One of the biggest challenges facing leaders today is meeting fatigue and the epidemic of unproductive meetings. When you ask any leader about their calendar these days, the response is often, "My calendar is unmanageable." It's not just back-to-back meetings, but sometimes two or even three meetings happening at a time.
Some leaders find themselves juggling multiple screens and logins, taking multitasking to the next level, but is it really?
In my own corporate experience, I spent hours upon hours in meetings, but I had an executive assistant who could help protect some small slivers of time each week on my calendar.
With the ever-increasing speed of change and the rising expectations for urgency, how can leaders be at their best? They plow through the day, switching contexts like crazy, leaving little room for actual work…or leadership!
As companies require their leaders to bring new thinking to the table, keep up with emerging trends and technologies that significantly impact strategy, and lead differently to meet the new expectations of a post-COVID workforce, leaders struggle to find a moment for a bathroom break or lunch.
Of course, we all have the opportunity to hold ourselves more accountable for our own time, our most precious resource. I've recommended and walked leaders through tools like the Eisenhower matrix, "start/stop/continue", and time tracking. These excellent approaches enhance focus, prioritize tasks, and manage time better. However, we've reached a point where companies need to more actively support their leaders in these efforts and in breaking the meeting culture.
We can delve into what's holding us back from setting boundaries or saying no. Still, it's less effective if leaders aren't provided with encouragement or examples of how to do this.
I've spent the last three weeks with three different clients in three states, discussing various leadership topics. The common theme that emerged across all these leaders' experiences and occupied the minds of everyone I spoke to was TIME — specifically, finding time on their calendars to do more: more of what's expected, more of what their teams need, and more of what makes them feel fulfilled and alive.
How can I find time in my day to lead ...and lead like I really want to? The desire to lead with intention is there, but stepping off the hamster wheel and making that desire a reality is incredibly challenging.
Shopify recently confronted this problem head-on by installing a calendar app to track the number of hours spent in meetings and their associated costs. By simply being aware of this data, they are on track to save $322,000 in meeting time costs in the first year alone.
During a discussion and facilitated brainstorming session about strategic priorities this week, one of my clients decided to focus on meeting and email overload as a strategy in itself!
Sometimes, awareness is all that's needed to drive change. Leaders are crying out for help as they feel conflicted, unprepared, and unsupported in giving their best in today's workplace. If we ask leaders to lead differently in this ever-changing world, organizations need to do something different to support them and their teams in this endeavor.
Support them in pushing back, support them in changing the trajectory of where we're headed, and support them in prioritizing the true value they bring to the table.
Here are four actions to consider in the fight against meeting fatigue at your organization:
What other ideas do you have to help leaders dig out of the meeting culture of today?
If you are ready to navigate these challenges and invest in your leaders, let’s connect.
A new era of female leadership in a post-pandemic era is dawning!
The pandemic disrupted economies and livelihoods, impacting women disproportionately and leading to what became known as the ‘She-cession’. But now, women are returning to the workforce with unprecedented determination, according to the latest statistics from the Labor Department. June marked a historic milestone in the United States, seeing the highest number of women actively seeking jobs. Statistics have increased vs. last year for women holding board seats and women CEOs, as well.
This progress is inspiring, but there's still more to be done. How do we further advance these statistics and help develop female leadership in a post-pandemic era to even greater heights?
The answer lies in executive leadership coaching, a powerful "secret weapon" that can transform the trajectory of female leadership. Coaching provides a tailored and focused approach to unlocking a leader's true potential in an era where authenticity and impact are differentiators.
The journey of development begins with clarity. Coaching helps women leaders connect with purpose-driven goals, clarify what they want, and feel confident about their action plans to get there. Whether it's attaining a board seat or becoming a CEO, setting precise goals provides a roadmap for success.
Leadership is an evolving skill set; coaching provides a unique platform for honing these abilities. Through personalized guidance, women leaders can identify areas of strength and areas for growth. Whether it's effective communication, strategic thinking, or decision-making, coaching supports skill refinement that's tailored to the individual.
Confidence is a cornerstone of leadership impact, especially female leadership in a post-pandemic era. Many women face internal barriers like imposter syndrome or self-doubt that can hinder their progress. Coaching addresses these challenges head-on, fostering self-assurance and helping leaders step into their roles with unwavering confidence.
Challenges are inevitable on the path to leadership. Women leaders encounter various obstacles, from navigating complex corporate dynamics to addressing biases. Coaching equips them with strategies to overcome adversity, build resilience, and maintain a sustained focus on their goals
Coaching also extends beyond one-on-one interactions. It creates a support network, connecting women leaders with like-minded individuals with similar aspirations. This sense of community can be invaluable in providing guidance, sharing experiences, and celebrating achievements.
The re-entry of women into the workforce post-pandemic presents a unique opportunity to reshape leadership landscapes. By empowering women through executive coaching, we can amplify the impact of women leaders, ensuring their voices are heard and their contributions are recognized.
Are you ready to harness the power of coaching to develop and empower female leadership in a post-pandemic era in your organization?
If so, I invite you to reach out to me to explore the right development opportunities for your organization.
It is incredible how leadership has evolved over the years. Gone are the days when dominance and intelligence were the most commonly used words to describe leadership. In 2023, we are witnessing a shift towards qualities like empathy, collaboration, and adaptability, which are redefining successful leadership. As someone who has experienced the corporate world firsthand, I understand the importance of developing caring, effective leaders who can drive both personal growth and business results. Let's explore gender differences in leadership styles and how inclusive leadership is the key to creating a thriving workplace and a desired culture.
One striking manifestation of gender differences in leadership communication is the phenomenon known as "mansplaining." Many men assert dominance and power through their speech, while women typically communicate to build connections. A study conducted at George Washington University found that men interrupted women a whopping 33% more often than they interrupted their fellow men. Additionally, 46 out of 48 interruptions came from the man in one-on-one conversations between a man and a woman.
These aren't the only studies that shed light on how gender can influence leadership behavior in the workplace. Women have been found to downplay their abilities when their achievements are made public, while men seem to consistently rate their performance similarly in both public and private settings. Even more recent is the research done by Dave Dunning at Cornell University that found when experiencing failure, men have a tendency to respond using external attribution, while females use internal attribution, often blaming themselves.
In the book "STFU: The Power of Keeping Your Mouth Shut in an Endlessly Noisy World," author Dan Lyons examines the differences between men and women in communication styles and provides practical strategies for leaders to become better listeners.
It is essential that we become more aware of these dynamics and foster a workplace where everyone's voice is respected and heard and inclusivity thrives.
Here's the deal: if we want to foster inclusivity and create a thriving workplace, we must invest in leadership development. It's our responsibility to equip leaders with the skills and knowledge to navigate the complex workplaces of today.
By understanding gender differences in leadership and implementing strategies to address them, leaders can create a more inclusive environment. Here are three key strategies:
By moving away from outdated male traits and behaviors, such as dominance and 'mansplaining,' and embracing care, empathy, and inclusivity, leaders can foster an environment where every voice is valued and heard. Leadership development plays a crucial role in cultivating inclusive leadership.
I invite you to reach out to me to learn more about custom leadership development workshops tailored to your organization's unique needs. Let's invest in our leaders today to create a brighter, more inclusive future.
As we step into the year 2023, corporate leaders are faced with an ongoing challenge of a rapidly changing business environment. For a few of my clients, I am seeing them face a very pressing and unfortunate issue - navigating the challenge of layoffs. This has created a sense of uncertainty and fear among employees and highlighted the importance for them to navigate - purposefully, transparently, and with care and compassion.
Recently, I observed one of my executive clients communicate a very difficult message to his team that 50 jobs would be eliminated. Each one of the employees in the room was directly impacted. He delivered the news clearly yet compassionately as he explained the circumstances, acknowledged the impact of the decision, and offered space & uncomfortable silence for the individuals sitting in front of him to process the news best.
