Endurance is not easily achieved and takes a great deal of personal strength. It can involve facing physical or emotional challenges, even in extreme adversity. Refusing to surrender takes an entirely different type of courage – one that requires determination and perseverance to achieve success. It is a choice every person makes for themselves when considering whether options that look bleak or difficult. To refuse to surrender is a sign of confidence and adaptability. Despite any obstacles you may face, you are determined to do whatever it takes to succeed.
How we handle adversity is the beginning point of our capability. Admiral Stockdale is a shining example. Tortured for eight years, he refused to surrender. He refused to surrender information or secrets or show any sign of weakness.
Frederick Douglas another example of refusing to surrender. Escaped slavery by sheer willpower turned into brute force. He refused to surrender when most had expected him to, kept his resolve strong, and continued forward in the freedom mission.
In times of difficulty, it is important to remember that you do not have to surrender. You can choose to keep going despite any odds that are against you.
It’s a refreshing concept that seems to get lost in the mundane world of the everyday.
There is a powerful mindset there. Refusal.
What are you refusing? Is it refusing to give up on your marriage? Refusing to let a lack of promotion stifle your career? Refusing to let the person who cut you off in traffic ruin your day?
Refusing looks different to everyone, but it should be unshakable and empowering, no matter your refusal. Only you know what will make you truly happy and content – refusing is simply clinging to that assurance and not letting anyone tell you otherwise. We all have battles we refuse to lose, from small things like staying true to our convictions to more monumental challenges like overcoming deep personal trauma. What matters is that whatever our refusals may be, we must stand firm in them without fear or hesitation. Our willingness to say no and draw a line will ensure that our future can still hold promise and hope for a better tomorrow.
From honing our budgeting skills to understanding the signs that a company is in financial trouble, there are many things we can do as employees to help avoid layoffs. Employees can work together to reduce costs and keep everyone employed.
Transparency is Key
We don’t have to accept lay-offs as a necessary cost-cutting measure any longer – not if employers learn to be more transparent and honest regarding their business operations and finances. By fostering an environment in which both employer and employee can openly discuss the outlook of the company, the collective power of the workforce can be harnessed to minimize expenses without resorting to laying off large swaths of staff. This mutual trust also pays long-term dividends by boosting morale and driving greater productivity and loyalty.
When faced with a financial crisis, laying off hard-working individuals can be an overwhelming and heartbreaking solution. However, there is another way – through an honest partnership between employers and employees. With collective creativity, employees can collaborate to contribute ideas that reduce costs without eliminating jobs. Empowering the workforce to establish long-term solutions and mutual benefits allows companies of all sizes to weather any storm and come out the other side strong and full of hope for a better future, built together by a unified workplace community.
Can it work?
Companies across industries have managed to prevent any need for layoffs by being transparent and honest with their employees. Take, for example, Cook Fox Architects, who could have downsized in response to budget cuts but instead relaid how the danger of a looming recession can create negative impacts on the company and leverage that to motivate the team to make conservative financial decisions. Instead, their open communication allowed most staff members to make collective changes with money-saving measures that led them away from layoffs and increased essential project work. A similar case emerged at Toyota Motor Europe, which decided to invest further in technology upskilling for staff—and saw an improved bottom line due to making these strategies available. It is clear then that businesses have found great success across multiple realms and contexts when they meet difficult situations with full transparency and a commitment to their staff’s future.
Even my own employer can be used as an example. Several years ago, we were facing a looming budget crisis. Clear communication and a call for ideas to cut costs were communicated throughout the organization. The collective thinking power of the entire company turned around the bottom line and created an environment where we now operate at a surplus.
There is a solution to the problem of layoffs, and it lies in empowering employees. The collective effort of everyone within a company to share information about the company’s outlook and reduce unnecessary costs can lead to drastic change. It’s time for everyone to come together and contribute their knowledge and skills; only then will we be able to create an environment where employers remain resilient in tough times by finding new solutions. Let’s use this flourishing workplace model and spread the message – encourage your employer to actively involve employees in analyzing the business’s state with loyalty, honesty, and open dialogue. With enough incentive, they can make layoffs a thing of the past.
It’s time for us to re-evaluate the way we think about layoffs. No company should take employees away from their families or a person’s livelihood without seriously considering their options. Instead, let’s stop thinking of layoffs as the only possible answer and work together to find meaningful ways to avoid them. With collaboration and a shared commitment to understanding our businesses better, employers can look at other creative solutions that don’t involve letting go of valuable team members. Together, we can protect each other’s security by pooling our collective intelligence and power to create a more sustainable approach to managing our organizations.
Wherever there is a human being, there is an opportunity for kindness.
Being nice and being kind are two virtues that are highly advantageous to cultivate. They both involve developing the capacity to think of others and be respectful and sensitive towards them. Although their definitions might seem similar, there is a critical difference between them.
Being nice is focused on politeness and courtesy, whereas being kind is exchanging care, concern, and generosity with those around us. In this modern world, we all need more of these traits while striving to navigate our lives and relationships in an increasingly complex world.
Kindness is placed under the umbrella of justice, one of the four cardinal virtues that Stoics believe need to be cultivated to live a virtuous life. Stoic philosophy highlights the importance of being kind as a fundamental virtue. It is essential to being a good person since it involves treating others fairly and empathetically. Being nice, however, is seen as less important; while it can help us build relationships and remain on good terms with others, it often focuses too much on pleasing others and avoiding conflict. Practicing kindness over niceness should thus be our aim if we wish to make moral progress, according to Stoicism.
Nice vs. Kind.
Niceness is an act. Niceness, however, can be rooted in kindness. Kindness is a character trait.
We have been given the power of choice, and with that comes the responsibility of being kind. To be kind is to always act in a way that will benefit someone or something else. It’s not just about looking good or garnering approval from those around us; it’s an understanding that living our principles includes caring for and helping others. Being kind is a conscious decision we make, and based on how we act every day, we can positively impact the world around us without expecting anything in return.
Stoic philosophy presents useful distinctions in understanding different aspects of being kind and nice. To be both kind and nice means first having deeply embedded inner values in ourselves, which will lead us to express goodness in our behavior before we strive for any external kindness or niceness towards others. Moral integrity consists of taking ethical actions that reflect our inner virtues, such as being honest and fair. On the other hand, people can have moral worth; this conveys the strength of a person’s character, not just the outward performance of specific behaviors. It goes beyond action to encompass qualities like trustworthiness, sympathy, and empathy. Ultimately, moral worth is powerful because it nurtures the fundamental character from which further small behaviors are inspired.
Being nice is an expression of morality beyond simply doing what is right or wrong. At its core, it speaks to the kindness and compassion that a person can exhibit toward others. Yet too often, people misconstrue niceness as being morally good or virtuous. While acting out of good intentions is commendable, it is essential to remember that being nice can also stem from less noble motivations such as vanity, inadequacy, or a lack of confidence.
Being nice does not imply moral worth, yet it reflects upon the moral goodness of a person’s choices and values. As such, it serves as an important reminder of our capacity for empathy and understanding of one another.
We have so many choices to make throughout the day. We can always choose to be nice to others. Repeated acts of niceness may turn us into kind people. We are driven by good intentions and actionable behaviors that serve the greater good.
Citizenship is a behavior trait. Citizenship is more than what country you live in. It is the act of being an active member of any group or community. It entails taking responsibility for the well-being and success of that group and actively contributing to it in some way. Citizenship requires commitment and a willingness to donate time, effort, and resources to make a difference.
Knowing this view of citizenship, how are you applying it to your workgroup?
Do you help others? Are you engaged with your coworkers? Do you know what everyone’s goals are? Better yet, do you help others accomplish their goals once you learn of them?
Being a citizen is hard. It requires work. Being a citizen requires dedication.
Living up to the expectations of being a citizen can be challenging. However, it is well worth the effort. Being a citizen requires conviction – believing that you are part of something bigger while still needing to take responsibility for your words and actions. It requires dedication and outward thinking, beyond yourself, to better serve your community or country. By understanding our role in the grand scheme of things, we can all make meaningful contributions as citizens – working together builds strength and resilience, leading to greater unity in society.
But that is just it; we live in an attention society. Few believe they are a part of society and view themselves as the society.
Social media has become an integral part of our lives, with studies showing that the average person spends more than two hours a day checking in on their accounts. But despite the surge in online activity, our genuine connection with each other has failed to keep up. In choosing to overshare moments from our daily lives to make them look better, we’ve just perpetuated a self-centered narrative and forgotten to take action that matters – whether volunteering at a soup kitchen or supporting an inspiring cause. If we want to build a society focused on natural well-being and productivity, we must stop pretending these values exist and start practicing them earnestly.
Being a citizen means sacrificing the self-image for the help image.
Build the society at the expense of the self. Believe in more than gaining likes.
Success is often measured by accumulation—whether material wealth, awards or social media likes. But gaining these accolades can leave us empty if it’s our only focus. It should never be about what you can extract from society but how you can use your gifts and skills to give back and add to the collective in a meaningful and selfless way. Building up our lives only to benefit ourselves has no real reward and goes against the principles of true success: inspiring those around us and propelling the human race forward together. We owe it to ourselves and those around us to reach past superficial affirmations, like likes on a photo, and strive for something more profound; working on projects that bring joy, promoting respect for others, and setting examples of personal growth—these are true desires for building a flourishing society.
Time is our most valuable resource; it cannot be replenished once it passes, making it one of our greatest teachers.
To make the most of it, we must focus on what is important, prioritizing our tasks and ensuring that they do not become sources of procrastination.
We fail by not recognizing what is important.
I have watched families out to dinner with their faces buried in their phones. I have watched relationships suffer because the ego couldn’t let go of the past.
What is really important?
Benjamin Franklin said it best when he proclaimed, “Lost time is never found again”; his wise words are an essential reminder to stay mindful of how we handle our goals and actions each day to prevent regret later on. Let us take preventive steps today to ensure we use our time wisely to be an asset in achieving tremendous success in life.
It’s a dangerous thing to mistake speaking without thought for speaking the truth.
Benoit Blan – Glass Onion
As I watched “Glass Onion,” the Netflix version of Agatha Christie’s Hercules Poirot, the protagonist Benoit Blanc, played by Daniel Craig, made one of the movie’s best lines. He said, “It is a dangerous thing to mistake speaking without thought for speaking the truth.”
We’ve all been there – say something at the moment that we later regret. But doing it without thinking can have more severe consequences than embarrassing ourselves. People often make careless comments without realizing the weight of their words. And in today’s society, with its 24-hour news cycles and social media platforms, those irresponsible remarks can quickly spiral out of control.
It is a leadership quality to think before you speak, as the dangers of speaking without thinking can be severe. It is crucial to be conscious of what we are saying and how our words may impact others. While there is sometimes no way to take back the comments we have already shared, self-awareness can help us recognize when it’s wiser to pause and reflect on what we are about to say rather than let impulsivity take control.
Leaders pause, think, reflect, and finally react. Or, in this case, speak.
How to avoid speaking without thinking
Speaking without thinking can be a difficult habit to break. Still, it is essential for anyone who wants to understand their surroundings, reflect on what they have heard, and react appropriately as a leader.
Understanding the current situation and putting yourself in other people’s shoes is essential to avoid this problem. Stephen Covey would say we are seeking first to understand. Not respond. It is also helpful to take time out whenever you feel overwhelmed with information or ideas racing through your mind – take a deep breath, inhale some fresh air outside if you can, and allow yourself to be in the moment for a few minutes before continuing the conversation. Most importantly, understand that taking moments of clarity can help you become an effective leader who communicates thoughtfully and expresses your opinions clearly.
Taking a pause is a sign of emotional maturity.
Pausing is a sign of emotional maturity.
Pausing is an underappreciated leadership skill, but it can make all the difference in effective communication. Emotionally mature individuals recognize that pausing has its place in conversations—allowing a person time to collect their thoughts or allowing an audience time to digest what is being said. Choosing to pause isn’t a sign of weakness; instead, it’s an act of strength and leadership that shows you are willing to listen and respect others before sharing your opinion. Taking the extra pause time gives you the space for better judgment and more thoughtful action.
When emotions are low, logic and rational thinking are high.
Leadership becomes possible when emotions are low, and we adhere to strict logical and rational thinking. It is derived from seeing the whole picture of any situation without emotions clouding our judgment. This can only be maintained when a level of emotional detachment is established, which leads to the ability to make decisions objectively. Leaders must have their feet firmly planted on the ground, unflinchingly analyzing all angles of a problematic situation before jumping into action. Leadership can become attainable by remaining committed to low levels of emotion and high levels of logic and rational thinking.
Speaking without thinking can be offensive to others and counterproductive to building relationships necessary for effective leadership.
To be an effective leader, one must carefully consider the words one chooses and how others will receive the comments. Thoughtless speech can negatively impact relationships, trust, and morale if it comes across as offensive or demeaning. Leaders must foster strong connections to those they lead to build successful teams and move forward with their initiatives. Therefore, speaking without thought – which could ultimately result in unkind remarks – is disrespectful and highly counterproductive when building meaningful relationships. Successful communication strategies require leaders to pause and assess how their words will affect those around them, ensuring that what they say is clear, kind, and supportive.
“In societies where modern conditions of production prevail, life is presented as an immense accumulation of spectacles. Everything that was directly lived has receded into a representation.”
As I researched information for another book to write, I stumbled upon the above quote. After a few days, the quote stuck with me. It made more and more sense the longer it sat in my brain.
In today’s society, life is all about images and appearances. We are bombarded with constant visual stimulation, and it can be hard to escape the pressure to conform to societal standards. In a world where media and technology constantly surround us, we must take a step back and evaluate what is truly important to us. This quote from French sociologist Guy Debord sums up how our lives have become consumed by representations of reality rather than reality itself.
This quote speaks to how we now experience life in a society driven by technology and commerce. We live in an “accumulation of spectacles,” meaning that no matter what we do, it is always presented to us through a media platform or window dressing – mere appearances or illusions. We often mistake this facade for reality itself and forget that actual direct experience has been replaced with representations or images. This speaks to our lost genuine connections with our peers and environment, leading us toward disengagement and isolation instead.
Social media, television, and advertising are everywhere. In today’s society, these sources of communication attempt to shape our beliefs, create value systems and dictate social norms. We are surrounded by images and messages that can dictate how we look or think about ourselves, which can profoundly affect our sense of self-esteem. People should be aware of their ability to resist such messages. We need to recognize our autonomy when deciding what should influence us and develop our own beliefs independently of the avalanche of bombardment we experience daily.
I was teaching a leadership class and proposed to the class to look inward at where our value systems are created. I used the example of the television show, Survivor. It depicts constant deceit, manipulation, and backstabbing as the primary means to win. I asked, “If we watched the entire series without a break, would that change our value system?”
Sadly, it likely would.
We are consumed
We have become slaves, captives to the false realities that social media, pop culture, and other forms of media push onto us. Our lives have become delineated between real experiences and their misrepresentations presented in a shallow, distorted light. We spend all our time admiring this curated version of someone else’s life instead of creating unique stories. Between mindlessly scrolling through our feeds or comparing ourselves to others, we have forgotten how to live our own lives.
We obsess over posting the perfect picture and having the perfect caption. The perfect hashtag. It is the worst of the attention economy.
Disconnecting from the messages we are constantly inundated with is critical for creating our realities. We must take a step back, pause and reflect on the information directed at us, and ensure that we can separate what we genuinely believe from what has been thrust upon us from outside sources. Reclaiming our ability to personalize the world around us is paramount, and it all starts with understanding how our influences have shaped our perspective. Until we do this, we are not in control – instead, we become passive pawns of those wishing to shape their narrative.
We are what we consume.
It honestly becomes that simple.
Surround yourself with good people, and become a better person.
To live a more meaningful and fulfilling life, one should make space for moments of reflection. This can be done by taking a walk in nature, engaging in conversations with people around us, or setting intentional times throughout the day when devices are turned off and you are aware of your senses. All these activities will help promote well-being, reduce stress levels and increase our capacity for joy. Investing time in these activities will lead to experiencing life more abundantly and deeply.
Reconnecting with whom we are meant to be.
Human beings must think and act independently to reach their fullest potential. We all need to recognize that taking the reins of our life allows us to have autonomy and strive for personal growth. When we become aware of our choices and are responsible for our decisions, we discover an inner strength that enables us to stay focused and achieve goals. Living life on one’s terms can be a liberating experience as it gives us power, control, and confidence to become whom we want to be.
We must recognize outside messages’ power in our lives and take steps to disconnect from them. When we do this, we can create our reality and live our own lives rather than being controlled by outside forces. We must live our own lives rather than letting others dictate how we should live.
We should stop comparing our social media lives to others. We should stop trying to keep up with the lives that other people portray on social media. Unplug, unwind and be a better person to be a good person. Not for the illusion of being a good person.
