I’d like to lay the foundations for a series of posts in which we will explore the first part of that equation, our nature.

The “Best Fit” Process

One of the best tools we have for understanding natural wiring is a process of self-awareness we call the personality “Best Fit.” This involves principles from Carl Jung, Myers-Briggs, and William Schutz enhanced by applied leadership insights and training from GiANT Worldwide for your everyday life and leadership challenges. The 4 components we look at include:

1. Extravert vs. Introvert (E vs. I): How we get our energy and recharge

2. Sensing vs. Intuition (S vs. N): How we understand and process information

3. Thinking vs. Feeling (T vs. F): How we make decisions

4.Judging vs. Perceiving (J vs. P): How we prefer to live and structure our life.

Unfortunately, there has been much misinformation and many inaccurate assumptions over the years about what these terms and preferences mean. Not all of them, such as Judging or Perceiving, mean what they appear to mean at first glance. But it’s precisely these misconceptions, along with many other insights afforded by the Best Fit process, that we look forward to exploring and equipping you with throughout this series.Before we jump into our series on Best Fit, there is one last set of rules and warnings you need to know:

Rules of Engagement & Warnings

1. Personality Type is only one component (nature) of the three essential elements that make us who we are (nature, nurture, choice).

It’s important to note that even with the limitation of sixteen types, a person’s type only describes one part (nature) of the three components that make up who we are. Therefore, no two ISTJ’s, for example, will express themselves exactly the same. Personality typing is very helpful for understanding common patterns of behavior and tendencies between two people with the same type, but will by no means guarantee how a person will act. After all, everyone has the impact of their unique nurture and choice modifying the expression of their underlying natural personality type. Therefore, no one should ever be “put in a box” based on their personality type.

2. We all have a little of each “letter” in our tendencies.  The goal is not to say we are only Extraverted or only Introverted, but rather to discover which preference we most naturally gravitate toward.

The best way to explain is through an easy handwriting challenge. If you sign your name with your dominant (preferred) hand, you can do so easily, quickly, and accurately. It will be almost as natural as breathing. However, if you switch hands and then try to sign your name it will take much more time and effort and likely will not be done nearly as well. This is how each letter works in personality typing. We all have E and I tendencies as well as S and N, T and F, and J and P tendencies. The question is not whether we have one or the other tendencies at all, but which do we most naturally lean towards? Which do we do with the greatest ease and least effort? The one we tend to prefer naturally is called our “Right hand preference” while the one we tend to struggle with most is called our “Left hand preference.”

Beginning the Process

Now that you are armed with the knowledge of nature/nurture/choice, the basics of Myers-Briggs/Best Fit, and the understanding of the “Know Yourself to Lead Yourself” process, you are ready to take your first steps into the world of self-awareness at GiANT! We will kick-off this process with a series on “Best Fit” beginning with understanding the true meaning and differences between Extraverts and Introverts (E vs. I).

Let’s make the journey together!


Source: GiANT

3 Hallmarks of Healthy Culture

One of the biggest question marks in running and growing any team involves dealing with the amorphous nature of culture within an organization. Unlike identifying, analyzing, changing, and implementing strategy or resource decisions, people decisions are the hardest to put a finger on. They require constant pulse-checking and investment into the things that make your people tick which can, themselves, be difficult to assess. Additionally, you have to be able to juggle all that while also formulating a strategy for managing and cultivating the right workplace environment and cohesion.

Given that this is a unique, but crucial challenge for any organization, we recently asked one of our GiANT friends to give us his thoughts on Changing Leadership Culture. His response (with some edits) is worth sharing:

What is Culture?

“The one thing I am noticing is that ‘culture’ is a BIG word. It sometimes feels and seems so BIG that people often miss that it’s the people who matter most in culture. People are the culture. Their development is primary in creating and sustaining ‘culture.’ Sometimes the idea of culture can feel so mysterious and ambiguous that everyone seems to wait for it to happen instead of making it happen themselves.

I’m seeing that most have not taken the time ‘together’ – as a family, team, or organization – to define it, share it, and expect it. Culture is first and foremost about people and their personalities. People need a framework of values to share, not so that everyone will conform to a certain way of behaving, but because a commonly held framework grants the freedom to be true to themselves as well as providing a rallying cry to work for the good of each other and others.”

Hallmarks of Healthy Organizational Culture

When you boil it down, there are three major hallmarks of a healthy organizational culture:

  1. Character.
  2. Competence.
  3. Influence.

These elements reflect a commitment to quality character, high competence, and influence wielded for the good of others. We are talking about cultivating a shift in mindset that promises responsible behavior delivered with excellence in work and an eye toward maximizing the greatest possible impact for positive transformation among employees, customers, and the broader community. 

