This morning I read an HBR (Harvard Business Review) Blog by Greg McKeown called “Why We Humblebrag About Being Busy”. The article is really about being an Essentialist. It was quite insightful and actually gave me a definition for how I’ve been transforming my life over the past year. I didn’t exactly have a name for the transformation I was going through, but after reading his article, it was remarkably spot on!
Last year, I took three months off work to determine whether I was still pursuing the passions I had set out for myself when I first began my career. After many years in Industry, I just wanted to make sure that I was still moving in the right direction. After my hiatus, I strategically accepted a new role with less responsibilities in order to become an Essentialist. I felt that with the constant churn, stress and lack of work-life balance, I simply wasn’t being true to myself. I was working on things just for the sake of doing so or because I thought I needed to in order to grow my career. Who does that? Apparently, quite a few of us from the number of comments received on Greg’s blog. (more…)
Last week somehow I lost my footing and fell flat on my back right in the middle of a conversation… I’m ok :), but it was pretty funny. I picked myself up again, had a few laughs and kept moving. My colleagues cracked jokes all week. Laughing at yourself gives others the freedom to be themselves. It relieves tension and stress.
Colleagues will also see a different side of you when you create a comfortable and uninhibiting atmosphere. They will be more open to sharing things with you. Sometimes you’ll fall, but the important thing is to just get back up…and keep on moving. Your response to mishaps can be a blessing to others. We’re all human.
I’m not sure where this quote came from but it encouraged me so I thought I’d share it!
“Don’t ever let a bad experience at work define you.” That is the advice I’ve given to several leaders who have faced challenges transitioning to a new job after leaving an environment and culture that simply wasn’t ready for what they had to offer. In many cases, their employers didn’t quite understand the value of their skills and talents. Some only realized it after they were gone. Of course, there were also employers that did understand their value but yet determined that they were not a good fit for the company.
I’ve found that many high performers can find themselves in this predicament, and being let go is extremely difficult for them. In addition, the pain of trying to understand how and why it happened. Many had done their very best to comply with what was being asked of them, even though it was not always aligned with their core beliefs and standards. They had lowered their standards and we’re operating in denial, believing that their situation would change. They had allowed the role to redefine them. (more…)
I would love to hear your feedback. Please reply by sending your brief comments or quotes to my blog in response to my question “What kind of leader leaves a legacy?” I look forward to hearing them!
The attached picture was taken when I was on my way to lunch one day with a friend, and there happened to be a family of ducks in the parking lot of our company. We believe that they were trying to find their way to a pond of water. So we decided that we would help ensure that they waddled safely through our busy parking lot to their destination.
Well despite our efforts to guide them, the baby ducks continued to follow their mother although she was way ahead of them. It seemed as if we did not exist to them and she was the only leader that they would follow. She never slowed down to help them, but allowed them to find their own way. At first, we thought that was a bit harsh and were doing our best to protect them from moving vehicles.