It’s fascinating how very small changes over time can make a huge difference. Here’s a post from my friend and colleague , Josh Linker, with what I think is a brilliant way of implementing this principle into our lives.
What do you think? Are you willing to, (as he suggests), “give this a whirl” for 30 days? If not, what works better for you? I’m interested in your ideas.
Mistakes enable growth. Setbacks are a given. How do you handle them?
Do you let the problem paralyze you, or do you use it as learning experience? Here are coping mechanisms and mental approaches that are scientifically proven to help you better handle missteps, bounce back from setbacks, and, even use them to your advantage.
I have long admired the work of Tony Schwartz. His New York Times bestseller, “The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal” co-written with the also renowned expert, Jim Loehr, has been a regular recommendation of mine for more than ten years. It’s not unusual for me to begin to coach high-powered executive clients with huge jobs and lots of stress who are well on their way to burn-out. This book addresses those clients’ fundamental issues: the need to continue their extremely demanding work, while at the same time consistently generating high performance without losing their “edge”, or, burning out in the process.
Tony’s leadership over the years as President and Founder of The Energy Project continues this important work. Check out this very personal and very honest account from him about going off track and recovering. I think you will find it worth the read.
A recent study of more than 5000 people using a validated assessment found that the majority of respondents have suboptimal responses to stress at work. Understanding your current default response to stress is the first step to crafting a more adaptive cognitive pattern. Read on to identify your “go-to” style and detail about how you can improve.
Sheryl Sandberg recently visited Airbnb to share lessons learned from her years at Facebook and Google. The question was posed to Sandberg: “What’s the number one thing you look for in someone who can scale with a company?”
“Someone who takes feedback well. Because people who can take feedback well are people who can learn and grow quickly.”
How well do you take feedback and do you apply it in a proactive way?
Companies hate losing their star workaholics, so Johnson & Johnson is triple-teaming them with a dietitian, a physiologist, and an executive coach; their answer to executive burnout. How does your organization address burnout?