Archives for April 2015

5 Sure Ways To Manage Procrastination

29 April 2015 By Lalita Raman Leave a Comment

Source : National Geographic

As an entrepreneur and freelance consultant, I envision and strive to connect with my clients and grow my business and reach.

Growing my business and its reach is also a challenge, I need to face and overcome on a daily basis, and on some days I tend to procrastinate on better or improved ways to do it. I ask myself as to where I can grow and do better and thus push myself beyond my comfort zone.

Whilst I enjoy coaching, facilitating, speaking and designing workshops and preparing content for it, there are other activities that I usually tend to put away. Activities such as networking, finding clients who will benefit from coaching, writing my book (work in process), though I enjoy, I tend to push it away to either a later time or even worse, to a later day.

I think this happens because many times, my brain doesn’t see the immediate reward and thus it triggers various emotions such as self-criticizing, judgment, frustration and self-doubt.

Many clients whom I coach face a common barrier in time management and procrastination. Their barriers could result from lack of motivation, being a victim to “The Tyranny of the Urgent”, or not being committed to what they want to achieve.

⇒How do you motivate yourself to take that next step?
⇒What can you do to manage your time in a day better?
⇒What are some of the reasons for not feeling a sense of urgency to accomplish a goal?
⇒How driven are you by your list of things to do? Are you able to see the link between what you need to do in order to get what you want?
⇒How are you managing your conflicting emotions and thus your brain to move forward and not procrastinate?

What strategies can you use to give you that adrenalin to “Just Do It”?

1. Use of words

What words are you using with respect to the activity that you are procrastinating on?

Is it necessity words like should be/do, must do, have to do, ought to, Or
probability words like could do, can do, may do, I will try, I might be able to Or
possibility words like I want to, I love to, I like to, will do

2. Feelings

Once you have Identified the words you use to activities which you tend to drag your feet on, ask yourself what feelings do those words generate in you? What emotions do those feelings generate? What do you do with those emotions? Do you get into a critical mood or a self-pity mode? How is that helping you? Acknowledge your feelings and emotions and what are some of the ways you can best manage that.

3. The Past

On activities that you have procrastinated on, in the past, what changed for you to get it done? How did you motivate yourself? What words did you use? Did you seek guidance or advise from a friend or mentor?

4. The “Why”

Ask yourself what is the purpose of what you are doing? Linking to the why I do what I do helps me to continue my journey towards achieving my goal and vision though I may not be necessarily motivated with each and every aspect of that path.

Reminding myself of “The Why” keeps me focused and gives me the #clarity and sense of direction.

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5. Manage

We are emotional beings and it is not possible to live without emotions nor suppress them. What we can do is to manage our emotions. Find the why, small rewards that keeps me going, taking a break, asking what is in that activity that triggers the emotions are some of the ways I find it useful to manage my procrastination. Writing down your ideal day and your day as is will help you identify the gaps and help you overcome them. Whose help or what resources do you need to give you that boost to move forward?

6. Mindfulness

We think we multitask. Science has proved that our brains cannot multi task. Two activities that require us to use our executive center of the brain, The Pre-Frontal Cortex, cannot be done at the same time. When we engage in multitasking, we overwhelm our brain and that results in lack of focus and thus in not delivering the desired results.

#Mindfulness is a great way to bring focus back to our task in hand #leadfromwithin

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What strategies have you adopted to get over procrastination?
How do you motivate yourself to do the tasks which are necessary but you may not be excited about?

Let’s connect to continue the conversation.

Co Author of the Book “Energize Your Leadership” Buy Now

Why Brand You, Brand Your Organization Matters In Your Success?

23 April 2015 By Lalita Raman Leave a Comment

Excerpt from my “Energize Your Leadership” chapter.

For me, identifying and connecting to my vision, helped me Energized My Brand and What I do.

I was diagnosed with juvenile diabetes at the age of 8. I gradually learned what it means to live as a diabetic, from adapting my diet to self- injecting insulin doses daily. You could say I had a head start in resiliency-building, learning along the way that I did not have to let the process of managing my health keep me from pursuing my dreams and goals. With my family’s support, and my own determination and adaptability, I have successfully managed my condition ever since.

