Building capacity is a topic that is on everyone’s lips in local government. Whether it is capacity for a project, in a department, team, or one’s self. Everyone wants to know how to build more capacity because it seems like there is never enough.What is capacity? Capacity is the capability to perform, the amount that can be contained, or the maximum production possible. When I coach individuals or teams, and I hear “We don’t have the capacity to do that”, I get curious. Sometimes, it means they do not have the capability. If that is the case, we need to peel back those layers and understand what is interfering with performance. Is it training, money, knowledge, or people? Until we go below the surface, we cannot fully understand how to address the concern.If the capacity issue is one of time, it may be time to examine what you or your team is working on. Many times, we do work activities, because we think we have to or because we always have done them. When we get on autopilot with our daily work activities, we are not really looking at what we do with a critical eye. Some of the activities may no longer be needed.Another aspect to look at - is if you have the right people doing the right activities. I was recently certified in an assessment tool that looks at how we work, naturally. How we use our energy in certain aspects of our workday and what is the natural way we use our energy to complete work most efficiently and effectively. This was so enlightening for me and explained so much; why certain tasks were painful and took twice as long as those tasks that came naturally to me and were completed with joy and ease.Chances are we have members of our teams who are especially skilled at certain work tasks because they come naturally to them. Perhaps, with a bit of shuffling, we may be able to put the right people on the right tasks to complete those necessary tasks with joy and ease. Do you remember the old swap meet phrase, “one man’s junk is another man’s treasure?” This same idea may be applied to our team’s tasks. You may find after this awareness and shuffling, you really do have the capacity.As always, I love to hear from you. What would be necessary for you to have capacity?With Love and To Your Success,Maria
We have found ourselves in the Rage Age. Incivility is almost becoming the norm. In a recent retreat I facilitated for a Mayor and City Council, incivility was a big part of our conversation. They’ve noticed an increase of incivility in the community, especially after the last major election. It was their belief that the frustration with the federal government and the incivility demonstrated during the last divisive presidential election has trickled down to the local government level.We certainly do not need to look far to see the incivility demonstrated on “social” media. I know of many people who stopped using Facebook and Twitter during the campaign because the conversation went from civil discourse to rage, rude, and abusive dialogue…in other words, the conversations became uncivil.We also see this in our own communities. A very good friend of mine recently was the victim of road rage. When I discussed this incident with a local sheriff, he explained that he wasn’t surprised by this act of rage as it is becoming much more apparent in this time of uncertainty. Wow, living in uncertainty contributes to rage.This incivility is also showing up in our workplaces. 18% of the 867 hate incidents reported in the 10 days after the election occurred in workplace environments. However, incivility in the workplace is not new. A study conducted two years ago uncovered contributing factors to this phenomenon at work. More than half of the employees said they were overloaded at work, 40% claimed they did not have the time to be nice, and 25% reported that their rude behavior was because that is the way their bosses behaved.According to another study released in August of 2016, the experiencing rude behavior reduces employees’ self-control and leads them to behave in a similar manner, which only prolongs the cycle of incivility. This type of behavior is compounded in workplaces that are perceived to be political in nature where co-workers act out of self-interest rather than what is best for the organization or the community in which they serve.When people don’t feel respected, productivity, innovation, and loyalty suffer. People just stop communicating with each other. They stop sharing and seeking information. This can be the death of an organization.Another study showed that people lose the ability to concentrate after being treated rudely. Cognitive skills dropped 30% in experiments that the researchers conducted.In many cases, rude, uncivil behavior stems from a lack of self-awareness. People who behave rudely often don’t realize the impact they have on others around them. We need to get those people who are acting rudely to understand what is going on around them and how they can improve their behavior.Start now, to create more civil workplace cultures by:
- Getting support from senior leaders to change their cultures.
- Walk the talk, model the behavior you want to see.
- Coach your executive leadership team, department directors, managers, supervisors, and employees on how to be civil and respectful of each other.
- Hold people accountable, regardless of their title in the organization.This change won’t happen overnight, but moving in the right direction with commitment and awareness will help to change workplace cultures to civil, productive, and innovative organizations.
