To live a fulfilled life, we need to keep creating the “what is next” of our lives. Without dreams and goals there is no living, only merely existing. – Mark Twain
Goals are the links in the chain that connect activity to accomplishment. —Zig Ziglar
Another year filled with regret at not achieving the goals Sabrina had set. Throughout her career she had helped others achieve their goals, yet it was at the expense of achieving her own personal goals. Something has to give.
If you are like Sabrina, here are some practical steps to help you achieve your goals:
1.Break Down Large Goals
Divide big goals into smaller, manageable sub-goals
Create a step-by-step action plan
Make each milestone specific and measurable
Set realistic timelines for each sub-goal
2.Develop a Concrete Action Plan
Write down your goals in detail
Specify exactly what you want to achieve
Include specific deadlines
Identify potential obstacles in advance
Create strategies to overcome these obstacles
3.Prioritize and Track Progress
Use tools like:
Goal tracking apps
Physical planners
Digital spreadsheets
Regularly review and assess your progress
Adjust your plan if needed
Celebrate small victories along the way
4. Build Accountability
Share your goals with trusted friends/family
Find an accountability partner
Join support groups related to your goals
Consider working with a coach or mentor
5. Develop Consistent Habits
Create daily/weekly routines supporting your goals
If it scares you, it might be a good thing to try. ~Seth Godin
Lisa, a technology manager, and Michael, a software team supervisor, met for lunch and commiserated about their professional frustrations. Lisa, despite her generous salary, felt increasingly disconnected from her role leading the IT division. Michael was overwhelmed by constant organizational changes and felt trapped in a cycle of overwork without appropriate compensation. His primary aspiration was career advancement, hoping to break through the ceiling that currently limited his professional growth.
Their conversation highlighted a widespread workplace challenge that often becomes more pronounced during the year-end period, when professionals reflect on their career trajectories. Have you noticed similar sentiments among your colleagues or loved ones? Perhaps a thoughtful gift of career coaching could provide the guidance and perspective needed to navigate professional challenges.
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A new year paves the way for ‘change’. As we approach 2025 many of us will make decisions that will impact our lives. Decisions in our entrepreneurship roles, decisions in our relationships, career (stay or go), and in our personal and professional lives.
The question was asked on social media about decision-making. When making decisions do you make them using your ‘head’ or ‘heart’. Respondents quickly chimed in with 29% preferred ‘head’, while 71% preferred ‘heart’. Decided to break down head decisions vs. heart decisions and analyze their roles and characteristics in decision-making.
Start with heart to understand what you truly want
Use head to evaluate feasibility and plan
Check back with heart for alignment
Execute with head’s planning
Monitor with both heart and head
Decision-Making Process:
Identify the type of decision
Consider the stakes involved
Use appropriate balance of both
Create evaluation criteria
Make and implement decision
Review and adjust as needed
Questions to Ask: Head Questions:
What are the facts?
What are the risks?
What are the long-term consequences?
What resources are required?
Heart Questions:
How does this feel?
Does this align with my values?
Will this bring fulfillment?
What does my intuition say?
Points to Note
The best decisions often come from balanced input from both head and heart
Different situations require different balances
Practice integrating both perspectives
Trust both your logic and your intuition
Monitor outcomes using both metrics
So there you have it. A thorough overview of when and how to make decisions with your head and heart. What type of decision-maker are you? Head or Heart? Do share, we would love to hear.
The interesting thing about coaching is that you have to trouble the comfortable and comfort the troubled.
Ric Charlesworth
Professional development involves coaching. It is a process of self-awareness, application and reflection. Improving yourself through learning and training has advantages. Just as great sportsmen hire coaches, professionals can improve their craft with a personalized and objective coach.
That said, people’s perceptions of coaching necessity vary and there are myths, but there is a growing recognition of its value in professional development.
General perception: There’s been an increasing trend towards viewing coaching as valuable, particularly in corporate settings. However, it’s not universally seen as “necessary.”
Executive coaching: A survey by the International Coach Federation (ICF) found that about 86% of organizations saw a return on investment from coaching. This suggests a high perceived value among those who have experienced it.
Leadership coaching: Many large companies now include coaching as part of leadership development programs, indicating its perceived importance.
Career coaching: The demand for career coaching has grown, especially with the rapid changes in the job market and increased career transitions.
Percentage who think it’s necessary: It’s challenging to give an exact percentage as perceptions vary widely across industries, cultures, and individual experiences. However, here are some relevant statistics:
A study by the Harvard Business Review found that 48% of CEOs who had coaching said they were open to changing their behavior as a result.
According to a report by PwC, 50% of firms surveyed used coaching as a key part of their learning and development programs.
These numbers suggest that while coaching is increasingly valued, it’s not universally seen as “necessary” by everyone. The perception tends to be more positive among those who have experienced coaching or work in organizations that regularly use coaching services.
