The 5 Second Rule By Mel Robbins

The 5 Second Rule: Transform Your Life, Work, And Confidence With Everyday Courage by Mel Robbins is a self-help book, urging people to take action by using a 5 second countdown trick.

What is The 5 Second Rule?

The 5 Second Rule is a “metacognition technique” that improves your sense of self, your life, career, health.

The principle of The 5 Second Rule is the following:

“The moment you have an instinct to act on a goal you must 5-4-3-2-1 and physically move or your brain will stop you.” At 1, you should be moving.

The 5 Second Rule By Mel Robbins

Where does The 5 Second Rule come from?

The principle of The 5 Second Rule comes from the combination of two thoughts:

  • Mel Robbins, while feeling she failed at life, realized that she would take only 5 seconds to talk herself out of waking up in the morning, out of improving and doing the right thing.
  • One night, while watching TV, Mel Robbins also made the observation that a rocket launches after a 5 second countdown. Afterwards, she would launch herself out of bed, the same way the rocket would launch into space.

What are the benefits of The 5 Second Rule?

The 5 Second Rule is an empowering thought process. Through this principle, you are able to experience freedom and quiet your mind.

The 5 Second Rule enables you to trust your instincts, to take back control of your life, to make the right decisions.

Among its various applications, you will have the ability to improve your health, focus on the essentials, increase your productivity, break procrastination, avoid distractions, be authentic, replace your bad habits with good ones, get up early and start your routine early in the morning.

The 5 Second Rule is a tool that drives courage in difficult times and builds “Real Confidence”. It pushes you to act and to change.

What about courage?

According to Mel Robbins, when trying to change, when facing something that is uncertain, unknown, that scares you or makes you hesitate, your brain feels like something is wrong.

Your mind will then stop the change process and trap you with your own thoughts.

Courage, your birthright, is therefore required to push you forward and to implement change.

The 5 Second Rule will give you the courage you need to go after what you really want, to have a more fulfilling life and to not give in to your fears.

In addition, it is detrimental for you to stop making excuses for not acting on your instincts. Your excuses are always wrong and there is no right time.

No external factor will validate your choices and your ideas. Only putting yourself out there and getting out your comfort zone will.

What about confidence?

Confidence is a skill which means it is a learnt behavior. In fact, your confidence has nothing to do with your personality and will increase every time you step out of your comfort zone.

Your everyday courage will help you assess your own worth, build up your confidence, connect with yourself, find your true passion, build meaningful relationships, and meet new people.

Your everyday courage gives you the confidence to explore and makes you realize that the power you need was inside of you all along.

Review

In appearance, The 5 Second Rule: Transform Your Life, Work, And Confidence With Everyday Courage by Mel Robbins, looks like a time management book that provides quick short-term fixes.

However, in reality, The 5 Second Rule is a transformational tool, delivering long-term results.

It is written for people who are plagued by fear, who want to change and take charge of their lives but don’t know how to. Change is difficult because it requires courage and confidence.

Furthermore, The 5 Second Rule can be customized to your liking. It enables you to:

  • Work on your confidence and your courage.
  • Stop overthinking, worrying and magnifying problems.
  • Trust your guts and honor your instincts.
  • Stop hesitating and holding yourself back.
  • Become more present and acquire patience.
  • Start performing and to become more goal-oriented.
  • Control your emotions, fight mental illnesses and bad mental habits.
  • Take ownership of your life and start the transformation process.

The 5 Second Rule is a principle that we already intuitively and intrinsically know. But, after years of research, Mel Robbins coherently put these ideas together.

Mel Robbins also shares poignant quotes, real examples and testimonials of people who have used The 5 Second Rule for diverse reasons.

The 5 Second Rule is life changing, encouraging, motivational and inspirational. It shows you how to change for the better.

Favorite quote(s)

That’s what you are doing when you use the Rule. You are honoring yourself. You are championing your ideas. And each time you use it, you take one step closer to being the person you are truly meant to be.

Doing the work to improve your life is simple, you can do it, and it’s work you want to do—because it’s the most important work that there is. It is the work of learning how to love and trust yourself enough to stop waiting and to start leaning into all the magic, opportunity, and joy that your life, work, and relationships have to offer.

When it comes to goals, dreams, and changing your life, your inner wisdom is a genius. Your goal-related impulses, urges, and instincts are there to guide you. You need to learn to bet on them.

The difference between people who make their dreams come true and those of us who don’t is just one thing: the courage to start and the discipline to keep going.

Ratings 3.5/5

Author

Mel Robbins

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The Importance Of Innovation In Leadership

Welcoming innovation and creating an overall innovation culture at work is not easy but necessary.

Most company cultures have very limiting unwritten rules when it comes to innovation. For the most part, innovators in corporate culture are seen as irresponsible, unmindful, nonconformist and disruptive. For instance, some organizations will not hesitate to shut down dissident voices and to punish rules breakers.

Furthermore, the longer you have been in a leadership position, the more you become complacent, the more you get stuck in your ways, the more you start believing in erroneous paradigms, the less you are willing to take risks, to change your processes and to innovate.

Wondering how to avoid complacency and to enable the innovation process?

Innovation Leadership

What is innovation?

Innovation is a natural or acquired process that is present as a core value in most organization and that can make all the difference. It is the ability to deliver new positive data, value, concepts and systems. Somewhat, innovation implies creativity but not the other way around.

Furthermore, innovation is a mindset but not everyone is able to trigger innovation. Innovative leaders are capable of:

  • Self-awareness and of assessing situations.
  • Creativity and of generating new opportunities for themselves.
  • Identifying issues, understanding them and exploring different perspectives.
  • Finding long-term solutions to problem and making strategic decisions.
  • Having a vision, short and long-term goals.
  • Performing at a higher level, effectively restructuring organization, implementing a vision and appropriately using their resources.
  • Communicating effectively.
  • Adapting to different circumstances, taking action despite the circumstances and reinventing themselves.
  • Taking charge of their behavior and their emotions.
  • Adequately handling failure and success.

