Is Your Cynicism Hurting You & Your Business?

From Courageous Success Inspiration

Psychology Today reports that a study published in the Journal of Personality and Social Psychology has found a link between cynicism and economic success.

Researchers evaluated data from around the world and discovered that high levels of cynicism are associated with lower income. Researchers report that after nine years, cynical participants earned $300 per month less than their more positive counterparts.
Ouch!
I agree totally with Rich Karlgaard, when he shares in his book, The Soft Edge: Where Companies Find Lasting Success, that “…mocking irony, snark and cynicism are toxic to your company’s culture…when it thrives in an organization, it signals a lack of employee trust. Once cynicism gets a foothold in your culture, it spreads — just like an ill-advised tweet or blog post. You need to proactively fight it.’’
As a crusader for change in workplace culture and how we develop people at work, it shocks me how even many HR & Learning and Development people are cynical.
Take the example of our experience days and afternoons.
They are free.

You get a free iAM – potentially life changing. 

You get a free morning of personal development – potentially career changing. 

You get a free delicious lunch or afternoon tea – yes, they totally exist in the realism of normal human kindness. 

And you get a free 1:1 development session and the opportunity to learn from others – potentially business changing.

And yet for some, maybe even you, ask, “what’s the catch”?
What is wrong with kindness, giving, receiving and no catch in business?  Our cynicism appears to have taken over.  What are your immediate reactions to something that seems “too good to be true?”
In the last week in my business world three people have offered help, ideas and introductions out of pure kindness and a will to make a difference to the world, to spread our foothold in transforming the way the world develops people – as a force for good in the world.  Not out for themselves and what can they get out of it. But for you, for us!
Do I react with cynicism? No! I say thank you and offer to help right back. Yet this exchange of human giving and kindness appears to be severely eroding in our business cultures.
Cynicism is a psychological self-protection mechanism and a habit that is eroding our workplace culture and stifling innovation in how we work.
Are you in L&D & HR? Come to one of our Experience days or afternoons and get some amazing change for yourself, your career and your business, without cynicism, for free!
Not in L&D & HR?  Recognise kindness, engagement and help and accept it! Give it and encourage it without cynicism and feel its power to grow you, others and your business.
By doing so you will be helping to transform our business world.

Let Me Look Into Your Eyes!

Business From Courageous Success Inspiration

“Eye contact produces a powerful, subconscious sense of connection that extends even to drawn or photographed eyes.”

A fact demonstrated by Researchers at Cornell University who manipulated the gaze of the cartoon rabbit on several Trix cereal boxes, asked a panel of adults to choose one, and discovered, as they expected, that the box most frequently chosen was the one on which the rabbit was looking directly at them, rather than away.
Eye contact is fascinating, at Courageous Success we explore its power in conversations, intuition, gauging your own levels of self confidence and especially in how powerful, warm eye contact shows people that you like them.
We find that people reduce eye contact when talking about something shameful or embarrassing – because they feel uncomfortable – when they are sad or depressed – because they feel uncomfortable – and when they are feeling exposed and vulnerable – because they feel uncomfortable.  Pattern emerging?
Yes we also look away for other reasons, reflection, creativity, excitement.  But our fundamental finding is that for many, looking into the eyes of another makes them feel self-conscious.  Use it as a gauge – see if you can do it – especially without an agenda.  The learning?  Once again, our interactions reduce because we make things about us and lack self confidence.
As I’ve hinted at above, eye contact with warmth is a powerful way of connecting with others.  What makes it powerful?  If you show that you like someone by smiling into their eyes through yours they trust you – try it, notice when others do it to you. 


Warmth disarms,

but it needs to be meant – fake it and others will know.

 

Forbes shares that in research presented in May 2015 at the Vision Sciences Society conference, psychologist Alan Johnston and his colleagues at University College London shared their study of 400 volunteers, where subjects indicated their comfort level while watching video clips of actors who appeared to be looking directly at them for varying lengths of time.
Johnston and his colleagues found that, on average, the subjects liked the actors to make eye contact with them for 3.2 seconds, but the subjects were comfortable with a longer duration if they felt the actors looked trustworthy as opposed to threatening. “Gaze conveys that you are an object of interest, and interest is linked to intention,” Johnston explains—so if someone appears threatening and holds your gaze, that could indicate that the person has bad intentions.
More science?  Suzanne Dikker, a researcher in Neuroscience at NYU, studies brain activity when people connect by making eye contact.  She uses ‘Science+art’ installations to illustrate it, including ‘Measuring the Magic of Mutual Gaze’.  In this installation, the participants wear EEG headsets to measure brain activity.  Whenever there is a moment of perfect brainwave between the two people, a connective lightning bolt—originating from the direct brain area that is being charged with electrical brain activity at that moment in each person—flashes onto a large screen showing the two brains. 

