A New Way to Work

Success and change without burnout by Dr. Geri Puleo

Archive for the category “Challenges”

Acceptance Can Overcome Consequences

Burnout Bundle_ Lesson 3 - Acceptance of what has happened

Acceptance is the first step to letting go of the past…and moving forward into the future.

Many of us are resilient enough to accept our contributions to a negative outcome — in fact, we may berate ourselves for our missteps. Such “guilt trips” only keep us rooted in the past and prevent us from harnessing our creativity to try something new in order to create a more happy and fulfilling future.

But even more challenging than these self-imposed “guilt trips,”  I’ve found that it is much more difficult to accept consequences that have befallen upon us when they are the results of other people’s actions OR inaction.

Once again, we stay rooted in the past as we try to understand why they did what they did — we do this in order to identify what happened so that we can avoid it in the future.  The problem is that it can be impossible to truly understand what motivated someone else’s behavior:  there are often contributory factors of which we are and will always be unaware.

To accept what has happened in our lives requires that we accept — without bias, blame, or guilt — where we are RIGHT NOW.  Even if it’s not where we wanted to be.  Acceptance means viewing our present situation without blinders…without anger…without self-guilt.

Acceptance is the seed of hope.

By not accepting what has happened, we give away our power to choose how we will move forward and out of the consequences that we are currently experiencing.  Just like we always have the power to choose, so too do we also always have the power to accept.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

We Are The Stuff on Which Our Minds Are Set

User's Guide - How I will get it

Throughout the ages, sages have advised us to monitor our thoughts — because they determine what we do and how we respond, which in turn determines the life that we experience.

So, what are YOU thinking about today?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

Developing Charisma: Why It’s a Skill That Can Be Learned

Charisma in front of crowd

What IS charisma?  Is it an innate personality trait – or is it a skill that can be learned?  Does charisma require you to be an extrovert – or can “shy” people be charismatic, too?  Finally, is it really important in business today?

Although charisma can be difficult to define, this definition takes charisma out of the realm of personality traits:

Charisma is the ability to inspire and motivate people
to do MORE than they would normally do
DESPITE obstacles and personal sacrifice. 

Charisma, therefore, is more than simply motivating someone to do something that they would have done without your influence.

Charisma brings others out of their shells and builds their self-confidence.

Charisma addresses the head and the heart of other people so that they will perceive regardless of the obstacles they may face or the personal sacrifices that may be demanded of them.

The 8 Characteristics of Charismatic Leaders

In the modern workplace of flattened organizational hierarchies, cross-functional leadership with or without a formal title has become an important criteria for an organization to survive.  While it cannot be denied that some people may have a more innate talent to be charismatic, charisma can be learned.

Surprised that something as ineffable as “charisma” can be a learned skill?  Once you understand the 8 characteristics that define charismatic leaders, you’ll be better able to inspire others to commit wholeheartedly to your vision.

  1. Appeal to BOTH the heart and the mind.  One reason why leaders are often not perceived as being charismatic occurs when they focus exclusively on charts, graphs, and metrics.  While important, such quantitative items do not inspire creativity in others.  Story-telling has become a popular tool to entwine the quantitative outcomes with more esoteric and heartfelt reasons to achieve those outcomes.
  2. Have passion for the work. A leader will never be charismatic if they are lackadaisical about what they do and why they are doing it.  Passion does not necessarily mean emotional fits or grand verbosity; passion can also be equated with focus and commitment to an outcome as well as its overall importance.
  3. Create an atmosphere of change. Charismatic leaders rarely maintain the status quo.  They are visionaries who can see opportunities (often before others) and then have the courage to take the necessary actions to move forward toward their achievement.  This requires being comfortable with change – but remember that change does NOT have to be chaos.
  4. Communicate in a clear, compelling way. Once again, charismatic leaders inspire others by appealing to both their hearts and minds.  This requires the ability to describe complex ideas or goals in a way that is simple but still addresses the curiosity and creativity of others.  There’s nothing worse than a leader who appeals to the hearts of followers through a powerful vision – but then leaves them without the means or strategy to attain it.
  5. Have abiding faith in the vision. Closely aligned with passion, charismatic leaders will go over, under, or through obstacles in order to achieve their goals.  Obstacles are viewed as bumps in the road rather than derailing road blocks.  This level of certainty and confidence inspires others to also move outside their comfort zones and take risks.
  6. May be unconventional. Although not necessary, charismatic leaders usually have some type of mannerism or communication style that separates them from others.  While not absolutely essential, being somewhat unconventional is often equated with creative, outside the box thinking.  It doesn’t require charisma to have others do what they’ve always been doing.
  7. Foster trust by a willingness to incur personal risk. Charismatic leaders walk the talk.  In other words, they would never expect more from their followers than what they demand of themselves.  By confidently taking such risks, it inspires others to be a little more daring, too.
  8. Influence from personal power (not position power). Being promoted to the C-suite will not automatically create charisma in a leader.  In fact, a reliance on position power (or power that is attached to the job rather than the individual) is one of the best ways to lose charisma.  Personal power arises from being present in interactions with others and from confidently expressing and brainstorming ideas.  It’s more than just being liked by others:  it’s being viewed by others as someone whom they can trust.

