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3 Important Things to Contemplate During These Uncertain Times

Whether you wanted it or not, you’ve likely had a lot more free time as of late. 

Photo by Christopher Sardegna on Unsplash

As COVID-19 continues to keep America — and most of the world — in lockdown, we’ve given up our nights out, our trips to the movies, and, for many of us, our standard work schedule. The new surplus of time allotted to us can lead to boredom and binge-watching, yes, but it can also be a beneficial period for productivity: finishing up old projects, exploring new hobbies, identifying new options for our careers or our education. 

In particular, though, this new surplus of time allows us to do something that we may be a bit too busy to do during our (normally) hectic schedules: contemplation.

Before the current pandemic, how often did you take half an hour to just think about things? How often did you reflect on changes to your lifestyle? New experiences? New dynamics in your life or in the wider world around you? Generally speaking, it’s difficult if not impossible for many of us to fit this time into our day-to-day routine. 

Contemplation and reflection, however, can be immensely valuable. They can yield deeper insights about ourselves, about our view of the world and its inhabitants, that will last us long after the pandemic comes to pass.

Below are three topics to consider for contemplation in these uncertain and unprecedented times. Find a quiet place, bring a pen and notebook if you’d like, and give yourself a little bit of time for deep thought.

Contemplate time itself and how you prioritize it: Before the pandemic, there were probably a lot of things you put off because they took too much time. Calling your parents or loved ones, planning recipes for the week, doing some stretches or light bodyweight exercises — when your day-to-day schedule is packed, making time for these small tasks can seem like an insurmountable challenge. 

But, given the surplus of time available to many of us in the pandemic age, perhaps you’ve been better about getting some of those tasks done. Perhaps you’ve discovered that those tasks often take, at most, 20 minutes, and that some tasks (such as recipe planning) may save you even more time later on. Think about how long 20 minutes is, really. How often do we spend 20 minutes (or more) scrolling through our phones, killing time with memes or social media posts?

Use this current surplus of time to reevaluate time itself, how you prioritize and allocate it. Take a mental inventory of the tasks you tend to avoid, and be honest with yourself about how much time they really take. Is it realistic to integrate those tasks into your day-to-day life once your normal schedule ramps back up? What would you stand to gain with that integration? Optimization of your habits? Less stress? Improved mental and/or physical health? All things to consider.

Contemplate your presence and intentionality with others: To use a cliché, you don’t know what you have until it’s gone. This can obviously apply to a lot of things given our current situation, but it applies most aptly, I believe, to our friends and the time we spend with others. 

Think back on your pre-pandemic outings. How “present” were you during those outings? Were you engaged in the conversation at hand, revelling in the opportunity you had to hang out with your closest friends, colleagues, or family members? Or did you sit and scroll intermittently through your phone, sipping your drink of choice while being thankful that, at the very least, this engagement got you out of the house for a while?

If the latter sounds familiar, there’s no need to feel regret. Trust me — I think we’ve all been there at one point or another. But as we sit in our respective homes each weekend, longing to be out with friends (or, at least, longing to interact with them beyond the limitations of a Zoom room) think about what you can do better in the post-pandemic age. 

Consider the value in being more intentional when you’re making plans with others. Could your social life benefit from more imagination, more effort, more trust and openness on your behalf? Likewise, contemplate your ability to be fully present for future social engagements. How can you better approach the times spent with friends, colleagues, or family members to make them more memorable, more meaningful for you and everyone else involved?

Contemplate your capacity for empathy: Now, more than ever, the concept of “sonder” is something to consider.

Sonder — the realization that all people have deeply complex, difficult lives despite our being unaware of it — is an important thing to understand if one is attempting to build empathy. In the wake of the current pandemic, a time when almost everyone is experiencing some form of hardship, sonder is absolutely critical if we are to support each other and foster a harmonious transition into the post-pandemic period.

Consider the “essential workers”: the nurses, the doctors, the police, but also the grocery stockers, the restaurant employees, and the sanitation workers. How well are you able to recognize and empathize with the heightened stakes they now face? How well will you empathize with the plights they face even after the pandemic passes?

Likewise, consider those facing unemployment or reduced hours. Consider those who have to balance a full-time job while also being babysitters and homeschool teachers. Consider those who may appear fine on the outside, but who are battling overwhelming stress, anxiety, and uncertainty internally. Know that your hardships are valid, and so are the hardships of everybody else.

Reflect on the hardships we’re all facing right now. Use these reflections to foster empathy, kindness, and respect towards all those you meet and towards all those you interact with going forward.

…

If you make the time for it, contemplation can help you have a better understanding of yourself and your overall view of the world. 

Next time you have 30 minutes to spare, take some time for reflection. Think about your perception of time, how you prioritize and allocate it. Think about improvements you can make during your social interactions to make them more memorable, meaningful experiences. Think not only about the struggles you’re currently facing as a result of the pandemic, but also about the great struggles we’re all facing.

Regular, earnest contemplation can guide you down a path to greater personal insights, greater empathy, and greater connections to you friends, colleagues, and loved ones. Try to make a habit out of it — what else do you have to do?

Zach Morgan is a digital marketer, writer, and editor living in Southern California.

 1 Comment

 Posted on May 6, 2020 by

 Change, Goal Setting, Learning, Motivation, Purpose, Success

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Strong Winds Make Strong Trees – 3 Ways to Develop Resilient Team Members

My little tree growing strong without the help of a stake.

A few years ago, my father-in-law passed away after a prolonged battle with cancer. My wife decided that she wanted to plant a tree in our backyard as a way for us to remember the good memories of his life. Watching a young sapling grow into a healthy and strong tree evokes positive emotions and a sense of well-being. Focusing on the growth of new life is cathartic and healing for the soul.

When we purchased the tree from the nursery, it was staked to a large wooden pole to help it stand upright. That’s a common practice with young trees. Sometimes they need additional support along the trunk of the tree while they establish a strong network of roots. I had every intention of removing the stake after the tree became rooted where it was planted, but…life happened, I got busy with other priorities, and before I knew it, two years had passed by and I had forgotten to remove the stake. As I researched this topic, I learned that a tree needs to bend and sway in the wind for it to develop a strong trunk and root system. The wind forces the tree to entrench itself further into the earth to withstand the forces of nature. Leaving a tree staked too long can weaken it and prevent it from reaching its full potential. Strong winds make strong trees.

