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Whether you’re delivering good news or bad news, you can go about it gracefully or not. This rings true no matter what announcement you have to make to your team or to an individual; as a mindful leader, part of your job is good spoken communication, especially when you have to address many people at the same time or deliver bad news, such as someone being let go. But how can you make sure you’re doing your best to communicate well? Here are a few tips with mindfulness in mind ;).

 

There’s a lot to be said for nuances such as tactfulness and subtlety. However, these small aspects may not be noticeable without a certain degree of self-awareness and mindfulness already present. Also, some news is sensitive or difficult to divulge, so how do you best handle that as a mindful leader?

 

Being Honest When it’s Difficult

 

Sometimes the news, announcement, or conversation you have to have is not one that you’re looking forward to. Whether this is because of what you have to tell this person or how you have to tell them doesn’t matter; a difficult conversation is a difficult conversation. Use these pointers to maintain your courage and remind yourself of the bigger picture; the greater good.

 

·         Take a deep breath and maintain your calm. Reactions can be unpredictable, and your staying calm will encourage the other person to handle the news gracefully, whatever it is.

·         Be sensitive to this person’s needs. Even if you can’t meet them, you can be understanding of them.

·         Respect their privacy and deliver whatever news you need to in private. Never confront someone in front of their coworkers as this decreases employees’ respect for you and damages their trust in you as well.

·         Be patient. You may be waiting for the right opportunity to tell someone something; that’s okay, but make sure you’re not falling into a habit of procrastination because you’re losing your nerve to tell them the truth.

·         Follow through. Again, don’t fall into the trap of procrastination and make it a habit; the sooner you can deliver the news, the better, and everyone will then be able to move on.

 

If you need to make an uncomfortable announcement to the entire office staff, there are a few things that you should remember as you go about planning your wording.

 

·         Be direct but gentle. A difficult truth is much easier to accept if the person telling you this truth uses some sensitivity and empathy. Be honest and loving at the same time.

·         Keep things as simple as possible, on a need to know basis, so to speak. If people have further questions or need more details, instruct them to email you with questions or speak to you directly.

·         If comfort is needed, don’t forget to provide it. Receiving bad news is much easier if leadership makes it a point to be supportive. This may mean having a therapist on staff for a few months to help people, depending on the situation.

·         Encourage everyone to be supportive of one another and work together during difficult times. This fosters a supportive work environment that will serve everyone well for years to come.

·         Prepare for people to be a little off balance for a while. Depending on the severity of the news and how everything is affected, this may take differing amounts of time.

 

 

As always, continue leading mindfully! For more information on the Mindfulness Movement and the International Mindfulness Federation, please visit:

Superficial honesty for the sake of impressing people versus deep-seated honesty for the sake of doing the right thing. This is the difference between being blunt or straight forward and being rude. Serving a purpose versus being mean or nasty is another big difference between the two. Once you begin to pick up on these nuances, you will be able to let go of all of those nasty remarks that someone saying them claims are a “blunt” opinion. “I tell it like it is,” they might say. Truly honest and genuine people don’t feel the need to point out their own honesty. Let’s explore genuine honesty a little more by going deeper within.

 

When you speak, you know how you feel about what you’re saying. If you feel like you aren’t being genuine, then you probably aren’t and you should remember to be yourself. Everyone else is taken, after all.

 

This idea of being yourself comes much easier to some people than to others, and to really be good at it, you have to have a fairly high level of self-awareness and emotional intelligence, also known as EQ. In order to get to this level of self-awareness, you must first be at peace with yourself. This basically means that you have to accept yourself for who you are in order to get to a point of loving yourself, and once you get to this mindset, being genuine and honest but kind will come easily to you.

 

How to Cultivate Confidence Through Self-Acceptance

 

1. First, you have to take some time to get to know yourself. What do you believe in? What are you afraid of? For? Against? What are your core values? Get to know yourself by journaling and meditating daily. Learn about yourself without judging. Appreciate the way you look in the mirror.

