Facilitation’s Post

Sometimes we repeat actions and expect different results. I often speak with Clients that discuss repeating patterns that fail to produce desired results.  We all engage in self-sabotaging behaviors, and especially those that also impact team goals, requires a thoughtful approach that encourages self-awareness without causing defensiveness. Using my favorite metaphor of Lucy from the Charlie Brown cartoons who repeatedly pulls away the football from Charlie Brown, can help frame the conversation in a familiar context. Here are some questions you could consider asking yourself, like Lucy, to help you recognize and address your behavior: Reflect on Intentions and Outcomes: "What do you hope to achieve when you decide to pull the ball away? How does this action align with your goals or the goals of your team?" Understand the Impact: "How do you think Charlie Brown feels when the ball is pulled away? How do you think this action affects the trust and dynamics within your team?" Explore the Pattern: "Have you noticed this pattern of behavior in other areas of your life or with other team members? What similarities do you see?" Investigate the Underlying Reasons: "What feelings or thoughts are you experiencing right before you decide to pull the ball away? Are there any fears or beliefs that might be influencing this action?" Consider Alternative Behaviors: "If you had a moment to reconsider pulling the ball away, what might you do differently? Can you think of other ways to achieve your goals that would support both your success and the team's success?" Visualize the Future: "Imagine a future where you and Charlie Brown successfully kick the football together. What changes did you make to get there? How does this success impact your relationship with the team?" Commit to Action: "What is one small step you can take today to start changing this pattern? How can we track your progress and support you in this change?" These questions aim to guide Lucy (and you) through a process of self-discovery, acknowledging the impact of your actions, and identifying strategies for change. The goal is to foster empathy, promote self-reflection, and encourage the development of healthier patterns that support both individual and team objectives. Embarking on a journey of self-improvement and team enhancement is a courageous step, and I'm here and I'm here to guide you through it. Scheduling a coaching session with me today is the first step toward uncovering the patterns that hold you back, developing strategies for lasting change, and achieving your full potential both individually and as part of a team. Don't let another moment pass in the cycle of self-sabotage and team discord—let's start this transformative journey together. Contact me now to book your session, and let's unlock the doors to your best self and a more cohesive team.

Interesting article talking about resistance to change programmes. A key driver of a successful change is how the team facing that change embrace the uncertainty. Too often a huddle, e-mail or newsletter is the first those facing change find about it. There is little focus on equipping that team with the skills to be better at managing change. Creative thinking as a skill introduces the unconventional. Breaking away from the norm. Aren't these the exact skills those facing change could benefit from The ability to look at things from another angle. Improving agility and flexibility? #quality #efficieny #growth #transformationalchange.

Start.  Stop.  Continue. A Start, Stop, Continue Framework is a common tool used as part of a change management program.  In its traditional form, the idea is to identify the process or tasks that will ‘Start’ once the change is live, identify the process or tasks that will ‘Stop’ once the change is live, and lastly, identify the process or tasks that will ‘Continue’ once the change is live.  This tool is often used to categorize the impacts of any organizational change (new technology, new operating model, new process, etc.) and later leveraged to create awareness, educate, and train on the new ways of working associated with the organizational change. One way to incorporate a new version of a Start, Stop, Continue Framework to help you navigate and lead organizational change in the modern work world is this: Start: Identify the reaction you have to learning about organizational change.  When you come in contact with change (in any form, technology, org restructure, etc.) start to form awareness for the change and cultivate a sense of mindfulness for your reaction(s). Stop: Take pause.  Literally, at the moment you hear about (either rumor or fact) organizational change, just pause.  The power of a pause is well researched, it can help you become more present and mindful.  This pause can help you step back, assess the change for yourself, gain more clarity, and reframe the change for yourself as an opportunity to grow and develop. Continue:  Move forward with a refreshed mindset.  While taking pause (Stop) you can work to reorient and reframe the story you tell yourself about the organizational change you are experiencing.  This recasting can help you navigate the changes with a sense of confidence and fluidness as opposed to being frazzled, uncertain and anxious. An organization's ability to metabolize change starts with the individual.  If your organization is experiencing change, share this simple three-step framework to help your peers and team members strengthen their ability to form a healthy metabolism for organizational change. #changemindset

Whenever you blame the problem and ignore your role in it, you strip away your power to change it. Here’s what I mean: It’s not the problem itself that’s the issue—it’s your relationship with how you perceive it. That perception is actually an opportunity: 1) An opportunity to learn how to empower yourself. 2) An opportunity to influence the situation for the better. One of the most common blind spots my clients have is getting tunnel vision, trying to fix the problem from a place of stress. When we shift them into a curious mindset, they begin to see how changing their perception opens the door to solutions. For example, a recent client felt completely burned out on a project with an external team. As I asked questions to understand their situation, something became clear: they weren’t burned out from the work—they were burned out from unmet core values that used to drive their fulfillment. With the external team, they were missing key elements they valued when working internally: - A sense of rapport and connection with the team - Accountability for deadlines - Clarity of progress with milestones When I asked if they had initiated a conversation to address these needs, they hadn’t even considered it. My question brought the real issue to the surface. Burnout was just the symptom. The true cause was unmet values. The real problem was not initiating the change from a place of empowerment.

How many of below symptoms you noticed in your organization?

Tuesday leaders and front line employee attendees to “The Resilient Path: How to get out of survival mode” you are incredible! Learning you will be trying to reduce the black and white thinking of your teams from the education provided in the second half of Tuesday’s LIVE lights me up! Here is an excerpt from my book It speaks of three easy words to start using regularly to reduce the black and white thinking that keeps our productivity, innovation, and confidence locked up. The finite words “can’t, always, never, impossible” are easy ways to unconsciously signal a shift down or shift up out of The Sweet Spot. Encourage your team to start asking themselves ‘how’ instead of simply verbalizing something isn’t possible. This starts to build a growth mindset. The answer might still be a no go, but by asking ourselves how and breaking down the strategic steps we’re forcing ourselves to remain in our executive functioning superpowers. This is a way we start to retrain or rewire our brains to more easily stay out of the parasympathetic nervous system that perks up when we become anxious, overwhelmed, irritable, or nervous. Stay in the sweet spot! My book Rainbow Brain: Mindset Matters is a poetic, 7 minute read, that is best broken down into a couple pages at a time for actioning and reflection. The pages hold the evidences based strategies (in lay people terms) the psychology world uses to retrain our brains out of survival mode. Utilize it with your staff the way I utilized it with my 15-22 year olds to rewire resilience and a growth mindset for your teams. Follow me and watch my videos to learn how. DM me for questions on how to use the pages of the book to inspire change in the specific struggles your team faces—be it productivity, communication, culture, or performance. I’m happy to do exploratory calls provided I have the time. I’m also happy to fly out for an on-site training with the books strategies as they apply to the specific pain points your unique team faces at this time. If you bring me in, change for good is coming. Hope is coming. My dedication to you is coming. It’s really that simple. Let’s make it happen together! DM me today. We don’t have time to loose.

Absolutely love this message from Brad McDonald and his guest. Sometimes, we (hi hello it’s me 😅) overwhelm ourselves by trying to implement too many things at once. But this often leads to burnout and a sense of failure. This truly resonates with me - as someone who constantly juggles multiple projects and responsibilities, I often find myself stretched too thin. The idea of focusing on one key takeaway and putting it into action is something I’m striving to implement in my own life. Right now, I’m making a conscious effort to be extra intentional about this dynamic within myself. It’s a challenge, but I believe that by focusing on doing one thing well, I can achieve more meaningful progress and avoid the burnout that comes with trying to do too much 😫 Thank you for this timely reminder! Let’s all aim for small, focused changes and celebrate those victories along the way. 🚀 #leadership #focus #growth #qualityoverquantity #intentionality #celebratesmallvictories

"Leave your problems at the door"...what a old quote and antiquated mindset. Do managers really expect people turn a switch on or off as they cross the threshold into their workplace? When put like that, doesn't it seem ridiculous? The human brain is the most complicated thing in the known universe. With it comes a lot of emotions (can't control) and then feelings (how we respond to the hormones released in our bodies). But according to that quote, you can just shut all that off in an instant. Yeah. Instead, let's accept that everyone...and I mean everyone brings their "whole self" to work, and to lunch, and to the gym, and home. Organizations could benefit greatly if they adopt this mindset and help people deal with these guaranteed emotions and feelings by creating an more open environment to express them. Now, before you "X" out of this post, let me add...you MUST have boundaries in place. Non-negotiables that let everyone know what is OK and what is not OK at work. What you will find out is that only about 5% of people will step outside of these boundaries. Wouldn't you love to have 95% of people promoting their workplace because of the awesome environment they get to go to everyday? Not only is it possible, it's probably if you have the right mindset and then put in the right boundaries; communicating this to your team.

19 inconvenient truths I don't want to forget: 1- No one cares what you do, they care what you can do for them. 2- No one on Earth thinks about you as much as you think they do. 3- Successful people are neither smarter nor more creative than you. They are simply executing better. 4- Success comes from doing somewhat-monotonous things every day for years – but no one wants to hear that. 5- You know exactly what you should be doing, so stop chasing shiny objects. Instead, figure out why you aren't doing what you know you should be. 6- You can solve almost every modern-day problem with writing, exercise, clean eating, sunshine, and meditation. 7- If you spent half as many hours taking action as you did thinking about taking action, you would be in a better spot. 8- 95% of reading, planning, and brainstorming is procrastination disguised as productivity. 9- If you are reading productivity blogs, you are working on the wrong project. 10- You can't deposit the number of books you've read or followers you have in a bank account. 11- You said you would start months ago. 12- You have three finite resources: time, energy, and attention. Every time you waste them, they're gone forever. 13- You can complain about the game or you can learn the rules. 14- The market rewards not the best product, but the product who best positions themselves as the obvious solution. 15- If you're afraid to publish things online, you have an ego problem. 16- The people you look up to are not that special and are no more talented than you are. 17- If you did everything you said you'd do, your results would be 10x better than they are. 18- Being "busy" is a sign you lack leverage and are delegating poorly. 19- 99% of people would rather be uncomfortable and unhappy than uncertain. Please share yours in the comments. Thanks.

Today, I attended a virtual workshop called "Thriving Through Uncertainty". The workshop focused on how to manage change and uncertainty in both our personal and professional lives. With the amount of change that we experience, it can be overwhelming to manage, especially when it comes to work-related change. In the last year, over 1 million people experienced workplace stress and anxiety, often due to our brain's instinctual response to "fight or flight" when faced with unexpected situations. However, the workshop introduced a concept called the "Window of Tolerance" by Dan Siegel, which shows that we are at our best when we are calm and rational. When faced with uncertainty, we can often move outside of this window into states of hyper-arousal or hypo-arousal. The workshop provided helpful tips and strategies on how to manage our own reactions and feelings, as well as those of our team, when we step outside of the window of tolerance. I highly recommend this workshop to anyone who wants to learn how to better manage uncertainty and change in their lives. It provides valuable insights and practical tools to help us thrive even in the most uncertain of times. “If you focus on results, you will never change. If you focus on change, you will get results.” – Jack Dixon