How often have you or others suggested you ‘fake it until you make it’, only to be disappointed when not making it?

In the work I do with leadership teams, team members believe the main reason teams flounder is because members don’t feel safe to speak their truth.

Last week on my first business trip to Melbourne for 2022, I had 20 minutes to spare before my next coaching client meeting. I found a shaded park nearby to sit and collect my thoughts.

My best wishes to you for 2022 and may the year be all you would hope and wish it to be.

On Tuesday this week, I was invited to speak at a client’s APAC Regional annual kick-off conference on ‘growth mindset’.

When we bring our ‘voice of disagreement’ we intend to defend our position. When we bring our ‘voice of difference’ we intend to offer alternative perspectives.

Last week I facilitated two Masterclasses on, How to Lead in Uncertainty and during each I was asked the same question, “how can I teach others what you’ve taught me?”

How often have you or others suggested you ‘fake it until you make it’, only to be disappointed when not making it?

How often do you find yourself compelled to justify your actions or defend your intentions?

When you succeed, has it more to do with your patterns or plans? Conversely, when you fail, is it because of your patterns or plans?

As a leader, do you believe it’s more important to be different or to be better?

During a recent coaching conversation, a coachee and I explored the distinctions between recognition and appreciation. Similar, but different. I thought I’d share them given how important both are in fostering effective working relationships.

Lockdowns in 2020 were bad, but in 2021 they’re worse.

That all said, if we come to think about it, the only certainty is uncertainty.