As always, I love to hear from you. What steps have you taken to help create a civil culture?With Love and To Your Success,Maria
Are our minds, hearts, and spirits truly present? So often, we are replaying in our head the argument we may have had with a spouse, the traffic on the way to work, or the e-mail we just read. How different would it be if we really showed up—mind, body, and spirit? How would our mindfulness, with these three steps, affect our communication, our connection and relationships…our leadership?We’ve learned and studied so much about good communication skills and body language that many of us have mastered the art of “listening” with our bodies. Bodies leaning in, head nodding, eyes fixed on the other person, yet all the while our minds are anywhere but in that conversation.Great leaders, who communicate and connect, fill their minds with the person in front of them. We feel this connection when others are fully engaged in what we’re saying. We see it in their eyes, we feel it energetically, we know we are connected and drawn to that person and the moment. Presence is mindfulness. Mindfulness is found in the present, and when you are present, you show up.Here are three steps to practice presence and soon enough, you’ll definitely be showing up!Not only is a mindful practice one that provides clarity, vision, connection, and beauty, but also being present in the moment creates peace of mind. Living in mindfulness is living in peace. This is especially relevant in our current culture plagued with chaos, competition, rage, and fear.When we find this connection with others through mindfulness, we gain a deeper understanding of each other and of ourselves. We understand ourselves better when we connect with others. It’s not unusual with this deep union of souls, to see ourselves in those people with whom we feel connected. In a mindful state, empathy, connection, compassion, and equality surface to our consciousness. We see and feel each other as the same, without division and without judgment—we feel love.As always, I love to hear from you. What practices do you do to show up? How would you like to show up differently and what will you do to accomplish stronger presence?With love,Maria
Abraham Maslow’s well-known and highly respected Hierarchy of Needs theory describes five level of needs. What does Maslow’s theory have to do with leadership?If we don’t understand peoples’ needs, we don’t understand people. Let’s look at the needs beginning with the basic needs:
- Physiological needs – basic needs of air, food, water, shelter, sex, and relief and/or avoidance of pain.
- Safety needs – after the basic needs are met, safety and security must be met.
- Belongingness or Social needs – after safety needs are met, we want to feel connections with people.
- Esteem needs – after social needs are met, we desire self-respect, status, and recognition for our accomplishments.
- Self-Actualization needs – the highest level of needs is the development of our full potential. To achieve this sense of fulfillment, we seek to understand and grow, to find meaning in our work and our lives.
Maslow’s Hierarchy of Needs is based on three assumptions:
- only unmet needs motivate,
- needs are hierarchical in nature, basic to complex, and
- lower level needs must be met before moving to a higher-order need.
We can see how the first two tiers, our basic and safety needs are met, just by having a job and a paycheck. The pay affords us the ability to meet our basic and safety-level needs.The third tier, belongingness and/or social needs, are the connections with others we crave. Often, after a certain period of time on the new job, we seek relationships with those with whom we work. Going to lunch, taking coffee breaks with each other, or perhaps a cocktail after work are all ways in which we fill these belongingness needs. It is not unusual for someone to say they "hate the job, but love the people they work with". This is an important sign for leaders to notice. As soon as those employees get their social needs met outside of work...they are gone!Our esteem needs are when we seek outside approval from others. We want to know we are valued and appreciated. Employees always remember leaders who are good at this. We often remember how we felt when someone said something to or about us, rather than the specific words uttered by the person. How we felt about those statements or actions, has a much longer duration and more deeply affects us than the actual words. I remember while growing up I often heard my mother repeating one of her favorite mantras, “Actions speak louder than words.” How true mom, how very true! This is often the place that we lose “good people” at work, because they don’t feel valued and honored.The highest level of needs Maslow presented was the need for self-actualization. This is where we seek, with a ferocious hunger to find meaning and purpose in what we do. OK, we may start a new job and begin the quest of the hierarchical pyramid all over again, but we will eventually be right back to this higher order of need. Meeting this need is the fulfillment of meaning. People leave organizations when they reach this need level because their work is not a conduit to their meaning-seeking behavior and need.As always, I love to hear from you. What level are you at currently? What is one immediate action you can take today, based on this knowledge?With love,Maria
Someone asked me, “How can you develop a thick-skin at work?” My initial response, “Develop a strong heart.”Growing up, I was often teased because of my over-bite. Called many names at school, I came home frequently collapsing into a pile of tears. My mother would tell me to ignore the bully’s hurtful comments and eventually they would stop. I did experience some truth in this, but what was even more impactful, were her words, “Maria, you are beautiful, they just don’t see it.” Of course, she was referring to my inner beauty. I knew my outer beauty would catch up once I got braces!Why is it that as adults we still feel the need to toughen up and not let other people’s words hurt us? Could it be that we forgot our inner beauty?If so, don’t worry. Reclaiming our inner beauty and strengthening our hearts is easy to do. Developing a strong heart begins with self-love.Practice these ten steps and in no time, you will not need a thick skin because you’ll have a strong heart:
- List your strengths. Next to each one, identify how you may leverage your strong points.