So, do you still think that charisma is an innate personality trait – or are you now a little more open to the idea that charisma can be learned?  Just remember:  although inherently neutral, charisma is best used for noble and positive reasons – NOT as a method to sway people down nefarious routes.  (Think of Hitler’s passionate and charismatic speeches.)

But don’t be afraid of your own charisma in influencing others!  And remember that charismatic leaders are never “cookie cutter” clones.  Be brave in bringing your own exuberant uniqueness to the job!

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

The Long-Term Begins NOW

Burnout Bundle_ Lesson 1 - The long-term begins now.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

Workplace Compassion: What It Is, Why It’s Missing, and How It Contributes to Organizational Success

Compassion - Giving a hand up to another

Should we expect to find compassion in our workplaces – or should we check our emotions at the door in order to be more productive at work?   Is workplace compassion a “nice to have” bonus at work – or is it an organizational imperative for innovation and profitability?  According to recent research, compassion may be the key to innovation, learning, and adaptability in a constantly changing world.

Compassion:  What It Is (and Isn’t)

Compassion is defined as not only our caring response to another person’s suffering, but also to our attempts to help alleviate that suffering.  It is a hard-wired trait in humans – but one that many people feel is lacking in not only our personal relationships, but at work as well.

Workplace compassion is found in the interactions between employees.  It’s displayed in our willingness to help one another.  To understand that there might be reasons for a sudden change in performance.  To recognize that employees are human beings with lives outside of work.

In other words, compassion – whether it is in our personal or professional lives – is the resulting emotion of being conscious of another’s suffering or distress AND being willing to help them alleviate it.

Compassion is, therefore, not just a feeling but also an action.

And, according to many researchers, compassion can be learned.

Why Compassion Is Missing in Most Workplaces

In general, there are three causes that deter compassion in the workplace:

  1. The belief that professional and personal lives should be kept separate.
  2. The fear of appearing vulnerable and weak.
  3. The confusion surrounding how to offer support.

There is a long-held belief that emotions should be “left at the door” when we enter the workplace.  Whatever is going on in our personal lives should be compartmentalized in order to be “dealt with” when we leave work.

That may have worked when most of us worked a standard 40-hour work week and were essentially unreachable outside the office or work site.  But all that changed with the onset of technology.

While technology has been a great boon to many businesses and its workers, it has come with a price:  the 24/7 eLeash.  Today we are constantly accessible at any time of the day or night by email, text messaging, or even the “old-fashioned” phone call.  Workers often are unable to resist the technological call even if they are on vacation or celebrating a holiday with their families; some workers will “check in” even if they are hospitalized (but still conscious).

Because compassion requires the conscious acknowledgement of another person’s pain or suffering, it requires an emotional vulnerability that many workers are afraid to display in professional situations.

But this lack of compassion has deleterious consequences.  The employee who is attempting to balance a heavy workload with a family health crisis might be afraid to ask for help due to fears of being labeled as someone who “can’t handle” the demands of the job.  The resulting high stress levels negatively affect not only their performance, but also their emotional well-being and physical health.

