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Normally you’re self-motivated, that’s one of the reasons you’ve been so successful. What I’m hearing from many coaching clients is that the unrelenting sameness of the situation and the ever-changing playing field are leading them to feelings they’ve rarely experienced – lacking the BIG spark they usually have with which they ignite others. Feeling demotivated, weary or lacking your usual drive might be new for you.

To want or need to motivate yourself is not selfish. It’s akin to dawning your oxygen mask in a plane before assisting anyone else in putting their mask on (remember when we used to go on planes?). You can’t give what you don’t have. And in some ways, that’s why people are feeling fatigued – they’ve given more to others than they’ve muster in themselves.

Motivating yourself is part of EI or Emotional intelligence. It’s about managing your own emotions in an appropriate way for the situation. It’s also about navigating interpersonal relationships in the best interests of all the people involved and the organisational needs.

What is Resilience?

Firstly, this might be more about resilience than motivation. Resilience is the ability to handle adversity and bounce back after hardship. The problem now is that this hardship has been extreme, broad reaching and prolonged. So, there might be things to do with resilience that also will aid your motivation.

These might seem basic and many people struggle with these healthy practices. Try and be intentional to have these in your life now.

Look after your physical health.

• Get a minimum of 7 hours of good-quality sleep a night. That means turning off screens and devices about 1 hour before bedtime (to clear the blue light from your system). Sleep experts advise not to have devices in your bedroom.

• Eat a healthy diet. Drink 1.5-2L of water per day. Minimize or eliminate caffeine especially in the afternoon. Eat lots of varied foods, especially vegetables, pulses and fruits and less processed food. I suggest less sugar, alcohol and simple carbs as they have little nutrition and might trigger repetitive indulgences.

• Exercise. Move especially when working from home. Get both cardio and strength exercise regularly.

• Be in nature. There are physical and mental benefits of being outside, fresh air at a minimum and hopefully, among trees, grass, flowers if possible.

Have a support system and collaborate – personally and professionally.

• I’m working with a colleague and friend on group leadership development programmes and this has led to better ideas, creativity, more enjoyment, new business and companionship through a solitary time.

• I have a group of close friends, three of whom I meet with monthly on video. Last night we supported one friend on a dilemma she was having; we listened, asked questions, reflected back what we heard and sensed, shared the impact on us individually, asked what she needed, said we were here. These are ways of sharing burdens, feeling connected, being supported and being able to support another.

• I have an accountability partner that I work with to declare my actions around things I’m procrastinating on and she does the same with me. Sometimes those things are the same and sometimes different. That shared space helps.

• Get mental health support as appropriate. There is no shame is getting professional support as you would a personal trainer at the gym for your fitness or a dentist for your oral care.

By following the basics you’ll have a better chance of being resilient and motivated.

How to Motivate Yourself at Work

These ideas can be implemented immediately, there’s no prework or extra equipment needed to start on these.

Use the Pomodoro technique. It’s a time management technique of using a timer, often set for 25 minutes, to work and then a short break. Even just start with working 5 minutes on something important (not scanning emails). Commit to do only 5 minutes on a task and often you’ll end up working on it longer.

Get up and move around. Movement creates motion, take a short break and walk around to shake off the cobwebs. If you can go outside into fresh air for that short walk, do it. Stand up straight, head held high, open your chest with slow large in breaths. Movement changes your body physiology and your psychology.

Focus on feelings, not trying to persevere through will power alone. We are usually more productive when we are feeling positive feelings. What are some of the wins you’ve had lately that you can celebrate (no matter how tiny they are)? Focus on the contribution you’ve made, the progress that’s already got you to where you are (even if it’s just that you’ve now identified there is a problem). Fuel these feelings of accomplishment to move forward.

Why do you do what you do? Reflect on what value you add and what benefit you bring to others with the work that needs doing. What are the personal and professional reasons that you do your job? What difference do you make in someone’s life (customer, employee, family, etc)?

Reward yourself for making small steps. Research tells us that rewards are responsible for 75% of why we do things (punishment for the other 25%). That reward could be a coffee, a walk, a break, a huge congrats from a friend for your efforts. A Time article even suggested giving a friend $100 and if you complete what you said you would on time you got the money back!

Finish each day with a list of 2-3 priority things for the next day. This allows you to hit the ground running the next morning. By knowing the next step of a project or task you can get tucked in immediately, not have to retrace your steps to figure out what to do next.

