The current pandemic has led many people to wonder about changing careers; an not surprisingly so. Here are a few simple principles to consider when deciding on career reinvention, that can guide aspiring career-changers through the process during these hard times.
How to work from home – with breaks from the screen, exercises for the eyes and body, and tips for reducing the need for excessive online meetings.
Since COVID-19 arrived, record numbers of staff are working remotely have been inundated with web conferences, online meetings, and webinars using various online conferencing software such as Zoom, Google Meets, Google Hangouts, Facetime, Skype, Teams and many more. These excellent tools have helped us to keep in touch and adapt our ability to continue to keep large and small businesses and educational institutions operational to varying degrees during lockdown and quarantine.
For some the ability to work from home has been pure bliss and a dream come true for others it has been an absolute nightmare. Whichever end of the spectrum you are on, like it or loath it, the reality is that for the foreseeable future [at least] remote working is the current reality aka the new normal.
So how have you dealt with and managed with your remote working circumstance?
Have you established a routine for yourself and faced your remote working circumstances as if you were still going to the office OR have you taken a more relaxed approach?
Do you get up and get dressed and face your day the same as you would if you were going into an office or do you wonder around in your pj’s or other comfortable attire and only adorn a respectable business appropriate blouse or shirt when you know you have another online meeting to attend?
Have you created a dedicated workspace in your home or has your bed become your new office?
Have you started feeling less and less inclined to actively participate in online meetings or do you show up mindfully and purposefully because after all you still have deliverables and deadlines?
Have you begun to resent the alert that indicates you have yet another team meeting to attend and WHY can’t they just send you an email?
Do you show up for your team meetings prepared to engage with your colleagues because even though you are working remotely you recognise the need to interact and stay connected to your team?
Have you found yourself glossing over emails and not purposefully engaging with the content and making mindful decisions based on those emails?
Is your energy levels and body language and facial expressions evident that you have lost the ability to engage and are operating on autopilot?
We know that too many online meetings and too many hours in front of the screen can be detrimental to our mental and physical health.
While we can not escape the seemingly endless list of online meetings and lectures, we can try to achieve a little bit of balance in our day-to-day work-life.
This article will cover:
- The symptoms of screen fatigue
- Exercises for the eyes and body
- Why online meetings are tiring and how to reduce them
The symptoms of screen fatigue
So much information is transmitted digitally, and when the brunt of your job is information processing on a screen, fatigue can certainly set in.
Screen fatigue is a medical diagnosis called asthenopia. Asthenopia occurs as a result of staring at a computer, tablet, or phone for extended periods of time. Screen fatigue has multiple symptoms including headaches, pain around the eyes, dry eye, blurry vision, tired or watery eyes, tiredness, difficulty keeping your eyes open or focused on the meeting, sensitivity to light, and even vertigo. Asthenopia has also been called digital eye strain or computer vision syndrome (CVS) and can be exacerbated by reading digital texts for extended periods, working in dim light, or excessive exposure to the kind of blue light emitted by screens. Some people even report an intense feeling of apathy and anxiety after excessive online meetings.
Like all medical conditions there are ways to minimize the effects and manage your health if you are beginning to feel the effects of CVS.
Here are a few that might just help you:
Glasses. Screen fatigue glasses are available so check with your optician or retail outlet if you think you could benefit from a pair.
Take a Break. If you were in the office you would get up and go to the bathroom or printer or have a quick chat to a colleague, perhaps even take a smoke or coffee break, go out for a quick lunch-time errand. So what is stopping you from doing the same while working from home? While you may not be able to walk over to chat to a colleague you can still get up and do something else for few minutes; grab a cup of coffee, maybe put on a load of laundry, perhaps a couple of quick laps of walking around the garden or up and down the driveway, maybe even do some gardening if that is your thing.
Reduce Glare. If you sit in a workspace that has constant glare from windows or lights, you may consider rearranging your workspace. If you can reduce external glare from the screen, your eyes will not have to readjust as often, while you are working. Antiglare screens are also available for this purpose.
Adjust Display. The brightness level of your computer screen can also factor into the fatigue your eyes experience. Go to the settings and find the brightness level. You can adjust it to a lower brightness, which will reduce the harsh light streaming from the screen.
Stay Hydrated. Proper water intake helps reduce eye strain, itchiness and irritation. Sometimes when we perform work that isn’t physically strenuous we easily forget the importance of drinking water. Get in the habit of keeping a bottle at your desk and refilling it as soon as it’s empty.
Exercise. Just to be clear, we want you to keep your job. We also want you to stay healthy and able to engage in this new environment, so take time each day to do some sort of physical activity for at least 30 minutes. Your physical and mental health is your priority.
Limit your screen time. Use the built-in features on your phone to report, monitor, and limit your screen time. Apple IOS and Android phones track which apps you use most frequently and how long you are on your screen. With those details, you can make changes to limit exposure and work more efficiently. Perhaps you are spending too long commenting and scrolling through LinkedIn, Twitter, and Instagram, which can result in more on-screen hours than desired. If your phone does not have these features, there are plenty of apps that do. These apps are typically based on the Pomodoro technique and allows you to work in 20-minute intervals while blocking all websites, pop-ups, alerts, and messages across multiple browsers and prevents certain apps from working. You can focus on one task at a time so you can finish that to-do list and have plenty of time to incorporate off-screen activities into your day.
Practice the 20-20-20 rule.Try looking at something 20 feet away every 20 minutes for 20 seconds. Excessive time in front of a screen that is close to your face can cause screen fatigue. If you alternate looking at something up close and far away, you can help combat it (Marcin, 2017). Looking out the window or going for a quick walk can help.
Why online meetings are tiring
Meetings are important to connect with teams, share knowledge, and build rapport. During these unprecedented times though, meetings are also a way to keep connected with our colleagues, as we learn to navigate our way into a new and often very different world of work. We have all at some point in our work-life wished to just be able to work from home and avoid those horrid morning commutes through endless traffic and school runs which were just endless. If we remember why we wanted to that when we could not have it a t that time; now might be a good opportunity to revisit those wishes and call to mind those reasons which seemed so far from reality at the time. What did working from home look like to you? What did you think it would be like? What was so appealing about working from home for you and has your opinion changed at all?
There is a lot of talk lately about cognitive load and for good reason. We are in the midst of a pandemic and as managers and leaders must be aware of the trauma employees continue to experience. Anxiety is high and many people have or are experiencing post-traumatic stress disorder in the past few months. Others struggle with the chaos of children and spouses at home. People have more on their mind and plate than ever before, and many are at their tipping point. Requiring staff to be online with cameras turned on multiple times a day is insensitive to the situation at hand. According to Sander & Bauman (2020), online meetings increase our cognitive load. We need to work harder to process non-verbal communication when working on-line and to try to concentrate, simultaneously hoping there are no home distractions (i.e. barking dogs, noisy lawnmowers, honking horns, screaming kids). At times our online virtual backgrounds fail, revealing a cluttered room on the screen.
