 Earth Week - As a change manager I am interested in many different forms of change. One particular one is nature, our planet earth. It is inspiring to observe what happens and discover similarities to the changes we intend to create in our work and life. Our planet has evolved over millions of years and created spectacular lifeforms. Humans evolved over thousands of years to reach its current sophistication. And we did experience a tremendous change over the last 100 years of how mankind has impacted the natural cycles. These are the big changes we can observe, discover and be inspired by. And on the other side, we can experience how nature changes around us every single day. The video below shows this cycle with the colours we can experience from dawn to dust. This is a great reminder how we are embedded in constant change; embedded in nature and embedded in the people network we are living and working. And these daily, small changes then also lead eventually to the larger changes we desire to achieve. Keep the big vision and start with small steps that lead us in the right direction. Wish you an enjoyable day on planet Earth.
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 One of my past time activities is tending to a garden and growing plants. This requires preparing the soil, nurturing to the seedlings, watering regularly (not too much, not too little), checking on pest and allowing the right amount of sunshine. In short, creating an environment where the plants can flourish!
This is how we look at change management at Hive17 Consulting. We aspire to create an environment where the people understand and are excited about the change to come. We are looking at the long journey ahead, keeping an eye on the imagination of the future state and then enjoy the steps that lead in that direction. I like this link to gardening and landscaping because of the number of similarities. Forcing change will not lead to lasting success. A series of environment ingredients need to fit together - it is an ecosystem. While grow and change takes time, it happens constantly and we might be surprised about the speed. When we have a fertile environment, the results are solid and beautiful. How are you cultivating a great environment in your organisation?  Together with TTIP we have launched the Innovation Forum in APAC. The first session was all about the Role of Leadership in Innovation. After an insightful presentation from Maurits van Tol, the almost 20 participants discussed in groups their experiences and insights; here are the key insights:
Listen to Maurits' presentation here! Join us for our next interactive and insightful session on 23 February 2022 - Developing Better Technical and Business Judgment. Discuss and learn from innovation leaders in the region and bring successful change to your organisation.  When I recently talk to people, two things are striking: first, there is a year-end madness with huge workload; second, a big uncertainty looking forward. As a result, motivation is at an all-time low, talents are fleeing their safe jobs, and people dive even more into daily work because there seem to be no other solution.
On my side, I am a big advocate for long-term success. When we want to achieve better business results, we need the right environment, the right tools, the right mindset, and the right direction. What does 'right' mean here? To be honest, I am not the person to tell you. Every person is different, every team constellation creates a special culture. It is important for each group of people to find the answer to what is right, themselves. Let me guide you with some of my change management experience. When I look back at the last 10-15 years at all the teams I was brining towards success, how we establish unexpected results, I can distill two essential ingredients that these teams have applied. And I want to go a bit deeper in this magic pill #1 - because of the frenzy I have described above, and because the holiday season is coming up. When we are chasing results, when we are overwhelmed, when we are anxious, when we are under pressure, when we are simply going through our daily work routines... in these situations we are not creative, we often don't see the big picture. And, we don't answer the question, are we doing the right thing! One activity which I have been pursuing a lot in my practice, is providing a space to reflect, to look beyond the box, and to feel positive. How to go about this? First, it is important to wind down, get the people into a different space - physical and mental. Then there are a few questions to consider:
This time off and these questions help teams to identify the friction and bottlenecks to their productivity. And sometimes they find totally new ways to deliver to their customers. More often than not, reflections are a great source of excitement, fun and motivation. And the holiday season is a good time to start with this reflection. What do you think is the magic pill #2? [Update] Here we go: Magic Pill #2 - Bridging Silos  Yes, I am an avid reader of Wired UK; I like to read their magazines because often they introduce novel topics which help to broaden my view of the world. In one of the last editions, an article was talking about the exponential gap - and I was hooked. We all heard about exponential growth; and most of us have difficulties to grasp the reality of it. Take the story of Lord Krishna who took a chessboard and asked to fill each square with the double amount of rice. Once you reach the 64th square, there is so much rice on the chessboard that it would fill India with a 75 cm layer of rice. Exponential growth is inconceivable. This is what Hans Rosling also mentions in his book Factfulness; he calls this the third mega misconception - the Straight Line Instinct. Let's look at the graph below showing a general picture comparing linear and exponential growth. The linear line is steady; with each unit of investment you get a specific return. The exponential line instead stays below the linear line for a very long time; it almost appears not to move up. Then suddenly, the line shoots up and is going past the linear line. What does that mean for us?   Every day we are confronted with challenges that require solutions - they might be small, they might be big. Following the same patterns and focus on past achievements is at best futile - what we need is creativity. And why not ask the creatives for their tips?