Advanced Ways to Motivate Yourself

These ideas are more advanced because they take a bit more time and reflection to put into practice.

What’s the need behind the demotivation? Behind every “negative” emotion there is a need because it’s the unfulfilled need that is causing the “negative” feeling. When you’re frustrated because a colleague has missed a deadline, the need is probably for people to do what they say when they said they do it. Is the demotivation stemming from tired, afraid, overwhelmed, confused, angry? Address the underlying need.

Have a vision. Building on the idea above about why you do what you do; have a vision of success for yourself and your work. What’s your purpose at work? In life? Knowing the bigger reasons will help you get things done when you encounter smaller obstacles. My guess is that the covid-vaccine scientists were totally motivated to help people live and get back to a more normal life.

Get Positive. Research shows that being happy increases productivity and contributes to greater success. To nurture positivity, you have to notice it, create it if necessary and feel it. Everyday write down at least 3 things about yourself, your work and your life that are positive. Ruminate in those positive feelings. Feel them. At first you might have to really think hard about what those things are. Over time the daily practice will have you notice those positive events the moment they happen.

Surround yourself with people that inspire you and help you raise your game. We know that we become like the people with whom we hang out, that’s why parents are often concerned who their kids have as friends. If you work with people that are committed, motivated and inspiring you can tap into their energy.

Get a partner. Find someone with a similar blockage and support each other to move towards success. I’m doing this now around new business development. I have 2 vacancies in my coaching practice, as does a colleague so we’re supporting each other weekly to fill these. Just as you are more liking to go for a run if you are meeting a friend on the street corner than if you were on your own, partner with someone for the tasks you struggle to complete.

In addition to all the above ideas of how to improve your motivation, the other thing is to be kind to yourself. As is said, this is an unprecedented time and it continues. Motivation, productivity, and mood will ebb and flow in this situation. Be kind, patient and compassionate to yourself and others. Compassion is proven to get your further than harshly driving yourself based on research by Kristin Neff.

Book a COMPLIMENTARY coaching session with me here for support in motivating yourself and others to inspire and lead in the way you want? What would make you more effective?

Photo by Tirachard Kumtanom from Pexels

This week sees the start of the Christian time of Lent. Of note, this isn’t a religious post. It’s a post about being more effective as a leader and/or person.

What is Lent?

Lent is the 6 weeks leading up to Easter. Lent is observed in many ways depending on someone’s personal beliefs/convictions. Some people give up a luxury/treat item like alcohol, chocolate, meat etc. More traditional observers might follow stricter fasting of giving up meat, fish, eggs and fats. That’s why Shrove Tuesday, the day before Lent starts, is celebrated with as Pancake Tuesday – pancakes use up eggs and fats you might have before abstaining.

What to Give Up?

For those who don’t follow the Christian observances, Lent still offers an opportunity of how to be effective, for you to give something up that would help you be more effective.

To get feedback on your performance, one question I suggest in my book, Soft Skills HARD RESULTS, is: What should I stop doing? Often, we get in our own way. This question will invite people to tell you things you are doing that don’t serve you well. As an aside, it’s partnered with two other questions to round out the feedback you get:

What should I start doing?
What should I stop doing?
What should I continue doing?

To declutter your home, I’m giving up an “item” a day for the 40 days of Lent. Each day I will find something in my home that can be thrown out, donated to charity, re-gifted to someone who would love that item. It’s easy to do – when you open a drawer or closet each day just identify something that can go. For me decluttering makes me feel lighter and more spacious. Not sure I’ll go into my wardrobe this time though, as there are many pieces I haven’t worn in almost a year with the various lockdowns.

To clear your head, what are the repetitive thoughts you have that disempower you? Identify the reoccurring thoughts you have about yourself. We all have internal scripts that run underneath the surface that we don’t even realize how often we talk to ourselves. Notice what you say to yourself when something happens, especially things that are disappointing or frustrating. For example, I don’t have time. I’m stressed. I have too much to do. I screwed that up. I’m not good enough. Notice what your self-critical thoughts are and then reframe them. For instance “I don’t have time” becomes “I choose how I spend my time.”

To change a bad habit don’t stop it, change it. It’s hard to stop a bad habit so can be easier to change the habit rather than trying to abolish it. Instead of giving up drinking, substitute a sparkling water in a crystal glass with a slice of lime instead of alcohol. If you bite or pick your nails, chew on a toothpick instead.

