2024 - Page 2 of 2 - Jaqueline C. Ross LLC Life Coaching

The Crucial First Step Towards Your Career Path: Self-Discovery

April 26, 2024/in Career Development/by admin

Embarking on the journey to find your ideal career path can feel overwhelming. With countless options and expectations, it’s easy to feel lost in a sea of possibilities. However, amidst this uncertainty, there is a crucial first step that often gets overlooked: self-discovery.

As a leadership development and mental fitness coach, I’ve guided countless individuals on their quest to find fulfillment in their careers. Through my experience, I’ve found that self-discovery lays the foundation for a meaningful and purpose-driven career.

So, what exactly does self-discovery entail?

Introspection:

First and foremost, it requires introspection. Take the time to reflect on your values, passions, and interests. What activities make you lose track of time? What issues or causes ignite a fire within you? By understanding what truly matters to you, you can begin to align your career path with your true self.

Embrace Your Strengths & Weaknesses:

Next, embrace your strengths and weaknesses. We all possess unique talents and abilities, as well as areas where we can improve. Recognizing your strengths can guide you toward roles where you can excel and make a meaningful impact. Similarly, acknowledging your weaknesses allows you to seek opportunities for growth and development.

Exploration:

Furthermore, don’t underestimate the power of exploration. Take advantage of internships, volunteer opportunities, or informational interviews to gain firsthand experience in different industries or roles. These experiences can provide valuable insights into what environments or responsibilities resonate with you, helping to narrow down your career options.

Trust the Process:

Trust the process. Finding your career path is not a linear journey, but rather a series of twists and turns. Embrace the uncertainty and view each experience as a stepping stone towards clarity and self-discovery.

In conclusion, self-discovery is the foundational step toward finding your career path. By taking the time to reflect on your values, strengths, and interests, and embracing exploration, you can pave the way for a fulfilling and purpose-driven career journey. So, embark on this journey with an open mind and a willingness to explore the depths of your true self. Your ideal career path awaits.

“I wasn’t searching for something or someone ….. I was searching for me” Carrie Bradshaw

Showcasing is Not Showboating: The Power of Self-Assessment and Personal Branding

March 26, 2024/in Career Development/by admin

“You got to know yourself so you can at last be yourself.” D.H. Lawrence.

This statement may sound obvious and oversimplified and yet it is probably the most profound. Our journey is to own our true essence and uncover who lies within us. Oprah said it best; “The whole point in being alive is to evolve into the complete person you were intended to be.”

So how do you start to evolve into that complete person and how do you use that information to create a bridge to chart your own best career path?

It begins with knowing ourselves and utilizing a GPS strategy. I remember the days when we used a map when traveling to any unknown destinations whether they were local or distant. I used to keep an Atlas in my back seat and that was how I navigated finding my way, like most everyone else. Today it is different; we just use our phones, plug in some information, and “bam” we have arrived.

Although it sounds simple, in order to optimally get to our next destination, our GPS does require us to identify two points: where we are starting from and where we intend to go. Otherwise, we will be meandering and heading in all kinds of directions.

Your career journey is similar even if you are uncertain about your “North Star”, your next destination, or your best next move. Dig in, take stock, and claim who you are, what makes you, you, and honor all of the parts of yourself to begin.

In today’s dynamic job market, we are all navigating a complex landscape. You want to stand out so you can thrive in your career. One of the most effective strategies in creating the link to achieving professional success is through self-assessment and personal branding. As a seasoned career development coach, I have witnessed firsthand the transformative power of these practices in guiding clients toward fulfilling and rewarding career paths. In this blog post, I want to share the elements of self-assessment and personal branding.

Understanding Self-Assessment

Self-assessment is the cornerstone of career development. It involves introspection, evaluation, and reflection on your strengths, weaknesses, values, interests, and goals. It is about knowing yourself. By gaining clarity on these aspects, you can make informed decisions about your career trajectory, identify areas for improvement, and leverage your unique qualities to your advantage.

A comprehensive self-assessment encompasses various dimensions:

1. Skills and Competencies:

Start by evaluating your technical skills, soft skills, and transferable skills relevant to your desired career path. Identify areas where you excel and areas that require further development.

Technical skills refer to specific abilities related to your profession, such as programming languages, design software, or financial analysis.

Soft skills encompass interpersonal skills, communication abilities, leadership qualities, and problem-solving aptitude.

Transferable skills are those that transcend across various roles and industries, such as critical thinking, time management, and adaptability. Evaluate your proficiency in each skill area, acknowledging both strengths and areas for improvement.

Several assessment tools exist that you can take for a nominal charge. Let us be clear, assessments do not define who you are rather they provide you with a language to articulate and speak to how you can best describe yourself. Here are a few assessments and links to their sites:

Strengths Finder

Disc

CareerFitter

2. Values and Motivation:

Reflect on your core values, passions, and what drives you professionally. Understanding what truly matters to you will help you align your career choices with your values. I appreciate Brene Brown’s value list. Here, Brene guides you with a worksheet to identify how to live according to your values.