Hideo Kojima is a Japanese video game design since over 35 years and can celebrate decent success in his industry; and, he wrote a book about his secrets. One key thing he shares that without fail, every day he is visiting a book store and browses through the books. He then buys a book that talks to him and reads it. This routine brings him a wider perspective of the world, provides him new inputs, and also gives him the opportunity to get a break from work. He also emphasises that he keeps this routine from being mundane. The same book in a different store is speaking in a different way to you. Therefore, he keeps visiting new bookstores to keep his mind and heart fresh. What can we do to keep a fresh perspective and stay creative? Find an activity that suits your surrounding and interest, which allows you to get a perspective of the bigger world around you! And establish a routine for that; a simple 30 minutes task every day. What can that be? Walk around your neighbourhood as a tourist; call a friend you haven't spoken with in two months; find an online course about a topic you want to discover more. There are plenty of things to learn and discover. What will you start with? Please share! Source: Hideo Kojima on What Makes Hideo Kojima Tick, Wired UK, October 2021. Photo credit: Charlie Clift.  There is a lot of things we have experienced and learned in the last eighteen months. And one is becoming clear: using our six senses is much better than using one or two in the virtual world. We need the physical world - at least sometimes. And my friend put it in a very nice quote:
Thank you Daniel Benes for sharing! Hello everyone, the last few days we had a lot of rain here in Singapore, and yesterday, finally my host Tim Wieringa brought me out to explore Singapore. Wow, this was impressive!
Our first trip, we went to the city centre and discovered some of the old buildings from the British colony times. My first impression: wow, here is so much green! it makes me feel good. And looking at these buildings I also realised that the Singaporeans moved on to a new, modern way of living. Great job! As Charlie, the Change Bear, I also observed all the transformation that happened. An old stable is a hotel now (Raffles Hotel), the city hall building turned into a museum (National Gallery), a busy harbour turned into a serene riverside (Boat Quay), and the open ocean was transformed into a entertainment and recreation area (Marina Bay Sands & Gardens by the Bay). Amazing. How were people able to do all this? Where they using a structured change management approach? Where they forcing the change on the people or allowing it to happen? What are the next big changes that are coming to this island? But now, back to work! I need to prepare the workshop for Certified Associates for Change Management in this fine city on 23 & 24 September.  Last week I was sharing some thoughts with a friend about leadership and how we can bring the best out of our team members and peers. In this conversation, we thought about a new quality of a good leaders: being malleable - able to be changed and to adjust.
Around us we can observe managers that want to give direction and give guidance to their team members. They are confident with the experience they have and want the people around them to learn from them. This almost sound like a good thing, right? Though, in my experience there are a few side-effects which I would prefer to avoid. One is that with a rigid mindset, we are limiting the people's autonomy and creating frustration. Another is that we encourage the people around us to listen instead of applying their critical thinking capabilities. And a last - and in my eyes crucial - element is that we are limiting the creativity, innovation and development of the team. What can leaders do instead? Ok, let me introduce another fancy word: impermanence. Things around us are in a continuous cycle; they are changing all the time and nothing is really permanent. Once we acknowledge that the ecosystem we are in has the qualities of impermanence, we also come to realise that we need an open and curious mind to absorb this ecosystem and to be able to thrive in it. With this we are able to adjust to the permanent change around us. How can you apply this in practice?