Leaders play an increasingly important role in instilling hope and slaying fear in today’s rapidly changing world. They are the ones who offer a vision of a better future and inspire others to believe that it is possible. In times of uncertainty, they provide direction and comfort. When faced with challenges, they demonstrate courage and determination. And in troubled times, we need them more than ever. Simply put, leaders are dealers in hope.
Being a leader is much more than making rules and leading others to fulfill a vision. At its core, leadership is the ability to inspire, motivate and empower those around you to do great things. It is about empowering others to become their best selves and unlocking potential in others so everyone can reach a higher level.
Leaders must be able to think strategically and make tough decisions in unpredictable situations while building positive relationships with colleagues and upholding strong personal values.
Leaders never stand still; they always look ahead and adapt to changing circumstances while inspiring their teams. They understand that true leadership involves standing on one’s own two feet: being independent in your decision-making yet actively seeking feedback to ensure success. True leaders have qualities like honesty, integrity, humility, confidence, and selflessness – all of which are essential for effective leadership. A leader should be someone who encourages progress in others through inspiring words, thought-provoking discussions, and carefully considered actions.
To be a leader, one must be willing to take risks. This may mean challenging the status quo and going against popular opinion or forecasting the future and shaping it accordingly. Whether through personal research or simply following gut instinct, a good leader is always willing to step outside of their comfort zone to do what is best for the team.
By proactively seeking out changes rather than waiting for them to come along, leaders can ensure their followers take advantage of new opportunities before their competitors even realize they exist. Not only does this take courage, but investing in upcoming developments is essential to stay ahead of the curve – something only a true leader would have the boldness to risk.
Moreover, overcoming fears helps make not only an inspiring leader but also an inspiring message: that anything can be possible with resilience and determination at every turn. With this mentality in place, risks and growth will naturally occur together – making true leaders resilient and invincible.
A good leader is key to any successful group, inspiring and motivating the people around them to achieve their best work and never give up. Leaders can recognize potential in others, carefully listening to their perspectives and creating an environment that encourages communication and collaboration.
They also know how to adapt their leadership style to suit different situations, responding creatively when goals change or internal dynamics are strained. But above all, leaders deeply believe in the power of working together. In the face of adversity, they stay resolute—building morale through stories of past achievements and providing guidance on what comes next. As such, stunning transformations can occur when someone knows how to lead with passion and conviction.
A leader must demonstrate vision and foresight to create a successful future for their organization. A leader should clearly know where they want to move the business and how they plan to get there.
Without understanding the future, an organization can become stagnant, lose momentum, and be at risk of failure.
The best leaders recognize potential risks and opportunities in advance, feeling out each situation carefully and thoughtfully before deciding how to proceed. They build upon their knowledge, forming long-term objectives that help guide each decision. Their strategic plan provides balance for the entire organization – setting measurable targets and providing accountability for every action taken in pursuit of success. With a strong sense of direction from its leadership team, an organization can confidently move forward toward achieving its goals and visions for the future. By clearly articulating their plans and objectives, leaders can shape their destinies and those who follow them along the way.
The difference between a leader and a follower lies in their ability to face difficult situations. A good leader is prepared to make tough decisions and has the presence of mind to remain calm in stressful moments. They possess an analytical mindset, able to assess the problem accurately and pinpoint potential solutions. They understand that, while they may not have all the answers, they can find them through research or by listening to those with more expertise and knowledge.
Rather than shying away from conflict and risk, leaders embrace it as an opportunity for growth, learning to find balance despite adversity. They know it’s important to be flexible to adjust their approach if needed. For these reasons, leaders distinguish themselves when effectively navigating difficult situations – a trait that ensures success and respect.
Through determination and skillful management, leaders demonstrate over and over why they are best equipped for handling any kind of situation life throws their way.
As a leader, one of the most important duties is to put the needs of others first. This means doing whatever it takes to ensure everyone is taken care of and that projects are completed on time while upholding all standards. A true leader knows how to prioritize, always placing their team’s concerns, goals, and well-being as a top priority.
True leaders can find creative solutions to tough problems and make difficult decisions if necessary. They inspire those around them by setting a good example and showing dedication in all they do. Leaders understand that sometimes the needs of one person or group might outweigh their own, making self-sacrifice an integral part of leadership. In this way, leaders demonstrate an understanding that service to others should come before personal gain. When it comes down to it, a good leader always puts others first—and sets a standard for others to follow.
By exemplifying this mindset, leaders can inspire those around them with their selflessness and direction, helping encourage future success for themselves and all involved.
We all have a purpose. It’s up to us as individuals what we do with our lives and the freedom this gives others in return for gratitude, service or love. Imagine living your life without regrets because you know everything that was given towards achieving success; it wasn’t just about making money but also giving back by helping other people on their journey too.
For some people, their purpose is clear from a young age. They know they want to be doctors or teachers, or astronauts. But for others, it’s not so easy. They must try different things and explore different options before finding their true calling.
Buzz Aldrin, the famous astronaut, was once asked what his purpose was. His response was simple: “To explore the universe and inspire others to do the same.” For Aldrin, his purpose wasn’t just about himself; it was also about motivating others to reach for the stars.
Of course, finding your purpose isn’t always easy. It can take time, effort, and much soul-searching. But in the end, it’s always worth it. Because when you know your purpose, you are driven to create a meaningful and fulfilling life. And that’s something we can all strive for.
So how do you find your purpose? Some people believe that our purpose is written in the stars, while others think it comes from within us. Ultimately, there is no one correct answer; finding your purpose requires exploration and experimentation. For Aldrin, it was both.
Experimenting on a rocket, exploring space. These achievements fed his passion and drove him to achieve great things. Start exploring, be open-minded, and have faith in yourself – because there’s no doubt you have what it takes to live a life of meaning and fulfillment. And know that, in the end, the journey is all part of finding the ultimate satisfaction of living a life guided by purpose.
It can be easy to get caught up in our own lives and forget about the needs of others. But there is great power in giving back and making a positive impact on the world. Remember that it’s not just about you. It’s also about how you can help others live their best life too.
When we take the time to focus on giving back, we can make a real difference in the world. Whether volunteering our time or donating to a worthy cause, purpose-driven living can profoundly impact those around us. In addition to making a positive difference in the lives of others, purpose-driven living can also motivate and inspire us to lead our best lives. Seeing the tangible results of our efforts encourages us to keep going and do more.
When you find a cause or activity that brings out the best in yourself and others, you truly discover what it means to live with purpose. As soon as you make a difference, you’ll see how rewarding it can be. Your actions will echo in eternity and inspire others to live their best lives, too.
It is a natural function to inspire others through accomplishments. We can make an impact by giving back to the community and dedicating our time and efforts to helping others. And in doing so, we can also discover a deeper purpose for ourselves.
With passion, dedication, and determination, persistence turns into inspiration.
And when we are genuinely inspired, our lives become fueled by purpose.
When I think about being a servant leader, the first word that comes to mind is “compassion.” To me, being a servant leader means always putting others first and being compassionate towards them – even when it’s complicated. It also means the courage to stand up for what’s right, even when it’s unpopular.
As a leader, I aspire to create a work environment where everyone feels valued and respected. I would also work hard to develop my skills and knowledge to be the best possible leader for my team. Ultimately, being a servant leader means always putting the needs of others before my own – and I believe that’s a leadership style we can all aspire to.
The first responsibility of a leader is to define reality. The last is to say thank you. In between, the leader is a servant.
A leader’s number one responsibility is setting the tone for their team by defining the current reality. This may seem like a small task, but it’s one of the most important things a leader can do. By clearly communicating the current situation, a leader can help their team better understand the challenges they’re facing and develop a plan for moving forward.
Defining reality also allows leaders to build trust with their team by demonstrating that they’re honest and transparent. In today’s ever-changing world, defining reality is an essential responsibility for any leader who wants to be successful.
The last responsibility of a leader is to say thank you.
One of the most critical responsibilities of a leader is to express gratitude. Whether you’re leading a team at work, teaching a group of students, or volunteering in your community, you must show appreciation for the people who help you achieve your goals. A simple “thank you” can go a long way toward building morale and motivating people to continue working hard. And when people feel appreciated, they are more likely to be engaged and productive. So next time you’re overwhelmed by all that needs to be done, take a moment to thank the people helping you get it all done. It will make a world of difference.
In between, the leader is a servant.
Anyone in a leadership role knows that finding the right balance between leading and serving can be challenging. On the one hand, a leader must be decisive and take charge when necessary. On the other hand, a leader also needs to be humble and put the needs of others before their own. It can be challenging to find this balance, but it is essential if you want to be an effective leader. The best leaders are those who can serve their team and help them to achieve their goals. By doing this, they not only build trust and respect but also motivate and inspire their team to do great things. So, if you want to be a successful leader, remember that it is just as important to serve as it is to lead.
One of the most important things you can do in life is to understand your motivations and goals. Why do you want what you want? What are you trying to achieve? Without a clear understanding of these things, it’s all too easy to get sidetracked or discouraged.
For example, let’s say you’re a young professional who wants to be in a leadership role in your company. It’s important to ask yourself why you want that leadership role. Is it because you want to make an impact and help grow the company? Or is it because you want the status and power that comes with the position? Once you know your motivation, staying focused on your goal and taking steps towards it will be easier. Even if you hit some roadblocks along the way, understanding your inspiration will help you find the strength to keep going.
Fortunately, there are some tried and true methods for gaining clarity on your goals. One is to ask yourself what your “true north” is. In other words, what is your core purpose or guiding principle? For example, Abraham Lincoln’s true north was ” equality for all.” Once he understood that, everything else became secondary.
Leadership books and texts are other excellent sources of clarity on your goals. Many of these texts are based on the actions and decisions of great leaders throughout history. By understanding their thought process, you can gain valuable insights into your values and goals. Finally, consulting with a mentor or trusted advisor can be helpful. This person can help you identify your strengths and weaknesses and guide how to achieve your goals. By taking advantage of these resources, you can gain the clarity you need to succeed.
What is your legacy?
Another helpful technique is to consider what you want to be remembered for when you’re gone. What kind of legacy do you want to leave?
Understanding your motivations and goals is an essential step on the road to success. By getting clear on why you’re doing something, you’ll be much more likely to achieve your desired results.
One of the most significant challenges we face in achieving our goals is overcoming the personal roadblocks that stand in our way. These obstacles can seem impossible, whether it’s a lack of confidence, fear of failure, or simply not knowing where to start.
The only man who never makes a mistake is the man who never does anything.”
Theodore Roosevelt once said, “The only man who never makes a mistake is the man who never does anything.” In other words, the key to success is taking action, even in uncertainty.
Roosevelt’s words ring true for many successful people in various fields. Leaders, in particular, often have to make decisions in the face of uncertainty, knowing there is always a risk of failure. However, they also know that inaction is often worse than taking a chance and failing. After all, without taking action, it is impossible to achieve growth or progress. As Roosevelt, himself said, “In any moment of decision, the best thing you can do is the right thing, the next best thing is the wrong thing, and the worst thing you can do is nothing.” In other words, even if you don’t always make the right decision, it is better to take action than to do nothing.
This principle that Steve Jobs applied throughout his career helped him turn Apple into one of the most successful companies in the world. While it’s impossible to achieve perfection, we can all strive to overcome our roadblocks and achieve great things.
Leadership is about taking action, even in the face of uncertainty. It’s about inspiring others to do the same. We all make mistakes, but it’s how we learn from them and grow that matters most. Take action today and see what tomorrow brings. You might just be surprised at what you’re capable of.
In any given situation, it’s essential to take a step back and objectively assess the situation. This is true whether you’re dealing with a personal or business issue. Unfortunately, it’s too easy to get caught up in the moment’s emotions and lose sight of what’s happening. That’s why it’s essential to have a clear head and a level-headed approach when evaluating a situation.
Unfortunately, this can be easier said than done. If you struggle to be objective, try taking a cue from John F. Kennedy. In times of crisis, Kennedy was known for maintaining his composure and making decisions based on logic rather than emotion. This proved to be a beneficial trait during the Cuban Missle Crisis.
Do you fire the missiles, or do you find a diplomatic solution? One option leaves no room for error…
Mentorship is a process of guidance and support offered by experienced professionals to their junior colleagues. The goal of a mentoring relationship is to foster professional and personal growth in the junior colleague. A successful mentorship program can help your organization develop leaders, increase retention rates, and grow a culture of innovation. So, how do you go about building a mentorship program for your organization?
Why develop a mentorship program
A mentorship program can be essential in developing leaders within an organization. By pairing experienced employees with less experienced ones, a mentorship program can help close the knowledge gap between employees. In addition, a mentorship program can allow employees to build relationships and trust with one another. As a result, a mentorship program can be an essential tool for developing leaders within an organization. The mentor-mentee relationship is one of human history’s most sacred and ancient traditions. A mentor shares their experience, wisdom, and knowledge with someone else to help them grow and develop. A mentorship program can help to create these powerful relationships within an organization and develop leaders for the future.
What to include in your program
When planning your leadership development program, there are a few key things to remember. First, you’ll want to include leadership lessons that cover essential skills like communication, decision-making, and conflict resolution. It’s also important to provide a historical perspective on leadership so that participants can understand the evolution of leadership theory and practice. As you design your program, include these key components to ensure a well-rounded and practical experience.
How to find mentors and mentees
Mentors can provide invaluable guidance, wisdom, and support – but finding the right mentor can be challenging. To increase your chances of finding a mentor who is a good fit for you, start by identifying your goals and interests. Once you know what you want to achieve, you can look for mentors with expertise in that area. LinkedIn is an excellent resource for connecting with potential mentors, and you can also reach out to your network of contacts to see if anyone knows someone who would be a good fit. When meeting with potential mentors, it’s essential to be prepared with questions and topics of conversation. And finally, don’t forget to show appreciation for your mentor’s time and advice. A little goes a long way in building a strong, lasting mentoring relationship.
How to structure your mentorship program
If you’re looking to launch a successful mentorship program, you’ll need to take some time to plan and structure it correctly. Here are a few tips to get you started:
1. Define your goals. What do you hope to achieve with your mentorship program? This will help you determine the types of mentees you should be targeting and the type of support and guidance they’ll need from their mentors.
2. Develop selection criteria. Who will be eligible to participate in your mentorship program? What qualities will you be looking for in potential mentors and mentees?
3. Create a matching process. How will you match mentors and mentees? Will it be a blind process, or will participants have some say in who they’re paired with?
4. Set expectations. What are the ground rules for your mentorship program? What is expected of both mentors and mentees? Establish these early, so everyone is on the same page from day one.
5. Put together a training program. Before your mentorship program launches, consider developing a training program for mentors and mentees. This will help ensure that everyone is prepared for the commitment they’re about to make.
By following these tips, you’ll be well on your way to launching a successful mentorship program that achieves its goals and benefits both mentors and mentees alike.
Guidelines for mentors and mentees
Mentorship can be a valuable and rewarding experience for both parties involved. To maximize the benefits of such a relationship, it is essential to establish some guidelines from the outset. First, setting clear expectations regarding meeting time commitments and frequency is vital. Mentors should also be clear about the areas where they feel they can provide guidance. It is also essential to establish mutually agreed-upon goals for the mentorship. Once these basics have been established, mentors and mentees can explore the topic more deeply. As mentors and mentees get to know each other better, they may wish to discuss additional issues, such as career development or personal growth. By following these guidelines, mentors and mentees can ensure that their relationship is productive and enjoyable.
Benefits of having a mentorship program
A mentorship program can benefit both the mentee and the mentor. For the mentee, it’s an opportunity to learn from someone more experienced in their field or industry. The mentor can also help the mentee to identify their strengths and weaknesses and set goals for their future. The relationship can also benefit the mentor, as they can gain a sense of satisfaction from helping someone develop their skills and knowledge. In addition, the mentor can learn new skills and knowledge from the mentee and gain a fresh perspective on their work. Mentorship programs can therefore be hugely beneficial for both parties involved.
A mentorship program can be an excellent way to develop the skills and abilities of your employees. By including a variety of activities, making sure that both mentors and mentees are committed to the program, and having regular check-ins, you can set your team up for success. Remember, the benefits of a mentorship program extend to both the mentor and the mentee, so it’s essential to create a fair and beneficial system for everyone involved. What have you done to foster development within your team?
The best leaders are the ones who are not afraid to admit when they make a mistake. They know that their team is what makes them successful, and they would be nothing without them. The best leaders are also humble. They know they are not perfect and can always learn from their team. The best leaders inspire their teams to be the best that they can be. They create an environment where everyone feels valued and respected. The best leaders know that success comes from their team, not themselves. When their team succeeds, they succeed.
Being an effective leader is not about taking all the credit or micromanaging your team. The best leaders are humble and know that success comes from their team, not themselves. If you want to be a successful leader, remember to stay in the background and let your team do the work. Offer guidance, step back, and allow your team to grow independently. Most importantly, don’t forget to be humble – it’s essential for maintaining credibility with your team.
