*As seen on Thrive Global – Learn Why Piling It On is Addictive and What You Can Do to Stop It. 4 Tips for Busy Leaders

As a leader, you might love multi-tasking and getting it ALL done.

Perhaps you feel invincible, maybe even giddy, as you –

  • Discuss the new organizational restructuring plan with a department head on your smartphone,
  • while toggling back and forth between 17 open tabs on your computer screen,
  • noting that new LinkedIn connection request,
  • then glancing at your paper planner as you quickly compare it to your google calendar,
  • while searching online for tips on how to throw the perfect little league weenie-roast.

You’re so good at multi-tasking you sometimes feel intoxicated when you pile on just one more thing!

The bad news is you may have unconsciously developed an addiction. According to neuroscientist and New York bestselling author, Daniel Levitin, “Multitasking creates a dopamine-addiction feedback loop, effectively rewarding the brain for losing focus and constantly searching for external stimulation.” (Daniel Levitin. The Guardian and his book, The Organized Mind: Thinking Straight in the Age of Information Overload.)

Now more than ever, leaders require focus. Effective leaders have clarity. Sound business decisions are not made in the dark jungle of mental chaos, overwhelm, and constant over-stimulation.

To break the cycle of purposeful distraction requires awareness and commitment. Admitting the distraction and multi-tasking is creating a problem is the first step.

Use this barometer: Is what I’m investing my attention to having a positive or negative impact on achieving my goal at this moment? Think hard about it. Is it getting you closer to the objective? Or are you feeding an addiction?

It’s all about the moment. You can make better, clearer decisions moment by moment by being present and aware. This is the opposite of multitasking and distraction. Being present in every moment brings your attention back to the goal, the task, the vision. This breaks the cycle of habitual distraction and over-stimulation.

It takes practice. The good news is, unlike with other addictions, you won’t experience painful withdrawal symptoms. This will actually feel good. Your brain will feel happier and it will thank you by becoming smarter, stronger and more agile.

The art and science of Mindfulness is the antidote to multitasking, distraction, and the related feelings of stress, overwhelm and anxiety.

4 TIPS FOR BUSY LEADERS

Tip One:  Deliberate focus. With our hyper-technology culture, training the mind to focus is becoming more critical than ever.  If learning to focus seems difficult I have good news. Practicing focused attention, free of distraction, even for one-minute is beneficial. You can then attempt two minutes. Then three. Before you know it, you will be practicing deliberate focus for twenty minutes. Which leads me to the next tip.

*Beginner Hack: Use this video timer to easily establish moments of deliberate focus. Every 15 seconds you will hear a ding that reminds you to stay focused. You will hear a bell after every completed minute. It works!

Tip Two: Meditation. Does the idea of meditation cause your eyes to roll back in your head? What if meditation was as easy as taking a ten-minute walk and noticing each step and the placement of your feet? Meditation doesn’t have to be sitting in lotus position on a pillow for two hours. You can make anything a meditative practice. The next time you brush your teeth, simply focus deeply on the task. Feel the brush on your teeth. Notice the pressure you’re exerting. Notice the taste of the toothpaste. Notice how many thoughts are popping into your mind while you execute this mundane, routine task. Now notice you were just meditating. If you begin meditating in short spurts you are likely to extend the practice because you will like the results.

*Bonus! Even hugging can be a meditation. Zen Master Thich Nhat Hahn explains here.

Tip Three: Releasing Judgment. Having a judgment about everything is taxing and stressful. By deliberately choosing to be without judgment from time to time trains your brain to secrete chemicals that produce positive emotions. Next time, before making either a silent or verbal judgment, hit the pause button. Consider asking yourself if the snap-judgment is valid in the first place? Is it necessary? Or is it simply a default you’ve created, bringing no real impact to your life or the life of others. Judgments are merely thoughts. They may not be based in reality. Which leads me to another important tip.

Tip Four: Self-Inquiry. Questioning your thought process is another form of practicing mindfulness. Leaders who want to increase their emotional intelligence will begin the practice of questioning their thoughts.

You have a lot of thoughts. But are they purposeful and deliberate thoughts? Or are they uninvited thoughts? Have you ever given this any consideration? Do your thoughts control you? What if you could control your thoughts?

Becoming aware of your thoughts moment by moment is a deep form of mindfulness. Being aware of a thought is the first step in controlling our thought process. By controlling our thoughts, we control our actions and emotions. Leaders who can control their actions and emotions better serve their organization, team, and as a result, themselves.— Published on January 15, 2020

Juicy to Dry: Seven Best Ways to Manage Effective Internal Communication in the Workplace Quickly

When it comes to being the dragon-slayer of effective internal communication in the workplace, you want to reap the richest, and most satisfying experience (input) in the least amount of time (output) possible, while still obtaining engagement from the other party.