 

2. As you continue to learn about who you are, take some time to work through the aspects of yourself and your behavior that you have trouble with. What do you beat yourself up for? Why? Is this really a legitimate mistake or are you just beating up on yourself because of conditioning? Evaluate your core values and accept the person you are, even if you feel that you need to improve your habits or lifestyle. Only by accepting yourself for who you are can you truly begin to become the greatest version of yourself.

 

3. Feel the feelings that are brought to the surface and then let them go. This is your emotional system working through various baggage you’ve held on to, and unfortunately this purge is a necessary step toward fully accepting yourself and reaching your inner calm.

 

4. Get comfortable being uncomfortable. You may find that the purging process leaves some aspects of your life in upheaval or chaos; it will be okay. The more comfortable you are with living in the unknown, the more peaceful and perceptive you will be about what you are going to do.

 

5. Settle into your inner calm. It is very likely that you’ve glimpsed this mindset before, where nothing bothers you, problems are effortless to solve, you’re at peace with every outcome, and you begin to understand the interconnectedness of all things and events: the bigger picture.

 

Once you develop your confidence, you will probably notice that life just gets easier. You’re no longer trying to impress others, so your true, genuine opinion comes out effortlessly and always with kindness and constructive comments. You don’t feel the need to tear anyone else down because you realize that everyone serves an equally important purpose no matter what their talents.

 

No one ever said that honesty had to be brutal all the time. It can be kind and compassionate while still delivering an important message, so don’t fall into the trap of thinking that honesty equals being mean.

 

 

As always, continue leading mindfully! To learn more about the Mindfulness Movement and the International Mindfulness Federation, please visit:

 

http://www.mindfulnessfederation.org/

 

Authenticity. Personal accountability. Honesty. Integrity. Openness. These are just some of the words that come to mind when we think of excellent and amazing leadership… and people. One of the most powerful ways of getting yourself and everyone on your team to a higher level of performance and productivity is by encouraging confidence, self-love, self-acceptance, reasonable risk-taking on projects, and non-judgment. Is there anything more liberating than being genuinely yourself and effortlessly succeeding? Of course not! Read on to learn ways to get there.

 

Being honest with yourself and teaching your team to do the same on an individual basis is a powerful tool for your company as well as for each of the individuals involved. You begin to take responsibility for your own behavior by taking notice of the little things like when you start getting irritated or annoyed. By taking notice when it first happens, allowing it to bubble up, and then letting it go, you can take responsibility for your emotions without letting them ruin your conversation… or your whole day, for that matter.

 

This takes practice! Don’t expect to be perfect at being mindful and don’t expect other people to fully understand what you’re going for right away, especially if they find themselves in a spirit of opposition or resistance. However, once you begin to improve your own behavior, the process takes on momentum and you get better and better at continuously improving. Those people who were full of resistance before will begin taking an interest and realizing exactly what you did if they begin the same practice.

 

Practical Mindfulness for Everyday Life

 

·         Don’t lie to yourself. If you do, you may find it difficult to trust yourself in the future. This is not ideal because your instincts are a powerful tool that you should be using to your advantage.

·         Let go of blaming others. You may find that it hurts quite a bit the first few times you admit to your own involvement in a scenario or circumstance that was traumatic or painful. However, once you let go of blame, the trauma holds less power.

·         Pay attention. Pay attention to what others are doing, how they react, what you’re doing and saying, and how people seem to perceive you. To test any theories, you may ask a friend or three if they remember what their first impression of you was. No matter what, paying attention to what’s going on around you as well as within you will increase your awareness of everything.

·         Meditate. This is a great way to begin practicing mindfulness subconsciously and creating a mindfulness habit.

·         Take good care of yourself. It’s important to put good, healthy food into your body, get daily exercise, be in nature, and enjoy some sunshine. Strive to maintain a healthy mind, body, and soul.

 

Have you ever noticed that some people are vibrant, alive, open, and charismatic but with absolutely zero negative undertones? These are the types of people others tend to be fascinated by. They feel so alive, they thrive, they love what they do, they are easily excited and very enthusiastic….

 

How do they do it? By making a series of small decisions every single day that lead toward inner joy. That inner joy is then constantly, habitually replenished while also being constantly, habitually shared, a bright light of love shining brightly and touching everything around you. If it comes from within, nothing from outside can destroy it, either.

