While the past year may have amplified it, the amount of change and uncertainty surrounding us has been steadily increasing for quite some time now. In fact, as soon as we get comfortable with something, it seems to inevitably change again.
One thing we can count on not changing anytime soon is this amount and pace of change – it’s here to stay. So how we deal with it will go a long way in determining whether we experience consistent success or setbacks.
Whether you are the type of person who is energized by change (bring it on!) or handicapped by it (what will I do?!), change causes an emotional reaction in our brains. Left unchallenged or unregulated, those emotions can overwhelm us and negatively impact our ability to think and perform well.
Here are three ways you can help mitigate that response and put yourself in a position to handle the stress (both positive and negative) that often comes with change.
One way to calm and control those emotions is to pause and recognize them. During this self-reflection process, try to assign a label to how you are feeling. Think about the emotion and the feelings created – and choose a word to describe it. Be as specific as possible, forcing yourself to work through what (for most of us) is a limited emotional library.
Rather than just choosing the word “mad” – ask yourself if you are “angry”, “disappointed”, “frustrated”, or “disrespected”? Acknowledging and labeling those emotions helps you better understand and put them in their proper place rather than allowing them to dominate your thinking. This process also forces you to engage the more rational, thinking part of your brain – always a good way to calm that emotional response.
Key Question to Ask Yourself: What am I truly feeling?
Emotional responses often cause us to shift our focus internally – what does this mean for me? An easy way to fight that is to force yourself to think through the change from multiple perspectives to better see the entire picture. Be curious and ask good questions to help you understand the need and motivation for the change.
Shifting your time perspective can be helpful as well. You may feel charged now, but how will you feel one week, one month, or one year down the road? Envision a future state to better understand how you may feel about the change in time.
Key Question to Ask Yourself: What am I not seeing?
Every change comes with opportunity. The key is to always be on the lookout for it. Rather than just reacting to the immediate circumstances, try to expand your thinking to see what new opportunities are now available. Growth and change go hand in hand, so sometimes being forced to grow through change is exactly what we need to push through our comfort zones.
When experiencing change, create a discipline to work through a process to identify those new opportunities. This is where the voice of an outsider can be especially helpful. Engage a partner, coach, or mentor to help challenge your thinking to see the possibilities.
Key Question to Ask Yourself: What does this make possible?
One common theme with all three of these strategies is to ask yourself, “How do I push past my emotional response and think through the situation?” Whatever your natural reaction is to change (ready or reluctant), finding ways to control those emotions to help you think and react well is key. In fact, it’s probably the biggest factor in whether you only survive the challenge – or are able to thrive and come through it even stronger.
A couple of years ago, Ken Perry shared a challenge he was undertaking. One push-up a day—add a push-up per day. As a bit of a competitive person at heart, it didn’t take long for me to accept the challenge myself.
Sounded simple enough, especially in January. To be honest, it almost felt weird doing just one push-up that first day.
But as the months wore on—and the number went up—the challenge became harder and harder. Starting in late October, I was doing more than 300 push-ups per day. And because 2020 was a leap year (of course it was), I ended with 366 push-ups on December 31.
In case you’re curious, that added up to a total of 67,161 push-ups throughout last year.
Here are some lessons I learned (or was reminded of) along the way:
It feels good to finish what you start
There is definitely satisfaction in finishing something (especially something hard). I hate to admit it, but I’m not naturally a finisher—which sometimes causes me to walk away from things too soon. But I’m glad I stuck it out to the end—it definitely makes me want to swing big with another goal or challenge in the future.
Accountability is key
Big goals mixed with accountability is a great recipe. Share your goals with others so you can be encouraged along the way. Accountability doesn’t have to be overly structured or scary but can be extremely effective. It was great to have colleagues and friends checking in and asking me how the challenge was going. Plus, knowing that others are pulling for you and invested in your goals can be a difference-maker, especially in a season of isolation like we find ourselves in now.
Reframe your goal
If the task is big, find creative ways to break it into smaller, more doable chunks. 300 push-ups seemed like a huge task. Six sets of 50 push-ups were much more manageable. Each set I completed also felt like a little win and helped to keep me motivated throughout the day.
Start earlier in the day
Get ‘em done. Getting the push-ups done earlier in the day always made a difference. Try to get your important stuff done early in the day so it’s not hanging over you—plus you are more likely to make sure it gets done. Trying to knock out 100 push-ups right before bed is never a great way to end a day.
Be honest with yourself
Don’t cheat yourself. On days where I was a bit foggy on how many push-ups I had left, I always did extra just to be sure. Integrity starts with keeping your promises to yourself.