- Create an action plan for personal and professional growth.
- Reconnect with your intuition.
- Do something creative every day.
- Spend time in stillness each day.
- Get enough sleep. Six to eight hours are recommended for optimum health.
- Move your body every day. Some days it may only be walking to the mailbox.
- Eat foods that nourish your body in healthy ways.
- List at least five things each day for which you are grateful.
- Find ways to help others see their greatness.
I would love to hear from you. How do you strengthen your heart?With love,Maria
We must learn to honor ourselves with truth.By being honest with ourselves and not allowing others’ non-truths into our psyche, we acknowledge that we love and respect ourselves.By respecting ourselves, we don’t accept other’s false realities. Iyanla Vanzant recognized that, for most of us, it isn’t difficult to tell when someone isn’t being truthful with us; the challenge is how to call them on their non-truth. She suggested we reply, “While that may sound truthful to you, it doesn’t feel truthful to me.”What a great line! When we are truthful and transparent with ourselves, we remember our divine nature and we do not let anyone treat us with a lack of respect or dignity.I’d love to hear your experiences, tell me about a time where you had an expectation not met and you had to work in truth and transparency to solve the situation?With love,Maria
Let’s break open the lid on the belief that power must be kept tightly in order to be effective – BULL S#%T!Power, like abundance and love, multiplies when you give it away.That is why I cannot understand why leaders are so afraid to share power and empower others. Last week we discussed micromanagement, but I want to emphatically drive this point home:Power multiplies when you give it away – really!Boleman and Deal wrote in Leading with Soul, “When people have a sense of efficacy and an ability to influence their world, they usually seek to be more productive. They direct their energy and intelligence toward making a contribution rather than obstructing progress or destroying their enemies.” At the former Saturn automobile factories, employees were empowered to stop the assembly line any time they see something wrong. The employees held pride and ownership in their product and they became part of the quality control.Another benefit of shared power is reduction in conflict. We often suppress our feelings when we feel powerless. When this happens, our anger can only be contained for so long, then the conflict and anger comes spewing out, often times in a rage or sarcasm. Empowered people empower others. In a Love-Based Leadership organization, shared power equals shared ownership. You cannot have one without the other.How do YOU empower those around you?With love,Maria
Micromanagement is really just FEAR-Management.In the workplace, fear-based leadership is manifested in a number of ways. We see fear in leadership when employers do not trust the employees to do the jobs for which they were hired. Many managers are fearful of losing control, resulting in micromanagement. Micromanagement is a classic display of fear.I once had a student challenge me when we were discussing micromanagement in class. He thought the concept was exaggerated. I then shared with him an experience I had while working with a homebuilder:We were opening up a new community in a different state than our corporate headquarters. After we selected a mailbox and a holiday green color (the same color as the community logo), management asked that we paint the mailbox we selected using the exact same green paint and then ship it back to corporate headquarters for the company president to approve the mailbox and paint color!What are some micromanagement situations you have experienced?With love,Maria
Branding and image consulting are terms we’ve no doubt heard, typically in the context of marketing. Have you thought about your brand? No, I am not talking about the company for which you work—I am talking about YOU!What is your brand, your leadership image? Are you respected because you’ve earned it or are you feared because of your title? What is the first thing your people think about when your name comes up?Some of us may say that we don’t care about what others think about me. Really, is that really true?As leaders, our primary task is to motivate and influence others toward a vision and/or goal. If others are not buying our brand, then we don’t really have followers.How can we consciously create our leadership brand? Follow these 5 simple steps:
- Intentionally determine what you want your brand to represent.