Let’s think of this as a metaphor. In this case, the metaphor is a steak: you’re sitting at a white, linen-clad table at your favorite steak house. You’ve not eaten red meat for a year because you gave that up last year along with carbohydrates. Tonight is the night. You’ve had a longing for a tender, juicy piece of meat for a long time and here you are, sitting with a glass of cabernet on your right and a fork and knife on your left.

The steak arrives and your mouth begins to water. Taking a swig of Cab, you grab the knife and fork in both hands and go at it. But unfortunately, while edible, the steak is neither tender nor juicy. Instead, it is dry and hard to cut. Your fingers are becoming sore as you hold tighter to the knife and fork, sawing away, only to find the small piece of meat dangling from the fork tines is gray and tasteless.

What if instead, the steak arrived at the table on a sizzling plate, covered in herbed butter and as you stick the fork in you discover the meat so tender you could cut it with a spoon? You put the first bite in your mouth and there it is… salty, juicy, tender, and perfect. Just what you were dreaming about.

Internal communication can often be like a dried-out, overcooked steak; unappealing, difficult to wield, and very little satisfaction. But it doesn’t have to be!

Here are the seven best ways to manage effective internal communication from juiciest (highest reward and least amount of output) to driest (which we already know means blek.)

1. Fact-to-face: This will always be the #1 method for effective communication. In a face-to-face conversation, you can draw on any soft-skill, emotion, or body gesture necessary to convey exactly what you mean. Whether your intention is to persuade, sympathize, reprimand, celebrate, or explain, if you have the choice, do it in person.

2. Video conference call: I love technology! Whenever I am not able to meet in person or if I must facilitate a conversation with several individuals who are not collocated, my choice is always video conference. You virtually receive almost the same level of connection as in a face-to-face exchange.

3. Phone call: The best alternative when it is physically impossible to meet in person. Picking up the phone and placing a call is fast and efficient. But there are some drawbacks. It is difficult to judge the energy of the other person over the phone; their mood, their physical interest in the conversation (how do you know they aren’t rolling their eyes?) I also find it difficult to know when it’s my turn to speak and so I have a habit of unintentionally stepping on the other persons words. Don’t make my mistake! I now mitigate this by at least two seconds to determine if the silence is real or simply a pause.

4. Email: I know some people who don’t answer their phone and instead almost exclusively communicate by email. This holds true even if you work in the same building. It’s not my place to judge others. Perhaps these individuals consider this a better way to manage their time. They may see it as short, fast, and effective. However, how many times have you been befuddled with an email request or response because the context isn’t clear and there is no way to gauge the facial expression or body language, let alone tonality of the other person? I know I’ve at times completely misunderstood the tone of a message delivered by email.

5. Intranet: This is a wonderful tool allowing organizations to effectively engage their internal stakeholders with up to the minute information, events, policies and changes thereto, as well as manage team communication, and even client management. A good intranet system has revolutionized the way organizations communicate internally. Yay!

6. Instant or direct message: Considering the number of platforms we utilize on a daily basis with the option to send short messages, pithy or otherwise, this makes for a great resource when just a few direct words will serve the purpose. When needing to send an alert such as ‘do not push the red button,’ a face-to-face really isn’t necessary.

7. Blog. It really isn’t fair to place blogs at number 7. Blogs are a wonderful way of communicating information. But for purposes of internal communication in the workplace, on our juicy to dry scale, blogs are the least effective communication device. When information is intended to be shared internally as well as outside the organization, and the intention is to reach a wide audience, posting a blog on the company website is a great idea. But don’t just stop at blogs. All organizations should consider cultivating a library of easily accessed information in the form of industry white-papers, opinion papers, and even scholarly articles if the organization has on staff academics among their talent. Many of the best enterprise-level organizations do just this, including large enterprise such as Deloitte, FranklinCovey, and Gallup, as well as smaller consulting firms including Prosci, The Ledden Group, and  North Highland. Information, in my opinion, is gold. I applaud these companies and the service they provide by sharing their brain-trust and wealth of knowledge with the world.

What is your preferred communication method for delivering information? Which do you like the least and why?

Do you know on average, global enterprises will each lose $62.4M annually due to dysfunctional internal communication?

Have questions on how to turn around your internal communication challenges? Feel free to reach out to me for answers or training. Hello@SarahSaintLaurent.com


Stop using ‘Stuck’ to Describe the Way You Feel.

