This is profoundly true. Yesterday I was having a discussion with a colleague about rule following and it became apparent that those who succeed don’t pay as much attention to the rules as they do results. They know not to discard the rules. They respect them. And they know how to work around and within them to get things done. Their focus is on the end game.
Procrastination is simply denial.
I’ve been the CEO of three organizations. There is no question that I would have never been recruited for these roles if I’d been known for following the rules. I was recruited because I was known for getting things done against the odds and for making it fun along the way.
What’s your brand? If you don’t know, you don’t have one and that’s a problem. What do you do better than most people? And working hard is not enough. At the top everyone does that. Start taking risks in the areas of your strengths. Failure is learning....
You know who you are, super heroes.
Here’s to you for not sitting back, for not whining, for making it work despite the odds, for taking risks in the face of doubt, for holding true to your priorities sometimes at the detriment of yourself, for having vision and finding a way, for listening and caring when you thought you had little to give, for being gentle with yourself when it seemed nobody was.
Here's to you for failing and starting again this time with wisdom, for swapping assumptions for the truth, for not letting comparison distract you from your goals and achievements, for wearing all the hats even when they didn’t all fit, for not needing to be right but for getting it right, for not being perfect but still awesome.
Here's to you for lying awake at night worrying about things outside of your control and accepting that no matter what happens you’ve got this, for understanding that judgment only makes you judge yourself far worse, for having the courage to...
Years ago I read a book called the Seven Deadly Sins and agreed that the first among them was the most deadly - Pride. The greater our ego, the greater our pride, the lesser our humility and the greater propensity we have for failure. The people you have the most difficulty with have far greater difficulty with their own egos, need to be heard, desire to be recognized and rush for validation. Don't let that person be you.
The Seven Deadly Sins of Management
When I was a new manager I used to personalize why members of my team weren’t engaged. I made it about me. I was the reason they were under-performing.
I did everything in my power to re-engage them and when it didn’t work I then started to resent them for being disengaged. What I didn’t do was hold them firmly accountable to clear goals for fear of push-back and confrontation. I didn’t do my job as a manager and they became entitled.
When I set clear goals and began meeting with them regularly on their performance on those goals we began a dialogue around the challenges they were having and could role play alternative scenarios. The feedback depersonalized for me when I made it about their performance on the goals and not their attitude versus my expectations. Very objective. Them against the goal, policy, company value - not me.
Wishing you the power of regular feedback on clearly defined goals today.
Listen to a recent...
You have probably heard people talk about boundaries at work. A boundary is an invisible line between what you will and will not allow. Insecure bosses and colleagues often don’t have them. They don’t know what to do with their unrest, so it turns into anger and despair that gets vented in an inappropriate way at people who don’t deserve it. It’s only a short fix for them so they must keep venting to feel better - dreadful for you.
All conflict stems from a need to be right so the first thing you want to do with a difficult colleague is to let them be right. This is difficult to achieve when your ego is in the way. Therefore, when you are working on your executive presence you must start first with learning to self-regulate – manage your emotions in the crucial fight-or-flight moment.
In that crucial moment where you have been offended or feel threatened, take a deep breath and assure yourself you are safe. Be an observer of your own...
Ageism in the workforce is palpable. I have many clients experiencing it right now - getting phased out because they’re viewed as not tech savvy or sharp enough. Not only is that biased and discriminative, it’s just not true. But some work environments minimize this subset of the workforce so much that the workers begin to dummy down their own performance to play it safe and in that self-sabotage state live up to the stereotype they’ve been dubbed. Viscous.
People in their 50s and 60s taught themselves how to use computers, survived wars with resilience and without the post-war armed services suicide rates we are seeing today, are loyal, can handle conflict, have no problem cold calling, can negotiate, can start and carry a conversation longer then a minute, can close a deal, and can build alignment. They also have institutional memory and want to serve and develop others. Is there no value for these skills? Of course there is. But just as our culture...
Jason’s boss is the new CEO of a company that has not met budget for two years. The organization is merging with two other organizations, making the culture guarded and tentative. Jason is afraid his position isn’t secure because the CEO continually questions his opinions and doesn’t affirm that he brings any value to the team. Additionally, the executive management team is posturing at their weekly meetings whereby one dominant personality is allowed to single him out with criticism outside of her authority. Jason is feeling judged by his boss and threatened by his peers.
How we conduct ourselves in a tense situation is paramount to how we are viewed as a leader. Maintaining executive presence is extremely challenging when you feel as if you are negatively critiqued. Self-management is key. Being honest with yourself and others is the first tenet to presence. We must be vulnerable enough to accept our discomfort internally before we externalize it with...
I'm so excited to have finished this report for my clients and my newsletter list. So many of you have told me the struggles you are dealing with in this pandemic. I've been working for weeks on tactics and strategies you can apply right now to lower anxiety and build peace, relationships and effectiveness for yourself, your team and your family.
> Avoid the most common mistakes leaders make in a crisis.
> Trade the treadmill to nowhere for a revered strategy.
> Build influence dynamics that make your team want to succeed regardless of where their office is.
> Execute a plan that anticipates opportunities in spite of adversity.
Wishing you peace and effectiveness without worry today. Enjoy my free report on Leading Through the Uncertainty of COVID-19.
Some days I sit in my office and think how easy my job is until I see someone else make a decision or take action that I know is ill advised and will have negative results. Then I remember the countless 12-hour days and weekends I put in to have the breadth of perspective I’ve learned. I remember the negative results I experienced when I didn’t know better. And I think about the really stressful days in my work that try my patience and bring me sleepless nights.
Your time is valuable. This is why I don’t hire lawyers, accountants or consultants who are not mavens at what they do because they make you pay for their learning curve.
Be an expert. Work for a company that values your expertise. And if you are feeling age discrimination when your company should be putting your expertise to good use, this link to the strategies I share with my clients might help >>> 10 Tips When You Fear Age Bias
If you are struggling with uncertainty and...
We all have regrets. It’s healthy to reflect on what we’d do differently. I certainly regret some things I’ve said and done as I was figuring out the art and science of parenting. I’m still figuring it out and my children are in their twenties and thirties. I regret how self doubt showed up in my behavior at work early in my career. I overreacted, withdrew and often blamed myself far more than was helpful.
Corporations today value, promote and hire for self-awareness because it makes the employee coachable. The more self aware we become the more we can release assumptions that hold us back before we adopt them as mantras. “He’s never going to respect my work.” “I’m always the one left out.” “Every time I try harder the same thing ends up happening.”
Notice the thread. “Never...” “Always...” “Every...” Absolutes are deadly to progress. If you hear yourself...