Without character, there can be no relational trust which results in failing to deliver as promised or struggling to create a positive experience for clients and employees alike (aka “lack of chemistry”). Without competence, you have no trustworthy expertise – you may be great to work with, but the quality of your product or service falls below expectations. And if you wield your influence negatively or only for selfish gain, you will not be able maintain an attractive workplace environment or brand image.

Final Thoughts

So, to sum it all up, our friend had this to say:

“Character. Competence. Influence. These three elements are crucial. If we can continue to help people ‘KNOW Themselves’ and ‘KNOW and understand each other’ Trust will build, (negative) self-preservation will fall, and people will live and lead with nothing to prove, lose, or hide.”

I don’t know about you, but that seems like a pretty good way to think about building culture, doesn’t it? 

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your company culture affects your leadership and organizational performance, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

The Power of Questions: Asking for Growth

A great question is better than a right answer to the wrong question.

Questions are powerful.

The good ones evoke exploration of a new perspective, the cementing of conviction, or the reconsideration of a belief that’s never been challenged. Such introspection plays an important role in helping us reflect and grow as people and leaders. Questions surface the underlying, subconscious connections we often fail to make without prompting.

That being said, what underlying convictions or unconsidered actions and opinions need to be surfaced for you today? 

Most of the time we need a little help to uncover those points, so let’s dive into a few important questions that can benefit us all…

Questions to Consider

If you were a tree what kind of tree would you be? Just kidding. We’ve got a few better questions for you to chew on:

  1. When you were little you most likely dreamed about what you wanted to be. Did you ever dream about who you wanted to be? If not, do so now. Who do you want to be?
  2. What things are currently keeping you from being the person, leader, spouse, or parent you want to be? Name the shackles that are keeping you from being that person and begin working your way out of them.
  3. What do/did you admire about your grandparents (or a mentor figure)? Do you see that thread still living in your family today?
  4. If you could give up one thing today and walk away from it completely free, what would it be? Are there habits, hobbies, or priorities in your life that might be taking up too much of your energy, time, money, or focus?
  5. What would you want your kids and grandkids to say about you once you are gone?

These are just a few thoughts meant to spark internal dialogue. Your answers are personal, but the questions are universal, so feel free to share them with others in your family or workplace. And if you have other great questions please feel free to share them in the comment section!

Never forget the power of questions to lead yourself and others to lasting freedom and change. 

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how questions and reflection can help you improve your leadership, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

Fully Charged: What’s Keeping You From 100%?

We’ve all had those days, haven’t we? Those tough days, emotional days, draining days – the days where, for whatever reason, we just don’t feel 100%. Over time such days can take their toll. Even the positive aspect of rebounding back from those days can cause a dizzying sense of emotional nausea when the hi’s and low’s seem to come so swiftly, one after another.

Life is sure to deal us many days when we feel less than 100%, but our goal for leadership and personal health should be to drive toward consistency as much as possible. This empowers us to maintain consistent investment, leadership, and growth in all areas of our lives from personal to professional. So let’s set aside a moment to take stock of where we are today.

What’s Your Percentage?

What percentage are you operating at today? 50%, 80%, maybe even 95%?

If you kept track of this for an entire week, what would your average be? Maybe it would look something like this:

Monday = 75%

Tuesday = 80%

Wednesday = 60%

Thursday = 45%

Friday = 85%

Saturday = 90%

Sunday = 90%

Of course, everyone’s ranking will be different, but that’s not the issue. The issue is your personal ranking and where you find your percentages lagging and peaking. Even the simple act of charting days like this might help point out where some of your regular pain points show up.

What keeps you below 100%? Is it something in your daily, weekly, or monthly routine? Is it a consistent obligation, or is it the inherent lack of consistent duties or routines that seems to throw you off? 

Maybe it’s certain relationships whose interactions stress you out, or the monthly reconciliation of bank statements and expense reports.

What’s Keeping You From 100%?

Think through each day from last week and assign a percentage to them representing how alive, purposeful, and empowered you felt in handling life’s challenges, dealing with the daily tasks, and finding joy amidst it all. Don’t worry about being idealistic or projecting how you think you should feel – guilt (“I should be happier”) and pride (“I’ve got everything under control, no problems here”) have no place in the genuine effort to stimulate personal growth and a healthy, balanced life.

If I were trying to lose weight or feel better about myself and yet had a few donuts or candy bars a day, do you think I would be at 100%? Obviously not. Those two ventures into junk food land would bring my health % down by whatever degree it negatively affects me. Similarly, the same thing happens in our everyday life. 