These are some initial thoughts around the quality of being malleable. What do you think about it? Where do you see this to be applicable and important?  Hello Singapore! I am finally out of quarantine and got a great welcome here in Singapore. Oh, yes, my name is Charlie, I am the Change Bear! Originally, I am from Germany and I have been sharing my change management experience in Beijing and Shanghai for the last few years!
What brings me to Singapore? I heard that the program for the 'Certified Associate in Change Management' will be launched here in September and maybe my support is valuable... (for sure it will be!) First things first! My host here, Tim, promised to show me around Singapore. I heard it is tropical here, lots of green and lots of culture. And, lots of great food. I am excited to play tourist for a bit! I will share more soon... After that, we bring a fun and joyful spirit to our certification programs - I can't wait for that! Oh, if you want to learn more about me, check this out.  Back when I was working in Europe, I had my tradition to be in the office over Christmas. Undistracted and focussed working time - that is what I was seeking. And I experienced in these weeks that I was able to complete a lot more work in the 5-6 hours at my desk. And here I am reading the scientific evidence of that:
“Research indicates that five hours is about the maximum that most of us can concentrate hard on something,” says Alex Pang, founder of Silicon Valley consultancy Strategy and Rest. Some companies have tried to reduce their working time down to 5 or 6 hours a day and saw productivity improvements. And the employees enjoyed the additional free time. A perfect balance. And yes, when we focus on work and remove distractions, we able to find a flow that allows us to get more done in less time. My experience is confirming this; when I am blocking 2 hours for a specific task, I am able to create a lot more results than if I am forced to split that into several 30 minutes slots. Though, it is not all sunshine with the 5-hour workday idea. The increase in productivity will not lead to additional output overall. The new productivity level will not translate into an 8-hour workday. Some managers might wish so. Companies also observed that the stress levels increased. Employees felt pressured to squeeze everything they have done in eight hours before in their new five hour period. This is not always easy and creates tension. And, in the long run companies observed that connections between the employees and relationships started to deteriorate. There is no time for a joint coffee or lunch break. That's how I felt in my empty office during the Christmas break: great to get things done; though, now I need to discuss my ideas with my peers and get inspired by them. This leads to another element that is essential for lasting success in a complex ecosystem: randomness. We need time to ponder and tinker; these watercooler conversations often spark new ideas. Idle time is one key ingredient to creativity. That is how we are solving problems. One final question: do we need to tell people how long and when they are working? I prefer to give people freedom and autonomy to choose their time for work. Instead, let's focus on the achievements which we aspire in our group:
It is great to know that our productive time is limited to five hours a day. Let's use this fact to reduce the pressure from people. Let them choose their preferred ideal working time. And let's start to focus on what really matters. How will you use these ideas in your team? Source: The perfect number of hours to work every day? Five, WIRED, June 2021  Yesterday we had a day off; and as so often I was heading into the forest. And every time I am amazed on the impact the dense green has on my mind and body. After an hour surrounded by trees, birds and monkeys, my body and my mind feels refreshed and energised.
This week, I came across this article - The fight for quiet in a world full of noise pollution - introducing a group of people on a quest to raise the awareness of noise pollution and certifying quiet parks. When is the last time you have been in a place that is void of human noise? The group is mentioning a series of positive impacts when enjoying time in quiet places: mental power, overall health, creativity, stress relief - to name a few. It is weekend - let's go out and listen to the sound of nature! Photo credit: Shawn Parkin, Wired UK  Here is a conviction of mine, I have been sharing before. In an environment that is complex and continuously changing (who is denying now that we are in this kind of world?), we need to understand how we can create value and we need to act fast.