When it came time to decide on a career, I gravitated towards those vocations that would allow me to help people. Based on my doctor and my parents advise to achieve my vision of helping people through a different path, I chose a faculty in Business and Commerce, different from my first choice (medical doctor).

After graduation, I became a chartered accountant and began living my new dream of joining an International Bank. My trademark resilience and drive came into play despite my fears about the aggressive nature of the investment world. I thrived and excelled in a male-dominated industry, positively impacted the ROI of my clients and grew a loyal client base.

I didn’t realize it at the time, but I was building a personal brand of Resilience. Years later, a conversation with a friend prompted me to revisit my brand – specifically, what did my brand mean? What did I want it to represent? Yes, I was resilient – it was who I was at the core, but how was it manifesting itself more widely than simply as a reactive stance? In other words, how was I to take my personal brand and actually be proactive in doing something with it instead of just pulling it out when confronted with challenges?

This was when I realized that I wanted to use my brand to help others recognize theirs. This was my “aha” moment – where I reconnected with my purpose, inner drive and vision of helping people. I wanted to build an organization and a life where not only I was resilient, but the organization itself was based on the concept of resilience.

So I quit the corporate world and set up my company. By becoming an executive coach and trainer, I reinvented myself and translated my vision into one that could help people on their own journeys of growth and development.

As with any deep and worthwhile journey, there are still challenges and setbacks along the way.

I’ve had to remember to be patient and kind to myself. I am still living – and creating – this transition from an investment banker to an executive coach and trainer. When I look at the transition, I see that I’ve made it a success by training and coaching myself, practicing relentlessly and living many aspects of my life out of my comfort zone.

I love to #motivate, #inspire and #support people’s positive potential #EnergizedLeaders

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Helping my clients to be their best and become better communicators and better leaders brings me a joy that I never found in the investment world.

My resilience, persistence, willingness to take risks in life and follow my vision with not only passion but patience and endurance have given me invaluable insights to energized leadership.

Reconnecting with my vision has not only helped me steer through difficulties and challenges, but has helped me define myself and my brand, and develop the resilience to joyfully embrace this journey called “My Life.”

LESSONS LEARNED

My values and vision have shaped who I am and what I do, and have guided me through my corporate career of 20 years and into my current journey as a coach and trainer.

A brand needs to have a strong foundation. The foundations of authentic brands are found in the people who support those brands and the individuals who see their personal brand as being synchronous with the organization’s brand.

How do you become a force of your own life? I have learnt invaluable lessons along the way of my journey. More in-depth insights are provided in the book Energize Your Leadership.

This article is an except from my chapter in “Energize Your Leadership,” a collaborative book project with 16 experts advice on how to ignite, discover, and breakthrough. Order your copy now!

Connect with me on Transitions Intl Ltd.

Five Proven Ways To Manage The Leadership Development Process

15 April 2015 By Lalita Raman Leave a Comment

I was at yoga for a Hot Flow class the other day. Flow as the name suggests is a dynamic sequence of yoga asanas (poses) in a heated room. The instructor mentioned that he would like each of us to transition from one pose to another, effortlessly and without strain or stress. And where we felt it was challenging to breathe, he asked us to be in the moment and not get overwhelmed. He asked us to be aware of and acknowledge what we are going through, and instead of giving up, to do what each of us are capable of in that moment. The most important thing was not to let our emotion of feeling flustered or stressed take over us in who we are or seek to be in that moment. Essentially, he asked us to “level up”.

When he said this, I realized that when we are in a flow, be it while writing, speaking, presenting, at a meeting, at work or at the gym, we are focused and there is synchronization of what we are doing, our state of being, our thoughts, feelings, and our breath. We are so involved in that state that we forget everything else and are present in that moment fully. The real test to mindfulness is when we are quite not in that state of flow.

In yoga, when the heat in the room and the pose gets challenging, our breath gets affected and thus the way we are and the way we do the pose in turn gets affected. If you get frustrated and irritated at this moment, you run the risk of injuring yourself.

→What is the connection between yoga in a heated room and life and leadership?←

Life throws many challenging moments in our way and in navigating through those challenges, we feel stuck. We quite often feel we are on a hamster wheel, unable to get off.

