Are you feeling overloaded and overwhelmed by the demands of your management role? You’re not alone in that! Many managers find themselves in this position at some point. Often, it happens because you haven’t learned to separate your self-concept from your job. And it leads to problems like workaholism and toxic persistence.

Does this resonate with you? Well, fear not! I’m about to explain the difference between the two and give you some tips on how to avoid this trap. As a leader, it’s important to recognise that your job is not the same as your identity. Your job is what you do, while your identity is who you are. Separating the two allows for a healthier and more resilient leadership career. And it is easy to do once you stop making three rookie leadership mistakes.

Mistake 1: Failing to see leadership as new career

It’s easy to fall into the trap of treating leadership as just an extension of your old professional role. But this is huge mistake. It feeds overwork, perfectionism and control-freak tendencies. As a manager, you need to see that leadership is not just a role. It is a distinct profession. That’s why management and leadership courses exist! So don’t assume you already have what it takes. Drop your old ways of doing things and start mastering the art of leadership!

Mistake 2: seeking to please everyone

Woops! This is a biggie! New managers, in particular, often mistakenly think they need to keep everyone happy. But the truth is, you can’t! Nor should you. After all, leaders sometimes need to make tough decisions and handle difficult situations. Trying to please everyone will only create confusion, conflict and stress. Instead, focus on making the best decisions for your team and organisation. And don’t be afraid to communicate your decisions and reasoning clearly.

Mistake 3: confusing your job with who you are

Remember this. You are not your job. It’s important to have interests, hobbies and relationships outside of work. Plus, continuously striving to be the perfect manager will only lead to burnout and disappointment. Instead, focus on being real. Set boundaries, delegate and take care of your job is just one part of your life – don’t let it take over your entire identity.

So, are you ready to stop making these rookie leadership mistakes and start creating a healthier and more fulfilling career? Remember, your job is what you do, not who you are. So go forth and lead with clarity and confidence! By untangling your identity from your work role, you’ll bring authenticity, adaptability, and renewed energy to your leadership.

This article was created by Eleanor Shakiba

Eleanor is a leadership trainer and success coach. Her mission is inspiring talented people to become leaders who make a difference.  Since discovering her passion for training and development, Eleanor has trained more than 60,000 people. She delivers face-to-face workshops for corporates, online masterclasses for leaders and Positive Psychology retreats for trainers, HR practitioners and leaders. 

We often talk about provocation as though it’s a  negative thing, but it can actually be a powerful tool for inspiring and motivating your team. By challenging the status quo and pushing boundaries, positive provocation can help create new ideas and drive change within your team. Let’s look at some interesting research about this intriguing concept and consider what it means for leaders and high achievers.

Positive provocation is a technique used to stimulate or challenge thinking constructively. Unlike negative provocation which aims to incite conflict or cause offense, positive provocation seeks to inspire and motivate. Psychologists have found that positive provocation can generate fresh perspectives and creative solutions to problems.

One study conducted by the University of Amsterdam looked at the effects of positive provocation in a team setting. The researchers divided participants into two groups – one group was exposed to positive provocation while the other was not. The results showed that those who were positively provoked demonstrated significantly higher levels of creativity and innovation compared to the control group. This supports the idea that positive provocation can be a powerful tool for unlocking untapped potential within teams.

This finding is supported by a study published in the Journal of Applied Psychology, which emphasises the importance of appreciative team building. By focusing on the strengths and positive qualities of each team member, this approach fosters a supportive and empowering environment for collaboration and growth.

So, how exactly can you harness the power of positive provocation at work? It all starts with creating an open and inclusive space. Encourage team members to ask “what-if” questions and explore unconventional ideas. Here are five more questions to experiment with:

1. What are the benefits of this problem?
2. Let’s ditch the standard assumption that…is true. What does that mean for us?
3. If …was not a problem, what would it be?
4. If the opposite of what you’ve said is true, what possibilities could arise?
5. What bold action would you take if there were no limits or consequences?

Remember, positive provocation is not about stirring up conflict or causing tension but rather inspiring creativity. Positive provocations have the power to transform your team’s dynamics, sparking creativity and collaboration. Backed by robust research, these thought-provoking questions unlock new perspectives and generate innovative strategies. Embrace the “what-if” mindset and watch as your team’s excitement and commitment soar to new heights.

Read the original article here from Psychology Today.

