personal-development – Page 6 – Success Strategies

How Can Leaders Take Charge of Limited Resources to Achieve Better Outcomes?

66 Percent of Projects fail to meet their original Business intent due to poor prioritization, while 96 percent of Leaders feel they are working with limited time and resources.

Begin with the end in mind. ~Steven Covey

It was a pleasure to speak on the topic Prioritizing Workloads at the HR and Business Leader’s Council of Florida
Education, Social Impact and Networking event.

A fitting topic as 66% of Projects fail to meet their original Business intent due to poor prioritization, while 96% of Leaders feel they are working with limited time and resources.

As we forge through the new year, it’s statistics like these and the impact on organizational and personal stress that led to the Council’s forward thinking to bring it to the forefront of the business leader’s mind.

How can we prepare? How can leaders take charge of their limited resources to achieve better outcomes?

Covey steered strategists to Begin with the End in mind. 🎯 Prioritizing limited time and resources work wonders. Most of all learn to say ‘No’
to time wasters and set boundaries. 🚫

Suffice it to say, there was much to synergize and Dave & Buster’s Inc.
provided the right space.

It’s time to take charge of your priorities. Stay tuned for more on the Urgent vs. Important Matrix.

Understanding Emotional Exhaustion: 5 Key Signs

Self-care is how you take your power back
Lalah Delia

Long days at work, inability to meet financial needs, household chores, relationship strains. All these can take a toll on us at times. Here are 5 signs associated with burnout. Read and examine each. Then apply it to yourself.

1.Emotional Exhaustion

Feeling drained, overwhelmed, and unable to recover from daily stressors, with persistent mental and physical fatigue.

2.Decreased Performance

Reduced productivity, struggling to concentrate, missing deadlines, and experiencing a significant drop in work quality.

3.Detachment and Cynicism

Developing a negative, indifferent, or callous attitude towards work, colleagues, and responsibilities. Feeling disconnected and unmotivated.

4.Physical Symptom

Experiencing frequent headaches, sleep disruptions, changes in appetite, weakened immune system, and increased vulnerability to illness.

5.Lack of Work-Life Balance

Feeling constantly preoccupied with work, inability to disconnect, neglecting personal relationships, hobbies, and self-care activities.

Are you experiencing one, two, or a few of these signs? Stay tuned for practical solutions. Any missing that you would like to add? Do share, we would love to hear.

Cheers!

_{Photo by Frank K on Pexels.com}

7+ Ways To Prepare For A Public-Facing Leadership Role

Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” —Jack Welch

More than two decades ago I started my first leadership role. Always facing an audience through years of athletic performance, the arts, other leadership roles, I was always confident. But this was different. In my HR Leadership role, I faced responsibilities on behalf of the company. No more hiding behind other senior leaders. My boss gave me no choice but to step up to my full responsibilities.

After going through a bout of nervousness that lasted months, I found that it got easier each time. Before long, I prepared for each meeting when I had to address employees performance, achievements and areas of development across the region with confidence.

On observation these days, we see politicians and society’s leaders in public service assuming new roles. Consequently, the question was raised; “can a person from behind the scenes excel in a new public-facing role?” The answer is absolutely!

Public-facing means a role where the (individual) exercises managerial authority or control of an entity’s activities.

Here are 7+ points to prepare for a public-facing leadership role. Focus on:

1.Communication Skills

Develop clear, compelling public speaking abilities
Practice articulating complex ideas simply
Learn media training techniques

2.Personal Brand Development

Build a professional, authentic public image
Be consistent across different platforms
Develop a strong personal narrative

3.Continuous Learning

Stay updated on industry trends
Understand diverse stakeholder perspectives
Cultivate emotional intelligence

4.Professional Appearance

Dress appropriately for your industry
Project confidence through body language
Work on your on-camera and in-person presence

5.Media and Presentation Preparation

Take media training workshops
Practice handling tough questions
Learn crisis communication strategies

6.Networking

Build relationships with key industry influencers
Develop a supportive professional network
Seek mentorship from experienced public leaders

7.Digital Literacy

Manage social media presence professionally
Understand digital communication etiquette
Be mindful of online reputation

Bonus: Resilience and Adaptability

Develop thick skin for public scrutiny
Learn to handle criticism constructively
Maintain composure under pressure

Consistent practice and self-reflection are the keys to becoming an effective public-facing leader.

What has been your experience with getting ready for a leadership role? Did you use any of the above strategies? If so, what worked for you? Any other strategy that comes to mind? Do share, we would love to hear.

Cheers!

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What Would You Attempt To Do If You Knew You Would Not Fail?

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

What Would You Attempt To do If You Knew You Would Not Fail?…

10 Ways To Help You Achieve Your Goals

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
Practice discipline and consistency
Use habit-tracking techniques
Start small and gradually build momentum

Goals: Killing me Softly

6. Enhance Motivation

Visualize success
Create a motivational vision board
Use positive affirmations
Reward yourself for reaching milestones
Maintain a growth mindset

7. Continuous Learning

Acquire necessary skills
Read relevant books/materials
Take courses
Seek mentorship
Stay updated in your goal’s domain

8. Manage Time Effectively

Use time management techniques
Prioritize tasks
Eliminate distractions
Practice focused work sessions
Use productivity tools

9. Practice Self-Care

Maintain physical and mental health
Get adequate rest
Exercise regularly
Practice stress management
Maintain a balanced lifestyle

10. Stay Flexible and Resilient

Accept that setbacks will happen
Learn from failures
Be adaptable
Maintain a positive attitude
Continuously reassess and adjust your approach

Follow these steps to achieve your goals as you step into a new phase of your career. Need help? Let’s connect

Cheers!

Give the Gift of Career Growth This Holiday Season!

C a r e e r G r o w t h

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.

Holiday Gift Certificates

Introducing our Holiday Career Coaching Gift Certificates!

Perfect for:

✨ Recent graduates seeking direction

✨ Friends considering a career pivot

✨ Professionals ready to level up

✨ Anyone dreaming of a fresh start in the New Year

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🎯 Career Catalyst: 2 sessions to kickstart transformation

🎯 Growth Journey: 4 sessions for deeper career development

🎯 Total Transformation: 8 sessions for complete career reinvention

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What They’ll Get

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Ready to give the gift of career success? Purchase GIFT CERTIFICATE Here

♥️Share with someone who deserves this gift!

Making Big Decisions: Head Or Heart?

Decisions. Decisions

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.

Head Decisions (Rational / Logical)

Characteristics:

Based on facts and data
Relies on analysis and reasoning
Focuses on practical outcomes
Uses systematic evaluation
Considers long-term consequences
Weighs pros and cons objectively
Driven by logic and evidence

Best Used For:

Financial decisions
Business strategies
Career choices
Investment planning
Risk assessment
Legal matters
Technical problems

Heart Decisions (Emotional / Intuitive)

Characteristics:

Based on feelings and intuition
Relies on personal values
Focuses on emotional satisfaction
Uses gut instincts
Considers personal fulfillment
Weighs emotional impact
Driven by passion and purpose

Best Used For:

Personal relationships
Creative pursuits
Life purpose decisions
Value-based choices
Personal fulfillment
Passion projects
Meaningful connections

Which is Better?

Neither is “better” – both have their place

Integrated Approach:

Best decisions often combine both
Head ensures practicality
Heart ensures alignment with values
Balance creates sustainable choices

Context Matters:

Some situations need more logic
Others need more emotional intelligence
Most benefit from both perspectives

Decision Framework: Best Practice: Use Both

Heart: Initial guidance
Head: Validation and planning
Heart: Final gut check

When to Lean More on Head:

High-risk situations
Financial commitments
Legal matters
Complex problems
Strategic planning

When to Lean More on Heart:

Life purpose decisions
Personal relationships
Career passion
Creative endeavors
Value-based choices

Integration Tips:

Start with heart to identify what matters
Use head to evaluate feasibility
Check back with heart for alignment
Plan execution with head
Monitor satisfaction with heart

Warning Signs: Head-Only Decisions:

Feels empty or unfulfilling
Lacks personal meaning
May lead to regret
Could miss opportunities

Heart-Only Decisions:

May be impractical
Could be financially risky
Might lack sustainability
Could be too impulsive

Real-World Example: Career Change Decision:

Heart: Identifies passion and desired impact
Head: Evaluates market demand, salary, skills needed
Heart: Confirms emotional alignment
Head: Creates transition plan
Both: Monitor progress and satisfaction

Recommendation

Use a Balanced Approach:

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.

Ahh Coaching: Trouble The Comfortable

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.

Cheers!

Writers of Color Women’s Empowerment Initiative

“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.

Missed it? Plan for it Next year same time.

Cheers!

14 Strategies For Adults Reporting To Millennial Team Leads

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.

16 Ways For A Procrastinator To Get Things Done

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.

Happy Finishing!

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1.Emotional Exhaustion

2.Decreased Performance

3.Detachment and Cynicism

4.Physical Symptom

5.Lack of Work-Life Balance

Share this:

1.Communication Skills

2.Personal Brand Development

3.Continuous Learning

4.Professional Appearance

5.Media and Presentation Preparation

6.Networking

7.Digital Literacy

Bonus: Resilience and Adaptability

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1.Break Down Large Goals

2.Develop a Concrete Action Plan

3.Prioritize and Track Progress

4. Build Accountability

5. Develop Consistent Habits

6. Enhance Motivation

7. Continuous Learning

8. Manage Time Effectively

9. Practice Self-Care

10. Stay Flexible and Resilient

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Perfect for:

What They’ll Get

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Head Decisions (Rational / Logical)

Heart Decisions (Emotional / Intuitive)

Recommendation

Points to Note

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