Who knows best how we can create value? The people at the front. The sales people that talk to the customers, the people that are running through the process steps, the people that are delivering the packages to the doorstep. How can we act faster? If we allow the people at the front make the decision that will make their work smoother, easier and then creating more value. As a logic consequence, we leader should let go of control and handover decision making power to the people that are best equipped to control their (part of the) boat. And still, I can observe many leaders struggling with this. Struggling to let go. One aspect: what else is my purpose of my role? This is answered very easily: provide direction, remove bottlenecks, allocate resources, and create a work environment that is motivating. This is already a lot of work when done properly. So, let's free up some time and give the controls to others. How to let go? Are there any easy steps? Last week I was introduced to some of the backgrounds of Theory U - a concept that gives new insights how we can tap into collective capacities. When looking at the left side of the U, there are some clear steps that lead to letting go. Here they are in my own words: Minimise judgement - judging actions as good or bad prevents us from seeing behind the actions and blocks the understanding of the Why people have done a certain activity. When we open our minds, we start to be curious and can see with fresh eyes. Bring ourselves on the same level - if we think we are better than others, this will block the learning process (the same if you think you are worse than others). Stop critique and cynicism and come down from our high horses. Then we will be able to open our hearts and sense the environment around us. Let us guide from others - as long as we still want to steer the ship by ourselves, we will not discover the potential in our peers. Let go of our fears and open our will, and totally new possibilities will be unleashed. What holds you back from letting go? How did you feel when you actually achieved it?  You start your day and in your calendar you only see this large brick wall of back-to-back meetings. The expression, "Sorry guys, have to drop for the next meeting" is only getting too familiar. On a Monday evening you feel that you have already exhausted your week's energy. Work life feels like rushing from pole to pole, and the target is not to drown - at least not too deep.
What is the result of that? We feel we are running on a treadmill and not getting anywhere. We lose sight of the big picture, of the purpose that we intended to achieve. We are less capable of being empathic and compassionate. And there seems to be no time to grow the people around us and ourselves. Growth means innovation, and innovation can only happen with creativity. For this we need a mind that is receptive for new impulses. And for this we need space - physical and mental space. We need to slow down. The speed comes then with new focus on doing the right things, minimising wasted efforts, and combining different ideas to new solutions. We suddenly can identify barriers that we never identified as such. And we can create a more positive, meaningful, and enjoyable environment. This Wall Street Journal article - How Being More Productive Starts With Doing Nothing - gives some ideas how to take a break and create mental space. What are your ways to slowing down? How do you experience the speeding up? About two years ago, I stumbled across #slowdowntospeedup and this tag line represented a few things that I stand for. Today, this slogan is more relevant than ever. I observe people around me burning out, many peers feel huge pressure to deliver, and many organisations stopped their strategic planning cycles. Just yesterday, a person shared with me that they wished to find 3 hours in their calendar to focus on some work. Does that sound familiar?
This WIRED article - How Slack ruined work - illustrates how the always-on culture is destroying the flow in our work. The various messaging tools we are using, combined with the a high expectation to immediately respond, has created a constant source of distraction. This leads to stress and a feeling of being overwhelmed. It is time to stop - to slow down. Why do I think slowing down will speed us up? Here three thoughts:
Ok, great - I want to slow down. How can I start? First of all, this is a journey and will take a while. A journey during which we will learn a lot. Keeping this in mind, I suggest create a weekly block in your calendar of 2-3 hours. This big rock is for yourself - for activities outside of your daily work. Enjoy this time off. What else can you do to slow down and balance your life?  What are your new resolutions for 2021? The start of the new year is usually the opportunity to rethink our priorities, to trigger new behaviour, and to create a new, positive momentum for personal growth.