Where did this obsession with the word STUCK come from? Have you noticed coaches and counselors throw it around all the time?

“I help people who are stuck.”

“I help people with their feelings of STUCKNESS.” What does that even mean? I can ask this question because I am guilty of using the term stuck and perpetuating the problem. I’m basically calling myself out.

I’ve decided I don’t like the term Stuck. To me, it is vague and useless. If you ask someone what they feel stuck about they generally can’t verbalize it because the word STUCK is fuzzy.

Stuck is a past-tense, past-participle of Stick, which is a word with a multitude of meanings. In this instance Stick generally means to firmly put or set in a specified place or position. See how useless the word STUCK is? It means nothing really.

The word cemented, a synonym for stuck, is a much better way to describe the feeling sensation of being stuck. It conjures up thoughts that help us genuinely identify the emotions attached to the resistance that leaves us spinning our wheels based on patterns we developed early on.

Here are a few examples.

(Client) “I feel stuck.”

(Me) “Really? Can you explain?”

(Client) “No. Not really. I just sort of feel stuck.”

(Me) “ Can you say more?”

(Client) “No. It’s hard to explain.”

 (Me) “Yes, that is because the word stuck is vague and ambiguous.”

VS.

(Client) “I feel cemented.”

(Me) “Really? Can you explain more?”

(Client) “Yes. Cemented. I can’t move forward. It’s a heavy feeling. In fact, I feel trapped. I have no momentum. I don’t see a way to get on a clear path. I can’t get back on track or move forward because I am cemented in place.”

Now with that description, we can do some good work. “Heavy Feeling. Trapped. Clear Path. On Track. Move Forward.”

We can begin to work with the feeling of sensations associated with those words. We have something to work with. Not vague generalities.

It is so much easier to help people when we use meaningful language.

*Mindfulness Tip: The human language is exquisite. Using words to genuinely describe feelings and sensations sets us apart from not only every other species in the Animal Kingdom but also from machines and technology.

If we want to evolve, to engage, and to develop our emotional intelligence and intuition, we need to start using our evolved language capabilities. That might sound counterintuitive to developing a mindfulness practice. Most people would assume language is not important when being mindful.

Clear, effective, descriptive, pointed, meaningful language will always be important to increasing awareness. The art of clearly articulating is a high-level executive function. When we articulate what we want, need or intend, we will benefit and so will everyone else.

Let’s review.

(Client) “I feel stuck.”

(Me) “Can you describe what that feels like?”

(Client) “No. It just feels stucky.”

VS

(Client) “I feel cemented in place.”

(Me) “Can you describe what that feels like?”

(Client) “Yes. I can’t move. I am shackled.”

(Me) “Anything else?”

(Client) “Being shackled feels scary and lonely.”

(Me) “Can you describe what scary and lonely feels like?”

(Client) “It feels like rejection.”

(Me)” Are you ready to talk about that?”

(Client) “Yes. Now that I know what I want to talk about.”

Do You Need More SCIENCE to Explain Why Mindfulness and Energy Healing Work?

The use of ENERGY in a practice of Mindfulness and for the healing of our bodies and minds relies on the Right Hemisphere of our brain. The right hemisphere of our brain naturally, biologically, relies on ENERGY to function. The right hemisphere lives in the present, the here and now and receives ENERGY from the atmosphere and from that produces ‘pictures’ from which we manufacture reality. It learns through the movement of our body and produces feeling sensation from which we again manufacture our reality (hot/cold, fear/excitement, peace/rage.) Kinesthetically, when we move, our body again relies on energy. The energy from the atmosphere enters our sensory system and this manufacturing of our reality begins to interpret what this present moment looks like, feels like, sounds like. The Right Hemisphere of our body is conscious of the true ‘reality’, home to our deep-peace circuitry.

As neuroanatomist Dr. Jill Bolte Taylor famously said in her landmark TedTalk ‘I am an energy being connected to the energy all around me through the consciousness of my Right Hemisphere. We are energy beings connected to one another through the consciousness of our right hemispheres as one human family.” https://www.ted.com/talks/jill_bolte_taylor_s_powerful_stroke_of_insight#t-540110

It is through the right hemisphere of our brains that we are connected to oneness, the collective consciousness, the here and now, the perfection of complete energetic potentiality. This is not science fiction or new age thinking. This is a scientific fact,.

The Left Hemisphere, on the other hand, is that which separates us – through the use of language. It is our use of language that creates the disconnect and causes dysfunction. The Left Hemisphere of our brain is the command-center and home to Brain Chatter, the incessant noise which produces the doubt, fear, and suffering.