Things often go wrong, and yet life goes on. As difficult it may seem, it is up to each of us to pick the threads of learning, march forward and move on.

Your #Attitudes form part of your recurring #thoughts, #behaviors and #feelings.

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And when the flow seems shaken, it is our attitude that we need to manage.

We go about our daily living largely oblivious to how we are doing things; they have become so familiar that they are transparent. A breakdown is breaking down of our transparency so that what was present and in the background becomes prominent and to the foreground of our attention.

A breakdown can be seen as an interruption to the normal and anticipated flow of life we find ourselves in. And it is an assessment by each of us that something has not happened, or is not happening, or likely to happen, the way we think it should, and that we, and possibly others, will be worse off because of this. Breakdowns can be positive or negative. A positive breakdown is when a concern has unexpectedly been taken care of. A negative breakdown is an assessment that a concern is not being taken care of.

A positive breakdown, for example, could be a promotion and moving to a different location. Whilst it does interrupt the usual set of activities, this interruption results from positive news. A negative breakdown could be something as simple as somebody not delivering on their commitment which causes a breakdown in your ability to deliver something on time.

Quite often when there is a breakdown, we make a judgement or opinion about the breakdown and an assessment about our capacity to deal with the breakdown. Emotions are an integral part of the observation of our breakdown and, as predispositions for action, influence our capacity to deal with the breakdown. Breakdown of flow thus can make us feel stressed, irritated, frustrated, angry, bored, anxious, and at times it may turn into apathy.

⇒In organizations, do leaders experience a break in the flow of things ?

⇒Do organizations experience a break in the flow of their leadership development strategy?

Many executives are thrown at the deep end of things, possibly, deep beyond their depths and they are expected to manage, lead and yet deliver spectacular results. Not every high potential is given the benefit of hiring a coach who can assist them through the transition.

In my 20 years, whilst working in the Corporate World, I have seen many executives who stretched themselves beyond their comfort zone, felt uncomfortable with the not so smooth flow and yet overcame their challenges and succeeded. Yet, I have seen others where the person was unable to navigate through the changes and challenges and achieve the result that was expected of them.

How do you as a leader manage the flow of leadership development in your organization?

1. Be a sounding board

#Leaders who want to develop others realize that #success doesn’t come from #control and #command nor by telling people what to do.

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They create an environment where they listen, ask relevant questions, encourage, and act as a sounding board. They challenge their team yet know when to give guidance.

2. See the benefit of coaching

The “manager as a coach” is a culture that many organizations are trying to adopt. Whilst there are benefits to this, there are leaders and a cohort within the senior team who are better off getting an external coach to assist them in their leadership development path. Investing in the development path of your high potentials at the right time pays rich dividends. A leader who cares and is concerned will not be indifferent to making this investment when necessary.

3. Take calculated risks

A leader who knows their team well knows when to take risks in terms of the development strategy of their team members. They have the capability to judge the prospective ability of each of their high potentials. They know through a process of communication, clarity and observation when to challenge, when to give assistance and at the same time weigh in the costs and benefits of each of these steps within the organizational needs.

4. Deal with the challenges

A #leader knows how to deal with disappointments, mistakes and a break in the #flow. #leadfromwithin

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They are experienced and where they don’t know they consult, and seek guidance.

5. See the Big picture

Let go are too easy words but one of the most difficult to practice as a behavior.

A #leader is a #learner and a #mentor, they learn from others because they understand that learning never stops.

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They learn from their mistakes, challenges and on their journey of life. They are able to predict based on their understanding of the business environment and the people who work with them. They know how to be persistent and yet when to let go.

The flow of Leadership Development is not an easy path and yet it is one where a successful leader knows when to take risks, when to ask for help and they adopt a can-do attitude in building the leaders of tomorrow and in their success.

It is human to experience a dynamic interplay between language, emotions and body when you feel disappointed, frustrated, bored, or stuck and when you feel that, ask:

→What is causing the breakdown in the flow?←
→What is boring you and why?←
→How can you spark your interest and get going with renewed energy ?←
→What are the changes you need to make to get back in the flow?←

FOR SPEAKING, ONE-ON-ONE COACHING, WORKSHOP FACILITATION, TRAINING OR GROUP COACHING, PLEASE CONNECT.

