10 Tips To Overcome Bad Thoughts

Posted on January 29, 2012 by Wayne Kehl

Bad Thoughts

Many questions we can ask ourselves as leaders help us determine a benchmark for who we are as a leader, where we are on our leadership journey, and where we are going in the future. 

Here are some of those poignant questions:

  • Do you ever find yourself thinking bad thoughts about someone else?
  • Do you ever think bad thoughts about yourself?
  • Here is an easier question: “Are You Human?”

If your answer to this last question is YES, then you can honestly answer YES to the first two questions.

Bad thoughts are human but, we should not let them control us.

Reason This

Human beings, above all other animals on the planet possess the wonderful ability to reason. In most situations we tend to think before we act. Unlike less intelligent species, before we do almost anything, we imagine possible results and potential pitfalls.

  • We think about how our actions and reactions might help us, harm us, propel us forward or hold us back.
  • We thrive on information and we fill our heads with all kinds of thoughts and ideas about how we should live our lives.
  • We are the superior species on earth because we think a lot, learn a lot, reason a lot and do a lot of incredible things after a good deal of intellectual assessment.

Sometimes because of external influences or internal fears, our thoughts become negative.

Imagine This

We might imagine that someone or something in our lives might harm us in some way or we might think that for some reason, we are not capable of doing something that we need to do in order to succeed. When our thoughts turn to black, our mood will change for the worse and our performance will begin to lag.

During those down periods we will often say or do things that are not characteristic of our usual behavior. In the worst cases, we might even strike out at those around us or withdraw into solitude in order to avoid the source of our trepidations. We might turn away from people who matter to us and people who only want the best for us.

The worst thing about bad thoughts is that they put our lives on hold.

Stopping This 

While we are under the control of bad thoughts, we stop trying, we stop doing and we fail to get on with living. We should never allow a bad thought to stop us from doing something that must be done or something that we really want to do.

Despite the fact that we all want to avoid them, human beings allow bad thoughts to consume them and take charge of their lives every day! Bad thoughts, when allowed to rule are the enemies of optimism, the thieves of enthusiasm and the killers of motivation.

Often our bad thoughts will consume us for extended periods.

Control This

During those times, we will be depressed, impatient, uncommunicative, anxious, or confrontational. Our human, negative energy will bubble to the surface and change our normal demeanour into something that is unpalatable to others.

In essence our internal bad thoughts can ultimately become our external reality as we drive people away from us while becoming sad, lonely spectres of our normal selves.

Do not allow your bad thoughts to control you.

Getting Control

Here are some tips to help you recognize and take control of your own negative energy. You can do all of them, some of them, or just one. The important thing is to do something.

When a bad thought enters your mind:

ASK YOURSELF, “WHAT IS THE WORST THING THAT CAN HAPPEN?”

If the answer does not include death or physical harm, you will be much more likely to move past it.

SETTLE DOWN

Take a deep breath and think about some good things in your life. Tell yourself that you are a good person with a good life and that you can get beyond the current set-back.

SAY IT OUT LOUD

You can say it alone behind closed doors, or you can say it to a trusted confidant. Once you have verbalized your thoughts, they become much easier to deal with.

TALK TO A FRIEND, A CLOSE RELATIVE, A TRUSTED CO-WORKER OR SOMEONE ELSE WHO WILL LISTEN

You need to hear an alternative point-of-view in order to put things into perspective.

SEEK OUT A RESOLUTION

You can work on the problem with another person or you can think of a variety of courses of action and positive resolutions on your own.

WRITE IT DOWN

Write down the bad thought and read it over. Then right down all of the possible outcomes of it…both positive and negative. When you see it in writing it will take on a different look.

IF IT INVOLVES ANOTHER PERSON, GIVE THEM A BREAK

Think about the fact that nothing good ever comes from negativity and that forgiveness is the antidote to hard feelings.

CONFRONT IT HEAD-ON

If you have a bad thought, it has to be given life before it can die a natural death. Face the day to think about it, eliminate it, and move on to more positive thoughts as quickly as you can.

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——————–
Wayne Kehl is President and CCO at Dynamic Leadership Inc
He is author and behavioral analyst who lectures on leadership and motivation
Email | LinkedIn | Twitter | Web | Blog | Book

Image Sources:  ithinkifeeliam.com

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Gaining Leadership Control: One Simple Thing

Posted on January 27, 2012 by Jonathan Magid

Culture

Most every busy leader longs for some magic wand that will help them simplify the monstrosity that is their life and role.  

