Activating Your Mindset for Greatness

Greatness happens in ways most people don’t pay attention to.

There isn’t anything special about it. There’s no secret birthright required.

  • It’s hard work.
  • It’s difficult.
  • It isn’t easy ever.

But what people miss is that those who are great at anything find a way to consistently do what most others don’t want to.

And they do it whether they feel motivated that day or not.

They do what they think is going to make them better, all the time. They can’t imagine not doing it.

They enjoy the grind of the hard work. They enjoy the challenge to improve. They enjoy feeling the competitive nature that drives them.

This working to improve themselves matters greatly.

In some ways as much as the victories, financial rewards, or championships. In the blink of any eye the season and year are over. Great people may tally their winnings and accolades but they get right back to work.

When you’re at the top, that becomes an emotional element. The work, the effort, the focus, the concentration, the sacrifice; it’s always somehow worth it.

It feels good. It feels right.

Warriors, scholars, innovators, entrepreneurs, athletes all go through the same process emotionally.

No practice or work routine is always exciting and filled with a rush of adrenaline. But it gets done anyway.

Will you love what you do enough to become great at it?

  • To embrace the dull and repetitive elements of getting better?
  • To face the grinding work with discipline, focus, and determination to improve?

When you do those things, greatness begins to take form in your craft.

You become great at anything day by day through your immersion in the subject. It gathers momentum through your relentless effort to fulfill a dream or burning desire; to be or do something extraordinary.

If you’re ready to tap into your true potential; reach out to talk with me here.

 

 

5 Elements of Leadership that Often Fall Short

It’s easy to talk about leadership development as a focus, and to imagine that organizations are filled with great leaders. Unfortunately that’s not always the way it is.  The reality is all too often far different.

Here’s some evidence:

According to an SHRM 2017 Survey, only 51% of employees are satisfied, or very satisfied with their job. A staggering 40% will be looking for alternative employment in the next 12 months.  While people look for openness and transparency within the organization only about one third feel it exists.

Great leaders initiate desired action. They go first. They hold something up as a worthy cause that inspires others’ participation for the greater good. While being the one who sets it all in motion.

Here are 5 Elements of Leadership that often fall short:

  1. When I give my word I always honor it.

People often have good intentions but don’t follow through. Do you actually do what you say you’re going to do? Are you honoring the promises you’ve made to yourself?

  1. I have people’s best interest in mind in every interaction.

Do you demonstrate that you care about the people around you? Are you supportive to their career growth, even if that means you lose them? Will you tell them the truth, even if it’s not what they want to hear but need to hear?

  1. I’m willing to accept personal responsibility for my errors, mistakes and misunderstandings.

Excuses and rationalizations for substandard efforts and performance are far too common. Are you willing to own your behaviors and actions that fall short of desired outcomes?

  1. I believe in full disclosure of all relevant facts and information about myself and anything I’m involved in that impacts you.

Conflicts of interest are often higher than people realize and will admit. Withholding pertinent information that affects people’s lives does not foster an open, high trust environment. How do you initiate trust?

 I receive compensation for my work and I disclose all the ways I receive compensation so that you have a full and complete understanding of what influences me.

People want to feel that they are part of something important, and to understand how their role fits within the organization. Hidden agendas that push people in certain directions for self-interests are surprisingly common.  Are your personal interests aligned with the best interests of the people who report to you?

High turnover, low morale, conflicts, and substandard performance will inevitably continue until there is either a change in leadership personnel, or a transformation in existing leadership.

That transformation is not happening with the current model of leadership development.

People don’t change because they are told to, or because of personality profiles. They change when they are able to see themselves differently, and are given the tools that influence the human dynamics of the workplace.   

Effective leadership isn’t about perfection, it’s about evolution.

What’s the focus of your leadership development?

Connect with me to talk about the human elements that create transformational change.

10 Principles of Peak Performance

Some people are interested in achievement, while others are committed. What happens next is a direct result of those choices.

Here are 10 Principles that help create Peak Performance:

  1. Clarity of Vision- This includes specific goals and outcomes that are easily measured. It also includes an elevated vision of Self. When you know Who you are, you tend to know What to do.
  2. Self-Directed Action– Always in the direction of the desired outcomes. The pre-occupation with the vision creates inspired action. All peak performers are self-motivated.
  3. High Commitment to Personal Role and Responsibility- The relentless willingness to do what’s needed, along with the determination to see the journey through, provide resilience to overcome obstacles relatively easily.
  4. Mindset of Empowerment- The “I’ve got this” focus of active positive messaging despite setbacks are all self-generated. Self-doubt is rare.
  5. Willingness to Learn– A high desire for insights that provide a competitive edge brings an openness to engage experts.
  6. Improvement, Elevation and Expansion Focus– “What makes me better?” Past success fades, and the exuberance of what else is possible replaces complacency. Refined action displaces disappointment or fear.
  7. Engagement Hunger- There’s a high desire to push Self towards outcomes while finding personal satisfaction within the effort.
  8. Working Wisdom and Honesty- The effort is focused for maximum payoff within hierarchical priorities. There’s an understanding that effort is impaired by a variety of human factors that may require balance offsets. Peak performers tell themselves the truth about how well they are doing their part.
  9. Anticipation Sensing– The ability to see, feel and know with certainty that the desired outcomes will happen. The vision becomes inevitable because of the level of personal effort and creativity.
  10. Refinement and Enjoyment- There’s an ongoing curiosity about what might be more effective, and a recognition that even the smallest distinction could create an enormous payoff. It feels good to be immersed in the hard work that creates the desired outcomes.

In my experience as a trusted advisor to many highly successful people including; Professional Athletes, Emmy Award Winners, Fortune 500 Executives and Technology Visionary’s, this theme is consistent:

Believing in yourself is not enough.

Knowing Who you are, and the Mindset that What you want is Inevitable; are the real game-changers.

Reach out and we’ll talk about what’s important to you.