The majority of humans plugging away in their offices, shuttling through traffic, living their harried existences are entirely enthralled with the left side, the linear, language-based, calculated intelligence center of their brain. And so they remain separate. The concept of oneness, inter-connectedness, mindfulness and energy healing makes no sense. For them, in fact, it causes utter skepticism and disbelief. Because they remain separate, enthralled with the Left Hemisphere. And that is too bad.

With the escalation of Artifical Intelligence and Hyper-technology, it is more important than ever to adopt mindfulness practices into our daily routines. This means paying attention to that which resides in the Right Hemisphere. Humans more than ever need to adopt the core concepts of mindfulness and understand what energy really is so they can create higher levels of clarity, focus, and effectiveness. By choosing to pay more attention to the traits of the right hemisphere of the brain, you, as an individual, will become more creative, have clearer thinking, better focus, sustained effectiveness, and more satisfaction at work and in your personal life.

As Dr. Taylor-Bolte elegantly shares people can ‘chose to step right of their left hemisphere.’

I invite you to consider making this choice, even if for only a few moments a day. You can join me for ‘micro-mindfulness – sneaking serenity in five minutes at a time’ on LinkedIn. https://www.linkedin.com/in/sarah-saint-laurent-8b2007104/

Inspired Leadership – Leading others to success – Task 2 – 7 Tips for effective delegation.

  1. Delegating to a team? Know the strengths of the team as a whole. This team has come together for a purpose. What is it? Are the goals and objectives defined and clear? What is the overarching strength of this team? Ex: A smart, innovative marketing team that produces engaging content on time and on budget, tasked with creating a slogan which best covey’s the ‘Company ABC’ brand within three weeks.
  2. Know the strengths of the individual team members. Why this team? What required skills are in place? Do team member’s skills naturally complement other team member’s skills? Teams should have contrasting skills and personalities.  Take a look at Belbin Team Roles for ideas.
  3. Ask questions and be an engaged leader. What’s going on in the personal life of the individuals? Make sure all team members are ‘available’ for this task. Ask questions and let your team know you are on board with their wellbeing. What are their suggestions? How do they envision the task being accomplished? Do they require additional information? Do they feel the required resources are in place?  Is anything lacking? Allowing dialogue and open exchange of both ideas and doubts and opportunities for solutions. Commitment, ownership, and autonomy is key to successful delegation.
  4.  If this is a team effort, consider having an ‘agitator,’ or ‘outlier.’ Purposefully place a ‘What-if’ person on the team who has full authority to pose questions, raise doubts, and offer out-of-the-box thinking. This will stir innovation and provide a safe place to do it. As a leader, you need to have the agitator’s back. After all, you’ve put them in this position for a reason.
  5. Clearly articulate the benefit to the team/individuals for completing the task successfully. We all need motivation. Even those of us who are self-driven and self-motivated – we need acknowledgment and validation. Inspired leaders think out of the box when it comes to motivating individuals and teams.
  6. Step back. You’ve delegated a task and avoiding any tendencies to micro-manage is the best recipe to instill commitment and ownership by a team or individual. When employees or teams feel empowered to run with the mission, better, faster results happen.

Avoid breeding mistrust by hovering and micro-managing. If this is a team effort,  allow your team to be self-organizing. Encourage a 10-minute stand-up meeting to be commenced, one in which they hold each other accountable and one in which you do not participate.

If you are delegating to an individual, support them by letting them know your door is always open but you trust them to make the right decisions and meet the expectations.

Inspired Leadership – Leading others to success: Task 1 – Where is this ship headed?

Leaders are clear. Here are four steps to establish clear effective leadership communication

Leaders are like Captains of Tall Ships. You’ve got a beautiful vessel (an organization with a defined mission and strategic objectives.) You have a stalwart crew (individuals, groups and/or teams) engaged and ready to set sail.

But does the vessel know where it is sailing? Leaders that give clearly defined goals and expectations to the crew are much more likely to land at their destination.

With any initiative, what is the employee, team or group’s purpose? Try to keep this to a single focused and concise statement.

Next, who is involved? Who is the end-user? Who else will be impacted? (3rd parties, community, society at large?) Leaders will be clear as to the entire stakeholder base. Clarity breeds empowerment and commitment and keeps a crew happy.

Finally, share other key information including budget and timeline. Without having all the facts, miscommunication ensues. Help the crew succeed, landing at the final destination on time and under budget, by providing sufficient details to complete the task.