  • Wouldn’t it be great if there was one simple thing any leader could do to stimulate a positive team culture, deepen the bonds between teammates, and create a “virtuous circle” of effective group behavior?
  • What if that one simple thing took almost no time and cost absolutely nothing?
  • Wouldn’t it be completely amazing if this one simple thing was something that everybody, everywhere, already knows how to do?

Culture-Building Rituals

Culture: The Driving Force of Every Team

My friend John King, co-author of Tribal Leadership and a founder at CultureSync says it best: “culture eats strategy for lunch.”

You know this from experience:

When a team’s culture lines up with its goals, great results follow naturally. Get out of step, and it’s tough going for everyone.

It’s easy, fun, and engaging to talk about culture. Doing something about it often seems a lot harder. Moreover, when we do take on culture-changing initiatives, they often tend to be big, complex, and… well, ineffective.

Sometimes, the best interventions are actually the simplest.

Rituals:  A Critical Culture-Building Element

Like national or societal cultures, team and organization cultures emerge not only from shared beliefs, but also from the repeated practices or rituals that express and reinforce those beliefs.

Companies and teams often create rituals organically and unconsciously. Think of a routine performance management practice as an example.

The people, teams, and systems that create these rituals often don’t even recognize the powerful impact these have on the organization-wide culture.

These unconsciously-created rituals aren’t necessarily bad or damaging. In fact, many are excellent. The point is that they may not be created with a specific intent, and therefore their consequences are largely unintended.

The most powerfully effective leaders create rituals consciously.

[Kristin Arnold's Extraordinary Team blog covers one here.]

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A Good Example:

So, what is one amazingly simple ritual that any team can put in place and that has a specific, positive, and predictable outcome?  

Start every team meeting with recognition. Just take 3 to 5 minutes at the beginning of each group session and have members of your team thank and recognize others for their shared work.

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The Benefits of a Simple, Consistent Recognition Ritual

I recently worked for a large financial services company where this practice was widespread. Nearly every meeting at this company began with a few minutes during which people simply said “thank you” to a teammate (or two, three, or even more). Sometimes these thanks were given for small gestures and sometimes for heroic efforts.

People thanked and recognized each other not just for what they did, but also for how they did it.

More importantly, they did this consistently, day-in and day-out. The ritual made it real, an integral part of the way we did things.

I’ve taken this practice to a new organization and started it with a cross-functional team.

  • The practice is simple
  • It costs nothing
  • It fosters a team culture in which people experience both being valued and valuing the effort and bearing of others

And in just a few short weeks, it’s spreading on its own.

When you first start this practice, it might feel a bit like a middle-school dance: you might have some uncomfortable silence during which people wait for someone else to go first. This is your opportunity to jump in and just thank someone. The only secret here is to be authentic  and specific as Steven Demaio wrote about in this HBR blog in 2009, and then to invite others to share.

It’s a good practice to keep a running list of things to recognize people for so you won’t forget between gatherings.

On Thanks and Thanksgiving

It won’t be long before teammates jump at the chance to thank others for their efforts. Other teammates will be drawn naturally to participate – not only as “recognizers,” but also in an effort to be recognized.

This is the key to the virtuous circle.

People want to give thanks, and they also want to do the kinds of things that will gain them the authentic thanks of their teammates. Good feelings beget good actions.

Formal recognition programs are useful and important. Great leaders have always understood that while there’s an important place for formal recognition, frequent, authentic thanks are essential to effective teamwork.

Make recognition a regular part of all your meetings and you too will see the power of this simple, no-cost ritual.

What culture-building rituals are in place where you work? How are you using them? What are one or two positive rituals you’d like to see take hold in other organizations? Most important, who can you call right now to say, “thank you?”

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Jonathan Magid is Training & Organizational Development at Lennox International
He helps with Change Leadership, Executive Development, and Organization Design
Email | LinkedIn |  Web |  Blog | Book

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Leaders and Technology: Top 10 Essentials

Posted on January 26, 2012 by Hassan Bawab

Technology

Leaders MUST make the most of the tools at their disposal to lead effectively. As a leader it is your responsibility to lead in an effective and efficient way.

Otherwise, you will find your people peddling through their days with an increasingly weighty payload. Yuck…

Leading Today’s Technology

Regardless of whether you are tech savvy, or scared to turn your computer on, it is worth familiarizing yourself with these modern technologies in order to be the best possible leader you can be. Modern technologies can make you more efficient and improve the quality of your business’ communication to the people that you lead.