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

Want to stand out as an emerging leader? Then stop behaving like everyone else!  Real leaders aren’t scared to be different; in fact, they embrace it. They understand that being unique and authentic are key to creating a lasting impact. However, most of us are socialised to do exactly the opposite. This means that to stand out as an emerging leader, you need to break the mould in positive ways. For example, resist the temptation to be a Lone Ranger. Sure, it’s a common misconception that managers must cope alone.

With this in mind, here are my top tips for showcasing your leadership acumen – even before you get that first leadership role!

Tip 1: Be a (leadership) team player

No-one becomes a great leader without mentors, collaborators and inspiring peers. Right from the get-go, think of yourself as a member of the leadership team.  Collaborate. Ask questions. Listen to others’ ideas. And connect with people outside of your department or industry – you can’t think outside the box if you stay in it!

Tip 2: Embrace the power of positive deviance

Remember this: chameleons don’t stand out. Being a ‘positive deviant’, on the other hand, will set you apart. Positive deviants are people who challenge the status quo in a constructive way, driving innovation and change. So, don’t be afraid of going against the grain – that’s where real leadership is shown. Be the person who makes a difference, because then you’ll show you can be a leader who makes a difference!

Tip 3: Swap politics for courageous conversations

Early in your career, it might be tempting to become a yes-person. Stop right there! As an emerging leader, it’s crucial to voice your opinions and challenge the status quo. However, this doesn’t mean being confrontational. Instead, have courageous conversations – those that are honest, respectful and solution-focused. This will demonstrate your assertiveness and emotional intelligence. In combination, these two traits are way more powerful than any skill in political manoeuvring.

So, what are you waiting for? Start standing out and making an impact as an emerging leader today! Remember, being different is a strength, not something to hide. Embrace it, be authentic and lead from within – the rest will follow.

This article was created by Eleanor Shakiba

Eleanor is a leadership trainer and success coach. Her mission is inspiring talented people to become leaders who make a difference.  Since discovering her passion for training and development, Eleanor has trained more than 60,000 people. She delivers face-to-face workshops for corporates, online masterclasses for leaders and Positive Psychology retreats for trainers, HR practitioners and leaders. 

Did you ever wonder how some professionals effortlessly command attention, exude confidence, and leave a lasting impact in their work and personal lives? We’ve uncovered a game-changing article that reveals the key to achieving all that and more. In this blog post, we’ll summarise the article’s insights on increasing credibility, confidence, and impact while providing valuable takeaways for professionals like you.

In this article, it highlights a recent Lenovo report that identifies a significant thinking gap and proposes actionable solutions to bridge it. This report emphasises the importance of continuous learning and adaptability in an ever-evolving business landscape.

The study reveals three core strategies that can transform the way professionals approach their careers, enabling them to enhance their credibility, boost their confidence, and maximise their impact.

1. Embrace Lifelong Learning: The report emphasises the value of ongoing education and staying up-to-date with the latest industry trends. By investing in continuous learning, professionals can gain a competitive edge and position themselves as industry leaders.
2. Cultivate a Growth Mindset: The article underscores the significance of adopting a growth mindset—an open and flexible attitude toward challenges and setbacks. By embracing a growth mindset, professionals can overcome obstacles, learn from failures, and continuously improve their skills and abilities.
3. Master the Art of Effective Communication: The research highlights the critical role that communication plays in professional success. Whether it’s delivering impactful presentations, writing persuasive emails, or engaging in meaningful conversations, honing communication skills is essential for building credibility, instilling confidence, and leaving a lasting impact.

These insights provide a wealth of knowledge that professionals can apply to their own careers, helping them elevate their credibility, boost their confidence, and amplify their impact in both work and life.

In conclusion, the Lenovo report offers a treasure trove of strategies for professionals seeking to thrive in today’s competitive landscape. By embracing lifelong learning, cultivating a growth mindset, and mastering effective communication, you can unlock your true potential and achieve unprecedented success.

This is a summary article. You can read the original article here.

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

Are Narcissists capable of understanding the consequences of their own behaviour? This is a key question when it comes to understanding the topic of narcissism and narcissistic rage. According to a recent article on Psychology Today, this is an important concept for managers, business owners and supervisors to understand.

The article provides insight into what drives narcissistic rage – it occurs when someone with a narcissistic personality feels they have been wronged or humiliated. A narcissist may be overly sensitive to criticism or failure and take out their frustration on those around them. They may also become vengeful if they believe that someone has wronged them in some way – whether deliberately or unintentionally – and will stop at nothing to get revenge.

