Archive for confidence

We All Stumble or Fall. But Then What?

Lakshmi
Written by Lakshmi Gopalkrishnan
Through her company, Infinite Impact, Lakshmi offers her expertise as a High-Performance keynote speaker,  executive leadership coach, and master facilitator for Dr. Brené Brown’s Dare to Lead™.  

 

When you stumble or fall, what do you say to yourself?

Scenario 1

You put yourself out there: try something new, aim high, or speak up for what is right. In short, you step out of comfort into courage. It’d be great if you scored a tidy win. But instead, you stumble. You crash.

Do you…Beat self up

  • Beat yourself up?
  • Doubt your abilities?
  • Compare yourself to others?

I’ve done all those things. In fact, if I’m being honest, I used to see them as proof of diligence, discipline, and a high bar.

Can anyone reading this relate?

Scenario 2

Now, think of someone you care for—a family member, friend, or beloved client—who did those brave things: trying something new, aiming high, or speaking up for what’s right. And they stumbled. They crashed.

How would you respond in their moment of despair? Would you doubt their abilities, beat them up, or compare them unfavorably to others?

Or would you:encouragement

  • Tell them you’re proud of them?
  • Remind them you’re in their corner?
  • Applaud their courage and resilience?

I know you’d applaud, support, and encourage them. I would, too.

Every. Single. Time.

So why do we beat ourselves up when WE’RE the ones being brave?

Here’s a simple tip paraphrasing Dr. Kristin Neff, who researches the science of self compassion:

Treat yourself like someone you love.

Use that voice. Use those words.

This was HARD for me. I was 100% able to extend compassion and empathy to many, but extending it to myself felt weak. As in, self-compassion = self-indulgence.

My clients—kind, generous, fierce, and tender leaders who didn’t see themselves how the rest of us saw them, people I care for deeply and am honored to partner with—inspired me to build the muscle.

Here is a short daily practice that I coach—and practice myself. It works for me because I’m usually tired, and this is SIMPLE:

  • I name three things I’m grateful for.
  • For anything where I took a chance and crashed, I honor the courage it took to try: “It would have been so much easier not to do that—great job trying.”

Building this muscle has been transformative for me. It’s helped me find the resilience, confidence, and optimism to turn many stumbles into steppingstones—and stay in the game.

Next time you stumble, try treating yourself like someone you love. That voice. Those words.

Even if it’s two steps forward and one step back, honor the courage it took to try.

Lakshmi Gopalkrishnan

Lakshmi Gopalkrishnan

I want to give special thanks to Lakshmi Gopalkrishnan for this post. We met in 2012 while training to be coaches at CTI in San Rafael, California. We completed a fast-track program and a rigorous certification that changed our lives.

Today, I collaborate with individuals, teams, and organizations using a powerful combination of coaching, branding, and marketing communications to inspire happiness and drive higher performance.  

Through her company, Infinite Impact, Lakshmi offers her expertise as a High-Performance keynote speaker,  executive leadership coach, and master facilitator for Dr. Brené Brown’s Dare to Lead™.  Follow Lakshmi on LinkedIn for more energizing posts.

What Brings You the Greatest Joy?

 “What do you do?” a new acquaintance asked me the other day. “I’m in the business of changing people’s lives,” I replied.

“Tell me more,” he smiled. “I use co-active coaching, positive psychology and the science of happiness to help people become healthier, more productive and to flourish,” I said.

I followed up by asking him what in his life brings him the greatest joy. “My partner,” he replied. “She is an amazing woman, and we have a wonderful relationship. Every day is a new adventure, and I cherish our every moment together.”

“What would it be like if you could have that passion in other areas of you life—in your career, for example?” I invited him to explore. “It would be great!” he replied. “I’ve never really thought that could be possible. The place I work at is so miserable. While I try to stay positive, there is so much negativity around me when I’m there. I don’t think I can make lemonade out of the lemons I’ve been given at Blankety-Blank Company.”

Isn’t that the way so many people feel? And what a shame. The thing is, each person has the option to control a good deal of his or her own happiness. Here’s where the science of happiness at work comes in. Because we can measure the key drivers of happiness at work (contribution, conviction, commitment, culture, confidence—coupled with trust, recognition and pride), we can focus in on the areas that need a boost. My business, Capiche, does this with individual coaching and team workshops. The results are impressive—both for the individuals and for the company. Individuals gain greater confidence, creativity, energy and job satisfaction. The company gains longer-term employees with 100% greater productivity who take ten times less sick leave, provide better customer service, make more accurate and better decisions, and are better team players.

Are you interested? I’d love to explore how the science of happiness can work for you. I invite you to contact me for a 30-minute sample coaching session to explore your personal happiness—either as it pertains to work or anything else. If you are a team leader and want to explore how your team can be happier, contact me for a free team happiness at work report that shows where your team could use a boost. Nothing to lose. No obligations. No kidding! I’m in the business of changing people’s lives. chris@capiche.us or 541-601-0114

 

If Happiness Drives Performance, How Do I Get Happy at Work?

In Happiness at Work: Maximizing your Psychological Capital for Success (2010), author Jessica Pryce-Jones takes her research with more than 3,000 respondents from 79 countries and gets to the heart of what drives happiness and (this is so cool!) found that happiness drives performance.

Happiness at work is defined by Pryce-Jones as a mindset that allows individuals and organizations to maximize performance and achieve their potential. This happens during the highs and low—when working alone or in teams. By mindfully making the best use of the resources you have, you overcome challenges. This not only builds your happiness but also that of others—who will be affected and energized by what you do.

Happiness predicts employee time on task, intent to stay in job, sick time, motivation, engagement, satisfaction, self-belief, and respect for self and others. The Performance-Happiness Model, which was developed based on the above research, has been successfully applied in more than 8,000 cases.

The Performance-Happiness Model

Performance Happiness Model VAt the center of the Performance-Happiness Model is believing that you are achieving your potential. This is important because that belief makes you happy, and the statistics around happy versus unhappy employees are staggering.

Pryce-Jones’ research (2010) shows that the happiest employees compared to their least happy colleagues:

  • are 47% more productive;
  • take on average 1.5 sick days per year compared to the United States average of 6 days per year (in the public sector the sick days range from 11 to 20 days per year);
  • are 108% more engaged;
  • are 50% more motivated;
  • have 180% more energy;
  • have 82% more job satisfaction;
  • are 25% more efficient and effective; and
  • have 25% more self-belief (pp. 28 – 29).

The five strong factors important to achieving your potential at work are the 5Cs: contribution, conviction, culture, commitment, and confidence. Three vital sub-themes giving additional perspective of happiness are trust, recognition, and pride.

Stay tuned as I explore the 5Cs, trust, recognition, and pride in upcoming blogs. And please share examples from your workplace on how you’ve seen the Happiness-Performance Model in action.

 

References

Pryce-Jones, J. (2010). Happiness at work: Maximizing your psychological capital for success. West Sussex, United Kingdom: Wiley-Blackwell.