How is your relationship with… yourself? You might be surprised to learn that it’s tripping you up more than you know.
Are you a leader who consistently inspires positive change in others? Do you quickly notice and enlist opportunities for personal improvement? Do you promptly pivot when initiatives aren’t showing results?
If not, you’ve got company.
Resilience is a rare commodity, and over the past couple of years, environmental factors haven’t made things any easier. Leaders are experiencing burnout and exiting high-powered jobs en masse. It’s hard enough to manage regular day-to-day stresses. Leaders must stay strong while managing a largely unpredictable workforce, which makes achieving any semblance of inner peace nearly impossible.
Leaders need to slow down – control what they can to keep some semblance of serenity. Getting off the train seems to be the only viable answer, especially when you don’t believe you have options.
A Peek Into my World
People want better tools to succeed. Over the past nine months, hundreds of people have reached out seeking Five Archetypes success strategies they can use now. They feel stuck in unwell work cultures, unable to access their talents, and powerless to impact change in their people.
Specifically, they want to:
- Understand how they become blocked
- Become more proactive
- Build more effective behavior patterns
Looking back over my client notes this year, I uncovered an alarming trend. I discovered that our fixed-minded perceptions of ourselves are the most significant obstacle we face.
I need to punctuate this point. Our most common relationship problem is the one we have with ourselves.
Specifically, the top five biggest inner roadblocks for leaders reaching out for help were:
- Why can’t I get out of my own way?
- I make decisions I can’t stick to.
- My client base isn’t growing.
- I don’t believe in myself.
- How can I find my real purpose?
When I witness a consistently low self-belief pattern emerge across hundreds of highly trained and experienced leaders and coaches, I wonder what the shared resistance to change is.
Why would so many people continue using leadership tools and growth tactics that perpetuate discomfort and don’t serve their goals?
I’m curious to understand. If it’s not working for you, what’s the payoff for staying with your current leadership method?
Email me with your thoughts. I’d love to hear your perspective.
With Gratitude,
Carey