There is no doubt that online meetings are here to stay. However, we can control the negative effects by reducing meeting frequency and what times they are scheduled.
Creating a shared, detailed agenda ahead of time using a Google doc can cut down on meeting length. Participants can comment or edit beforehand to make the meeting smoother and more efficient. Additionally, using a messaging platform can help reduce the need for meetings by allowing for team communication in real-time. Lastly, a quick touch-base phone call is often the best means to communicate. A call also reduces the stress of having to get dressed up, clear your calendar, and declutter your surroundings. The added benefit of being able to go for a walk and get away from the screen can make phone calls an appealing option. Zoom, Teams and other online meeting platforms are great tools. But just because we have all these bells and whistles doesn’t mean we need to use them.
Trust your team, check in when needed, but do not require a cognitively burdened employee to be in back-to-back meetings all day.
There has been a lot of discussion around the impact technology and AI will have for the future of work. Many companies and countries have already adopted and adapted many of their offerings and services to be automated and or offered by some form of AI. South Africa launched its own journey into the Fourth Industrial evolution with the president committing to the country being an early adopter of this new way of being.
Then Covid-19 swept the globe, and the message about our future has become even clearer: what started as a few weeks of working from home has evolved into a catalyst for change regarding how we work and live.
Millions of people have transitioned to working from home globally and many South Africans have found they too have needed to join the fray. In addition, South Africans, like many others around the world, have also begun to stream online content for 8 hours or more each day.
It is safe to say that the traditional definition of office life has been put to rest, and now we are all left to wonder, what will replace it? Many employers have begun to ask whether it is necessary to return to the a pre-Covid world of Work and if not, what does this mean?
However, before we follow that rabbit hole into the future, let’s get some context around the past that is so abruptly changing. Office spaces as we know them have really only existed since the 1930’s, with the birth of the cubicle occurring in the 1980’s. This style of work is not a long standing phenomenon, and even before Covid-19, it was already on its way out of style. Employees were pushing for their freedom, with 80% of US workers reporting they would turn down a job if it didn’t offer flexible working arrangements. This requirement for job flexibility was a huge factor and had a huge impact on decision making especially when families were getting started. Employee demand pushed remote working opportunities to grow 44% since 2015.
So in essence Covid-19 has really only expedited what was already on the horizon anyway.
As a career expert and coach, I have found myself questioning how permanent these changes are? How will this affect employees in the workplace, especially those, whose careers have already taken a battering lately due to economic downturns.
One thing is certain though remote work is here to stay. This transition has already been set in motion with big tech companies like Facebook taking initiatives now by telling staff to work remotely for the remainder of the year, and in some instances, permanently. Google has begun to rotate employees on site for a few days each week while ensuring facilities remain at only 10% occupancy. Twitter has taken a somewhat different approach, where virtually all employees will work from home, permanently.
We have also seen our universities transition to blended learning approaches [some more quickly than others], with only a fraction of the student body and staff on campus at any given time. The rest are all on some form of rotation. Our schools have been forced to reinvent the way they teach while simultaneously attempting to salvage an academic year, and observe social distancing protocols. Rotation scenarios again being implemented across the vast majority of schools, colleges and universities. We have also seen parents getting progressively more involved in the children’s education rather than leaving this vital aspect of their childs’ development to the education sector exclusively.
Our very notion of work is changing – and not just from a geospatial perspective. Workplaces are being reconfigured. Various industries have overhauled their spacing policies to observe social distancing protocols. The trend of less space per person has reversed into more space per person, allowing fewer people per building. We have seen online facilities been utilised with progressive proficiency, even for those who were once overwhelmed and intimidated by the prospect.
While remote work offers a slew of improvements for the workplace, a 25% reduction in employee turnover and 77% of employees reporting increased productivity, to name a few, it also brings unique changes and demands that companies may not be fully aware of, yet.
Between 2005 and 2019, the number of people working remotely across the world grew by a staggering 173 percent.
Working from home is no longer reserved for certain industries and professions – it is becoming the number one workplace benefit people are looking for in a job. A recent survey by executive recruiter Jack Hammer revealed that remote working and flexitime are increasingly being implemented by South African companies as a means of enhancing employee engagement, wellness and productivity.
While there are signs pointing to a big spike in remote working over the next two years, South Africa still lags about four or five years behind the global working-from-home curve? WHY??
South Africa is a country that embraces ubuntu. We like being together. The attributes that make South African culture unique – our laughter, our humanity, our solidarity – may help in part to explain why we have been slower to embrace remote working than our global counterparts.
At the individual level, differences in personality types mean some people are simply better suited to remote working than others. Self-initiation and self-motivation are crucial traits, as are the means and ability to build systems that can support individuals to work effectively from home.
At an organisational level, the challenges are linked with leadership and teams. People feel disconnected from their teams and believe they do not perform as well when they are not physically in the same space. Executives report difficulty in leading effectively when teams and individuals are not physically present. These are two conundrums we are going to have to figure out, because good leadership and agile teams are important aspects of future-ready organisations.
Many South Africans started working from home in March and now almost seven months down the line many continue to work from home. According to the study, more than nine out of 10 (94%) decision-makers responded that they regarded it as essential to allow parents more time with their children. Cisco South Africa country manager, Garsen Naidu, says they were fascinated to learn that working from home did not negatively impact productivity. “We were fascinated to learn that working from home did not significantly impact the output. Employees are still as productive as they were in the office, partly as a result of not spending time getting to the office and settling in. It suggests that an employee’s mental energy remains finite, within the context of traditional roles and tools,”
South African businesses are more willing to embrace remote working. Those that remain reluctant may find themselves pushed that way by necessity.
Additionally, with another 18 months to two years of continued rolling blackouts ahead of us, this may be the very thing that pushes South African businesses to take the leap and catch up with the rest of the world regarding remote working. Meanwhile, reliable internet connectivity plays a vital role as it has implications on stress levels of employees.
