It may take longer, but the payoff is so much greater.
My experience of focusing on wellbeing has traditionally been about weight loss and fitness. Because of this I have engaged in various challenges and transformations. Over the years I have signed up for F45’s 8-week challenge, Michelle Bridges 12-week body transformation and various others. Wow, have I spent some money to get short term and speedy results! And, I have achieved just that. Short term results that I haven’t been able to sustain or create long term habit change. So this year I took a different approach, and not surprisingly, I’m getting different results.
Close up of feet of a runner running in autumn leaves training exercise
This year I set my goal to create a healthy lifestyle for myself and my family as a whole. Once this goal was set I knew there wasn’t going to be a short term fix. I needed a program that would support my…. No…. our family transformation over time. A program that would help us all create a new lifestyle, not a quick fix diet and exercise regime.
Well it only took two days into the new year before the #resolutionfail hashtag began trending in social media. While hundreds of millions of people around the world have made new year’s resolutions, 30% of people who made them have already given up on them! [StatisticBrain.com]
Many will stick to theirs for a while longer. Two-thirds won’t make it past the first month. Less than half will still be going at it after six months. But only 9% of people who set new year’s resolutions will actually be successful.
During a recent group coaching conversation some of the Leaders on the call were sharing with me that their people were being negative and resistant to change.
What they had identified was that certain situations were triggering them to think in a way that was stopping them from transitioning to the new way of operating.
I shared with the group my Red Thoughts Worksheetso that they could use this tool to help their people gain awareness of the thoughts that they are experiencing which are causing them to behave in a way that is resistant to change.
If you would like gain awareness of the thoughts that are holding you back or coach someone in your team to do this, then download my Red Thoughts Worksheet.
I recently had the privilege of speaking at and attending two interactive and insightful days at the Women in Risk Management Summit in Sydney. The theme for this year’s event was ‘Defining Moments’. Risk, audit and compliance industry leaders gathered to discuss some key leadership advice.
The summit was rich in collaboration, practicality and influence, inspirational stories of unexpected turning points that became career and leadership ‘Defining Moments’.
The summit was packed with thought leadership content, from innovation techniques, to mental toughness to authentic leadership. Sharing personal career journeys and individual lessons for navigating the paths to senior roles. The ‘defining moments’ highly resonated with myself and the delegates. Vulnerable moments and valuable failures are hard to grasp when you’re trying to learn from some book or formula, it was refreshing to hear real life stories of success and hardship from like minded women in the industry.
I was on a coaching call with a client recently and she was telling me that her head was spinning from all of the new things she had been learning as part of a business transformation project. She felt like she wasn’t going forward and her wheels were spinning. She was talking about the discomfort that she had with all of the change going on around her. I shared with her The Learning Zone Model.
This model helped my client to realise that she had moved into the panic zone and had become immobilised and unable to learn. She needed to take smaller steps to continue to grow and develop and stretch herself.
If you want to get yourself into the the learning zone so you can continue to grow and develop then download my Learning Zone Model.
I was on a coaching call with a client recently and he was sharing with me his frustrations with the way his team was behaving. He was focusing on things that were completely outside of his control.
I shared with him Steven Covey’s Circle of Influence, Circle of Concern model.
This model helped my client to determine the things that he could really influence and where he should focus his time and then decide what things were completely out of his control that he needed to let go of.
If you want to be able to do this too, then download my Circle of Influence worksheet so that you too can focus your efforts where you will get the most value.
During change leaders often ask me ‘Why aren’t my people motivated?’ and ‘Why are my high achievers leaving me?’
Engaging and motivating people does not have a one size fits all approach or solution. Max Landsberg’s Skill Will Model helps to understand why people aren’t motivated. To motivate under-performers, you first need to understand if it’s skill or will causing their under-performance.
To keep your high achievers motivated, you need to empower them by delegating work and responsibility.
Last week our children brought home their report cards from school and it’s given us a great opportunity to talk about their achievements for the year, what they’re not so happy about, what they’re really proud of and what they might do the same or differently in 2016, based on this year’s report. It made me think that report cards are something we could all do!
It’s that time of the year when you might be wrapping up projects, clearing out those small tasks left on the to-do-list and planning for next year.
Are you aware of the staggering statistic that shows only 7% of women negotiate their salaries, versus 57% of men? This is a behaviour learnt early in life!
At home we have set up a system for our three children to earn weekly pocket money in exchange for completing a list of jobs. Of course, there’s a catch! Their jobs need to be completed without complaining, and without me or Peter nagging them to do their jobs.