Why innovate?

Leaders feel pressure to adapt to the market, to create new products, to maintain a stable work environment, stable results and still welcome innovation. Jump starting the innovation process within your organization will help you and your organization:

  • Stay relevant.
  • Gain a competitive advantage.
  • Remember that what worked in the past, will not necessarily work right now.
  • Demonstrates your effectiveness, adaptability, capacity to handle issues and to overcome challenges.
  • Pay close attention to the customers.

How to trigger and maintain an innovation culture?

Every organization has their own culture and every leader has their own norms. So, in order to avoid complacency and to trigger an innovative spirit:

  1. Live a healthy Work-Life Balance.
  2. Identify new ideas to integrate into your leadership style
  3. Keep an open mind, focus on the positive, give yourself the time and the opportunity to explore, always ask questions and always be open to learn. Pursue truth and knowledge.
  4. Challenge your own knowledge, your assumptions and your preconceived notions.
  5. Avoid using your life and work experiences to drive innovationQuestion and learn from everything: read, observe and explore more than usual. You can even look at other innovative ideas and see if they fir your situation.
  6. Get out of your comfort zonechallenge conventional wisdom and the status quo.
  7. Create a personal mission statement that measure your progress, that helps you follow through on your commitments and that incorporates your willingness to innovate.
  8. Rephrase a same issue multiple times to gain more clarification.
  9. Don’t hesitate to break societal rules to get where you want to go.
  10. Demonstrate that innovation is necessary. Incorporate it in your core values and in your actions.
  11. Listen to different ideas and appreciate other people point of views, especially if they are not related to the issue. However, this doesn’t mean that you will need to apply their point of view.
  12. Be confident in your vision and embrace change.
  13. Write down every idea that comes to you even if you don’t have the opportunity to use them.
  14. Learn to take calculated risks, to handle failure as well as success, to plan for the unknown and for failures, to celebrate success. Failure and success can inhibit your ability to innovate because you are constantly thinking of chat could go wrong. It is therefore important to see failure as an opportunity to grow and to get closer to success.
  15. Analyze the time and the cost needed to implement your innovative idea.
  16. Identify the passionate people and change agents on your team. Besides, expecting people to be passionate, demonstrate your own passion and convey it to your team.
  17. Identify the people who are blocking your ideas in the organizationIt would be wise to share your vision with them and try to convince them.
  18. Ask for constant feedback and give feedback yourself.
  19. Empower your team at all levels, trust them, allow them to speak their minds, to find different alternatives to a problem and help them achieve their goals.
  20. Encourage dissenting voices who can challenge in new ideas and analyze their every aspect, who can identify areas in the organization that need optimization.
  21. Welcome brainstorming activities and filter out ideas with potential.
  22. Set deadlines to build pressure and to get more out of your team.
  23. Train your employees to hone their skills, to appreciate change and set high expectations for them.
  24. Avoid criticizing your team when they come up with new ideas and avoid shifting blame when something goes wrong.
  25. Remove your ego and potentially collaborate with your competitor.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

Bridging The Generational Gap: From Boomers to Millennials

In today’s workplace, leaders of organizations must hire millennials and boomers to keep business running. For the sake of their organization, leaders must have them collaborating, handling constructive conflicts and effectively dealing with change.

However, conflicts in the workplace, involving different generations, are old as time, are common, are inevitable and ought to be handled quickly before they get out of hand.

Conflicts usually arise when one generation is leading or managing another. These days, boomers are passed over for promotions, millennials are put in leadership roles and tend to manage boomers because they have a researched set of skills that are beneficial to the company.

Bridging the generational gap helps in making better decisions, reducing employee turnover, strengthening team cohesion and in building innovative products.

Wondering how to bridge the generation gap and build a more collaborative workplace?

Bridging The Generational Gap: From Boomers to Millennials

A generation is a period of time when people perceived the world differently. In one generation, people are shaped by social trends, are programmed with thoughts, values, moral ethics, models, examples of success and the guidelines to succeed.

Three generations rub shoulders in corporate: the baby-boomers (1946-1964), the generation X (1965-1980) and the millennials (1980-2000). Needless to say, each generation has their own set of strengths, weaknesses and of requirements in order to give their best at work.

The Baby-Boomers Generation

Boomers are the most famous generation and have a different set of values. They trust the system, understand hierarchy, follow rules and obey orders.

They believe in seniority and meritocracy. Indeed, they stay at a job for the longest time and wait for an opportunity for advancement.

Strengths

Employees from the baby-boomer generation:

  • Define their identity through their jobs.
  • Have a strong work ethic. They are hardworking even workaholics.
  • Are concerned about the quality of their contributions at work.
  • Are loyal to their organization and expect loyalty in return.
  • Have good people skills and build healthy relationships.
  • Are capable of team work.

Weaknesses

Employees from the baby-boomer generation:

  • Respect hierarchy and don’t challenge the status quo.
  • Depend on seniority for career advancement.
  • Unable to welcome change. They don’t understand that the world is changing and are unable to quickly evolve with it.
  • Have a poor work life balance. They are not flexible with their time, burn out easily and are willing to sacrifice their work life balance.

Requirements

To perform to the best of their abilities, employees from the baby-boomer generation require:

  • Appreciation, respect, fairness and equity of treatment.
  • Involvement on the job.
  • Job satisfaction.
  • Health care and retirement package.

The Generation X

This generation no longer trust the system and believe that corporations don’t have their best interest at heart.

Strengths

Employees from the generation X:

  • Are innovative and creative.
  • Are authentic. They feel the need to know and be themselves in every situation.
  • Are autonomous, independent, loyal to self and self-reliant.
  • Are flexible, task oriented and multi-taskers.
  • Take initiative and have an entrepreneurial spirit.

Weaknesses

Employees from the generation X:

  • Lack clear purpose.
  • Are insubordinate. They no longer comply to authority and are defiant.
  • Are easily bored. They need to be kept on challenging or high-profile projects.
  • Are individualistic. They put themselves and the well-being of their family first.
  • Lack commitment to an organization.

