habits

Redefining Success: Aligning Your Leadership Role with Personal Fulfillment

August 7, 2024 By Patti Cotton Leave a Comment

It’s been a rough four years. No matter where you stand with the events of today’s world, we have experienced unprecedented challenges.

And it has taken its toll.

More business leaders are leaving their roles than at any other time in our lifetime (McKinsey, Forbes). And that echoes the sentiment I am hearing from so many of you. It’s no longer enough for you to weather the proverbial storms in order to reach organizational goals. It’s not enough to persevere in hiring and retaining the right talent to do the job. It’s not enough to feel as though you averted another crisis, completed another long day, and made it through yet another challenge.

On a scale of 1-5, how fulfilled are you as a leader? In your work? Your life?

Perhaps it is time to redefine success.

In the past, success has often been defined by career achievements. But over the last four years, as we have faced unmatched crises and a new and seemingly foreign business landscape, this definition has fallen short. Business leaders are asking for more…not more money, not more opportunities, but for more personal fulfillment. They seek more ease in leading – and more of a personal reward for filling those big shoes.

The fact is, personal fulfillment doesn’t come from occasional exotic trips or long weekends to regroup and re-energize. True fulfillment encompasses both professional and personal aspects of life.

It doesn’t have to be this hard.

And lest you think that this is soft stuff, allow me to make a business case for your personal fulfillment.

Some outcomes from leaders who embrace this include positive energy and motivation, role modeling, improved communication, better decision-making, increased resilience, more empathy and understanding, positive culture, and higher employee retention. The list is significant.

James, CEO and founder of a tech company, had lost his motivation and energy despite his company’s growth and success.

“There’s no excitement in leading anymore,” he shared. “We reach goals, or we don’t – and the alarming thing is, I’m beginning not to care.”

James claimed an overwhelming workload and a constant pressure to perform. But after exploring this in depth with him, the real issue became apparent: there was a lack of alignment between his professional achievements and his personal values.

Digging deeper, I discovered that James’ definition of success was narrowly focused on business metrics, without having defined first his vision of personal fulfillment.

Further, after conducting a comprehensive assessment, it was clear that James did not know how to tap into his top strengths for energy, and his approach conflicted with his top values – a recipe for burnout.

This called for a coaching intervention to help James develop a new definition of success incorporating personal happiness and wellbeing alongside professional achievements.

The Jumpstart

As so many of my clients appreciate, we met for an initial two-day jumpstart away from the office to fast-track the process. This was helpful in elevating James’ sense of hope, energy, clarity, and direction. It was necessary to define James’ values, personal mission and vision before moving on to the business.

This is a key factor that is often missed and, if not done well, can create chronic conflict in the leadership experience. We redefined James’ strengths, as he had taken multiple assessments over time, some of which were not reliable and others which were limited in scope (note to the reader: assessments are not apples and apples – beware!) During that initial two days, we also created a strategic plan to align his daily activities and long-term goals with his newly defined success criteria. This plan addressed both his business leadership and life.

The Deep Dive

With this as our GPS, we then coached over the next year. This is deep and transformational work, including shifting habits and approaches formed over years of time, reshaping the stories that James told himself to open up more potential, and removing roadblocks and triggers that had previously held him in place.

The Result

James’ enthusiasm and joy of leading was re-energized. This had a cascade effect on his executive team and on the company, since a leader’s influence is significant on culture and outcomes. Some of the results for his company included increased productivity, better work-life balance, improved team morale, and overall business growth.

What about you? What is your personal definition of success?

Does it include both career achievements and personal fulfillment? Are you aligned in your values and tapping into your top strengths daily as you lead?

© Patti Cotton and patticotton.com. All rights reserved. Unauthorized use and/or duplication of this material without express written permission from the author is strictly prohibited. Excerpts and links may be used, provided that attribution is made to Patti Cotton and patticotton.com, with links thereto.

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Jumpstarting Leadership Abilities

July 9, 2024 By Patti Cotton Leave a Comment

Image Credit: Depositphotos

When was the last time you undertook a major initiative?

No doubt, you and your team did some careful planning over time to outline a strategic plan and to get the right people and processes in place to launch successfully.

But did you consider what you would personally need in order to lead this expanded arena effectively?