Similarly, the manager who has excelled throughout his career may fear being labeled as “weak” if he responds compassionately (rather than autocratically or “by the book”) to a coworker’s need for some scheduling flexibility due to child demands from a recent divorce.  After all, wouldn’t this “softness” be transmitted through the office grapevine – with the result that he will be “taken advantage of” in the future?

If employees fear asking for some organizational help (or a little “slack”) when they are experiencing major challenges or changes, then they are more likely to become disengaged, unproductive, and burned out.

While the lack of workplace compassion is most frequently viewed as occurring between managers and their subordinates, it is also lacking in the interactions between colleagues and peers.

If the workplace culture is characterized by an obsessive compulsion to “win” and an aversion to “loss,” then employees tend to view providing any kind of compassionate assistance to their coworkers as an action that could undermine their personal ability to succeed.  In such an environment, even authentic offers to help may be viewed with suspicion:  what do they really want in exchange for this help?

Regardless of their formal structure of the workplace relationship, many people are uncomfortable when they are faced with someone who is hurting, in pain, or in desperate need.  How to offer support becomes a tricky undertaking:  would my offer to help make them feel that they are somehow inferior or then feel “bad” about themselves?

How Workplace Compassion Contributes to Organizational Success   

Displaying compassion to our fellow workers, subordinates, and managers requires an acceptance of our innate humanity.  In other words, compassion brings the “human” back into the workplace.

But compassion is not just a “feel good” workplace characteristic.  According to Worline and Dutton (2017), “compassion matters for competitive advantage.”

In an age in which innovation, collaboration, client customization, and adaptability are critical to organizational sustainability, there is an urgent demand for “bigger, better, and faster” – regardless of the goals’ reasonableness or achievability.  As burnout runs rampant in many organizations and employees choose to leave their employers (rather than continuously strive toward the achievement of these unreasonable demands), organizations must rethink their attitudes toward urgency.

Urgency was first touted as a way to create an adrenaline rush in employees so that they could work tirelessly toward the completion of tasks that were critical to organizational success.  But urgency and adrenaline are only healthy and sustainable in short doses; prolonged periods of urgent action that are not balanced with periods of respite and reward create not only burnout, but also emotional and physical health problem.

In other words, if everything is urgent…then nothing really is.

By instead rethinking organizational policies and processes in terms of their level of compassion toward workers, companies can reap the benefits of an engaged, energized, and loyal workforce.

I’m not kidding:  adding compassion as a criteria for policies and procedures has measurable benefits:

  • In a study by Jonathan Haidt of New York University, leaders who interacted with their subordinates in ways that were perceived as fair and self-sacrificing were rewarded with employees who were more loyal, committed, and collaborative in working to find solutions to problems.
  • Fowler and Christakis found that generous, compassionate, and kind actions created a chain reaction in workplaces – thus creating a cultural change toward compassion.
  • In a 2012 study published in BMC Public Health, compassionate acts built bonds between workers – which led to decreased stress levels and greater productivity.

Workplace compassion creates a culture of cooperation and trust.  Rather than a culture of competition, organizational cultures that exhibit and support compassion tend to have lower health care utilization rates, greater employee engagement, less turnover, and a culture of trust that supports learning and innovation.  (I told you I wasn’t kidding.)

5 Tips to Building Workplace Compassion

While I firmly believe that every employee desires to be treated compassionately at work, I also recognize that there are many hurdles to building a culture of compassion.

Based on my research, I have identified five simple ways that organizational leaders and individual employees can approach their work with a sense of compassion:

Tip #1:  Don’t respond based on implicit assumptions.  Bias is well-researched in the protected classes (e.g., gender, race, religion, etc.), but is infrequently acknowledged in the areas of human behavior.  While everyone has implicit biases through which we appraise the behaviors of others, it is important to step outside of these biases in order to see another’s perspective of the challenging situation.

Tip #2:  Be present and authentic.  Compassion should be given freely.  This is accomplished by becoming present in the moment – taking the time to see and listen to the people with whom you are engaged.  In other words, get out of your head and open your heart.

Tip #3:  Encourage employee conversations about non-work activities.  When employees are encouraged to socialize with one another, it provides greater insights into their motivations, fears, and aspirations.  When sharing such information, it can build trust and encourage a greater proclivity to help and support each other.  (NOTE:  Be patient with such sharing activities and NEVER force someone to share more than what they are comfortable with.)

