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Limitless Leaders™ Connection – Boundaries-What do and don’t you stand for?

So here we are, we've headed into another new year. We've left 2020 behind us. It's time to take what we have learnt and create some space to set boundaries and ensure we get the most out of 2021!

What are you choosing?

How exciting that we have the choice to make this year whatever we want it to be. Many things are not in our control, but the good news is we all have the choice to choose and influence how this year looks both personally and professionally. Like writing a new chapter in a book, you choose the settings, the themes and the characters. The choices are all yours.

Hopefully, you have had some time to recharge and reset for the year ahead, or maybe that's what you are doing as you read this. It’s amazing what even a quick break can do, to reflect on what was, and contemplating what will be.

Boundaries

We need to set boundaries and know what we stand for and what we don’t. Brené Brown says “Boundaries are simply what’s ok and what’s not ok”. Nothing complicated but we often make it so.

Boundaries are like the speed humps in the road; without them, we can lose control and end up anywhere.

To have 20/20 vision, a term most commonly used to express normal visual acuity measured at a distance of 20 feet, means you can see clearly at 20 feet, what should normally be seen at that distance.

Not setting boundaries and adhering to them can set us off course, cause unnecessary pain, distort our path, and influence others, especially if you are leading, to follow suit. Having boundaries both personally and professionally helps you bring your whole self to whatever you do, clearly paves the way for success, helps you measure where things are and keeps things real and relevant.

Take the time to:

  • Set boundaries and know your limits and what you do and don’t stand for.
  • Build self-awareness of these boundaries.
  • Consider what has worked and what hasn't in both past and present.
  • Measure them ongoing.
  • Get support to live by these.
    • Friends, work colleagues, and family.
  • Clearly communicate what these are.
    • Let people know.

Are your boundaries blurred?

For me, one boundary that has become blurred, especially in 2020 was that of work-life balance or what I call work-life blend (more integrated and achievable). Working remotely 24/7 on my business and writing a book left very little time for play, which is something important to me. This is an area many of our clients find challenging, and this is usually due to not setting clear guidelines of what you will and won’t accept. I have set a boundary that I won’t (unless absolutely necessary) do work travel on a Sunday night and 6 am morning flights anymore. This will ensure I get my weekends. By anticipating work travel from midday on a Sunday and by flying at night instead of early morning, my energy is up, and I’m more prepared to be in service to my clients the next day.

According to Gallup's State of the American Workplace 2017, 53 percent of employees said that a role that allows them to have greater work-life balance is “very important” to them. Workplace boundaries help you achieve and safeguard balance in their area. This is a great example of a need to set boundaries both in and out of work as one supports the other.

Boundaries come in many forms, and I’ve outlined 3 of the more obvious ones:

Physical

  • This is all about your personal space and touch considerations.
  • The rules you apply to physical boundaries will define this for you and could include things such as handshakes vs hugs at work, where your desk is located and how and what you set up as your surroundings.

Mental

  • Your thoughts, opinions and values are what will determine your mental boundaries.
  • Setting boundaries around your routine and how certain things may operate at work is an example of this. Be clear and adhere to the rules you set and avoid (when applicable) others ideas on influencing or changing this.

Emotional

  • This is all about getting in touch with your feelings and emotions, and setting boundaries around these can help you see the differences between those you have that are different from those around you at work.
  • Knowing who and when to say yes or no to when it comes to tasks, can help ensure you don’t allow others’ feelings and attitudes towards things influence your own attitudes and motivations.

Take the time as we head into the new year to reset your boundaries, let go of the ones that no longer serve you and create new rules of what you do and don’t accept.

What do you need to:

  • Ignite?
  • Extinguish?
  • Maintain?

As always, I would love to hear your thoughts.

Lead to be limitless this year!

Lead to be limitless…

Signed Reneé



PS: Want to skyrocket your success from working anywhere? We've launched our new online program and you can read more about that here.

Be one of the first to receive a copy of Renée's latest book, Gift Mindset®. It is available for pre-order on Amazon,  and Booktopia.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do and your feedback, insight and any suggestions are always embraced.

Find out where you sit on the Leadership Ladder, your responses are anonymous and the results summarised to help us better understand where our market sits so that we can continue to provide, insights, tools and solutions to assist you in moving up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker; She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’.

Follow Renée on FacebookInstagramIGTV or Twitter, or subscribe to her blog here or new podcast here.

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Limitless Leaders™ Connection – GIFT MINDSET® The perfect team gift for 2021

Renée Giarrusso Blog

As we reflect on this time last year, a lot has changed for all of us.

Overall, people have grown in more ways than one, through different experiences and situations. From facing challenges and new ways of working and thinking to achieve success in or out of work, everyone has learnt something and has a story to tell.

Challenges teach us what is possible, and successes get us to go that one step further. Click To Tweet

It’s the lessons from these experiences that can make a difference in our lives and others. As I call them, these lessons or gifts can come in many forms; we have to be open to seeing them. They come from people and situations and can be from the past, the present or the future. By adopting the Gift Mindset®, we get to live our legacy now by sharing these lessons and create a workplace culture of purpose, connection and contribution.