- Reverse engineer the steps necessary to develop and create that brand image.
- Be accountable to doing the work – find an accountability partner or coach who will be honest about your progress and a resource when you are stuck.
- Be vulnerable and do spot checks with others to see if you are on the right track (in other words—ask!).
- Celebrate your successes along the way.
Please share your progress and aha’s! I love hearing from you.With love,Maria
For many of the leaders I work with, delegation is a real struggle. Leaders resist delegating because we are so accustomed to doing the work ourselves. Many times, fear will rear its ugly head, thinking that if we want the work done correctly, we must do it ourselves. And then there is the time issue of communicating and training others to complete the task for us.Ahhh, but the benefits of delegation far outweigh the negativity that surrounds this illusive skill. When we delegate, we have more time for our high-priority tasks and we actually get to experience the joy of completing our tasks! Delegation increases our productivity and is a much better use of our resources. Delegation gives us freedom.True, there are some tasks best kept to ourselves such as personal matters, confidential activities, crises, and activities that are specifically delegated to us. However, we can delegate paperwork, routine tasks, technical matters, tasks with developmental potential, and employee problems.Since we are not born with the delegation gene, we must learn this skill. It’s not as hard as you think! Just follow these four simple steps and you will be delegating before you know it:
- Explain the need for delegating, including the reasons why you selected that person to complete the task.
- Clearly set the objectives defining responsibility, level of authority, and deadlines.
- Develop a plan to achieve objectives, resources, and give the authority necessary to obtain those resources.
- Establish an accountability plan with checkpoints.
Which step is trickiest for you?Now go forth, delegate, and prosper!With love,Maria
Sometimes when I start working with new clients they are afraid that I am going to change them or that they have to change who they are to be better leaders. The reality is—to be the best leader you can be, you must be authentic.Authenticity is what attracts followers and speaks to people’s heads as well as their hearts.In coaching, we set goals for directions in which we want to move. We identify roadblocks or barriers that keep us from the movement we desire and create strategy to overcome those barriers.Oftentimes those strategies may include a course correction in the path we already started. We may uncover some limiting beliefs we have about others or ourselves that may be holding us back. When that happens, a beautiful event occurs – we get to choose if we want to keep those barriers or change our course.This is an important point to remember: we are not changing ourselves; we are changing our course of action.What limiting belief or roadblock do you recall that changed your course of action? I’d love to hear from you.With love,Maria
Do you remember the classic rock song by The Who, Who Are You? It is truly one of my favorites! Little did I know when I first heard this song in 1978 that I would ponder the importance of this question almost 40 years later.I recently returned from facilitating a leadership boot camp with Dr. Dorothy Bonvillain for the Sierra Vista Chamber of Commerce. We talked about the importance of leadership authenticity and vulnerability, which of course, begins with self-awareness and a ton of bravery.We tell the truth to ourselves when we acknowledge our own imperfections. As we move through our journey, “to deny imperfections is to deny our humanity and to become disconnected from our soul.”1Accepting our imperfections and taking the introspective, reflective journey, we travel to our core and find our authentic leader within.What do you suppose keeps us from our vulnerability and authenticity as leaders? As always, I love hearing what you have to say.With love,Maria
- Lee G. Bolman and Terrence E. Deal, Leading with Soul, p. 67.