He put himself in the shoes of his employees - many tenured and committed for years to the organization - and took a heart-centered approach to share the difficult news. In navigating the challenge of layoffs, he met his employees in a place of empathy, went off script a little where necessary, and did his best to hold the space they needed to receive the news. He showed up as an intentional leader during a difficult time, and his actions served as an excellent example for other executives to follow.
In my book, Lead with Heart & Leave a Legacy, I talk about my own experience as a corporate executive faced with communicating a layoff. The lack of progress against the company strategy led to a top-down decision to execute a reduction in the workforce across the organization.
It was a heartbreaking day, but my team needed a sincere, transparent, vulnerable leader. The experience taught me the importance of leading with care and compassion during difficult times and proved to be the best approach in minimizing impact on the people.
When navigating the challenge of layoffs, intentional leaders prioritize taking steps to minimize the impact on their employees. They do this by adopting a heart-led approach that focuses on transparency, compassion, and being connected.
Here are three things that intentional leaders do when navigating the challenge of layoffs:
For my executive client, how he chose to communicate the devastating news influenced how those individuals reacted and accelerated their ability to process through the change. While life-changing, they felt supported and mirrored their leader's calm sense of commitment.
The year 2023 will continue to present many challenges for corporate leaders, including the ongoing issue of layoffs. By communicating transparently, showing care and compassion, and being mindful of the concerns of their remaining employees, corporate leaders can navigate the challenge of layoffs while minimizing employee impact and fostering a culture that will thrive in the years to come.
If you are a corporate leader looking to develop intentional leadership skills in your organization and cultivate a culture of care and compassion even in the most challenging of times, I invite you to work with me.
Is employee engagement a priority for your organization?
If it’s not, it should be. 82% of employees want their company to see them as a person, not just an employee (Gartner (2022)).
Being seen as a person looks like:
To meet the rising demand for more “people-centered” workplaces, leaders must lead differently.
In my work, I see two types of leaders:
Transaction leaders prioritize results, metrics, and outcomes. Intentional leaders prioritize people – while still meeting key targets and performance expectations.
Given what we know employees expect and prioritize, intentional leadership is more imperative than ever.
Top performers want to work for someone who is focused on cultivating personal connections, digging into what inspires each individual contributor, and creating personalized motivational strategies.
It’s easy to tell leaders to show up differently and lean into the proven practices of intentional leadership – but it’s a bit harder in practice.
Change fatigue and work friction, increased by remote and hybrid work, leave most leaders feeling unprepared, unsupported, and uncertain about how to be an effective leader.
Enter: Executive coaching.
This is the most effective way to equip today’s leaders to make behavioral changes and perspective shifts to become an effective, intentional leader.
Executive coaching is effective. It’s also one of the top resources and professional development tools requested by leaders themselves.
Executive coaching has many benefits for leaders – both professionally and personally. Of those benefits, these are the 5 most important ways executive coaching can impact your leaders:
1. Create Space
An executive coaching engagement can provide the forum and breathing room that allows the leader to get off the hamster wheel for a moment and refocus/reconnect to their role as a leader. This space creates room to feel effective and connected to their purpose again.
When leaders are given the gift of time/space to focus their own leadership, they feel seen, acknowledged, and understood. This leads to feeling inspired and supported, so they can show up and create value for their team and organization.
2. Expand Possibility
A skilled executive coach will guide your leaders to their highest potential. Coaches use their skills, like active listening and building trust, to create a connection with each leader. This personal connection and belief gives the leader a conduit to see their own strengths and potential.
3. Increase Self Awareness
Leaders need to be more aware of their role. Without increased self-awareness, leaders, like all of us, will blindly continue doing things the same way as usual. The trouble with self-awareness is that it’s challenging to develop on your own.
An executive coach will guide leaders to examine their behavior, reflect on their decisions, and facilitate a powerful experience that allows the leader to become more aware of their values, emotions, and habits – and how they impact the people they lead.
Coaches help people see themselves more clearly and more compassionately. Executive coaching is the best way for a leader to understand their strengths and weaknesses, learning how to see different perspectives and accounting for their own actions as they are mirrored back.