“Connectivity emerges as an important factor for success in remote working…, and illustrates that remote working only functions successfully with remote connectivity. Connectivity is the key to the digital office.” The digitalisation of the home office must take into account the personal circumstances of the employee,” says Arthur Goldstuck, managing director of World Wide Worx. Terry Bell says he believes that a large number of companies will adopt the practice of remote working after the lockdown because the benefits of working from home for employers are significant. He adds that with fewer cars on the road would mean reduced road fatalities and less pollution. “I certainly do see that working from home is going to become much more common. It’s a lot cheaper for employers because they don’t have to provide office space. From a worker’s point of view, they end up working as individuals, they will then end up being negotiated with as individuals.”
It’s extremely advantageous for employers, and productivity does not fall.
For a young country like South Africa these are important considerations. We have a growing population and we are one of the most rapidly urbanising places on the planet. When we reflect on a horizontal city like Johannesburg, with its sprawling footprint, or Cape Town with its gridlocked roads, and it is easy to see how asking people to travel further is just not realistic; working from home just makes sense.
Remote working should be standard practice post Covid-19. The lack of office space will necessitate it, social distancing will demand it and investments in advanced digital technologies, infrastructure and collaboration tools will facilitate it.
COVID-19, of course, is not the first attack on our jobs. The fourth industrial has already changed the job landscape. As it is, humans and machines are increasingly working together, bolstering efficiency and productivity. The workforce is becoming increasingly more structured by project rather than job function, allowing tasks to be created and dismantled flexibly.
Many companies may opt for a reduction in workdays. Others will rethink their ratio of permanent employees to gig workers. Expect to see leaders pivoting towards business models that create new digital and online forms of value. Until now, the concept of unlocking the digital dividend has been largely elusive.
Career limiting habits (CLHs) are, repeated behaviours that keep us from greater success or enjoyment in our careers. These apply really to all aspects of our life. Research has shown that most of us are aware of our career limiting habits but have not made much progress in addressing them.
What are self limiting Behaviours in the context of our careers
This behaviour is when you hear that little voice start talking to you out of doing great things.
Self-limiting beliefs in your career includes thinking
you are too inexperienced for a job, or a promotion opportunity
believing you shouldn’t take a risk because you’ll fail,
thinking it is too late to change careers or find the job/career of your dreams
thinking or believing you don’t need more money because you are comfortable.
Self-Limiting Behaviours & Beliefs That Hinder Your Career Success
- Seeking perfection. There is no perfection in life. The highest we can aim for is excellence.
- Pleasing everyone. This is humanly impossible. While you can certainly please some people some of the time, you cannot please everyone all of the time.
- Controlling people and things. This is not a fun nor a healthy way of living.
If you want success to find you attractive and be associated with you. You need to avoid doing these 7 things.
- Procrastination – an automatic, negative, problem habit of needlessly postponing and delaying a timely and relevant activity until another day or time. This is often a result of being afraid of failing at the tasks that they need to complete. or even start.
There are four main types of avoidance archetypes, or procrastinators: the performer, the self-deprecator, the over-booker, and the novelty seeker. Figuring out which group you’re in can help you break out of your procrastination patterns
- Fear of Failure – when we allow fear to stop us doing the things that can move us forward to achieve our goals.
This fear often stems from childhood, perfectionism, ego and over-personalization, and a lack of confidence. At the root of failure and the fear of failure is shame, which is a very unpleasant emotion associated with feeling like one is a bad person, or has a flawed or defective self. It also brings up fears of what others will think of us post-failure.
- Ignorance – can appear in three different types: factual ignorance (absence of knowledge of some fact), object ignorance (unacquaintance with some object), and technical ignorance (absence of knowledge of how to do something). Ignorance can kill you! Lack of knowledge, stupidity and deception of yourself and others are all life denying and can destroy happiness and meaning in your life.
- Lack of Purpose –We need to have a purpose in our lives. Purpose gives us direction, it motivates us, it gives reason for our existence. It also helps make decisions, both minor and major. Discovering one’s “purpose” in life essentially boils down to finding those one or two things that are bigger than yourself, and bigger than those around you. It’s not about some great achievement, but merely finding a way to spend your limited amount of time well.
- Lack of Courage – You need courage to begin something. … Courage is the secret sauce that allows you to act despite your fears. Courage gives you the ability to put aside your fear of failure and take the first steps. Courage helps you overcome the fear of rejection and engage your stakeholders.
- Fault Finding – to criticize someone or something, often after deliberately looking for mistakes. When we find fault with others, we tell ourselves that there is not much work to be done regarding our own shortcomings.
Faultfinders are almost always tell others, in one form or another, what he or she should be doing. When you make demands on other people, you send the message that you not only disagree with them, but that they have violated some standard. That is misleading.
Lack of Self-belief – An inability to believe in o ne-self due to Low self-esteem characterized by a lack of confidence and feeling badly about oneself. People with low self-esteem often feel unlovable, awkward, or incompetent.
If you need help removing any of your self Limiting Beliefs that are keeping you from the Success you know you can have then why not Book some time in my Calendar and lets chat and find our How I can help you Remove these limiting beliefs for good.
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Perfectionism is not a quest for the best. It is a pursuit of the worst in ourselves, the part that tells us that nothing we do will ever be good enough. – Julia Cameron
Perfectionism… “To be, or not to be?” That is, the ultimate question! There are certainly arguments for and against it. Those who support perfectionism may tell you that it is a measure of attention to detail and thoroughness when getting tasks done. It’s all about achieving those higher standards that give them the edge in a competitive environment.
This view implies that perfectionism is a form of excellence where you strive to perform at the highest possible level.
Is it really about striving for excellence?
You will discover, that perfectionism is certainly not all it is cracked up to be. In fact, it can be as debilitating as it can be helpful; and when it is mismanaged it can potentially sabotage all your good intentions. Why? Because [as I discovered] perfectionism is something that is built upon fear, inflexible rules, and unreasonable standards that have absolutely no basis in reality.
Before breaking down these details, let us look at what perfectionism actually means.
To be a perfectionist means being overly concerned with personal achievement. Everything needs to be done perfectly or otherwise you simply can not move forward. This often stems from the notion of all-or-nothing thinking, where things are either perfect or things are just not good enough.
When we step into this all-or-nothing space our life stagnates and we are unable to move forward as we need to because we have created in our mind a set of unreasonable and often lofty expectations.
Perfectionists persistently pressure themselves to reach these unachievable objectives, often to their own personal detriment, without ever realizing that perfectionism is in constant flux. It is based purely on interpretation. The reality is that what is perfect for one person is far from perfect for another person. Additionally, what is perfect today will often be far from perfect tomorrow. The more we learn about something, the more we realize how much we actually don’t know.