You don’t need a title to be influential. You can have an impact and create change without being in charge. Authenticity, vulnerability, and connection are vital ingredients of exemplary leadership.
When your behavior as a leader reflects these values, people will be drawn to you and want to follow you. As Mahatma Gandhi said, “Be the change you wish to see in the world.” What kind of leader do you want to be?
We all have the power to make a difference in the world. It starts with each of us taking responsibility for our actions and setting an example for others to follow. When we show kindness and compassion, stand up for what is right, and work together towards a common goal, we inspire others to do the same.
We can create a ripple effect that has the potential to change the world. But it starts with each of us taking that first step and being the change we want to see in the world. So let’s be kind, let’s be brave, and let’s be the change that we want to see in the world. Together, we can make a difference.
Are you the guy who sets ambitious goals for himself and then relentlessly pursues them? Good on you! Ambition is a critical ingredient in success. However, your quest for excellence can work against you if you’re not careful.
By continually setting and seeking goals, are you telling yourself that you’re not good enough at the moment? Are you setting yourself up for disappointment because if you achieve your goals and reach the pinnacle of success, there’s nothing more to do?
It may sound counterintuitive to suggest that achieving goals can actually be bad for you. But it’s a fact: some people get so caught up in trying to prove their worth through accomplishments that they lose sight of their inner value. They become so invested in proving themselves that they don’t take the time to enjoy their success, and then they’re back at it, setting new goals and striving again – never resting on their laurels or appreciating what they have.
Here’s how to find the right balance between goal setting and personal acceptance.
Understand the difference between goals and standards
Standards are what we must do, goals are what we want to do. To succeed, it is vital to have both. Standards are the bare minimum that we accept for ourselves. They keep us from falling behind and becoming complacent. Goals, on the other hand, are our ambitions. They inspire us to reach higher and achieve more. We need both standards and goals to lead a successful life. Standards keep us grounded and focused, while goals motivate us to reach our full potential. By striving to meet our standards and goals, we can achieve anything we set our minds to.
Set realistic goals that you can achieve
New Year’s resolutions are a time-honored tradition, but our lofty goals are often quickly forgotten. If you’re determined to make a change this year, start by setting realistic goals that you can achieve. Aiming too high can be discouraging, so focus on small steps leading to lasting change. For example, if you want to get in shape, start by committing to exercise three times a week. Or if you’re looking to improve your finances, begin by creating a budget and sticking to it. Remember, lasting change doesn’t happen overnight, so be patient and keep at it. With diligence and determination, you can achieve any goal you set your mind to.
Give yourself permission to make mistakes and learn from them.
The best way to learn is by doing, which means making mistakes. Making mistakes is okay because that’s how we learn and grow. If we never made any mistakes, we’d never get anywhere. So go ahead and make some mistakes – it’s the only way to learn and become the best you can be. And when you do make a mistake, don’t beat yourself up about it. Just learn from it and move on. You’ll be better for it in the end.
Celebrate your accomplishments, no matter how small they may seem
It’s easy to get caught up in day-to-day life and forget to celebrate your accomplishments, no matter how small they may seem. But every accomplishment is worth celebrating because it’s a step in the right direction. So, take a moment to celebrate your success, whether you just got a new job, ran your first marathon, or finally finished that project you’ve been working on for months. Pour yourself a glass of champagne, buy yourself a new outfit, or just take a few minutes to reflect on your achievements. Remember, every accomplishment is worth celebrating!
Let go of the need to be perfect.
We live in a world that is constantly telling us to strive for perfection. We see perfect bodies in magazines, perfect houses on TV, and perfect lives on social media. It’s no wonder many of us feel like we can never measure up. But the truth is that perfection is an impossible goal. And even if we could achieve it, it would be incredibly dull. Life is messy, and imperfection is what makes it interesting. So instead of chasing after an unattainable ideal, let go of the need to be perfect. Embrace your flaws and imperfections, and learn to love yourself just the way you are.
Embrace your flaws and quirks as part of what makes you unique
There’s nothing more frustrating than feeling like you have to pretend to be someone you’re not. We all have our flaws and quirks, and trying to hide them is exhausting. It’s time to embrace them as part of what makes you unique. After all, your imperfections make you fascinating and attractive to others. Studies have shown that people with flaws are perceived as more trustworthy and down-to-earth. So instead of worrying about being perfect, focus on being yourself. It’s the best way to find happiness and success in life.
So there you have it! Some tips to help you start setting better goals for yourself in the New Year. And remember, these are just guidelines – not hard and fast rules you must follow to the letter. The most important thing is finding a system or method of goal-setting that works for YOU. So what are you waiting for? Get out there and start crushing those resolutions!
Over the years, I have had the opportunity to work with many different types of leaders. Some were wealthy and powerful, while others were humble and modest. But of all the leaders I have met, the most effective ones have always shared two qualities: heart and passion.
A leader with a heart genuinely cares about others and wants to see them succeed. They are compassionate, empathetic, and willing to do extra work to help others reach their potential.
A leader with passion is someone who is genuinely enthusiastic about their work and their mission. They have a fire inside them that drives them to achieve their goals, and they inspire others to do the same.
These are the kind of leaders that I aspire to be like. Not because they have a lot of money or power but because they have a lot of heart and passion. And that is what makes a difference.
Becoming a leader doesn’t just mean acquiring power over others but also having the ability within yourself. The best way to become a leader is to start with yourself. After all, how can you hope to lead others if you can’t control your thoughts and actions?
By taking the time to work on your self-improvement, you’ll become not only a better leader but also a better person. And as anyone who has ever been in a leadership position knows, being a good person is just as important as being a good leader.
Fortunately, many resources are available to help you on your journey of self-improvement. Whether it’s books, articles, online courses, or even therapy, there’s no shortage of ways to work on yourself. So if you’re serious about becoming a leader, remember to start with the most important person first: yourself.
Giving a speech can be nerve-wracking, but it doesn’t have to be. If you follow these tips, you’ll be able to write an inspirational speech that will inspire and motivate your audience. First, start by choosing a topic that you’re passionate about. Next, develop a strong thesis statement that will guide your speech. Once you have those two pieces in place, start drafting your speech and make sure to practice it out loud. Finally, delivery is critical, so practice your speaking voice and gestures. With these tips in mind, you’ll be able to give a powerful and moving speech that will inspire your audience!
What is an inspirational speech?
An inspirational speech is meant to motivate, encourage, and inspire the listener to take action. While it can be tempting to motivate with empty platitudes, an effective speech will focus on concrete steps that the listener can take to make positive change. Furthermore, an inspirational speech should also be relatable, so the listener feels personally connected to the message. When done well, a passionate speech can be truly life-changing. It has the power to shift perspectives and open up new possibilities. In short, an inspirational speech is a tool that can be used to change lives for the better.
Why write an inspirational speech
An inspirational speech is a speech that is intended to motivate or inspire the audience to take action. There are many different types of lessons, but an emotional speech typically includes elements of storytelling, humor, and, often, personal experiences. Lectures can be given for various occasions, but they are often given in times of need or during periods of change. For example, an inspirational speech may be given during a sales meeting to pump up the team, or it may be given to a group of students who are facing challenging life circumstances. No matter the occasion, an inspirational speech can be a powerful tool for motivation and change.
How to write an inspirational speech
There’s no one formula for writing an inspirational speech. But there are a few ingredients that every good speech should have. First, you need to choose a topic that you’re passionate about. This will give your speech the energy and enthusiasm to capture your audience’s attention. Second, you need to focus on making a positive impact. Inspirational speeches should leave audiences feeling motivated and hopeful. Finally, you need to be genuine. The best way to connect with your audience is to speak from the heart. If you can do these things, then you’re well on your way to writing an inspirational speech that will make a difference in the world.
The structure of an inspirational speech
An inspirational speech is not just a list of feel-good platitudes. It must have a structure that moves the audience from where they are to where you want them to be. First, you need to capture your audience’s attention and get them on your side. This can be done with a strong opening, a personal story, or a fascinating fact or statistic. Next, you need to establish what the problem is that you’re addressing. Once you’ve done that, it’s time to devise your solution. This is where you’ll share your vision for a better future and offer concrete steps to get there. Finally, you need to bring it all home with a powerful conclusion that will leave your audience motivated and ready to take action. With these elements in place, you’ll be well on your way to delivering an inspirational speech that will move your audience to action.
Tips for giving a successful speech
If you’re scheduled to give a speech, and the thought of standing up in front of an audience makes your palms sweat, you’re not alone. Public speaking is one of the most common fears people have. But there’s good news: with some preparation, you can deliver a successful speech—even if you’re nervous. Here are some tips to help you hit your next presentation out of the park:
Start with a bang: Grab your audience’s attention with an exciting opening line or story from the get-go.
Keep it concise: Avoid unnecessary fluff or tangents to engage your audience.
End on a high note: Wrap up your speech with a powerful conclusion that will leave your audience wanting more.
Practice, practice, practice: The more you rehearse, the more confident you’ll feel when it’s time to take the stage.
By following these simple tips, you’ll be well on your way to giving a speech that will engage and inspire your audience. So get them, tiger!
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
John Quincy Adams
It is often said that leaders are born, not made. This may be true in some cases, but it is certainly not the whole story. The fact is that anyone has the potential to be a leader if they are willing to work hard and cultivate the necessary skills. The essential qualities of a leader are vision, integrity, and determination.
Visionary leaders can see beyond the present and imagine a better future. They can articulate this vision to inspire others to follow them. Leaders of integrity are honest and trustworthy, with a solid moral compass. And finally, influential leaders are determined to achieve their goals, no matter what obstacles stand in their way.
While some people may be born with natural leadership abilities, these qualities can also be developed through effort and perseverance. So if you have ever dreamed of being a leader, don’t give up – with dedication and perseverance, you can make it happen.
It’s easy to feel like life is one big storm of pain. And when we’re in the midst of that storm, it can be hard to find anything to be grateful for. But research has shown that gratitude can benefit our physical and mental health. So even when it feels like there’s nothing good in our lives, it’s important to try to find something to be grateful for.
For one thing, gratitude can help reduce stress and improve our mood. It can also help boost our immune system and help us sleep better. And grateful people are more likely to experience positive emotions like happiness and joy. So even though it might be hard, looking for things to be grateful for can make us feel better.
So the next time you’re feeling down, try to think of something you’re grateful for. It might not make the pain completely disappear, but it can help you get through it. And who knows? Maybe someday you’ll even be able to look back on this time and find gratitude.
A good leader knows how to strike the perfect balance between offering guidance and giving their team the space they need to grow. On the one hand, a leader needs to be able to step in and provide direction when their team is struggling. But on the other hand, a leader also needs to know when to take a step back and let their team members take the lead. The best leaders can read the situation and adjust their approach accordingly. They know when to offer a helping hand and when to let their team find their way. As a result, they foster an environment where everyone can thrive and reach their full potential.
Leaders come in all shapes and sizes. Some are extroverts who enjoy being in the spotlight, while others are introverts who prefer to stay in the background. There is no right or wrong answer when it comes to leadership style. However, research has shown that influential leaders often have one thing in common: they let their team do the work. When employees feel empowered to take ownership of their work, they are more likely to be engaged and motivated.
Additionally, allowing team members to shine will enable leaders to take a step back and focus on the big picture. Of course, this doesn’t mean that leaders should be hands-off. Instead, they must balance giving guidance and letting their team take the lead. By doing so, they can create an environment where everyone has the chance to thrive.
Failure is a natural part of life, but how you deal with it makes all the difference. Think of any successful leader, public figure, or entrepreneur – they will all have experienced failure at some point in their lives. What sets them apart is their ability to pick themselves up and keep going, despite the setbacks. When you view failure as an opportunity to learn and grow, it can help to fuel your success. Instead of seeing it as a setback, use it as a springboard to reach your goals. Embrace your mistakes, and use them as a tool for learning and development.
The critical takeaway is learning and development. The mistakes of the past are not in vain if you gain a valuable lesson.
It is often said that we learn from our mistakes. Without making mistakes, we would remain stagnant, never challenged to improve ourselves. Of course, this does not mean that making mistakes is enjoyable. It can be downright painful. But if we can view our mistakes as opportunities for personal growth, we can begin to see them in a new light.
They will no longer be viewed as failures but as valuable experiences that have taught us important lessons.
We are not born with every answer. Who we are results from years of planning, growth, and failure to meet expectations. Fueling us to do better, be better, and accomplish more.
The holiday season is supposed to be a time of happiness, reflection, and gratitude. But what happens when the holidays are tough, and we don’t feel grateful? For many of us, the holiday season is a time of stress and anxiety. We worry about buying the perfect gifts, attending all the holiday parties, and ensuring everything is perfect. It’s easy to get caught up in the hustle and bustle and forget what the holidays are about. But even when the holidays are tough, there are still things to be grateful for. We can be grateful for our health, family and friends, and ability to persevere through difficult times. The holiday season is when we can come together and support each other. So even if we don’t feel grateful at first, let’s remember what the holidays are about. Maybe we can find some gratitude after all.
The new term that seems to be dominating the leadership world may not be all that new. Quiet Quitting, as it is referred to, has been around for many years. We used to call it “checked out.” It has also been referred to as “retired on duty,” disengaged, or a lack of ownership. Regardless, there are several reasons behind it. Don’t get caught up in learning new nomenclature for an old problem. Employees become disengaged for numerous reasons: some personal and some professional. It is the responsibility of the leader to get employees back on track.
What is engagement, and why should we care about it in the workplace
Engagement is a term that is often used in the human resources field, but it can be challenging to define. Engagement refers to employees’ level of interest and investment in their work. When employees are engaged, they are more likely to be motivated, productive, and committed to their organization. There are several reasons why engagement is essential in the workplace. First, engaged employees are more likely to be high performers. They are also more likely to stay with their organization, which can save money on turnover costs. Finally, engaged employees can help create a positive work environment that attracts other top talents. In short, engagement is essential for both individual and organizational success.
Factors that contribute to a lack of engagement
Leadership is one of the most critical factors in employee engagement. After all, employees will naturally be more engaged with their work if they feel that their leaders are supportive and invested in their success. However, many other factors can contribute to a lack of engagement. For example, monotonous or repetitive work can quickly lead to boredom, while a lack of opportunity for growth or development can make employees feel stuck in a rut. A poor work-life balance can also leave employees feeling burned out and stressed. By understanding the various factors contributing to a lack of engagement, employers can create a more positive and productive work environment.
How can leaders create an environment where employees are more engaged
Leadership has always been about creating an environment where employees can thrive. But what does that mean, exactly? And how can leaders create an environment where employees are more engaged?
First, it’s essential to understand what employee engagement is. Employee engagement is the level of commitment and investment that employees have in their work. When employees are engaged, they’re more likely to be productive, creative, and loyal to their employer. They’re also more likely to stay with the company for extended periods.
So, how can leaders create an environment where employees are more engaged? There are a few key things that they can do:
1. Create a culture of ownership: Employees who feel they have a stake in the company are more likely to be engaged with their work. Leaders can create this feeling by allowing employees to make decisions and take ownership of projects.
2. Encourage collaboration: Collaborative workplaces are more likely to be innovative and productive. Leaders can encourage collaboration by promoting open communication and encouraging teamwork.
3. Support growth and development: Employees who feel they’re growing and developing in their roles are more likely to be engaged. Leaders can support this by providing training and development opportunities and giving employees autonomy to pursue their goals.
4. Recognize and reward achievement: Everyone likes to feel appreciated for their hard work. Leaders can show appreciation by recognizing and rewarding employees for their accomplishments. This could include financial bonuses, paid time off, or public recognition.
5. Foster a positive culture: A positive workplace culture is one of the most critical factors in employee engagement. Leaders can foster a positive culture by promoting respect, fairness, and inclusion in the workplace.
By implementing these strategies, leaders can create an environment where employees are more engaged with their work and are more likely to stick around for the long haul.
Strategies for increasing employee engagement
Employee engagement is crucial for any organization that wants to succeed. An engaged workforce is more productive, innovative, and committed to the company’s success. However, employee engagement is often easier said than done. How can you ensure that your employees are truly engaged in their work? Here are a few strategies to consider:
First, it’s vital to have strong leadership that engages employees and sets the tone for the entire organization. Leaders need to be clear about the company’s vision and values and communicate these effectively to all employees. They also need to create an environment where employees feel supported and valued and have growth opportunities.
Second, communication is critical. There need to be open lines of communication between leaders and employees so that employees feel like they can give feedback and be heard. It’s also essential to keep employees informed about what’s happening in the company to feel like they’re part of the larger picture.
Finally, growth opportunities are essential for keeping employees engaged. Employees who feel stuck in a dead-end job are likely to become disengaged. But if they have opportunities to develop their skills and advance their careers, they’re more likely to stay engaged and committed to the company.
Employee engagement is essential for organizational success. Implementing these strategies can increase employee engagement in your company today.