Warm eye contact says likable, it’s not embarrassing and it’s not about romance!  It’s about letting go of you and connecting with realness with another.   Try it, it works.

Do You Listen or Make Everything About You?

Business From Courageous Success Inspiration

“One in four corporate leaders has a listening deficit which can paralyse cross-unit collaboration, sink careers, and if it’s the CEO with the deficit, derail the company.”  OUCH!  Ram Charan, co-author of “Boards that Lead”.

Here’s a typical example of an exchange I come across all the time.
Two friends catch up, having just met up after some time.  The pattern of exchange?  “Let me talk about me and my experiences’.  When one had stopped talking about themselves, the other one starts talking about themselves.  And so the interaction continues.  No meaningful responses are made.  We are all so adept at sharing what we are doing and thinking on social media and wanting information as simple soundbites, we have forgotten to be attentive to each other.  
Sherry Turkle (MIT professor and author of ‘Alone Together’) talks about how in the growth of on-line connection:

”…we have sacrificed conversation for mere connection…” a situation where we ”lose out, and may over time forget that there is a difference and stop caring.” 

 

 

Turkle talks about how we avoid the realness of human relationships and interactions by ‘cleaning’ them up with technology, to make it on our terms or using it as a way to avoid human interaction altogether – think emailing a work colleague instead of phoning or finding them, and workers sharing an office but all wearing headphones plugged into their devices.

However, real interactions matter, especially at work.  Lots of studies into lack of engagement at work cite ‘not being listened to by managers or leaders’ as a key complaint of workers across business. Gallup in their regular employee engagement research find that, “meaningful exchanges between managers and employees boost the bottom line.”

In our Courageous Success Academy training (how we train our developers) we have a simple exercise around this.  Try it!

  1. Over the next few days note down how you feel when you are not being listened to.  Notice when people hijack your conversation.  How does it make you feel?
  2. Whilst observing others, notice when you jump in to share your experiences, rather than ask others about theirs and sticking to their subject.  What kind of energy is driving your agenda? How desperate are you to share your story rather than get excited for them about theirs?  
  3. Practise giving people your full attention and remain focussed in their conversation and not yours.

Powerfully maximise Coaching & Conversations in your workplace by booking a Courageous Success workshop. e: potential@courageoussuccess.com

I thought it would be another load of management speak, instead I feel inspired with clear tactics to bring out the best in others – and not make it about me!”

Are You Unfit to be a Leader or to be Led?

Business From Courageous Success Inspiration

As many as 60 to 75 percent of managers are unfit for leadership, according to Psychology Today. Meanwhile, about half of employees cite a bad manager as their top reason for quitting a job.
CNBC, based upon Gallup polls.

This week travelling by tube during the London rush hour, I had the pleasure of overhearing workplace banter.  What was it like?  Shocking!  Why?  It was totally them vs. us – with ‘us’ being the employees, and all fuelled by what these people could get out of it.
As the banter continued what was clear was that, once again, it was about the leadership – the boss – but was it really all their boss’s fault?
Earlier that day I was on the train travelling to London, where next to me a chap chatted on his phone about how he “just didn’t care” about what his boss and employers thought of him.  I wasn’t earwigging, he was speaking loudly and was right next to me!  To make matters worse, he boldly explained to his colleague on the other end of the line that he’d decided to have a lie in, catch a later train and did they fancy spending the rest of the day having lunch?!!

The CNBC report shares five reasons for leaders being toxic:

  1. Poor communication
  2. Micro management
  3. Unrealistic expectations
  4. Incompetence
  5. Arrogance

 

Recognise any of these in you or your boss?
The challenge is, how to be the boss and not be these things.  But I also challenge, how much of this is perception and the workers’ fault?

To help, here are some challenges to you as the leader or direct report.
See if you are fit to lead – or be led!