Know when to quit
Don’t be afraid to walk away if you need to. I actually attempted this challenge the previous year but had to stop in June because of a shoulder injury. I reset and tried again last year—and felt stronger and more prepared through the entire experience. No shame or guilt if you need to stop for the right reasons. (Perseverance can be overrated at times.)
While I’m sure every experience is different, my hope is that you can apply some of these lessons as you undertake your own challenges and chase big goals this year in both your leadership and life.
Growing up as a TV fan in the ‘80s, I was forced to get comfortable with waiting. When my favorite show ended on Tuesday at 9 p.m. (like this one or this one), we were forced to wait 7 long days to see what happened next to the characters we loved. In that forced hiatus, I would often find myself thinking back about what happened and theorizing on what would come next.
Fast forward to today with the advent of streaming services and binge-watching, and as soon as your show ends another one plays right away. No time to think back before you are quickly off to the next episode. If your series is complete, no need to worry – the service will suggest another and begin playing in just 10 seconds.
With our shortened attention spans and endless availability of information and inputs, this new way feeds a desire to quickly move on to what’s next – and often leaves little time or space to look back and make sense of what has already happened and how those events might shape what comes next.
Yet that process of remembering, reflection and assessment is a key part of the human experience. Rather than just making quick adjustments in the moment, a structured process to pull back, review and plan can provide insights to guide future decisions and actions that can improve how we lead, live and impact others.
As we head into the final weeks of the year, this can be the perfect opportunity to pause and reflect on the previous months and plan for the upcoming year. To help you on this journey, here are three processes for you to consider – each requiring a different investment of time and energy.
Leave Behind or Carry Forward
This year has caused all of us to adjust our routines and rhythms. We’ve been forced to find new ways to live our daily lives – and in the process we’ve had to stop some things and add others.
Reflect on the changes you’ve made and focus on two areas. First, what are those things you need to leave behind. They were things you used to do but now realize are no longer necessary – or don’t add as much value as you once thought they did. These things should be left behind. No matter what our new normal look likes, you won’t bring these activities back.
Second, what do you need to carry forward? What new activities and routines have you started that have ended up being great for you. This challenge has created some opportunities – and you may have discovered a new way of doing something that should be kept in place.
This is a simple framework that can provide a useful structure to help organize your thoughts. I would encourage you to use it for both your personal and professional lives. To add the most value to those around you, what do you need to:
- Keep – these are the things that you know are working well and adding value. These are high-payoff activities you want to keep in place.
- Improve – you are doing these things now, but maybe not as consistently or effectively as you could be. The idea is sound, but you can improve how you are doing it for greater impact.
- Start – these are the areas that you know could be improved. What can you start doing that will help you be the best version of yourself?
- Stop – what am I doing now that is holding me back? Often the hardest to identify, these are the things that if you stopped doing would help you be more effective.
In addition to going through this process yourself, consider inviting others to provide their insight on what they see in you as well. Getting feedback from your family, close friends and co-workers can help you identify blind spots.
Life Plan Review and Rewrite
For more than 25 years, we’ve helped our clients lead and live with more purpose and intention by helping them to create a powerful Life Plan. Through the process, you identify the areas of your life that are most important to you, create a vivid future for what success looks like in each one and outline the steps you’ll take to make it a reality. (Note: if you’ve never created a Life Plan for yourself, now would be a great time.)
But as we grow and change, our Life Plans to need to evolve and adapt as well. We’ve created a structured review process to help you go through each area of your Life Plan and assess how the past year has been – and help you identify what changes you need to make for the year ahead.
To truly leverage the power of this process, you need to give yourself the time and space to really reflect and be honest with yourself. This can be hard work – but so necessary and valuable if we want to make the changes and adjustments to help us be even better in the future.
My encouragement would be to schedule a full day and devote it to the process. Go somewhere special that will give you the space and environment you need to focus and do some heavy lifting. Many of our coaches and clients (myself included) go through this process every year – and most believe is a foundational element in their long-term success.
Click here to download our Life Plan Review and Rewrite Guide.
In a society that often pushes and encourages us to focus on the next episode, taking time to reflect and assess can often feel like a lost art – and one that too many people don’t feel like they have time for. But when employed with discipline, it can prove that looking back is often the best way to move forward.
Let’s be honest: 2020 has been a challenging year. That’s not to say there haven’t been moments of triumph and opportunity, but for many of us our mindsets and perspective have been tested like never before. We’ve been forced to re-think our rhythms, routines, priorities and schedules, all while dealing with a tsunami of change including a global pandemic, racial injustice, economic uncertainty, political divisiveness and everything in between.