I love the Buddhist saying, “When the student is ready, the teacher will appear.” In my many years of teaching formal courses at the university level, I am a student right along with the class I am teaching. When I teach, I learn. I have yet to teach a class where I have not learned something from my many teachers, also known as my students. We are ever changing in this world and the cycle of learning and teaching never changes, unless of course we find ourselves closed off from learning. In order to be a good teacher, we must first be a good student.As we teach, we must remember that we are not transmitting information—we are transforming lives. That may sound a bit dramatic, but that is exactly what good teaching does; it transforms. Transformation comes about through many different forms: motivation, persuasion, mobilization, influence, and of course miracles. When we teach, we are in essence saying, I care about you, you are important, and I want to help. Wow, who wouldn’t be motivated forward with that type of message? Motivation also comes from demonstrating belief in others. Teaching affords us an opportunity to build esteem and self-efficacy. Think of Maslow’s needs hierarchy; esteem and self-actualization are the top highest levels. Teaching and learning meet both of the high order needs for yourself and for those you teach.Through the process of teaching, we build trust when we facilitate teaching with a learner-centered approach. Remembering that we are not just transferring information, but transforming others, we teach according to the needs of others. I use the same approach when I do training, coaching, or motivational speaking. First, I discover the needs of the audience and tailor my work to meet those needs. Of course, I provide resources and information to support their transformation, but first I must find out where they are stuck and where they want to grow.Effective teachers in a classroom setting know this and adjust their lesson plans to accommodate emerging needs that come up during instruction. We call these moments, teachable moments, when we can seize the opportunity and use it as a springboard for learning. A Native American proverb illustrates this concept, Tell me and I’ll forget. Show me, and I may not remember. Involve me, and I’ll understand. Once we identify the needs of the people and address those needs, then learning occurs and the outcome is performance.Remember this acronym:
- Time – Take the time to invest in the development of others.
- Empathy – Have empathy for those you teach, respecting the place they are in at that moment.
- Awareness – Come into the teaching exchange with full awareness and presence.
- Care – Create a safe space for learning to occur that is filled with care and compassion.
- Help –Remember that when we serve others, we are truly love-based leaders.
How do you teach in your leadership roles? I love hearing from you.With love,Maria
Perceptions are the stories we tell ourselves regarding what we see and how we interpret the world around us. Les Brown, one of the great 21st century storytellers said, “How people live their lives is as a result of the stories that they believe about themselves,” What are your stories?Do they serve you as your aspire to reach your highest potential? Do your stories lift you up or do they bring you down? Do your stories represent who you really are, your true essence?Let’s look at a possible story: If you greeted someone in the morning at work and he or she did not return your greeting, what would you think? Are they mad at you? Do you wonder all morning what you may have said to tick them off? Do you toss and turn that night because you’re afraid that when you laughed too loudly at something they said two weeks ago that you thought was a joke, but it turned out it wasn’t?Or what if the answer is simply that they didn’t return your greeting because they didn’t hear you. Or perhaps, they were distracted replaying a discussion they had with their teenager the night before.What are the stories that you tell yourself? These skewed perceptions can sabotage our relationships with others and our relationship with our self. If your stories no longer resonate with who you are, it’s probably time to create a new story. Change your perception and you change your world.The uncomplicated beauty in this lesson is that by standing in awareness and looking at our beliefs and thoughts, we can simply make a choice to keep them or release them.When we release those beliefs and thoughts that no longer serve us, we take back our power from fear to love, from negativity to positivity, from ego to Spirit. We see and understand perceptions and stand in our power to change those beliefs to experience miraculous shifts in our reality, lives, and work.As always, I love to hear from you. What story do you tell? Does it serve you or drain you?
When we think about our circle of five, the one I brought up two weeks ago in my blog post, the people around us with whom we spend our time, we may find that we need to make some changes.If you find yourself surrounded by people who do not treat you well, it may be a reflection of how you treat yourself.Ouch! I know this is difficult for some of us to hear, but the truth is that our outward reality is a reflection of what is happening internally.The really great part of this reality is the awakening of awareness that comes when we fully understand this concept, because with the understanding comes the power of choice! We can choose to treat ourselves with more respect, honor, dignity, value, and love.When we stand in that power, bathed by authenticity and love, we begin to radiate that energy outward. Initially, those who have treated us poorly may rear-up and lay it on thick to get the same old response from you. However, when you stand firm in truth, authenticity, and love, those people will back down or leave your circle.This is what setting boundaries is all about – loving, honoring, respecting, and valuing yourself in truth and authenticity. By your behaviors, actions, and attitudes, you tell the world how loved and blessed you are.Then…an amazing phenomenon happens…you start attracting people to you that also love, honor, respect, and value you!As always, the choice is yours.With love,Maria
Because forgiveness is a state of being, action is required to move into that place or that state. Like so many other lessons, avoiding forgiveness is not static. Anger leads to judgment. (He is so mean, disrespectful, or vindictive when he did that to me. She is so arrogant that she didn’t even realize she hurt me.)Judgment leads to blame, and blame leads to resentment. Resentment is unresolved anger and resentment hurts us, manifesting in stress-related illness, anxiety, or depression. Resentment hardens our hearts paving a path of vengeance. We can lose ourselves in judgment, condemnation, and conflict, all the while wondering why we are not happy and content.Forgiveness is a choice. We take responsibility for our peace of mind and happiness when we choose to forgive. Many leaders think if we forgive, it is for the benefit of others. The primary advantage is that forgiveness benefits ourselves, and the primary function is removing ego separation bringing us back into our right mind with God. To make this choice, we experience a miracle.The process of experiencing the miracle of forgiveness is perception shifting. The change in attitude comes to us through grace. Cultivating a practice of forgiveness first begins with self-forgiveness. Dr. Robin Casarjian describes six steps to practice self-forgiveness in her book, Forgiveness:
- Acknowledge the truth.