The benefits of having an engaged workforce
Having an engaged workforce has countless benefits. For one, engagement leads to improved job satisfaction and decreased turnover rates. Studies have shown that engaged employees are more productive, take fewer sick days, and are more likely to stay with their current employer. In addition, engagement also leads to better customer satisfaction. When employees feel supported and valued, they are more likely to go above and beyond for customers, leading to increased sales and customer loyalty. Finally, engaged employees are more likely to foster a positive work environment. When people feel good about coming to work daily, they are more likely to cooperate with others and create a positive culture. In short, there are plenty of good reasons to strive for an engaged workforce. So if you’re not already doing so, it’s time to start!
In today’s workplace, it is more important than ever to have employees who are engaged in their work. Engaged employees are passionate and committed to their job, and as a result, they tend to be more productive and create better outcomes for the company. Many factors contribute to a lack of engagement in the workplace, but fortunately, there are also several strategies leaders can use to create an environment where employees are more likely to be engaged. Some of these strategies include providing clear direction, offering opportunities for growth and development, communicating effectively, and demonstrating appreciation. The benefits of having an engaged workforce are significant and well worth the effort required to improve employee engagement levels within your organization.
The demands of being a first responder leader can be overwhelming. You are constantly needed by others and are expected to be available at a moment’s notice. This leaves little room for anything else, let alone time to focus on your well-being. It’s no wonder that so many leaders burn out. But it doesn’t have to be this way. You can regain control of your schedule and organize your life with simple tips.
Wake Up Early
One of the best ways to get ahead of the game is to wake up early. Use those extra morning hours to plan your day, catch up on emails, or take some time for yourself. Not a morning person? No problem. Just set your alarm for 5 minutes earlier than you usually would and work your way up to waking up at least an hour before you need to leave for work. You’ll be surprised at how much you can accomplish when you start your day with a clear head.
Create A Daily Schedule
Another way to regain control of your time is by creating a daily schedule and sticking to it as much as possible. Of course, there will always be days when things come up, and you have to deviate from the schedule, but having one in place will help you stay on track the rest of the time. Be sure to include buffer time in your program if something arises. That way, you won’t fall behind because you didn’t consider the unexpected.
Take Time For Yourself
Remember that you can’t pour from an empty cup. To be effective in your role, you need to care for yourself mentally and physically. Make sure to schedule some “me” time into your day, even if it’s just for 15-20 minutes. During that time, do something that brings you joy or relaxes you. This could be reading, walking, listening to music, or other things. The important thing is that you make time for yourself every day to recharge and be ready to face whatever comes your way.
Being a first responder leader is demanding, but it doesn’t have to consume your entire life. Following these simple tips, you can regain control of your schedule and organize your life.
As a leader, you are always looking for ways to motivate and inspire your team. You want them to follow you into battle, no matter the odds. And one of the best ways to do that is by being willing to sacrifice your time, effort, and energy. You will earn their respect and loyalty by showing your team that you are eager to do whatever it takes to achieve success. And that is the foundation upon which great teams are built.
The Importance of Sacrifice in Leadership
When you are willing to sacrifice your own time and resources for the good of the team, it sends a strong message that you are committed to their success. It shows that you are not just paying lip service to the idea of teamwork; you are willing to put in the hard work and make the sacrifices necessary to make it happen. And when your team sees that, they will be more likely to follow your lead.
Of course, sacrifice is not easy. It requires a lot of time and effort and can be physically and emotionally draining. But as a leader, you must be willing to do whatever it takes to get the job done. If you can show your team that you are eager to make those sacrifices, they will be more likely to do the same.
Making Sacrifices for Your Team
So how can you go about making sacrifices for your team? Here are a few ideas:
– Put in extra hours when necessary
– Go above and beyond your regular duties
– Take on additional projects
– Be there for your team members when they need you
– Offer words of encouragement during difficult times
– Celebrate successes together
– Help out with personal problems
As a leader, it is essential to be willing to make sacrifices for the good of your team. You will earn their respect and loyalty by showing your team that you are committed to their success and by being willing to put in the hard work and make the sacrifices necessary to make it happen. And that is the foundation upon which great teams are built.
The Hidden Sacrifices
Not all sacrifices made on behalf of the team are outwardly visible. Some sacrifices require more than the obvious. They require letting go while simultaneously holding on.
I’m talking about emotional vulnerability.
Each of us has a background story that shaped us into who we are. Yet, increasingly I see leaders trying to hide this part of their lives. They act as if their lives are perfect, the way we expect them to be. When was the last time that you, as a leader, were willing to show the not-so-glamorous parts of your life?
But this is not the reality of leadership today. Modern teams need leaders who can open up, show vulnerability, and demonstrate that there’s more to them than just what meets the eye. After all, genuine authenticity is only possible when you’re willing to be vulnerable.
So if you’re ready to make sacrifices for your team by embracing your vulnerabilities, don’t be afraid to let your guard down. Show them who you are, and watch as they grow closer and more connected than ever before. Because that’s when real change and growth can begin to take root, and authentic leadership happens.
Your living room and bedroom are your sanctuaries. But we all have to share our yards with the neighbors. The yard is the image we created and chose to share with the world.
Luckily, taking care of the yard can be a great way to get to know your neighbors better. You’re bound to run into your neighbors occasionally when you’re out mowing the lawn or trimming the hedges. Instead of just giving them a wave and moving on, take a moment to stop and chat. Ask them about their day or their weekend plans. You may be surprised at how much you have in common.
While retreating can be easier, parts of our lives are still forward-facing. We interact with customers and coworkers each day. Our stakeholders are what drive innovation.
How can we apply this to the workplace?
In many ways, the workplace is like our yards. We share common spaces with our coworkers and want to ensure that those spaces are well-kept and presentable. But just like with our neighbors, we often don’t take the time to get to know our coworkers as well as we should.
Leaders are different than bosses. Bosses hide in their offices and think that if they’re doing their job, everyone else should be too. But that’s not always the case. Your employees are people too, with their own lives and problems. If you take the time to get to know them, you may find that you have more in common than you thought. You may even be able to help them with their problems.
When you’re out and about in the workplace, stop for just one minute – no matter where or what task has called your attention–to chat with each person about their experiences this week; ask questions if needed! You might be surprised at how much closer you become due to taking the time to get to know your coworkers on an individual level. You’ll find that it makes working together more enjoyable and helps create new avenues where problems can quickly resolved because everyone involved knows precisely who is looking into things from different angles.
Becoming a mentor can benefit both the mentor and the mentee. Mentors often enjoy a sense of satisfaction from helping others reach their potential. In addition, mentoring can help keep you sharp and up-to-date on industry trends, as you constantly learn new things from your mentee. And finally, as a mentor, you develop essential networking connections that could lead to future opportunities.
Sounds great, right? Yet, I am frequently asked how to get started when discussing mentorship. Most companies boast mentorship abilities yet, have no official guidebook on where to start.
What is a mentor?
A mentor is a professional willing to offer a mentee career advice and leadership skills. The mentor’s responsibilities include meeting with the mentee regularly, providing support and guidance, and answering any questions the mentee may have. Some common yet unsurprising questions mentors are asked include:
– How can I change careers?
– Should I go to graduate school?
– How do I network?
– What are the best ways to market myself?
– How do I negotiate a salary?
– What should I wear for my job interview?
What’s in it for me?
The benefits of being a mentor are many. Mentors often enjoy a sense of satisfaction from helping others reach their potential. In addition, mentoring can help keep you sharp and up-to-date on industry trends, as you constantly learn new things from your mentee. And finally, as a mentor, you develop essential networking connections that could lead to future opportunities.
Mentors have the opportunity to develop essential networking connections with other professionals in their industry. These connections could lead to future options, such as job openings or business partnerships. In addition, mentorship relationships often result in solid friendships that last for many years. According to a study by the National Mentoring Partnership, mentored youth are 52% more likely to enroll in college and are almost twice as likely to be employed.
How do I become a mentor?
There are several ways to become a mentor. The best way to find out how to become one is by contacting your local chapter of The Association for Talent Development (ATD). They will be able to provide you with more information on becoming a mentor and connect you with other professionals in your area who are also mentors. You can also search online for resources that cater specifically to mentoring relationships. Many websites and articles offer tips on how to be an effective mentor.
How do I find the right mentee?
The best way to find a mentee is by networking with people in your industry or field. You can also reach out to professional organizations or schools that offer programs for mentor-mentee relationships. Once you have found a few potential mentees, setting up an initial meeting is crucial to get to know each other and see if there is a good fit. During this meeting, you should discuss expectations, goals, and commitments. It is also essential to ensure that you are both on the same page in terms of frequency and duration of meetings and communication style.
What to do during the mentoring process?
During the mentoring relationship, meeting regularly and discussing both the mentor’s and mentee’s goals is essential. The mentor should offer support and guidance while allowing the mentee to take charge of their career development. It is also vital to provide feedback and be available to answer any questions the mentee may have. In addition, the mentor should help the mentee develop a network of professionals in their industry.
Possible challenges of being a mentor
While being a mentor can be an enriching experience, some challenges come with the territory. One challenge is finding the time to commit to regular meetings and discussions. Another challenge is dealing with difficult personalities or situations. For example, if a mentee is going through a career transition, they may feel frustrated or anxious. Mentors must be patient and understanding while providing honest feedback and guidance.
Mentoring can be an advantageous experience for both the mentor and mentee. It is an opportunity to learn new things, gain essential industry connections, and make a difference in someone’s career. If you are thinking about becoming a mentor, reach out to your local ATD chapter or search online for resources on how to get started.
Mental Health and Mentorship
Mentorship is also an excellent way for people to gain access to mental health services. Many times, people do not feel comfortable seeking help from a professional or may not have access to mental health services. A mentor can provide emotional support and guidance during difficult times. They can also offer advice on how to deal with mental health issues. In addition, mentors can connect their mentees with resources such as therapy or medication if needed.
The benefits of mentorship are vast and diverse. Mentors have the opportunity to learn new things, make valuable connections within their industry, and provide guidance and support to those who need it most – all while improving their own and their mentee’s mental well-being in the process.
Years ago, I stumbled upon a book titled Dumb Luck and the Kindness of Strangers. Despite the fact that the book is primarily about fly-fishing, the title of the book has long since stuck with me.
The simple fact in life is that we need other people. We were not meant to live a life of solitude simply. In order to be the best versions of ourselves, we need a little help along the way.
That is why it is so important to surround yourself with a supportive network of family and friends. These are the people who will help you through the tough times and celebrate with you during the good times. But it doesn’t stop there. If there is anything I have learned in my professional career, it is that anything that needs to get done almost always relies upon knowing who the right person to call is.
Investment is the only way to guarantee the person on the other end will take your call. Investment in them, yourself, and the relationship between the two of you. All relationships require a give and take. At the end, keep the scorecard balanced in a way that you are always willing to give a little more than you take. When the balance begins to sway the other way, you become known as “the person who only calls when you need something.” That is not the type of person anyone wants to be.
So the next time you feel overwhelmed or like you can’t do something alone, remember that you don’t have to. There is always someone who is willing to help – you just have to be willing to ask for it. And when you are in a position to help someone else, do it with enthusiasm and without expecting anything in return.
Through a little dumb luck and other people’s kindness, we can accomplish anything.
In any organization, the ability to command and lead is essential for success. But creating a culture of commanders within an organization can be difficult, especially if the company is large and decentralized. A strong command culture starts at the top, with a clear and concise vision from the CEO and leadership team. From there, it must be communicated effectively to all company members, down to the lowest levels. Everyone will be working towards the same goals and achieving great things.
What is a culture of command?
A culture of command is a term used to describe an organization where everyone is clear on their role and responsibilities and is working together towards a common goal. It’s essential to ensure that everyone in the company is on the same page and aligned with its vision.
A strong command culture starts at the top, with a clear and concise vision from the CEO and leadership team. This vision must be communicated to all employees, and everyone must buy into it. Leadership must lead by example and be held accountable for their actions. Being held responsible sets a clear example to the organization of what behaviors will or will not be tolerated. Leaders cannot allow the “do as I say, not as I do” mentality to infiltrate the organization.
When everyone in the organization is working towards the same goal, it creates a sense of unity and purpose. This can be a powerful motivating force for employees. It can also help create a more positive work environment, as employees feel like they are part of something larger than themselves.
Build the Culture of Command
A culture of command takes time to develop, but it is essential for any organization that wants to succeed. Leadership must be committed to building this culture from the ground up and setting the tone for the organization. With a strong vision and leadership team in place, an organization can begin to build a culture of command that will help them achieve its goals.
The first step in building a culture of command is letting go. The C-level executives must be able to let go of control. There are numerous layers of organizational hierarchy in place for a reason. Use it to your advantage. Businesses fail when decision-making ability is removed from mid-level management teams. The executives at the top need to trust their employees to make the right decisions.
Empower your employees by giving them the ability to make decisions. Allow for creativity and risk-taking. Encourage out-of-the-box thinking. You will breed a culture of leaders who are not afraid to take risks and innovate when you do this.
The second phase of building a culture of command begins with communication. Leadership teams cannot work in silos. Each section of an organization must be aware of what other sections are working on. Daily meetings of team leaders may seem mundane. However, the insight and experience gained by the collective group are invaluable.
During these meetings, everyone must be allowed to share their ideas openly. Leadership must be willing to listen to new and different perspectives. By embracing change and encouraging creativity, an organization can foster a culture of innovation. This is essential for any organization that wants to stay ahead of the curve.
Encouraging creativity does not mean that leadership should allow chaos to reign. There must still be structure and order within the organization. However, by being open to new ideas and ways of doing things, an organization can tap into a wealth of knowledge and experience that they may not have had access to before.
Realize the Potential
Allowing employees to own their work can have a number of benefits for an organization. When employees feel like they are part of the team and that their input is valued, they are more likely to be productive and take pride in their work.
Giving employees ownership also allows them to take risks and be creative. This can lead to new and innovative ideas that can help the organization move forward. When employees feel like they are a part of the decision-making process, they are more likely to be invested in the outcome.
Finally, allowing employees to own their work helps to create a sense of community and teamwork. When everyone feels like they are working together towards a common goal, it can help to improve morale and foster a positive work environment.
Are we on the same page?
The impact of vision cannot be understated. When we communicate to our entire workforce the vision of the organization, we keep everyone in tune with the expectations of progress. A vision should be laid out to where you see the organization in the long term. Not specifically how to get there, but the clear direction of what the outcome should be.
If you’re building a house, the elements that you want in the house should be included in the vision—the number of rooms, rough layout, size, pool, etcetera. Let the management teams, now commanders, decide how to get there. Allow creativity to foster in the environment. Continue to communicate your vision for the organization. Keep everyone locked on the outcome and push the organization forward.
An organization cannot achieve success without a strong leadership team in place. This is especially true when it comes to creating and fostering a culture of innovation. In order for an organization to move forward, the executives at the top must be able to let go of control and trust their employees to make the right decisions. Communication is key, and leaders must be willing to listen to new perspectives in order to foster creativity within the workforce. Allowing employees to own their work helps create a sense of community and teamwork, which can improve morale and productivity. By realizing the potential that a culture of commanders can have, an organization can tap into a wealth of knowledge and experience that they may not have had access to before.
In ancient Greek philosophy, Plato’s Allegory of the Cave is a story that describes people who are chained inside a cave and can only see shadows cast on the wall. The shadows represent what they perceive as reality. These people tell each other that these shadows are real things. They believe in them more than anything else. Those outside of the cave, who have seen reality with their own eyes, know better and try to convince those chained inside to come out into the light and see how wrong they are about what is true and what isn’t. But this doesn’t work because those inside don’t want to leave their comfortable place where they feel secure. After all, “they know” everything there is to know while believing nothing could be better than what they have.
The problem with this story is that it’s not just a story. It’s an allegory for the human condition. We are all like the people in the cave, perceiving shadows on the wall and believing them to be reality. And, just like the people in the cave, we don’t want to leave our comfort zone because we’re afraid of what we might find out.
What is real?
The only way to break out of this cycle is to challenge our beliefs and ideas about what is real and what isn’t. We need to be willing to question everything we think we know and be open to the possibility that we could be wrong. Only then can we start to see reality for what it is.
We can question what we think we know by examining our proclamations and asking ourselves if they stand up to scrutiny. If you think back to five years ago, there is a chance that the thoughts and beliefs you held then are no longer valid. You have progressed.
We see this routinely when we think back to our twenties or even teen years. We say things like, “I wish I would have known then what I know now.” We are not the same people we were then. We have a different perspective now.
We change as we experience more of life. Our perspectives change as we learn new information and grow in our understanding. This is progress.
It can be difficult to evaluate our progress because it’s not always easy to see how far we’ve come. We may not realize how much we’ve changed until we look back on our old beliefs and ideas and see how different they are from our current ones. But it’s important to try to do this to see just how much progress we’ve made and how much further we still have to go.