The Challenge

What could you give up that would improve your effectiveness as a person or leader?

Don’t jump over that question – answer it. This is your chance to let go of something that’s holding you back. This will improve your leadership and potentially your daily life. Sometimes it’s even easier to let something go then to start something entirely new.

The 40 days of Lent gives you the chance to reboot your initiative each day for 40 days. Even if you “fail” one day, you have the next day to try again. Be kind to yourself depending of what you are giving up.

Book a COMPLIMENTARY coaching session with me here to help you identify what you could give up that’s holding you back. What would make you more effective?

 

Photo by Sydney Troxell from Pexels

There’s a common opinion that business is just about the facts, being rational and that it’s not personal. And we’ve all seen the following at work whether in others or ourselves:

• Disappointment about a project or promotion not coming to fruition,
• Stress about an impending deadline,
• Frustration about someone ‘s delay in getting you information you need,
• Excitement about a project about to launch, and
• Tears/crying.

So, emotions are present at work!

Emotional Intelligence at Work

Success at work requires intelligence – both intellectual and emotional. As people advance in their organizations, their role and success are more about how they motivate, inspire and collaborate with other people and less about “doing the work.” For example, a CFO’s success is not how well they complete a spreadsheet, it’s rather how well they lead their teams, influence other stakeholders and co-pilot with the other leaders.

Emotions as Data

Emotions are data. Just as sales, staff turnover, and market research are all data. The data needs to be analysed to become information that you can then action. Say your company is below the sales target this month. You analyse the data to determine what’s causing the low sales number until you identify the root cause, so you can find the appropriate solution and act on it.

And emotions are the same. They tell you something. The emotions we think of as “positive” are emotions we feel when our needs are being met. The emotions we think of as “negative” are emotions we feel when our needs are not being met. Same for other people. When someone is engaged and attentive, a need of theirs is being met (they are intellectually stimulated, hopeful about an idea, or being valued for example). When someone is frustrated, a need of there is not being met (they are not getting the answer they want, or fast enough for example).

Emotions at Work

According to research¹ by Cynthia D. Fisher at the School of Business, Bond University the most common negative emotions experienced in the workplace are:

•  Frustration/irritation
•  Worry/nervousness
•  Anger/aggravation
•  Dislike (of someone)
•  Disappointment/unhappiness

It’s these “negative” emotions that are perceived as more problematic at work so that will be the focus of this article, how to manage those emotions.

Managing Your Emotions

Managing your emotions at work is critical for your success as it allows you to have the impact you want to have.

1. Notice and name the emotion you are feeling. State (internally or externally) “I feel …” This allows you to accept the emotion rather than avoid it. Avoiding the emotion will have it linger longer. Try to notice your emotions as early as possible, before you are blind- sided by them.

2. Allow yourself to feel the emotion in your body. Again, this is counter-intuitive, and it will diffuse the emotion, for example you’ll feel a shirt and a sense of calm will arrive.

3. Ask what the need is behind the emotion. Ask what is the message in this emotion? Once you’ve identified the need you can then find a productive solution to satisfy the need. Often it can be as simple as asking for what you need (from yourself or another) with the emotional language removed as you don’t feel it anymore.

4. Discover your triggers. We are often ‘triggered’ by other people. When we’re triggered it’s rarely that person that is bothering us, it’s usually something about them that reminds you of a previous experience. Notice the people or their characteristics that bother you. Write them down.

5. Express your emotions in an appropriate way. Saying you are angry or upset by someone in a calm voice is okay, yelling or belittling someone is not okay. Focus on your feelings rather than assuming their intentions.

More ideas can be found here.

How to Manage Others

I believe a big part of a leader’s role is to help people feel good at work, have “positive” emotions about their work, their contribution and the organization. Here are some ways of dealing with “negative” emotions before building positive ones.

1. Notice people’s emotions. In school we are taught language and numerical literacy, start to learn emotional literacy so you can notice emotions and ‘name’ them (even if just to yourself initially). Here’s a link to a previous blog on Myths about Emotions. Being able to name something helps to start to understand it. Saying to someone “you seem frustrated” can make people feel seen and saying it in that way says you don’t know or assume, you sense.

2. Ask people how they feel then go deeper to find the unmet need. Don’t accept fine, great, ok – those aren’t emotions. Asking and really listening to understand means people don’t lose time or energy ‘stewing’. Ask them what they need to find out what’s behind the emotion. Once you (and they) know the need behind it, both of you can determine how to satisfy that if appropriate. Do this in private for psychological safety.