With this wide range of issues and pressures, how we show up, behave and react to those around us has become more important than ever. For many of us, our mindset runs in the background, guiding our thoughts, feelings and beliefs much like the operating systems on our computers. Too often we don’t take time to stop, assess and adjust our mindset until we run into a problem or challenge, usually tied to a moment of regret or remorse: snapping at a co-worker, unsuccessfully managing stress, falling behind on priorities or projects—or simply finding ourselves drifting through our days and lives.
Even areas once considered strengths can find themselves under attack and in need of refinement and improvement—maybe even some re-programming. One area we’ve seen leaders and teams struggling with during this season is a shift backward to fixed mindset beliefs rather than a growth mindset.
In her book and research, Dr. Carol Dweck has pioneered this concept of a fixed mindset versus a growth mindset. People with fixed mindsets believe that ability is a fixed trait and cannot be changed. In other words, we are the way we are. On the other hand, people with growth mindsets believe that ability is malleable and can be developed.
It’s important to note that none of us can permanently embrace one mindset over another (growth vs. fixed). We are all a mixture of both mindsets, and that mixture evolves, grows and shifts over time with experience. And during seasons of uncertainty, pressure and challenge, our mindset can be prone to shift more to the “fixed” side if we let it run unchallenged on auto-pilot in the background.
Here are three areas where that shift can negatively affect our leadership, relationships and results if we aren’t aware and mindful of them.
Effort: With a fixed mindset, we see effort as bad. We shouldn’t have to work hard at the things we’re good and gifted at. With a growth mindset, we see effort as a positive thing. After all, that’s how we get better and improve.
During this season of change, many of us have had to re-think and re-work how we do things. Many of us have had to learn new ways of engaging with our teammates and customers. We’ve had to streamline our processes and businesses to handle new opportunities and challenges—and often it’s taken a new level of effort and focus to be successful.
Earlier this year, I had the opportunity to work with a group of high-performing salespeople. These teams were some of the best in their industry. But much of their process was built on face-to-face interactions with customers and decision-makers—which was suddenly impossible with new health and safety protocols in place.
People who were used to being very successful in what they did were suddenly forced to learn a whole new way of interacting and developing relationships in a virtual environment. And gaining new skill and competence in this area required new muscles and a new level of effort. Many of the people on the team embraced the challenge with a growth mindset; but some found themselves slipping back into a fixed mindset and struggled with the stress and pressure that accompanied this new level of effort. This difference in mindsets is important for leaders to acknowledge when coaching and developing their people to be successful during this new season.
Motivation: With a fixed mindset, motivation is often about proving your ability, showing others and yourself how good you are at something. With a growth mindset, motivation is about improving your ability, each opportunity a chance to get better.
I’ve found myself struggling with this one recently. As a way to stay active and fuel my competitive spirit a bit, I enjoy playing pickleball in my free time. There was a season this summer, when I would show up with more of a fixed mindset. My competitiveness would go into overdrive, and I focused only on winning and playing up to a certain level or expectation (which never usually ended well).
Once I became aware of this, I intentionally tried to shift my focus to more of a growth mindset—every chance to play was an opportunity to learn, grow and improve my ability. Winning and losing became less important as I re-focused on getting better and learning every time I hit the court. This new framing also allowed me to feel more gratitude about the experience rather than the outcome.
Not coincidentally, when I embraced more of a growth mindset, I enjoyed my time more—and would show up back at home in a better position and with a better attitude to interact and serve my family.
Failure: With a fixed mindset, we see failure as the end of the story, time to give up. With a growth mindset, failure is just part of the story and journey and means it’s time to try again (differently).
I don’t know about you, but many of our clients (myself included) have experienced moments of failure this year (both at work and at home). This definitely hasn’t been a year where everything has gone as planned—and many of us have experienced more challenges, obstacles and failures than in recent memory.
If you find the people you lead (or yourself), shifting toward a fixed mindset around failure, here’s a key phrase to keep in mind: not yet. I haven’t figured it out, not yet anyway. You haven’t been successful, not yet, but I believe you will. This is a great phrase to embrace as a coaching leader to help your people focus on what is possible. Welcoming failure with a growth mindset can propel you and your team forward.
Every couple of months, my iPhone lets me know it has to upgrade its operating system. Whether it’s to fix bugs or add new features and functions, these regular upgrades are required to keep it performing well. Our mindset is similar—we need to step back and perform any necessary upgrades to keep it (and us) running properly. This is especially true during seasons of change and uncertainty—like 2020.
So if you’re looking for ways to keep your mindset operating system up-to-date, focusing on your current balance between a fixed and growth mindset is a great opportunity. If that doesn’t work, you can always try turning it on and off again. (Seriously, don’t underestimate that suggestion.)
The need for wise and effective leadership is as great as it’s ever been. 2020 has been a tumultuous year necessitating many quick, yet crucially important decisions. Our sense of normalcy has been turned upside down as fears for our health, safety, loved ones, businesses, and bank accounts continue to rise. And now we are heading towards another unknown—a presidential election.
At first, I thought releasing a book about leadership during this season wasn’t a good idea. But I quickly realized the opposite was true: leaders need to be focusing on the decisions they make and the influence they have now more than ever. And my latest book outlines seven perspectives every leader must see in order to improve their leadership effectiveness. In light of election season, I picked five of the perspectives and tied them to stories from past U.S. Presidents, along with a practical tip I believe can help every leader be more effective, especially during this challenging season.
COMMUNICATING CURRENT REALITY
Franklin D. Roosevelt (FDR) earned great influence when he chose to speak directly to the people of the United States through their radios. During the Great Depression, FDR saw the need for the public to be informed on what the government was doing—and, directly by him, their leader—not the press. He continued his broadcasts during World War II, updating the public on the progress of the war. Due to the President’s conversational manner of speech, the messages were unpretentiously termed “Fireside Chats”.
He understood the Current Reality of the nation, as ever-changing as it was during economic depression and world-wide war, and he made sure to communicate with the people looking to him to lead. He came to them, as best he could, his calm voice filling their parlors, sharing real-time updates, encouragement, and vision.
Leadership Tip for Today—
As a leader you need to be honest and transparent with current reality. It will gain trust with the people you lead and earn you influence. Even if the current reality seems dim, your people deserve the truth. Be honest with them, and they will be honest with you. Without their transparency, you will not have a clear picture of current reality.
CASTING A COMPELLING VISION
John F. Kennedy (JFK) was keenly aware of the country’s current reality and the losing position of the United States in the space race against Russia. He cast a challenging and compelling Vision for the nation when announcing the U.S. would land a man on the moon and return him safely to earth before the end of the decade. He acknowledged the expense and the difficulty, but rallied the nation together towards this long-term, seemingly impossible goal. He built a vision that united the country regardless of political affiliation, race, religion, or socio-economic position—every single person within the United States was invited to support this long-term vision, the race to be won.
Leaders must view their businesses beyond the lens of current reality into a future not yet realized, welcoming teammates to come along for the journey, and together build something special, new, and never before.
Leadership Tip for Today—
A vision should be so clear and compelling that it unites the entire team—regardless of role. Every member of the team must directly understand how their job connects to the vision so that engagement is high. Times of change and uncertainty like we are experiencing today shouldn’t cause you to shy away from your vision but rather lean into it even more, communicating a picture of a brighter tomorrow over and over again.
PLACING STRATEGIC BETS
Thomas Jefferson took a risk when he sought to purchase land east of the Mississippi River in North America from France. The United States Constitution did not include any sort of provision for acquiring foreign territory. Jefferson and his team made a Strategic Bet when negotiating the deal with France—and it paid off. More than 800,000 acres was added to the United States with the Louisiana Purchase. Jefferson led a fledgling nation to essentially double their territory.
This unprecedented and risky negotiation greatly expanded the territory of the United States. Growth was achieved, but not without high risk and financial cost—a strategically placed bet.
Leadership Tip for Today—
A strategic bet moves you from a defense posture to a position of offense, something all leaders need to be looking for right now despite our current reality. It will require investment and risk—but if it pays off, you will move forward into new opportunity. A strategic bet should be something you are unsure of, something with enough potential to open doors and move the organization ahead.
CONNECTING WITH THE TEAM
Abraham Lincoln is well-known for selecting a diverse cabinet and surrounding himself with a team of varied perspective—but it is not the only way in which he actionably valued the perspective of the Team. Lincoln did not simply sit in the White House casting vision to the generals leading the soldiers during the Civil War, he actively engaged in communication to learn the front-line perspective by utilizing the telegraph. There are reports that he even slept in the office of the telegraph to ensure he received the latest news from the team fighting the battle.
The perspective of teammates in all seats, at all levels is crucial for the decision-maker to have the most accurate and realistic picture of the situation—an influential leader knows to listen to their Team, especially those most vulnerable, on the front lines.
Leadership Tip for Today—
Walk the floor, visit the production room, call the customer service team—actively listen to your teammates, especially those doing the work. Or, during the pandemic, in this ongoing virtual reality, schedule Zoom meetings with the departments you oversee, and give everyone a chance to speak. Leaders should feel empowered to connect with people across the organization, not just their direct reports. It will improve your ability to make decisions and increase your influence organizationally.
DEFINING YOUR ROLE
General George Washington led the colonies during the Revolutionary War to victory. The independence allowed for a new form of authority, a new way of leadership. He recognized the need for counsel from others—the importance of hearing other perspectives. The foundation of the government was instituted under Washington’s leadership including the roles of the cabinet, the roles of the Supreme Court, and his role—the United States President. A Role of such magnitude needed to be clearly explained with checks and balances established to avoid reverting into the way of leadership the country had just fought against.
Leaders will experience the most energy in their roles when they can clearly articulate which tasks are theirs to own and which are theirs to delegate. The work may still be challenging, but if a leader is focused on the tasks that only they can do, they will experience lift and see wins across the organization.
Leadership Tip for Today—
A leader should be clear on how their role impacts the organization—and fiercely protect the time needed to accomplish the tasks that only they can do. Block your calendar, set your Skype to Do Not Disturb, let your team know you will be head’s down for a couple of hours to focus upon your commitments. Leaders should be approachable and available but must give themselves permission to set boundaries for the growth of the organization.
Whether you manage a small team, head up a company or lead the entire country, seeing your business from these perspectives will help you make better decisions and increase your influence—the two things necessary to be an effective leader.
Part I: Your Decisions & Influence
In the first of a three-part video series, Daniel Harkavy explores how your decisions and influence affect everything from promotions to gaining and keeping the trust of your team and peers.
Read Video Transcript
I don’t think anyone would argue against the opinion that successful leaders have a leadership mindset. Where the disagreement, or more likely confusion, comes in is around what that actually means. Few words have more varied definitions than “leadership,” and when you add the term “mindset” to the equation, you create something many people vaguely understand and agree in theory is important but would struggle to articulate or make happen.
Strength, adaptability, discernment, grit, and tenacity. These were identified in 2017 by Forbes as the top traits of every powerful female leader. (more…)
While your organization’s success is reliant on a great effort and strong performance from all of your team members, there’s no question that having the right leadership at the top is paramount to success. Without great leadership skills and strong business acumen in your executive leadership ranks, the company will likely struggle no matter how hard individuals try.
Sooner or later, many business owners and leaders reach a point where they realize a) they don’t like where they are, b) they didn’t mean to get to where they are, or c) they have no idea where to go now. While this process can be frustrating and upsetting, it’s a valuable one because it means they’ve realized they want something different in life and can start taking steps to identify and then achieve their goals.
The topic of feedback comes up a lot in coaching sessions. Giving feedback is an important part of any leader’s job—according to research, 98% of employees will fail to be engaged without adequate feedback! In this Virtual Coaching Tip, Executive Coach Todd Mosetter shares the one grave mistake managers—new and experienced—make when they attempt to… Read More
If setting hard and fast goals for your life is a bit overwhelming, I just want to say, “I get it.” Life can throw major curveballs and your trajectory can change dramatically—sometimes it’s exciting, sometimes it’s heartbreaking—and sometimes it’s both.
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When my son was younger, we used to play a game where we would set up three stacks of blocks and take turns trying to knock each other’s towers down. Sitting on opposite ends of the hallway, we would send a small, motorized toy car on a path toward destruction. The particular car we used… Read More
When you look at your day, are you filled with a sense of dread over all the things you have to do? In this quick Virtual Coaching Tip, Executive Coach Todd Mosetter shares one simple phrase you can start using immediately to improve your mindset and get everything on your list done.
Leaders don’t, and can’t, know everything—but the pressure to act like you do can be great—especially in this day and age of direct social connection. The way you show up in those moments where you just don’t have the answers can impact the degree of influence you have within your team, organization, community and society…. Read More
The quality and caliber of the coaches at Building Champions continues to set us apart. Our coaches are valuable and integral to our team—each one bringing decades of experience and a unique coaching style. Get to know one of the newest additions to our coaching team, Matt Cummings! Matt not only has leadership experience, but… Read More
In this Virtual Coaching Tip, our founder and CEO Daniel Harkavy shares four essential tools to help you lead yourself – and ultimately your team and organization – better. Learn about each of these tools and how they can help take you from where you are in life to where you want to be.