Your values shape your professional decisions and behaviors. Reflect on what matters most to you in your personal and work life. Is it innovation, integrity, collaboration, or social impact? Identify the intrinsic motivators that drive you forward, whether it is a sense of purpose, autonomy, recognition, or personal growth. Understanding your values and motivations will guide you in aligning your career choices with what truly resonates with you at a philosophical and fundamental level.

3. Interests and Passions:

Explore your interests beyond the confines of your current job role. What subjects, activities, or hobbies ignite your curiosity and enthusiasm? Your passions can often provide clues to potential career paths or areas of specialization that you may not have considered. Whether it is being outdoors in nature, gardening, traveling, writing, volunteering, tinkering with technology, or advocating for a cause, integrating your passions into your career can lead to greater fulfillment and engagement.

4. Personality Traits:

Consider your personality traits and how they influence your work style, communication, and collaboration with others. Understanding your personality can help you find environments where you can thrive.

Your personality influences how you interact with colleagues, approach tasks, and navigate challenges in the workplace. Assess your personality traits using frameworks such as the Myers-Briggs Type Indicator (MBTI), the Big Five personality traits, or the Enneagram. Are you introverted or extroverted? Detail-oriented or visionary? Analytical or empathetic? Recognizing your predominant personality traits enables you to leverage your strengths and adapt your communication and work style to collaborate effectively with others.

5. Career Goals:

Set clear, achievable career goals that align with your aspirations. Chunk them out and break them down into short-term and long-term objectives to create a roadmap for success.

Use the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goal-setting process to align with your overarching career aspirations. Consider both short-term objectives, such as acquiring new skills or earning a promotion, and long-term visions, such as transitioning to a different industry or starting your own side gig business. Break down your goals into actionable steps and milestones, and regularly review and adjust them as you progress in your career journey.

If you are uncertain about your career direction and where to go please check out my blog entitled, The Magic of Mentoring and Coaching, and schedule a free discovery session with me to explore your next career move.

Crafting Your Personal Brand

Personal branding is the process of managing and promoting your unique identity, expertise, and reputation in your professional field. It is about showcasing your strengths, values, and accomplishments in a way that resonates with your target audience, whether it is employers, clients, or peers.

It is important to adopt the belief that promoting your personal brand is about showcasing your gifts not showboating. My clients often struggle with self-promotion. They often report that they do not want to sound arrogant or obnoxious.

Showcasing your talents is just a way of letting the world know who you are and how you can serve others. Repeat after me: Showcasing your talents is just a way of letting the world know who you are and how you can serve others.

Personal branding goes beyond self-promotion; it is about authentically communicating your unique value proposition and building a reputation that resonates with your target audience. Let us delve deeper into the steps of crafting a compelling personal brand:

Here are key steps to craft a compelling personal brand:

1. Define Your Unique Value Proposition (UVP):

What skills, experiences, or qualities make you unique? Your UVP should communicate the value you offer to employers or clients.

Your UVP encapsulates what sets you apart from others in your field and why stakeholders should choose you over alternatives. Reflect on your combination of skills, experiences, personality traits, and passions that uniquely position you to solve problems or fulfill needs in your industry. Articulate your UVP concisely and compellingly, emphasizing the tangible benefits you offer to employers, clients, or collaborators.

Your UVP is a collective of the discoveries you made from your self-assessments as noted above.

2. Create a Consistent Online Presence:

Curate your online presence across platforms like LinkedIn, personal websites, and social media profiles. Ensure that your online persona reflects your professional brand and reinforces your expertise and credibility. Optimize your LinkedIn profile to display your professional journey, skills, accomplishments, and endorsements. Develop a personal website or portfolio to highlight your expertise, projects, testimonials, and contact information. Align your social media presence with your personal brand by sharing relevant content, engaging with industry peers, and participating in online communities.

3. Share Your Expertise:

Position yourself as a subject matter expert by creating and disseminating valuable content related to your niche or industry. Write blog posts, articles, or whitepapers addressing common challenges, emerging trends, or best practices in your field. Deliver presentations at industry conferences, webinars, or networking events to showcase your knowledge and insights. Engage in online discussions, forums, or LinkedIn groups to exchange ideas, answer questions, and establish yourself as a trusted authority. By consistently sharing your expertise, you amplify your visibility and credibility within your professional community.

4. Seek Feedback & Adapt:

Solicit feedback from mentors, peers, or clients to gain insights into how your personal brand is perceived and how it can be enhanced. Actively listen to constructive criticism and identify areas for improvement or refinement in your branding strategy. Stay attuned to changes in your industry landscape, market demands, or audience preferences, and adapt your personal brand accordingly to remain relevant and competitive.