3. Acknowledge someone’s emotion. You can’t change their emotions; you aren’t responsible for making the emotion go away. Just as was recommended to you above in managing your own emotions, allow them to feel their emotions so it can dissipate, and they can move on faster rather than let it fester. Get comfortable with the discomfort, you’ll build loyalty and help them move forward faster. Ignoring it doesn’t make it go away.

4. Encourage and support your staff to build up their emotional resilience. Provide programmes promoting physical and psychological wellbeing if possible. Encourage healthy eating, sleep, exercise, proper breaks during the workday, connecting with friends and family, going out in nature and talking about thoughts and feelings.

5. Give space. If things are heated or someone is consumed by their emotion, suggest a break or pause. Allow them to compose themselves or have them go out for a walk. Come back to the discussion when they are able. Talk to them about possible positive intentions of those involved and focus on solutions not judgements and accusations.

In summary, emotions are nothing to fear. In fact, you want to encourage emotions in a respectful way so that people don’t waste time worrying or being angry or frustrated. Freeing people of their “negative” emotions allows them to focus their emotional energy on more productivity. When dealing with the negative emotions you can then ask what’s needed for them to feel inspired, engaged and loyal?

Book a COMPLIMENTARY coaching session with me here for support in how to handle or manage emotions at work? What would make you more effective?

¹ “Emotions at Work: What Do People Feel and How Should we Measure it?” by Cynthia D. Fisher. School of Business Discussion Paper; No. 63, February 1997. © Copyright Cynthia D. Fisher and the School of Business, Bond University.

Photo by Christina Morillo from Pexels

 

We all have biases. They aren’t all bad. I hold a bias that those in the medical profession are caring, intelligent and giving. It’s usually the biases with negative consequences that need our attention.

There are many types of cognitive bias. A bias is a way of thinking about the world or interpreting things going on around us which are patterns or systemic to us as individuals. Our experience of the world is subjective; we experience things in our own way. And we behave from our own perspectives hence why knowing a potential bias is helpful to determine if it’s has negative consequences and therefore needs to be reviewed.

Attribution Error

What is the Fundamental Attribution Error that creates bias? It is the idea that we attribute someone else’s behaviour to their character or personality, whereas we attribute our actions to external factors outside of our control. We hold other people fully accountable for all their behaviours, whereas we give ourselves the benefit of the doubt. We judge others personally for things, deciding that they were internally motivated to do what they did.

Here’s a real-world example: A client missed a session this morning which I was a few minutes late for anyway. If I attributed his no-show to poor planning and laziness and mine to the fact I was receiving a delivery, I’d be guilty of the fundamental attribution error. His character was to blame for his no-show whereas I justified my lateness because of the delivery (out of my control). (FYI, I didn’t blame him as he’s always punctual, so I knew something unusual, out of his control was going on, which it was).

Same with kids. Have you ever chastised your ‘lazy child’ for not doing their chores while you make an excuse for yourself for not getting your work done that day?

Especially Relevant When Giving Negative Feedback

This concept of attribution error came up recently at London Business School when I was delivering a (virtual) session on how to give feedback. When you are giving feedback please ensure you aren’t falling into the attribution error trap. Look at the behaviour the person is displaying and stay neutral about the intention or reasons for it (until you know).

Behaviours and the negative impacts of others are often attributed to character or personality under this error. They are mistaken for intentions often leading to you being emotionally judgmental (overtly or just in your mind) which then masks any understanding and empathy you might bring to the situation.

When you make an attribution about someone’s behaviour to their personality or character, those attributions tend to stick. They stick because of confirmation bias – we search for and interpret data that confirms our beliefs. That’s why it’s hard to shake a first impression of someone or something.

Other Implications

The Fundamental Attribution Error can impact any interaction you have. It can influence who you select to work on a project or get a promotion. It has been found to be the cause of everything from misunderstandings, hurt feelings to firings.

Unconscious Bias – 6 Steps to Address It

A bias is only unconscious if you don’t know you have it. Therefore, the first step in any development area is to start to become aware of it.

1. Notice what thoughts you have when others do something ‘wrong’ or act in a way that has a negative result versus your own actions. How often are you falling into the attribution error? What are the patterns you might have around blaming/judging/assuming? A specific person or situation?