Tip #4:  Create organizational initiatives that encourage employees helping each other.  Organizations that have a strong sense of community involvement may have an advantage in building a compassionate, collaborative culture – but don’t focus exclusively outside the organization.  Perhaps create an initiative that allows employees to provide assistance to other employees who might be in need.  For example, a fund which allows workers to donate their unused time off or make a financial donation to help a coworker.

Tip #5:  Recognize when employees act compassionately and help each other.  Formal recognition (e.g., awards, events) as well as informal “thank you’s” or even the offer to get an overworked colleague a much-needed cup of coffee are powerful ways to reinforce the importance that an organization places on compassionate activities in the workplace.

We humans are wired to empathize – which is an important aspect of compassion.  We’re wired to experience a visceral, emotional response to another’s suffering.  But compassion is more than empathy:  it is also the active response to help alleviate that suffering.

Additionally, compassionate action not only helps someone else who is in need but also makes us feel better and more hopeful.  Acting compassionately is a win-win.

So, even though pain may be an inevitable part of life, our feelings of suffering are not.  Compassion is what makes us human – and it’s a necessity in all of our lives.  Since we spend the majority of our time at work, we need compassion in our daily existence.  And it is through acts of compassion that companies can embrace the humanity of its workforce and harness the power of its only nondupulicatable competitive advantage:  its human resources.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

 

 

6 Cultural Characteristics of Innovative Companies (Infographic)

INFOGRAPHIC - 6 Cultural Characteristics of Innovative Companies

Innovation in business is defined as moving forward by implementing new, more effective processes, products, and ideas.  But such innovation cannot simply be demanded by organizational leaders.  The employees charged with the duty to innovate must be motivated and empowered to do so.  Unfortunately, that’s where many of the challenges of innovation emerge.

Employees will only unleash their creativity in the pursuit of more innovative business ideas IF the organizational culture fully supports their efforts.

There are 6 cultural characteristics that define an innovative company:

  1. Trust
  2. Integrity
  3. Respect
  4. Humility
  5. Faith
  6. Hope

But how do you encourage, support, and reinforce these cultural values throughout the workforce?

I have created an infographic to help.  This infographic not only defines each of these cultural characteristics, but also provides quick tips to introduce and sustain them within the workplace. Although I’ve included it in this post, you can download the pdf by clicking here.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

“I Hate My Job!” How Negative Coworkers Contribute to Burnout (VIDEO)

This is video #9 in a 10-part series focusing on the 10 ways that organizations burn out employees. I’ll discuss how negative co-workers can burn out employees — plus actions you can take now to overcome assumptions as to WHY workers are so negative as well as how to create a more positive work environment.. For more tips and ideas on how to avoid workplace burnout, please check out my blog at http://www.a-new-way-to-work.com.

 

7 Time Wasters That Destroy Work-Life Balance (VIDEO)

It’s tough to balance the conflicting responsibilities of our work and personal lives. Maybe it’s because we’re exhausted, but we all waste time.  I’ll identify 7 time-wasters that contribute to work-life imbalance In this quick 2-minute video, I’ll discuss 7 time-wasters that contribute to work-life imbalance AND can lead to burnout.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

We Don’t Have It! How Insufficient Resources Create Employee Burnout

This is video #6 in a 10-part series focusing on the 10 ways that organizations burn out employees.  I’ll discuss how insufficient resources lead to employee burnout and give tips on balancing the financial and human costs of providing — or NOT providing — the necessary resources.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Paradigm Shifter #48 – Identify your life’s purpose

Paradigm Shift

You will always leave a legacy – whether you intend to or not. To intentionally leave a legacy, you must identify and act boldly based on your life’s PURPOSE.

This advice is perennial: success requires that you understand why you are here…at this time…in this place…with these specific talents.  Your legacy is, therefore, the result of the interplay between your internal talents and the external circumstances that create the fabric of your life.

It doesn’t matter whether you believe that this unique amalgamation is random or dictated by a higher power. What matters is that you identify for yourself the “why’s” of your life.

But it is often much easier said than done.