5. Being Yourself is Key:

Authenticity forms the bedrock of a compelling personal brand. Be genuine, transparent, and true to yourself in how you present your professional identity. Share your authentic stories, experiences, and perspectives to connect on a deeper level with your audience. Avoid embellishing or fabricating aspects of your personal brand, as authenticity fosters trust, credibility, and long-term relationships with stakeholders.

In conclusion, knowing yourself through self-assessments and personal branding is a transformative journey that empowers you to proactively shape your professional identities, differentiate yourself in the marketplace, and unlock new opportunities for career advancement and fulfillment. By understanding your strengths, values, and goals through self-assessment and effectively communicating your unique value proposition through personal branding, you can build a resilient foundation for sustained success and satisfaction in your career. As a career development coach, I encourage you to embrace self-discovery and branding as catalysts for realizing your full potential and crafting a meaningful and fulfilling professional trajectory.

Reach out to book a discovery call and start the journey to uncover your path.

“I’ve come to believe that each of us has a personal calling that’s as unique as a fingerprint – and that the best way to succeed is to discover what you love and then find a way to offer it to others in the form of service, working hard, and also allowing the energy of the universe to lead you. ”― Oprah Winfrey

3 Leadership Myths that Might Be Holding You Back

March 10, 2024/in Career Development/by admin

When I first began my career many moons ago, I worked in the behavioral health arena in residential treatment programs with youth who had emotional and behavioral challenges. I started as a direct care counselor serving youth, who had trauma histories, were receiving services from the child welfare departments, had been in psychiatric hospitals, and/or had run-ins with law enforcement. They landed in these treatment programs because they were deemed at a level of risk to themselves or others.

Our mission was to help these youth develop healthier and safer coping strategies, to plant the seeds so they could thrive, and to keep them and everyone safe. Ultimately, we wanted to guide and support them to achieve maximize their potential.

Within my first 5 years working in these settings, I was promoted to leadership roles and ended up overseeing a few large programs. It is where I developed my leadership skills.

Easily, the greatest teachers I have ever had were these kids. The lessons they taught me both personally and professionally exceeded anything that I ever taught them.

For instance, they could sniff out our motivations and intentions; our strengths and weaknesses, our vulnerabilities and those of us who were there for the right and others who were there for the wrong reasons.

They, in essence, were the best evaluators of our leadership. Our approaches had a direct connection to our leadership styles and abilities.

Some of us emerged as strong and effective leaders and some of us looked a lot like the Bad ones.

The same is true for your workforce. I am not implying that they are kids in a residential treatment program however they are paying attention to you, they are looking to see how you show up, how you treat people, how you handle situations, and what conversations you avoid. Similar to how you pay attention to your senior leaders.

In this blog, we are going to explore 3 leadership myths that might be getting in the way and holding you back from higher levels of leadership mindset and effectiveness.

Myth #1: Leadership is only for extroverts.

The top myth I hear amongst my clients as a leadership development and mental fitness coach is that their introversion is a barrier to being an effective leader. Leadership effectiveness is a complex and multifaceted trait. Introverts can be just as effective leaders as extroverts, bringing unique qualities such as deep reflection and active listening.

In Susan Cain’s book, entitled Quiet: The Power of Introverts in a World that Can’t Stop Talking, she argues that modern Western culture misunderstands and undervalues the traits and capabilities of introverted people, leading to “a colossal waste of talent, energy, and happiness.”

Moreover, leadership effectiveness is contingent on the specific requirements of a given situation. In some contexts, introverted leaders who are more reserved and thoughtful may be equally or more effective. Leadership effectiveness depends on the ability to adapt to different situations, communicate effectively, and inspire and motivate others.

Never let your introversion be a barrier to saluting what you bring to the leadership table. It may be exactly what is needed.

As Simon Alexander Ong notes, “Leadership is not found in the loudest voice. It is found in an individual’s ability to listen, empathize, and inspire action.”

Myth #2: Leadership is a solo endeavor.

One of our fundamental human needs is our need to belong; to be part of a group. For some of us, we may prefer a small versus a large-sized group. Regardless of how large, we all have a desire to fit in. Our charge as a leader is to tap into that innate desire and foster the need for connection.

Contrary to the myth of leadership being a solo endeavor, effective leaders rely on teamwork and collaboration to achieve goals. No single individual possesses all the skills necessary for success in every aspect of leadership. Collaborating with others allows a leader to leverage the strengths of team members with complementary skill sets. By combining different expertise, a team can overcome challenges more efficiently and tackle a broader range of tasks effectively.

It has been said, “If you want to go fast, go alone, if you want to go far, go together.”

Myth #3: Leadership guarantees popularity.

