The Importance of Designing Your Steps as a Professional

Introduction

In my tenure as a leadership development professional, I've consistently noticed a pattern: a person's discontent with profession and career stems from not having a plan. The saying goes, "If you don't have a plan, someone else will give you one," has never been more relevant in our dynamic professional world. And what is more confusing to me is that they are so surprised by having no agency.

My decision to depart from a thriving corporate career in 2006 stemmed from my role as a senior executive in human resources. I had a front-row seat to the decision-making processes of top-tier executives regarding others' career directions. It became evident how little control many professionals had over their futures without a deliberate strategy and proactive implementation of their career plans. I witnessed this time and again.

However, I want to clarify: I'm not suggesting that working for a company is inherently...

Why does it still surprise me? A knock at the proverbial door in my heart and mind, "Hello, it's your good old friend, DOUBT. Let me in." After 27 years in the professional world, filled with countless adventures, bold moves, failures (that thankfully didn't result in my demise), experiences, and tangible victories, I still find myself grappling with doubt.

This week, I encountered a hiccup in a project I'm incredibly passionate about. I'd even go so far as to say it feels like a calling in many ways. Everything was unfolding precisely as planned, and then suddenly, it wasn't. My initial reaction was anger, but it wasn't long before doubt came knocking. Questions flooded my mind: "Is this really as groundbreaking as you believe?" "Does the world truly need this?" "Is there genuine value here for the customer?" "What qualifies you as the expert you perceive yourself to be in this domain?"

In the midst of my self-pity pool party, with DOUBT as my unwelcome guest, I had an epiphany. I...

First off Happy National Hot Dog Day. For that matter everyday, we can take time to celebrate the hot dog. Now, let's talk about influence. As a leadership development professional, I've seen my fair share of motivational speeches, self-help books, and icebreaker activities involving awkward trust falls. But, my friends, true influence isn't about an impeccably timed inspirational quote or a well-executed trust fall (though the latter does have its merits, particularly in office comedy).

In my workshops and coaching, people talk of influence, but few know how to master it. Influence, real influence, comes from teaching someone, challenging them, and being a role model. How do we know this? Well, let me take you back a century or so. The year was 1916 and the food scene in the United States was under the influence of anti-German sentiment. Yes, folks, not even hot dogs and sauerkraut were safe!

Teaching: The Power of Education in Influence

First on our list, we have teaching as a way...

I love and I mean LOVE leading live workshops, especially when I get to shake things up with new and thought-provoking ideas. One such idea I introduce in a specific section of one of my workshops, "Show me your calendar and I can predict your bank account." This often elicits surprise, skepticism, and curiosity. Especially, in a corporate environment. In a recent workshop, a participant challenged this idea, and I asked if they would be willing to display their calendar for everyone to see. They hesitated, possibly feeling somewhat embarrassed. This is a common response, and to make a point, I'll generalize here. I suspect that most professionals would feel somewhat uncomfortable sharing their calendar with their peers, mainly because it may not be organized, prioritized, or designed effectively. In my experience, most calendars are merely filled with accepted invitations, indicating that someone else is dictating how they allocate their time. As an experienced leadership...

I had the opportunity to train a remarkable group of Learning and Development professionals from a prominent company last week. The training session, called CONNECT for Teams, focuses on creating deeper connections within teams, including hybrid and remote teams. During one of the breakout sessions, there were lively discussions and brainstorming activities. As I actively participated in one particular breakout, I noticed that one participant was holding back. It was evident that they had valuable insights to contribute. Later, in a one-on-one conversation, I probed further and discovered that they were suppressing some great ideas and contributions to the team. It was at that moment I highlighted that they were "violating their own constitution by censoring their freedom of speech." That is how I like to present self-censorship. This prompted a discussion on the topic of self-censorship, its reasons, and its implications. Let's talk about it.

As a leadership development...

Picture this. My business partner and I—a classic case of fire and ice in some ways, but complimentary. For 11 rollicking years, we were the yin and yang of our venture, which I might modestly add, drummed up hundreds of millions in transactions and kept a 225-strong team buzzing. I was your textbook Type-A, go-getter. He, on the other hand, was as Zen-like as they come.

Here's a fun fact: his voicemail inbox was the stuff of legends. You see, he'd let it fill up—every. single. time. The result? A non-stop carnival of calls aimed at me from people trying to track him down. So, one day, in a fit of mild exasperation (okay, maybe not so mild), I confronted him about this peculiar habit. His response was dipped in typical Zen-style wisdom. He calmly stated, "99% of problems can be solved with just a little bit of time, usually by the person facing the problem themselves."

That hit me. What I had initially written off as procrastination was actually something far more...

Nobody has ever accused me of lacking boldness. In fact, quite the opposite. Some have even suggested, or at least thought, that I might be a tad reckless. Throughout my life, I've taken many risks, both professionally and personally. Take, for instance, the year 2006. I decided to leave my executive HR position at the fastest-growing energy company worldwide to start my own business.

My primary mentor at the time told me I was out of my mind. After all, I was on everyone's succession plan, had a lucrative compensation package, and had the ear of almost every decision-maker. My career was only limited by the potential for a significant misstep. Yet, I felt an insatiable need for a larger challenge. Radical growth wasn't just an option; it was an imperative for me. I knew that only through bold moves could my true potential be unleashed.

Don't misunderstand me; leaving your team or current role isn't the only way to demonstrate boldness. It was just the path I needed to take. There...

I have a friend named Michael, who possesses a unique trifecta of talents: he's a remarkable singer, an outstanding guitar player, and an even more impressive leader. For many years, Michael served as the worship leader at a church I attend. Each week, he seamlessly assembled a group of incredible singers and musicians, who willingly devoted their time, making sacrifices to serve our community.

What consistently astounded me was how Michael managed to rally these phenomenal musicians week after week. And all of this without any monetary incentive! One day, driven by curiosity, I asked Michael, "How do you consistently persuade these great musicians to perform together week in, week out, without any pay?" Michael's response was as insightful as it was simple: "Great musicians love to play with other great musicians. They're even willing to do it for free."

This principle, I realized, isn't exclusive to music—it extends to high-performing teams in any field. High performers...

As an employee, you are the heart and soul of any organization. In this guide, we explore why it is essential for you to care about organizations that prioritize connection capital—the sum of social connections and relationships. By understanding the benefits of connection capital, you can actively seek out companies that foster strong social bonds. This guide highlights the advantages you can enjoy as an employee when connection capital is a priority, including enhanced well-being, increased engagement, career development opportunities, and a supportive work culture.

Key Points:

1. As you consider potential employers, it is crucial to recognize the significance of connection capital—the collective value of social networks and relationships—within organizations. By choosing to work for companies that prioritize connection capital, you position yourself for a fulfilling and successful career journey.

2. Enhanced Well-being and Job Satisfaction Organizations that value...

As a leadership development professional, I've discovered a few "laws of physics" when it comes to making memorable connections quickly. These laws are as steadfast as gravity and just as invisible until you start to see their effects in action.

Let's dive in, shall we?

1. The Law of STOP TRYING

Be genuine is so over used. Be real is also overused. Just stop trying. It sounds cliché, but it's surprising how many people don a mask when they meet someone new. Research shows that positive connections often arise from small, familiar gestures, sensations, or words that become linked to patterns of positive connection in our feelings and thoughts about ourselves, others, or life in general¹. When we stop trying, we're more likely to create these meaningful, positive connections. 

2. The Law of Vacuum Chamber

Pay attention to the small things. I imagine when I am meeting someone new that I am in a vacuum chamber with them and the door closes sucking out all...