Therefore the question becomes does perfectionism actually exist? I have come to realise that it does not. It is a misnomer that we fool ourselves into believing more often than we may care to acknowledge. 🙂
You might be thinking that perfectionism is all about going out there and doing your best in every situation. This is a valid argument – Doing our very best and trying to live up to the highest of standards can certainly be of tremendous value, however, there is a healthy and an unhealthy way to go about this.
Those who do their very best and strive for excellence do so from a place of empowerment. These people have a high level of self-worth, self-esteem, and self-confidence in their own ability to get things done at the highest of levels. This behaviour is healthy because these people come from a place of yearning for growth and development. It is this behaviour that helps them perform at the highest level.
The flip side of this coin however, is the unhealthy form of perfectionism. People who succumb to this do so from a place of fear that often translates into procrastination. They engage in the act of perfectionism as a means of avoiding something they fear, and as a result, they succumb to bouts of anxiety or/ and procrastination.
This often manifests in inflexible thinking, self-criticism, performance anxiety, and guilt. The underlying factor here is, these people have very low levels of self-esteem. They just don’t believe they are good enough and therefore operate from a sense of failure, which impairs their personal growth, productivity, and performance.
In an attempt to make up for all these shortcomings, they set the highest possible standards for themselves thinking that striving for perfection will help ease their fears. This strategy almost never works because the underlying problem still exists.
A lack of self-esteem means that you are constantly comparing Yourself and your performance to others. From the outside this can seem competitive, but this competitive spirit often comes from a place of weakness and vulnerability. There is a consistent need for reassurance and as a result, they are quite vulnerable to criticism and rejection.
They become so engrossed in the act of doing things perfectly that “making progress” and “forward thinking” take a back-seat to the idea that “things are just not good enough”. As a result they don’t take any meaningful action towards the attainment of their goals and objectives, and they remain stuck. Unable to move forward and unable to break free, they engross themselves even further into a world of unrealistic expectations and unreasonable standards that can never be met. All this is a direct result of their inability to handle fear.
The Evolution of Perfectionism
Now that we understand how perfectionism manifests in our lives, let us take a look at how it evolves over a lifetime. There are numerous influential forces that can make a person prone to falling victim to bouts of perfectionism. For starters, there is our temperament we are born which becomes less of a factor as we age and undergo social conditioning.
Growing up you might have received unusually high levels of praise from your parents, guardians and/or peers. As a result, you now have very high expectations of yourself and rather inflexible beliefs in certain areas of your life, which can manifest in perfectionistic behaviour. On the flip-side, there might have been an absence of praise while you were growing up in which case you would gravitate towards perfectionistic types of behaviour in an attempt to make-up for your perceived shortcomings. This is a way of proving to other people that you are deserving of higher praise.
Being overly punished for making mistakes while growing up can also trigger perfectionistic behaviour. As a result of these mistakes, you feel you are just not good enough, smart enough, strong enough, etc. Today, you strive to avoid experiencing this pain by doing things perfectly to avoid punishment/pain that you still believe will result.
Being overly dependent upon receiving rewards from other people can also lead to perfectionistic behaviour. While growing up you might have consistently been rewarded for completing certain tasks and activities to a set of standards that your parents or others set for you. As a result, you have been conditioned to receive rewards when completing a task to the highest possible level. You now, indulge in perfectionism in order to keep receiving those rewards. Those rewards have probably changed quite significantly since you were a child, however, the expectation of getting something in return, even if it is just praise, is enough to keep your perfectionistic indulgence alive.
The Maintenance of Perfectionism
We can relate to these examples at some level however, what these examples do not explain is WHY, throughout our adult lives, we continue to indulge in perfectionism.
The underlying reasons why perfectionism might still be prevalent in your adult life, has to do with these three core factors: fears, unhelpful thoughts, and rules which work together to satisfy your hunger for perfectionism.
Your inability to deal with fear. Fear of failure, fear of rejection, fear of making mistakes and even the fear of success can all lead you down the path towards perfectionism.
You indulge in perfectionism because fear breeds uncertainty and when things are uncertain this creates doubt. When there is doubt you procrastinate, instead of avoiding the task altogether, as most procrastinators tend to do, you try to trick yourself into believing that you are actually making progress. You do this by completely absorbing yourself into an easy part of the task that you feel comfortable with. You convince yourself that you cannot move onto the next part of the task unless this first part is done perfectly. This is, of course, a ploy you use to distract yourself from the fact that you just can not bear dealing with the fear that is waiting for you.
For example, let’s say that you have a presentation to do which you have been putting off for weeks. You convince yourself that you are not ready and spend all your time preparing for the presentation; making sure that everything is perfect. Of course, this is a ploy you use to avoid the FEAR you experience when you think about actually delivering this presentation. You are afraid of stepping out of your comfort zone and therefore indulge in perfectionism to help ease the tension and uneasiness you feel.
Your unhelpful thoughts that lead you astray. Your fears actually stem from these unhelpful thoughts you indulge in. These thoughts hinder how you view the events and circumstances of your life. As a result, you tend to make inaccurate assumptions about how things are and about how they could end up being, if you follow-through with a specific kind of action.
You might, assume that if you make a mistake while giving the presentation that people will judge you. This, of course, triggers the fear of failure or criticism. You now believe you need to do everything in your power to try and avoid this. This means that you will continue to plan and prepare your presentation in order to delay the inevitable moment for as long as possible.
These are only two examples of the types of unhealthy thought patterns that could be letting you down. There are of course others but you get the point.
Your inflexible rules. These rules are of course interlinked with your unhelpful thoughts and fears. In fact, there is very little separation as all these components work together to lead you down the path towards perfectionism.
When it comes down to the reluctance you feel about giving your presentation, your rules could be :
I can’t move forward unless I am able to find the right graphics for this presentation.
I must conduct thorough research for the topic in order to impress my boss.
I should spend more time on preparing myself in order to avoid making mistakes.
All of these rules that you have created for yourself keep you within a perfectionist cycle. It is a “cycle” because even if you find the right graphics for this presentation, there will be yet another excuse that will keep you stuck.
The Formation of Unreasonable Standards
The above three factors come together to form your personal standards and the expectations you bring to every situation. Your personal standards are guidelines you use to measure your success. These guiding principles of behaviour help direct what you focus on and how you end up focusing on things.
These affect the choices and decisions you make when it comes to indulging in perfectionistic behaviour. Take into consideration the personal standards you have set for yourself in an area of your life where you tend to indulge in perfectionism and ask yourself:
Are my personal standards in this situation
What problems tend to result from indulging in these high standards?
How does this affect
- the situation?
- my life?
Answering these questions will hopefully begin to break down the walls that form the belief systems you have supporting this kind of behaviour.