Requirements

To perform to the best of their abilities, employees from the generation X require:

  • Automatic respect.
  • That their leaders apply a laissez-faire or a democratic leadership style.
  • Short termed challenging projects.
  • To understand the reasons of a task before undertaking said task.
  • A healthy work life balance: they put family first, no matter what.
  • Unique, fun and informal organization with flexible hours.
  • Career advancement or a constant interest in their assignment. If they don’t get what they want or need, they jump ship.
  • High salaries and rewards proportional to their contributions at work.

The Millennials

Millennials are idealist and have a more democratic way of viewing the world. They intend to make work fun and purposeful, to innovate and to invest themselves.

They have high expectations for their jobs, are now able to blow the whistle easily, seek fairness and integrity in their leaders.

Strengths

Millennial employees:

  • Have an ability to connect with the world and to quickly share information.
  • Use online communication effectively.
  • Are positive and are culturally sensitive.
  • Are ambitious, innovative and drive change.
  • Seek learning opportunities and desire accomplishments.
  • Have a strong entrepreneurial spirit.
  • Are capable of team work.

Weaknesses

Millennial employees:

  • Lack interpersonal skills.
  • Have poor decision-making and problem-solving skills.
  • Need constant guidance and feedback.

Requirements

To perform to the best of their abilities, millennial employees require:

Bridging the generational gap

The collaboration of generations is essential to develop any organization. To bridge the generational gap and to retain more employees:

  1. Get to know your employees personally.
  2. Assess the strengths and weaknesses of your employees.
  3. Customize your leadership style to your employees.
  4. Keep a respectful tone, stay professional and use formal language, especially with boomers.
  5. Give people a reason to work for your organization.
  6. Transfer knowledge between generations.
  7. Put people in the right positions.
  8. Remind all parties involved that they have more commonalities than differences.
  9. Disintegrate stereotypes about people from different generations. For example, boomers can learn how to handle technology and millennials are not lazy.
  10. Promote the benefits of diversity and cultural sensitivity.
  11. Adapt your employees working hours to the organization and exemplify a healthy work life balance.
  12. Help people gain new skills by putting them on different projects.
  13. Upgrade your employees interpersonal skills.
  14. Provide technological trainings.
  15. Suggest mentoring program.
  16. Recognize and reward your employees for their contributions.
  17. Give positive feedback, especially to millennials.
  18. Have an open door policy to hear employee complaints and ideas.
  19. Set high expectations for your employees and expect the best from them.
  20. Welcome initiative, innovation and creativity.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

The Importance Of Resilience In Leadership

Adversity comes from various sources at work: people, change, rumors, lies, conflicts, differences in values or beliefs, decisions taken beyond your control.

When feeling challenged or blocked, people react in different manner (passivity, hopelessness, anger, blame shifting, avoidance, etc …).

Hoping that life or work is made of only happy, positive moments is an illusion. If you are submerged with setbacks, learn to discreetly deal with them and with the emotions that they bring.

Wondering how to build up your resilience and face adversity head on?

Resilience In Leadership

What is resilience?

Resilience is the ability to function under pressure, to skillfully master stressful situations.

In addition, resilience is a mindset that focuses on the essentials and your personal growth. In fact, it changes your perspective on a tough situations, shifts the focus from our self to a goal or a purpose, and removes the pressures of running after success.

That being said, resilient leaders demonstrate similar behaviors, beliefs and values in challenging times. Resilient leaders:

  • Find opportunity in failure. Resilient leaders are unafraid to fail or to succeed. Furthermore, they don’t stay down when they have been put down.
  • Are able to draw strength from within and to survive ridicule, undermining, alienation, manipulation and what people say and think about you. They have a deep understanding of self and belive that they cannot be moved no matter the circumstances.
  • Face obstacles head on because they understand that pain is inevitable in life. They are pioneers, the firsts tp experience everything and to face obstacles before everyone.
  • Have faith that there is always a solution and that they will find a way. They remain optimistic in adversity, believe that it is just a phase of life and that they can create a positive outcome out of any situation.
  • Are accountable for their actions, don’t shift blame, don’t complain uselessly or make excuses for themselves. 
  • Are able to respond to the demands placed upon them.
  • Effectively manage time.
  • Set high standards for themselves.
  • Are willing to go through uncomfortable situations to get where they are going and understand that these situations are part of life.
  • Are selective of the people they surround themselves with and the people they look up to.
  • Have strong coping mechanisms.
  • Know that you are not the only one facing adversity.
  • Welcome change.

What are the benefits of resilience in leadership?

Moreover, resilience will determine how far you will go in your career or in life. On the long run, in the workplace, it helps you grow as a person, it increases job satisfaction, job performance, success and moral.

It is notorious that during challenging times, you become stronger, that you build up your character and discover your authentic self. Furthermore, you learn from your failures, you learn to do the right thing in wrong situations, even when nobody is looking.

How to build and boost personal resilience?

To measure resilience, it is important to look at a leader’s behavior, emotional response during challenging times. To build up your resilience and the resilience of your team:

  1. Recognize that you are only human and that you will make mistakes. Being human is not an excuse for purposefully making mistakes or for creating setbacks for yourself or for others.
  2. Be self-aware, self-efficient, and adaptable to any situations. This step is detrimental to identify your stressors and anticipate your reaction.
  3. Realize that everyone faces adversity and that behind every obstacle lies an opportunity.
  4. Change your perspective and see adversity as a challenge.
  5. Share positive experiences and values with people around you.
  6. Discern the essential from the rest. Then, commit to these essentials. If you haven’t committed to your essentials, trials will seem insurmountable.
  7. Invest your time and energy rightfully and purposefully. Make sure you persist and put your energy behind the right goals.
  8. Discipline yourself and your emotions to be able to work under pressure.
  9. Accept that there will be things that you cannot control.
  10. Take care of your mental health and find ways to evacuate the effect of negativity.
  11. Avoid taking setbacks or failures personally.
  12. Reinforce your coping mechanisms, find strong people to support you and seek a sounding board who can bring new perspectives on an issue.
  13. If all fails, turn over a new leaf.