The same principle is true in our personal and professional lives. Experiencing the strong winds of life makes us strong and resilient…if we choose the path of growth. The strong winds can also break us and stunt our growth if we stake ourselves to people, places, or things that provide a false sense of support and stability.

In the workplace, leaders can unwittingly shield their team members from strong winds. We can engage in behaviors that appear to be helping or protecting our people, but are preventing them from becoming resilient and strong contributors. Here are three strategies we can pursue to develop resilience in our team members:

  1. Facilitate problem solving—Developing resilient team members includes teaching them how to solve their own problems. This can be one of the hardest challenges for leaders because most of us have risen to our positions by being great problem-solvers. However, that very strength can be a weakness when it comes to developing resilient team members. Resist the urge to rescue team members by providing them the answers to their problems. Instead, rely on asking questions to lead people through the process of solving their own problems. Ask them to define the problem in one sentence. Help them brainstorm options of addressing the problem. Ask them to list the pros and cons of their various courses of actions. Initially it takes an investment of time to help people develop their competence in solving problems, but it saves you time down the road from having to be the answer-man and it results in having stronger, more resilient team members.
  2. Let them make decisions—In order to do this successfully, a leader needs to diagnose the competence and commitment of the team member on the specific goal or task in question. The leader needs to know if the team member is a learner or doer. If the person is a learner, then the leader must take the lead in making decisions. It would be irresponsible to have a team member decide about something she doesn’t know. In that case, it’s the leader’s job to develop the team member’s competence so she can make her own decisions in the future. If the person is a doer, then the leader needs to let the team member make her own decision and experience the positive or negative consequences. Micro-managing, questioning decisions, or removing decision-making authority from a team member squashes her self-confidence and stunts her growth.
  3. Don’t overreact—A tree needs to sway in the wind to develop strength. For a human muscle to grow in strength, it needs to experience micro tears in the muscle fibers from stretching and contracting in opposition to a force. To become resilient, people need to fail. A leader’s job is to find purpose, growth, and learning in the failure. When a team member fails, the leader should not overreact, criticize, or blame the person for failing. The leader should facilitate learning by asking questions like What did you set out to do?, What actually happened?, What did you learn?, and What will you do differently next time?

Back to my tree…I removed the stake and have been closely monitoring the tree as it has weathered some recent stormy weather. I’ve noticed the width of the trunk expanding as the tree has learned to rely on its own strength rather than the help of the wooden stake. I had to trim some branches back, so the tree isn’t so top-heavy and to give the trunk and roots time to catch-up in their growth. I’m confident the tree is going to continue to thrive for years to come. 

Strong winds make strong trees. Let’s not deny our team members the opportunity to experience their own challenges and the growth it affords.

 8 Comments

 Posted on May 26, 2019 by

 Leadership, Learning, Management, Performance Management, Problem Solving, Relationships

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Who Do You Choose To Be In 2018? 6 Areas to Examine

Here we are, one week into the new year. Many people are emerging from their holiday cocoons to re-engage with the real world, now that it’s time to head back to work, school, and the routine of life. But before you hop back on that hamster wheel, why not take some time to consider who you want to be in 2018?

I recently read an article by Margaret Wheatley, published in the Summer 2017 issue of Leader to Leader Magazine, in which she poses several insightful questions to help us think about how we want to influence others through our leadership. We live in a crazy and chaotic world that only seems to grow more so by the day. It’s hard not to become pessimistic about the state of our world and our ability to create positive change. However, the one area we have the most control over is our own sphere of influence. We can choose the kind of leaders we want to be. We can choose how we want to show up each day. We can choose how we treat people under our care. But first, we have to be clear on the kind of leaders we want to be. Use these questions to think about the kind of leader you want to be in 2018:

Quality of Relationships: How are you relating to those around you? Is trust increasing or decreasing? Are you investing more or less time in developing strong relationships? Are people more or less self-protective and what can you do to increase a sense of safety in your group? Are you willing to go the extra mile or not? What is the evidence for your answers?

Fear versus Love: Examine your relationships and see if there are patterns that illustrate the growth of fear or love. In your leadership, what role does fear play? Are you using fear as a lever to ensure compliance? Do you believe there is a place for love in leadership? Would the people in your sphere of influence say you lead with love or fear?

Quality of Thinking: How difficult is it to find time to think, personally and with others? Do you consider “busyness” a badge of honor (it isn’t!)? Are you in control of your calendar or does your calendar control you? How would you assess the level of learning in your organization? Are you applying what you’ve learned? Is long-term thinking still happening in conversations, decision-making, or planning?

Willingness to Contribute: What invitations to contribute have you extended and why? How have people responded? Ongoing, what are your expectations for people being willing to step forward? Are those higher or lower than a few years ago?

The Role of Money: How big an influence, as a percentage of other criteria, do financial issues have on decisions? Has money become a motivator for you? For staff? Has selfishness replaced service? What’s your evidence?

Crisis Management: What do you do when something goes wrong? Do leaders retreat or gather people together? How well do you communicate during crises? Are you prone to share information or withhold it? Do you use challenges as an opportunity to build trust and resilience? Are your values evident in the decisions you make in the heat of the moment?

Margaret and I share the same view that leadership is a noble calling. Leaders are entrusted to care for those under their charge and to help them develop to their full potential. We can’t fulfill that noble purpose if our head is constantly down and our eyes focused just on today’s to-do list. We need to lift our eyes up, gaze into the future, and thoughtfully consider how we want to grow as leaders. These categories of questions offer an excellent starting point for somber introspection. So before you rush off into 2018, getting busy with all of your plans and goals, pause for a bit to consider who you actually want to be in the year ahead.

Here’s to a great 2018!

 5 Comments

 Posted on January 7, 2018 by

 Career Growth, Leadership, Learning, Relationships, Success

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2 Key Steps Self Leaders Take In Moving From College To Career

Since graduation, I’m finding post-college life to be a bit lonely … a bit scary too. After walking across the big stage and grabbing my degree in early June, I returned, jobless, to my home in San Diego to seek a meaningful career. Graduation was the last big “milestone,” the last item to check off my pre-adulthood list. Now I’ve been turned loose to blaze my own path, and I’m finding the job market to be ruthless and the competition fierce. After so many dead ends and rejected applications, it’s quite easy to feel lost or discouraged.    

In transitional times like these, when bosses, teachers, and other sources of mentorship are in short supply, younger people should consider looking inward — they should consider self leadership. Self leadership is when an individual takes it upon themselves to find the motivation, knowledge, skills, and help they need to thrive personally and professionally. To do that, a self leader must be proactive. They must strive to create change instead of responding to it.