In the last few days, while asking people about their 2021 priorities, I heard a few times the same thing: "I need to see what my boss tells me". And to be honest, I was a bit shocked. Who is owning your priorities? Here is what I think: work is part of our life; a considerable part of our life and our well-being and our achievements in our job is defining the success we feel in our entire life. Therefore, I think it is important to first understand what we want to achieve in our life overall. In 10, 20 years, what is the life we want to look back at? What are the fundamental values that define me as a person. Based on this we can then see how our current work fit into our life ambition. How does our career contribute to the betterment of ourselves? In this sense, now at the start of the year, I suggest to start to think in two steps:
Start 2021 with a new resolution: take ownership and be proactive!  In the last few weeks we all observed a sentiment of fatigue. Many of us feel exhausted of what the year 2020 brought to us and are craving for the festive break. Why did this happen?
From my perspective, I can see two things that have contributed to this feeling of wanting to pause. One is external; the continuous uncertainty of what is coming next. The widespread consequence of the reaction to the pandemic has created big shifts on the economy, how we work and how we interact with our family and friends. The second element is more internal; due to the environment, many of us reacted with activism directed at keeping the lights on, stemming the impressions and impact from the ecosystem, and simply putting the head down and keep running. In this situation many of us stopped pausing and reflecting on the bigger picture. Budgeting and forecasting were not done properly because the felt meaningless. Any long term plan was avoided because we were in survival mode. Today, when I look back at the last 12 months, I can see many accomplishments and great opportunities for the future. We have learned about many new possibilities which we can leverage. For example, focusing on the essence when forecasting, improving the way we discover the needs of our customers, crating flexibility how we are working, strengthening the work environment with a focus on the value of our people, and connecting to friends in a more meaningful way. Last month, McKinsey published an article - Overcoming pandemic fatigue: How to reenergize organizations for the long run - that outlines five key points how we can go "beyond grit and perseverance". Which was for me a reminder of the relevance of the Wheel of Antifragility we at Hive17 Consulting have developed.
We believe that these four pillars establish an environment and a culture that enables short-term benefits that evolve into lasting success. How are you looking forward into the New Year?  Last month I asked the question if we are busy or productive. Today, I want to share how this works in practice based on 'Thriving under Pressure' workshops we conducted. At the start, it is important to note that we are not trying to reduce the pressure - here is why.
The first question we asked ourselves, where does pressure come from? The answers clearly indicated that the pressure is created mostly by externalities: competing priorities, work-life balance, various stakeholders, etc. This means, we can't simply take away that pressure. Though, there are means to reduce the stress that this is causing. One interesting source of pressure shows a different light on the challenge: 'high expectation from myself'. And yes, that is the one part of the pressure we can influence. But how? In the previous post we talked about: know your priorities, big rocks first, experiment and reflect & energise. How did we apply these in the context of our daily work? Here some thoughts and suggestions:
How are they linked to antifragility? Hive17 Consulting works with four pillars that are spinning the wheel of antifragility: purpose, customer value and experimentation are defining how we are setting our priorities and executing based on them. The fourth pillar is the foundation: the relationship bonds are crucial to maintain positivity and a healthy way to collaborate in environment of crisis. How do you apply these elements to stay productive? This year has brought many changes and we all had to innovate with great speed. One of these areas is the way we are working. After month in this frency, I hear more and more people mentioning that they are simply too busy; too many meetings, changing priorities, new organisational structures, people leaving companies... This is stressful and I see people around me burning out. What are we doing wrong?
Inspired by this Entrepreneur article - 4 Ways to be More Productive, not just Busy - I put together a set of simple principles on how to create more value and not simply working more hours. And if you only want one line it goes like this:
1) Know Your Priorities - with external input and based on a good conversation in the team create your own priority list and keep evolving it. Reduce distractions and stop following other people's priorities. 2) Big Rocks First - based on your(!) priorities first plan your second quadrant activities - these are the important and non-urgent items - in your daily, weekly, monthly and quarterly calendar. Only then add the urgent stuff. 3) Experiment - avoid perfectionism when you deliver and frequently interact with the people you are are creating value for. Switch to try-to-learn experimentation. This means try things out, build prototypes to test your assumptions and then validate them - it is a learning journey. 4) Reflect & Energise - take regular breaks by simply looking out of the window and pause - wind down for 5-10 minutes every hour or so. This will make your creativity flow and new ideas will pop up. How are you switching from sprinting to creating lasting success? I am sure that Iolanda Meehan, Veldhoen Company, can provide more excellent advise on this.  May 2020! I clearly remember how we were looking at the later part of the year: a 'new normal' might have st in, the worst of the pandemic might be over and maybe we can travel. We were pretty wrong at the time. What seemed strange in May 2020 has often become part of our everyday life today.
