DTK Blog: Master Life’s Work

Quoted in Forbes: 10 Practical Ways To Be Less Critical Toward Yourself

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Meet Your Saboteurs; Get In Alignment With Them: Take the free online Saboteur Assessment (from Positive Intelligence author Shirzad Chamine). Review the results. Now, get to what your internal negative voices are saying, their origin and how normal it is to have them. Yes, they’re normal. And no, they will not go away, but we can learn to deal with them.”

Everyone battles their inner critic at some point or another, but those of us who succumb to this voice end up believing it. See how other members of Forbes Coaches Council suggest how to be less critical and more affirming in our lives.

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Quoted in Forbes: 13 ways to overcome negative thought patterns

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Replace the Negative Thoughts: We don’t overcome negative thought patterns, we replace them. For most of us, those negative thought patterns are well-worn neural pathways.”

Four simple steps:

1. Notice when you have started the pattern.
2. Acknowledge that its a pattern you want to change.
3. Articulate what you want to be different.
4. Choose a different behavior — one that serves your goals.

You view the world through your mental attitude. If that attitude is predominantly negative, it can impact everything, including health, career, family, and more. Furthermore, negative thinking can have a spiraling effect that attracts more negative thinking. Luckily, we can slowly train ourselves over time on how to think by implementing simple techniques.

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Quoted in Forbes: storytelling techniques for creating a more powerful brand

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“By nature, people hate being wrong or admitting failure. Ironically, listeners lean in to a storyteller when s/he shares a failure. It makes the storyteller, the speaker, the brand more human, more accessible. When the listener is engaged, share the learning that comes from the failure. Next comes the redemption: When faced with the same situation, a different action was taken.”

Branding is all about storytelling. This includes being authentic, building tension, sharing your failures and successes, and much more. If you don’t know what makes a good story, how can you create a brand that people notice?

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Quoted in Forbes: soliciting feedback without seeming ignorant or weak

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Come From A Place Of Collaboration: The weakness isn’t in asking for feedback; it’s failing to accept it, truly hear it, and be willing to integrate it. Here’s an example of how to seek feedback on a specific issue: Explain the situation as you see it. Then say, ‘Here are the two or three solutions I see, I’m leaning towards this one, and here’s why. I’d like your input on my view of the situation, the options I’ve identified, and my choice.’ Then listen.”

It’s not always easy to ask for employee feedback, especially if you don’t have an effective method for doing so. If your voice says one thing, but your body language says the opposite, for instance, employees may not be inclined to be honest with you.

Most employees want to be heard. In fact, giving them the opportunity to contribute will help them invest personal stake in the company. But how do you do it in a way that develops rapport and gains you respect?

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Quoted in Forbes: being less reactive and more intentional with workplace communication

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“Don’t Take Things So Personally:  High reactivity often comes from elevated personal investment. In other words, when we take things personally. That’s a state of amygdala-hijack. First, breathe. Reclaim the brain. Second, shift perspective. People are usually clear on what they want from another person. When we are clear what we want for the other person, it allows us to take things less personally and be more deliberate.”

It’s easy to misinterpret what other people say and do, but this can lead to internal conflicts. A team that spends a lot of time dealing with misunderstandings loses valuable time devoted to being productive. Correcting a misunderstanding is much harder than learning to think before acting. When in control of your reactions, you can better evaluate current situations, see better solutions, and establish rapport with other employees.

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Quoted in Forbes on whether culture should be intentional or evolutionary

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That Which Is Tolerated Becomes the New Norm: The first responsibility of the CEO is to set and communicate the vision/mission/values of the organization. That is how the bones of the culture are set. To carry through the metaphor, the meat on the bones is the team you curate. The nerves and blood vessels are the systems and processes you put in place. The skin is your product/service offering. Culture is what you breathe into the system.”

“Culture” is more than just a buzzword. If you’re a leader in today’s business world, you know culture is a driving force of success. But should you create culture intentionally or let it be an evolutionary process?

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Quoted in Forbes: 13 Low-Cost Ways To Hone The Leadership Skills Of Your Executive Team

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Learn about Conversational Intelligence: Work together to master your Conversational Intelligence (C-IQ). It’s not about how smart you are, but how open you are to learning effective and powerful conversational rituals that prime the brain for trust, partnership and mutual success. Have your executive team all read the book and work with each other on using, tweaking and mastering the content.

You know leadership is what puts the gas in your company’s engine, but what can you do to make sure your executive team keeps building their leadership skills?

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Quoted in Forbes: how can managers balance pushing a team for results while keeping them engaged?

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Conduct Data-Driven Assessments: Balance comes from knowing what the team actually needs to focus on. That’s best identified through data-driven assessments rather than intuitive guesses or polling for consensus. The Team Diagnostic™ Assessment is a powerful tool measuring current team conditions so the manager can identify the critical levers to improve team performance so the team can sustain real, meaningful, lasting results. ”

Getting results shouldn’t mean diminished engagement. Setting deadlines for your employees is easy, but keeping them engaged along the way is the real difference between whether they’ll be burned out or hungry for more.

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