Boldly asserting your life’s “purpose” can be frightening:

  • Will I become so focused on a single goal that I miss out on all the other things that life has to offer?
  • Is it egotistical to believe that I am here for an important reason that can impact society – or even a small portion of it?
  • What if I want to achieve this purpose so badly and commit so many resources to it…then don’t achieve it?

Whether expressed out loud or just simmering in our subconscious, these fears powerfully sabotage our ability to really achieve success on our own terms.

The fear of “missing out”

I am adamantly against the idea that anyone can “have it all” – but I just as adamantly support that you can have what you want.

Several years ago, I was the keynote speaker at a university’s conference on women. My topic focused on transcending the guilt-inducing societal edict that we can – and should! – “have it all.”  Instead, I recommended that we focus on our personal priorities in order to achieve what’s most important to us.

While many of the women agreed with me, I was astounded at the anger and vehemence of a few of the women. In fact, one attendee said that the topic should have been that “Geri Puleo has it all.”

Why did this well-meant advice create such astonishingly diverse reactions?

Having the courage – and, yes, it takes courage – to proclaim what we want and then act accordingly holds a mirror up to our lives. Our actions reflect our priorities even if we profess something entirely different.

Realizing that we can’t “have it all” but that we can “have what we want” is profoundly life-changing.  It takes away the guilt if we don’t try to do everything…for everybody…but often not for ourselves.

This insight also might lead us to take actions that will upset or hurt other people because we may need to say “no” to their requests in order to say “yes” to what we need to do in order to achieve our life’s purpose.

But when we live our lives based on what we believe is our guiding PURPOSE to be here at this time, in this place, and with our unique talents, then saying “no” becomes much easier.

And the people who truly support us – our “tribe” – will embrace us along our journey.

The so-called “egotism” of a higher calling

When we finally muster the courage to define what we want (our life’s purpose) and decide to go for it, we must also let go of that which does not support that purpose.

And when that involves letting go of (or at least distancing ourselves from) certain people, it is far too common for them to demean us in order to assuage their feelings of rejection.

So they call us egotistical. A dreamer.  Unrealistic.  Even a braggart.

Striving for a higher goal, a noble purpose, is life-affirming – even if those who are currently around us try to belittle our ambitions.

Again, it takes courage to live based on a rock solid belief in the PURPOSE of our lives.  This has the effect of propelling us toward people who also live their lives based on a higher calling.

We generally are not “discarding” the people who are currently in our lives (but don’t necessarily support us). Instead we are shifting our relationships with them on a continuum traversing friends who have moved to the periphery of our relationships to those who are toxic and thus no longer a part of our lives.

But, even more importantly, living our lives based on PURPOSE makes us much more compassionate and empathetic toward others. In fact, we tend to be more open and give more of ourselves to those who also want to make a difference – and the probability of supportive reciprocation is vastly increased.

Defining the difference that we want to make – whether it is on a small familial level or on the greater world stage of society – is the essence of identifying the unique purpose of our individual lives.

And there is no egotism in wanting to achieve something that ultimately helps others.

The fear of failure

I really don’t believe that there is an objective difference between a “winner” and a “loser.” The truth as to who “wins” and who “loses” rests solely in the eye of the beholder.

Life is a journey. Anyone who has achieved greatness has also had the gnawing fear of “what’s next” and “how do I top this?”  You still have a life to live after you achieve the goal that you defined as identifying you as a “winner.”

Because life is a journey, living with PURPOSE creates a better sense of balance. Goals become benchmarks on the path to creating an intentional legacy.  If a particular tactic doesn’t achieve a goal related to the overall purpose of your life, then it is much easier to adapt and shift.

The biggest fear comes from not achieving the scope of your life’s purpose.  Maybe you won’t save the world, but your daily actions aligned with your purpose will undoubtedly create small successes and even joy.

There will be challenges, but your journey toward actualizing your PURPOSE will also be energizing and enjoyable – something that you don’t want to “miss out” on. When your purpose is based on a higher noble goal, it is the antithesis of egotism.  And, finally, recognizing that “failure” is really an opportunity to learn creates curiosity and commitment.

Living in alignment with the PURPOSE of your life transcends the siren call of society’s more mundane definition of “success.” Rather than living with fear and second-guessing, a life lived with purpose is a life well lived and produces a sustainable, intentional legacy.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

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