At that time, we started our first survey and now, it is time for a follow-up. We want to send you the second round of our previous survey - the same questions - and we are curious to see what has changed. Please answer as spontaneously as possible. It should take you less than three minutes to complete.
What happens with your answers? They are valuable to understand the urgent - and not so urgent - needs of leaders. We intend to use this data to continuously track the leadership sentiment in organizations like yours - and help you to strengthen your leadership muscle. About Hive 17 and morethentic: Hive 17 and morethentic are dedicated to enable individuals, teams and organizations to drive change and growth while respecting everyone’s contribution to success. With offices in Europe and in Asia we help clients to connect cultures and to be successful in new environments. This survey is created in collaboration with Actavia, your Singapore-based sparring partner to successfully run your business in the region.  Already 15 years back, we heard that the number 1 reason for being stressed are distractions. That's when we sticked red post-it notes on the screen to indicate: "Don't distract me". We are also often heard that when we are distracted from a piece of work, it might take 23 minutes to be back in our 'flow'. Why is this important to keep our distractions at bay? They create stress, kill our productivity, limit our creativity, influence the way we concentrate on conversations, losing focus on what is important... The list might go on and on.
In a recent interview, Andy Puddicombe mentions we are spending 50% of our time distracted. This is a lot of time! And instead of trying to blame externalities for these distractions, he suggests to look inward. Recognising and labelling these distractions is a great start to reduce them. And as we are training our muscles and our stamina with sports, we can train our mind with regular exercises. After almost 100 hours of meditation, I see results. This routine is part of keeping my body, mind, heart and soul fit and strong. As a result of being mindful, you will look at distractions in a different way; allowing yourself on focusing on small steps. Not getting lost in too many parallel activities and thoughts about things that are not relevant today. This might happen in the context of a conversation with a peer or in the context of a large scale project. Creating a space to reflect and focus on what is creating value. Source: Headspace Co-Founder Andy Puddicombe Says We Spend Half Our Lives Distracted. Here's His Simple Solution.  This June was the first time I came across this word - Antifragility. Grant Rawlinson mentioned it as a strategy he applied during his adventures. Recently, more people started to mention it and I got curious. The story is simple. When we are fragile, we break under pressure. We start to be resilient; that means we don't break under pressure - we are surviving. The idea of antifragility is that we are growing and becoming stronger under pressure. Nassim Taleb defines it as:
"Some things benefit from shocks; they thrive and grow when exposed to volatility, randomness, disorder, and stressors and love adventure, risk, and uncertainty." How can we become thriving under pressure? Buster Benson summarised ten principles based on Taleb's book. Here are my thoughts around it:
In order to create lasting success, we might want to build a collaborative foundation and have a clear direction where we want to go. Then, we can combine this with curiosity to experiment and with a common understanding who are we creating value for. This might be a formula that avoids the trap of short-term thinking and shortcuts that ruptures our strength over time. Source: 10 Principles to Live an Antifragile Life  While coaching teams to become more agile, I am observing teams that are rushing after their action log. Things don't go according to plan and friction starts. That is normal. And, what is the impact on the morale and the quality of the collaboration? This churn can't go on forever, that is for sure.