I want to talk about proactivity in two contexts: its presence in one’s personal life, and its importance for those who are reluctant to seek help. I’ve struggled in both areas, but I’ve learned and grown because of it. I’d like to share my experiences with you here.

A semblance of structure goes a long way.

When I was in school, I always had responsibilities to attend to, like class or one of my two campus jobs. They kept me productive and gave me a little bit of predictability. Once I graduated and went back home, I had no class. I had no campus jobs. There was no particular reason to wake up early in the morning; I was free to do anything, free to allocate my time however I chose. It seemed nice on the surface, but I could see the long-term danger it presented.

Settling into a routine is often looked down upon because it precedes one’s fall into the ever-treacherous “rut.” But living without anything to define your day can erode your motivation, opportunities, and potential. Preventing this erosion doesn’t require a militaristic regimen, though. You just have to be proactive and set some sort of structure. In the month since I’ve graduated, I’ve made an effort to get up each morning before 9:00 a.m. and workout (usually an hour spent lifting weights, doing some cardio, or working on my jump shot). Physical activity clears the mind of morning blurriness. It relieves stress and leaves you ready to learn.

After exercise and following breakfast, I’ll put aside five or so hours to do something productive: job apps, LinkedIn/resume updates, or writing articles like this one. It is often painfully boring, specifically the career-related stuff. You can only change up resumes so many times, and bragging about yourself in each iteration of a cover letter can make you feel phony. But when I envision the future I want — good money, fulfillment through my craft, health — I realize five hours a day isn’t the worst thing in the world. I commit myself to those five hours as if it were my career.    

Self leaders don’t sit in front of the TV all day. They are proactive about doing what is required to succeed, and success often requires things that are boring, tedious, or difficult. It’s up to the self leader to push themselves through the gauntlet. Value must be found in positive visions of the future and in the work that forms that future.     

Asking for help is not admitting failure.

Sometimes, success means soliciting assistance, feedback, and support from others. This can be difficult for those who take particular pride in their perceived talents. I was (and to a certain extent, still am) one of those people. Asking others for help seemed like a desperate act to me. I mean, if I was really worth my salt as a writer, editor, or “young professional,” I could do it all alone. Survival of the fittest, right? Getting a job, getting my work published, improving my craft … that was all on me, and I didn’t think there was much else others could provide. I was confident in my ability to learn, adapt, and improve, and that was good from a self leadership standpoint. But this overconfidence also blinded me to the fact that I’m not all that — not the best writer, not the smartest, not the most qualified … and not the most mature either. I thought others would hold me back, but they were actually what would propel me forward.

This realization came at a time of creative frustration. Graduation was near and I was exhausted. Barren of ideas and of any confidence in my ability, I questioned — for the millionth time — whether I had it in me to do any of this. Instead of wondering, I sought advice and feedback from friends. For the first time, I invited others into my editorial process. I gave them rough drafts of what I was working on, and they returned them with comments that were at times harsh. That hurt (a lot), but it humbled me and revealed errors in my work that I wouldn’t and couldn’t have noticed before.

The job search functions in a similar way. I’ve learned that established professionals are willing to help if you ask, but you have to ask. Very rarely will recruiters or higher-ups come to you out of the blue. Getting help doesn’t mean you’re talentless. It isn’t a last resort. It shows that you value progress, and it shows that you’re adept at diagnosing and addressing your weaknesses. Making it on your own without help is admirable if you were forced into that situation, but it’s neither admirable nor noble to purposefully limit yourself. That’s the antithesis of self leadership: self sabotage.

…

Young or old, what role does proactivity play in your life? Are you doing something to work toward that future you want? It’s good to go with the flow when you can, but some things require a more active approach. Feel free to leave a comment with your thoughts, ideas, or feedback.

About Zach Morgan

Zach Morgan is a writer, editor, and recent grad living in San Diego, CA. He’s looking to use his talents to make an awesome company even better.

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 Posted on July 16, 2017 by

 Career Growth, Goal Setting, Leadership, Learning, Millennials, Motivation, Purpose, Success

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Leadership Development Carnival – June 2016

leadership_carnival logoIt’s my pleasure to host the June 2016 edition of the Leadership Development Carnival. This month’s collection of articles is a treasure trove of wisdom from many of the world’s premier leadership, management, and coaching thought leaders and practitioners. Enjoy!

Do Your Motivations Undermine Your Ability to Lead? by MarySchaefer — Certain leaders are disconnected from the motivations of the human beings who happen to be employees. Successful leaders are aware that when you make decisions that affect their lives, employees need to know you understand what keeps them engaged, or you risk compromising their trust.

The Power of Almost Perfect Practice by Jennifer V. Miller — Jennifer’s preteen daughter is learning to play the trumpet and that’s providing opportunity for how to encourage someone who’s learning a new skill. Read Jennifer’s thoughts on how to catch someone doing something (almost) right.

May The Force Be With You: An InPower Guide to Real Superpowers by Dana Theus — The reason media superheroes are so popular is because we all yearn to unlock our secret inner talents, the ones we instinctively know we have by virtue of being human. For most of us, navigating the trials and tribulations of a day at the office, a light saber seems like overkill. But the ability to steer someone’s thinking or read their true intent? Now that would come in handy!

Feel Unappreciated? Improve Your Working Relationships by Joel Garfinkle — I just don’t get it! I know I’m doing good work, but nobody seems to notice. I put in the hours, I bring in the clients, I get the job done. If you feel unappreciated, apply these three action steps to improve your working relationships.

How’s Cubicle Life Going for You? by Jim Taggart — In this post Jim looks at how the modern cubicle was initially created and its evolution in the ensuing years, noting the effects on people.

Bubbily Boo’ by Bill Treasurer — While on an epic vacation to Spain a few summers ago, Bill learned a valuable leadership lesson from his kids.It was the first time he realized that Dad Dad and Business Dad were two different people.

Tactical To-Dos for First-Time Leaders by Jon Mertz — Given the opportunity, how would you help someone prepare for their first leadership position? Jon Mertz shares five slices of advice to provide a solid foundation for anyone walking into a new leadership role.

Why You Need to Learn to Coach People by Mary Jo Asmus — There are lots of things that are called coaching, but aren’t. Real coaching uses a special type of two-way conversation that can help leaders to help others. This article describes what coaching isn’t and why it’s important for leaders to (really) coach others.

