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6 Steps to Reinvent Your Future

By Dr. Evans Baiya

If there was ever a time to contemplate a reinvention, it’s now. The last year and a half has been challenging for a variety of reasons, and we’ve all collectively experienced it—although in different ways. If you want your future to be different, reinvention is the answer. If you want to find solutions to many of the issues that have recently been uncovered and make the change that you want, this is an excellent time to begin.

Here are the six steps to reinventing your future, in a way that is both achievable and sustainable.

Are You a Good Boss?

By Dr. Lisa Aliderst

A recent episode of The McKinsey Podcast focused on how a boss has a direct impact on health, happiness, and productivity. Now that’s quite a bit of influence when you think about it!

Tera Allas, McKinsey’s director of research and economics for its UK and Ireland office summarized the research. Happiness on the job is the second most important factor (after health and mental health) for overall life satisfaction. And an employee’s relationship with the boss is pivotal to job happiness.

How an Inner Foundation Can Keep You On-Track

By Jalene Case

Life bumped me off-track recently. I needed to catch-up with myself, to remind myself of what matters, to ground myself in who I want to be and how I want to show up. I started by stopping, which isn’t my natural inclination. My default action when I’m overwhelmed is to focus on doing more faster and working longer hours. I’m great at staying busy. That’s the problem.

I finally realized that in order to catch up with myself, I would need to press pause and reconnect with my foundation so my actions aligned with the future I wanted to create.

Suspending Judgement is a Key Leadership Skill

By Dr. Francis Eberle

One of my clients recently had difficulty letting go of some unfair comments from her supervisor. The comments were harsh because the supervisor thought the work was shoddy, but the supervisor had gaps in his knowledge and had overlooked the true quality of the work. My client knew she had to get past the comments, but they still hurt. There were two aspects to grapple with—the personal hurt and the professional relationship. My client had to be objective about the comments and build a more respectful professional relationship.

Instead of just letting the comments go, one way to move forward is hold one issue in limbo while focusing on another issue. In other words, suspend the belief that the supervisor had negative intentions when he made the comment and instead focus on the relationship.

Take a Snapshot

By Dr. Lisa Aldisert

The first quarter has come and gone and if you haven’t already done so, it’s a good time to take a snapshot of what’s going on in your business. After all, if you’re not paying attention, who knows what direction things will go for the rest of the year?

The end of the first quarter marked the end of a full year of operating under sub-standard conditions. Many companies have been in survival mode, with a focus on what can be done to keep the status quo.

Demand is returning, however, and it will be beneficial for the mindset to return to one of growth rather than maintenance. Although the pandemic is still having a meaningful impact on operations, evaluate the strengths that have emerged in the past year.

Uncontrolled Outbursts Can Lead to Growth

By Jalene Case

One of my clients recently erupted at a coworker when she discovered that confidential information was shared. Normally, she would have calmed down and scheduled a serious discussion with the employee. Before she could do that, they ended up together in a work space with no one else around. The conversation quickly spiraled out of control.

What if I told you that uncontrolled, emotional outbursts at a co-worker could open the door to growing as a leader?

Can We Learn to Be Resilient?

A conversation with Ron Price

We are all living through a time of significant turmoil when resiliency is difficult to come by.

Even when not in unprecedented times, part of being a leader is facing obstacles and creating change to keep moving forward. Resiliency is simply how you handle those challenges—but it can be the deciding factor on whether or not you fail as a leader.

It is easy to focus on the challenges and simply react, rather than continue to work toward the end goal. But the moment you begin to identify as a victim, you put yourself at risk as a leader. If you see yourself as a survivor, every obstacle is another opportunity to learn and grow.

Great Leaders Needed

By Ron Price

We need great leaders more than ever before. There are so many disruptive forces in the world today that without good leadership we will experience more and more instability and anxiety in our lives and work. Some of these disruptions are good, such as the accelerating advances in science and technology. These will bring dizzying changes to the way we live and work over the next ten years. Parallel to these advances for good, we will continue to face significant societal and health challenges that will threaten our peace, prosperity, well-being, and happiness.

Great leaders think things through with clarity, do the right things, and stay focused on serving those they lead. Though these three pillars of great leadership may sound simple, they are far from easy in a world of constant change and evolving threats.

Using Human Behavior to Make Better Virtual Connections at Work

By Dr. Francis Eberle

A year into the pandemic, I have noticed that some people have changed their persona on video calls. Some seem almost as if they are lost, when, before the pandemic, they were energetic and very talkative. Other people seemed to have become more outspoken, when prior they were quieter and more reserved.

To understand what is going on, we need to look to the psychological and cognitive sciences of behavior. Video calls are not the same as in-person interactions, so understandably the connections we make during these two types of connections do not occur in the same way. When people are on video calls, their behavioral tendencies differ due to that lack of connection. The approaches used in traditional communication and interaction during in-person meetings don’t work in a virtual setting.

Listening Is Hard Work!

By Dr. Lisa Aldisert

There’s no way around this: you need to work harder at listening when you’re not face to face. Generally, your people will tell you everything is fine….even when it isn’t.

For example, you may check in about progress towards a particular deadline and people will say that they’re on top of it.

Maybe they are. But maybe not.

Asking about progress may be fine for some people, but for others you may need to be much more specific. Based on the person’s response, you can continue to ask questions until you receive satisfactory answers.

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