2. Give people the benefit of the doubt until you learn more. If you notice you’re going to attribute someone’s mistake, error or bad behaviour to their character, brainstorm other possible attributions you could make to uncontrollable factors. This can help you break the cycle of attributing erroneously. What situational factors might be happening? These situational factors might be impacting more people than this one person, so could lead you to improve things overall.

3. Practice gratitude. When you notice your annoyed or frustrated with someone (even yourself), make a list of 3-5 positive characteristics or skills that they (you) have.

4. Get curious about what’s behind someone’s behaviour rather than assuming. As the image that accompanies this article suggests, get clear on what is real and what might be a figment of your imagination. You could ask them “what was behind that behaviour?” to learn more. Practice empathy – understanding what it’s like to be in their shoes and how they feel.

5. When giving feedback focus on the behaviour, not the intention or character. I recommend the COIN model which is “when you did/said this…” the impact was “this, this and this.” See here for detailed explanation. Ensure you see and understand a pattern of behaviour before making big decisions. If there are patterns of repetitive negative behaviours for someone, have a conversation with them to understand what’s behind it before making any big decisions about their work and role.

6. Look at your own actions for self-development. Look at your own patterns of behaviours with negative implications and examine if you need to do some development work. Are there themes in what you judge others for that might be applicable to you?

Awareness and understanding are the keys here to better interactions and hence results. You can’t really eliminate all biases and you can be aware and mitigate them to have the impact you want to have. This is especially important for the emotionally-charged times in which we are working and living. Our beliefs and biases about working from home, governments, mask-wearing, covid, racial unrest and more can cause division, blame and unhelpful responses if we don’t recognize and give consideration to others’ perspectives.

Book a COMPLIMENTARY coaching session with me here for support in further developing your leadership. What would make you more effective and fulfilled at work and/or life?

PHOTO BY ANNE TAYLOR

I don’t do new year resolutions. They often don’t work according to research. They are often punitive (lose weight, exercise more, less alcohol, stop smoking).

This year I’m doing 21-4-21 with a focus on FUN (yes, even during a pandemic). Those who have followed my writing for years might recognize this as I’ve done 49-4-49 and 50-4-50 previously. 49-4-49 was forty-nine fun things between my 49th and 50th birthday. 50-4-50 was fifty acts of kindness to others the 12 months following my 50th birthday.

What’s Next

Christmas, New Year’s and the holidays are now behind us. This year has started out a little turbulent shall I say. We’re half way through the first month. Time is ticking. What’s next for you?

You can set your own direction. You can go with whatever comes along. You could do both or nothing.

Make Lemonade Out of Lemons

So, what are my 21 things you ask? I don’t have a full list yet, that’s part of the fun of this project. My list has to reflect the fact that, for me, this year has started in another lockdown and I want to jump into this project now and not wait for lessening of restrictions.

What I have on my list so far are:

• Assemble a colourful puzzle. I’ve chosen a 1000-piece impuzzlble – it’s not a picture or scene, it’s repeatable pattern of 5 colours making it somewhat hard to figure out which of the 200 yellow pieces fit together. Scientific research proves doing puzzles lifts one’s spirit.

• Knit a snood. My cousin sent me a kit to do just that! A snood is a loose-fitting collar to keep your neck warm. Research from Harvard Medical School’s Mind and Body Institute proved that knitting induces the relaxation response, lowers the heart rate, and high blood pressure drops. Further research shows it induces relaxation and reduces stress and anxiety as well.

• Play in a virtual escape room. I like trying to solve the puzzles with friends that gets you out of an escape room. Apparently, they are offered virtually now so I’ll be finding one to try with some friends.

• Cook 21 new recipes. I have 3 on my list for this weekend from Ottolenghi’s new cookbook, Flavour.

• Participate in a pub quiz. This could be online or in person when permitted. Love me a pub quiz.

• Play Yahtzee with a games group.

• Kayak on the Thames when possible (and frankly when warmer and drier in the UK).

• Climb at Go-Ape, a tree-top climbing course. I have a gift certificate from my birthday last year to still enjoy.

• Do karaoke. This scares my silly and I want to give it a go.

• Find some dance-event like when I did the silent disco a few years ago with my friend from Germany.

• Visit the winter lights at Kew Gardens at the end of this year. Need to book this now was it’s a very popular event and had to close early this winter due to lockdown.