Boss

  • Are you being closed to people in the team you don’t like, especially when you suspect a lack of competence or engagement?
  • Are you using your position to dominate?
  • Are you just reassured that you’ve got to a leadership position, and therefore are doing well?
  • Are you conforming to your corporate culture or being normal and human?
  • Do you seek advice and input from your team about the stuff you don’t know?
  • Do you like the people you work with and if not, what are you doing about liking them and building their competence?
  • Are you actively driving belief in others and their abilities or always being demanding and getting increasingly frustrated?
  • Would you want to work for you?

Employee

  • Are you coasting, seeing yourself as being led or are you getting on with your job?
  • If you feel uncommunicated with, are you asking positive questions or are you being difficult?
  • Are you updating your boss so that they don’t feel the need to micromanage you?
  • If you feel overwhelmed, are you looking to yourself to re organise and get on with it, or procrastinating and moaning – wasting time?
  • Do you like where you work?  If not, what are you doing to change the culture or are you contributing to it negatively?
  • Are you taking accountability for your career or expecting the business or your boss to do this for you?
  • Are you conscious of the greater good – the impact you, the people there and your business has on the world, or are you just thinking of yourself?
  • Are you giving up or driving forward openly and with authenticity – to nail your role?

81% of our clients say they now have the power to change their workplace.
100% rate the impact on improving their performance as a Manager or Leader as over 85%.

 

Inspiring Workaholism or Doing the Minimum?

Business From Courageous Success Inspiration

One inspired employee can produce as much as 2.25 satisfied employees.  Wow!

This Bain & Company Stat, featured in an article by Michael Mankins in HBR this March, highlights the need for self-productivity as well as business to WAKE UP to shift from downsizing and cost cutting – efficiency –  to promoting and unleashing more from those who work within a business – us.
Statistics this week reveal that global productivity continues to decline.
One of the joys of my life has been my workaholism – a term which the dictionary describes as, “a person who compulsively works excessively hard and long hours”.  I am that massively productive person.  I am an expert at it!  But, I have over done it and to prove it, I have recently been diagnosed with osteoarthritis. My body is reflecting my relentless overdrive to make a difference.  As an expert on this, one of my favourite subjects, I invite you to explore efficiency vs. productivity and the role that inspiration plays in the latter.  How do we work more productively and not fall into dossing about, and how do we inspire others in our businesses to do the same?
As I review the global workplace I am inspired by much, but I also see;

  • Worried people, and a level of anxiety that puts us on personal red alert.
  • A lack of joy and inspiration as we robotically tick off our to do lists to get through it all.
  • A focus on the self rather than the greater good, “that’s not inspiring me”, rather than “that could inspire others to make a significant positive difference”.
  • Self-effacement, as people keep things to themselves, reducing openness, honesty and a human culture, yet on the other hand hold up on Facebook how amazing their world is.
  • A divide between work and life outside of work, with the former formal and an act of doing, and the latter recovery time or a dreamlike place to be – if only forever – fuelling laziness (ouch) and resentment – a “I look after myself” focus.

When I then reflect upon what inspires me to (ok excessively) be productive I find the following to be of vital importance;

  • I feel a purpose and take accountability for thriving in my work.
  • I choose to be positive and I believe I make a difference.
  • I admit my vulnerability and galvanise my courage to get me through challenges.
  • I am myself, and believe that the best person I can be is me.

If efficiency is doing more with less, then productivity is doing more with the same.  However, most businesses are stuck in cost cutting, process reengineering and restructuring to maximise the bottom line.  When we think about managing ourselves we tend to think the same.  What can I drop?  How will I prioritise?  The result?  A treadmill of transactional doing.  With inspiration and ideas to do more with the same, through creativity, generally left for, “when I have time”.
Creativity is inspiring – but achievement is addictive.
85% of Courageous Success clients have a value around achievement – often described as making a difference, having an impact and contribution.  It is addictive because it provides validation and recognition, we don’t want to be dossing about!   Productivity – doing more with the same is Courageous Success the verb – but rather than being applied to pace, speed and content – efficiency – it is viewing everything with creative eyes and energy to inspire what could be done better to achieve even more.

 

Imagine if every leader had this as their philosophy!

 

 

 

 

So, it’s less hard work more smart work.  I for one have taken the vow of productivity, what’s getting in your way of doing the same?