How to build and boost resilience in your team?

Team members are always looking for reassurance. When they don’t have it, they monitor leaders behavior and can possibly start false rumors. To reassure them:

  1. Remember that your team observe you and rely on you the most. Therefore, demonstrate the behavior required for success and for overcoming adversity.
  2. Deal with employees that have made mistakes quickly, before they seem acceptable, and with a cool head. When emotions are high, it becomes difficult to think straight, to make the right decisions, and to behave professionally.
  3. Help your team identify the origin of the issue, different strategies for improvement, for the problem-solving process.
  4. Be as transparent as possible and let them understand the difficulty of the situations.
  5. Treat people with respect and not as commodities. For example, try listening to their concerns without emitting judgement.
  6. Provide trainings to your team and allow them t learn skills such as goal-setting, conflict resolution or decision-making and apply them with confidence.
  7. Provide tools to measure progress and to control the damage done to ensure that what brought up the problem does not recur.
  8. Congratulate them, reward them on successes.
  9. Avoid punishing or reminding people of their past mistakes.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

Goal Setting & The 80/20 Principle — 18 Ways To Apply This Principle And Change Your Life

Strangely, this week, I found myself explaining the 80/20 principle to everyone I know. Though this principle is well-known by leaders, it is rarely applied. Leaders around the globe get flooded with information, sometimes more than they can handle. However, they have to make swift decisions and keep their most important objectives in mind.

To extract value and positivity in every situation, to improve our daily life, our institutions, our efficiency, our processes, our achievements, it is detrimental to understand the 80/20 Principle.

Wondering how to generate goals and focus on the most important ones using the 80/20 Principle?

Goal Setting & The 80/20 Principle

What Is The 80/20 Principle?

The 80/20 Principle is actually known as the Principle of Imbalance, the Principle of Least Effort or the Pareto Law, uncovered in 1897 by Vilfredo Pareto, an italian economist. In the 19th century, in England, Pareto noticed that 80% of the wealth and income was accumulated by only 20% of the population.

Furthermore, Pareto remarked that the wealth was not evenly distributed and that not only wealth was distributed in this manner. The Pareto Principle was consistently reproducible in different countries, in different times and with different sets of data.

The Pareto Principle :

  • has been justified by Professor Zipf who demonstrated that 70% of marriages happened to people living 30% within each other.
  • has been used by Joseph Moses Juran during the industrial revolution, in Japan, in order to improve the quantity, the reliability and the value of customer goods.
  • is illustrated in every cause to effect relationship. For example,
    • 20% of employees or customers are responsible for 80% of the company profits.
    • 20% of criminals commit 80% of the crimes.
    • 20% of your clothes in your closet will be worn 80% of the time.
    • 80% of our achievements happen in 20% of our time.

According to Richard Koch, author of The 80/20 Principle The secret of achieving more with less, the principle either requires 80/20 Analysis or 80/20 Thinking:

  • 80/20 Analysis: Before taking action, Prior analysis of the non linear relationship between cause and effort. This analysis is time-consuming but more detailed.
  • 80/20 Thinking: Before taking action, intuitively identify what is most important, then verify the usefulness of the 80/20 principle in the given situation. This is faster.

Why It Will Change Your Life

Generally, the 80/20 is used to prioritize, to set goals, to achieve more in less time and with less effort. It can be applied in business, in life, in any social grouping and in various cultures. For instance, in business, it helps you identify the areas where you lose time, money and where it is possible to cut your losses.

To exploit its full potential, the 80/20 principle exerts us to:

  • Spot the most important and ignore the massive unimportant.
  • Understand that every action doesn’t lead to the same outcome or even lead to one.
  • Use and work on strengths rather than weaknesses.
  • Seek shortcuts instead of taking long detours.
  • Gain more control over our lives and thoughts, our work and career selection.
  • Relax, work less and “target a limited number of very valuable goals”.
  • Transform your work habits.
  • Target a number of valuable goals.
  • Develop a healthy business strategy.
  • It is always possible to improve your skills.
  • Multiply what is effective.
  • Apply it in business to reduce costs and to generate more revenue.

Putting The Principle Into Practice To Set Tangible Goals

The 80/20 is for those who want more of their life, for the ambitious, for the goal-oriented and for the self-disciplined. Being ambitious is not synonymous to bein overworked, busy, or sacrificing yourself. To harness the 80/20 Principle, to make your dreams more feasible and to grow exponentially in any field:

  1. Discover what you are more enthusiastic about in life.
  2. Avoid investing the same amount of energy in everything that you pursue. Be strategic and identify the best 20% and invest 80% of your effort.
  3. Most people believe that goals are wishes, mere desires that they don’t believe they can achieve. Get clarity and be specific on what you want. There is no unrealistic goals.
  4. Make your goals big. The bigger the goal, the bigger the impact on your life, the higher the motivation and the longer you can maintain the vision.
  5. Make sure that these goals are self-imposed.
  6. Keep your goals simple. Simple is rare but simple is effective. Choose simplicity first. For example, identify the simplest and most standardized product, nurture the simplest 20%, make it high quality and eliminate the rest. In addition, simple businesses are better than complex ones because they deliver better value and perform better.
  7. Find ways to make your goals achievements fun. Avoid spending time on easy tasks and tune out distractions. Johann Wolfgang von Goethe said it best: “Things that matter most must never be at the mercy of things that matter least”.
  8. Avoid focusing on the negative and waiting for a positive outcome. It is necessary to let go of the customers, employees, products and processes that don’t bring profits
  9. Know your values and purpose. Then, align your goals with your values in order to feel more fulfilled.
  10. Analyze the reasons and the costs of these goals beforehand. Applying the 80/20 Analysis will indicate whether or not you would pursue them.
  11. Write down your goals for various parts of your life (career, work processes, leadership styles, lifestyle, health) and accomplish the most important goal. These goals must have value. Writing down goals allows you to solidify them subconsciously and to get everything into place.
  12. Write down what you really want and write it down as if you are writing it from the future, having already achieved your goal.
  13. Work on this one goal all the time. 20 Percent of your activities will result in 80 percent of our results. It is  a known fact that you shouldn’t put all your eggs in a basket. Instead, choose the basket to put all your eggs into.
  14. Review these goals on a daily to keep your commitment to yourself.
  15. Divide your goals into smaller steps to make your plan more coherent and easier to achieve.
  16. Identify the obstacles, the knowledge needed, the relationships that you have to build to achieve your goals.
  17. Measure your progress with parameters like money, time, energy, emotional investment. You can even create a deadline. If you miss a deadline, create another one.
  18. Share your goals with those that will implement it.