 

As always, continue leading mindfully, and I wish you joy, my friends!

 

 

For more information about the Mindfulness Movement and the International Mindfulness Federation, please visit:

http://www.mindfulnessfederation.org/

 

 

One part of making sure you’re fostering a healthy work environment is guiding and encouraging your employees and team to work toward their goals and aspirations so that they may see success. There are a few different ways to do this, but for the sake of this article, we’re just going to stick with some of the basics. So, what are some basic and actionable ways in which you can do this each day? Read on to learn more.

 

The first and main idea is to lead by example. The reason is simple: if you strive for excellence and authenticity without worrying about perfection, your employees will naturally respect and admire you, and possibly do the same thing. But what exactly can you do to set these kinds of examples? And what habits can you encourage in the workplace to keep everyone at their best? Let’s take a look.

 

Leading Your Team to Success

 

There are a few small habits you can implement for yourself and your team that will help keep your work environment and company culture harmonious and positive.

 

·         Meditation. No matter who you are, meditation can be extremely beneficial and there isn’t really a “right” or “wrong” way to do it. Take 5-10 minutes once or twice a day to have everyone sit quietly and focus on their breathing and clearing their minds. Give it about a week and watch the magic happen!

 

·         Open communication. This part begins with you, the mindful leader. If your team knows that they can come to you with an issue, suggestion, or question, then they will have a lot more respect for you as well as feeling more comfortable being open with coworkers. If this is a brand new concept for your work environment or your communication habits need some work, you may consider having daily morning meetings for 15 minutes where anyone who has any questions or concerns can raise them and anyone with ideas or answers can help. Unless it’s a private or personal issue, this should be done with the whole group for best results. Get talking! 

 

·         Encourage mindfulness. This has to happen on an individual basis first, so any time you have an opportunity to teach a lesson in mindfulness, take it. No matter what the situation might be, chances are there’s a mindfulness lesson hidden in there somewhere; your job is to seek out those lessons and teach your employees how to be more mindful. It may or may not sink in right away, but there’s nothing wrong with making this a habit and implementing it.

 

·         Celebrate your wins. Even small victories can mean a lot to people, so don’t discount them! Maybe the first hurdle to overcome was a big one, even though the results are minimal. Celebrate it anyway – your celebrations don’t have to be huge. It could be as simple as having brownies after lunch or a glass of champagne in the evening before closing time. No matter how you choose to celebrate your wins, it will help to keep everyone motivated and working toward another one.

 

·         Encourage collaboration. When circumstances arise that force people to work together toward a common goal, magical things can begin to happen with so many different creative minds thinking together. If your work environment is normally pretty competitive, switching gears to collaborate every once in a while might be a nice break from the norm and refresh people. Of course this also depends on the people, so continue to use your best judgment in every unique situation.

 

·         Don’t micromanage. As the quote at the beginning of this post says, your employees should be awesome and have the freedom to express their awesomeness in the workplace, especially if creative or innovative thinking is required. Guide them if they have questions, but allow them the opportunity to learn in their own ways as well.

 

Which of these ideas do you think will benefit your employees or team the most? Do you have any other easy ideas for enhancing your company’s culture and work environment? Share them with us by leaving a comment below or sending us an email.

 

As always, continue leading mindfully and thanks for joining us!

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

 

The success of a team depends largely on its ability to work as a cohesive whole rather than just individual parts. However, the way in which these parts are put together and which jobs or tasks they are each assigned can play a huge role in whether a team functions well or not. Fostering a sense of teamwork, respect, and creativity can mean that you have to put in a bit of work, but it will be well worth it in the long run. Here are seven ways to foster teamwork, respect, and creativity.

 

It all begins with teamwork. That teamwork begins with you fostering an environment that encourages teamwork, so here are a few ways in which you can begin to do this.

 

7 Ways to Foster Teamwork, Respect, and Creativity

 

1.      Get to know your employees on an individual basis. Not only will this build trust, but it will also establish you as the leader and the go-to person in case of problems. Your employees will respect and trust you more once this has been established, so even if they don’t necessarily trust or like each other, they will respect your wishes anyway and cooperate.