The article outlines how managers need to be aware of these tendencies in order to protect against toxic workplace environments. She discusses how empathy, emotional intelligence and clear communication are essential for managing relationships with employees, customers or colleagues who display narcissistic traits. One key point she makes is the need for managers to provide honest feedback without being too critical; this encourages self-reflection which can help prevent someone from reacting with extreme anger or aggression due to feelings of humiliation or shame.

Managers should also be aware of potential triggers that could cause individuals with narcissistic characteristics to react inappropriately. These triggers could include anything from criticism, seemingly small slights (real or perceived), public humiliation, feeling undermined or disrespected and so on. It’s important that managers remain mindful of these potential scenarios and strive to create a positive work environment where everyone feels respected and valued as an individual.

Above all else, the article emphasises the importance of self-awareness when dealing with narcissism – both in oneself and others. To develop healthy relationships within the workplace it’s necessary for everyone involved (managers included) to recognise their own vulnerabilities and respond accordingly should any issues arise during interactions with others. By having greater awareness one can better manage conflictual situations before they escalate into something more serious such as revenge-seeking behaviour from a narcissist.

Ultimately, understanding of the behaviour and patterns of narcissism is key to creating a successful work environment for everyone. By learning about and recognising the signs of narcissistic rage, managers can more effectively manage individuals who display these behaviours. With appropriate measures in place, it’s possible to create an atmosphere where everyone feels respected and valued – even those  with narcissistic tendencies.

Find out more in the original article here: https://www.psychologytoday.com/intl/blog/think-well/201910/understanding-narcissism-and-narcissistic-rage

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

How do stories affect the brain? According to the article, “stories activate the brain’s pleasure centers” and “this is because when we’re engaged in a story, we’re using many of the same cognitive processes that we use when we’re actually living our lives.” In other words, stories can help you learn and make decisions. Stories allow you to see the world from different perspectives, and to understand complex concepts in a simplified way. They also help you to remember information more easily.

Stories tap into your emotions and help you make connections between events. They also give you a sense of control over your environment, which is why they’re so popular in business. Stories activate the brain’s reward system, which is responsible for motivating you to learn and explore new information. They also help you to understand and remember information more effectively than straight facts or statistics. What’s more, stories can be used to change behaviours and attitudes – a fact that’s not lost on business owners and managers.

So why are stories so effective? Our brains are wired to pay attention to stories because they are a combination of both facts and emotions. This combination helps you learn and remember information more effectively than just facts or emotions alone. In other words, stories help you see the world in a more holistic way, and this is why they are such an important tool for learning and decision making.

Managers, business owners and supervisors can use stories to connect with their employees and customers because storytelling is a powerful way to engage an audience and connect with them on an emotional level. Stories can help people to understand your point of view, connect with your values and see how your company operates. They can also be used to inspire people and motivate them to take action.

If you’re looking for a way to connect with your audience and inspire them to take action, storytelling is a powerful tool that you should consider using.

Find out more in the original article here: https://www.brainfacts.org/neuroscience-in-society/the-arts-and-the-brain/2021/why-the-brain-loves-stories-030421

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

In our fast-paced and constantly-evolving world, it’s no wonder that innovation stress is one of the most commonly reported workplace issues. In this article, it outlines five ways to deal with innovation stress in the workplace.

The first method is to take a break. When you feel yourself becoming overwhelmed or stressed out, take a few minutes to step away from the situation and clear your head. This can help you to approach the problem with fresh eyes later on. The second suggestion is to set realistic goals. Don’t try to accomplish too much at once; instead, break down your goals into smaller, more manageable tasks. This will help to reduce stress and allow you to focus on one task at a time.

The third tip is to create a support network. When you have people who understand what you’re going through and can offer helpful advice and encouragement, it can make the journey a lot easier. Fourth, stay organised. This includes both your physical and mental space; try to keep your work area tidy and make a list of things that need to be done so that you don’t feel overwhelmed.

Finally, take care of yourself both physically and mentally. Make sure you’re getting enough sleep, eat healthy foods, and take some time for yourself every day to relax and recharge. When employees feel like they’re being given the tools they need to succeed, they’re less likely to feel overwhelmed or stressed out.

By setting clear goals and expectations, you can help employees to stay focused and motivated. By encouraging creativity and risk-taking, you can help them to think outside the box and come up with new ideas. By promoting work-life balance, you can help them to maintain a healthy balance between their personal and professional lives. By building a positive team culture, you can help employees to feel supported and appreciated. And by managing stress levels effectively, you can help them to stay calm and productive under pressure.

Find out more in the original article here: https://www.europeanceo.com/business-and-management/top-5-ways-to-tackle-innovation-stress-in-the-workplace/

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference.