When it comes to self-talk, we’ve discovered six common, yet toxic, beliefs that hold people back more than any others. Be mindful of your tendencies to succumb to these beliefs, so that they don’t derail your career:
Toxic Belief #1: Perfection = Success
Human beings, by our very nature, are fallible. When perfection is your goal, you’re always left with a nagging sense of failure, and end up spending your time lamenting what you failed to accomplish, instead of enjoying what you were able to achieve.
Toxic Belief #2: My Destiny is Predetermined
Far too many people succumb to the highly irrational idea that they are destined to succeed or fail. Make no mistake about it, your destiny is in your own hands, and blaming multiple successes or failures on forces beyond your control is nothing more than a cop out. Sometimes life will deal you difficult cards to play, and others times you’ll be holding aces. Your willingness to give your all in playing any hand you’re holding determines your ultimate success or failure in life.
Toxic Belief #3: I “Always” or “Never” Do That
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At your company, how does leadership development happened? Do you have a formal program or process that you put emerging leaders in? Is there a formal program that you place all newly hired managers/leaders in? If so, who leads this initiative?
Or, is leadership development something more organic where it is the responsibility of the departments in which these people work? In other words, there is no formal program.
I would love your feedback and ideas. Please share in the comments below. Thank you!
I just spent an hour with some staff talking about what I call the Path to Promotion – the presentation I’ve developed on helping people excel at their current jobs and working towards a position into the future. One of the staff people was eating her lunch while we were having the meeting. Her lunch came from Panda Express.
As we concluded I asked her to open up one of her fortune cookies and read the fortune. This is what it said.
If you are working on a better future for yourself, be preparing now. Always look ahead to be ready for that opportunity.
If you would like to follow the new networking site for First Fridays, click here: First Fridays
Tomorrow morning at 8 o’clock, my brother and I are launching a new networking initiative that we call First Fridays. Someone tonight asked me what we hope happens in this monthly event.
Our goal is to provide an event where leaders can come and learn something new about what leadership looks like another organizations. We hope to provide speakers and ideas that spawn conversation and even innovation in companies all over northeastern Indiana. We want to do this within a one hour networking event where people can come and grow, develop, and network with other leaders who are seeking the same thing.
Most of all, we want to add value to leaders who invest one hour each month.
I’ll provide a recap soon on tomorrow’s meeting. We’re going to have a dynamite 8-month schedule.
In the name of employee wellness, and in response to insurance company demands, corporations are offering well-being initiatives with financial incentives. Complete this cholesterol screening, say, and you’ll get $100 added to your paycheck; participate in some number of wellness programs, and you’ll receive another bonus. In this quest to increase employee wellness, however, organizations are often unwittingly making things worse. Is it any surprise that initial studies on wellness programs are showing they don’t lead to any visible results?
At best, these initiatives are nothing more than lip service or PR. But at worst, they actually cause more stress. Having to jump through hoops, do cholesterol blood tests, and fill out well-being questionnaires is just one way that these programs can add yet more to-dos to an already full schedule. As one employee shared with me, “I feel like my workplace wants me to take care of my wellness yet pressures me with such tight deadlines that I barely have time to eat lunch at my desk. I know it would be good for me to attend, but I also feel anxious when my manager and colleagues frown at me leaving my desk to go stretch. What’s more, at the end of the day I feel guilty because I didn’t take care of my well-being and attend the yoga class.” Well-being becomes not a needed break from the pressures of work but just one more job requirement.
When you look at the data, employers seem to be missing the point. It is not by obligating employees to participate in these kinds of classes or screenings that well-being will improve, nor is it by providing material perks; a revealing study showed that employees actually prefer a happier workplace to a fatter paycheck anyway.
So what leads to employee happiness? A workplace characterized by humanity. An organizational culture characterized by forgiveness, kindness, trust, respect, and inspiration. Hundreds of studies conducted by pioneers of positive organizational psychology, including Jane Dutton and Kim Cameron at the University of Michigan and Adam Grant at Wharton, demonstrate that a culture characterized by a positive work culture leads to improved employee loyalty, engagement, performance, creativity, and productivity. Given that about three-quarters of the U.S. workforce is disengaged at work — and the high cost of employee turnover — it’s about time organizations start paying attention to the data.
Read the entire article here: https://hbr.org/2016/04/good-bosses-create-more-wellness-than-wellness-plans-do