Design your success by using and growing your strengths every day. For a how-to guide that explains how to make your inspired and desired growth a reality visit https://www.freshconceptsonline.com/unstuck-last/.
I am honored to be speaking about Finding Your Strengths at the Successful Women Made Here event on June 7 from 9 a.m. -11 a.m.
Please check your calendars and sign-up using the link here. I hope to see you and your daughter or mentee there!
What is success to you? Watch Matthew McConaughey’s five minute talk and he will give you a framework to think about this question. He believes that before we can determine what success means to us we must first know who we are. Knowing precisely who we are is a more difficult than knowing who we ARE NOT. McConaughey suggests that by discarding the people, paths, and activities that make us feel less than, we make more space and free up more time to to be more than – meaning more who we really are. Once we know who we are, we are more able to become the true architects of our lives and pursue our individual definitions of success.
Another way to look at this same question is to consider what we do best and value most. Our strengths and our values help us to define success. How can we do more of what we love? How can we quit chasing weaknesses? How can we align our abilities with our goals?
Whether you define success as an accomplishment, achievement, fame, family, happiness, prosperity, or victory is not the issue. The real issue is that you create a life filled with abundance and joy on your path to this success.
For more about creating a life filled with joy and success, see Sarah Robinson’s Unstuck at Last: Using Your Strengths to Get What You Want.
The quote above is from Thomas Jefferson. Jefferson is one of my favorite historical leaders. In fact, I feel so close to him, I’ve given him a nickname – TJ.
TJ was no slacker. He was a hard worker who accomplished quite a bit in his lifetime. Just five of TJ’s many significant accomplishments include:
- being the principle author of the Declaration of Independence, an amazing document that was created in just 17 days.
- serving as the first U.S. Secretary of State (1790-1793).
- serving as the third President of the United States (1801-1809).
- doubling the size of the United States while President of the United States; this feat was achieved by orchestrating the greatest land deal ever – the Louisiana Purchase.
- founding the University of Virginia in 1819.
This short list shows the magnitude of TJ’s impact, his life-long devotion to hard work, and the good luck he managed to have along the way. It’s a great reminder that hard work always seems to come before luck and not the other way around.
Happy St. Patrick’s Day.
We are on day 31 of 2018. Thus far, we have experienced 40 days of winter, with 50 days left to go. In Indiana that means too many gray days and not enough “squinting at the sun, unable to see the traffic light, blinded by the gorgeous rays” days.
Having a sunny disposition is contagious. This winter, instead of spreading the common cold, spread a little happiness.
- Smile more: Studies show that if you smile, the people around you will smile. Smiling makes everything better. Do it.
- Consider what you do well. Do more of it. This will make you feel good about yourself and spread your natural talent.
- Give someone a 100% sincere compliment.
- Pet your dog, cat, turtle. This will make both of you happy.
- Help someone. Giving to others is the best way to raise your spirits and someone else’s.
- Express your gratitude.
To curb these deary days, bring your own sunshine. It will warm you and everyone around you.
I’m sure you’re too busy for this 4-minute video but humor me for 2-minutes and I’ll give you a very brief synopsis.
Many of my corporate clients struggle with the issue of working on the RIGHT thing. This video squarely addresses that problem. The most common strength of the 17.5 million people who have taken the StrengthsFinder assessment is Achiever. This means that of those folks who have taken the 45-minute personality assessment, many of them report enjoying getting a lot done every day and making things happen (at work and at home).
However, after years of coaching some of these Achievers (and wrestling with my own Achiever which ranks #3 in my “Top 5” strengths), I have noticed that many of these same people worry that they can work on the WRONG things – for instance the easy things, the things that are “low hanging fruit,” the things that may make your colleague happy but that are not necessarily your top priority. They leave work every day knowing that they were busy, but they have a gnawing feeling that they were not productive. Sound like anyone you know?
Here are four tips that may help you in 2018 and beyond to become productive at work (and not just busy).