We have a habit as a species of evaluating ourselves from where we think we should be. When we think in this manner, we are thinking from the end backward. Memento Mori, which means “remember you will die” in Latin, is a way of thinking that can help us remember our mortality and appreciate the time we have been given.
It allows us to see that each day is a gift and not a right. It’s a reminder that our time is limited, and we need to make the most of it. It helps us focus on what’s important and not get caught up in things that don’t matter.
Most importantly, in the context of evaluating our progress, it eliminates us from thinking about how much further we have to go. While reading this, you could die from an aneurism where you think your endpoint should suddenly become irrelevant.
Instead, evaluate yourself on how far you have come. Not compared to anyone else. Not compared to where you think you should be. But, actual evidence is proof of the gap between where you started and where you are now.
This is progress. And, it’s the only thing that matters.
If you feel stuck or like you’re not making the progress you want to be, take a step back and look at how far you’ve come. You’ll be surprised by just how much progress you have made. And once you see it, you can use it as motivation to keep going.
I’m sure many things made up your favorite day from the past week, but I’ll bet one of them was an activity that stuck out above the rest. Think about what activities come to mind when thinking back on a great time in the past week.
Your favorite activity from the past week was probably something that challenged you and made you feel good. Maybe you rode your bike for the first time in years or cooked a complicated recipe from scratch. Whatever it was, it gave you a sense of accomplishment and made you feel good about yourself. And that’s precisely what we need to do more to improve ourselves.
We need to be challenged.
Too often, we get stuck In the game of complacency. We sit around waiting for things to happen to us rather than actively pursuing the life we want to live. We become content with just getting by, and our days start to blur together into one big, indistinguishable mass. But if we’re going to live our best lives truly, we need to find ways to regularly push ourselves out of our comfort zones.
Of course, this doesn’t mean that we need to put ourselves in danger or do something that makes us unhappy. But it does mean that we should challenge ourselves intellectually, physically, and emotionally on a regular basis. By doing so, we keep ourselves sharp and prevent ourselves from becoming stagnant.
As Marcus Aurelius pointed out, “The object of life is not to be on the side of the majority but to escape finding oneself in the ranks of the insane.” In other words, it’s far better to challenge ourselves and fail than it is to play it safe and never truly experience life.
When was the last time you felt happy?
Ask yourself an honest question. When was the last time you felt happy?
Chances are, it was during some period of growth. The combination of humility and eagerness to learn allowed you to accomplish something great, and in the process, you found joy.
Humility is needed to acknowledge we are still a work in progress. Eagerness to learn is needed to improve upon our position continually. The key is not to dwell or obsess about becoming happy. Arthur Schopenhauer said it best:
“The two enemies of human happiness are pain and boredom.”
Focus on the process, not the result.
The problem with constantly seeking out new challenges is that we can become so focused on the outcome that we forget to enjoy the journey. We get so caught up in our destination that we forget to appreciate the view along the way. We become fixated on summiting the mountain instead of enjoying the climb.
It’s important to remember that life is a journey, not a destination. The goal is to enjoy the ride, not just arrive at the finish line. Unfortunately, this is easier said than done. Our natural tendency is to focus on what lies ahead, which can often lead to anxiety and stress.
It’s not about winning or losing.
In our culture, we tend to see life as a competition. We’re constantly comparing ourselves to others and striving to be the best. We keep score of our successes and failures, and we define ourselves by our victories and defeats.
But what if we stopped seeing life as a competition? What if we stopped trying to win or lose and just focused on enjoying the game? Would we be happier? Would we be less stressed? I think the answer is yes.
Growth is not a straight line. It’s full of zig-zags and starts and stops. But if we want to experience true happiness, we need to be okay with embracing the chaos.
There’s a phrase in the English language that many people have come to despise. It’s known as “unsolicited advice.” You know what I’m talking about, right? When someone tells you something they think is important for you to know, but it isn’t asked for and can be challenging to hear. It often feels like an attack on who we are and how we live our lives.
This type of advice is most commonly given by well-meaning friends or family members who think they know what’s best for us. They see us struggling with something and want to help, but their help isn’t always welcome. It can often make things worse.
So, why do people give unsolicited advice? There are a few reasons. First, they may not be aware that their advice isn’t welcome. They may genuinely believe they’re helping and that you’ll be grateful for their input. Second, they may have your best interests at heart but don’t know how to express it in a helpful way. And third, they may be trying to control the situation or the outcome. Regardless of the reason, unsolicited advice is rarely helpful and can often be harmful.
If you’re on the receiving end of unsolicited advice, you can do a few things to manage the situation. First, try to understand the intent behind the advice. It may be easier to hear if it’s coming from a place of love and concern. If it’s coming from a place of control, it may be harder to take. Second, you can express your gratitude for the person’s concern but let them know that you don’t need or want their advice. This can be difficult to do, but it’s important to be assertive. And finally, you can redirect the conversation to something else.
Let’s be real for a moment.
None of the above should apply. Right? After all, we didn’t want the advice to begin with. So, what is the big deal if we shrug it off?
The problem is, when we get unsolicited advice, it often feels like an attack. And when we feel attacked, our natural reaction is to defend ourselves. But this defense mechanism can often make the situation worse. Even more troubling, our natural defenses may make it seem like we did something incorrectly. Trust me, that is not the case here.
When we try to understand the intent behind the advice, we give the person who gave us the unsolicited advice the benefit of the doubt. We assume that they had good intentions, even if their execution was poor. This assumption can help diffuse the situation and allow us to see the advice for what it may have been intended to be: helpful.
Similarly, we are being assertive by expressing our gratitude for the concern but making it clear that we don’t want or need the advice. We are setting a boundary and making it clear that this person’s opinion will not control us. This assertiveness can help diffuse the situation and help the other person see that their advice is not welcome.
And finally, by redirecting the conversation to something else, we are taking control of the situation. We choose how to respond and what direction the conversation will go in. This can be a potent tool in managing unsolicited advice.
The thing about giving advice, either solicited or unsolicited, is that it is rarely followed.
When we give advice, we offer our opinion on a situation or problem. And while our thought may be well-meaning and helpful, it is ultimately up to the person receiving the advice to decide whether or not to follow it. Just because we offer our opinion does not mean that the other person is obligated to take it.
This can be difficult to accept, especially when we are close to the person receiving the advice. We can offer our opinion and hope that they will choose to follow it. We want them to take our advice because we think it will help them, but ultimately it is their decision.
Our life experiences uniquely shape our opinions. Offering advice of any kind to someone else shows a lack of regard for what made them who they are today. Additionally, our opinions are filled with errors compared to our colleagues and friends.
If you find yourself in a position where you feel the need to give unsolicited advice, stop and consider why. Is it because you genuinely believe that your opinion is the only correct one? Or is it because you think that the other person is not capable of making their own decisions? If it’s the latter, then it’s time to have a conversation about why you think that way. Unsolicited advice is rarely helpful and can often be harmful.
When it comes to giving or receiving unsolicited advice, it’s important to remember that the other person always has the final say. Our opinion is just that- an opinion. And while our intentions may be good, it’s up to the person we’re giving the advice to whether or not they want to take it. We can diffuse potentially explosive situations and maintain healthy relationships with those around us by remembering this.
What is leadership? Many people would say that it is the ability to get others to do what you want. But what if there was more to it than that? What if leadership was about using your knowledge and understanding of philosophy to help others achieve their goals? This blog post will explore the power of philosophy in leadership and discuss how leaders can benefit from its use.
Philosophy can be defined as the study of wisdom and knowledge. It is a system of thought that helps us critically think about the world around us and make better decisions. When it comes to leadership, philosophy can help leaders better understand their values and beliefs and those of their followers. It can also help leaders develop a more holistic view of leadership, which considers the needs of both the leader and the follower.
When considering the needs of followers, leaders can set themselves apart from other individuals. Leaders who use philosophy as a tool for leadership can see the big picture and make decisions based on what is best for the group, not just themselves. In addition, leaders who utilize philosophical thinking are better equipped to handle difficult situations and innovatively solve problems.
This is because philosophy encourages critical thinking and allows individuals to question their assumptions. It also helps us see things from different perspectives and find new solutions to old problems. More importantly, it is a framework for ethical decision-making. Immanuel Kant argued that moral decisions should be based on a universal law that everyone can agree upon. This is what is known as the categorical imperative.
In short, the categorical imperative is acting upon what is deemed as a duty rather than self-interest. For example, if you give a homeless person money, what is your motivation? Did you act to do an “act of kindness,” or did you act because you feel that all people must give money to those in need? If the motivation for acting was for a self-fulfilling need, then we act outside of our ethics rules. However, if we believe that all needy persons should be given money and act upon that framework, we are considered ethical.
This way of thinking can be applied to leadership to make sure that the leader is acting in the best interest of their followers. For example, are we acting on behalf of our followers to gain their trust and admiration? If so, we are acting outside of our ethical framework. However, if we make decisions based on what is best for our followers and what will help them achieve their goals, we are leading ethically.
Philosophy can be a helpful tool for leadership, but it is not the only tool available. Leaders must also be aware of their values and beliefs and those of their followers. They must also have a clear understanding of the needs of both the leader and the follower. Acting upon the benefits of our followers to make their workdays more enjoyable, with no credit taken and no accolades received, is the philosophically moral high ground of leadership.
While the above writings are the surface level of true philosophical thinking in leadership, the point should not be lost. As leaders, we must constantly be aware of our intentions. Our actions should not be taken to serve ourselves but rather to benefit those we should lead. This is the power of philosophy in leadership. It can change our mindset from a self-serving one to an other-centric one. When we act with the needs of our followers in mind, we can develop trust and respect, which are essential ingredients for successful leadership.
There are five pillars of growth and productivity that professionals in a leadership role should focus on. These five pillars are time management, goal setting, task prioritization, stress management, and self-awareness. While there is no one right way to achieve success, following these five principles will put you on the path to achieving your goals.
Time management is critical for leaders. Leaders need to allocate their time wisely and make the most of every day to be effective. Time management is essential for two reasons. First, it allows you to focus on your goals. You’re more likely to be successful when you have a plan and know what you need to do. Second, it helps you to use your time effectively. You’re less likely to waste time if you’re organized and know what you need to do.
There are a few time management tips that can help you to be more productive:
Make a list of your goals and prioritize them. This will help you focus on what is essential and prevent you from getting sidetracked.
Set aside time each day for planning. This will help you stay on track and ensure that you’re making progress towards your goals.
Break down your goals into smaller tasks. This will make them more manageable and increase your chances of success.
Take breaks throughout the day. This will help you avoid burnout and stay refreshed so that you can continue to be productive.
Goal setting is another important pillar for growth and productivity. Having specific, measurable, achievable, relevant, and time-bound goals will help you stay focused and motivated. Leaders should set clear goals and develop a plan to achieve them.
Goal setting is essential for two reasons. First, it allows you to focus on what’s important and prevents you from getting sidetracked. Second, it helps you to use your time effectively. If you have specific goals you’re working towards, you’re less likely to waste time on activities that don’t help you achieve your goals.
Task prioritization is another key to productivity. Leaders need to be able to prioritize their tasks and focus on the most important ones. This involves understanding the organization’s goals and what needs to be done to achieve them.
Task prioritization is different from time management because it’s not just about wisely allocating your time. It’s also about understanding which tasks are most important and need to be given priority.
There are a few ways to prioritize your tasks:
Consider the goals of the organization. What needs to be done to achieve them?
Understand the importance of each task. What is the impact of each task on the organization?
Consider the urgency of each task. What is the timeline for each task?
Stress management is also critical for leaders. It can be challenging to focus and be productive when you are under stress. Leaders need to find ways to manage their stress to not interfere with their work.
There are a few ways to manage stress:
Exercise regularly. This will help to release tension and improve your overall well-being.
Get enough sleep. This will help you to feel rested and refreshed so that you can handle stress more effectively.
Eat healthy foods. This will help to improve your energy levels and mood, making it easier to handle stress.
Take breaks throughout the day. This will help you avoid burnout and stay refreshed so that you can continue to be productive.
Self-awareness is the final pillar for growth and productivity. Leaders need to be aware of their strengths and weaknesses and understand how they impact their work. Having self-awareness allows you to make changes to become more effective.
There are a few ways to develop self-awareness:
Take personality assessments. This will help you understand your personality type and how you respond to stress.
Observe yourself in the workplace. This will help you understand how others perceive you and identify areas where you need to improve.
Talk to others about your strengths and weaknesses. This will help you get feedback and see things from a different perspective.
Following these five pillars of growth and productivity will help you succeed in your career. By focusing on time management, goal setting, task prioritization, stress management, and self-awareness, you can reach your full potential as a leader.
It’s no secret that the job-seeking process is arduous. But what if you could approach it in a whole new way, one that would guarantee success? According to career experts, a fundamental mind-shift needs to take place to achieve this goal. And it all comes down to one word: solution.
When you think about it, job seekers are always looking for solutions. They’re seeking a way to solve the problem of finding a job. But so often, they go about it in the wrong way. They focus on their weaknesses and what they don’t have instead of on their strengths and offer.
The good news is that there is a better way. And that’s where the solution mindset comes in. With this approach, you focus on what you can do for employers rather than what they can do for you. You think about how you can help them meet their goals and solve their problems. And when you do that, you become the solution they’ve been looking for.
So how can you shift your mindset and put the solution approach into practice? Here are a few tips:
Stop thinking about yourself in terms of “I need a job.” Instead, start thinking about yourself in terms of “I can provide solutions.”
When you go into an interview, don’t sell yourself as someone desperate for a job. Sell yourself as someone who has valuable skills and experience to offer. Emphasize what you can do for the company, not what the company can do for you.
Make a list of your strengths and brainstorm ways to showcase them in your job search.
When you’re compiling your list of strengths, think about the unique things that make you special. Maybe you have a knack for public speaking or are an expert at problem-solving. Whatever your strengths may be, make sure to focus on the ones that will set you apart from other job candidates.
Once you have your list of strengths, it’s time to start showcasing them in your job search. One way to do this is by tailoring your resume and cover letter to match the job opening. You can also highlight your strengths during interviews by giving specific examples of how you’ve used them in the past. For example, if you’re applying for a position that requires strong communication skills, highlight any relevant experience you have in this area.
No matter how you showcase your strengths, be confident and emphasize your unique selling points. By doing so, you’ll increase your chances of landing the job you want.
Stay focused on what you can do for employers, not what they can do for you.
Remember that your job search is all about what you can bring to the table, not what the company can do for you. Don’t focus on the benefits that a company can offer you, such as health insurance or a 401k plan. Instead, focus on the specific skills and experiences you have to offer.
Talk about your strengths and how they can benefit an employer. For example, if you’re a great problem solver, talk about how you’ve been able to solve problems in past jobs successfully. If you’re a hard worker, talk about how you never miss a deadline. Be specific and highlight your unique skills and qualities.
By focusing on what you can do for an employer, you’ll show them that you’re a motivated and qualified candidate. And that’s what they’re looking for!
The job search can be a long and challenging process, but you’ll be more successful if you stay focused on what you have to offer an employer. Remember that your goal is to show the company that you’re the best candidate for the job. Don’t focus on what they can do for you. Talk about your strengths and how they can benefit the company. Be specific and highlight your unique skills and qualities. Stay motivated and keep pushing forward! You’ll get there eventually.
Most people would rather avoid complex problems. They’re hard, take time and effort to solve, and there’s no guarantee of success. But that’s where the real progress is made.
Complex problems are the ones that demand our attention. They force us to think deeply, to come up with new ideas and solutions. And if we persevere, we can often find success where others have failed.
Problems in the workplace can be a significant distraction and decrease productivity. It’s essential to identify these problems and fix them as soon as possible. Some common problems in the workplace include:
Poor communication is one of the biggest problems in the workplace. It can lead to misunderstandings, conflict, and decreased productivity.
There are a few things you can do to improve communication in your workplace:
Ensure everyone is aware of the communication channels that are being used, and make sure everyone is using them correctly.
Make sure all communications are clear and concise. Avoid using jargon or complex language that may be misunderstood.
When communicating with someone face-to-face, make sure to use body language and facial expressions to convey your message.
Take the time to listen to what the other person is saying, and ask questions if you don’t understand.
Confusion over roles and responsibilities
Confusion over roles and responsibilities is another common problem in the workplace. This can lead to conflict, decreased productivity, and other issues.
There are a few things you can do to fix this problem:
Make sure everyone is aware of their roles and responsibilities.
Make sure everyone is clear on what is expected of them.
If there is any confusion, ask questions until you understand.
Clarify who is responsible for what tasks, and make sure everyone follows through on their responsibilities.
Conflict is a normal part of life. It can arise in any relationship, whether with a friend, family member, or co-worker. When conflict arises, it’s essential to address it head-on and work to resolve it as quickly as possible.
There are a few things you can do to help resolve conflict:
Talk to the other person about what’s going on. Be honest and open, and listen to what they have to say.
Try to stay calm and avoid getting angry. Anger can cloud our judgment and make it difficult to resolve the conflict.