- Take responsibility for what you have done.
- Learn from the experience by acknowledging the deeper feelings that motivated the behaviors and thoughts for which you now feel guilty and hold yourself in judgment.
- Open your heart to yourself and compassionately listen to the fears and calls for help and acknowledgment deep within.
- Heal emotional wounds by heeding the calls in healthy, loving, and responsible ways.
- Align with your Self and affirm your fundamental innocence.
By practicing self-forgiveness, always remember to be gentle with yourself, suspending judgment, allowing and receiving miracles in this holy space. The miracle and shift in perception and attitude gives us insight about others and ourselves.Practice self-forgiveness…why? The reason is just as the old L’Oréal commercial said, “Because I’m worth it!”With love,MariaP.S. This is an excerpt from my book, “Love-Based Leadership: Transform Your Life with Meaning and Abundance” to purchase or read another excerpt, click HERE.
The debate continues – should we separate leadership from management? We explore that question and look through a self-awareness lens at authenticity and vulnerability.In my experience, the words leadership and management are used interchangeably in the workplace. In the management and leadership classes I've taught over the years, we define those terms differently, while recognizing that leadership is a critical part of management. In this episode, we look to Forrest Gump’s mamma for some sage advice about this distinction.I recently facilitated a leadership boot camp where we discussed the importance of leadership authenticity and vulnerability – yes, in a boot camp! Of course, going to those vulnerable places begins with self-awareness and a ton of bravery.In this episode, I answer the question, “What do Forrest Gump, The Who, and leadership have in common?”I would love to hear from you. What do you suppose keeps us from our vulnerability and authenticity as leaders?With love,Maria
As leaders, we often buy into the perception (more likely than not, self-imposed perception) that we must know the answers, be strong, and just like the Energizer bunny, keep going, going, and going.
As leaders, the most important lesson we can model and teach others is that we are human.
As humans and leaders, we don’t always have the answers. This requires us to fess up and be honest. Big deal, we don’t have the answer. The difference between leaders and non-leaders is that we will find the answer…whatever it takes, we will find out.
This may require us to do some research or ask someone else, who may have the answer. We may also need to tap into our intuition for inner wisdom to solve the surface question. And, my favorite resource of all, ask Source, Spirit, or God, who is always available 24/7, always honest, and always right on target.
The perception that leaders are always strong is like saying it is always sunny. Just as nature has beautifully shown us, there are seasons to life. As living, breathing human beings, we too, have seasons. Our strength does not come by us always standing, our strength is our ability to get up again after we fall.
Sometimes, this requires us to ask for help.
Even the Beatles asked for help! Here are 5 strategies to remember when asking for help:
- Try out your ideas first, and then if you still cannot figure it out reach out and ask.
- When you ask, present your thinking so far, including some possible solutions or outcomes.
- Don’t be a martyr or bad mouth yourself when you do ask for help– it’s not very attractive.
- Ask a clarifying question. If someone asks you something and you don’t know the answer right away, simply ask them, “Well what do you think?”
- Remember that asking for help could be a great developmental opportunity for someone else to also grow.
The beautiful benefit of our asking is that the helper receives a gift too, by serving. This is a win-win exchange. It can’t get much better than that!
We cannot keep going, going, going. This is unrealistic and quite frankly, dangerous to our physical body, emotional health, and spiritual growth. We are not super-human, so we must stop pretending to be…it is killing us! We need to learn to ask for re-charge time and then take it! Your mind, body, and spirit will thank you.