It is important to note that these figures can change over time and may vary significantly depending on the specific context (e.g., industry, individuals, company size).
So there you have it. Different perceptions of coaching and it’s necessity. Many understand and appreciate its value. Are you one of them? What’s your own perspective? Do share. We would love to hear.
“Ask yourself, what would I do if I weren’t afraid? And then go do it” — Sheryl Sandberg
Inspiring. Intentional. Take charge. Grow. These were common words that described the Writers Group of South Florida’s Women Empowerment Event held at the West Regional Library in Plantation, Florida.
Guests turned out in numbers to be educated or refreshed as seasoned authors shared nuggets on leadership, balance, wellbeing, and becoming financially independent.
Thanks to fellow writer GMoss Designs for being Instrumental and singer songwriter Ettosi Brooks for the delightful music entertainment.
Panelists Award winning Reggae legend Miss Pat Chin and others did an exceptional job in highlighting the challenges women face as well as the Strategies to overcome.
The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly. ~Jim Rohn
“I report to Jen who is in her late 30s and is as old as my daughter” Cindy said aloud to the group. She respects me though. The diverse group of women nodded in agreement. There are others who are not as lucky as Cindy, not necessarily because of being older but because they complain of having more experience than the Millennial who supervise them. They often take offense at any task given because they do not believe they should report to someone younger than themselves.
This is an increasingly common situation as workplace demographics change. Here are some strategies older adults can use when reporting to or being supervised by millennials:
Focus on mutual respect:
Recognize that your millennial supervisor has earned their position.
Treat them with the same respect you’d expect, regardless of age.
Leverage your experience tactfully:
Offer your insights and experience as a resource, not a challenge to authority.
Frame suggestions as “In my experience…” rather than “You should…”
Embrace learning opportunities:
Be open to new ideas and approaches your younger supervisor might introduce.
Show enthusiasm for learning new skills or technologies.
Adapt to communication styles:
Be flexible with communication methods (e.g., instant messaging, video calls).
Understand and respect different communication preferences.
Manage your own biases:
Challenge any preconceived notions you might have about younger managers.
Focus on their skills and leadership qualities rather than age.
Highlight your strengths:
Demonstrate how your experience and skills complement the team’s needs.
Show how your long-term perspective can be valuable for strategic planning.
Be a team player:
It’s no playtime. Support your supervisor’s decisions publicly, even if you disagree privately.
Offer constructive feedback in appropriate settings.
Stay current:
Keep up with industry trends and new technologies.
Show initiative in updating your skills.
Practice active listening:
Give full attention to your supervisor’s ideas and directives.
Ask clarifying questions to ensure understanding.
Seek feedback proactively:
Ask for regular performance feedback.
Show willingness to adapt based on constructive criticism.
Find common ground:
Look for shared interests or values beyond work.
Build a relationship based on mutual understanding and respect.
Offer mentorship subtly:
If appropriate, offer to share your knowledge in areas where you have deep expertise.
Frame it as supporting their success rather than undermining their authority.
Embrace change:
Be open to new processes or workflows your millennial supervisor might implement.
Demonstrate flexibility and adaptability.
Focus on results:
Align your work with the goals and metrics your supervisor values.
Demonstrate your value through your performance and outcomes.
It’s hard and often uncomfortable. But remember, successful intergenerational workplace relationships are built on mutual respect, open communication, and a willingness to learn from each other. By focusing on these elements, older adults can create positive and productive relationships with their millennial supervisors.
Procrastination makes easy things hard, hard things harder.
Mason Cooley
Author? Writer? Project Manager? On-the-job administrator? Are you one of those persons who find themselves with several lists of things to ‘finish’? Procrastinating it’s called. You start doing laundry, then realize you need to mow the lawn, or pick up groceries so off you rush to do that leaving several observable tasks undone. You mean well but it keeps happening. A task here, another there and on and on it goes. You never seem to catch up.
Well for people who struggle with completing projects and find themselves juggling multiple unfinished tasks, here are some effective strategies:
Prioritize and focus:
List all ongoing projects.
Rank them based on importance, urgency, and potential impact.
Choose 1-3 top priorities to focus on exclusively.
Break projects into smaller tasks:
Divide each project into manageable, specific steps.
Create a detailed action plan for each step.
Set clear deadlines:
Establish realistic timelines for each project and its components.
Use a calendar or project management tool to track deadlines.
Implement the “Two-Minute Rule”:
If a task takes less than two minutes, do it immediately.
This helps prevent small tasks from piling up.
Use the Pomodoro Technique:
Work in focused 25-minute intervals, followed by short breaks.
This can help maintain concentration and prevent burnout.
Create accountability:
Share your goals and deadlines with a friend, colleague, or mentor.
Regular check-ins can help keep you on track.
Limit new commitments:
Learn to say “no” to new projects until current ones are completed.