Don’t blame the other person for the conflict. Blaming someone will only make the situation worse.
Work together to find a middle ground. Life is about give and take.
Lack of trust
Lack of trust is a common problem in the workplace. This can lead to conflict, decreased productivity, and other issues.
There are a few things you can do to fix this problem:
Make sure everyone is aware of the importance of trust. Trust is essential for any relationship, whether with a friend, family member, or co-worker.
Make sure everyone understands what trust means and how it should be used. Trust should never be given lightly – it must be earned.
When someone breaks your trust, don’t react hastily. Take some time to calm down and think about what happened. Talk to the other person about what happened and try to resolve it.
If these problems are not addressed, they can lead to employee turnover, low morale, and even legal disputes. Employers must create a positive work environment where employees feel comfortable communicating openly. By doing so, employers can often find success where others have failed. Identify where you may have problems in your workplace, and don’t be afraid to spend time tackling them.
Most people are terrified of failure. They do everything possible to avoid it. But if you want to achieve anything significant in life, you have to be willing to fail. Failure is a necessary step on the road to success.
In order to grow and learn, you need to make mistakes. And to make mistakes, you need to take risks. That’s why failure is essential to personal growth. Every time you try something new, and it doesn’t work out, you learn something valuable that can help you be more successful next time around.
It is said that growth comes from being uncomfortable. Why? As we get settled into our careers, we become complacent. We have what C.S. Lewis calls the curse of knowledge. We take for granted the journey that got us to where we are. We forget how learning is associated with not knowing all of the answers.
Growth is a function of a lack of knowledge mixed with a desire to improve your current position. Your current position seeks to make you comfortable, complacent, and settled. You want to be a little uncomfortable to improve your current situation. The only way to grow is not to know all the answers and move forward anyway.
But this requires a certain amount of failure. We have to take risks and learn through experience what doesn’t work to reframe our strategy for the future. This is not an easy process, but it is necessary if you will achieve anything genuinely unique with your life. Have you ever thought about how Thomas Edison invented the first light bulb? He invented hundreds of them failed hundreds of times until he got it right.
You must understand just what failure means before taking on this philosophy of experimentation. Failure does not mean giving up on an idea or goal because it’s too hard or you don’t like it. It means giving up your old way of thinking and acquiring new knowledge through experience that will allow you to move forward more effectively.
Failure means trying out something new without knowing if it will work, sharing an idea with someone even though they may criticize it, or giving yourself permission to mess up and not stress about it.
When you want to achieve something in life, you will do whatever it takes, regardless of the consequences. It would help if you stopped caring what other people think and start thinking for yourself. You can’t let the fear of criticism hold you back from reaching your full potential.
Stop Worrying Yourself
IF we are going to be uncomfortable, we have to accept not having all knowledge. This humility is what leads us to actual growth. Set the ego aside and not worry if others will judge you for not having a solution for each problem you are presented with.
When you are not afraid of failure, failing is just a part of the process of reaching your goal. We have to stop worrying about what people think of us. We have to be willing to stand alone if that’s what it takes for us to keep moving forward.
If you are entirely focused on your goal and are willing to fail, you can accomplish anything. The first key is being comfortable with being uncomfortable.
A young man was walking on a beach one day when he came across a sign that said, “You cannot step in the same river twice.” This puzzled him, so he asked a wise older man what it meant. The old man replied, “It means that you can never go back to the same experience twice.”
This is very relevant to the philosophy of failure. Failure doesn’t mean giving up on an idea or goal; it means learning from your mistakes and moving forward. You can never go back to the same experience twice, so you have to keep trying new things to grow and learn.
When you are comfortable in your present situation, be it work, school, life, et cetera, you are complacent. You may be going through the motions of life. Perhaps you feel dissatisfied, stuck, and have felt a lack of meaning. To break through these feelings, push yourself. Try new things. Seek out discomfort and challenge it.
This can be a scary thing to do, but if you fail, so what? You have to stop worrying about what people think of you and worry about the facts instead. It’s only one moment in time.
The facts are that your current situation is not good enough for you, so get out there and find something better. If you keep doing the same old things day in and day out, nothing will change for the better.
In other words, never settle for anything less than everything that life has to offer; after all, if we don’t take risks, then how would we ever know where our limits lie?
When you are focused and driven, nothing can stop you from achieving your goals. Failure is just a part of the process, so don’t let it discourage you. Keep trying new things and learning from your mistakes until you reach your destination. Don’t be afraid to stand alone if that’s what it takes; after all, nobody ever accomplished anything significant by following the herd. Be comfortable with being uncomfortable and never settle for anything less than everything life has to offer.
Most people would agree that in-person meetings are the best way to communicate. But what if we remove in-person meetings from the equation? Can we still have effective communication? Has the technology that allows us to stay safe at home slowed our growth as individuals?
In an online environment, communication is accessible to everyone. It also allows more people to work. In a virtual work environment, employees can get their work done from anywhere in the world that they have access to a computer and the Internet. They don’t have to worry about the commute or if there’s bad weather at home because of where they live. Some people can’t commute or don’t want to because they might be caring for family members, etc.
It’s also good for the company’s bottom line because it reduces overhead costs. Instead of needing office space and supplies, the company only needs a reliable internet connection and maybe a chat system if employees aren’t all in the same place. It also allows the company to hire people living in more expensive areas without having to pay so much. One of the impacts of COVID-19 was that it affected commercial real estate investors. For years, this was one of the best investments you could make. But now people are not so interested in buying commercial property anymore.
As we live in this new world, businesses have had to change the way they work. There are more jobs where people can work from home. Bosses are wondering how they should rate and evaluate their employees. Additionally, how do we communicate with virtual employees? This is not the same as communicating with co-workers in an office.
For example, can you tell when someone does not understand what you are saying over text? Can you hear the tone, inflections, and pauses while they are typing? How do we know if our words are being understood correctly if there is no body language to help?
The main problem with online communication is that we try to use the same rules as if we were meeting someone face-to-face. This does not make sense because people cannot see each other. We are playing the same game as before, with new rules to follow. It’s important to figure out new rules for communicating with people online.
The first rule is to be brief. We cannot use body language, so we have to say as little as possible. When we write long-winded e-mails, our readers lose interest. There is a danger that the long e-mail you just sent can be received in a negative way. The reader could interpret the e-mail as speaking down to them or dictating to someone how to do their job. We know that people want to add their own input. Give your team some space to do that.
Next, you need to distinguish cues from written or verbal content without the aid of nonverbal cues. When speaking in person, the listener takes in cues not only from what you say but also from your voice tone and facial expressions. When you use an online medium to communicate, nonverbal content is lost. The listener has no idea how you are actually reacting or feeling about what they are saying or even if it sounds like there is anger in your tone of voice. While some words carry meaning by themselves, there are other words that have different inflections, varying tones, or facial expressions, which each have their own separate meanings. Avoid using words with more than one meaning or words that can be taken out of context.
There are many social cues that are given in person but not online. For example, through the use of body language, one can see whether or not someone is comfortable with what they are saying or how they are reacting to it. The tone of the person’s voice can show if they are angry or not on board with the idea that has been proposed in a virtual meeting.
The best thing you can do is be hyper-vigilant of what people are saying and how they are saying it. If you are not sure what someone means, ask them. You can also express your point of view in writing by responding to the person’s post rather than trying to explain yourself directly to them. If your written words are too long or complicated, it may be difficult for people on the other end to understand what you’re saying and how you truly feel. (See above section about the dreaded long-written e-mail).
We also want to make sure that other people are actually reading what we say because it’s easy to ignore someone when you’re typing, but not as much if the person is standing right in front of you. One easy way to do this is by using emoticons; however, some online communication software doesn’t support them, and it can sometimes come across as unprofessional to some people.
There is also the issue of body language, which we talked about earlier. We all know that we convey information with our body language, and it helps us understand each other and what someone else is really trying to say to us. But how much does this affect online communication? Do people pick up on the same cues online as in-person?
Based on research, not much body language is conveyed in written communication. Another study showed that using e-mail decreased the odds of developing friendships. It also found that people writing e-mails were less likely to ask for favors, which can be seen as rude. This is due to the lack of body language and tone of voice when we type on a computer or phone. Essentially, when we work remotely, we see a decrease in organizational citizenship behavior. Additionally, when people communicate in an e-mail style, it doesn’t provoke someone to act positively.
Some of the most effective ways to communicate online are by video conferencing or just talking on the phone. It’s easier for people to read your tone over video than if you’re only typing words back and forth. Another thing that can help is to ask questions instead of just constantly sharing information.
For example, instead of constantly saying “please do this,” try asking your virtual team to “can you please complete this task?” It’s good practice to read the person’s social cues, tone, and body language in-person, but online it takes more effort. If you ask a question, the other person is more likely to respond because you’re giving them power over the situation. Interactions with others can be particularly challenging online, so it’s important to pay close attention to each of your words. In my experience, I have found that calling people individually or doing a meeting with the whole team is a good way to keep people engaged. Instead of planning a meeting to discuss whatever the next big project is, just plan it as a weekly or daily ‘check-in.’ This gives your team members the ability to communicate their issues in a setting that isn’t directed at assigning them the next task. People can feel overwhelmed when they’re given too many tasks at once, which results in less motivation and decreased productivity. It’s almost like writer’s block where people don’t want to write anymore because they’re stuck thinking about all the other things they had to do that day.
Removing in-person meetings from the equation can reduce trust and communication quickly among employees who don’t know each other too well. You can learn about your teammates just by doing a quick Google search or visiting their Facebook, Instagram, or LinkedIn page. Doing so offers some insight into what is important to them, and sometimes you might find out they share the same passions as you.
In conclusion, while it is true that body language and tone of voice are not as easily conveyed in written communication, this does not mean that online communication is ineffective. In fact, there are many ways to effectively communicate online. You just need to be aware of the differences between in-person and digital communication. Additionally, it is important to remember that when people communicate through e-mail or other written methods, they are less likely to act positively or ask for help. So before sending an e-mail or writing a message on social media, take a moment to think about how your words will be interpreted.
Everyone in the workplace has a role in creating and maintaining a positive culture.
This includes you, even if you’re just one person among many. You may not change your entire company’s culture, but you can create an inspirational environment where people can thrive and grow professionally. Here are five ways that any employee can do this:
Your coworkers will feed off your kindness and reciprocate with respect and consideration (research shows that when someone acts like an ass, it activates areas of the brain associated with anger).
It’s important to be kind to your coworkers because it sets the tone for the entire workplace. When you’re kind to someone, they tend to respond positively. This can create a positive culture where people feel appreciated and respected. Kindness also has other benefits, such as reducing stress and improving mental health.
Show Genuine Interest
This does not mean feigning interest – instead, showing genuine interest by asking questions about their work or their interest and hobbies. This will make them feel appreciated and acknowledged, which can help to build better relationships at work.
Not only is smiling genuine but it has been shown to increase productivity by as much as 20%.
Smiles have been shown to improve our moods and reduce stress levels. A study found that they increased their productivity by 20% when people smiled. This makes sense because a smile is a natural response, and it’s contagious – so if you see someone smiling at work, you might do the same!
Those who work in a transparent setting report greater satisfaction and will feel like they can trust their bosses more (often, those that think their bosses aren’t trustworthy dread coming into work).
Being transparent in the workplace can help create a positive culture because it builds trust between employees and their bosses. When employees feel like they can trust their supervisors, they are more likely to be productive and feel happier at work. Additionally, transparency can help to reduce stress levels because employees don’t have to worry about hiding information or keeping secrets. In a transparent environment, everyone is open and honest with each other, leading to a more positive work culture.
Do Your Job Well
Finally, do your job well. It’s the most essential inspirational tool you have at your disposal – people admire quality work and expect high standards from others. Doing your job well boosts your reputation and leads to increased trust and hope from those around you.
You may not be able to control the entire culture of your workplace, but by doing these five things daily, you will play an important role in making it positive and fun! American author Maya Angelou once wrote, “people will forget what you said, people will forget what you did, but people will never forget how you made them feel .”
In the workplace, it’s important to create a positive culture. This can be done by being kind, showing genuine interest, smiling, being transparent, and doing your job well. When you act like a jerk at work, it activates areas of the brain associated with anger. However, when you are kind and show genuine interest in your coworkers, they will reciprocate with respect and consideration. Additionally, transparency builds trust between employees and bosses while doing your job well leads to increased productivity and admiration from others. Ultimately, these five tips will help make you feel happier and more productive at work!
Maintaining friendships is an important part of a healthy lifestyle. Friends provide social support and can help us through difficult times. However, it can be challenging to find the time to keep in touch with our friends, especially if we are busy with work or other commitments. That’s why scheduling time on your calendar specifically for contacting friends is a great way to ensure that you don’t lose those valuable relationships!
Research into human relationships shows the importance of friendships. In the everyday hustle of our lives, we become a follower to what is on our calendars. If we want to stay connected with our friends, we must schedule a time to talk and catch up. Even a 30-minute phone call with a friend can have huge, lasting impacts on our mental health.
When we make time to talk with friends, it strengthens our relationships. Research has shown that people who speak on the phone more than once a week are less likely to experience depression and loneliness. This is because talking with friends releases oxytocin. Oxytocin makes us feel good, and it helps to reduce stress levels.
Additionally, unlocking time off on your calendar allows you to have more control over what you do in your day. When you know you have the appointment time blocked out, you are less likely to schedule other activities or meetings in its place. This way, you can make the most of your time with friends and not feel guilty about taking some time for yourself.
One of the reasons people tend not to schedule open blocks of time out on their schedule is the phenomenon of negative forecasting bias. This is the idea that we tend to think negatively about the future, and so don’t bother making plans because we assume they won’t happen. Or, we dread not having an open space in the future.
For the police world, the best example of negative forecasting bias is when we dread going to or attending a training event. We think, “I don’t want to go. It’s going to be terrible.” It could be as simple as in-service training, which is nothing more than annual updates and maybe firearms qualifications. By all means, it is typically an easy day.
Yet, despite this, we dread going. We see it on the calendar and immediately get anxiety over attending. Once we attend the training, we think to ourselves, “that wasn’t so bad.” However, when it rolls around again next year, we are back to dreading it.
Negative forecasting bias can also prevent us from taking time for ourselves. We might think, “I don’t want to block out any time on my calendar because something might come up.” But by doing this, we are more likely to have something come up. Having time blocked out for you on your calendar gives you a sense of ownership over that time and shows that it is crucial.
When it comes to our relationships, we should be proactive and schedule a time to catch up with friends. This will help us maintain those valuable relationships and reduce stress levels. Plus, it just feels good to talk with friends.
In a chaotic world, it is easy to feel lost. Control what you can; schedule a time to call a friend. It’s not intrusive and can easily be accomplished. By taking some control over our lives and improving interpersonal relationships, we are preventing mental anguish for ourselves in the future.
Taking control of your life can help improve your relationships with other people. If we are busy or overworked, the best way to maintain relationships with friends and family is by scheduling time on our calendars specifically for them. This helps us avoid the pitfalls of negative forecasting bias and not having any open blocks of time in the future. This can lead to reduced stress levels and a better overall feeling.
A personal philosophy is a basic framework for making decisions. It describes how you view the world, your place in it, and what you value. The more thought you put into developing your philosophy, the better equipped you will be to make tough decisions in line with your values when faced with difficult situations.
Why should we bother with a personal philosophy?
Having a personal philosophy gives you a personal set of guidelines to follow when it comes to specific instances in life involving morals, ethics, and how we see ourselves fitting in the world. Do we always do what is right? No matter how painful? Do we see ourselves as independent actors? Or, do we see and understand how our words and actions directly impact the world around us?
What is our personal code of ethics? What is our personal response to adversity? What is our reaction when someone wrongs us?
Having a personal philosophy prevents us from acting selfishly. Having a personal philosophy allows us to persevere in the face of adversity. Having a personal philosophy prevents us from stooping to the level of another person who has wronged us, just for revenge.
A personal philosophy keeps us mentally resilient. A personal philosophy helps us to grow.
How do you develop a personal philosophy? What are its steps, phases, and pitfalls?
The first step is to ask yourself some fundamental questions about life: How do I see myself? What are my goals? What are my priorities? These answers should guide everything else that follows. Next, try to understand the meaning of various concepts like truth or honor or virtue or justice and how they relate to your life. A good place to start is by reading the philosophy of others who have grappled with these questions before you, such as Socrates or Confucius. Once you’ve developed a basic framework for thinking about the world, test it out in specific situations. For example, let’s say you want to know if something is virtuous; ask yourself if it fits within your definition of virtue. If not, then that thing cannot be virtuous. By applying this framework in different areas of your life – like family and work and friends and money – you’ll ultimately develop a set of values that guide how you live and what decisions you make on a day-to-day basis.