One of the traps my clients have shared with me is the need to be liked. Now yes, most of us want to be liked, especially as leaders. Leaders can feel alone. However, if this becomes your central focus, the need to please others may override your ability to truly help your team be as effective as they can be.

I am going to say that again in a different way. I believe your role as a leader is to help your team be as effective as they can in their roles.

Not all leaders are universally liked, and effective leadership may involve making tough decisions that are not always popular. These decisions are based on what is best for the organization, team, or project, even if it means facing resistance or disagreement.

In addition, leaders must hold themselves and others accountable for their actions and outcomes. This can involve addressing performance issues, implementing changes, or enforcing policies, which may not always be well-received.

According to Simon Sinek, “A boss has the title; a leader has the people.”

In conclusion, debunking these three prevalent myths surrounding leadership is essential for fostering effective and inclusive leadership styles. Dispelling the notion that leaders must be extroverts allows for the recognition and appreciation of diverse leadership qualities. Understanding that leadership is not a solo endeavor emphasizes the importance of collaboration, teamwork, and shared responsibility in achieving organizational success. Lastly, dismissing the myth that leadership requires popularity paves the way for authenticity and genuine connection with team members. By breaking free from these misconceptions, aspiring leaders can forge a path that is true to themselves, creating a more resilient and adaptive leadership landscape that thrives on authenticity, collaboration, and a commitment to continuous growth.

What myths are getting in your way?

Please reach out and schedule a discovery session to share your insights.

Empowering Leadership: The Best 3 Ways to Acknowledge Your Team

February 27, 2024/in Career Development/by admin

One of our most basic human needs is to feel valued and appreciated. And on average, a person works about 128 months in their lifetime. That is an enormous amount of time that we spend contributing to the betterment of others throughout our professional lives. As leaders, it is our job to ensure that our direct reports and teams know that they are important and matter.

Leadership is more than making decisions and providing direction; it is also about recognizing and appreciating the efforts of your team. Acknowledging your team members is a crucial aspect that fosters a positive and motivated work environment. In this blog post, we will explore the three best ways for leaders to acknowledge their teams and cultivate a culture of appreciation.

Regular and Personalized Recognition:

One of the most effective ways to acknowledge your team is through regular and personalized recognition. Each team member brings unique skills and qualities to the table, and acknowledging these individual contributions can significantly boost morale.

Start by taking the time to understand each team member’s strengths, interests, and accomplishments. Additionally, ask each person how they like to be recognized. Every person is different and has varied preferences.

When you notice exceptional performance, acknowledge it based on preference. Some may appreciate you doing so during team meetings or through other communication channels. Personalize your recognition to make it more meaningful, showing that you are aware of and appreciate each person’s specific efforts.

I recall working with a leader who had a disdain for public recognition. He was noticeably clear that he valued feedback, yet he wanted those conversations to occur individually. I made sure to honor and respect his wishes.

Furthermore, consider implementing an employee recognition program where outstanding contributions are rewarded. This could include awards, certificates, or other incentives. Recognizing achievements regularly not only boosts motivation but also reinforces a positive team culture.

Open and Constructive Feedback:

Acknowledging your team also involves providing open and constructive feedback. Effective leaders understand the importance of both positive and developmental feedback to help their team members grow and excel.

When offering feedback, focus on specific achievements and areas for improvement. Use a constructive and encouraging tone, emphasizing the value of the individual’s work. Additionally, make sure feedback is timely, allowing team members to make necessary adjustments promptly.

Create a culture where feedback is a two-way street. Encourage team members to share their thoughts, ideas, and concerns. This open communication fosters trust and collaboration, creating a supportive environment where everyone feels acknowledged and valued.

These are my favorite go-to questions that I encourage leaders to ask their team to role model requesting feedback:

1. What should I continue doing?

2. What should I stop doing?

3. What should I start doing that I am not doing at all?

Enlisting feedback from your team demonstrates your openness and willingness to listen, learn and make changes, as necessary.

Celebrate Milestones and Achievements:

Team accomplishments, whether big or small, should be celebrated. As a leader, it is essential to recognize and commemorate milestones and achievements, fostering a sense of pride and camaraderie within the team.

When a project is completed, take the time to acknowledge the collective effort. This could involve a team celebration, a special lunch, or even a simple thank-you note expressing your gratitude for their hard work. Celebrating achievements not only acknowledges individual contributions but also reinforces the team’s shared goals and accomplishments.

In addition to acknowledging project milestones, recognize the personal and professional achievements of team members, such as work anniversaries, certifications, or promotions. These celebrations create a positive and motivating work environment, inspiring team members to continue delivering their best.

Quizbreaker identified 40+ Best Staff Appreciation Ideas (2024). Take a look.

Acknowledging your team is an integral part of effective leadership that contributes to a positive and productive work environment. By implementing regular and personalized recognition, providing open and constructive feedback, and celebrating milestones and achievements, you can cultivate a culture of appreciation within your team. Remember, a well-acknowledged team is a motivated and high-performing team.