No doubt, it asked more of you – decision-making became more complex, the challenges you and your team faced were new and more involved. That which worked well in the past was now inadequate. You simply chalked up the elevated demand for your personal resources, the additional stress, and the fatigue accompanying this to be part of the natural course for expansion.

Jumpstarting your leadership abilities as you look to launch a new initiative or project is key.

Ideally, it starts in the planning period, but anytime in the process will enhance your success and that of your company.

Why? Because more responsibility requires you to lead at an elevated level. And although coaching over time is the most effective way to develop your leadership abilities, fast-tracking this to meet change can boost your capacity quickly.

John, the Chief Executive Officer of a large healthcare organization, had always been an effective and visionary leader. Under his leadership, the organization had grown significantly, expanding its services and improving patient outcomes. Recently, John was tasked with leading a groundbreaking initiative aimed at integrating cutting-edge technology into the organization’s operations to enhance patient care and streamline processes.

Recognizing the magnitude of this new challenge, John realized that he needed a quick “kick-start” to elevate his mindset, refresh his thinking, and eliminate any old habits that might inhibit his leadership of this new initiative. Despite his past successes, he understood the importance of continuous personal growth and the need to adapt his leadership style to meet new demands.

When he called to explain what he was undertaking, we both agreed he would be well-served to work with an executive coach who could challenge him, be his thought partner, and his sounding board.

His current leadership style, although proven successful, might lack the necessary agility and forward-thinking approach required for this transformative initiative. This could result in slower adoption of new technologies, resistance from staff, and ultimately, a failure to achieve the initiative’s ambitious goals. John needed to rejuvenate his leadership approach, foster a more innovative mindset, and develop strategies to lead this change effectively.

To address this, we decided to jumpstart his leadership development with a 3-day private immersive. John later shared that this made a huge difference in the way he was able to move forward quickly and with greater ease.

Day 1: Assessment and Mindset Elevation

The first day focused on a comprehensive assessment of John’s current leadership style, strengths, and areas for development. During the week prior, I had administered a relevant assessment and conducted some personal interviews with John’s team in order to gain a holistic understanding of John’s leadership profile.

We focused on mindset elevation in the afternoon. Through guided discussions and reflective exercises, John explored the latest trends in healthcare technology, innovation, and leadership. I introduced techniques for fostering a growth mindset, emphasizing the importance of adaptability, continuous learning, and open-mindedness.

Day 2: Strategic Thinking and Innovation

The second day was dedicated to enhancing John’s strategic thinking and innovation capabilities. We began the morning with brainstorming sessions where I guided John as he generated creative solutions and strategies for implementing the new initiative. We discussed potential challenges and devised proactive measures to address them.

In the afternoon, the focus shifted to practical applications. John engaged in role-playing scenarios to practice leading his team through the change process, managing resistance, and communicating the vision effectively. I was able to provide real-time feedback and coaching to refine John’s approach.

Day 3: Habit Formation and Action Plan

The final day concentrated on habit formation and developing a concrete action plan. We identified old habits that could hinder progress and worked on replacing them with new, empowering behaviors. I then introduced techniques for habit change, including visualization, habit stacking, and accountability structures.

In the afternoon, John crafted a detailed action plan for the next 90 days, outlining specific goals, milestones, and key performance indicators. I emphasized the importance of regular reflection and adjustment to ensure continuous improvement and alignment with the initiative’s objectives.

Outcome:

By the end of the 3-day private immersive, John felt rejuvenated, inspired, and equipped with a fresh perspective on leadership. He had a clear action plan and newfound confidence in his ability to lead the organization through this transformative initiative. The intensive coaching session not only provided immediate benefits but also laid the foundation for an ongoing coaching relationship, ensuring John continued to grow and adapt his leadership approach to meet future challenges.

Does a quick intervention, such as a private coaching immersive, replace the classic coaching engagement over time?

No. An immersive is most effective when coupled with regular coaching for lasting change.

But the immersive can be greatly instrumental in fast-tracking senior executives like John to address, plan for, and acquire quick tools to begin the process of elevating their mindset, refresh their thinking, and adopt new habits essential for leading major initiatives.

By addressing potential problems early and equipping leaders with the necessary tools and strategies, organizations can ensure successful implementation and sustained growth in an ever-evolving landscape.