Assess carefully before taking on additional work.
Eliminate distractions:
Identify and minimize common distractions (e.g., social media, unnecessary meetings).
Create a focused work environment.
Celebrate small wins:
Acknowledge and reward yourself for completing project milestones.
This builds momentum and motivation.
Re-evaluate regularly:
Periodically assess if projects are still relevant or necessary.
Be willing to abandon or postpone projects that no longer align with your goals.
Use visual progress tracking:
Employ kanban boards or progress bars to visualize project advancement.
Seeing progress can be motivating.
Address perfectionism:
Recognize if perfectionism is causing delays.
Focus on “good enough” for initial completion, then refine if necessary.
Schedule dedicated project time:
Allocate specific time blocks for working on projects.
Treat these as non-negotiable appointments.
Seek closure:
Develop a habit of finishing what you start, even in small ways.
Practice completing minor tasks to build the “finishing” muscle.
Learn from past patterns:
Analyze why projects typically remain unfinished.
Address recurring issues (e.g., lack of resources, skill gaps).
Use the “Sunk Cost Fallacy” awareness:
Be willing to let go of projects that are no longer serving you, regardless of time already invested.
Are you a procrastinator? If so, did any of the above appeal to you? Hope you find a few useful. Note that by implementing these strategies, individuals can improve their project completion rates and reduce the stress of managing multiple unfinished tasks. The key is to find a balance between focus, organization, and flexibility.
It’s not how much money you make, but how much money you keep, how hard it works for you, and how many generations you keep it for.
Robert Kiyosaki
Women often face unique financial challenges due to various societal, economic, and cultural factors. These challenges have been exacerbated especially since the pandemic. To become financially independent simple solutions through participating in additional income streams can help.
There are many side hustles people pursue to earn extra income. Here’s a list of common and popular options.
When considering a side hustle, it’s important to:
Assess your skills and interests
Consider the time commitment required
Evaluate the potential income versus effort
Ensure it doesn’t conflict with your primary job
Research any legal or tax implications
Did any of the above side hustles appeal to you? Here’s hoping you got a few ideas to choose from. The only caution is to make sure that your skills are up to par with the side hustle selected. And also to be mindful of your work/life balance.
At the end of the day, we can endure much more than we think we can.
Frida Kahlo
Women often face unique financial challenges due to various societal, economic, and cultural factors. Lots of changes on the horizon albeit slow. Here are some common financial problems that women frequently encounter:
Gender pay gap: On average, women earn less than men for comparable work, which affects their overall financial health.
Career interruptions: Women are more likely to take time off work for caregiving responsibilities (children or elderly parents), impacting their earning potential and career advancement.
Longer life expectancy: Women generally live longer than men, requiring more savings for retirement and potentially facing years of managing finances alone.
Lower lifetime earnings: Due to pay gaps and career interruptions, women often accumulate less wealth over their lifetimes.
Underrepresentation in high-paying fields: Women are often underrepresented in STEM and other high-paying industries.
Financial literacy: There’s often a gap in financial education and confidence in managing complex financial matters.
Divorce financial impact: Women may face significant financial challenges following divorce, especially if they were not the primary earner.
Single parenthood: Single mothers often face additional financial strain managing household expenses on a single income.
Investment gap: Women tend to invest less and more conservatively than men, potentially leading to lower long-term wealth accumulation.
Healthcare costs: Women typically have higher healthcare expenses over their lifetime, including reproductive health costs.
Debt: Women, on average, carry more student loan debt and may take longer to pay it off due to lower earnings.
Entrepreneurship challenges: Women-owned businesses often face greater difficulties in securing funding and investments.
Can you align with one, two or a few? Any challenges missing that you can add? Please share. We would love to hear.
Empowering Women’s Ascent. A great event for sisters, friends or colleagues to boost your self esteem, increase your knowledge, set goals, become assertive, practice self-care and more. The Writers Group of South Florida’s upcoming Women’s Empowerment event promises to be inspiring and an event not to be missed. It will be held at the West Regional Library Broward Boulevard, Plantation, Florida on Saturday, September 28.
Attendees will be inspired by thought provoking topics including:
Women in Leadership: Empowering Women to rise into leadership roles to reach their full potential
Learn the Challenges women face and the strategies to overcome
Breakthrough: Transitioning from Burnout to Balance helping driven women and busy moms transform their thinking and redefine balance in their lives
Achieving Financial Independence: Enabling women to gain control of their financial futures and becoming financially secure.
The event will be cemented by an exciting Panel Discussion with Founder, VP Records and Lifetime Achievement Award Recipient Patricia Chin (Miss Pat).
Other guest speakers include Dr. Susan Davis, Attorney Asiah Wolfolk Manning, The Sisters and yours truly, Dr. Shelly.
This empowerment event promises to be great. In South Florida? Plan to attend and if you’re not, we will revert with all the Deets post event.