 

2.      Establish some ground rules. Employees should all know who is in charge of what and whom they should go to in order to report any kind of conflict. Establishing a system for conflicts before they happen will help smooth out the resolution process. This will establish trust, preparedness, and allow employees to relax a little bit because they know there’s a plan in place.

 

3.      Build the team outside of work. No, this doesn’t mean mandatory office parties on personal time or other personally infringing demands. Rather, think of ways to get the team out of the office during work hours for a fresh perspective and some change of scenery. This could be a picnic lunch outing, a day trip somewhere, or a catered brunch event.

 

4.      Define your team’s mission. This will offer everyone a wonderful opportunity to collaborate and be closely involved in a planning phase, building a sense of unity and respect. Creative input is another strength here, so all areas can begin to shine with an exercise like this.

 

5.      Play to people’s natural strengths and talents. This in and of itself communicates so much about you as a leader and about the team as a whole. Hone your ability to recognize talents and strengths in others, and utilize their skills during projects at work. Your team will know that you appreciate and respect their skills, and they’ll feel wonderful being able to use their talents to contribute on a deeper level.

 

6.      Focus on clear communication. The best way to strengthen your team is by communicating honestly and concisely. Everyone should know who is in charge of what, what their roles or tasks are, and whom they can turn to for guidance. This ensures that your team feels respected and trusted.

 

7.      Be compassionate but fair. You may come upon challenging situations in your time as a leader, and the important thing to remember is to use your best judgment but be compassionate and fair. Kindness doesn’t mean weakness, and being compassionate in all situations will foster respect and caring toward you from your team.

 

I hope this helps you and your team to begin fostering a healthy, strong, and happy workplace environment. Incorporating mindfulness practices into your daily work routine could greatly improve the entire environment, so if you and your employees can, make time for 10 minutes once or twice a day to sit and meditate. It could work wonders on many fronts.

 

No matter what, continue leading mindfully and learning as you go. That's all we can do, isn't it?

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

 

Although you may not think so at first, company culture or environment and conflict resolution styles are intertwined within an organization or business. Depending on your company culture, you may choose to handle conflict in different ways. In this article, you’ll learn about the five different categories of conflict resolution and how different company cultures may benefit (or not) from each one of these resolution types.

 

According to the Thomas-Kilmann Conflict Mode Instrument model of assessing conflict resolution styles, there are five modes of conflict resolution. Every individual is capable of utilizing each of these conflict resolution styles, but each individual also tends to lean toward one more than the others.

 

Types of Conflict Resolution

 

As defined by the Thomas-Kilmann Conflict Mode Instrument:

 

  1. Competing is assertive and uncooperative—an individual pursues his own concerns at the other person's expense. This is a power-oriented mode in which you use whatever power seems appropriate to win your own position—your ability to argue, your rank, or economic sanctions. Competing means "standing up for your rights," defending a position which you believe is correct, or simply trying to win.
  2. Accommodating is unassertive and cooperative—the complete opposite of competing. When accommodating, the individual neglects his own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another person's order when you would prefer not to, or yielding to another's point of view.
  3. Avoiding is unassertive and uncooperative—the person neither pursues his own concerns nor those of the other individual. Thus he does not deal with the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time, or simply withdrawing from a threatening situation.
  4. Collaborating is both assertive and cooperative—the complete opposite of avoiding. Collaborating involves an attempt to work with others to find some solution that fully satisfies their concerns. It means digging into an issue to pinpoint the underlying needs and wants of the two individuals. Collaborating between two persons might take the form of exploring a disagreement to learn from each other's insights or trying to find a creative solution to an interpersonal problem.
  5. Compromising is moderate in both assertiveness and cooperativeness. The objective is to find some expedient, mutually acceptable solution that partially satisfies both parties. It falls intermediate between competing and accommodating. Compromising gives up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding, but does not explore it in as much depth as collaborating. In some situations, compromising might mean splitting the difference between the two positions, exchanging concessions, or seeking a quick middle-ground solution.