Here are some important outlets for improving the conversations with your customers and co-workers:

1. Interactive Websites

Obviously, websites are an important communication tool.  However, one of the most important yet overlooked areas on a website is the interactive part. This includes the contact page and recently asked questions.  These elements give your viewer the opportunity to get to know your company better and clear up any questions they may have.

 2. E-mail Out-of-the Office Notifications

Your clients and co-workers should be able to reach you quickly through email. If for any reason, you are unavailable for a day or more, make sure to set up an auto-response message letting people know your response will be delayed. This little effort will help clarify any potential delays that may arise in your absence and set appropriate expectations from people who have reached out to you.

 3. CRM Software

Customer relationship management (CRM) software can help you manage customer relationships better with important data-gathering tools. These tools helps you organize your communication and save time. The data will be effective in leading the your team because it has all the important information needed to help accomplish team and organizational objectives.

 4. Social Media Profiles

Make a professional social media profile for yourself and your business. This opens the door for them to “like” or comment on your company in a genuine, authentic way. Again, make sure to respond to comments in a timely manner, so that people know they have reached you.

 5. Unified Message:

Unify communication efforts so that you can keep track of who you have been in contact with before and who is a new client. The more organized you are, the more time and stress it will save you, and the more on top of things you will appear to be to your customers.

 When using technology to communicate, focus on the following:

6. Manage and Analyze Data:

Know your customers’ preferences by looking at your previous data. Use this data to map trends and grow/shape your business. Also use it effectively as part of your overall communication to make sure your team is on the same page and moving in the same direction at the same speed.

7. Marketing based on Insight:

 Use customer data to more effectively target your marketing. By understanding and predicting customer motivations, you can deliver highly personalized marketing. This will keep wasteful and speculative initiatives down and help your team move with efficiency.

8. Streamline Marketing:

 Automate your business practices based on customer responses. This will cut time and costs while still generating sophisticated campaigns. Your team will be encouraged when they know that a strong system is in place that helps then achieve their personal and professional objectives.

9. Customer Self-service:

 Help customers interact with your business when and how they want. Create opportunities for customers to find answers to their questions independently. Be sure to provide a means to get in contact with the company at any point along the way.

10. Trained Workforce:

Train your staff to embrace new ways of improving customer treatment by providing tools to deliver better service. Provide them with technologies which speed collaboration and ease daily tasks. When done right, these steps will go a long way in building and maintaining morale and positive reinforcement.

Bridging the Gaps

These are just some ways that new technology can help bridge the gap between you and your customers. Not only will these strategies make your company more efficient, they will also help build a strong feeling of loyalty among your customers.

Technology has the ability to enhance your quality of service, save time, give a competitive advantage, improve relationships with customers and increase profits.

As a business leader, it is imperative to use every tool at your disposal to equip yourself and your team. Not only will these tools help you be a better leader, but they will increase the productivity and morale in your workplace. A workplace where people can communicate effectively will always be the best place to grow as a leader and to help others grow personally and professionally.

Now as yourself these questions:

  1. Which of these tools do I already use and how can I use them more effectively?
  2. Which of these tools do I not use and how can I implement them?
  3. How can I lead more effectively through better communication?
  4. If I am unfamiliar with these tools who can teach me/ show me how to use them?

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——————–
Hassan Bawab is the founder and CEO of Magic Logix
He is a leader in the interactive digital marketing world
Email | LinkedIn | Twitter | Web | Profile

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The Surprising Results of Servant Leadership

Posted on January 25, 2012 by Lee Ellis

Lee Ellis Book Signing

As a POW in Vietnam, I was typically the junior ranking and youngest person in my cell block. This meant that I was always a follower and never a formal leader. I used to think that this meant that I didn’t have influence.  

But in retrospect, I see that I did have influence. And one way it came was through being a joyful doer.

Gettin’ Busy

The truth is that I felt better when I was involved in the action so I stepped forward to do whatever needed to be done—clean the dirty latrine, sweep the floor, or deliver a very important message under dangerous circumstances. The lesson I learned was that serving and doing all the little things that others might avoid brings respect and ultimately influence.

And, this type of servant leadership made an impact after I returned to continue my full-time military career.

Even though I was behind my peers after being away, this leadership tactic was a primary factor in making up lost time and being promoted to a senior officer.

“The lesson I learned was that serving and doing all the little things that others might avoid brings respect and ultimately influence.”