Was this useful? Leave a comment and let me know how you have dealt with Perfectionism. Stay tuned for the next article which will cover How to Beat Perfectionism.
But I do nothing upon myself, and yet I am my own executioner. – John Donne
Are You Caught Up in a Repeating Cycle of Self-Sabotage?
Have you ever wanted something so badly… for so long… trying so damn hard… but time and again you ended up failing miserably?
Have you ever set goals and objectives that you just didn’t or couldn’t reach?
Have you ever wondered why you keep repeating the same patterns of behavior over and over again and keep getting precisely the same pitiful results?
All of us at one point or another go through these repeated cycles and phases. In fact, many of us go through our standard self-sabotage cycles like clockwork each day. As a result, we rarely live up to our full potential in any area of our lives.
What is more, is that we continuously regret the things we did not do then wonder why we keep getting stuck indulging in these limiting patterns of behaviour.
Given all this, you might be wondering whether there is an answer for getting unstuck? Is there an actual solution for avoiding these repetitive and limiting patterns of behavior?
And the answer to these questions is a resounding YES. There is a solution, but first, we must come to understand what self-sabotage is all about.
What Exactly is Self-Sabotage?
Self-sabotage is any behavior, thought, emotion or action that holds you back from getting what you consciously want. It is the conflict that exists between conscious desires and unconscious wants that manifest in self-limiting patterns of behavior.
Self-sabotage prevents you from reaching your goals and plays the part of a safety mechanism that protects you against disappointment.
The Real Reason Why You Indulge in Self-Sabotage
Moreover, we suffer from self-sabotage patterns because we have great difficulty managing our daily emotional experiences. We tend to react to events, circumstances, and people in ways that hinder our progress and prevent us from reaching our goals and objectives.
Self-sabotage is also used as an effective method for coping with stressful situations or high expectations.
For example we sabotage ourselves when we are unable to reach the high bars of expectation that have been set for us. We feel incapable of reaching these expectations and thereby indulge in self-sabotaging behaviour as a means of coping with the situation.
No matter what our reasoning for self-sabotage, it is quite clear that if we do not do something about it, we will continue to live a life full of regrets and unfulfilled expectations.
The Manifestation of Self-Sabotage in Our Lives
Self-sabotage can come in many forms and often manifests in our lives in various ways.
Here is a list of typical methods we tend to use to sabotage our own success.
- We succumb to the fear of failure.
- We hold ourselves back from taking risks.
- We do not take proactive action because we fear to make mistakes.
- We choose not to listen to instructions carefully.
- We don’t take the time to plan ahead.
- We are incapable of saying no to others.
- We don’t take the time to consider the consequences of our actions.
- We don’t take the time to think carefully before making decisions.
- We don’t make an effort to think critically or practically about our circumstances.
- We are too set in our ways and don’t take the time to think flexibly about our problems.
- We have too much pride to admit to our mistakes and errors.
- We worry incessantly and needlessly without looking at our situation objectively.
- We set unrealistic expectations for ourselves and for others.
- We allow our critical voice to take charge and thereby persistently judge ourselves and others.
- We continuously indulge in comparison thinking where we measure our value based on what others are doing.
- We are always complaining about people, life, circumstances or about perceived bad luck.
- We knowingly indulge in the habit of procrastination and perfectionism.
- We blindly accept other people’s advice without question.
- We struggle with limiting beliefs, debilitating emotions, and poor attitudes.
- We persistently indulge in unhelpful thoughts that sabotage our mind.
- We regularly focus on what’s not working or on wishful daydreams.
When it comes to our limiting thoughts, we must pay close attention to the excuses we tend to make that prevent us from moving forward. Here are some examples:
This won’t work…
I can’t do this…
I’m too busy right now…
I’m just not ready yet…
I’m just not good enough…
Here are 19 more excuses you’re making that might very well be keeping you stuck.
Each of the patterns listed above has its own set of consequences that manifest in a variety of ways in our lives. Some are very obvious, while others might be a little more difficult to identify.
The key for us here is to list down and pinpoint the thoughts, feelings, and actions that lead us down the path of self-sabotage.
Only then, through conscious self-awareness can we begin to put a stop to these patterns of behavior.
4-Steps for Eliminating Your Self-Sabotage Patterns
There is a simple yet very effective method we can use to eliminate self-sabotage patterns from our lives.
The process involves 4 steps. These 4 steps can help you take conscious control of the behaviours that are currently influencing your choices, decisions, and actions.
These steps include:
- Identifying Your Self-Sabotaging Behavior
- Recreating Your Self-Sabotage Patterns
- Identifying a Healthy Replacement Behavior
- Practicing the New Behavior Until a Habit is Formed
Let’s have a look at how each of these work
Step 1: Identify the Self-Sabotage Behavior
Your first objective is to Identify the Self-Sabotaging Behavior that is preventing you from moving forward.
To do this, we must become consciously aware of our daily choices, decisions, actions, and the resulting consequences. Use the list in the previous section to identify the various types of self-sabotaging behaviours you tend to indulge in.
Once your behaviours have been identified, it’s necessary to pinpoint specific triggers that may be causing these behaviours to manifest in your life. These triggers could include people, objects, specific times, events, locations, etc. Ask yourself:
What specifically triggers this behavior?
How exactly does this behavior manifest in my life?
Next, we must ask ourselves whether it’s possible to avoid these triggers altogether.
Simply removing these triggers from our lives we will be better prepared to take conscious control of our thoughts, feelings, and actions.
However, there is another factor that we must take into consideration. This factor is the limiting beliefs we have associated with each particular self-sabotaging pattern.
The key is to identify these limiting beliefs, then work on converting them into positive empowering beliefs.
One of the simplest ways to do this is to question the validity of your belief. Take just two minutes and ask yourself:
What is it that I believe in this situation?
What is it that I believe about myself and my own abilities?
How did my belief about this, trigger my self-sabotage pattern?
How is this belief ridiculous and/or impractical?
What would others say about this belief?
What is another more helpful perspective I could take of this situation?
These questions are a good starting point. Use these to help you weaken the beliefs that govern your self-sabotaging behavior.
Step 2: Recreate Your Self-Sabotage Pattern
Having worked through the previous step, you should now be able to consciously recreate the self-sabotage patterns by outlining all the triggers and the associated behaviours that manifest as a result of these triggers.
It’s important that you are very clear about how this behaviour manifests in your life before moving onto the next step.
How exactly does this self-sabotaging behaviour tend to manifest in my life?
What typically triggers this behaviour and how?
What patterns am I seeing that could help me to better understand this behaviour at a deeper level?
Once you have a good understanding of the patterns surrounding this behavior, you can move on to the next step.