(Source: http://www.kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki)

 

Types of Organizational Culture

 

In this section we’ll cover five types of organizational culture and which modes of conflict resolution might typically work based on that culture. Please bear in mind that not all of the individuals working for your organization will be the same, so these generalized methods may not work for everyone. A more thorough assessment of your specific conflict and each individual involved will allow you to find the best possible solution. This article can serve as a starting point.

 

1.      Traditional Culture.

These companies typically have a numbers-focused approach, avoid risk if possible, have a clearly defined and almost rigid hierarchy, and probably have a dress code.

Recommended Conflict Resolution Type: Compromising.

Avoid Potential Traps: Accommodating, Avoiding.

2.      Team Culture.

These companies are typically team-oriented and focus mainly on employees’ happiness. Flexible scheduling, team outings, and opportunities to give feedback are common traits of this type of company.

Recommended Conflict Resolution Type: Collaborating, Compromising.

Avoid Potential Traps: Competing, Accommodating, Avoiding.

3.      Transitional Culture.

Companies that fall into this category have likely undergone a massive, company-wide change recently, or they are about to. This company culture is uncertain and can potentially instill fear in employees because of the “up-in-the-air” environment of everything.

Recommended Conflict Resolution Type: Collaborating, Compromising.

Avoid Potential Traps: Competing, Avoiding.

4.      Free Spirit Culture.

In this type of company, everyone collaborates, communicates, and pitches in. This is common for startups because everyone tends to be equally passionate and invested in the company’s launch and growth.

Recommended Conflict Resolution Type: Collaborating, Compromising.

Avoid Potential Traps: Avoiding, Competing.

5.      Elite Culture.

These companies are typically so trailblazing that they invent an entire new industry. They hire only the best of the best, and expectations are extremely high, with long hours. Employees often put their work first in their lives, so they often spend long hours working.

Recommended Conflict Resolution Type: Compromising, Collaborating.

Avoid Potential Traps: Competing, Accommodating, Avoiding.

 

When it comes to conflict resolution, there are a number of variables to take into consideration, and every situation is unique. In order to maintain the health and wellbeing of your employees, it’s best to find peaceful ways of resolving issues that work for everyone (or as many people as possible, at least). You may also consider how each individual is predisposed to reacting in a conflict, and you may even be able to help them grow through different types of conflict resolution.

 

As always, continue leading mindfully and resolve any issues with compassion and wisdom.

 

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

 

Most people are aware that IQ is a measurement for intelligence, and many also know that EQ is a measure of emotional intelligence. How many of you have heard of PQ, physical intelligence, or SQ, spiritual intelligence? Well, if you haven’t, don’t worry; I’ll explain each one of these as well as how they relate to being a mindful leader and cultivating a healthy work environment.

 

We’ll begin with IQ, simply because it’s a sort of foundation to the rest of these quotients. Many of us have a continuous desire to learn, and in doing so, we constantly expand our knowledge and experiences on purpose. The more we know, the more we can apply that knowledge throughout our lives and keep growing as people.

 

Next is PQ or physical intelligence. This refers to realizing the mind/body connection and being able to listen to your body’s needs and wants while also discerning the difference between those needs and wants. It also refers to being able to read others’ body language.

 

EQ or emotional intelligence is an integral part of being a leader. EQ refers not only to being an emotionally healthy individual and knowing how to handle whatever emotions may come up in any given situation; it also refers to being able to perceive others’ moods without necessarily speaking to them.

 

Last but not least is SQ: spiritual intelligence. Spiritual intelligence is largely consistent of being compassionate as well as wise. Understanding the bigger picture as well as accepting differing world views are some traits of a person with high SQ. An awareness of different perceptions helps in the decision-making process by offering a broader point of view and illuminating the best course of action for the most people involved.

 

So, how do these various types of intellect affect your work environment? When this type of knowledge is used properly, it can benefit everyone involved and make the entire workplace more relaxed and motivated. If you’re aware of all of these types of intellect, then you probably have all four of them naturally honed already. For best results, keep learning and practicing whatever activities help you to enhance these four Q’s.

 

How to Grow Your Q’s

 

There are some practical ways to enhance your knowledge in each of these areas, most of which involve inner work more than anything else. Here are some things that you can do to enhance each of these areas of your intellect.