• Walk Hadrian’s Wall. It’s a former defensive fortification of the Roman province of Britannia, begun in AD 122, located in the north of England. It’s 90 miles long, which I’m doing remotely right now, walking that distance over the next 35 days, with the hope to do it in situ later in the year when travel is allowed.

The added benefit of this project is that I’m feeling excited doing the research and planning for the activities themselves. Any ideas you have for me to add to my list would be greatly appreciated, especially for fun things to do early in the year when restrictions will be in place. And if you want to join me for a fun event this year, please reach out and suggest something.

2021 will pass (if you’re lucky; the alternative is not pleasant) like every other year. What would make it fun, satisfying, enjoyable, connecting, exciting, joyful, loving, fulfilling, gratifying for YOU?

Book a COMPLIMENTARY coaching session with me here for support in setting a direction for yourself this year. What would make you more effective and fulfilled at work and/or life?

Photo by Vincent Gerbouin from Pexels

With 2020 behind us, thankfully, and the lengthening of daylight each day, my positivity says things can only get better. Now is the time to think and dream about 2021. What would you like to intentionally create for yourself this year? By thinking about what you want to create in your life this year and how you want to BE as you do those things, it just might be the hope you need to get through these darker months.

Now there are people out there that say they don’t want to plan; they want to accept what comes along spontaneously. If they plan they think they’ll take the fun out of life or miss what comes along. Why not have both? Think what you want in your life and be open to the serendipity that comes along.

Just like a company has a vision and strategic plan, or at least successful companies, you as an individual would do well to have a vision and strategic plan for your life. This isn’t about making New Year’s resolutions, those don’t work. This is simply about thinking about what you want and being intentional about having more of that in your life.

 

Lessons Learned

In last month’s article I suggested reflecting on 2020 which you can reread here. The self-reflection was to capture the successes, achievements and celebrations and release the failures, disappointments and regrets. From those reflections of the past year, what are the lessons you’ve learned?

What matters to you?

What do you want more of in your life? Less of?

If you could have a do-over of something within your control this past year, what would you do differently?

Think baby steps, what are some qualities you’d want more in your daily life (humour, fun, depth, lightness, purpose, consciousness)?

 

Create Your Future

With everything you’ve learned from 2020 now create a captivating vision for 2021. Think about the following questions. As you think about 2021 also think about how you want to feel. What would excite you about the year? It’s not just what you want to achieve, it’s also about how you want to feel.

What do you want in the year ahead? Think of all aspects of your life – family, work, personal, financial, health, fun, spiritual, relationships, etc.

What are you tolerating that you’d like to change in the next year?

What would you add more regularly to your life for more enjoyment, fun or fulfilment?

What is something you’d do this year if you didn’t care what people thought of it/you?

If this year was a chapter in the book of your life, what would this next chapter be called/what would its title be?

Things I’ve been thinking of for this year are: more joy, laughter, singing, delivering a new leadership program with a colleague, gratitude and lightness.

 

Capturing Your Vision – Vision Board or Something Else?

Now that you’ve thought of the various aspects you’d like in 2021, you have an idea of the overall them (from your chapter title) and some qualities or characteristics you’d like to experience more it’s time to pull them all together.

There are a few options for how to do this however, first why do this? Because we know that by engaging the creative part of your brain there’s more chance of following through than just relying on willpower. Images and visuals

1. Make a vision board – this is the most popular suggestion although this doesn’t appeal to everyone. Find images (from the internet, canva, pintrest, magazines) of the things you’ve just identified and put them together (on a poster, on-line). It’s essentially a collage, so you have a visual reminder of your aspirations for the year.

2. Write a list – so you can refer to it periodically through the year to plan your intentions into your schedule.

3. Pick some music that represents your theme and qualities – play it often.

4. Draw yourself a picture – this is what I’ve been doing for the last couple of years. I draw images and words for the coming year and at the end a central image usually emerges that I then photograph as my phone wallpaper.

There’s no right or wrong way to capture your visioning, do what appeals to you most or create your own idea and let me know what that is. Once captured plan

2021 will pass (if you’re lucky; the alternative is not pleasant) like every other year. To have an idea of how you want it to be better or different than 2020 requires visioning and then action. Take the time to dream, it doesn’t have to be long or all at one time. Then live the vision through reminders, action and inspiration. And enjoy whatever else comes along the way!

Book a COMPLIMENTARY coaching session with me here for some guided visioning time – and some practical tips for how to achieve that vision. What would make you more effective and fulfilled at work and personally?