4. Challenge Beliefs and Support Shifts
Like with self-awareness, it’s almost impossible to challenge long-held beliefs or shift your perspective on your own. Executive coaching gives leaders the power to examine the things they believe and the perspectives they hold to determine how these things affect their team and overall organization. Leaders who feel empowered to reconsider their beliefs and make important shifts are then able to re-engage with their team, recommit to their values and goals, and reignite their impact.
Leaders who participate in executive coaching feel more aligned to their priorities and are better at helping their team members feel aligned to their projects and responsibilities. An aligned leader is an inspired, effective leader.
The engagement, morale, retention, and overall well being of a company won’t change if leaders don’t start doing something different.
The benefits of effective executive coaching include improved emotional intelligence, better ego control, and an enhanced perspective. Is this the “different” you’re looking for?
If you’re ready to develop more effective, intentional leaders – click here to learn more about executive coaching and how our team of coaches can benefit your organization.
I don’t know about you, but this Thanksgiving was the first time since 2019 we could have the extended family together. Our celebration included 50 family members – aunts, uncles, and cousins – together in close quarters, sharing stories, laughter, and hugs. We were all in a room together… without masks! It felt like a renewed spirit of family and connection.
Because so much time had passed since our last gathering, it did take some time to “break the ice.” We had to intentionally work to increase the comfort level and rebuild the connection with extended family we hadn’t seen in a while.
We all needed time and space to symbolically remove our (COVID) masks and create space to step into our authentic selves. Reflecting on this experience highlighted the importance of authenticity and reminded me of how often this topic has come up in my work recently, especially in my work with self-aware leaders.
I recently asked a group of leaders – “What do you believe builds trust most quickly within a team?” Their answer? Authenticity.
But when it comes to being authentic, we often get it wrong – thinking “being authentic” always equates to “feeling comfortable.”
HBR published information about the authenticity paradox – digging into how feeling like you’re “faking it” can signify growth. Contrary to popular belief, genuine authenticity is about vulnerability and self-awareness, often requiring leaders to step out of their comfort zone.
What does the authenticity paradox look like in practice? Navigating the desire to be your “true self” when at the office while also recognizing that you are a work in progress that can (and should) grow and evolve to meet your organization's and team's changing needs.
As their careers advance, many leaders are challenged to elevate their leadership contributions in expanded or new roles. It’s at this moment that we must fight the urge to retreat to familiar behaviors and styles that feel authentic but are actually a step back. Growth often requires leaders to live in discomfort, being willing to create a new authenticity that reflects their expanded skills and responsibilities.
So many of us buy into the myth that authentic leaders have unwavering confidence in who they are. We believe it’s a sign that we are not authentic if we show signs of weakness, self-doubt, or discomfort. This couldn’t be further from the truth.
Authentic leaders commit to learning more about themselves. They are vulnerable in sharing their mistakes and humble in their willingness to learn as they go.
I’ve noticed the importance of self-aware authenticity even more lately. These days, the new normal includes hybrid work schedules with remote teams and physically disconnected colleagues. With the leaders and teams I work with, on the rare occasion that teams come together in person, they need time to “remove the mask” and step into their authenticity. Everyone needs a little space before they are prepared to let themselves be seen and connect with one another.
Removing the mask takes courage and intentionality.
Leaders need the space to recognize the disconnect and the courage to stay open in the discomfort, so we can ultimately bring our best to the office and the teams we lead!
Interested in helping your leaders remove their masks and understand the crucial importance of self-aware, vulnerable authenticity?
I work directly with leadership teams to develop the soft skills required to succeed in the ever-changing landscape of today’s modern workplace.
Have you ever considered how self-awareness affects your career success? Self-awareness, for leaders especially, is the foundation of authenticity and impact.
How can you expect to understand and influence others if you don’t first understand yourself?
Once you know your leadership style, you can see how your approach and perspective impact those around you. Self-awareness helps you better understand others and improves how you collaborate and work together.
The challenge with self-awareness is that it is often hard to see ourselves accurately. Any number of factors can skew our perceptions. I was recently introduced to an assessment that facilitates a deep, meaningful understanding of self: the Profile XT.