For instance:

  • When we choose to worry instead of trust or take action.
  • When we choose to harbor resentment versus reconciliation.
  • When our confidence is found in other people’s perception of us instead of the conviction. of who we know we are as unique individuals.
  • When we allow the junk of the world to infect our heart and mindset.

Find the Patterns & Make A Change

Thousands of distractions and negative stimuli assail us every day attempting to take our “100%” hostage. Yet when we highlight those percentage-stealers we make it a bit easier to turn things around. In fact, even more so than external circumstances, the things we ourselves choose to do with our day generally become the things that bring us up to 100% or steal the joy and peace that could have been ours. That’s why we talk so much about intentional vs. accidental living, and embracing the things that are life-giving versus life-draining.

So make a list of your daily percentages. At the end of each day write your percentage for the past 24-hours, then list why your percentage was lower than 100%. If it’s over 100%, by all means, write that down too!

Where are your margin points? What derailed you from 100% today? Look beyond the surface for cause and effect, emotional triggers, and recurring patterns.

Once you recognize the trends you can make the right adjustments and start living life fully charged.

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your daily routines affect your leadership, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

Recalibrating Your Attitude: 6 Steps for Lasting Change

Attitude is a little thing that makes a big difference.

– Winston Churchill

Everyone has an attitude. Attitudes can be good, bad, or indifferent, but they can also change hourly, daily, weekly, or monthly. However, as we mature we are supposed to gain more control over our attitude(s) so that we can function well as a responsible citizen, productive worker, and a good friend, spouse, or parent. While teenagers have been branded for their infamously “bad attitudes,” the reality is that they are simply learning who they are, what to do with their talents, and how to handle their emotions. Even grown adults regularly struggle with the same issues – just look at the incessantly petty workplace issues that create the toxic environments we’ve all encountered on the job. Clearly, cultivating the right attitude is a life-long learning process. So…

How about you, how is your attitude today? 

Does it need a slight recalibration or does it require a major overhaul? Either way, if you’re looking to make an attitude adjustment, check out the Six Steps of Attitude Change below.

1. Identify Problem Feelings

Our bodies have warning systems to tell us if something is wrong, with pain providing the primary alarm. Our nerves highlight flare-ups and soreness which help us identify the problem and address it with rest or medicine.

Feelings often play the same role. Getting our feelings hurt is natural and we all experience it. However, when insecurity comprises the foundation of our life it’s hard to trust our feelings to guide us to the right solutions.

Take out a pen and write down the feelings that creep into your life and cause you pain. Maybe your list consists of feelings about mounting pressure on your business/job, feelings of self-doubt, or feelings of being tired from running so hard in the rat race of daily life. Whatever they are, write them down. Next to each one ask yourself if they are founded on insecurity or if the feelings are valid. For example, your feelings of self-doubt may be real, but perhaps they are rooted in some insecurity or false belief about yourself, rather than grounded in truth. That would make it a “problem feeling” that inhibits a healthy attitude of confidence, productivity, and decisiveness and should be something you target for recalibration.

2. Look for Negative Ramifications of Your Problem Feelings

Throughout our work with leaders, we often find that unsubstantiated feelings of doubt based on insecurity often spread to infect a person’s attitude in the office. Eventually, their team begins to notice a personality change and alarm bells go off for co-workers, whether prompting subordinates to avoid them for fear of contributing to the problem or driving colleagues to distrust their personal capacity for producing results as normal. Any of these consequences, or the many other potential side effects, can prove detrimental to the leader, their team, their workplace culture, or their organizational/departmental effectiveness. 

3. Understand Both Reality and Hope

Let reality become your friend, and while you’re at it, reacquaint yourself with that powerful driver we call Hope. When it comes to changing your attitude, reality is an equalizer. By realizing when your negative feelings are based on insecurities rather than reality, the simple act of getting to the issue will give you hope. Reality checks show you where your assumptions are mistaken while hope from that realization resurrects the positivity in your attitude. 

4. Choose Your Attitude

Perhaps the most important step in the process is to simply choose to have a new attitude. No change ever happens without actually wanting that change. For some it might involve realizing that you have allowed the weight of the world (your business,  expectations, pressures, etc.) to negatively affect your outlook and alter your approach to daily life. So you have to choose to face reality, trust in your hope for a better path, and chose to be you again – or even to find the true you for the first time. 