Where do you need to jumpstart your own leadership? What needs to shift or change in order to do so?

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Three Steps Necessary to Success

January 29, 2020 By Patti Cotton Leave a Comment

Most of my work is helping executives and their teams make the shifts they need to make in order to successfully meet bigger goals. It is no easy task. Getting a group of people on the same page to make change sometimes means overcoming several personal agendas before the team can agree to shared goals.

Therein lies the challenge!

Making a change, whether individually or in a group, requires more than commitment to a goal and just “going for it.”

A study conducted at a nationally recognized health clinic revealed that only one in seven people will make the changes they know will make a difference to their quality of life or life itself. This has little to do with commitment and everything to do with the personal ability to make the leap necessary to succeed.

Making change means overcoming deeply engrained habits that feed emotional needs.

Such a shift requires that

You are energetically committed to your goal.
Your plan has the right steps to help you move forward.
You have the right kind of support.

Goal

Let’s say you want to become a better listener, and this is the goal you set.

These would be the requirements.

1. Commitment

First, you would need to assess your commitment to becoming a better listener. On a scale of one to five, do you rate your desire at a four or above?

If not, you will not succeed in your efforts.

If you find you are lukewarm about a goal, your energy around change will not be enough to help make the change. Perhaps a coworker or family member is after you to make this shift, or it just sounds good to be a better listener. But this is not enough. The goal you set must reflect your agenda, and it must be a strong priority for you.

2. Micro Shifts

Second, your plan must reflect micro shifts toward the goal. Too often, the gap between a vision and where one currently is leaves too vast a gap in order to move forward. In other words, we may have a clear picture of what success looks like, and a good understanding of the gap between where we are and where we want to be. We may even have incremental milestones we want to reach that will tell us that our efforts are succeeding. But these are not yet adequate for a sound plan.

A change journey must be broken down into bite-sized moves forward so the brain recognizes success and is encouraged to keep going. In the example of wanting to be a better listener, it may be too big a jump for you at first to leave your personal agenda aside when listening to others.

Perhaps a first micro shift would be to pause five seconds after the other person finishes talking before you jump in.

Or maybe you decide that you must ask one question about what they are saying before assuming you know what they are talking about.

Bite-sized pieces allow you to feel that you are succeeding, and it is a carrot to the brain to move forward instead of retreating to comfortable old habits.

3. Support

Finally, the right kind of support is needed in order to feel one is reaching success. This can come in many forms. You can hire a coach, and/or ask two or three trusted friends or colleagues to encourage and hold you accountable. For some, it is enough to surround yourself with positive people who believe in you and your efforts. Whatever means of support you seek; you must make sure you remove negative roadblocks in the form of people who don’t want you to change.

This may sound odd. However, we are all creatures of habit, and if someone in our circle begins to behave differently, we will subconsciously feel the difference and attempt to calm the disruption. So be careful of those in your circle of influence who may subtly attempt to sabotage your efforts.

In the example of becoming a better listener, you may have someone who makes fun of you wanting to change. Or they may be someone who possesses a closed mindset, and this is reflected in something like, “Oh, give it up. You can’t teach an old dog new tricks.” Be careful of these underground currents that can push you back, and avoid or eliminate them.

If you will give careful thought to these three steps, you can reach goals you never thought possible. Every time you replace a poor habit with a better one, or you shift a behavior that allows you to operate at a higher capacity, this elevates you to a new altitude, allowing you to see greater vistas and opportunities that were once not visible to you.

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Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Executives, Monkeys, and Leadership

January 18, 2017 By Patti Cotton 1 Comment

3 Habits That Can Change Your Potential

As a little girl, I was fascinated by a brass statue positioned on my father’s bookshelf. This statue was comprised of three monkeys sitting next to one another – one had his hands over his eyes, one with his hands over his mouth, and the third placing his hands over his ears.

My father explained that these three monkeys were called “the Wise Monkeys,” and represented the old saying, “See no evil, speak no evil, hear no evil.” They were a reminder to conduct ourselves wisely and appropriately.

This sounded rather virtuous. I was satisfied with this explanation as one that was a directive as to how to be a good person. Indeed, I still believe this.

However, I later discovered that this same adage, teased out in modern application, is actually a hidden key to succeeding – or failing – in one’s leadership.