“Leaders don’t look for recognition from others, leaders look for others to recognize.” Simon Sinek

Stop Serving Soup Sandwiches: The Art of Giving and Receiving Effective Feedback

February 8, 2024/in Career Development/by admin

“What is the shortest word in the English language that contains the letters: abcdef? Answer: feedback. Do not forget that feedback is one of the essential elements of good communication.” Anonymous.

In the late 80’s when I began working as a direct care counselor with at-risk youth in treatment programs, feedback was the norm. We were working in environments that had high levels of potential dangers, and safety risks to our clients, to us, and our colleagues. It was incumbent upon us to give each other frank, direct, and honest feedback in the moment. If we held back, someone could get hurt and when they held back, someone did get hurt.

Feedback was also a tool to help us empower ourselves. Feedback was encouraged at all levels including our clients, staff members, and leaders alike. We were working in a culture that fostered role modeling and “walking the walk” especially for leaders. I feel fortunate to have developed early on in my career practical and useful feedback tools and strategies. I have been told that my feedback style is communicated in a kind and direct way.

Later down the road in my career, I learned that these feedback practices are not the norm in other organizations. When I ask folx about when “feedback” usually happens in their workplace, they report it occurs at two common times: during performance appraisals or during disciplinary conversations that happen following some kind of wrongdoing. And if that is the norm within an organization or a leadership practice, it sets a negative and unhealthy precedent.

So how do we create, build, and support a culture where feedback carries and takes on a different meaning whether you are in a leadership role or are an aspiring leader?

I would first invite you to think about feedback as being another word for active listening, information gathering, opportunity, and a way to create more meaning in your professional relationships.

We give feedback all the time. Every time we speak, our tone of voice, the words we use, the silences we allow, we communicate feedback. We cannot not give feedback – it just happens all the time.

The question is are we effectively managing our feedback communication?

Since we come from varied walks of life, diverse backgrounds and experiences, and everything that makes us unique, we all have different perspectives, views, opinions, and triggers. For each of us, certain behaviors may have a different impact on us in the workplace. As a leader, though, there should be some clear guidelines and parameters that help you identify behaviors to address. And of course, we do know in the workplace there are legal and defining behaviors that violate health and safety, discrimination, and harassment policies for example.

So, let us explore some common workplace behaviors that you have or may encounter as a leader of your team:

1. Poor Time Management: Consistently misses deadlines or is frequently late for meetings.

2. Lack of Accountability: Avoiding responsibility for mistakes or not owning up to one’s actions.

3. Insubordination: Disregarding directives or refusing to follow instructions from supervisors.

4. Negative Attitudes: Displaying a consistently pessimistic or uncooperative demeanor that affects team morale.

5. Communication Issues: Poor communication skills, including ineffective listening, unclear messages, or lack of transparency.

6. Conflict Avoidance: Avoiding or not addressing conflicts within the team or with colleagues.

7. Micromanagement: Overly controlling or excessively monitoring team members, hindering their autonomy.

8. Lack of Initiative: Failing to take proactive steps or show initiative in carrying out tasks or projects.

9. Resistance to Change: Displaying a strong aversion to new processes, technologies, or organizational changes.

10. Poor Teamwork: Not collaborating effectively with team members or causing disruptions within the team.

11. Unreliable Work Ethic: Inconsistency in work performance, including periods of low productivity or missed targets.

12. Inappropriate Conduct: Engaging in behaviors that violate workplace ethics or create a hostile work environment.

13. Poor Adaptability: Struggling to adapt to changes in job responsibilities, expectations, or company policies.

14. Failure to Meet Expectations: Consistently falling short of performance expectations or not meeting set goals.

15. Lack of Professionalism: Behaving in a manner inconsistent with professional standards, such as inappropriate language, attire, or conduct.

These are just some examples. Here are a few questions that I have for you:

· What are the behaviors that pose a greater challenge for you or may be difficult to address and deal with?

· What are the difficult behaviors that you have had some success in managing?

· What are some of the barriers for you in giving feedback?

We all have barriers to feedback. Even though I have been practicing my feedback skills for many years, there are often when I get anxious or concerned about giving feedback.

Here are some barriers that may present themselves. As you read these, please take note of which ones are most prominent for you.

1. Fear of Negative Reactions:

You may be hesitant to give feedback due to the fear of a negative response from the recipient. This fear can lead to avoidance of critical conversations, hindering the growth and development of the individual.

2. Lack of Time:

Busy schedules and numerous responsibilities can make it challenging for you to find the time for thoughtful and constructive feedback. The perceived time constraints may result in delayed or rushed feedback.

3. Unclear Communication Skills:

You may struggle with effectively articulating your thoughts and providing clear feedback. Poor communication skills can lead to misunderstandings and make it difficult for the recipient to grasp the intended message.