- Set priorities – Your top priority should be where you spend your time and effort. Get the critical things done first, INSTEAD OF the easy things.
- Start saying “No” – This is a big challenge for many of my clients who enjoy reaping the respect of others by helping and seeming to be the “go-to” person when there is a difficult task at hand due to their stellar work ethic. My suggestion to those who love saying “Yes” is to say, “Yes, but not now.” If saying “yes” to helping others on tasks that are not your top priority is your number one productivity distraction, test out this technique.
- Set realistic deadlines – Giving yourself too much time (or not enough time) to accomplish tasks can also be problematic. Breaking large priorities into smaller tasks is the best way to initiate difficult projects. Setting the appropriate timeline to complete these smaller tasks will create a positive snowball effect in that you can build on your small success day after day.
- Create short “to-do” lists – Many of the busy people I coach create long lists every day of all of the things they plan to accomplish. I have met more than a handful of these same people who keep their past notepads containing these lists for posterity. Ok, there may be a tiny chance that they’ll need to know in the future that they started working on a certain project on May 14, 2015 but it’s much more likely that these old notebooks are only used as a self-soothing technique to give evidence to worried Achievers of just how much work these dedicated individuals have put in year-in and year-out. The proof is not for their boss, mind you, it’s for them. High Achievers love to know they are getting lots done, and these old lists – with check marks at the side, or lines crossing out the tasks listed – are a way to show themselves in black and white that they have a long history of getting things done. Unfortunately, these old lists only show how busy they were every day, not how productive they were each year. If your habit has been to create a long daily to-do list, try something different in 2018. Create a daily 1-3 item list that forces you to consider your biggest priorities every day.
Best of luck for a PRODUCTIVE and happy year.
Do you push or pull? We see these words frequently in our daily lives (mostly above door handles), but they have meaning in our work lives too.
Marketers use the terms push and pull to explain how they can strategically gain a new customer. If you decide to use push marketing, your approach is to promote your product by pushing it onto the potential buyer. If you decide to use pull marketing, your approach is to build brand awareness and draw the potential buyer to you naturally.
The terms are similarly used when applied to managerial processes. A manager might push her direct reports to implement a new sales technique by requiring that they use a particular sales process by the end of the year. In the new year, all sales will be recorded using documentation that supports the new sales process. When a manager chooses to push instead of pull her direct reports, they have no choice in type of sales method chosen, no input on how it might be implemented, nor any say about the time frame that a new process will be launch. All of those decisions are pushed upon them by their all-knowing manager.
That same pushing manager can transform herself into a pulling leader by making three changes to her approach.
- First, the pulling leader is persuasive; she lets her direct reports make their own decisions but is sure to put all of the relevant information on the table. A leader can gently pull her reports to implement changes, when her direct reports come to believe that there are a host of personal and professional advantages that make this change desirable. Comparing and contrasting the current process, the newly proposed process, and rival processes (also referred to as the “learning orientation”) is key to this step. When direct reports feel educated and empowered by new information, they are more likely to choose the best option.
- Second, the pulling leader creates an open dialogue. In the case of implementing a new sales technique, a pulling leader would create an environment where direct reports can openly discuss the pros and cons of each scenario without backlash.
- Third, the pulling leader allows individuals to test the waters in the way that suits them best. For some, this might mean rolling the idea around in their head for a few days or weeks. For others, this might mean taking the process out for a test run. Still others might want to do their own research. Allowing for individual differences in the implementation process gives direct reports faith that this is not a one-size fits all, top-down, mandatory procedure.
There are plenty of reasons that managers continue to push instead of pull. Pushing is quick. It requires very little managerial savvy. “Because I said so” is basically the pusher’s response to any queries about the change process.
The pulling leader has a much more uncertain road. The individual differences of the team, their buy-in preferences, their personality quirks, and their individual desires are all a part of the consideration process for the pulling leader. The good news is that the pay-off for pulling your team into the future is that they will willingly be standing by your side. This is vastly different from pushing them into the future with you because they may be next to you in body alone, begrudging every minute spent with you.
Be a puller, not a pusher.
For more from Sarah Robinson about persuasive leadership see Unstuck at Last: Using Your Strengths to Get What You Want.
Are you a giver at work? It turns out that givers, as compared to takers or matchers, are both the HIGHEST and the LOWEST performers at work. Adam Grant, the author of Give and Take and Originals, believes that creating organizations with more high performing givers is a workplace imperative.
So, if becoming a giver and/or creating a culture of giving at work is high on your to-do list for 2018, what steps can be taken by you individually or your collective management team to promote a workplace that emphasizes contribution (and giving) rather than competition (and taking)?
Here are three tips from Adam’s talk:
- Don’t burnout: The giver has a hard time saying no. Givers, who I frequently encounter in my coaching business, buy into the idea that they can save the day with their knowledge, expertise, or amazing work ethic. They appreciate the opportunity to help and want to gain the respect of the individual or group that may have asked for their help. They need to be protected from (or least advised and counselled about) giving too much. Grant suggests that givers try to limit themselves to a 5-minute helping hand.
- Promote help-seeking: Workplaces are naturally constructed to promote teamwork: we have meetings with our colleagues; we have joint office spaces or neighboring cubicles. Remarkably, despite the proximity of these smart people, we are frequently reluctant to ask them for help. We do not want to burden our colleagues with our work. We do not want to appear inept. Creating and promoting a help-seeking environment can dramatically lessen the awkwardness of asking for help at work. If someone asked you for help yesterday, wouldn’t you feel more secure about asking for help today? Of course. Grant discusses how hospitals have used this concept effectively by creating the position of a “helping nurse,” whose primary responsibility is to help other nurses.
- Don’t hire takers: Although this last tip may be easier said than done, an effective way to increase giving and reduce taking in the workplace is to eliminate individuals who are prone to having a competitive, silo-ed, non-sharing demeanor. Grant makes a great point that we must be on the look-out for the office backstabber – the individual who pretends to be kind and helpful to your face but who actually runs you down and diminishes you when you turn your back.
The timing of this message, on the heals of the holidays and preceding the New Year, is intentional. My guess is that at some point last week you realized (once again!) that giving is better than receiving. Let’s make it our 2018 mantra.
Happy New Year!
Do you like to fly solo? I ask that question both literally and figuratively. Sometimes it’s nice to travel alone. You don’t need to wait for your companion’s luggage or worry about getting them a latte before boarding. It can be nice to work independently too. When we work solo, we may believe we have more control over deadlines, work product, and final outcomes. Depending on other people is a huge risk. Sometimes people let us down. Sometimes they come up short. Sometimes they annoy us.
After years of considering these issues, I have come to think that focusing on the positives of independence, is a trap. This flawed thinking can lull us into the belief that flying solo is not only better for us personally (less hassle!) but also better for our professional outcomes (more control!). But we do not develop, grow, and learn in a vacuum, cut off from other people. We learn about ourselves and the world by relying upon friends, colleagues, relatives, acquaintances, and total strangers every single day.
Depending upon others, at work and at home, is a skill I continue to grow. It does not come naturally to me. However, when I am able to find a great partner, or a fantastic group to be a part of, I have to remind myself all over again that flying solo has many disadvantages. When I pretend to be self-sufficient (is anyone actually capable of this?), I cut-off opportunities for collaboration, new thinking, and process improvement.
This Thanksgiving, I give thanks to the many people who make me better, who draw awareness to issues that lie in my blind spots and who know how to press back and slow me down when I want to charge ahead.
Who do you need most? How do they help you to be a better you? If you have the tendency to want to do everything yourself, ask yourself who actually benefits from your desire for total autonomy? When I ask myself this question, I realize that the benefits of flying solo are limited. People need one another. The Pilgrims were quick to figure this out.