Young and Hungry to Serve

I had not thought about this lately until last week while interacting with a group of college students (Air Force ROTC cadets) in San Antonio at the Air Education and Training Command’s 2012 Symposium. The Air Force Association (AFA), cohost for this event, had invited a number of Air Force ROTC Cadets – all college students to assist with security and logistics at the Exposition in the convention center.

Since I was operating out of the AFA booth, my host volunteered these impressive young folks to help in any way I needed.

They were all bright and impressive young folks and it was soon obvious why they were chosen to attend this high-level event as guests of AFA and the Air Force.  The senior-ranking cadet took charge and managed the most important job of door security, insuring a regular rotation of sentries from 6:30 AM until 7:00 PM.  Other cadets helped me with the book signing by carting in books, stuffing bookmarks, collecting money, and scanning credit cards.

“Watching them carefully for a day and a half, I saw that even in this elite group, some stood out above their peers due to their willingness to get involved and commit totally to the task at hand.”

Rising to the Top

Watching them and listening to them carefully for a day and a half, I realized that even in this elite group, some stood out above their peers due to their willingness to get involved and commit totally to the task at hand.

All the students were sharp and helpful, but the ones that I’ll remember best are those who stepped forward first and then remained eagerly engaged until the job was done.

They won my heart and gained my highest respect—and that is powerful influence.

I appreciate the opportunity to be reminded of this lesson—that joyfully serving others is a powerful way to gain influence—even when you are young and have no position or formal power. It’s also a reminder that we are never too old or too important to learn lessons about influence.  After all, influence is what leadership is all about.

Regardless of your age or level of influence, how does this story impact your day-to-day work? With pure motives, what acts of service can you do today that will make far-reaching impact in the future? The only way to find out is to just do it. And if you have a servant leadership story, share it in the comments section below. I would love to hear your story!

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Leading With Honor: Leadership Lessons from the Hanoi Hilton

Lee Ellis is founder and president of Leadership Freedom LLC and FreedomStar Media.
He is a leadership consultant, keynote speaker, and author in the areas of teambuilding, executive development, and assessments
Email | LinkedIn | Web | Blog | Book | Facebook | Twitter

His latest book is called Leading with Honor: Leadership Lessons from the Hanoi Hilton.

Image Sources: leadingwithhonor.com

Filed under: Coaching Corner, Future Leadership Issues, Leadership Lessons Learned, Leading & Developing Other Leaders, Servant Leadership | Tagged: , , , , , | 3 Comments »

How Important Are Informal Leaders?

Posted on January 24, 2012 by Cheryl Dilley

Informal Leaders

There are many articles out there asking questions like:  Are great leaders born or bred? And there are many answers to this question.

I like this quote as an answer:

“Leaders born to be bred.”

Hierarchy or Not

Most of us realize that leadership does not have to come from the top in order to be effective.  In my 20 years working at a high tech global company,  I can attest that I have seen numerous informal leaders in every layer of the organization.

Leadership doesn’t always come from formally appointed leaders or managers. Vision is driven from above, but the implementation happens below.

And without good leadership at every level, success would not be achievable.

Informal Leadership

One of the best examples of informal leadership that I’ve witnessed actually comes from Pat, my Administrative Assistant of 5 years.  (Actually a title like “Right Hand Woman” or “Chief of Staff” may be a more appropriate title for her.)

Pat isn’t the lead admin in our organization, but she regularly steps up to lead everything from the monthly birthday celebrations to a site wide event focused on women.  I’d like to share examples where Pat stepped up and not only helped herself and her peers, but helped hundreds of women gain something either personally or professionally.

Here’s How It’s Done

Pat took charge of the Council of Administrative Assistants for our site when no one else would step up.  She turned the meetings from vent sessions to productive meetings not because someone told her to but because she saw the need.

One of the outcomes was setting up an Education Group focused on the development of Administrative Assistants.  Her first win was persuading me to train the community how to write their own accomplishments for their Annual Performance Reviews.

Most felt the daily, menial tasks didn’t have much impact.

But after 4 hours of sitting in a classroom with me and another senior leader, we had 80 motivated women, proud of what the contributed to their group and the company.

This was done out of one idea from an informal leader.

To Infinity and Beyond

Once Pat saw the impact, she was inspired to go broader.  I had given her a book I had randomly picked up at a ASTD Conference that greatly inspired me: Pitch Like a Girl by Ronna Lichtenberg.  She loved the book so much that when ideas were needed for an educational event, she wrote the author and asked if she would speak.  She said yes!