Profile XT assesses your:
This specific combination of insights creates powerful self-knowledge that would not be possible on your own.
I work with a client who was just promoted to VP of Information Technology, receiving a considerably more significant scope of responsibility. He now has more visibility and the ability to impact his company’s strategic results. This is his chance to make the most of his opportunity to prove he is ready, capable, and a clear candidate for a C-level position in the future.
We kicked off our work together with the Profile XT so we could understand his current leadership style and elevate his skills. This client is naturally reserved. He brings a highly analytical perspective to his work and needs certainty before making decisions.
However, the organization relies on him to bridge the gap between data and technology, expecting him to accelerate their shift toward leveraging both functions to support their growth strategy.
Given the high stakes of his new leadership role and the self-awareness he gained from the Profile XT, he could see where he needed to make some changes and where he should focus his development.
My client could clearly see where his analytical, results-driven, and low-risk style interfered with his ability to be a vulnerable, connected, intentional leader. Together, we identified actions he could immediately put in place to communicate more often, communicate more clearly, and practice active listening to help his team feel seen, valued, and heard.
When you are willing, like my client in this example, to invest in yourself and dig into your leadership approach, you can improve your skills, hone your talents, and expand your capabilities.
The main benefits this client experienced during our self-awareness work were:
Because the Profile XT was so powerful with my 1:1 coaching clients, I’ve recently begun leveraging it in group coaching. (You can click here to see the coaching services I offer.)
After seeing how useful the Profile XT assessment has been for my clients, I decided to put my time and energy into becoming PXT Certified. Now I can support my clients even better while efficiently and effectively accelerating their leadership and career goals.
While there are several benefits to improving your self-awareness, there are 2 key benefits to engaging with coaching and the Profile XT assessment:
You’ve seen all the evidence and witnessed what is possible when you engage with your self-awareness as a leader. Now you’re ready to put the Profile XT to work in your own professional development, and I’m excited for you to see what’s in store!
When you join a small group coaching circle – intimate, truly small groups of like-minded leaders committed to growing together – you get access to the robust PXT assessment alongside numerous other resources and tools. The group accountability and support facilitate deeper learning and more effective coaching, helping you reach your goals and develop new skills.
Interested in taking your leadership to the next level? Click here to contact me about joining a group coaching program and intentionally engaging with your self-awareness.
May is mental health awareness month, so it feels like the perfect time to discuss what burnout and self-care can look like in the workplace.
The topic of burnout is becoming a major focus for many organizations. It’s encouraging to see workplaces raise awareness of the dangers of burnout and the importance of self-care and acknowledge the significant impact of workplace stress and long hours on employee health.
But this is still an area where many leaders need to deepen their understanding of burnout and self-care – putting in the time and energy to truly care for their employees and team members.
Burnout is defined as Chronic workplace stress not successfully managed by employers or employees.
One important thing to note here is that the opposite of burnout is not an absence of stress, but rather the successful management of stress. Leading successful teams will always carry some stress, but if we can learn how to use self-care to appropriately handle our job responsibilities – and teach our teams to do the same – we can avoid the dangerous repercussions of severe burnout.
Here’s what we know is true: Teams are burnt out – it’s a global health condition at this point.
According to Gallup, workplace stress costs $300B per year and 44% of workers regularly experience burnout and exhaustion.
These stats show us that, as leaders, we are acutely responsible for the mental health and wellbeing of our people. We must be aware of what can happen when we ignore the signs of burnout, push our teams too far, and don’t make space for proper self-care.
I started thinking more about burnout – specifically who is to blame when it happens – after I was asked to speak about the benefits of self-care (and the negative impact of burnout). I personally experienced a serious health scare due to the burnout I suffered, which ultimately led me to make huge changes in my lifestyle and career. And I really wanted to know – whose fault is it?
Was it my leaders’ fault for not seeing the signs and creating an unhealthy environment?
Was it my organization’s fault for creating a toxic culture and having outsized expectations?
Or was it my fault – for letting things get so bad before I made any personal changes?