Last Words Of Advice!

Don’t beat yourself or your team up for not realizing all your goals. Have you used the 80/20 principle and what have you noticed? What is one of the goal that you want to accomplish?

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

Goal Setting & The 80/20 Principle

Identifying And Correcting Leadership Mistakes In The Workplace

Mistakes?! Everybody makes them but not everyone knows how to handle them. Mistakes are most often seen in a negative light but it shows you what you are made of, that you need to redirect your career, that you need to change procedures and your character.

Mistakes are inevitable, are a factor for change and have a knack for:

  • Discovering our authentic selves.
  • Exhibiting our vulnerabilities, limitations and blind spots.
  • Helping us prioritize and go to the essentials.
  • Showing us what works and what doesn’t.
  • Teaching us to forgive and to be less hard on ourselves.
  • Teaching us how to explore and experiment in life.
  • Teaching us how to learn and change.
  • Humbling us.
  • Showing us who is our support system.
  • Building our problem solving skills.
  • Making us more resourceful.
  • Displaying the consequences of our mistakes.
  • Removing us from our comfort zones.

Wondering how to identify mistakes and how to correct them?

Identifying And Correcting Leadership Mistakes In The Workplace

Mistakes don’t directly lead to success but it can show you the way. It is best when they come to light rather than going unnoticed. When mistakes are made, it makes sense for us to focus on what we have done right, on our strengths rather than our weaknesses. It is then detrimental to:

  • Identify the cues of mistake making, of failure.
  • Be self-aware.
  • Take responsibility for the mistake that led to the problem.
  • Encourage constructive criticism as much as feedback is given.
  • Measure the consequences of the mistakes.
  • Make immediate analysis and changes to fix the mistakes.
  • Be smart and learn from the mistakes made. Be wise and learn from the mistakes of others.
  • Create an environment that is safe to make mistakes and to recover from them.

There is a vast number of recurring mistakes and failures detected in corporate history.

MISTAKE #1: Fitting Into The Corporate Culture

The first mistake that leaders make is failing to see that they don’t fit in, that their values and morals don’t match the company’s culture.

To identify whether or not you will fit in and be an asset to your company:

  • Check out the group that you have to work with.
  • Pose the right questions about the company during the hiring process. You can even hang out in the company’s lobby or pip in the office to get a feel of the company.

Corrective Action

Whether or not you wish to adapt to the culture is a personal choice. If you do:

  • Observe other people who are successful within the organization and see if you can emulate their behavior.
  • Learn to appreciate uniqueness and diversity.
  • Learn to adapt to the situation at hand.
  • Leave when there is too much discrepancy between your morals, values and the company’s culture.

MISTAKE #2: Focusing on the job and not on people

Leaders who don’t focus on people are seen to be snobs, insensitive, inattentive. They don’t like to be interrupted, are their best when left alone, avoid  conversations and small talks at all costs, are focused on tasks, are afraid of failing at their jobs.

Unfortunately, they fail at relationships. This can easily create misunderstandings and conflicts because people have no barometer to measure your speech or your behavior.

Corrective Action

Dealing with people has now become a sought after soft skill. To keep growing that skill:

  • Relax and allow people to come to you.
  • Control your verbal and non verbal cues.
  • Recognize that people are part of life and that relationships can increase your success.
  • Show that you care.
  • Solve people’s problem.
  • Take lunches and breaks away from your workplace in order to handle social interactions better.
  • Give positive feedback, affirmations, encouragements especially to younger workers.
  • Don’t play favorites with people.

MISTAKE #3: Sticking To Traditional Leadership Styles

Autocratic and commanding leadership styles, though common and easy, are outdated, are rigid, are no longer acceptable in society and don’t work anymore, especially with millennials.

Some leaders, needing to feel superior and powerful, tend to withhold information to control their employees. Today, millennials expect validation, recognition, rewards, a more deconstructed workplace that is fun, relaxed, motivational yet productive and structured. They want to understand their role, the impact of their contributions at work, to be involved in the decision-making process, to learn continually and to own their work.

People are more comfortable in the democratic leadership style and are able to perform at their best.

Corrective Action

To transition from an autocratic leadership style to a more democratic leadership style:

  • Allow your workers to give their input before you make a decision.
  • Learn how to motivate and inspire your people.
  • Be the solution to everybody’s problem.
  • Empower others and help them to be successful.
  • Don’t be arrogant, don’t bark orders or mistreat your coworkers.
  • Listen to the needs of your coworkers.

MISTAKE #4: Shutting down dissenting voices, innovative and creative people

Pioneers and dissenting voices within the organization usually have a bad reputation. They are not welcomed in groups, go against the grain, are seen as not playing by the rules, are stifled, are the ones that end up being fired.

The thing is that pioneers are innovative, creative and can renew a company’s product and culture. They are natural catalysts, take risks and they need a room to breathe and to exercise their talents.