 

SQ: Practice meditation, yoga, and martial arts, and learn about spirituality, enlightenment, and various belief systems, cultures, and religions to expand your awareness and open your mind. If you can, visit other countries to experience the cultures firsthand.

 

EQ: If you’re naturally an empath, you may have some challenges managing your emotional balance and health. However, you also have the potential to be incredibly effective and powerful in your leadership, so be mindful of your emotional state. Practice mindfulness in each moment of each day so that you can master your emotions and focus on reading others. Make sure you do everything in your power to achieve a natural state of emotional wellbeing through exercise, nutrition, and positive habits.

 

PQ: Practice listening to your body and what it needs. If you’re hungry, eat something healthy. If you’re thirsty, drink some water. If you have the urge to clean or go for a hike, listen to it. Your body will usually tell you what it needs through aches, pains, cravings, and so on, so be mindful of what your physical body is telling you.

 

IQ: Be a lifelong student. Learn any topic that draws you in and interests you, and keep learning. Master as many areas of expertise as you can.

 

As always, continue leading mindfully!

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

 

 

 

 

No matter what your business or company specializes in, your customers are extremely important, and much of their experience depends on the individuals they work with: your employees. As a consumer yourself, I’m sure you’ve noticed when companies, businesses, or even government agencies have “dropped the ball” and are essentially just doing the bare minimum to punch the clock and get paid. Talk about a sad state of being, especially at work where you spend the majority of your waking hours! So how do you go about making sure your employees are happy, passionate, and fully contributing their unique value? Read on to learn more.

 

There are typically five key areas that should be examined to determine whether your work environment is healthy or not. If it isn’t, you may have some work ahead of you, but getting and keeping everyone on track will be well worth it in the long run. If you discover problems in one of these areas, you may need to overhaul everyone’s attitudes and habits, so brace yourself – if you’re a mindful leader getting ready to take on a company or department revision of any kind, be ready for challenges, resistance, and maybe even having to let a few people go (depending on how things play out).

 

Alright, now that we’ve covered the doom-and-gloom part, let’s get back to our usual business of sharing solutions.

 

Five Areas of Interest for a Healthy Work Environment

 

1.      The Leadership.

 

Oh, no! No leader wants to hear this, right? However, one of the first places to look for issues concerning the work environment as a whole is whether leaders in this department or organization are narcissistic, sociopathic, manipulative, or otherwise toxic. If you’re the leader and this doesn’t seem like you, then you might be okay (although you may consider asking for feedback from your employees to be sure). If you’re evaluating another leader’s performance and see any kind of toxic behavior, do what is necessary to keep this person from destroying the health of the organization from within.

 

2.      The Communication.

 

Communication is important anytime there are people involved, so unless you’re living as a hermit, off-grid in a cave somewhere in the mountains, it may benefit you to hone your communication skills… and everyone else, for that matter. Communicative dysfunctions can come in the form of misleading information, indirect communication (sending messages through other people), and withholding information. Pay attention to learn whether this is an area of concern or not.

 

3.      The Side-Effects.

 

Are your employees depressed, gaining weight, suffering from addiction or alcoholism, or not sleeping well? These could all be the result of a toxic work environment, so if one department in particular seems like its employees are unhealthy, sluggish, or just plain miserable, you may need to take a look at that department to determine what’s going on. This type of development over time is not good, and it may eventually even be the downfall of the entire company. It’s better to acknowledge and solve a problem when you discover it rather than letting it fester and get worse.

 

4.      The Rules.

 

If policies and rules are followed sometimes and ignored other times, the entire work environment begins to break down into chaos. One hand doesn’t know what the other is doing, and this makes dealing with the company an extremely frustrating experience for its vendors, customers, and even employees. Is everyone up to date on policies and procedures in your department? What about your company as a whole?

 

5.      The Culture.

 

Attitudes can be contagious, whether they’re positive or negative. Just as misery loves company, so, too, does a happy soul love another happy soul to interact with. If your employees complain, feel miserable, and focus on all of the negative aspects of their job, then everyone will be miserable soon enough. However, if there are a few daily habits in place to put everyone in a more positive mood, you can keep the good vibes strong while disempowering chronic complainers.