Step 3: Identify a Healthy Replacement Behaviour
To eliminate an old pattern of behaviour, we must first replace it with a new pattern that is more practical and helpful.
This is fundamental…why … because at times it is difficult to avoid certain triggers such as people, objects or circumstances that cause us to react in unresourceful ways.
We must take time to develop a more resourceful and appropriate way of responding.
How could I respond in a more appropriate, resourceful, and practical way that would help me get what I want in this situation?
How and why is this a better way to respond in this situation?
What are some reasons for making this change?
What are the long-term benefits of changing how I respond in this situation?
What are the key advantages of this new behavior?
Remember that change will not happen if there is a lack of motivation behind that change.
If you cannot find reliable enough reasons to make a change, then you simply won’t have the necessary desire or drive to follow through with the change.
Step 4: Practice the New Behavior Until a Habit is Formed
Once you have identified your new behavior, you must now take the time to practice implementing it as often as possible until a new habit is established.
To do this, begin by going through your response (your healthy replacement behavior) to the situation in your imagination. See every detail in large pictures with lots of colour or music or anything else that is fun for you. Feel the positive energy churning through your body as you continue to enlarge the details of your new habit. Do this a few times daily and each time add more colour, more fun to your picture in your head and very soon you will overcome the old self-sabotaging pattern.
Now that your imagination has been activated, you are ready to put yourself in real-world situations that will naturally trigger your old patterns of behaviour. This time though, you are primed with a new response mechanism that you will continue to practice over the next four weeks until a new empowering habit is formed.
10 Practical Ideas for Eliminating Self-Sabotage
To eliminate our self-sabotage patterns, we must make a concerted effort to stay conscious and aware of our behaviours and actions at all times.
At the same time, it’s helpful to put into action a variety of strategies and tactics that can help to eradicate these behaviours once and for all.
Here are 10 suggestions for you to experiment with.
Consistently Learn from Mistakes
Take time at the end of the day to reflect on how you responded to events and circumstances. Learn from these mistakes and experiences by writing down how you will respond differently tomorrow and in the future.
The more you reflect and learn, the better prepared you will be to face these scenarios in the future.
Think Bigger and Bolder
Sometimes we get so caught up in our own destructive patterns of behavior that we lose sight of what’s most important. When we have a narrow focus, we fail to see the bigger picture.
Given this, it can, therefore, be helpful to take the time to think bigger and bolder. This can help you to expand your understanding and perspective of the situation.
Ask Better Questions
Questions are the keys to the locks that hold our problems in place.
Asking better and more effective questions, we naturally gain a different perspective on our situation. This can help us to become more consciously aware of the self-sabotage patterns that are ruling our lives.
What have I learned from this experience?
What would I do differently given another opportunity?
What could the potential benefits be?
How will changing my response allow me to get what I want faster?
The questions you ask will help expand your choices and options moving forward. Giving yourself more choices and options you will be in a better position to work through your self-sabotaging behaviours in optimal ways.
Treat the Process of Change as an Experiment
Just like we did not master the process of walking in one day, changing old habits will also not happen in one day. However, it does happen over time.
When you took your first steps, you must have stumbled more than once. However, you got back up and continued to struggle until you eventually mastered the mechanics of walking. It was one of your little life experiments that I imagine you succeeded at over time. 🙂
The process of change is precisely the same. Treat it as an experiment that will take some time and effort.
You will probably not be victorious after the first or even second attempt. However, over time you will get better at it as long as you persist. Eventually you will win the war over your self-sabotage patterns.
Seek Advice from Other People
It’s important to always ask for help .Seek advice from people who have had practical experience dealing with what you are currently struggling with. Trust me, you are not the only one who is /or has gone through this. They know from personal experience the struggles you are likely to face along the way. They will, therefore, be more than happy to give you practical advice and suggestions that have helped them; to try. You never know if one of those pearls of wisdom will allow you to move beyond your self-sabotage patterns.
Make Sure to Plan in Advance
We often struggle through life when we do not know what to expect, or have little to-no-idea how circumstances will unfold.
However, when we begin to lay down solid plans for how we will respond to situations, people, and circumstances, we begin taking control of our lives.
While laying out these plans; take a moment to consider possible challenges and obstacles that you might face along the way. Acknowledge that obstacles may exist, then consider how you will respond if or when these occur. Even if you don’t deal with these effectively at the time, you will at the very least learn from your experience. This will allow you to adjust your approach the next time around.
Focus on Exploring Solutions
Sometimes we get so caught up in our own inadequacies and limitations that all we see are problems and setbacks. This particular way of looking at life only leads to further challenges.
Instead, take time to consider possible solutions to the problems you are dealing with. This begins by asking more effective questions that focus your brain on finding answers, insights, and ideas, not problems.
Adjust Your Expectations
Our expectations can sometimes lift us up to new heights, or they can demoralize us emotionally. This is why it is so important to always keep our expectations in-check. Managing expectations ensure that we are not aiming too high too quickly and allow us to avoid disappointment.
Set your expectations high, however, give yourself permission to be flexible to make changes should your circumstances, conditions, and resources change.
Remind yourself that you didn’t master the process of walking in one day. You instead mastered it over time. The same is true when it comes to mastering your own behaviour patterns.
Take Intelligent Risks
You need to take risks, you need to take a chance on yourself, and you need to snap out of old unresourceful limiting patterns of behaviour that no longer serve you.
The best time to start making changes was yesterday. The second best time is Right Now.
The only person can make the change is YOU.
Take Time for Self-Reflection
The people who get ahead in life are the ones who actually take the time to consistently think through their daily choices, decisions, and actions.
Successful people learn from what worked or failed to work. They adjust their course of action by taking a different approach.
Only through self-reflection will you gain the necessary insight, perspective, and understanding to begin the process of change and transformation.
Self-sabotage is like a grenade that suddenly and unexpectedly explodes; pushing us away from our deepest wants and desires. However, there are no excuses, because we are the ones who consciously control the movement of the pin.
It is therefore, up to us to make the decision that we will no longer fall prey to our self-sabotaging patterns of behavior ever again.
The choice is yours. It’s in your hands. You now know what to do and how to do it. The real question is when will you get started? When will you finally commit to putting an end to the self-sabotaging behavior that is preventing you from living the life you truly desire to live? Are your goals worth making the change? Are you worth making the change? 🙂
What have you done to change your limiting beliefs? Leave a comment – I would love to hear from you.
I have Coached Over 200 Career Transitions — Here is A Routine That Helps People Bounce Back Faster
Losing your job takes a serious toll on your confidence and stirs up all kinds of unpleasant emotions.