Corrective Action

To include dissenting voices, innovative and creative people:

  • Be more flexible with your policies and procedures.
  • Learn to discern pioneers from troublemakers and contrarians. pioneers actually care about the organization and about their contributions to it.
  • Allow pioneers to work on their own and own their results.
  • Slowly increase their responsibility.
  • Understand that everyone is not the same and deserve a different treatment.

MISTAKE #5: Controlling people and not delegating

Some leaders don’t know how to delegate, don’t want to delegate or just find it plain hard to do so. Indeed, it is a hard task because it requires that the leader:

  • Has faith in the workers.
  • believes that the work will be up to standards.
  • is confident in their personal abilities and is not afraid of being upstaged.
  • is comfortable depending on others.

Corrective Action

Delegating is not easy.  To learn how to delegate:

  • Avoid micromanaging people but measure their advancement.
  • Don’t withdraw a project or assignment that you have previously delegated.
  • Include employees in the decision-making process.
  • Demonstrate confidence in yourself and in the people you have chosen to delegate the tasks to.
  • When delegating, select experts in their field, clarify their roles, give them the authority to do their jobs, allow them to fail and to grow.
  • Create clear progress measurement tools and milestones.

MISTAKE #6: Not Seeing The Bigger Picture

Leaders fail when they are unable to see the bigger picture.

Corrective Action

To stay fixated on the bigger picture:

  • Write a personal mission statement and build a vision board.
  • Get to know your company’s mission and vision statement.
  • Take time to think about your vision.
  • Prioritize and stick to the essentials.
  • Feed your mind with positivity.

MISTAKE #7: Competing With Coworkers

Comparing ourselves to others and competing with them can weigh on work performance and self-esteem.

Competition in the workplace, without rules and regulations, to increase work performance, to put two employees against each other can easily derail an entire organization, create a toxic workplace, create a culture of fear.

Corrective Action

To reduce competition in the workplace:

  • Collaborate with your team members.
  • Build relationships that go beyond the workplace.
  • Compete against the standards that you have set for yourself.
  • Acknowledge your personal success.
  • Build new skills.

IDENTIFYING AND CORRECTING LEADERSHIP MISTAKES IN THE WORKPLACE

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

The Importance Of Effectively Managing Conflicts As A Leader

Conflicts happen in all workplaces, are inevitable, generally dramatic, are stereotypically painful, are often the road to failure if you don’t know how to manage them. However, contrary to common belief, they are most of the times milestones to success.

Wondering how to constructively manage or disengage workplace conflicts and how to remain disciplined and self-aware during conflicts as a leader?

The Importance Of Effectively Managing Conflicts As A Leader.png

Conflicts are incompatibilities and interference between two different parties ideas, desires, goals, interests, values and principles, events and activities.

Conflict management or conflict competence is a learnable skill that should be developed by all leaders throughout their career. Conflicts are consequential, frequent and inevitable but are necessary. They occur whether an employee is expressing a dissenting view, resisting change, or whether the leader is correcting an existing problem, fighting complacency and group-thinking.

Leaders that poorly manage conflict are faced with unfortunate lawsuits, grievances, violence, employee absenteeism, employee defection, poor performance, ineffective decisions, deteriorated working relationships, distrust and other negative behaviors, attacks on reputation and careers, a toxic company culture.

As a result, poorly managed conflicts are costly for organizations that have to sometimes hire new employees, take time to train new members, bring in paid third-party to mediate disagreements.

However, the benefits of appropriate conflict management are endless. In order to approach conflict in a productive manner, it is necessary to understand that:

  • differences in points of views generate innovative solutions and breakthroughs,
  • dissenting thinking allow to make higher quality decisions,
  • creativity is stimulated among the team,
  • social relationships are subsequently  improved,
  • transparency and open communication are promoted,
  • the work environment becomes more collaborative, and the company culture healthier,
  • more opportunities surface,
  • and most importantly, people within the organization might need help or mediation during conflict.

Addressing conflicts effectively

In the workplace, conflicts generally stems from differences of control, power and influence between the leader and his or her employees. Conflicts also come from discrepancies in culture, background, monetary.

There are several steps, that you can take to understand and manage conflicts constructively, you must:

  1. First understand yourself. What are your strengths, weaknesses, blindspots? How do you interact with different people with different backgrounds? How do you cause conflicts?
  2. Identify your conflict style. There are five different conflict styles, explaining the manner in which people attempt to meet their needs while showing interest in meeting other people needs during a conflict:
    • The competitive conflict style is aggressive, seeks to win, gain control, disregards other people needs and generally heightens conflicts.
    • The cooperative conflict style is defined by a need to reach a common goal using and consensus, to collaborate and to offer innovate ideas to resolve an issue. This style is representative of a healthy work culture.
    • The compromising conflict style is defined by a unsatisfying willingness to meet the other party half way.
    • The accommodating conflict style is obliging, facilitating, diplomatic, describes a desire to put others need and interests before a sole individualistic need in other to preserve relationships. This style is the complete opposite of the competitive style.
    • The avoidant conflict style is composed of penned up feelings and of a need to sweep negative interactions and situations under the rug. Therefore, needs go unexpressed and the conflict festers.
  1. Identify your trigger. To appropriately assess your trigger, attend conflict management classes, get a mentor or a coach, take the Myers-Briggs Assessment Test or the Conflict Dynamics Profile.
  2. Develop an emergency plan to cool down and desensitize your triggers. Desensitizing your trigger doesn’t mean that a person’s behavior is right or pleasant, it just means understanding the demonstrated behavior and changing your reaction towards it. For example, take a break before responding or jumping to conclusion.
  3. Learn to control your emotional reaction to conflict. Understand, stay conscious of the strong emotions that come with conflicts then cultivate positive emotions to counteract the negative ones.
  4. Discipline your thoughts, perceptions and assumptions of other people. The interpretation of someone’s attitude does not necessarily match reality.
  5. Observe the time frame, the number of times you have to see someone at the office. The less time you spend with coworkers, the less time you will notice their flaws and the less you will harbor negative emotions.
  6. Learn to discern any conflict driven behavior on the scale of conflict intensity. The intensity level measures the level of discomfort during a dispute:
    • At the first level, there is a difference in opinions but there are no discomfort.
    • At the second level, misunderstandings sprout: what is understood by someone is different from what is really meant.
    • At the third level, disagreements occur: each party understands but disagrees with each other’s opinions, feels discomfort which can lead to damage in the relationship.
    • At the fourth level, discord transpires: each party respond to a difference in opinion and there are continual attacks on the relationship.
    • At the last and fifth level, each party is polarized, suffers from the conflict, resort to sabotage, criticism, manipulation, etc…

Furthermore, detecting a conflict early will allow to resolve them faster.

How to resolve conflict and create positive outcomes

There are generally two known responses to conflict: “fight or flight” and “retaliatory cycle”.

On on hand, the fight or flight response is a natural response to threats where one either flee from danger or fight it. The choice between fight or flight depends on how someone has been conditioned.

On the other hand, the retaliatory cycle leads to escalation, leads to destructive behaviors that fuel and trigger negative behaviors in each party. In the retaliatory cycle, someone is first triggered by a behavior, then generates in that person an emotional response to this behavior. This emotional response is perceived by others as a threat to their ideas, opinions that in return generate an emotional response. And so on and so forth, the retaliatory cycle is created.

Leaders have to acquire a model behavior during conflicts in the workplace. Leaders encourage positive outcomes by:

  1. Facing conflicts head on, standing their ground and assuming that conflicts are inevitable, frequent and are just a passing phase.
  2. Staying calm and composed under pressure.
  3. Avoiding jumping to conclusions, shifting blame or pointing fingers and relying only on facts.
  4. Separating the person from the real issue.
  5. Instilling core values and fair treatment among their followers.
  6. Encouraging open communication and allowing the other party to speak their truth.
  7. Demonstrating that they have understood every side of the issue, being empathetic to the conflict partner.
  8. Suggesting solutions to existing problems thanks to external opinions, historical and innovative ideas.
  9. Sincerely apologizing to the other person and being able to admit when they were wrong.

How to recover from conflict?

Conflict competence requires that the leader:

  • value differences,
  • almost immediately detect a conflict before it arises in a tone or in a facial micro-gesture,
  • identify positive and negative models of leadership within the organization,
  • learn from setbacks and hardships that build character,
  • solve other people conflicts and implement a conflict resolution culture.

Dealing with conflict can leave you feeling like you are in a hostile territory but practice makes perfect, and managing conflicts effectively becomes easy with experience.

Also, create a zen space and learn to leave your conflicts at work.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

Are you self-sabotaging at work? 18 Tips to Learn to improve your work performance and climb up the corporate ladder

jonathan-pendleton-61209We all have a dream of outperforming ourselves at work and staying consistent and moving up in our career.

However, we have difficulties bringing our wishes and expectations to life.

Furthermore, in the fast and highly competitive corporate world, some of our attitudes, assumptions, values, flaws often render us completely ineffective, come in the way of us being the best version of ourselves, from learning new skills, from developing our talents.

The reality is that, despite our best intentions, we are often our worst enemies, are unable to improve our career, to achieve our definition of success, to satisfy our higher purpose.

We thereby harbor dissatisfaction, self-defeating thoughts and resort to self-sabotaging actions.

Wondering how to become a better performer, a better contributor, a better leader in the workplace and control the self-sabotaging tendencies?

Most of the time, self-sabotage takes roots from collaborators sometimes abusing substance, striving too hard for materialistic success.

Self-sabotage also stems from an inability to control extreme negative thoughts and emotions such as anger, guilt or resentment, and an inability to control other people. Indeed, in the workplace, low performing employees and leaders tend to either:

  • complain too much about circumstances,
  • not take action or initiative,
  • doubt their capabilities,
  • be addicted to praise,
  • struggle to live up to other people expectations. Not pursuing your true purpose and implementing somebody else dream cause you to subconsciously rebel against your current situation.
  • act impatient,
  • be unable to follow rules or respect authority figure,
  • be unable to handle the pressures of responsibility;
  • misinterpret the image they have of themselves
  • be busy or lack time management skills,
  • lack conflict resolution skills,
  • fear the unknown,
  • fear criticism, looking ridiculous or being embarrassed,
  • fear change,
  • fear success,
  • feel rejected or reject their own being,
  • fear failure. Failures are usually blessings in disguise.

How to improve these bad habits and become an effective member of the workforce?

Becoming a better performer and contributor in the workplace doesn’t end at solely executing your duties and providing acceptable results, it also means working on your character and core values. To enable effective performance in the workplace, it is necessary to:

  1. Assess your strengths and weaknesses and ground them into reality. I cannot stress enough how self-discovery is an important and long life process that allows to:
    • upgrade your moral compass and create new ethical standards,
    • accept our unique distinctions,
    • evaluate your role and contributions at work,
    • assist, be assisted by coworkers or team members with a complementing set of skills.
  2. Understand your interests and abilities. This way you are able to develop your core capabilities, to choose the work that stimulates you the most, the workplace in which you best fit in and the team that complements you the best.
  3. Keep learning, grow your knowledge and your emotional intelligence that you may increase satisfaction at work, to envision greater possibilities, to overcome obstacles and to be successful in every area of your life by:
    • doing something new, something different, challenging your thoughts and your routine,
    • nurturing your natural curiosity about the world, about what you don’t know,
    • breaking routine and mindless actions to stimulate your imagination,
    • tackling your fears and negative emotions head and listing the consequences of your actions.
  4. Adjust your self-image to reality by writing down:
    • the qualities you have about yourself and the ones you want to acquire,
    • your trigger points. Don’t let identifying your trigger points to get discouraged and give up on yourself. Noticing your self-sabotaging habits is actually beneficial to you: you are probably not in the walk of life that you wish or supposed to be in.
  5. Act responsibility, be proactive, take initiative. Take on more responsibility and assignments, perform them with enthusiasm and motivation in order to become confident in your abilities, autonomous, dependable, emotionally mature and trustworthy. Indeed, the more you take on responsibility, the more you learn about yourself, the more you understand the consequences of your actions, the faster you admit your mistakes as soon as you notice them, the better you remain accountable especially when things go wrong, the more you grow, the more you gain competencies, the more you are willing to take initiative and even risks.
  6. Discipline yourself by inspecting and readjusting your thoughts, actions and behaviors to set standards, and dominating your immediate desires and impulses.
  7. Stay true to yourself. Avoid comparing yourself to others and competing with others.
  8. Allow yourself to think. In silence, without looking for distractions, confront yourself, make peace with yourself, strengthen your decision-making skills, observe bad habits, and therefore learn more about yourself, find your true purpose, learn to trust your intuition and inner feelings. Meditation, quiet contemplation, introspection are the key to staying alert, to increase your performance at work, to develop and recognize good ideas, to stay engaged and more conscious of your life.
  9. Define clear goals and seek better methods to become more productive, more competent in the workplace.
  10. Learn to insulate yourself from the noise in the workplace.
  11. Vary your experiences and get out your comfort zone.
  12. Take care of your physical health. Exercise regularly.
  13. Make a good impression, from day one, without overdoing it and running a political campaign, by dressing appropriately and being punctual.
  14. Respect and treat people the way you would like to be respected and treated. Uplift people instead of bringing them down or being considered as a toxic coworker in the workplace. Develop relationships and properly manage people emotions, don’t impose your emotions on others, don’t create enemies where you can have a supportive friend. As a result, you can become a good contributor and a valuable team member.
  15. Embrace change, renew your coping and self-defense mechanism.
  16. Expect to make mistakes, to learn from them and keep it moving.
  17. Avoid naysayers and haters like the plague. Change your circle of friends if they are the ones bringing you down.
  18. Service others. Servicing others doesn’t mean to submit to everyone and to every order. It means doing your best to get along with one another.

Last word of advice!

If you happen to abuse substance or are in emotional distress in the workplace, don’t be ashamed, you are not alone. Please talk about it to your closest family and friends, or find the nearest Workplace Help Center.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

The Importance of a Leadership Vision

The Importance of A Leadership VisionA leader without a vision is a leader without a head. A leader without a vision is a wandering leader. A leader without a vision is a rolling stone without a moss.

I have to say, to most, a vision is a dream. To leaders, a vision becomes a set of goals that they create for themselves and for their existing or fictional organization. To successful leaders, a vision is a dream that encompass their values and morals, that seems unrealistic but that is yet anchored in reality, that is ingrained in their DNA and adaptable to their environment.

Wondering why is it important to create a leadership vision and by what measure leaders sustain their vision?

A lot of people have a vision for their life. However, most of them do not pursue it or don’t acknowledge it because it seems unattainable or far-fetched, because they inspire others and not themselves, they are afraid, they are discouraged or they are too busy to look within to act upon their vision.

Nonetheless, people without vision are impotent to perform and remain bitter or frustrated. It is the vision that leads you and propels you forward, that wakes you up in the morning, that gives you purpose, that drive your performance, that is communicated to your employees, that gives meaning to your actions and decisions, and that leans on your belief systems.

Leaders should be pushing a vision for their life, for their family or their organization and it shouldn’t matter whether they have the right relationships, enough money, enough favors, or have hired people with the desired skill set.

The leadership vision has to be intrinsic, greater than the obvious, has to be overwhelming, powerful and so inspiring that it annoys everyone else. It becomes essential to protect that vision and not to let anyone intimidate that vision or impose their vision.

Leaders with a vision are ambitious and satisfied with their lives, become hopeful and optimistic about the future, invite change, select their employees according to their strengths and not their weaknesses, are daring and don’t fear failure, are emotionally invested in their goals, flexible, persistent, resistant to social pressure and are convinced of their future success.

How to create a leadership vision? How to build your vision from the ground up?

First of all, a leadership vision is sometimes born when you are afflicted or when the situation is unbearable.

Keep in mind, a leadership vision does not appear suddenly out of the blue. It takes time and a thorough self-assessment and a proper knowledge of your environment in order to express your vision. A vision is invisible but you have to believe in it, conceive it and hold on to it.

To create a leadership vision, it is therefore fundamental that:

  • you get to know yourself by assessing your strengths and weaknesses.
  • you define your core values by identifying the most important life events and your reactions to them.
  • you set realistic yet demanding goals. Setting goals will allow you to lay out your ideas, to have a direction, to give you the desire to set wheels in motion, to grow and improve, set priorities and measure your progress. There doesn’t need to be a full detailed plan.
  • you keep your goal descriptions clear, short and simple, personal, and focused on your character, core values and morals.
  • your dreams challenge the status quo, seeks excellence, increase everyone’s purpose and motivation.
  • you adapt, stretch or change your dreams through time. Revisiting your dream will allow you to renew your strategy, to navigate difficult situations with a flexible mind and to see beyond obstacles.

How to sustain your leadership vision?

Once you have your vision in place, in order to make it more effective and vivid:

  1. Revisit your vision from time to time to make sure that it is up to date.
  2. Write a vision statement for your business to establish lawful and moral guidelines for your employees and for yourself.
  3. Ground your vision into reality, demonstrate it within the company’s culture, values and directions, products and employees.
  4. Follow through on your promises and commitments. Invest yourself in insignificant task as much as in important tasks. There is nothing that is below you that should be done with quality and conviction.
  5. Acquire more character than workplace competencies.
  6. Remain optimistic throughout challenges in order to motivate your team.
  7. Regularly communicated your updated vision by crafting stories around your vision. Involve your employees to instill loyalty, commitment, motivation and alignment, to challenge them and to give them purpose. These leaders hire people, transfer their vision to them and bring out the best in them. Don’t force your vision on your team, instead invite them in the process and help them build it up.
  8. Avoid pleasing the naysayers.
  9. Encourage others to dream big.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.