4. Avoidance of Conflict:

You might avoid giving feedback to prevent potential conflicts or uncomfortable situations. This avoidance can hinder an individual’s progress and hinder the overall team’s performance.

5. Concerns About Employee Morale:

You may worry that giving constructive feedback could negatively impact employee morale. You may fear that individuals will become demotivated or disengaged, potentially leading to a decrease in overall team morale.

What may be the best lens to operate from about feedback?

Feedback is not all negative. It is an opportunity to motivate. Expressing appreciation for a job well done, to inspire and motivate allows each other to know what we are doing well and what we should continue doing.

Feedback is essential to helping us be the most effective and the best we can be in our roles. It is a gift and an opportunity we give to others and ourselves.

Brene Brown, a psychologist, author, and professor has brought forward the power of vulnerability. She has written many books, one entitled Daring Greatly, which some of you may be familiar with.

Here is one of her quotes.

“Daring greatly is the courage to be vulnerable it means to show up and be seen. To ask for what you need to talk about how you’re feeling to have the hard conversations” Brene Brown

Agreed, right? Interestingly, what I have found is it is hard to be candid in the workplace. Now let me extend that comment, some things are “easy” to be candid about while there may be a lot of things that are difficult and tricky.

Fair?

Giving and receiving feedback requires vulnerability. How much am I willing to put myself out there and how much am I willing to expose myself?

“Vulnerability sounds like truth and feels like courage. Truth and courage are not always comfortable, but they are never weakness.” Brene Brown

Giving and receiving feedback takes courage.

Here are 4 tips to develop your feedback style:

1. Obtain a Feedback Mindset & Be Human:

Having a feedback mindset refers to adopting an attitude and approach that values and actively seeks feedback as a means of personal and professional growth. Individuals with a feedback mindset are open to giving and receiving constructive criticism, suggestions, and input from others, and they see feedback as a valuable tool for improvement.

Show your humanness. Approach any feedback conversation from a place of caring and concern.

2. Be Specific and Objective:

Clearly outline the behavior or performance that needs addressing.

Use concrete examples to illustrate your points, making the feedback more tangible and actionable.

Focus on observable actions rather than making generalized statements. Ensure that this is something that the person can do something about.

3. Balance Positive and Constructive Feedback:

Start the conversation with positive aspects of the individual’s performance or strengths or simply share an observation.

Articulate areas for improvement, ensuring that the feedback is balanced and not solely focused on the negative.

Reinforce the idea that feedback is meant to facilitate growth and development.

4. Encourage Two-Way Communication:

Create an open and supportive environment that encourages individuals to share their perspectives and thoughts. Listen to gain insight into what may be contributing to a certain behavior.

Actively listen to the recipient’s response and be open to a dialogue.

Be attentive to exploring if this is a skill or resource deficit or a perceived or real inability to do what you are required.

Collaboratively establish goals and action plans for improvement, fostering a sense of ownership and commitment.

Check on my video illustrating how to give feedback:

Remember, effective feedback is a crucial aspect of leadership that contributes to the growth and development of individuals and the overall success of the team.

“The single biggest problem in communication is the illusion that it has taken place.” George Bernard Shaw

The Magic of Mentorship & Coaching: Navigating the Professional Realm with Wisdom

January 26, 2024/in Career Development/by admin

As I reflect on my journey, I am convinced beyond a doubt that having a mentor and a coach has been the compass that steered me through the challenges and propelled me toward tremendous professional growth. One invaluable resource that individuals often overlook in their quest for career advancement is the guidance of a mentor or professional coach. In this blog post, we will explore the significant impact that investing in a mentor or coach can have on your career compass, drawing insights from the perspective of a seasoned career coach.

It was roughly 12 years ago when I was in a meeting with my then-supervisor and mentor, Lydia Todd. She turned to me and said, “You would make a fantastic life coach.” I recall reflecting on her statement and saying to myself, “That’s awesome, but what the heck is a life coach?” This was 12 years ago when coaching had not yet hit the mainstream, at least not in my world. Who knew that those 7 words, spoken by my supervisor, would shape my career trajectory in amazing ways? Who knew that those 7 words would bring me to my ikigai, life purpose, and make all the difference in my world?

That night, I went home curious and googled “what is a life coach” and when I learned the essential tenets of what a coach does, I instantly said, “I already do this”! And my journey began. I started researching life coaches. I immediately came across Tony Robbins and began listening to him. I bought all of his CDs, used ones, and was instantly enthralled. I loved the language and the framing that he used to help get me focused and clear about what I wanted. I loved the impact he was having on others and began my research to become a certified coach. And the game was on.