Realistically though, it is likely that we’re going to face some kind of job loss or significant job change at one point or another in our careers. Sometimes this change reaches far beyond the scope of our individual control and comes as a surprise to us. The best we can do is be prepared to manage this adversity and take some time to focus on ourselves. I’ve worked through over 200 career transitions over the years – including a couple of my own (most have been my clients’). Self-care is critical to successfully getting through this time. Here are five ways I practiced self-care after I was laid off — and I think you should try this routine, too
Losing your job can often be a big shock to your system. Sometimes we know our organization is going through significant changes, but sometimes the change comes as a complete surprise. Whatever the case, when the change impacts you personally, it can really hurt and take a toll on your confidence.
Depending on who we are and how we react to things, we might become emotional as we react to the news. The best advice I can give here is to take a breath. If your employer is presenting you with a severance package, make sure you DO NOT sign anything in the heat of the moment. Take some time to review the severance package offer after you get over the initial shock factor that will inevitably happen.
Reach out to a friend or colleague that you trust and get their input. Lean on your support system and let your feelings out in this safe environment. You don’t want to be embarrassed by emotional, irrational behavior in front of your former employer. Save the insanity for close family and friends (lucky them).
For me, the pause was critical because getting laid off was a very emotional experience. Taking time to breathe allowed me to have a rational and professional discussion with my employer about severance.
I resolved the outstanding issues with my employer, A.S.A.P.
After the ‘pause’, it might still take you a few days to get your emotions back in check. Once you can get through thinking and discussing your new situation without bursting into tears or fuming in anger, set your sites on closing the loop on outstanding items with your employer.
For your own mental health, you’ve got to get the details resolved as quickly as possible. Having the details of a severance looming over you for days, weeks or months is simply exhausting. You owe it to yourself to get closure so you can move on.
In most cases, your employer should appreciate that this is an emotional situation and provide an appropriate deadline (a week or so) for you to get back to them on their offer of severance. If they don’t give you some time to get your act together, count your blessings that you no longer work for them.
So, you have done your due diligence in terms of reviewing the details and terms of the severance offer, now you need to respond to them. I always suggest having this conversation via email so everything is documented. Avoid the phone if you can it can muddy the waters. You also don’t know what might set off potential emotional outbursts. Make sure you get all of the details from your employer such as how and when the severance will be paid, what happens to your benefits, what happens to any sort of other company programs and any additional amounts owing. Get all the information that you can to minimize any need for follow up contact. You likely won’t want to talk to them again.
I didn’t try to find out why I was laid off.
I have heard people say time and time again that they need to understand why they have lost their job in order to move on. They want to know what they have done wrong, or how the employer decided that they should be the employee to exit.
The fact is, a lot of time, the reason that an employer provides a severance package for you is so that they don’t have to share this information with you. Quite frankly, it might even be none of your business, and part of some broader organizational plan.
For me, adopting an ‘I don’t need to know’ attitude was the key to self-care when I was laid off. What value is there in knowing the organization’s point of view, anyways? Would it really change the current situation? Probably not. If anything it would only serve to inflate your anger and frustration levels. So take time to make peace with the reality that you are out the door and see it as an opportunity rather than a set back.
I got into a routine.
I allowed myself some time to mourn the loss of my job. This is an important step many people seem to forget to do or chose not to do. Loosing a job is much like loosing a loved and the lose needs to be mourned. For me, this was the end of the longest-term relationship I had ever had. Grieving was important, but I set myself a deadline to be sad. I cried and moped, but only for a week. At the end of the week, I started into a routine.
It was summer and I wanted to take advantage of the time away from work and focus on the positives of being away from work. I got up every single morning and planned an outing with my little guy. Every day we were up and dressed. You’d be surprised how therapeutic getting up and going outside can be.
Getting into a new routine is critical to your career transition success. Part of establishing this routine was knowing what I would say when people asked ‘How’s work?’ I actually practiced my response so I could answer confidently without stumbling or feeling insecure.
I set an unemployment deadline.
While I only allowed myself a week to be sad about losing my job we all know the grieving process has no hard and fast deadline. The reality is that, sometimes, we have to work through the emotions of things , and that can take a while. While I wasn’t sitting at home and moping, I was still going through all the feelings of job loss. I wanted some time and space between that job and my next one. Since I was laid off in the summer, I set myself a deadline of autumn (fall) to get on a structured job hunt. Setting parameters and clear goals for myself were really key parts of my self-care and managing my overall mental health.
Job loss is hard. Period. There is no magic formula to work through the grieving process and there are no standard timelines. When it comes to self-care and job loss, you’ve got to take a moment to reflect what will work for you. Focus on those things that give you comfort, structure and a sense of purpose. It’s inside those things that you will find a transition process that is uniquely yours. On the other side of that transition is your future career success.
There are many professionals out there who stay in their jobs (even if they don’t like them) just because they are afraid to start a new role with a new employer.
It is understandable that applying for and accepting a new role [which may also be in a new organisation] can be overwhelming. Adapting to a new position, developing new relationships, and assimilating into a new culture can is a big ask. While each professional, position, and organization is unique, there are behaviours that can support you making the transition into your new role a smooth process:
Acclimate to the organization’s corporate culture:
The most important thing you can do during your first week, month, and even quarter is to assimilate into the culture and environment of the organization. Accomplish this by observing the behaviours and communication patterns of those around you.
Show excitement for your new role and you will exude confidence. Your positivity and enthusiasm will make a great impression and may even bring a new energy to the organization.
Listen and learn:
Show your willingness to learn about the company beyond your job and responsibilities. Become as knowledgeable as possible about the new organization and /or new role. Keep an open mind to suggestions from colleagues who have been with the organization for a number of years. These people can provide invaluable insight and knowledge. By combining that understanding with your skills and experiences, can add significant value to a new employer. Lastly, I suggest they keep an open door policy. It is one of the best management styles there is.
Remember that you are new: It’s critical to understand why you were hired and the skills that made you attractive. Keep in mind that while you may have the capabilities and talent to perform admirably, it’s best to wait until you thoroughly understand the company’s procedures and operations before bringing up new and improved ways of doing things. On another note, although it’s great to volunteer for extra responsibilities, in most organizations, it’s best to stick to your job description during your first few months. You want to make sure not to step on anyone’s toes. However, if you are asked to do something outside of your realm of responsibilities, take it as an opportunity to show that you are a team player and happily perform the task.
Be open to constructive criticism:
Again, remember that you are new so accept the fact that the potential for you to make mistakes in the beginning months will be quite high. Use them as opportunities to learn and to do better the next time. Be open to constructive criticism and you will do well and you will be able to improve. You also want others to feel comfortable in expressing their thoughts.