  • Are you selfishly thinking about yourself too much – is there a ‘what’s in it for me’ malaise hampering your business and personal growth?
  • Are you as productive as you could be at work or do you work to a level that is what you think you can get away with? Controversial!
  • Are you enduring your work life?  The phrase ‘work to live’ plays into this – it assumes that these are two separate things – one to be enjoyed, the other to be ‘endured’ to pay for it.  Do you feel like this?

Coming back to global and specifically UK productivity, the head of the UK CMI Ann Francke said of last week’s ONS productivity figures, ”Investment in skills and management training is a crucial step to boosting productivity….poor management is costing our economy £84bn each year, and Britain lags other countries when it comes to people skills.”  YES!

Are you being a life changing manager?  An inspirer?

 

 

 

Here are some Courageous Success tips for igniting your inspiring productivity:

Switch off the autopilot!
We are creatures of habit and go through a large proportion of our lives unconsciously. Stir things up.  Take a new route to work.  Regularly speak to people you wouldn’t normally.  Draw ideas on a blank piece of paper.  If you do what you always do, you’ll get what you’ve always got.
Embrace challenge!
Taking on new opportunities will give you the chance to learn and grow. Learning helps the brain evolve new pathways which will literally change your mind. Set yourself a daily or weekly challenge to inspire and see how to do more with the same.

Ask us about working with us 1:1 to boost you and your leader’s productivity, all whilst being the best of ourselves.  We are also now running “I am a life changing manager” workshops, there to potentially save business £84bn.

 

Are You an Innie or an Outie?

From Courageous Success Inspiration

People who’ve experienced a negative life event have been found to be 10% less productive than their peers.  Ouch.

In the Warwick University Study researchers set out to explore the links between productivity and happiness at work.  In one experiment people were asked to perform a maths problem after watching a comedy clip.  Productivity was roughly 10% higher in those who had watched vs. those that hadn’t had the positive stimulus.
By the way, here’s a fun fact – between 10%-20% of the population have an outie belly button!  Now that’s made you smile!
Happiness is a choice that we can all influence.  What is happiness and how can we use it to maximise performance?
Most of us hold the ideal that we should be happy and in a euphoric state, most of the time. The reality is that we are not. Is happiness ‘ecstatic euphoria’ or being ‘not worried’?
When we experience knocks it can be challenging, but if we didn’t have the negative experience, would we feel the free comfort and contentment of not worrying, and is this happiness?

 

Most of us also expect others to make us happy, and if they don’t we blame them, be it our partners, friends, boss or workplace.

 

 

 

But what if happiness is a choice, something that we can switch on and cultivate – especially with each knock?

A lot of our clients are still talking about “Thought Leadership” – demonstrating and inspiring through self. Yet most clients are not cultivating their own happiness or that of others by choosing a positive perspective in the moment.
Bookstores and the internet are full of ‘Finding Happiness’ guides – is happiness that elusive that we all need to seek it and need help to find it? What do we depend on to be happy? Is it that next pay rise, relationship, next holiday, better car or house, when I am more successful?  Is happiness something that is created outside of ourselves or from the inside? The answer is probably both, however one of these is much more reliable and sustainable and more importantly – in our control!
Last week we surveyed some of the Courageous Success team on what made us happy. The examples all had one thing in common – they were primarily simple and humble acts, treats or experiences:

  • Sitting around the Courageous Success camp fire.
  • Doing a good deed for someone else.
  • A hug.
  • The sense of progress and achievement having put in the hard yards.
  • Purple glitter.
  • An ice cold glass of wine.
  • Chocolate crispy cakes.
  • Nailing it.

Richard Branson in a recent Facebook post talks about attributing his success partly due to being happy – rather than pursuing happiness.

According to Psychology Today 

”…happiness is a state of well-being that encompasses

living a good life, that is, with a sense of meaning and deep satisfaction…”

 

 

Researchers estimate that much of happiness is “under personal control.’’  
In their work with Courageous Success our clients report an improvement of 88% in their positivity & happiness. This isn’t a magic happiness pill that we hand out at induction – it’s about creating a mind-set that we can all experience.  One of the reasons Courageous Success has such an impact on happiness and positivity is that we put your power back in your hands influencing the relationship you have with yourself and the world around you. Creating happiness from the inside and not relying or hoping about what happens outside.
So what is your inside out happiness plan?  How will you take responsibility for your mood and experience so that you can deliver and live at your optimum? 