As I thought about who to blame, I realized something: The better question is what can be done about burnout and self-care in the workplace?
We have all played a part in letting things get so out of hand, and I think our energy should be spent on finding solutions and creating positive change within our realm of influence.
Before we can find feasible solutions, we need to understand how burnout occurs, even in businesses that don’t intend to work their employees into an unhealthy state.
The world is changing at an exhaustive rate. We are always on. We have competing priorities to keep up with and everyone expects instantaneous gratification. We can always be reached. Everything is urgent.
And while it’s convenient to blame COVID, this burnout culture existed long before the global pandemic. COVID simply accelerated and exacerbated the issue.
For organizations who thrived during COVID, it was game on to capitalize on the opportunity to experience exponential growth in a new segment, new category, or new industry.
For organizations who struggled during COVID, it was game on to keep the business afloat, rethink, reinvent and emerge on the other side so they could rebuild what once was.
Employees on either side of the coin were overworked with blurred lines between work and home, anxiously facing sleepless nights, worried about their job, or worried they wouldn’t appear as productive as they needed to be to save themselves if they had to.
The demands of our busy lives, coupled with the performance cultures we face in our jobs, wear us down and make burnout a real experience.
Burnout is caused by:
And these are all things that destroy performance while harming individuals.
When speaking to a local news channel about burnout in 2019, I gave a suggestion to “get 7 hours of sleep” as an effective way to combat burnout. This simple suggestion garnered a snicker from the anchor – you can watch the clip here. It just shows how far we have to come, and how embedded the burnout culture truly is.
So what are we, as leaders, supposed to do?
The solution for burnout isn’t “self-care” – and it isn’t lowering performance expectations.
Solving burnout in the workplace requires a co-created space between employees and the company that includes ambition, drive, results, and time to rest and recharge.
Hard work should be met by equal rest. The most ambitious of your people need to be praised for recharging the same way they are praised for meeting big goals. We must remove the stigma of “laziness” and reframe genuine rest and recharging as essential components of success.
Whether you’re a leader looking for better ways to support your employee's overall well-being or an employee teetering on the edge, looking for ways to avoid burnout – here are 3 strategies to try:
My work is centered around helping leaders become more effective while also leading more fulfilling lives. If you’re interested in working together to avoid burnout, recover from existing burnout, help your employees avoid burnout, or learn how to implement a self-care practice that prioritizes success and recharging – I’d love to chat with you.
You can contact me here to get started.
Just as I challenge my clients to grow, develop, and progress as intentional leaders and toward their goals, they also challenge me. Through our discussions, I regularly learn new things that are reinforced daily, and I am challenged to continue to embody the coaching mindset (one of the ICF core competencies).
This challenge serves me well, as I ensure to “walk the talk” – both in my work and in my life.
Most recently, a client conversation inspired a discussion, and further consideration, of intention.
Intention has always been a major concept and guiding principle for me, both as a leader and as a coach of leaders.
I practiced intentional leadership, wrote about it in my book, and now I help my clients define and practice how to show up and engage with others with intention in their own leadership.
It’s clear that being intentional is a big deal. Being a present, effective, heart-led leader is a defining characteristic. But it doesn’t always have to be a big habit or a big practice.
In the previously mentioned discussion with my client, our conversation showed me the power of practicing, and demonstrating, micro-moments of intention.
As I’ve written about a number of times, and like I tell all of my clients – being an intentional leader requires thought and planning. Choosing to lead with intention can be time-consuming and detailed. You can feel like you need dedicated time to think, plan, and get ahead of your goals each day.
You spend time considering, “Who can I purposefully engage with today?” and “How can I show up in this meeting to best engage with my team and inspire them to take action to solve XYZ?”
An intentional leader champions their employees, connects with their colleagues, and acts with purpose.
Whew! I’m exhausted just reading that description. It’s true – being an intentional leader does take time, energy, and focus. (And it’s worth it!)
But it doesn’t always have to be so arduous. In fact, there are daily opportunities to practice micro-moments of intention outside of the bigger, more recognizable areas of intention.