BOOK LAUNCH ON APRIL 20, 2015. BUY YOUR COPY ON APRIL 20, 2015.

Humanity In Leadership

7 April 2015 By Lalita Raman Leave a Comment

I was in conversation with a group of people who work with an organization which believes in assisting others to achieve breakthrough results.

During one of my conversations with one of the senior leaders of this organization, he asked of me information which didn’t seem relevant to what he and I were discussing. Not only that, the request landed on me in a way that, I considered, not courteous. I considered it impolite because the why was never explained nor how it was relevant to the achievement of the final result . Information was being asked of me without stating the why and no clear-cut information from their end was provided.

A rapport that was established, was shaken and somehow in my own mind, I felt the trust was broken. I decided to set aside my emotion and explained to him why I was uncomfortable giving that information at this stage. That didn’t get far because they decided not to continue the conversation with me. They stated that they had their ways of doing things and did not want to deviate from those set procedures or policies. Now, I knew what the real reason was but it seemed strange that this person stated that they did not want to go against their procedure. When the request was made there was no such background given. It was just asked without giving consideration to the sensitivity of the information that was being requested and that too at such an early stage. To me the humanity was missing, and in that, the trust was broken.

One of my clients was sharing with me about one of the conferences she had attended and how one of the speakers showed his vulnerability and some of the members of audience were critical of him.

When she mentioned the reaction of some people in the audience, I recollected an article on HBR about the dehumanization of leadership. I quote “Trust in business leadership is at historic lows, according to surveys by Edelman and the World Economic Forum. One reason might be what INSEAD professors Gianpiero and Jennifer Petriglieri call the “dehumanization of leadership”— that is, our tendency to think of leaders as either instrumental (pursuing a particular business goal) or heroic (pursuing a unique vision). In short, we want super-machines or super-humans, or both, at the top of our organizations, and many CEOs strive to meet those expectations. They’ve been trained to hide vulnerabilities, to plan and stay the course, to minimize risk, and to be consistent, level-headed, and in complete control at all times. Inevitably, however, they fall short.”

As a #leader, how do you seek to connect with others? #leadfromtheheart #leadfromwithin #humanity #peopleskills

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⇒Do you think being in a position of power automatically gives you the right to demand what you want without being courteous?

⇒What does it take in you to connect with somebody emotionally ?

⇒Do you as a leader forget to be human in order to be in complete control at all times?

What does it mean to be human?

1. Dare to say “I don’t know”

No leader is expected to know all things. Behave in a way that you can learn from others and that you rely on others to get the job done. You are not perfect nor somebody who is indefatigable.

2. Be courteous

Treat others as they would want to be treated.

#Courtesy is the essence of a human connection and #trust gets reiterated when you are #polite and caring.

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Procedures and policies are important but don’t forget the necessity of human interaction and connection, if you want to make the former successful.feel upset, disappointed and be worried. And it is difficult to be inspired by someone who sticks to negativity and does not instill hope in their team. Being optimistic is key. Are you creating an environment of fear or trust and hope?

3. Be vulnerable and emotional

We are emotional beings and without emotions the relationship seems like a farce. You are able to connect with an individual better when they show their vulnerability because that shows their authentic self. Would you rather learn from someone who thinks they are perfect and can never commit a mistake or from someone who has learnt from mistakes and life’s challenges?

4. Optimistic

It is okay to feel upset, disappointed and be worried. And let that not be a mainstay of your life. t is difficult to be inspired by someone who sticks to negativity and does not instill hope in their team. Being optimistic is key. Are you creating an environment of fear OR trust and hope?

5. Command v/s Request

If you choose to ask somebody to deliver something, make sure it is a request and the person knows why that request is being made of them. No matter who you are, you have no right to demand information or make somebody feel threatened and insecure.

We live in a technologically advanced age and as humans, it is impossible to connect and establish trust, if you behave like a robot. Relationships are formed and happen when the connection with another person happens from the heart and you don’t give in to judgment or assumptions.

How are you connecting with people ?

Are you being #human in the way you #behave and interact with others? #peopleskills #leadership

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For speaking, on-on-one coaching, workshops, facilitation, training, let’s connect.

Archives for April 2015

5 Sure Ways To Manage Procrastination