Are you an innie –  cultivate within, or an outie – waiting for the world to make you happy?

Hairy Legs and Having Courageous Success!

From Courageous Success Inspiration

In a period of very hot UK weather In June this year when temperatures rose to over 30 degrees (we Brits are so unused to these temps and tend to panic!), there were two great media stories about people protesting about dress code.

One office worker was sent home for wearing shorts, only to return to work wearing one of his wife’s dresses!  Also, the fantastic story of schoolboys in Exeter wearing the girls’ uniform skirts to school, as they weren’t allowed to wear short trousers.

At the Exeter school, when the request was put in for the boys to wear shorts in the hot weather, it was apparently said as a joke that they could wear skirts instead.  I’m sure that the teacher didn’t expect about 30 boys to then turn up in skirts – with some of them shaving their legs too!
It took real guts for those teenage boys to wear skirts to school, especially at such an age and in such an environment where fitting in, wearing and doing the ‘right’ things is so important.


A quote from the boys was that they found the experience ‘quite refreshing’, with another saying he enjoyed the ‘breeze’ – it was so refreshing for us to see their rebelliousness and lack of self-consciousness and, as the school has now said that it will look at relaxing their school uniform policy in hot weather, their success.
The definition of Courageous Success is maximising who you are and what you are capable of. It’s being braver. The consequences of not having it? Self-doubt, complacency, coasting, watching other businesses and people do better than you – and continuing to suffer in the heat at school in long trousers!!

Imagine what you could achieve by applying courage, grit, a hint of that gutsy, adventurous feeling every day.  All by being the best of you.

What could you achieve today, this week, this year?

It’s OK to be Normal.

From Courageous Success Inspiration

In an ironic twist for Theresa May in June ’17, the Museum of Failures opened in Sweden a week after the UK general election, and received global press attention.

Exhibiting such things as the Bic pen for women and coffee flavoured Coca Cola (yuk!), the museum has the strap line ”Learning is the only way to turn failure into success’’, showcasing failure and celebrating it as a key ingredient to innovation.  Speaking to the BBC the museum’s founder, Samuel West, said that many major brands were just not willing to contribute, showing just how difficult it can be to admit failure.  Has this now become a cultural norm?  From Facebook and Instagram showing only the ‘best’ of people’s lives, the airbrushing of imperfections in photos, to schools and colleges removing winners and losers from sporting events – all creating a new ‘perfect’ normal, where mistakes are seen as weaknesses to be hidden and never spoken about.

However there is change on the horizon, Samuel West, the founder, also talked about his teenage daughter taking the Museum of Failure stickers to school, where they were becoming popular and being adopted as badges to be worn with pride.  His daughters’ friends’ identifying that failure is normal, honest and human.

According to a Harvard Business Review study: ‘’When leaders are true to themselves and admit mistakes or failures it gives others permission to do the same, changing the norms of the workplace.’’  The benefits are reported as: significantly higher job satisfaction and engagement, greater happiness at work, stronger sense of community, more inspiration and lower job stress. The more people share of themselves with others, the better the workplace experience.  Spending less time and energy on self-monitoring freed up more time and energy for the task at hand.

In practice this means; not following the crowd, not being self-conscious and bringing the real you into work – being the same you in work as out of work.

Showing that you are human, normal and vulnerable – like we all are. 

As Julie Hilton, our Head of iAM Global, said the same week
”it’s time to let rip!”

Ways to humanise and normalise your workplace.

  • When was the last time that you openly admitted to a mistake?  Do your co-workers or team feel able to freely admit mistakes and ask for help?  Make the change so this honesty becomes normal.
  • Do you always try and present the perfect you?  Get over yourself – it’s a façade. Being authentic is accepting the real you – warts and all.  
  • Be honest about your weaknesses and view them as opportunities to look outside of yourself.  Find the strengths in others.
  • Stop seeking approval – be honest and say what you really think. Stop trying – just be.
  • Are you often judgemental about others? This can stop you valuing those around you.  Turn off your critical voice, really listen and be open to others.
  • Be led by your heart and not your mind, trust those hunches and go with your intuition. 
What will you put into the museum of failure?

I Don’t Fit! Get Me Out of Here!