This is why teams regularly meet, sit back and reflect on their daily work. Some call it after action review, some call it retrospective. Different teams use different structures to conduct this meeting. The tools are not the most important. As an observer, you can identify how well the is collaborating; how the dynamics work; uncover friction. These are the important parts during the reflection sessions; looking at the bigger picture. Typically, the team members share things that went well and then the group has lengthy discussions about what went wrong and what we should do differently. In this article, I don't want to write a guide on these reflection sessions. Though, I want to highlight one single thing. The end goal of your reflection session is that the team feels confident and energised to go back to their daily work. Often that is forgotten or neglected. What is your routine to boost energy?  Uncertainty has been discussed for some time and in 2020, we experienced it in a new dimension. I used to ask leaders to show me their 18-months plan from 18 months ago. Now, I think it is clear that past plans don't hold a lot of guidance anymore. How can we still lead our teams and create confidence and success?
Anita Sands shared in this article the seven habits for highly effective leaders in times of uncertainty. A great real life experience sharing what works for some of the best leaders. These seven points allowed me to reflect on four pillars of my Wheel for Agility - I haven't been so far off. 1. Balance Realism And Optimism - People in general prefer bad news over uncertainty. Not knowing what comes is very stressful. At the same time, even the worst situation holds opportunities. As a leader it is important to strike a balance between the two. Get the people out of a downward spiral. 2. Communicate Often And Authentically - Proactive communication goes hand in hand with the first habit. Vulnerability shows that we are human and that creates better connections. If we don't have an answer for the future, we still have the values we are proud of. Let's continue to live by them. 3. Focus On Purpose And Culture - Many successful leaders have evoked passion in their employees and their customer base. Why am I giving a lot of my life's energy for this company? A leaders provides a meaningful answer to this question. I like to call this creating a collective dream. 4. Nourish Yourself - As a leader we are giving a lot of energy to the people around us. Do you have enough energy yourselves that you can give away? This means we need to continuously fuel our body, mind, heart and soul. Be generous to yourself! 5. Evaluate Competitive Positioning - Many organisations fell in a fight/flight/faint/freeze mode due to the huge negativity created in the past months. As a leader it is important to create a positive environment that allows creativity and the discovery of new solutions that bounce us forward. This also requires a deep understanding of the needs & challenges of our customers. 6. Get And Stay Curious - New solutions only come from experimentation - let's try things out and evolve from what we learn. As a leader we need to be curious ourselves, and we need to empower our teams to be curious and experiment. Further, curiosity is correlated to resilience; it enables a range of cognitive, emotional and social capabilities that allow us to cope with duress. Let's walk around with a beginner's mind. 7. Pause And Celebrate Successes - Simply rushing forward might make us blind to understand if we are on the right path. Regularly pausing and reflecting on what we have achieved and learnt; this gives us the space to focus on the right opportunities. Celebrating even the smallest success, will bring some of the positivity back. This gives us a glimpse of the blue sky above the clouds. How do you inspire your teams? Sources  Challenging times are dragging us down. We see that among our friends at work, and we observe that about ourselves. We feel frustrated, overwhelmed, angry and this feeling lingers and gets stronger. Why is that? This downward spiral is often related to negative self-talk. But, how can we prevent this?
Andy Puddicombe says that you have a choice. Either you choose to succumb to your challenging emotions and make them worse with your own thoughts. Or, you can choose to observe them, to live with the challenges around you and let them go. What does that mean in your daily life? The idea is to start to feel in balance and get at ease with the many challenges and opportunities in life. Focus on what is real and the things you can influence now. And, accept the things you can't. Then, you can slowly view the positive impact of the challenges and try to turn them into opportunities. Judgement of others and of yourself will peel away and you have the brainspace to focus on the actions to succeed. As a leader, you can be patience with your team members, recognise when they (and yourself) have a bad day - that's part of life. In addition, define (collectively) meaningful goals that provide the big picture; this allows to turn current challenges into a stepping stones for a successful future. Don't fret when your team members do mistakes; they are part of the learning journey. The same way as they were on yours. And what is in it for the company? Happy employees are 12% more productive than unhappy ones. And this also stimulates creativity as well - so important for innovation. Illustration: Headspace |
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