When examining personal philosophy in the modern world, it’s important to remember that your opinions and values are not something inherent in who you are. Rather, they’re a collection of decisions made over the course of your life. Once you understand this, it becomes clear that developing a personal philosophy is about taking charge over what you believe instead of just accepting it as an unchangeable part of you.
For instance, I used to get angry when things did not go my way. I would verbally lash out at anyone who would listen. Now, I understand that I may not get my way. Rather than lash out, I focus. I control what I can and improve where needed. My personal philosophy has developed me into a more emotionally stable human being, ready to tackle the world.
Personal philosophy is defined as the system of values that guides how you live your life. It describes how you view the world, your place in it, and what you value. While everyone has a different personal philosophy, it typically reflects the decisions someone has made about his or her own identity and existence. There are many components to this framework for thinking about the world – ranging from concepts like truth or honor to attitudes toward wealth or family – but all can be tied back to an individual’s fundamental beliefs.
What are some examples of important questions to start with?
Some other questions that might provide insight into an individual’s philosophy are: How do I see myself? What are my goals? What does virtue mean? Are people inherently good or evil? What is a just society? Asking these questions might lead to answers that align with things like an ethical code, a political philosophy, or a religious faith. Each of those areas contains different value judgments about what’s good and bad, which leads to specific choices in how someone lives his or her life.
How does personal philosophy relate to identity?
Your philosophy represents the overarching view through which you interpret everything else in your life. It’s the lens through which you see truth or justice or virtue, and all of your opinions are made in light of that framework. When someone says “that’s just how I am” or “it’s just my personality,” it reveals a lack of awareness about how his or her actions reflect on their personal philosophy. People who think deeply about who they are, have a greater capacity to make good decisions because they know what type of person they want to be, beyond just being “themselves.” Additionally, having an extra awareness of self leads to greater awareness of how your thoughts, actions, opinions, and attitudes impact those around you.
Is it possible for two people to have the same personal philosophy?
People often think others with similar circumstances will hold similar positions on issues like politics or faith. They assume there must be some underlying logic that determines why someone thinks one thing or another. But two people can look at the same issue and come to wildly different conclusions while still having a shared personal philosophy. That’s why knowing someone well is often necessary to begin to understand their value system; it might take years before you even glimpse their full perspective.
How does personal philosophy relate to identities like race and gender?
It’s impossible for these identities not to affect your approach to life because everyone has some separate category they fit into based on traits like skin color, sexual orientation, or gender identity. Race and gender are obvious examples of this, but there may be others that play a role in how you see yourself – such as your nationality or family background or religion. They all inform who you think you are on the outside, which determines who you think you are on the inside. It is undeniable that the deciding factor isn’t really about outward appearances or where we grew up geographically. Our identities are shaped upon experience.
What makes someone’s personal philosophy unique?
A personal philosophy is more than just a set of values that guide an individual; it’s also about how he or she uses those values to make decisions and react to others. For example, there are some people who would put their family ahead of everything else in life, whereas others might say following your conscience is most important. Those differences represent two different ways of thinking about what’s more important, even though they’re both operating under the same general framework. Personal philosophies become uniquely identifiable when they’re filtered through specific contexts like culture or nationality or religion because these things change the lens through the world is viewed.
How do emotions affect personal philosophy?
Emotions can be useful because they help connect us to our values. If we didn’t feel anything, we wouldn’t have any reason to care about acting morally or pursuing meaning in life. Without empathy or sympathy, our grandparents would not have intervened during World War II to stop the third Reich. Without emotion, laws protecting all of us from crimes of violence would not exist.
But it’s important not to let our emotions drive every decision without thinking them through and applying some rational thought as well. People who are ruled by their feelings often find themselves saying or doing things they ultimately regret. The trick is finding the balance between rational thinking and emotional feeling so you can make decisions based on your personal philosophy.
How does someone continue refining their personal philosophy?
Ideally, you’ll constantly come back to your beliefs and ask yourself if what you’re doing matches up with them. It’s not always easy to do because you’re probably busy and distracted by all sorts of things, but it can be helpful to think about your personal philosophy when experiencing certain situations. For example, if someone gets angry with you or hurts your feelings, you can ask yourself how that person fits in with the values you want to hold dear. If they don’t make sense together, try to identify why so you can use this knowledge to make better decisions in the future.
What are some common traps people fall into when developing their personal philosophy?
It’s easy for someone’s personal philosophy to become jaded or biased because of a bad experience they’ve had or something they were taught growing up. A judgmental parent might convince a child that people who don’t believe in God are evil and deserve to be punished, and this belief might stay with the child for life. For some people, it might even lead them to reject their religion or spirituality completely because they assume anyone who’s part of a church is just as judgmental and hypocritical as their parents were. Or, someone who is mistreated by a member of a certain race might use that experience to justify prejudice against all members of that group, even though there’s no logical reason to do so. What these individuals don’t realize is they’re allowing the actions of one person to ruin everything for them and completely miss out on getting to know an entire culture or community.
How can you apply your personal philosophy?
Your personal philosophy should guide more than just what you say; it should also determine how you act on a day-to-day basis. Every decision affects not just you but others around you, so once you figure out what matters most to you and how best to use those values and beliefs, make every effort to make decisions accordingly. Even if things don’t always go according to plan, try not to let that affect your belief system. As long as you’re trying the best you can and acting in line with what really matters to you, then your personal philosophy is healthy and rewarding.
What do people find most satisfying about creating a personal philosophy?
People like knowing who they are and why they make certain decisions because it gives them an identity outside of their job or family roles. Setting goals for yourself based on what’s important is often more fulfilling than just going through life without any particular purpose in mind…most people enjoy having a reason for everything they do from morning until night. Not everyone needs a set way of thinking, but those who have carefully developed their beliefs feel confident about themselves and are happy with what they’re doing.
Life is about the journey’s and growth we take. Not the destination. After all, the destination for all of us is mortality. We all die. What we do on our way to our impending death is where purpose and meaning come from.
That same framework can be applied in almost every facet of life. Think about it. If you have ever earned a promotion, you were ecstatic to get it. Yet, within just a few short years, we are looking towards ways to advance even more. It is the quest for our continued journey that fuels us forward.
What are some common pitfalls of creating a personal philosophy?
Just like people can get caught up in their emotions, it’s easy to fall into the trap of overthinking everything. Too much self-analysis wastes time and energy limiting someone’s capacity to actually live life…people who focus too much on figuring out their personal philosophy often spend years without ever taking the leap to explore the world around them or form meaningful relationships. They might be able to fit things together perfectly into some sort of grand philosophical puzzle that makes sense on paper, but it doesn’t mean anything if they never actually put these beliefs into practice. At the end of the day, having a clear philosophy is great, but it’s more important to see if it actually changes anything in their lives.
People who are introspective spend a lot of time wondering what happens after death, whether or not free will exists, whether people are truly aware of their consciousness if there’s any way to prove God exists, if life has any purpose at all…there are so many different questions to ask, and no one person can come up with an answer for everything. The more someone thinks about these questions though, the more they realize how much is still unknown…which can actually be incredibly exciting because it gives them plenty of room to try new things without worrying too much about what might happen next.
How would you define your personal philosophy?
Ideally, everyone has a clear understanding of what they believe to be true and feels comfortable sharing this information with others. It’s impossible for one person to know everything about another person because there are just too many factors involved…although it might be nice if everyone shared the same view of the world, that wouldn’t leave much room for individuality or creativity at all! As long as people try not to judge others based on their personal philosophy, they should feel free to share whatever they think is important without constantly worrying about whether other people will agree with them.
How does your personal philosophy shape your worldview?
Someone’s personal philosophy affects their perspective on just about every aspect of life because it’s the basis for everything they believe to be true. If their worldview changes, then their personal philosophy shifts along with it…even people who are introspective enough to develop a system for understanding the world around them can’t help but learn new things and expand their set of beliefs as time goes on.
I don’t think it is an unfair statement to argue that you are not the same person you were five years ago. By that reasoning, we can assume in another five years, our growth will continue to mold us into someone different than our current state. There are always more questions to ask and answers to find, but someone’s personal philosophy helps guide them through this process without too many surprises along the way.
Your personal philosophy is an incredibly important tool for living a fulfilling life. It helps you make sense of the world around you and guides your decisions based on what you believe to be true. Everyone’s philosophy is different, but as long as you stay true to your own beliefs, you’re sure to find happiness and satisfaction. Don’t be afraid to share your views with others, and always be willing to learn more about what makes life meaningful to other people. There’s no right or wrong answer when it comes to defining your personal philosophy, so don’t stress out too much about it! Just take things one step at a time and continue exploring the world around you.
We have underestimated the importance of the sidebar conversation. In the business world, people have stopped talking to each other. But it is not because they are from a different generation or have different political views. The reason is that they work from home. The precious time spent with one another before or after meetings is where ideas used to be shared. Friendships were built. Conversations were more than about the next project.
In the digital age of teleworking, is it time to re-think the importance of the sidebar conversation?
What is a sidebar?
Sidebar conversations are where relationships are built before and after meetings. They help build trust and understanding and allow for better decision-making. A sidebar conversation is any informal, unplanned side discussion during a meeting. They are frequently used in team meetings or brainstorming. They allow more ideas to be expressed than the time allocated to the regular meeting.
Sidebar conversations can become very important when people meet for an initial discussion. Sidebar conversations are the small talk that naturally occurs before or after meetings. They can be used to build relationships among people, learn about their interests, and understand their motivations. These informal discussions foster creativity and allow for deeper reflection on topics being discussed in the meeting.
When was the last time you had a sidebar conversation? Like most, it has been too long since your previous sidebar chat before a meeting, over coffee, lunch, or drinks. But now, team members are across town or on different continents. That socializing has been replaced by e-mails, instant messages, social media, and video conferencing. In the digital age, it is easy to tap into someone’s enthusiasm or thoughts from anywhere around the globe. This has led to a focus on virtual business relationships instead of personal connections.
The sidebar conversation was where we expressed new ideas. However, those sidebars are where ideas used to be shared before and after meetings. Perhaps we subconsciously wanted to vet ideas to a friend before bringing them to the entire workgroup.
It’s easy to forget the richness of the sidebar conversation when you don’t have face-to-face time. It becomes easier to jump on an idea and dissect it with a digital scalpel than the face-to-face encouragement we give one another. But when everyone is virtually present in a meeting, some of the personal creativity we all shared is beginning to wane.
This is how creative ideas die. Not because they were not great, but because we didn’t engage in the sidebar conversations where we encouraged creativity. Mostly out of fear of showing too much enthusiasm about an idea that isn’t yet fully formed.
Great ideas, just like tree seeds, need time to grow and develop through encouragement from people who care for the well-being of the overall forest. This is where empathy comes in. To encourage others to feel safe sharing their thoughts, even if they are not fully formed.
So the real question becomes, how can we build connections and safety in a digital environment? How can we build empathy for the ideas of others?
How to create a digital sidebar:
Organizations must emulate the safety of the sidebar conversation. This means providing time for people to bounce ideas off one another outside of meetings, encourage new ones and engage in face-to-face discussions without a plan.
And what better place than during office hours? Yes…office hours have a whole new meaning! Office hours can create a dialogue between staff and their peers. This is where brainstorming ideas, the sidetracking into something completely different or even uncomfortable, happens. And this is where new ideas are born! In the digital office hours landscape, schedule time on your calendar labeled “office hours.” The time signals to others that you are free for random phone calls, video conferencing, or other virtual distractions.
Create guidelines for your group that encourage the atmosphere of the sidebar conversation.
Create an office hours badge on your avatar or social profile to signal others when you are available
Make it OK to schedule blocks of time on someone’s calendar so they can be interrupted during random times
Leave yourself open for random virtual sidebars that could turn into something amazing
The digital golf course
Since virtual teams are becoming more common, what does that mean for business relationships? There is no digital golf course. The golf course used to be where deals were made. Not the board room.
In the digital age, it is time to re-think the importance of the sidebar conversation. We must fight for digital interactions, even if it comes down to scheduling it on our calendars just to have a relaxed chat with team members. Without that socializing and non-business conversation, we will lose something in the personal dynamics of business. If we remove that part of human behavior, we all lose, regardless of what our social media friends say. (And social media friends are not the same as your organizational ones.)
This is where empathy can come into play. The idea of empathy isn’t just about putting yourself in someone else’s shoes…it’s also understanding what we lose without those sidebars and how our relationships suffer because of it.
Having the ability to digitally collaborate could be the ‘it’ factor that drives your organization into the future, but only if you engage in conversations that matter. So let the digital age take us back to the basics of relationship building. Schedule time on your calendar that allows for random sidebars with your peers just like you would on the golf course.
We all need to find ways to make our lives more meaningful and fulfilling. And sometimes, that requires stepping out of your comfort zone or trying something new. Enter the digital sidebar. It provides a space for people who share common interests or goals to talk about their ideas without fear of judgment while also getting some advice from others on potential pitfalls they may encounter along the way. This type of dialogue can help us see things differently–and provide motivation when we don’t think there’s any left inside ourselves. It may seem like an odd thing to do. But, building time in your calendar in which you encourage interruption may be the very thing that sets you apart from other managers.
You know that feeling you get when you’re at the bottom of a canyon, looking up? You can’t see anything but the sky. And it’s so quiet all around you. The only sound is your breathing and maybe some water dripping from rocks in the distance. It’s like nothing else exists because there are no other people or buildings to remind you this world isn’t yours alone. Suddenly, it feels like anything is possible – which sounds ridiculous considering how many things are stopping us from doing what we want with our lives every day. But that feeling doesn’t lie – grit breaks through barriers by sheer force of will.
Ok, maybe you’re not a rock climber, but you can relate to the symbolic context here. Because in the real world, there are barriers. There’s always something stopping us from doing what we want with our lives. Except for this time, it’s not water dripping down a rock face but real-life responsibilities like mortgages or car payments. Maybe it’s disappointment or the loss of a loved one. The point is, something is standing between where we are and where we want to be.
So, how do we get to where we want to be? The answer: grit.
Grit is a hot word in the business and leadership world. It’s a new buzzword. We want to know, what is grit, and how do we get it?
What is Grit?
Grit is defined as perseverance and passion for long-term goals. It’s the ability to overcome challenges while staying focused on success. Grit can be considered determination or courage in an objective, especially compared to IQ or talent. Some studies have found that grit is a stronger predictor of success than other factors, such as social intelligence or IQ. One study showed that students with determination and focus were more likely to earn higher grades in school. Other studies have shown that people passionate about their interests and willing to work hard to achieve them tend to do better in life.
The Gritty Formula
Is the formula for grit really that simple? Determination plus focus equal grit?
Grit is a hard thing to quantify, making it very important in the world of mental toughness.
It all starts with passion. If you’re not passionate about what you’re doing, then you won’t have the drive required to succeed.
But passion alone isn’t enough to succeed.
You need discipline, focus, and determination if you want to turn your passion into reality. And it’s these attributes that combine together to form grit. When someone is gritty, they are determined not to give up until the goal has been realized. Their determination is on their goals, and their discipline means that they will work diligently to achieve those goals. In other words, grit is the stick-with-it-ness that you need to succeed.
Now that we know what grit is let’s look at how to get it.
How to get Grit?
We saw previously that grit is a function of determination plus focus. Determination is a function of passion. So, the first thing we need to do is become passionate about something. But, this isn’t always easy because many factors influence passion. It is essential to recognize that everything requires effort and energy. For example, if you want to be passionate about reading novels, you need to make an effort to do it every day. Of course, this may not always be possible because of external factors. Sometimes you might be too tired. Sometimes you may not have time because of other activities like school and work. It is essential to prioritize these things and make an effort every day; otherwise, your determination will falter. People who lack passion also lack determination. Once your passion fades, your goal accomplishment rate drops.
The formula for passion is simple. Think about it every day. Never get tired of thinking about it. When you are not thinking about it, remember to do so. Keep doing it every day. That’s what passion is all about. It’s a straightforward concept, but many people don’t find the time in their busy schedules to think passionately even though they want that in life. Passion Comes from familiarity and expertise.
What is focus?
The second part of grit is a focus. Not regular focus, but an extreme focus. Most of the time, you will find yourself focusing on a specific skill to improve. Still, sometimes it’s just knowing what target to focus on is the most important. This is where focusing on the actual process becomes essential. Like most remarkable achievements, the real accomplishment rests in the journey that got us there. Don’t get caught up in the destination, the final product, or the goal. Get lost along the way in what you can learn and how far you’ve come. This is when the magic happens.
Be determined to hit your goals. Focus on the process to get yourself there. Be prepared to do whatever it takes. Success requires hard work and sacrifices. Take pride in your career. Bring your best every day. Enjoy the journey. One way to focus on your journey is to look to where you want to end up. Work backward to set goals from the end product. Be focused on each small task along the way. Let’s be honest. No one wants to struggle. No one wants to work hard and get little in return. No one wakes up excited for the next challenge or opportunity to make you feel like you can’t breathe.
Grit and success.