Within the next year, I got certified as a Life Coach, connected with a former college friend who had launched her coaching business, and “hung my shingle” as a coach. If Lydia Todd had not said those 7 words to me, I would not have known or thought of the world of coaching. I owe her a great deal. The wonderful news is that we are still in touch and connect periodically to update one another, share wins and challenges, and tap into one another’s wise counsel. I love having maintained this mentoring connection.

Let’s explore the importance of assembling your people wheel of professional tribe members.

Mentorship as a Source of Wisdom and Experience

First, we all need a Mentor. This is someone more experienced who can provide the “inside baseball” knowledge acquired from years of experience. This is an individual you respect, and who can be both a source of wisdom as well as a trusted guide when you reach a fork in the road. The right Mentor can be involved in your development for years to come.

Mentorship plays a pivotal role in career development. A mentor provides guidance based on their wealth of knowledge and real-world experience. Their insights can be invaluable in helping you navigate the nuances of your industry, make informed decisions, and avoid common pitfalls.

Mentors not only share their successes but also open up about their failures, offering a holistic view of their professional course. Learning from the experiences of others can save you from making costly mistakes and accelerate your growth. A mentor serves as a role model, inspiring you to set and achieve ambitious goals while providing a supportive presence during challenging times.

Lydia was my supervisor and continues to be my mentor. I am grateful for the true source of knowledge and insight that I have received and continue to do so.

Understanding the Role of a Professional Coach

Another key spoke in your people wheel is your Coach. And by coach, I do not necessarily mean a generalist who can help you with a variety of things. My idea of the perfect Coach is someone who can help you – right now – with an extremely specific skill. Perhaps it is someone you admire because you have seen them display that skill, whether it is dressing for success or public speaking. Work with that Coach to perfect that skill via practice, observation, and feedback.

You can also hire a professional coach. They can serve as a strategic partner in your professional development, offering guidance tailored to your unique strengths, weaknesses, and goals. They help you navigate the complexities of your career, offering a fresh perspective and insights that can be instrumental in achieving success. The coach-client relationship is built on trust and collaboration, creating a safe space for self-reflection and growth.

One of the primary benefits of hiring a professional coach is the personal attention you receive. Unlike generic career advice, a coach tailors their guidance to your specific situation, providing actionable strategies for overcoming challenges and maximizing opportunities. This personalized approach is crucial in helping you identify and leverage your strengths while addressing areas that may be hindering your progress.

Let me take a moment here for a pit stop. Because I made a mistake early in my career, and that was relying on my boss to be my Mentor and Coach. The problem with that approach is … what happens if your boss leaves? Or what if your position changes? You could be left stranded, without that guiding light, which is why I believe these roles should be held by individuals outside the chain of command and maybe individuals outside of your organization.

The Return on Investment (ROI) of Professional Guidance

Investing in a mentor and/or professional coach is more than a financial transaction; it is an investment in your future success. Numerous studies have shown that individuals who engage in coaching and mentorship experience higher job satisfaction, increased self-confidence, and faster career progression.

Overcoming Professional Plateaus and Challenges

At various points in our careers, we may find ourselves facing stagnation or encountering obstacles that seem insurmountable. A mentor or professional coach can provide the guidance needed to overcome these challenges. Whether it is developing effective leadership skills, improving communication, or navigating career transitions, a skilled coach offers practical solutions and strategies for personal and professional growth.

So here is a homework challenge:

1. Reflect on your personal and professional goals for 2024. Identify areas where you need guidance, advice, or skill development.

2. Research potential mentors and/or coaches. Look for professionals who have the experience and expertise you seek. Consider their background, achievements, and whether their values align with yours.

3. Once you have identified potential coaches or mentors, reach out to them through email or a platform they use for mentoring. Express your interest in their expertise and explain briefly why you believe they are a good fit for your needs.

4. Propose a brief initial meeting or consultation to discuss your goals, their approach, and any questions you may have. This allows you to gauge the chemistry between you and the coach/mentor and ensure that you are comfortable working together.

5. If the initial meeting is positive, discuss the logistics, such as the frequency and format of future meetings, any fees involved, and the overall structure of the coaching or mentoring relationship.

Conclusion: A Catalyst for Success

In conclusion, the decision to invest in a professional coach or mentor is a strategic move that can significantly impact your professional journey. The personalized guidance, wisdom, and support provided by these professionals can catalyze success, helping you unlock your full potential and achieve your career aspirations.

As you embark on your professional path, consider the invaluable role that a mentor or coach can play in shaping your road to success. The investment made in their expertise is an investment in yourself – one that yields lasting benefits throughout your career.

Remember, success is not a solo journey; it is often the result of collaboration,

mentorship, and continuous learning. Embrace the support of a professional coach or mentor and watch as your career unfolds with newfound clarity, purpose, and success.

“One of the greatest values of mentors is the ability to see ahead what others cannot see and to help them navigate a course to their destination.” – John C. Maxwell

Micro-Goals: The Power of Small Wins!