I didn’t help Pat initiate the contact with Ronna, she felt inspired and drew on her own courage to reach out. What could have been the worst outcome?  Ronna could have told her no and she would continue her search.  Not only did she bring Ronna onsite to talk to the admin community, but the senior women leaders had lunch with Ronna and all of the women onsite were invited to listen to her wonderful words of wisdom.

If that wasn’t outdoing herself from the Brag training and Ms Lichtenberg, this year, Pat convinced our Chairman of the Board to come to our site.

This time she not only invited the admins, but their managers.

It was an amazingly motivational day that still resides in the memories of all who attended.  Most employees, no matter how long they’ve worked at a company don’t get the opportunity to meet the senior leaders let alone the Chairman of the Board of Directors and here from the top what they contribute and how they can grow and develop.

Reaching with Vision

Who sparked Pat’s leadership and courage?  She did.  As her manager, I encouraged and didn’t get in her way but I provided Pat the opportunity to lead where she felt she could and where she saw the need.  No one told her “no” or it’s not your job.

Imagine what inspirational innovation would spark if we allowed more informal leaders to step up and do something wonderful?  As a leader, how do you empower informal leaders?

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——————–
Cheryl Dilley is a Program Director at Intel Corporation
She is a transformation leader, coach, and program strategist
Email | LinkedIn | Web| Facebook

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Leaders: How to Be a Lying SOB

Posted on January 24, 2012 by Dr. Greg Howes

Liar

Liars – Are Leaders Honest Enough?

I expect most everyone would argue that leaders must have high ethics and be honest with their dealings with each other, but are leaders really being honest?

Big Question: 

As leaders, at all levels in the organization, are we honest enough to have “real” conversations?

On Being Genuine

I have often posited that the majority of problems we face as leaders, or followers for that matter, in our organizations could be eliminated if we would have the genuineness to be honest to each other and most importantly ourselves.

However, my experience suggests that when placed in face-to-face or stressful situations where this honesty is most important, we verbiage (fudge) just enough to avoid the real conversation and the conversation that is really needed.

On Being Ineffective

Paul Morin’s article, 7 common traits of ineffective leaders, provides a valuable view of what ineffective leaders do, but why do these leaders have these ineffective traits.

I would suggest that with many, it is because they have trouble being honest with themselves first and with others second.

On Being Right

I understand that some leaders are more interested in being right than getting it right.

And always remember that aberrant leadership behavior can be driven from this self-serving position.

However, I also believe, and my experience supports, that most leaders want to do what is right, and it is their inability to be candid that stimulates the ineffective behavior.

That is, even the most ethical, caring, and utility-focused leader will often cave and become disingenuous when faced with stressful conversation. They turn from a normal and healthy leader into one who looks to the dark side for their short-term gain.

They become a lying leader.

On Being a Lying Son of a Gun Leader

For example, these type of stressed-out leaders can turn to these unbecoming tricks:

Micro-Managing

Is it possible that the leader is micro managing because she can’t be honest to herself about her elevated view of her capabilities or diminished view of her followers’ capabilities?

Unclear Objectives

Is it possible that the leader is unclear about the objectives because he won’t be honest about his inability to create solid objectives and his unwillingness to be honest to others about the need for help?

Frequent Direction Changes

Is it possible that the leader changes direction frequently because he is concerned about where the organization is really heading and believes the employees can’t handle the truth?

No Culture of Accountability

Is it possible that the no culture of accountability exist because the leader is unwilling to have the tough and candid conversation with those who are not performing well?

Don’t Walk Their Talk

Is it possible that the reason the leader doesn’t walk the talk is she really doesn’t believe the talk in the first place?

Run People Over

Is it possible that the leader runs people over because he is unwilling to be honest with himself about his lack of self-esteem?

Take Credit for Everything

Do you agree that taking credit for everything is dishonest behavior and a perfect example of lying to everyone?

I believe the answer to each of these examples is YES! But I believe it is much more than possible on organizations.

I believe it is actually PREVALENT in our organizations!

Low EQ

This dishonesty could be driven from low emotional intelligence, a romantic view of leadership, or an inability to handle conflict. Regardless of the reason for the dishonesty, the lack of candor throughout our business organizations is the single biggest reason I see preventing high performing teams and delivery of superior results.