In a recent study, a research team at the University of Pennsylvania analyzed data from a large sample of university students and found that grit was the best predictor of academic performance. In another recent study led by Duckworth herself, researchers tracked 875 teenagers for two years. They found that those who possessed a combination of self-control and grit were less likely to exhibit problem behaviors than their less gritty peers—and more likely to succeed in life.
Grit is challenging. Being gritty means accepting new challenges and finding ways to master them. Grit is not a talent. It’s a lifestyle, and it can be learned. The people who tell you grit is something you’re born with are wrong. In fact, developing grit might just be the most important thing you can do to improve your life, both at work and beyond. A large body of research shows that people who stick with difficult things are more likely to succeed than those who don’t. A similar factor may also determine life satisfaction. As Churchill once said, “When you’re going through hell, keep going.”
It is essential to be passionate about your goals and not get tired of them. Passion comes from familiarity and expertise, so if you want more passion in your life, spend time every day thinking about it and doing what you love. Grit means accepting new challenges and finding ways to master them; grit can also come with a lifestyle that needs self-control or willpower. Acknowledging the struggle will lead to success in life at some point! Be gritty when faced with complex tasks because it’s worth the effort. Even when challenging, there are many benefits for being determined enough to see things through.
Whether you are struggling through a difficult period in your life or stuck in your passionless job, there’s something for everyone to learn from this post on grit! Sometimes, it is challenging to find motivation and joy in life sometimes–the best way to do so is by working towards a goal.
As I was sitting in the office of another department head, I started noticing things on the walls. The walls weren’t filled with the ‘I love me’ certificates or notes of achievement that is come to be expected in an office setting. His walls and bookcases were filled with what seemed to be a random assortment of items. There was a stufffed cat, a picture of a donkey, a replica WWE championship belt and various photos that were somewhat embarrassing for the leader to have on display.
I started asking about all of the clutter, the seemingly off placement of items. What began as a conversation about culture and productivity.
He had created a culture in which the employees honestly felt as they were a family. The office was less of a shrine to himself and more of a display of inside jokes and memories of great times. Everything in the office, even the weird stuffed cat, had a meaning to someone or a group of people within the group. The stories that were told along with each item made it clear to me why his department when performing at such a high level of efficiency.
There was a large amount of trust built into the workgroup. There were a vast amount of memories made into each random item and with it an emotional connection to the workgroup.
As the trust and inside jokes increased, so did the productivity. The employees felt safe and welcomed. Simply creating an environment in which the people were the value had effectively made the workgroup under his command stick out.
How do you create an environment and atmosphere that makes people stay safe? Value others and embrace their personalities. Their and your careers depend upon it.
I share this from a conversation I had with a young professional employee. A few weeks ago I wrote about the importance of understanding the perspective from which the person you are trying to communicate with is internalizing your message. A few days after publishing that, I was contacted by a subscriber whom shared with me an excerpt from a conversation they had with a co-worker.
In the story, their coworker was complaining about ‘millennials’ and their lack of work ethic. The coworker went on to degrade the generation for not being as committed to the organization as generations in the past as well as highlighting a few other stereotypes about ‘millennials.’
Politely, the younger worker, who is 29, replied with; “I’m a millennial, do you think I exhibit these characteristics?”
The coworker simply stated, you’re too old to be a millennial and continued down the path of complaining and stereotyping.
As the conclusion of this conversation, the young employee pointed out things from their perspective:
“It’s not our fault that the baby boomers pushed us all to go into college. It’s not our fault that we were told the only way to be successful was to become a white-collar professional. We have simply been over-educated to the point to where nobody wants to get their hands dirty because we have been told since adolescents that success comes from being in an office setting.”
From a perspective stance, I find this thought-provoking. There are many ways to utilize those few sentences in the workforce to lead, motivate, and inspire other people. The first step in doing so is to fully understand. Understand where your coworkers and employees may be coming from. To know how they are internalizing things and to act accordingly.
What perspective are you using as a leader? Many times, we view the world through the lens of our experiences and we automatically assume other people see the world in the same manner as ourselves. The reality is, that could not be further from the truth.
When we deal with others, we must be certain that we make a strong effort to view the world as they see it. In an attempt to communicate a thought or an idea, we must understand how the other person receives and processes information.
We have all seen the co-worker or employee that has a struggle in their personal life bleed over into the workplace. It is a natural thing that, as much as we try not to, still occurs with regularity. As a leader, do you view how they are processing information or do you address performance deficiencies without thought?
If a person is struggling in their marriage and is beginning to have issues at work, could a simple conversation, if not handled appropriately, lead to the employee feeling as though they are being rejected in the workplace as well as at home? Simply taking the time to analyze what is going on with an employee, and understanding them to the best of your abilities can have a significant impact on employee morale as well as productivity.
While this is one example, it can be replaced with many. Is the employee in the middle of a life change, baby on the way, a new house being built, newly promoted? The list goes on.
Bottom line, as a leader, it is your responsibility to analyze the employee’s perspective and how they will interpret information presented. It is then your duty to treat your people accordingly.
As a leader, you likely have some formal role or authority over a person or group of people within your work environment. As such, do you recognize when you are stifling their innovation?
Leaders must take into account the knowledge, skills, and abilities of their subordinates in their daily routines. While having a hand in the development of employees is an essential task of a leader. It can, however, stifle innovation within the organization. Take for example an employee who is performing at or above an acceptable level of performance. Continued intervention within the employee’s progress can stifle their growth. Simply put, at some point, we, as organizational leaders, must stop guiding and directing in such proximity. We must have the self-awareness to take a step back and allow our people to flourish.
Additionally, leaders must be so engaged as to observe a developmental struggle unfold and take action accordingly. If the employee is beginning to fail, intervention is necessary. Failing to intervene and offer guidance before failure can disrupt an employees confidence. As confidence is directly related to commitment, as confidence diminishes, as do commitment levels.
Sometimes, relinquishing control may seem hard to do. Taking a step back and allowing your people to grow in their way can breathe new life into your organization. Additionally, there are indirect consequences including increased buy-in from employees as they feel they have a say in the overall vision of the organization. Other benefits include increased commitment levels to the organization, opened lines of communication and one of the most important things, a succession plan.
We have all seen the leader who seems to be checked out. Seemingly aloof and uninterested in anything from the organizational level. The leader who is possibly distracted by outside superfluities of modern life; television shows, sports, personal issues, etc. Conversely, we have seen the exact opposite. We have seen the leader that seems to know a bit about everything. They are in tune with the organization and have a healthy balance between ‘being in the know’ and knowing what and when to act on accordingly. The age-old question of higher level management is; “How do you get supervisors engaged?“ At the root of disengagement are several factors. Perhaps the supervisor is experiencing a personal stressor such as divorce, death in the family, financial strain. The list goes on. Possibly they are experiencing burnout symptoms. For the sake of this article, let’s focus on one of the most common explanations. The supervisor is either new as a supervisor or even have been supervising others for years but, never made the change mentally into supervision. Being a supervisor and leader requires a shift in mindset from doing to getting others to do. Becoming a leader also requires the ability to think more broad scope than what a front line employee is used to doing. To think more globally, answering for others, looking at organizational consequences and being an invested party to the company is sometimes a hard thing to teach. To teach engagement, a leader nearly needs to force the role of the supervisor. Below are three keys to getting engagement: 1 – Ask questions. Ask frequently and in-depth. In the beginning stages of developing other leaders, there is a lot of leg work and extra effort you, as the organizational leader must put in. Ensuring that items are being followed-up on and asking what the follow-through plan is an essential step in creating engagement. The idea is to get the person used to being asked a follow-up and continuing plan questions that they automatically have them in their head as their day is unfolding. As the leader begins to predict your questioning, you can start to decrease the frequency in which you ask questions. 2 – Create interaction opportunities. Find reasons for you and the new leader to interact. This can be weekly briefings over coffee to see what news they have to bring or even a daily staff meeting. Again, you are opening a line of communication. An opportunity for you to ask questions as well as them to sell their people and ideas to you. 3 – Give ownership. As often as you can, let the world see their thoughts. Let them be the owner of a solution. You are building their confidence. When an employee is confident, they will often take the proverbial ball and run with it. Let them be the leader that they need to be by empowering them at every step of the way.
Having what it takes to be in a leadership position is more than just being able to manage resources. Being a leader involves being there for people. Sometimes, being the leader that is there for people, also means having to have tough talks. Tough talks are, at times, essential to help other people grow and develop in their personal or professional development.
The most uncomfortable moments of your career will yield the most growth of those you share those moments. The tough talks you experience, if done correctly, can set a person up for a reflective look at their performance as well as the direction they are heading. Below are some tips to make the most out of an awkward conversation.
1 – Start with a goal in mind. When you start to have your tough talk; know where you are heading with it especially if you are addressing a performance issue. Failure to do so on your part will make it look as if you are merely attacking a person. Remember, offer solutions, not just bring up problems.
2 – Be specific with examples. It is a very frustrating thing to endure a conversation in which someone is being critical of your work, actions, or thought process but has no specific example of how you portray the deficiencies they are mentioning. If you critique someone as having a generally poor work performance, be sure to cite what makes the work product substandard.
3 – Address the issues promptly. If you recognize an issue developing, do not let it fester. Address it quickly, do not allow it to become either acceptable performance or a bad habit. Additionally, if you are meeting with someone to discuss an issue, jump right in. Don’t sit around and circle the issue while making small talk. Chances are, the person may already know something is up, killing time adds to their anxiety.
4 – Point out good deeds. There must be a building phase in addition to reprimanding. Surely each member of your team has some good quality about them. Either work-related or not, there is something about that individual that got them the job. Find that quality and build upon it.
5 – Develop a plan. As a leader, it is unacceptable for you to identify performance issues, discuss them, and dismiss the employee back to their normal routine. To grow, you must develop the plan of action for them. You likely have the experience or resources to help each employee be successful. Garner input from the person having the issue and make sure there is a plan in place to rectify any problem presented before the end of the meeting.
By looking at these five tips before having a ‘tough talk’ with a member of your team, you can maximize your chances for success after the meeting. Remember, as a leader, you win with people. Please don’t allow them to fail and the organization will thrive.
An often overlooked tactic to build trust within a team is the art of advocacy. No, not advocating for a cause, instead advocating for people. Specifically, people who are not present when you are promoting for them.
We all know that humans are social creatures. As such, they tend to share various tidbits of information. As a leader, use this to your advantage. If you are trying to build a team, make it on the accomplishments and personalities of the team.
I can think back to when I took over a new facility. I knew that my employees would probably have some relationship with different work units outside of my scope of control. As such, I knew the quickest way for me to get buy-in with a new group of employees was to brag about them to other workgroups simply. I hedged a bet that if I continued to speak positively about the workgroup outside of their immediate social circle that eventually, they would hear of how their leader spoke about them in public.
I took advantage of learning specific positive traits of as many of my people as I could. Every chance I got, I brought them up to people. Completely unsolicited. Eventually, word got back to them that their leader believed in them. With the comfort of knowing they had the support of the formal leader, they became much more innovative and more committed to the work we were trying to accomplish.
As a leader, advocate for your people. Show others you value them. Believe in them so that they can believe in themselves.
It’s the new generation that is challenging employers to find new ways to lead. These are not the millennials we have heard so much about. These are the next generation of employees. How you interact and guide them will undoubtedly have a profound impact on your organization.
In an open group, I sat down with members from Generation Z and picked their brains about what they see in the workplace. Admittedly, I found that some of my own tactics were missing the mark. I was treating them as if they were Millennials. Quickly, I realized they were something much more than that and I could not be more optimistic of the future.
One of the biggest takeaways from meeting with members of Generation Z was that I learned just how independent they are. They are almost polar opposites of the Millennials in this regard. Millennials were the generation that wanted to do only what was asked and nothing more. They wanted bean bag chairs and safe spaces to hang out. They wanted work to fill the void of the social connections they were missing as social media exploded around them.
Generation Z’ers on the other hand want to work independently and show the world what they are capable of. They want face to face contact and frequent feedback to ensure their decisions are being made satisfactorily. They prefer working on separate projects that fit into a bigger system. A collaborative effort of individuals.
One of the biggest gripes that Gen Z’ers had was how they were perceived by their employers. The group strongly felt that in communicating with their superiors via text/e-mail they were dismissed as being young or not having value. Part of the reason they stated that they valued the face to face contact of others was because they felt they offered more to the organization than they were being given credit for. An E-mail is easily deleted but a face to face conversation created a dialogue. It created the sharing of ideas and the Gen Z’ers are full of great ideas.
To put it in their words; “Millennials were too worried about which bathroom a person should use based upon their self-identified gender. Meanwhile, we were trying to figure out how to make the bathroom more sustainable for future generations by trying to develop water-conserving bathrooms.”
If we want our organizations to be successful, we must first learn the differences in the generations and lead them accordingly. The Gen Z’ers are full of incredible ideas and should be empowered to act. Meet frequently, keep it short. With an 8-second attention span the information needs to be to the point and genuine.
With acknowledgement of their value as a generation, we can be successful in leading, guiding, and inspiring the future leaders.
It all started when I noticed that an employee was in her supervisors office for far too long. Like many things in leadership, questions must be asked.
Why was she in the office for two hours, discussing a seemingly minor performance issue? She had made a minor clerical error that had been committed by numerous employees over the years. A learning mistake, not a mistake of incompetence.
Her direct supervisor was taking a coaching/mentorship role while explaining the issue to her. His heart was in the right place by taking a good employee and trying to further her knowledge. Unfortunately, a good intention with a bad execution is still a negative outcome.
When she walked out of the office, she looked defeated. I could see it on her face, low morale at its finest. She had just endured a 2-hour lecture about a small clerical error that was unintentionally made. Sure, it needed to be addressed, but how?
I watched this same interaction with two other supervisors and their subordinates. I was witnessing an outdated model of addressing performance issues with employees.
Enter, the three sentence rule.
Generation Z has been well researched to show that they prefer face-to-face contact with their supervisors. The research further shows that the generation that grew up with twitter, likes to keep that interaction brief. In line with asking questions in reflective leadership, how many sentences does it take to address an issue?
State what is wrong. 2. Explain how to fix it. 3. Ask if any clarification is needed.
This brief model of addressing problems may seem impersonal but if done correctly, directly speaks to what Generation Z values most; being genuine. Gone are the days of over-explaining things. The next generation is highly educated and has a strong capacity for being quick learners. Keep it brief, provide frequent feedback and above all else, be honest.
When we think of Leadership, we often think of the boss. The one in charge. We relate everything from the perspective of some person who has been instilled a formal role of authority. In a lot of cases, that is correct. What do we do then when that isn’t the case?
When things go wrong, who do we look toward? In most leadership classes I’ve been in, the finger points to the ultimate head of the workgroup. They are expected to take all of the responsibility. Conversely, when things go right, they are expected to take none of the credit. These are basic leadership lessons taught time and time again.
Pointing fingers up works in a top-down leadership environment (think military); the person in charge is supposed to know every little thing that goes on. Further, they are responsible for every thing that happens.
What if we changed that perspective? What if everyone was a leader? What would we do then?
When we think it is easy to pass the mistakes up the chain, it creates a culture of non-compliance. In order for the organization to succeed, each person must own their part of it. If everyone cared for the organization as if their own name were on the side of the building, how much better would your workgroup run?
Do you expect your employees to ‘own it’? At the heart of success is an idea of ownership. It is not enough to pass it on to the next person and simply say; “not my problem.”
As a leader, do you encourage people to own it? In order for people to feel that they have ownership in something, they must feel a sense of control and accomplishment for it.
Simple ways to encourage ownership are:
1 – Give choices instead of mandates.
2 – Ask for input in decision making.
3 – Share information as frequently as possible.
When we share information and include our teams in the decision making process, it not only empowers our people but also develops them. When we empower and develop them, we create a culture. The culture we create is one that is based upon everyone thinking at the next level up.
We create ownership. The process becomes more important than the product. Successful teams are able to gather ideas from each member, rather than have ideas dictated from one person down.
As a leader, communication is paramount to the success of your ability to lead, motivate, and inspire. Merriam Webster Dictionary defines Communication – as a process by which information is exchanged between individuals through a common system of symbols, signs, or behavior. Are you communicating with your employees, do you assume someone is doing that for you, or worse do you assume they will just figure it out? Depending on where you are in your organization, are you sure you are clearly communicating the vision and mission of your organization. Do your employees and subordinates know what you stand for and where your passion comes from? At the lowest level, do your subordinates know what your expectations are and the performance benchmarks they must meet?
These are all questions that if you have not asked yourself as a leader, you are not only failing yourself, more importantly you are failing those who work for you. You must take a look at how you are communicating not only verbally, but also through written communication. Emails, texts, directives, memos, procedures and policies can be confusing. Clear, effective, and efficient communication is paramount to your ability to lead others to their full potential. This will help you achieve your organization’s goals and objectives while assisting you in being successful as a leader.