 

Now that you know where to look for problems, how do you think your company, organization, or department is doing? Is your work environment somewhat healthy, or do you have your work cut out for you? Tell us your story by leaving a comment or reaching out to us via email. We love hearing from you!

 

As always, continue leading mindfully and have a wonderful week. 

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

 

 

It’s important for you to make sure that your essential needs are taken care of, especially during times of change, upheaval, or abnormally high stress. We’ve all heard someone say, “If you can’t take care of yourself, how can you expect to take care of anyone else?” Of course this doesn’t apply to everyone, but the point is generally received loud and clear. If you’ve followed us all month, you’ll remember that April has been a month of articles about change, dealing with change, and helping your team to do the same, especially when everyone is working toward a goal or solving a problem. To be at your best and stay there, here are a few things you can do (and even have your team do for themselves) to maintain your calm and sanity during uncertain times.

 

Caring for yourself, especially during times of uncertainty, can make a world of difference in your experience with whatever is happening. It may start out seeming horrible or like an insurmountable problem, but you’ll be much better at solving problems with a clear, sharp mind, well-rested body, and harmonious spirit. Here are several categories of self-care based on the different love languages so that you can determine which methods of self-care are best for you.

 

If you’re unsure about what love languages best fit you or you’ve never heard of the term, this quick definition should give you a general idea about what your needs are.

 

Love Languages for Self-Care

 

The five love languages, as presented in the book of the same title by Gary Chapman, are:

 

Words of Affirmation – If you feel loved when someone offers words of encouragement.

Acts of Service – If you feel loved when someone does something for you.

 Receiving Gifts – If you feel loved when someone gives you a gift.

Quality Time – If you feel loved when someone spends quality time with you.

Physical Touch – If you feel loved when someone hugs, cuddles, or kisses you.

 

Which love languages work best to make you feel loved? What applies for other people can also apply for yourself, so love yourself in the ways that you need most.

 

#1. If you’re someone who likes to hear encouraging words, record yourself speaking or simply meditate with music and say an affirmation to yourself like a mantra. The most effective way to do this is to think about what you need the most at that moment and frame it in a positive way. If you’re feeling lonely, you might think an affirmation like, “I feel loved, connected, and complete.”

 

#2. If you’re someone who feels loved when other people do things for you, you might consider doing something for yourself. Treat yourself to a massage or spa day; something that will help ease your stress and balance your body is best during stressful times, so I recommend avoiding things like alcohol, sugary treats, and so on. Do something for yourself that makes you feel good. A massage is perfect because someone else is giving you the massage… this would also count for the physical touch love language.

 

#3. If you’re someone who enjoys receiving gifts, go buy something that you want or have wanted for a while but never had a justification for getting. Within reason, of course! Whether that’s a new purse, outfit, or yacht is dependent on your finances, so remain responsible ;). For some of us, the tiniest things can make us happy, so ask yourself: what gift would make me happy right now?

 

#4. If you feel loved when spending quality time with someone, then maybe it’s time to spend a little quality time with yourself. The beautiful thing about this is that the possibilities are endless; if you have someone you miss spending time with, spend time with that person. However, if no other person comes to mind, you can do something that makes you happy while you’re doing it. For some that might be a hobby like writing, composing music, or photography; for others it might mean going back to martial arts or dance classes. It doesn’t matter what you do, but if there’s something you can do just for yourself, you will feel more peaceful and better equipped to handle any problems that arise.

 

#5. If you feel loved through physical touch, you can easily seek out close friends and family members for hugs, bond with your pet for a while, or (as mentioned) go get a massage. In some cities there are people who offer cuddling services, so if that’s something you’re comfortable with, you may want to look into it.

 

No matter what your love language is, self-love tends to follow along the same lines, so figure out a couple of things that you can do regularly if you find yourself feeling off. The more of your love languages an activity covers, the less time you need to devote to meeting your personal needs. However, not meeting your personal needs can be a very negative and painful experience, so find ways to take care of you so that you’re at your best.