January 12, 2024/in Career Development/by admin

What if I told you the following statistics from Dream Maker 2022 on goal setting stated that:

“83% of the world’s population do not have goals.
14% have a plan in their head, but goals are not written down.
3% have written goals.
92% of people who set New Year’s resolutions never achieve them.”

Similarly, my coaching clients often report feeling defeated by the enormity of defining and articulating their personal and career aspirations. The journey towards achieving long-term goals can be overwhelming leading to a loss of motivation and a sense of “stuckness.” In other words, goal setting can feel daunting.

Without judgment, where do you land? Are you in the 3, 14, or 83 percentiles?

I used to be among the 14 and 83% groups until I started coaching more than 10 years ago. As I began venturing out as a new business owner and emerging entrepreneur, I had a compelling drive to be more strategic and identify my targets and focus areas if I wanted to be successful. Since that time, I have become hooked, rather “geeked out” and excited about the entire process.

I want to share with you one of the most effective strategies that I utilize. It is what Tony Robbins refers to as the chunking method or micro-goal setting.

As a seasoned career coach, I have witnessed the transformative impact of setting and achieving micro-goals both personally and with my clients on our levels of motivation and overall progress toward larger objectives.

Micro-Goals Defined

Micro-goals are small, manageable tasks or objectives that contribute to the accomplishment of more significant, long-term goals. They serve as the building blocks, breaking down larger aspirations into actionable steps that are easier to tackle. Micro goals are those small bite-sized steps that we can put into action and execute right now.

For example, two years ago I established a goal of wanting to be more present and grounded. I began a mindfulness practice to build my mental fitness muscles. I started by injecting 2-3 minutes of mindfulness exercises, such as my breathing, throughout my day. Right before a coaching session, I would set my timer for 3 minutes, close my eyes, center my body, and engage in my exercise. I would do this repeatedly 3-6 times throughout the day.

My end goal was to achieve a longer amount of practice and I knew I needed to break it down into bite-sized and doable chunks to start. The result at the end of each day would be the achievement of 9-18 minutes of daily mindfulness reps. The cumulative amount over a week was 63 – 126 minutes, or about 252 minutes a month. Wow! All that with injecting 2-3 minutes several times over the day.

Today, my practice has expanded to doing over an hour of mindfulness exercises throughout the day totaling over 1800 minutes a month. This has resulted in outcomes that have enhanced my sense of well-being, my ability to manage challenges more effectively, and being more “in the moment “with my clients and in my life.

One of the key benefits of incorporating micro-goals into your growth development strategies is the motivational ripple effect they create. When you experience success in smaller tasks, it triggers a positive feedback loop that fuels motivation for the next challenge. This incremental approach prevents the overwhelming feeling associated with large goals and cultivates a sense of achievement, boosting your overall morale.

In terms of your job search strategy and frankly your ongoing professional development, networking is a key ingredient.

In my article, I discuss how networking is about creating and sustaining relationships. It involves establishing relationships with people who you can help and can help you advance your career and business. With that being said, having a networking goal for career and professional success is critical.

One micro-goal for networking could be to identify 2 to 3 former colleagues and/or supervisors to schedule a time with to connect and chat. The second micro-goal could be to craft a template email, text, or LinkedIn message to send them. Step by step and brick by brick the foundation starts to get built. You keep moving the dial closer to where you want to be.

It is important to remember that goal-setting is a process and that even small steps can lead to significant results no matter how discouraging the goal-setting statistics may be.

According to recent research in goal setting and achievement, there are a few key things to keep in mind to overcome this:

1. Write down your goals. This helps to solidify your intentions.

a. Those who write down their goals are 20% more likely to achieve them than those who do not.

2. Form a support network. This is essential for success. You need people who can encourage you and help keep you on track.

a. Encouraging peers tend to do 40% better than those who did not.

3. Commitment to action steps and support from your network allows you the best chance of attaining your goals. Identify micro goals and use the chunking method to break them down into tiny, small, and doable tasks. Set yourself up for success.

4. Track your progress. By breaking down larger objectives into smaller, measurable components, you can track their advancement with clarity. This tracking system not only helps in staying focused but also provides you an opportunity for timely adjustments and recalibrations if necessary.

When you activate your micro-goals, it instills a sense of accomplishment and progress that reinforces the belief that your larger goals are indeed achievable.

I have the honor of witnessing the motivational boosts and tangible progress that come with achieving my own and my clients’ smaller objectives. This contributes significantly to my own and your overall success in reaching larger personal and professional er goals. By embracing the power of micro-goals, you can navigate your career paths with resilience, motivation, and a clear sense of accomplishment.

Homework: What is one micro action step that you are willing and committed to taking in the next 24-48 hours that will move you closer to your larger target?

“The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks and starting on the first one.”

Mark Twain

Archive for year: 2024