The three original wise monkeys, along with a later-emerging fourth, hold the key to succeeding – or failing – in one’s leadership growth.

Here’s a quick check-in to see where you might want to up-level the way you currently lead:

1. Mizaru – see no evil – or, use a better lens!

What are you reading or watching?

Everything you put into your brain influences your thought patterns and focus. Are you feeding your brain with material that educates and provokes to help you grow, or are you binge-watching B-roll or reading cheesy novels?

What assumptions do you make as you observe others?

Are you making assumptions of others based on partial information, or are you asking the question, “What else might be part of the picture that I do not see?” Do the homework.

What lens do you use as you approach the world?

Are you stopping at the facts in front of you, or do you seek to make connections, using deeper-level thought processes? In other words, are you simply taking in facts without asking yourself how these facts affect you, others, and the world? Expanding your leadership means making these important connections.

2. Kikazaru – hear no evil – or, don’t listen to junk.

Do you quietly stew over past criticisms received?

High-performing leaders consider the source and either make necessary shifts to change, or discard the information as invalid and not useful. Stewing is repeating the same thoughts over and over again, and takes up valuable brain space. Stop stewing – do something about it.

Do you receive gratification from listening to gossip or bad news?

If you are, this is a bad sign that your leadership is predicated on seeing others’ failure as your success. If you think you are right all the time, you are wrong. And if others continue to tell you that you are always right, your leadership is either based on the fear of others, or you are working in an unhealthy, sub-par culture that allows this.

Do you consider your sources as you listen to what is happening in your organization, in the world?

I’m continuously shocked at how highly-intelligent professionals will make assumptions and decisions based on poor or impartial information. This has consequences. Enough said.

3. Iwazaru – speak no evil – or, stop the perpetuation of rubbish.

Who do you say you are to yourself?

What stories are you holding on to, that keep you from stepping into better leadership? Are you harboring any negative self-talk, no matter how seemingly insignificant? Are you secretly in a stagnant comfort zone because what has worked before should still continue to work now? Think, again. Things are changing rapidly, and continuing to work on your personal leadership is required to stay professionally viable.

How are you connecting with others through conversation?

Are you taking the time to connect personally to strengthen relationships and get things done? Or are you using e-mail and texting as quick fixes to move ahead? If you sense you are out of touch with your colleagues and reports, it’s time to re-establish connections through thoughtful, eye-to-eye conversations – the only way to establishing empathy and trust. Looking to better your relationships, influence and followership? This is the first step.

How are you using social media?

This may seem a superficial question for today’s topic, but it’s really key. What are you messaging? What are you sharing? What does this say about you? I recently began work with an executive preparing for a vice-presidential position in her company. Guess what I asked her to clean up first? That’s right. It was actually shocking to her to look back and see what she had “liked” and forwarded. What do your social media messages say about you?

4. Shizaru – do no evil – or, do good!

Your habits are what make or break you.

Which one is holding you back? Lack of exercise or balance? Procrastination? Avoiding conflict? Neglecting significant relationships? Take a careful assessment of your work and life and (1) ask where you could be further ahead; and (2) what you are doing that is keeping you from moving forward. You’ll identify the habit or behavior right there.

You are the composite of your current relationships and associations.

Take a survey. Who do you aspire to be? Get that image locked firmly in your mind. Then, ask yourself who the 5-10 people are, with whom you surround yourself (with whom you have the most contact)? Are these people “there” with where you want to be in morals, values, lifestyle, habits, and focus? What relationship needs to change, and when will it be important enough for you to make it so?

What legacy are you creating?

The way you lead and the work you contribute are no doubt positive. But when was the last time you really thought about this, and actually tried to measure the impact of your leadership and professional contributions? Select 1-2 trusted associates or mentors and ask the question. The answer may not be readily apparent in the initial conversation, but the exercise is really to help you refocus on the end goal. Why do you do what you do?

Patti Cotton helps women executives optimize their effectiveness in leading self, others, and enterprises. Her areas of focus include confidence, leadership style, executive presence, effective communication, and masterful execution. With over 25 years of leadership experience, both stateside and abroad, Patti works with individuals, teams, and organizations across industries, providing executive coaching, women’s leadership development, change, and conflict management. She is also a Fortune 500 speaker. For more information on how Patti Cotton can help you and your organization, click here.

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.