 

What are your love languages? Has learning about them made it easier for you to care for yourself in an all-encompassing and balanced way? Leave a comment or drop us a line about your stories! We love to read them.

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

 

 

If comfort is your goal, growth as a human being is not for you. However, as a mindful leader, you already know this and are probably a pro at being uncomfortable by now. If not, then this article might help. Your ability to go with the flow while directing it is what will allow you to be your most successful, and reframing is a great way to make sure that you as well as everyone on your team is able to accept and embrace the changes that occur inevitably. Read on to learn how to reframe change that seems negative at first, for yourself as well as for your team.

 

First, what is reframing, exactly? According to Wikipedia, “Cognitive reframing is a psychological technique that consists of identifying and then disputing irrational or maladaptive thoughts. Reframing is a way of viewing and experiencing events, ideas, concepts and emotions to find more positive alternatives.”

 

Have you ever met someone who always sees the silver lining no matter how heavy and black the cloud might be? This person probably taught themselves internally from an early age to see the good in all things rather than dwell on the negative, whether they realized they were doing so or not. On the flipside, have you ever met someone who is dreary and heavy like the cloud itself, and even if it had a silver lining millions of miles long, they still wouldn’t see it? These are types of people who either never learned to reframe or just never applied the idea to their thoughts.

 

Having said that, what type of person do you lean toward being: an optimist or a pessimist? If you’re somewhere in the middle, you may already know how to and be able to reframe, but you may not give it the credit it deserves. After all, it’s all woo-woo, new agey stuff, right? Well… not really. Though the science behind it is still relatively new, we do know that emotions carry positive and negative frequencies with them, and these frequencies can negatively impact the human body. That’s why depression is linked to heart disease and stress is linked to cancer; your inner work is very important for your outer self.

 

Likewise, shining a positive light on problems or changes that are perceived as negative can increase your team’s productivity almost instantly. So, what are some basic techniques for reframing so that everyone can get back to full functionality and productivity?

 

Reframing Basics

 

#1. Shift from negative to positive. If your team is worried or scared about the problem that needs solving, you might ask them to think about what kinds of positive outcomes would be ideal to them and ideas on how to get there.

 

#2. Shift from victim mentality to empowerment. For those who seem to think they’re “cursed” or have “bad luck,” this is a great technique. If there are people wandering habitually through this mentality on your team, you might consider asking them to explore whether there’s anything they could have done to prevent the same things from happening over and over. If so, it is in their power to help change these events, and realizing that will not only empower them but give them the motivation to keep going even through the challenges.

 

#3. Shift from unknown future to the previously conquered past. If there are people on your team doubting themselves in the endeavors they will need to undertake to do their part, a good way to reframe is to ask them if there’s something they achieved or overcame in the past that made them feel powerful. If they can overcome or achieve that, there’s no reason they can’t overcome or achieve this as well.

 

#4. Shift from past failures to future potential. There are bound to be members of your team who are nervous simply because they’ve never done a specific task or type of project before. In this case, if they have doubts about themselves, you can ask them to visualize how they would feel after successfully completing that exact task or project. This will build confidence.

 

#5. Shift from liability to positive asset. There are bound to be team members who feel that their “weaknesses” might get in the way of accomplishing what they would like to, for themselves as well as for the organization or team as a whole. If you find yourself dealing with a situation like this, reframe their “weakness” to be a strength. For example, if someone is worried about their performance because they’ve always been told that they’re too bossy, you might ask them to consider how and where their bossiness might be most beneficial to this particular change or problem. They may even surprise themselves with their answer ;).

 

No matter what, always keep in mind that change can be scary and every individual is different as far as how they handle things and work through their initial reactions. As a mindful leader, it’s important that you guide them, stay positive as much as possible, help them reframe as needed, and remain as patient as you possibly can.

 

What are some reframing techniques you’ve used in the past? How effective were they? Please leave a comment or drop us an email to share some of your stories!

 

 

For more information on the Mindfulness Movement and mindful leadership, please visit:

http://executivecoachinguniversity.com/mindfulness-movement

 

 

Need some help with your mindfulness practice?  The Mindful Moments can certainly help!

 

You can find it on Amazon.

 

 

  

 

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