By Suzie Doscher
Instead of focusing on classic New Year's Resolutions:
Change your thinking in order to invest your time and energy to grow and develop yourself. Have a major impact on your home life as well as your professional life, no matter what your position is -- boss, leader or team member -- with some personal development.
Many of your desired 'resolutions' will be resolved with this approach.
In fact, with time all of the habits you wish to change will be replaced with habits that leave you calm, satisfied, fulfilled, stimulated, energized and healthy. You will feel better, look better and be a better person. You can 'grow into your skin' - be the person you know you are. ...Click 'read more'
By Sarah Green Carmichael
Managers want employees to put in long days, respond to their emails at all hours,
and willingly donate their off-hours — nights, weekends, vacation — without
complaining. The underlings in this equation have little control; overwork
cascades from the top of the organizational pyramid to the bottom. At least, that’s
one narrative of overwork. In this version, we work long hours because our bosses
tell us to. (That’s the version most on display in the recent New York Times opus on
But there are other explanations out there. There’s another that says all of
us, including senior managers, are basically flotsam buffeted about by the eddies
of economic incentive, corporate culture, and technologies that keep the office
just a tap away. In this version, there’s no one really dictating the norms; we’re all
just reacting to macro forces beyond our control. Click below to read more...
LLH / Penna
Widely acknowledged as a powerful development tool, coaching is used by an increasing number of organisations to develop the talent they need to meet their business strategy. Yet whilst phrases like coaching culture and leader as coach have entered common business language and the awareness of the benefits coaching can bring to business performance has grown, so too have the myths surrounding it.
Here we debunk five of the most common coaching myths we come across.
Myth 1: Coaching only suits, and is given to, very senior executives.
The reality: In a survey by Sherpa, just 30% of organisations reported they used coaching only for senior executives. Coaching can help with a number of business challenges; developing high potentials, supporting individuals who have been promoted into bigger roles, helping managers lead their team through change effectively, developing resiliency, accelerating the pace at which maternity leave returners get back up to speed, equipping first time managers with the skills to be effective leaders. As none of these business challenges are experienced only by those at the C-suite level, reserving coaching only for a select senior group is somewhat limiting. While the content may be different, all levels of employee, certainly all managers and leaders in an organisation, can benefit from a coaching approach to management. ...click 'Read More'
Anyone who’s ever been stuck at brunch listening to someone bragging about a date they had the night before knows how important and elusive self-awareness can be.
The term itself is loaded and complicated. The Oxford English dictionary defines it simply as “conscious knowledge of one’s own character, feelings, motives, and desires.” But there is a lot more to self-awareness than being in touch with yourself.
The power and challenges of self-awareness
The power of being self-aware is that it helps you become conscious of your own habits and decide if you need to change them. It also helps you realize when you’ve told a joke that quite didn’t land or pushes you to speak louder when you sense that someone can’t quite hear you. But it’s a difficult balance; becoming too self-conscious can be just as dangerous as not being aware enough of your own tendencies. ...Click 'Read More' below
by Gordon Tredgold
According to a 2014 Gallup poll, companies, 82 percent of the time, appoint the wrong person to a management or leadership position. That's a staggering number.
And yet it's not inconsistent with either my own experience or other statistics that we see -- such as one, this time from a 2015 Gallup poll, showing that as many as 70 percent of workers are either disengaged or actively disengaged.
More evidence? It comes from what seems to be the No. 1 reason why people leave companies: 50 percent of the time, they cite their relationship with their direct manager.
We can only conclude that those managers shouldn't have been there in the first place, and that poor management appointments are to blame. We might also suspect that those appointments not only damaged the mood and morale of these organizations but affected their bottom line. For example, the weak employee-engagement figures cost American businesses around $450 billion every year.
The challenge is that these situations are not going to be completely resolved until they address the real root cause: hiring and promoting the wrong people in the first place. Here are seven characteristics that companies should look for in future managers. If those people don't have them, then don't promote them. ..Click 'Read More'
The Science of Positive Thinking: How Positive Thoughts Build Your Skills, Boost Your Health, and Improve Your Work
By James Clear
Positive thinking sounds useful on the surface. (Most of us would prefer to be positive rather than negative.) But “positive thinking” is also a soft and fluffy term that is easy to dismiss. In the real world, it rarely carries the same weight as words like “work ethic” or “persistence.”
But those views may be changing.
Research is beginning to reveal that positive thinking is about much more than just being happy or displaying an upbeat attitude. Positive thoughts can actually create real value in your life and help you build skills that last much longer than a smile.
The impact of positive thinking on your work, your health, and your life is being studied by people who are much smarter than me. One of these people is Barbara Fredrickson.
Fredrickson is a positive psychology researcher at the University of North Carolina, and she published a landmark paper that provides surprising insights about positive thinking and its impact on your skills. Her work is among the most referenced and cited in her field, and it is surprisingly useful in everyday life.
Let’s talk about Fredrickson’s discovery and what it means for you...
Click 'Read More' below
by Suzie Doscher
The reason I feel this way is my opinion that in order to think positive, a positive mindset is necessary. Naturally even positive thinkers can have moments of drifting off into negative thoughts. Their strength is to return to a more positive approach rather than go the place of doom and gloom of a negative thinker.
To ‘Just think positive’ it is necessary to have a positive mindset.
When you are struggling to stay positive about something, you are probably feeling stressed. This might be the result of feeling uncertain or lacking clarity about the situation, person or project, or any number of other reasons. So when I hear that the advice given by a helpful, supportive friend or colleague was ‘Just think positive’, I want to ask: “And exactly how do you suggest your friend or colleague does this while feeling stressed?” Click 'Read More' below
by Suzie Doscher
Learning how to respond to a situation rather than reacting brings huge rewards. Needless to say, it is one of those behaviour changes that are easier said than done. However, it can be achieved.
Being able to respond to /act upon means you are in a mindful place - a place where you are aware of your thoughts and feelings. This means you have considered the situation and the response that best suits you.
To be able to 'respond' means you are choosing your behaviour .
To 'react' indicates that a button has been pushed – something triggered you not to take the time to think and consider your response. This can often leave you in a position at the mercy of others. ...Click 'Read More' below
By Susan Begeman Steiner
Energy drives progress, but what type of energy is the best? In the global conversation about the environment, we might argue the virtues of various forms of energy including solar, wind, geothermal, hydrogen, tidal, wave, hydroelectric or biomass.
But what about with people in the workplace? What is the most powerful energy there? Various sources of energy drive people’s behavior. In the past, the energy sources we’ve paid the most attention to have boiled down to either reinforcement (money, awards, recognition) or punishment (demotion, dismissal, public humiliation). These forms of energy work in the short-term, but their effectiveness diminishes in the long-term. ...Click 'Read More' below
Great article by Kevin Daum as seen on Inc.com.
Full of realistic practical tips.
If you start by picking the easiest one for you to follow through with you are already on the way.. add the others as time goes by..one by one. Suzie Doscher
A while back, I wrote a column with tips on how to start a great day. What I neglected to mention is that the best way to make sure your day has a solid start is to have a great ending to the day before. If you finish your day stressed and worried about loose ends, it will impact your time at home as well as your sleep. String a few of these unhappy endings together and you’ll watch your productivity plummet like a rock.
You can solve this problem with a small paradigm change. Focus as much or more energy on ending your days well and you’ll start each day more rested and vibrant. Here are seven simple tips to help you finish right so you can start the next day with a clear mind and a happy heart. ... Click 'Read More' below