From Courageous Success Growth Inspiration

Fewer than 30% of organisations are able to find the right executive leaders, not only that, newly appointed executives take too long to adapt.
(McKinsey, recently shared in Harvard Business Review)

In the US, an astonishing 75% of employees report that their direct line manager is the worst part of their job (if you knew how much time in our 1:1 programmes is spent managing the boss, you’d be just as shocked!).  Another stat?  According to Leadership IQ, 46% of all new hires fail within 18 months.

 

This recruitment behaviour is costing business a fortune and all of us a huge amount of unnecessary work and hassle!

 

 

HBR’s article shares that despite the recruitment process accurately assessing a leaders’ skills and capabilities, the process forgets about cultural fit, and yet an essential element of effective leadership is the congruence between leaders’ values and those of the organisation, including the new leaders’ team.

Who is this person?  What do they feel in their heart?  What drives them fundamentally?

The starting point for understanding cultural fit is to understand your current team and business culture.   A humanised one is best.   People love to work with open, comfortable, authentic people – those who feel they can be themselves – their values – wherever they are.

Think about your home and who you live, your family, group of friends or roommates. Now picture your neighbours’ or friends’ homes.  The feel is different?  Yet the people there fit.  If I came to your home I’d experience a uniqueness.  I’d get a feel for the place.

Imagine if someone new entered and tried to join
– what kind of values would be a good fit?

 

Does the person need to be organised, structured, logical, or fun and carefree and happy with flow?  These questions are vital, and yet rarely asked at work.

 

In many blogs, I have quoted studies that show the positive impact of authenticity in the workplace – the greater employees’ feelings of authenticity, the greater their job satisfaction, engagement and performance.  When recruiting, how much is fit as important as ability and that proven track record?  During the recruitment process how much are you able to look beyond logic and behaviour and ask questions that show the person at heart, identify their values and therefore who they really are?  How much are you listening for the values of others at work?

Values bring realness.  They bring authenticity and trust.  They create connection and kinship.

How are you using realness through values to get a better fit?

It’s OK to be Normal!

Business From Courageous Success Growth Inspiration

It was an ironic twist for Theresa May, the week after the ’17 UK general election, the Museum of Failures opened in Sweden and received global press attention.

Exhibiting such things as the Bic pen for women and coffee flavoured Coca Cola (yuk!), the museum has the strap line ”Learning is the only way to turn failure into success’’, showcasing failure and celebrating it as a key ingredient to innovation.  Speaking to the BBC the museum’s founder, Samuel West, said that many major brands were just not willing to contribute, showing just how difficult it can be to admit failure.  Has this now become a cultural norm?  From Facebook and Instagram showing only the ‘best’ of people’s lives, the airbrushing of imperfections in photos, to schools and colleges removing winners and losers from sporting events – all creating a new ‘perfect’ normal, where mistakes are seen as weaknesses to be hidden and never spoken about.

However there is change on the horizon, Samuel West, the founder, also talked about his teenage daughter taking the Museum of Failure stickers to school, where they were becoming popular and being adopted as badges to be worn with pride.  His daughters’ friends’ identifying that failure is normal, honest and human.

According to a Harvard Business Review study: ‘’When leaders are true to themselves and admit mistakes or failures it gives others permission to do the same, changing the norms of the workplace.’’  The benefits are reported as: significantly higher job satisfaction and engagement, greater happiness at work, stronger sense of community, more inspiration and lower job stress. The more people share of themselves with others, the better the workplace experience.  Spending less time and energy on self-monitoring freed up more time and energy for the task at hand.

In practice this means; not following the crowd, not being self-conscious and bringing the real you into work – being the same you in work as out of work.

Showing that you are human,

normal and vulnerable – like we all are. 

 

As Julie Hilton, our Head of iAM Global, said the same week: ”it’s time to let rip!”
Ways to humanise and normalise your workplace.
  • When was the last time that you openly admitted to a mistake?  Do your co-workers or team feel able to freely admit mistakes and ask for help?  Make the change so this honesty becomes normal.
  • Do you always try and present the perfect you?  Get over yourself – it’s a façade. Being authentic is accepting the real you – warts and all.  
  • Be honest about your weaknesses and view them as opportunities to look outside of yourself.  Find the strengths in others.
  • Stop seeking approval – be honest and say what you really think. Stop trying – just be.
  • Are you often judgemental about others? This can stop you valuing those around you.  Turn off your critical voice, really listen and be open to others.
  • Be led by your heart and not your mind, trust those hunches and go with your intuition. 
What will you put into the museum of failure?