Solution

In order to stop this, leaders must get a grip on what they are doing that undermines their credibility and put a stop to it. Leaders need to get on a course of credibility and authenticity so that their followers have something of import to follow. Leaders need to stop lying to themselves and do what it takes to have a healthy look in the mirror so that they can project this type of authenticity to their teams.

Do you believe most leaders or followers are honest enough to have real conversations in their organizations? What can we, as leaders and change agents, do to encourage a culture where respectful and candid (real) conversations take place? How much better would our organizations be if we could create an environment of respect and genuineness?

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——————–
Dr. Greg Howes is Director of Program Management Office at Harris CapRock
He helps clients  optimize their performance every aspect of business and success
Email | LinkedIn | Twitter | Web 

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Leaders: What Does A Great Life Look Like?

Posted on January 23, 2012 by LaRae Quy

Creating Your Life

If we want to create a great life, we must first create the greatness in ourselves. Greatness is usually coined in terms of success, but what if winning isn’t everything? What if “simply making the effort to win” is the path to greatness?

Often, the focus on results and the spoils rewarded us from them gives us our greatest lessons in life. This is because ”the great lessons” are often outwardly proud and magnificent to view and ponder. These are things seen, felt, heard, and experienced outside of one’s self.

  • From the time we were in grade school, we are taught that the best answers in life come from books or from someone else’s head.
  • To emphasize a point, we often quote a leader who lived a great life—it gives heft to our argument.
  • By association, we are also great thinkers, or so the thinking goes.

These examples of great results are overt and outside of ourselves. They are awake in the public domain.

But what if a secret to a great life could regularly be found somewhere else? What if many wonderful treasures are buried inside of us, just waiting to be recognized?

To really tap the goldmine of wealth, what the world really needs to hear are those ideas inside your head!

The World of YouTube

Good ideas do not need to be huge; they just need to be yours.

The founders of YouTube started out with a easy way to share videos on-line. It was a simple idea but a short ime later they sold their company to Google for $1.6 billion and “Time” magazine named their idea the Invention of the Year.

To live a great life is this:

Never ask, “Can I do this?” Instead ask, “How can I do this?”

Dreams or Nightmares?

I spent a great deal of my early life lacking confidence in my ability to make my dreams come true. And then there was always that exhortation from adults to do this:

“Quit dreaming . . . be practical!”

It wasn’t until I was an adult before I realized that there will always be someone to remind us we can’t, or shouldn’t, or won’t.

As I became more personally empowered, I began to understand that I can, should, and will.

Getting through the FBI Academy as a new agent presented many challenges for me. I found push ups and the six-mile run to be very difficult. But these were requirements and failure to show excellence in all areas could mean being washed out from the Academy.

If I didn’t take responsibility for my own dreams right then and there, I’d never see them come true.

Grab Your Great Life

Overcoming Obstacles

Here are the best-practices that empowered me to overcome the obstacles I faced so I could live the great life I dreamed about:

1) Examine the labels you give yourself 

The labels that others give you don’t matter as much as the ones you give yourself. Those that are self-imposed are boundaries that can limit where you move. Subconsciously, you may not let yourself cross them.

“Not an athlete“ was a label quickly given to me in the first few days of the Academy. I trained but made little progress. I gradually came to understand that not only had my classmates given me this label, but that I had accepted it, too. As long as I kept it, I wouldn’t be able to move beyond the self-imposed boundaries.

Once I peeled back the label, I found an inner strength that translated to physical strength as well.

2) Empower from the inside

Empowerment is an attitude that is quiet and tranquil.

It’s not noisy and fragmented. Empowerment comes by having a steady purpose—a goal. I knew I would attain it when I finally believed it—I needed to believe I could become an FBI agent. Then my goals and purpose came into sharper focus.

3) Drive back the fear

Not only did I have difficulty with push ups and the 6 mile run, I couldn’t swim and had a fear of heights. Jumping off a twenty-foot diving board was another one of the requirements to graduate from the Academy. Never have I felt fear as acutely as I felt looking down from the top of the diving board.

What propelled me to take the jump? I wanted the badge more than I feared the water. I decided I wanted it more than I was afraid of it.

A great life happens when you follow that voice that only you can hear. Once you hear it, and follow it, your life will become a wonderful adventure—Your Best Adventure!

What leadership labels have you accepted from others? What labels do you give yourself? How do you empower yourself to achieve your goals?

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——————–
LaRae Quy is former FBI Agent and Founder at Your Best Adventure
She helps clients explore the unknown and discover the hidden truth in self & others
Email | LinkedIn | Twitter | Facebook | Web | Blog

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