Leaving the Inner Mean-Girl’s Club: Confessions of a Recovering Approval Addict (as seen in Elephant Journal August 27th, 2015)

The Inner Mean Girls Club is a secret club.

The members of this club have taken strict vows of silence and although we are members in good standing, we never actually discuss with others the secret inner-workings of our club, as that would leave us appearing less than perfect and feeling acutely vulnerable. And although I have been a member in this club for over 40 years I recently exited through the backdoor.

No one even noticed I left.

The club is officially referred to as The Benevolent Order of The Approval-Addict. The club is not overly picky or elite, in fact, it will and does take members from all walks of life, all socio-economic levels, every race. The only restriction—female only.

We are like a tribe of women who have lost touch with their inner wisdom, their intuition, something they are born with but hand over, usually by the age of six-years-old. The trifle that is left after age six is often “kept in hiding” and seldom used for fear of offending others or looking “untoward” or “unfeminine,” or “problematic” or “angry” or “hysterical.” God forbid.

We are “approval addicts” and our numbers are growing. I am happy to report that I am now among those in recovery. That is why I slipped out the back door sight unseen.

Approval addicts come in varying shades. There are as many personality differences among approval addicts as there are hair color. My shade was a tri-blend of “performer”,  “perfectionist” and “helper.” This means that I spent most of my life as a full-fledged overachiever—I was terrified of being judged and if I made myself invaluable to others I would in turn receive love and security. Now you can see why this is a secret club. It’s incredibly embarrassing. But, I have come to learn that the only way to deal with approval addiction is head on and that means admitting it and seeking change at the soul level.

The Benevolent Order of The Approval-Addict further includes, although is not limited to:

The failure/risk avoider. This may manifest as one who is exceedingly terrified of being “too open,” vulnerable or speaking her truth. This human is unable to say what she means, at any time.

The Chameleon. This may manifest as one who blends in and has a honed ability to adapt to people and situations quickly, efficiently and unnoticed. This woman’s skill at picking up on social and psychological cues allows them to affect an ever-changing personality to match the setting they find themselves in as a device to be more readily accepted. They perceive themselves to be not necessarily acceptable on their own merits.

The Judge. This may manifest as one who chooses to strike first! Overly concerned with being rejected, this woman often dismisses the opinions or expectations of others outright in an attempt to thwart the criticism they fear from others. Often she is petrified of rejection and in a misaligned thinking process often succumbs to the base desire to hurt others through words or deeds in an attempt to diminish or shame others all based on the flawed concept “better them than me.”

Women are initiated into this society of pain as small children and learn that setting boundaries is tantamount to being unlovable. The thought goes something like “If I say what I really mean, or do what I really want, or live authentically, no one will like me.”

By the age of five-years-old our brains develop a coping mechanism that will direct our ability to manage any and all relationships in which we are involved. We are allowing a brain that developed as a controlled, often confused and often afraid toddler to direct our relationships with everyone including parents, siblings, our spouse, lover, children, boss, friends, teachers, P.T.A president, Rabbi, doctor, hair stylist.

Our motto is, “Give us approval or give us death.”

Approval Addicts look outward, not inward. We lose the connection to our primal intuition, our deepest knowing, our core essential self, our soul-spark.

“When we lose touch with the instinctive psyche, we live in a semi-destroyed state and images and powers that are natural to the feminine are not allowed full development… subsumed by the culture, or by the intellect or the ego—one’s own or those belonging to others.” ~ Dr. Clarissa Pinkola-Estes, Women Who Run With the Wolves.

You may be asking, “What the hell am I supposed to do about it now?”

Relax and understand that recovery from this addiction is not difficult. There is no 12-step program required. It will require consistency, gingerly, with great self-compassion.

You begin by accepting that you (we) are born in our original state, pure radiant perfection and you must return to this original state. You must be willing and ready to see yourself for the first time, including learned flaws and all and decide to change the game. You must be willing to let go of the myth and unlearn the programming.

You must “feel” your true connection to a universal benevolence and claim your inheritance—pure acceptance and unconditional love.

Then you begin dissolving thoughts. You must break down everything you think you know, look at it afresh and possibly take your key inauthentic beliefs, those limiting, marginalizing beliefs and turn them upside down and quite possibly inside out.

This is mandatory if you choose to live your true boundless, blissful life. Today, perhaps you could decide to make a shift. Perhaps you could consider how limiting beliefs exist in your life?

Try asking yourself some simple questions:

Which approval addict personality might describe me?

What are some of the common stories or beliefs I continue to tell myself that keep me trapped in this addiction and unable to live my one true life?