Give ‘Em Some Space (for Possibilities) by Julie Winkle Giuloni — There’s one  thing that best-in-class coaches do that frequently goes unnoticed to the casual observer. It’s invisible but perhaps the most invaluable contribution a coach can make: Exceptional coaches hold the space for possibilities.

The Problem With Motivating People by David M. Dye — A recent audience member asked David: When it comes to motivating people, are the carrot and stick dead? David suggests that they’re not dead, but they rarely get you what you want.

Deliver on the Promise of Servant Leadership by Chris Edmonds — Two friends – in completely different industries – were excited to join a vibrant boss & company. Within months the bubble burst – their great boss left due to values conflicts and worse. How can we help leaders serve others – not themselves? This post explains how.

3 Practices to Protect Your People from Toxic Stress and Burnout by Michael Stallard — Burnout is on the rise in healthcare and is taking its toll on healthcare workers. Michael Lee Stallard explains steps that leaders can take to protect their people from toxic stress and burnout.

Leading Employees Who Struggle with Self Doubt by Art Petty — The biggest barrier to remarkable achievements in our workplaces is not a lack of resources or a shortage of great ideas. Rather, it is a distinct shortage of a very personal attribute: self-confidence. This article offers six ideas to help you strengthen your support of these individuals on your team.

6 Tips for Becoming a Compelling Conversationalist by Willy Steiner — Willy shares why a good conversation is like playing catch and 6 things that a great conversationalist will do to make the dialogue good for both sides.

Make Communication Personal To Establish Greater Connection by Paul LaRue — With all a of our electronic communication – emails, texts, and even social media – we still have opportunities to connect and build personal engagement.

Talent Management Strategy Lessons Learned from T-Ball by Mary Ila Ward — If you have ever had a son or daughter play t-ball there is only one word that can describe it…chaos. In this guest post from Dave, Mary’s husband, he shares that a couple of weeks into the season he realized he would be utilizing many of the management skills he uses at work.

Managers and Musicians: Leading by Being Present by Marcella Bremer — Marcella says, “I attended a music workshop that helps leaders discover the ‘note you cannot hear’. What stood out for me is that action speaks louder than words, or better phrased: presence speaks louder than words.” Check out Marcella’s article to learn more.

Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Paula Kiger — This post is a review of the book by the same title. The book encourages leaders (as well as employees throughout all layers of corporate hierarchy) to recognize and nurture “the power of everybody.”

Acting Without Theory Often Results in Wasted Effort by John Hunter — If you don’t understand why you take action you will find yourself wasting effort. You must have a theory that you can test in order to test what is working and what changes actually lead to improvement and learning.

Turn Relentless Focus into Attentiveness by Jill Malleck — As leaders take on more responsibility they sometimes become adept at compartmentalizing to avoid distraction. This relentless focus may be seen by others as rigidity or disinterest. Here’s how to ensure an ability to focus remains a strength.

Developing Your Own Management Career Plan by Lexie Martin — Lexie says, “Proactively motivating and managing yourself, including your career development, is part of your responsibility as a manager.” This easy-to-follow guide provides simple steps to help you take control of your development, from identifying where you what to head as a leader to planning the actions you need to take to get there.

It’s Time to Take a Stand for a #TrueLeaderCreed by Jesse Lyn Stoner — Jesse’s post features the True Leader Creed, created by by Aspen Baker, Eileen McDargh, and Charlotte Ashlock as a vehicle to take a stand for positive leadership. Read the post and sign the creed!

Are You Giving The Right Message With Your Leadership? by Tanveer Naseer — When it comes to praise, it’s not just how often leaders give it, but also what kind. Discover how this difference can help to empower your employees.

Don’t Worry About Being Humble, Just Do It by Wally Bock — Humility is a virtue. You acquire it be acting humble. Here’s how to start.

Creativity’s Role in High-Performance Organizations by Neal Burgis — Being creative helps high-performance organizations stay ahead of the competition by doing things differently and they do it better. Most organizations don’t realize how to thrive, but here are some ways they can move forward.

Avoiding the Big Mistake New Leaders Make by Robyn McLeod — Robyn shares essential steps for avoiding the deadly traps organizations fall into when bringing in an external hire for a leadership role.

What to Do (and Not to Do!) to Get Your Presentation Off on the Right Foot by David Grossman — It’s not uncommon to hear leaders say they need to tell a joke to get the audience’s attention, but what many don’t know is it’s not a helpful strategy for the majority of us. It’s risky. Read on to get proven tips to ensure your presentation gets off to a strong start.

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 Posted on June 6, 2016 by

 Book Reviews, Career Growth, Coaching, Communication, Integrity, Leadership, Leadership Development Carnival, Learning, Management, Success, Trust

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Focus On The 7 Minutes, Not The 2 Seconds – 3 Leadership Lessons From Skydiving

skydiverBarbara was coming up on a milestone birthday and decided she wanted to do something adventurous and out of the norm to celebrate the occasion. So why not go skydiving? That certainly fits the bill. Her daughter Courtney, a manager on my team, went along and the two had a fantastic experience.

I knew from previous conversations with Courtney that she was unafraid of jumping out of a perfectly fine airplane. She doesn’t have much of a sense of fear. So when I had the chance recently to speak to Barbara, I was curious to learn her perspective. I asked her if she was afraid or nervous leading up to her skydiving adventure. Barbara said the only time she started to feel anxious was when she thought about actually jumping from the plane. Then she added what I thought was a profound insight: “So instead of focusing on the two seconds of fear of leaving the plane, I chose to focus on how fantastic it would feel to fly through the air for seven minutes.”

Thinking about Barbara’s insights has caused me to draw a few interesting parallels to leading in challenging or fearful circumstances.

1. Your focus determines your reality—Barbara intentionally kept her focus on the seven minutes of fun and joy she would experience as she floated to earth under a safe parachute rather than the fear and panic that arose inside of her when thinking about jumping from the airplane. The principle is the same for leaders facing situations that conjure up feelings of fear. We can choose where to place our focus: on what causes us fear or on what the benefits will be if we act with courage. When facing challenging situations, focus on what you can control, not on what you can’t. Focusing on what you can’t control only leads to worry, anxiety, and fear, whereas focusing on what you can control makes you feel empowered and purposeful.

2. Acknowledge your fear but don’t let it rule you—Fear is a normal response. Sometimes it’s a helpful warning sign that assists us in making decisions to protect ourselves. Many times, however, we experience fear in anticipation of a particular situation or outcome and it causes us to stop dead in our tracks before we even get started. If Barbara had let the fear of jumping from the plane hold her back, she never would have experienced the thrill of skydiving. The next time you feel fear rearing its ugly head, step back and try to view it dispassionately. Step outside of yourself and acknowledge what you’re feeling but also look at it logically. Understand what needs to be learned from your fear but don’t give it more credit than what is due. Be prudent, be smart, think things through…but don’t let fear rule your life.

3. Approach challenges with openness and positivity—There are many factors that shape how we typically respond to challenges in life. Some of these factors are largely out of our control: personality, temperament, and early childhood experiences, just to name a few. However, there is one factor completely under our control: our attitude. We can choose what kind of attitude we have in the face of challenges. We can choose to be fearful and resistant, or we can choose to be open and positive. Approaching challenges with openness and positivity opens the door to learning and growth, both essential characteristics of successful leaders.

I don’t know about you, but I don’t have a burning desire to jump out of an airplane and parachute back to earth. However, after talking with Barbara, I have a better picture of how I could get beyond my fear of skydiving if that was ever a challenge I wanted to tackle. But there are plenty of other challenges I face as a leader and I’ll be relying on these three principles to help me approach them in a more positive, empowering, and healthy way.

Do these principles ring true to you? Feel free to leave a comment and share your perspective.

 2 Comments

 Posted on April 24, 2016 by

 Attitude, Change, Fear, Leadership, Learning, Success

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Fail Your Way to Success – 4 Tips for Going from Zero to Hero

zero-to-heroFifty years ago this week, Jim Ryun failed his way to success when he became the first high school track athlete to run a sub-4 minute mile. Ryun decided to try running only after being cut by a church baseball team and his junior high basketball team. Ryun said, “I’m glad those failures were there because I didn’t linger in a sport that I couldn’t do anything in. I failed on to the next thing, until I found something. That was a gift from God to me.”

“I failed on to the next thing, until I found something.”

In reading about Ryun’s story this week, I was struck by his positive point of view about failure. It reminded me of key lessons I’ve learned over the years through my own experience (yeah, I’ve failed a lot!), as well as from John Maxwell’s excellent book on the subject, Failing Forward.

1. Redefine success and failure — Too often our society views success as a win-lose proposition. You know the mindset…if you’re not a winner, you’re a loser. We have distorted definitions of what success and failure mean, and unless you change the way you perceive success and failure, you’ll never feel satisfied with your lot in life. Failures are just life experiences that didn’t turn out the way you intended. Learn the lessons and move on. Don’t obsess over the situation and don’t use absolute language like “I’m never going to succeed,” or “I’m always going to fall short of my goal.” Don’t dwell in self-pity by ruminating on “Why me?,” but instead focus on “What can I learn?”

2. Be purpose driven — It’s easier to recover from failures when you’re living on purpose. Your purpose is your reason for living, the values and beliefs that drive you to be more of the person you want to be. If you aren’t clear on your purpose in life, you’re like a ship without a rudder, your direction controlled by the randomness of the current. When you’re unclear on your purpose, failures seem more catastrophic and debilitating. When failures occur within the context of pursuing your purpose, they become learning moments for growth and maturity. John Maxwell says that, “More than anything else, what keeps a person going in the midst of adversity is having a sense of purpose. It is the fuel that powers persistence.”

3. Persistence pays off — Winston Churchill said, “Success is not final, failure is not fatal; it is the courage to continue that counts.” Woody Allen famously said, “80% of success is showing up.” Both quotes convey the same idea – persistence pays off. Orville Redenbacher (yes, the famous popcorn guy) spent 15 years perfecting the corn hybrid used for his popcorn. He spent another 10 years making his popcorn the best-selling brand in the world. When asked about his philosophy, he said “I’ve followed the classic homespun principles. Never say die. Never be satisfied. Be stubborn. Be persistent. Integrity is a must. Anything worth having is worth striving for with all your might. Does it sound corny? Honestly, that’s all there is to it. There is no magic formula.”

4. Separate you from your performance — Our tendency is to derive our self-worth from our performance. If we succeed, then we’re worthy people. If we fail, we’re losers. The reality is that when it comes to achieving success, many things are out of our control. We can do everything right trying to achieve a goal, and something completely out of our control happens that causes us to fall short. Does that make us a failure? No, it just makes us human. Erma Bombeck, the famous humorist and writer, suffered many failures throughout her life but kept them in perspective. She said, “What you have to tell yourself is, ‘I’m not a failure. I failed at doing something.’ There’s a big difference…Personally and career-wise, it’s been a corduroy road. I’ve buried babies, lost parents, had cancer, and worried over kids. The trick is to put it all in perspective…and that’s what I do for a living.”

Tell yourself, “I’m not a failure. I failed at doing something.” There’s a big difference.

Fear of failure holds us back from taking risks. We paralyze ourselves, stuck in a state of inaction that leads to resignation and dissatisfaction – a zero life. Instead, we can become our own heroes by learning to redefine failure as opportunities for growth. We can discover our purpose and pursue it with persistence, all the while growing in understanding that even when we fail at a certain goal or task, we aren’t failing as a person. That’s what it means to go from being a zero to a hero – learning to fail forward.

 9 Comments

 Posted on June 8, 2014 by

 Career Growth, Fear, Goal Setting, Learning, Motivation, Purpose, Sports, Success

“Get Lost in the Game” – 6 Ways to Perform Your Best

“I told him to get lost in the game.”

That was Kentucky coach John Calipari’s advice to one of his star players, Julius Randle, during half-time of the NCAA Men’s Basketball Championship game this past Monday night. Coming into the game, Randle had been averaging over 15 points and 10 rebounds, yet entering half-time he had scored just 6 points, grabbed 2 rebounds, and was clearly fazed by the pressure-packed environment of the championship contest. Calipari knew his player was out of rhythm, trying too hard to contribute and forcing the action, rather than relaxing and letting the game come to him. Calipari wanted Randle to get lost in the game, to be in the flow.

The flow is the metal state you’re in when you’re fully immersed in an activity that consumes your entire focus, energizes your attention, and produces a deep level of satisfaction and joy through the process. In the groove…in the zone…wired…in the moment…on fire…and my personal favorite, beast mode, are all ways of expressing this condition. It’s when we do our best work and experience the most fulfillment in our activities. It’s also a rare and fleeting circumstance to be in the flow.

How can we be in the flow more often? How can we get “lost in the game?” First, we have to understand the conditions that lead to flow experiences. Second, we have to take steps to create the environment for us to get in the flow.

Conditions for Flow Experiences
There are three basic conditions you need for flow experiences:

  1. A clear goal – This is why you often hear athletes talk about being in the zone or having tunnel focus when it comes to their activities. Whether it’s trying to hit a pitched ball, complete a pass, score a goal, make a last second shot, or cross the finish line ahead of others, there is a clear goal that lends purpose, structure, and process to the task at hand. A lack of clear goals is why we often don’t experience the flow at work. Unclear goals make it difficult to narrow our focus and attention and leaves us feeling stuck or overwhelmed with the work in front of us.
  2. A balance between your skills and the challenge of the task – If you perceive you have the skills to meet the difficulty of the challenge ahead of you, it’s easier to get in the flow. If you believe you’re ill-equipped or don’t have the talent to accomplish the goal, anxiety and stress will prevent you from achieving a flow-state. Conversely, if you believe the goal is not challenging enough given your experience and skills, you’ll encounter boredom or apathy. You need the goal to be challenging enough to capture your attention, while simultaneously having enough skill to give you the confidence that you can tackle the situation.
  3. Real time feedback on your performance – You can feel when you’re in the flow. It’s those occasions where you lose track of time because you’re completely immersed in an activity and things just, well…flow. And when you’re not, you feel like you’re trudging up a muddy hill, taking one step up and sliding back two. Flow is sustained by receiving feedback on your performance. When you see you’re performing well, it increases your confidence and desire to stay in the flow. When you see you’re off course, you can make adjustments to get back on track and in the flow.

How to Increase Flow Experiences
We can take concrete steps to help increase flow experiences at work that will allow us to perform our best. Here are six suggestions:

  1. Connect your work to the bigger picture – Too many of us view our work with a microscope rather than a telescope. A microscope allows you to zoom in on the details of a particular object, ignoring the surrounding area. A telescope, on the other hand, allows you to see long distances away—the big picture. Rather than being uninspired by the small tasks you have to do, connect them to the importance of the big picture. Figure out how your work contributes to the betterment of the world. How does your work help improve the lives of people by meeting their needs or desires? All work has redeeming value and it’s up to us to discover it. Tapping into the bigger picture will add motivation and commitment to your work and help you achieve flow in your activities.
  2. Clarify and prioritize goals – If your goals aren’t clear, work on gaining clarity. Figure out specifically what you’re trying to accomplish, what the standards are, the deadlines to meet, or the deliverables being produced. If you’re challenged with too many goals, work on prioritization. If you have conflicting priorities from multiple stakeholders, you may have to involve your supervisor to help you. Get clear on what you need to accomplish and then apply laser-like focus to your activities.
  3. View work as a game – Games in general, and video games in particular, lend themselves to flow experiences because they are immersive in nature. We get wrapped up in figuring how to reach the new level, unlock the next treasure, or beat the “boss.” You can apply the same principles to your work. Engage your mind in thinking about how can you accomplish things faster, better, or easier. Are there other ways you can approach tasks or activities that may bring more fulfillment? Look at work as a game you’re trying to master and let your creativity run wild.
  4. Seek out bigger challenges and/or improve your skills – Complacency, boredom, and apathy are flow killers. If you find your work lacking in challenge, seek out new ones. Work with your supervisor to see if there are increased responsibilities you can take on, project teams you can join, or other ways to add more challenge in your work. On the flip side, worry, stress, and anxiety are also flow killers. If you find your work is too challenging, explore skill development opportunities. Go back to school, read books, get a mentor, or seek out additional training to boost your confidence and capability to meet the challenges you face.
  5. Find your sweet spot – Your sweet spot is where your skills are matched appropriately to the challenge, and when you find that place, you have the greatest chance of achieving states of flow. Finding your sweet spot might mean following point #4 above, or it might mean transforming how you do your work by changing/improving processes, delegating it to someone, or collaborating with others.
  6. Choose your motivation – Your supervisor is not responsible for motivating you. You, and only you, control your level of motivation. You can choose to be disinterested in your work or feel like others are imposing work on you, or you can choose to shift your motivational outlook by focusing on areas of your work where you can exhibit autonomy in your activities, mastery over how well you do your job, and satisfaction in the relationships you build with others.

Kentucky ended up losing the championship to UConn and Julius Randle never really got into the flow of the game, finishing with just 10 points and 6 rebounds. However, it doesn’t negate the wisdom of Coach Calipari’s advice. We do our best work when we get lost in the game.

 1 Comment

 Posted on April 13, 2014 by

 Ability, Engagement, Goal Setting, Learning, Morale, Motivation, Purpose, Responsibility, Sports, Success

Don’t Lead Scared – 6 Tips for Leading Like a Badass

John WayneOne sure way to kill your leadership career is to lead scared.

Leading from a position of fear never brings good results. It causes you to make rash decisions, shrink from opportunities, and needlessly fight the wrong battles.

The opposite of leading scared is leading like a badass. What does a badass leader look like?

He confidently marches to the beat of his own drum, not swayed by popular opinion or the need to please others. He doesn’t put on airs, pretending to be something he isn’t, but stays true to his principles and values in all that he does. He doesn’t have to talk about being a badass (that’s a poser) because he knows he is a badass. A badass leader isn’t an uncooperative jerk, indiscriminately ticking people off. A badass leader knows his limits and takes pride in working with others to achieve the goals of the team. Understated, purposeful, and pursuing excellence in all he does. That’s a badass.

Examples of well-known badasses:

  • Abraham Lincoln – Presidential Badass
  • Condoleezza Rice – Diplomat Badass
  • Derek Jeter – Baseball Badass
  • Leonardo da Vinci – Renaissance Badass
  • Mother Teresa – Spiritual Badass
  • Albert Einstein – Intellectual Badass
  • Aristotle – Philosophical Badass
  • John Wayne – Western Movie Actor Badass

Get the idea? So how do you become a leadership badass? Here’s six ways:

1. Develop your competence – Competence breeds confidence, no two ways about it. If you want to be more secure in your leadership abilities then you need to keep learning and growing. Read books, take classes, get a mentor, and learn from others. Badass leaders aren’t content with the status quo. They are always striving to improve their craft.

2. Be vulnerable – Huh? Isn’t that the opposite of being a badass? No! Leaders that display vulnerability show they don’t have anything to hide. Posers are those who lead with a false sense of confidence, trying to hide their weaknesses from others. Badass leaders are acutely aware of their strengths and weaknesses and aren’t afraid to admit when they don’t know something. People crave authentic leadership and badasses are nothing if not authentic.

3. Focus on building trust – Trust is the foundation of badassery. You have to earn people’s trust before they will follow you and give their all. Badass leaders focus on building trust by being good at what they do, acting with integrity, caring for others, and following through on their commitments.

4. Build up other people – Badass leaders don’t feel the need to build themselves up by tearing down others. Secure enough in their self-worth, badass leaders take pride in the accomplishments of their team members and do everything they can to set them up for success. Badass leaders know that their success comes from the success of their people.

5. Get stuff done – Badass leaders don’t make excuses, they make things happen. They remove obstacles for their people, find the tools and resources they need, and provide the right amounts of direction and support they need to achieve their goals. Badass leaders are about doing, not talking. Badass leaders get stuff done.

6. Go against the grain – Doing what’s right is not always the popular choice, but badass leaders aren’t afraid to go against the grain when it’s the right thing to do. Badass leaders know they can’t base their self-worth on the applause of others and they aren’t afraid to ruffle a few feathers on occasion.

Every leader has the ability to be a badass. It’s an attitude, a belief, a way of being. Don’t lead scared, letting fear drive your behavior, but tap into your inner badassness and lead with confidence and assurance. Before you know it, people will look at you and say, “Now that’s a badass leader!”

Feel free to leave a comment and share your thoughts on what it means to lead like a badass.

 24 Comments

 Posted on October 20, 2013 by

 Ability, Attitude, Authenticity, Brand, Honesty, Integrity, Leadership, Learning, Professionalism, Success, Trust, Vulnerability

Seven Gifts for Every Leader This Christmas

Gift BoxSanta is making his list and checking it twice. He’s going to find out which leaders have been naughty or nice. Actually, I think any person willing to step into a position of leading and managing others deserves whatever he/she wants for Christmas! (Try selling that to your spouse or significant other and see how far it gets you!)

If I were to play Santa at the office Christmas party, I’d give the following gifts to leaders:

1. A Sense of Humor – I’ve noticed that a lot of leaders have forgotten how to have a good time at work. Managing people can be quite stressful and it’s easy to get focused on all the problems that have to be solved and the fires that need putting out. This Christmas I would give every leader a healthy dose of fun and laughter as a reminder that you should take your work seriously but yourself lightly. Play a practical joke on your staff, send a funny joke via email, or even better, laugh at yourself the next time you goof up in front of your team. You’d be amazed how a little bit of levity can go a long way toward improving the morale and productivity at work.

2. The Chance to Catch Someone Doing Something Right – Too often we’re on the lookout for people making mistakes and overlook all the times that people are doing things right. Of the hundreds of clients I’ve worked with over the years, not once have I had one say “If my boss praises me one more time I’m going to quit! I’m sick and tired of all the positive feedback I’m getting!” Unfortunately the opposite is true. Most workers can recall many more instances where their mistakes have been pointed out rather than being praised for doing good work. Be on the lookout this holiday season for someone doing something right and spread a little cheer by praising them.

3. An Opportunity to Apologize – Despite our best leadership efforts, there are bound to be times where we make mistakes and let people down. One of the surefire ways to lose trust with people is failing to admit your mistakes or not apologize for a wrong you’ve committed. Take some time this holiday season to examine your relationships to see if there is someone to whom you need to apologize. If so, don’t let the opportunity pass to repair your relationship.

4. A Challenge to Overcome – A challenge to overcome? Why would that be considered a gift? Well, my experience has shown that the times I’ve grown the most as a leader is when I’ve had to deal with a significant challenge that stretched my leadership capabilities and forced me to grow out of my comfort zone. I would bet dollars to donuts (and would be happy losing because I LOVE donuts) that your experience is similar. Challenges are learning opportunities in disguise and it’s these occasions that shape us as leaders.

5. Solitude – Everything in our society works against leaders being able to experience regular solitude in their lives. Technology allows us to always be connected to work which is just one click or touch away. If we aren’t careful it can begin to feel like we’re “on” 24/7. Regular times of solitude helps you recalibrate your purpose, relieve stress, and keep focused on the things that are most important in your life and work.

6. A Promise to Fulfill – Keeping a promise is an opportunity to demonstrate your trustworthiness. The best leaders are trust builders, people who are conscious that every interaction with their employees is an opportunity to nurture trust. This gift comes with a caveat – don’t make a promise that you can’t or don’t intend to keep. Breaking promises is a huge trust buster, and if done repeatedly, can completely destroy trust in a relationship.

7. Appreciation – Leadership is a noble and rewarding profession, yet leaders can go through long stretches of time without hearing a word of thanks or appreciation for their efforts. I would give every leader the gift of having at least one encounter with an employee who shares how much he/she has been positively impacted by the leader and how much the leader is appreciated by his/her team.

There are many more gifts that I’d love to give, but like most of us, I’m on a budget this year. However, I’m curious to know what other gifts you’d give to leaders if you were playing Santa. Feel free to leave a comment with your gift ideas!

 17 Comments

 Posted on December 16, 2012 by

 Apology, Dependability, Humor, Leadership, Learning, Praising, Purpose, Relationships, Santa Claus, Stress, Trust, Trust Boosters, Trust Busters

ONE B1G THING by Phil Cooke

Have you discovered what you were born to do? Do you believe that you have a unique destiny that you were put on Earth to fulfill? In his latest book, One Big Thing – Discovering What You Were Born to Do, Phil Cooke offers numerous insights and encouragements on how you can stop being average at so many things in your life and start becoming extraordinary at one big thing.

Cooke suggests that discovering your one big thing comes at the intersection of two questions: (1) What am I supposed to do with my life?, and (2) In a hyper-competitive, cluttered, and distracted world, how do I get noticed?

To help you discover what you’re supposed to do with your life, Cooke encourages you to engage in an honest self-evaluation by answering these four questions:

  1. What comes easy for you? We often discount our natural strengths when looking for our one big thing, when many times our greatest skills and passions are right under our own nose.
  2. What do you love? You’re probably familiar with the old saying, “Find a job you love to do and you’ll never work a day in your life.” Cooke subscribes to the same line of thinking and encourages you to determine what you’re passionate about doing and then find a way to get someone to pay you to do it.
  3. What drives you crazy? This could be something that’s broken that you want to fix, something that’s working that you want to improve, or it could be something that breaks your heart and compels you to action. Sometimes the things that make us the most crazy is also what ignites our passions.
  4. What do you want to leave behind? All of us will leave a legacy. The question is, what kind of legacy will you leave? How do you want to be remembered? Answering this question can help you determine the answer of how you want to live your life.

Once discovering your life’s purpose, Cooke believes you have to distinguish yourself from the crowd in order to get noticed. Not surprisingly, given his expertise in media production and branding, Cooke advocates that living your one big thing is your personal brand. He makes a solid case for having an authentic personal brand when he says, “Too many people think that developing or influencing their own brand is about becoming something they aren’t, when it’s really about discovering what they truly are.” Keeping in line with his belief in the value of self-awareness, Cooke writes, “Ultimately, a significant part of being different is being honest about who you are and how you’re perceived.”

I don’t think Cooke breaks any significant new ground in the One Big Thing, but I think he offers wise counsel and helpful guidance for seekers on the journey of discovering their life’s purpose, particularly the four questions listed above. My biggest take-away from the book was the affirmation that for the vast majority of us, discovering our one big thing is a life-long journey that usually finds its fulfillment in living our lives in authentic harmony with our most important and treasured values.

Disclosure of Material Connection: I received this book free from the publisher through the BookSneeze.com book review bloggers program. I was not required to write a positive review. The opinions I have expressed are my own. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255 “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

 4 Comments

 Posted on July 22, 2012 by

 Book Reviews, Learning, Motivation, Purpose, Success, Values

Seven Lessons Yard Work Has Taught Me About Leadership

Doing yard work has taught me valuable lessons about leadership. As I’ve mowed the grass, trimmed trees, pulled weeds, fixed sprinklers, tended plants, and performed numerous other chores in the yard over the years, I’ve been surprised at the number of parallels yard work has provided to my journey as a leader.

Here are seven lessons about leadership I’ve learned from working in the yard:

1. The view from the street may look good, but close inspection tells the real story — I learned this first lesson shortly after planting grass seed in the front yard. Soon after purchasing our house, I worked for weeks remodeling the front yard. I dug up the old lawn, roto-tilled the soil, raked out the old grass and weeds, fertilized, mixed in fresh soil, rolled the ground, planted seed, and watered it religiously on schedule. After a period of weeks I was rewarded with the lush growth of a new lawn that had tremendous curb appeal. From a distance it looked great, but when you got up close, you could see areas of sparse growth and patches of weeds that had sprung up.

I realized that others viewing my leadership probably had a similar view. From a distance it may look like I had everything together, but closer examination would certainly reveal flaws and areas that need improvement. As the caretaker of my personal leadership garden, I’ve learned that I have to be more concerned about the view up close and not worry about what others may think. If I’m taking care of the little things, the big things will take care of themselves.

2. Don’t let the weeds get out of control — It takes constant diligence to keep your yard looking nice. If you don’t keep a regular maintenance schedule, your yard is soon overgrown and the weeds get a foothold that is hard to erase. I’ve learned that being an effective leader requires constant learning and growth. I have to be diligent in taking time to invest in my ongoing development as a leader. If I remain complacent, then my capabilities begin to wither and I’m not able to perform up to my potential.

3. Less is more — If you plant too many varieties of vegetation, you run the risk of having plants that are incompatible with each other. The combination of the type of soil and amount of water and sunlight determine whether a plant will survive, thrive, or eventually wither and die. I’ve learned it’s better to have a few species of plants that have similar needs rather than having some plants that do great and some that end up being an eyesore. As a leader, I’ve found I’m more effective if I focus on doing a few things really well rather than doing a mediocre job at a lot of things. Finding that sweet spot as a leader where you can leverage your strengths is key to being a success.

4. Regular overhauls are needed — Every once in a while you have to schedule a work day to do a yard overhaul. Even when you’re able to keep up with the regular maintenance, there’s a few times each year where you’ve got to carve out some time to remove dead plants, plant new ones, fix your irrigation system, or even rake all the Fall leaves. Leaders need to schedule their own overhaul times throughout the year. I’ve found it helpful to take a day or two away from the office and take personal stock of how I’m doing and where I want to go in the future. It’s also helpful to periodically review your activities and see what needs to stay and what can go. Do you really need to be attending that weekly meeting or would no one miss you if you didn’t? Do you still need to generate that regular report or does the need for it no longer exist?

5. The long view — Patience is required when taking care of your yard. It takes time for it to reach its potential and no matter what you do you can’t rush Mother Nature. There aren’t any quick fixes in developing a nice yard and neither are there when it comes to being a good leader. Developing as a leader requires that you learn from your everyday experiences. You have to be patient with yourself, knowing that the leader you are today is not what you will be five years from now. Keep creating the conditions that will allow you to grow as a leader and the growth will come in due time.

6. Using the right tools makes all the difference — Doing yard work became much more enjoyable (and easier!) the day I discovered the oscillating hoe. Instead of pulling weeds by hand or using a hand-spade to dig them up, I now run my oscillating hoe back and forth over the ground and it pulls the weeds right up. My leadership has also benefited from using the right tools. Whether it’s obtaining more formal education, working with a leadership coach, connecting with mentors, attending training workshops, or even being smart with technology, I’ve learned to keep adding tools to my toolbox so that I have the right tool for the right kind of job.

7. Sometimes you need to call in a pro — There’s been a few times where I’ve gotten in over my head with a project in my yard. After spending too much time spinning my wheels and getting frustrated over my lack of progress, I finally decided to call in a professional to help me with the job. My life would have been so much less stressful if I had done that in the first place. Sometimes it’s necessary to call in a professional in our lives as leaders. A leadership coach can provide a non-biased view of whatever issue you’re facing and having that outside perspective can lead you to new areas of growth and insight that you’d never receive on your own.

Yard work can be dirty, tiring, and downright frustrating…much like leadership! Yet at the end of the day it’s rewarding to look back at the tangible results you’ve achieved and the difference you’ve made in your surroundings.

Have you experienced any leadership epiphanies doing yard work or any other “mundane” activities? If so, share your story by leaving a comment.

 12 Comments

 Posted on February 5, 2012 by

 Career Growth, Change, Coaching, Leadership, Learning, Success

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