You’re not always going to have a plan – and that’s okay. The best leaders know how to embrace micro-moments of intention to stand in their power and remain in the driver’s seat of a particular situation.
You can be intentional without a plan! These micro-moments are all about reinforcing your ability to lead with intention at your core, without a pre-planned effort or decision.
To put it another way, these micro-moments help you build an intrinsic, natural reflex and habit of being intentional. They are a powerful addition to your leadership toolkit! And micro-moments help you show your people who you really are.
What do these micro-moments look like in practice? Let’s explore some examples.
A micro-moment of intention can be a:
Take 3 minutes right now and jot down a few times today when you experienced a potential micro-moment of intention.
Did you choose to act with intention or did you let the moment pass? This isn’t a practice in judgment – it’s about recognizing how often these moments occur and being more aware of how we engage with them.
Invite the micro-moments in and choose to show up with intention. This is how you’ll become the leader you want to be.
Need help understanding how to engage with more intention or improve your skills as an intentional leader? This is exactly what I help my clients with, and I’d love to see how I can help you step into your true leadership potential. Everyone benefits when you lead with compassion, empathy, and intention.
Let’s chat and see what’s possible when we work together. Click here to schedule a free consultation.
We just turned a fresh new page on the calendar, and we are ready to take on the new year. As leaders, specifically female leaders, a new year has us wondering how to start the year strong.
Here’s what I see happening with a lot of women in leadership – you start in the hole, with one arm tied behind your back, feeling like you are already “doing it all” and feeling incapable of adding one more thing to your plate.
You put yourself last, worrying about helping your team and those around you, sacrificing your own career goals in the process.
This is not the picture of a strong start. But it is often reality.
And it leaves many of us wondering how to start the year strong.
That’s why I want to talk about how starting the new year from a position of strength – instead of a position of exhaustion – is the key to hitting your goals, increasing your impact, and finishing 2022 on the best note.
I have a coaching client who is focused on her career growth. She has big goals and wants to do the things necessary to level up her skills and prepare for upcoming advancement opportunities. But she doesn’t know where to start, because she doesn’t know where she is heading.
This client hasn’t even taken the first step because she’s so overrun by her day-to-day tasks and responsibilities. She is highly motivated and a high-achiever, but her to-do list runs her day and she feels like she can’t keep up… resulting in her feeling exhausted, defeated, guilty, and further from her goals as each day passes.
Maybe you have experienced what my client is struggling with, too.
Do you find yourself spending all of your energy on checking off to-do items so you feel like you’re contributing… but not actually focusing on the things that actually have the most impact?
You and my client are not alone. In fact, 88% of business people don't accomplish their top three priorities on any given day. Of the time given to a workday, 80% is spent doing tasks with little to no value and only 20% is spent doing something important.
That means almost all of us are struggling with getting the right things done. But why?
That always-open inbox and never-ending to-do list? Those keep us consistently inundated with smaller, trivial tasks. The constant presence of these insignificant responsibilities draws us in and sucks all our energy.
Want to end the overwhelm and start each day from a position of strength?
You must be intentional in deciding what matters most – with your own goals at the top of the list.
Your goals and high-impact tasks should drive your day, not the mile-long to-do list of little time-sucking tasks.
When you’re ready to take back control of your day and step into your strength as a leader, there are three steps to take to make sure your overall vision, goals, and priorities are in line.
Everything starts with redefining. It’s vital that you have a clear idea of where you want to go before you take off. You can’t work toward a goal without knowing what you’re working for.
When you take the time to redefine, redesign, and realign, you will be confident and ready to strike with the right opportunity coming your way!
Taking on these reflections and major life decisions on your own can be daunting.
That’s why I’m here to help you take the first step!
Download my Leadership and Career Dashboard to give you a head start in “redefining” the vision you have for your career & your leadership in the new year.
And when you’re ready to truly accelerate your growth, overcome any challenge, and realign your values to reflect what matters most – consider partnering with a leadership coach and accountability partner to help you get where you want to be!
Click here to schedule a call to discuss what coaching can do for you.