- Build relationships: Connecting with your new team is imperative. Even if you don’t have an outgoing personality, do your best to get to know your colleagues, join them during lunches and team outings, and if you’re in an office, keep your door open.
Seek out a mentor:
The best way to familiarize yourself with a new role, company, and its culture is to develop a relationship with a professional who can be your mentor.
Make sure there is clarity about your 3 and 6 month expectations and deliverables. While these were probably discussed during the interview process, confirm them during your first week on the job. In addition, develop your own goals for achieving success early on and fitting in with the company and your team. Make sure your objectives are appropriate and, if necessary, cover them with your direct report before spending time on them.
Keep your private life just that – private: While you will eventually make friends within your new company or your new role, it’s best to keep your personal life and opinions private until you get to know others better. Over sharing is a thing.
Jump-start the on-boarding process yourself:
The on-boarding process can be a laborious task so ease into it by contacting your future employer prior to your first day to get any paperwork that could be completed in advance. Additionally, ask for any work or information that you can review or meetings that you can attend while finishing out your notice period with your previous employer. This can help ensure that you hit the ground running with your new employer. It also makes your transition into the company early on that much easier.
These recommendations are a great start for making your transition into a new role or organization a smooth one. If however you are a senior executive, you could have more difficulty with career transitions. Senior executives who accept new offers are expected to go into an organization and start getting things done immediately, while at the same time, developing positive relationships with your team and colleagues. More on that later.
Do you have any other Tips for Making a Smooth Transition? Share them in the comments
Well done you have been promoted! Congratulations! All that hard work and focus has finally paid off. You are in your first leadership role. It truly is something to be proud of.
A lot of people want to be promoted. They want the recognition that they have done a good job. However, a lot of challenges surface in a new leadership role. Leading people is very different from leading projects. Leading people taps into different aspects of your capabilities. The changes are also a little more subtle. Expectations from all levels in the company will also be different. What will be considered acceptable behaviour will also be very different. Relationships will be different. And no one gives you a handbook about what to expect.
Here are some of the changes that occur when you move into management and how to deal with them on an emotional, mental and physical level.
A Transition Model
A good way to think of transition is through the prism of William Bridges’ Transition Model.
It’s made up of three parts:
- Accept that the status quo has changed and say goodbye to what was.
- Expect discomfort and accept that when you start the change there will be many questions, but few answers. Understand that this is a temporary situation. It’s a period of time when you are going to be tested. Reflect, be flexible and move forward despite the uncertainty.
- Revere the past and welcome the new.
Mark the end of the chapter
It can be helpful to mark the end of the old chapter with some sort of ritual. Rituals help you understand that a shift has taken place. It could be simple like going down memory lane and remembering things you did well, having a final dinner with old colleagues or taking a trip. Find a ritual to signify the end. Then you can move on to the next level.
Changes With Your Relationship With Yourself
How you see yourself must change in order to be an effective new leader.
Emotionally: Explore your emotions. As you enter this new phase are you feeling confident? Ambitious? Hesitant? Curious?
Mentally: Examine the mindsets you have about yourself. Are you feeling equal to your peer group? Are you deserving of this promotion? Are you ready? If not, what do you need to do to get ready?
Physically: Are you fit enough for the role? Will you be traveling? If your new role involves travel, it can be difficult to exercise while on the road. Take an inventory of your physical health and how you can improve or maintain it.
Relationship with Your Team
People are often promoted because they have shown competence on a technical or skills level. However, when they get into leadership they may not have been primed for the way their former peers, as well as their news ones, may see them. If you are promoted from within the ranks, there may be growing pains from your former peer group. You may be the one who “changed” now that you are in management. It’s a common problem.
Remember, always, that you’re supposed to be in this role. Your former peers may not see it, but there have been few promotions where everyone in the company agreed with it.
If underlings are complaining, there is likely a need buried in there. Ask them, specifically, what they want. What can you do to make it work? If you don’t call it out, the team may inadvertently sabotage the decisions that are being made. Calling it out shows that you’re in control and that you want to hear what they have to say.
Mentally: Set a vision for how you want to work with your new team. Make deliberate choices about your relationship with them. Be clear with yourself what you do and don’t want.
Feel free to join them for drinks, but establish boundaries. Leave after two drinks, for example, or limit socializing to lunches, etc. Even though you are part of the team, you can’t be one of them. It can hurt when you have to give tough feedback, etc.
Emotionally: Continue to empathize. Make sure they know you hear them. You may not agree with every suggestion they make, but validate their opinions and thoughts.
Be aware that your direct reports will share more information with you than they ever did if they were a peer. Some of it will be personal. Anticipate this aspect of leadership.
Physically: Decide how physically close you want to be to your direct reports. Even if you’re in an open office, establish boundaries. Maybe private conversations have to be held outside of the open area.
Relationship with Your Work
You go into a specific field because you like doing the actual work. You like writing the code or recruiting candidates. In leadership, the relationship to your work changes. Your value-add shifts. The pace of work slows and it’s less about the day to day output. Use the pace to your advantage.
Mentally: Accept that you are in it for the long-haul. Embrace that your biggest contribution is to create a new set of leaders.
Emotionally: Learn more about the people on your team. Even if you came up with them and think you know them, there are likely aspects to them you don’t know. In order to manage people, you’ll have to know about their professional goals, etc.
Physically: Find a way to do what you used to do — in small doses. You can’t lead and do the day-to-day work and do both well. Your direct reports also don’t want you doing their job, since it will make them miss out on opportunities to grow.
Relationship with Your Peers
Mentally: Expectations have changed at every level. Your new peers expect you to perform at their level. It’s not just about the quality of your work, it is also your attitude towards work. Your former peers may not confide in you anymore now that you are in management, and that’s okay. Accept that you now represent the organization as a member of the management team.
Emotionally: You may have a feeling of aloneness. Expect less feedback the higher up you go in the organization. Your direct reports will give you feedback, but your peers and your boss may not. Trust in yourself that you’re doing all right, otherwise you wouldn’t be where you are.
On that note, don’t be afraid to take risks to grow your self-confidence. You won’t lose your position over one bad move.
Physically: Remember: you represent the organization at outside associations and clubs.
The Take Away
Promotions and change are part of your professional career, and should be welcomed. Above all, it’s important to accept that they are transitions, and setting expectations for transitions is the first step to managing them. When you expect that there will be periods of uncertainty and that relationships with people may change, it’ll be easier to move through the change while still being productive.
Have you experienced any of these in your promotion? How have you navigated it – share your experience .