I would love to hear from you. What is the most challenging thing for you to ask for help?
With love,Dr Maria
As a professor and teacher, I understand the importance of theory. Theory gives us the foundation on which to build. As a coach, I understand the importance of action. Just as wisdom is the combination of knowledge and experience, success is the combination of theory and action.I work with many clients on action plans, the roadmaps to our success. We can have all the best intentions and theoretical plans in the world, but without action, we really don’t have anything. My strategic planning workshops are very popular for this very reason. We do not just create gorgeous plans, we actually map out our action steps. Here are the 7 actions steps that will help you turn your plan into action:1. Write down your goals and remember to make them SMART goals. (Specific, Measurable, Aligned with your values, Realistic, Time-bound) It is important that when you are goal setting, you create SMART goals.2. List steps necessary to achieve each of your identified goals. You will need to do this for each goal as these steps are goal-specific.3. Identify past success or strengths you have. This is a good reminder that you can accomplish this goal. The successes do not need to be related to your goal – only a reminder that you can do anything you commit to.4. List the people and resources you have available to support you. These are primarily your professional resources.5. Name any hazards, weaknesses, or blocks that could cause you to stumble. While I don’t like to spend a lot of time in the “what if” zone, it is important that we consider possible hazards before they may actually happen so we are not caught off-guard and throw in the towel.6. Identify the strengths, support, and resources available to you if you were to stumble and identify why you would turn to them. These resources may very well be personal ones that we could have a good cry with.7. Record the reasons and benefits that cause you to want to achieve your goals. This step is extremely important because this is your “why”. This is the step that connects our head with our heart. And we know that combination is unstoppable.Review your goals each day and spend time in the morning and the evening visualizing yourself already achieving that goal. Can see it? How do you feel? What changed for you in your life? When you sit with this image, the realization of your goal becomes stronger and more powerful.I would love to hear from you. What is the goal you are most proud of achieving? I can’t wait to celebrate with you!With love,Dr. Maria
Jim Rohn, the great businessman and motivational leader stated, “You are the average of the five people you spend the most time with.” What does this say about us?When we think about this statement, we may immediately go to the literal, physical people in our circle. This concept is realized when we start taking on new patterns in our speech, behaviors, and mannerisms. Have you ever noticed someone in your circle saying a new expression or demonstrating a different laugh? You realize very quickly exactly where they picked that up when you meet their friend or colleague and you hear the same inflection, term, or laugh.We are the average of the five people we spend the most time with.What makes up our time with these five people in our circle? Do we spend the day criticizing and gossiping? Are we sharing ideas; are we planting seeds of fear and destruction? Are we raising others up, nurturing minds, bodies, and spirits? Do we spend time with our five learning, growing, expanding? The choice, as always, is yours.I love being alive at this time in history. I can spend time with many of the great thought leaders—dead or alive by connecting with these people through technology. I can pop in a CD, DVD, or plug into my iPad and watch or listen to a lecture, presentation, or audio book and hearthese mentors and teachers anytime I want! I can CHOOSE my circle of five and never leave my home or office…so can you. We are the average of the five people we spend the MOST time with.When we think about our circle, the people around us with whom we spend our time, we may find that we need to make some changes.If you find yourself surrounded by people who do not treat you well, it may be a reflection of how you treat yourself. Ouch! I know this is difficult for some of us to hear, but the truth is that our outward reality is a reflection of what is happening internally.The really great part of this reality is the awakening of awareness that comes when we fully understand this concept, because with the understanding comes the power of choice! We can choose to treat ourselves with more respect, honor, dignity, value, and love.When we stand in that power, bathed by authenticity and love, we begin to radiate that energy outward. Initially, those who have treated us poorly may rear-up and lay it on thick to get the same old response from us.However, when we stand firm in truth, authenticity, and love, those people will back down or leave our circle. his is what setting boundaries is all about – loving, honoring, respecting, and valuing ourselves in truth and authenticity. By our behaviors, actions, and attitudes, we tell the world how loved and blessed we are. Then…an amazing phenomenon happens…we start attracting people to us that also love,honor, respect, and value us!As always, the choice is yours.I would love to hear from you. What qualities do you look for in your circle of five?Maria