5. Practice Your Target Attitude Daily (Internally and Externally)

The old saying “fake it till you make” always proves to be wiser advice than some would think. Any adoption of a different mindset or attitude will begin with an element of “faking it” because you are having to intentionally choose to think, act, speak, or approach life with a different mentality than what seems to come naturally. Proactive living is always more difficult than reactive responses. And that’s okay. Choose to search for the bright side of a situation even when your mind wants to jump to all the problems. Practice makes perfect and it’s no different with attitude. If you don’t practice being grateful, optimistic, generous, etc – especially in the times when you want to be anything else – then you’ll never actually change your mindset. You’ll just continue to exist as a slave to your circumstances and problem feelings, rather than taking control of your own life. Don’t let life and obstacles squeeze what makes you “you” out of your life. Take back some internal firepower and cultivate the attitude you want. Internally, make time to read, workout, meditate, etc. Externally, focus on smiling, encouraging, showing gratitude, etc. Figure out what helps you find your center and practice those things.

6. Talk About the Change

One of the biggest mistakes people make with any change process is to keep it to themselves. Confidence, encouragement, and accountability come from talking about it out loud, processing it with yourself and others, and letting them know about your goals so they can help you stick to them. Sharing invites validation and makes everything feel more tangible rather than leaving it in the amorphous realm of your inner thoughts. So call it out. Embrace it. Share it.

Will You Choose Change?

At the end of the day, remaining unintentional about things leads to the death of those things. If you are unintentional about your family then you will suffer the consequences of bad relations and a poor family culture. The same is true for business as well as your attitude.

Identify. Understand. Choose. Practice. Share. Attitude change can happen, but only when you are ready to get to the core issues, deal with reality, and decide to do something about it.

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your attitude affects your leadership, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

3 Thoughts Every Leader Leader Must Master

If you want to be a good manager for you team, you must first learn to be a good manager of yourself. No matter what you think you can do through force of will, you can’t bring your best if you don’t put yourself in a position to be the healthiest version of you. It’s simple: healthy leaders impart healthy leadership, unhealthy leaders impart unhealthy leadership. If you cannot effectively manage your thoughts and feelings about your current role, the people you lead, and your place within the wider organization, then you will find yourself becoming your own worst enemy. Below are 3 common thoughts that often impair leadership potential. If you can learn to mitigate their influence and erase them from your mind you will become a much better leader to your people and find greater satisfaction in the way you lead.

1. “Grass is Greener” Thoughts

How many of you have been on LinkedIn or have traded seed planting emails to someone you think may have a better opportunity for you? The fact is that the best way to receive the best opportunities is to be the best you can be in your current role. Opportunities come from success. Success comes from hard work, focus, and buy-in. When you are looking for something else your energy, focus, and contribution diminishes drastically. Divert your greener dreaming into giving yourself to what you are paid to do and you’ll find that the right doors will open for you down the road. 

2. “I Deserve…” Thoughts 

Ok, you deserve more than you are getting. Does that make you feel better? The reality of life is that none of us will fully receive the honor, respect, or compensation that our minds tell us we deserve. The “I deserve” thought is usually a sign that we are having internal, self-indulgent conversations with ourselves rather than focusing on giving to others. If you make the switch to outward giving instead of internal self-inflation you will be surprised by the amount of respect that will follow. Once you decide to focus on others more than yourself, opportunity and honor are around the corner. In the end, the old proverb “humility before honor” rings true.

3. “No one gets me” Thoughts 

These thoughts implant a victim mentality that brings nothing but self-pity and inhibited action. Unfortunately, if no one gets you it’s usually because you have either indulged a degree of self-absorption that can’t relate to others or you haven’t taken the time to learn how to communicate in the language others speak. Doing this isolates you in situations that are essentially designed for you to fail so that you can say, “no one gets me.” Self-conversations become dangerous when you begin talking in third-person victim language because words have the power to shape your mentality, and those words create negative atmospheres both internally and externally. The negative internal environment inhibits your productivity, happiness, and effectiveness, while the external atmosphere pushes others away and limits your ability to influence and contribute. The easiest way to overcome this tendnecy is to shift the focus of your conversations from internal to external – to focus your energy on something more important than your obsession with security, status, or some other tendency of self-preservation.

How do you know? It comes from experience.

I know such discussions may sound blunt, but all of these lessons have come from first hand experience as both the perpetrator and recipient of leadership controlled by these thoughts.  Often, the hardest part to accept is that tendencies of this nature never lead to the place of promised solace you hope for, but rather a morbid view of life that weakens your leadership capacity. Rid yourself of these tendencies and watch your influence increase exponentially as you accumulate the respect, maturity, and people skills that come from giving yourself away.

This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how your thoughts and mindset affect your leadership, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!


Source: GiANT

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