To embrace these gifts, we need to raise our awareness, accept these lessons and apply the gifts they present both in and out of the workplace.

We need, in other words, to adopt and foster a Gift Mindset®.

Our gifts can fall into 12 key categories “The 12 Gifts”, that are the soft skills we need to deepen and build upon in any role. Too often hard skills (technical) become the focus and now more than ever, we need to unwrap and reveal the 12 Gifts.

I am so passionate about this message that I have written a book on it, “Gift Mindset® Unwrap the 12 gifts to lead and live a life of purpose, connection and contribution.” This is being published and shared with the world late February!

This book is for you…

  • if you want to embrace challenges and successes and unwrap and share the gifts within
  • if you want to create a team and workplace culture of openness, connection and collaboration
  • if you are caught up in the “doing” of life and need to reflect on the “gifts that have got you to where you are now
  • if you would like to build on key life skills and explore the 12 key gifts to incorporate these into your life and leadership
  • if you are ready to deepen your self-awareness and acceptance of life’s lessons and share these to contribute to others
  • if you are ready to break down the barriers, you may face, and reap the benefits

If you are looking for a great way to ramp up the gift of connection, growth and gratitude within your workplace, then give your team the gift of the Gift Mindset® to kick start 2021.

In this thought-provoking book, I teach you how to adopt the Gift Mindset to learn from these experiences and appreciate them as gifts. Many workplace cultures are transactional, and performance-focused, adopting a Gift Mindset® culture promotes openness, connection and collaboration.

The stories, interviews, insights and practical tools can be easily applied to take your life, leadership and organisation to the next level.

Are you ready to unwrap your gifts?

Lead to be limitless…

Signed Reneé

Bulk Order PricingPlease contact Sarah at admin@reneegiarrusso.com for bulk orders.



PS: Want to skyrocket your success from working anywhere? We've launched our new online program, and you can read more about that here.

Be one of the first to receive a copy of Renée's latest book, Gift Mindset®. It is available for pre-order on Amazon,  and Booktopia.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do, and your feedback, insight, and suggestions are always embraced.

Find out where you sit on the Leadership Ladder, your responses are anonymous, and the results summarised to help us better understand where our market sits so that we can continue to provide, insights, tools and solutions to assist you in moving up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker; She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’.

Follow Renée on Facebook, Instagram, IGTV or Twitter, or subscribe to her blog or new podcast here.

 

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Limitless Leaders™ Connection – Give yourself The Gift of Re-energising

If you’re like me you are ready to take a break!

It’s been a huge year! Personally, I can count the days I’ve had off on one hand. Saving two businesses, transitioning our entire business online and writing a book amongst other things there has not been any downtime.

Living life as our full, energetic selves is vital to function at our highest level, both physically and mentally. In my new book “Gift Mindset”, The Gift of Re-energising is one of the 12 Gifts or skills we all need to deepen and develop in any role and life in general.

One of the key tips is to make time to re-energise and:

Reflect

Make it a habit to create a regular practice of self-reflection. This will create a space for self-awareness and help you to be in touch with when your energy needs replenishing. Knowing what being fully re-energised feels like for you will make it easier to identify when you are feeling depleted and need to act. Be aware of what has
energised you in the past, and what and who depletes your energy.

Refocus

You can now refocus on what you need to do to re-energise. Think about what is depleting you. Maybe you’re working too many hours and lacking sleep and peace of mind. Maybe you aren’t living on purpose or your values are misaligned. Maybe certain people are draining your energy and you are giving too much of yourself.

Recharge

We can only re-energise when we find a compelling reason to do so. Unfortunately, for many people, this only happens when they are burnt out, stressed or ill. Take the time to feed your soul and do the things that put a pep back in your step.

Every person will be re-energised differently – do what works for you. My hope is that by the end of this chapter, your Gift of Re-energising will emerge (or re-emerge). Look back to when you felt the most energised and tap into what you were doing at the time.

When we work through the three-step process, we need to apply targeted effort in each area, as illustrated in the below model, to create the necessary changes to re-energise.

Lead to be Limitless…
Signed Reneé



PS: Want to skyrocket your success from working anywhere? We've launched our new online program and you can read more about that here.

Be one of the first to receive a copy of Renée's latest book, Gift Mindset®. It is available for pre-order on Amazon,  and Booktopia.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do and your feedback, insight and any suggestions are always embraced.

Find out where you sit on the Leadership Ladder, your responses are anonymous and the results summarised to help us better understand where our market sits so that we can continue to provide, insights, tools and solutions to assist you to move up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker, She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’.

Follow Renée on FacebookInstagramIGTV or Twitter, or subscribe to her blog here or new podcast here.

 

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Limitless Leaders™ Connection – How are you making the Gift of Gratitude part of your workplace culture?

“Gratitude is not only the greatest of virtues but the parent of all others.”
― Marcus Tullius Cicero

Gratitude is a topic we are passionate about. We have been exploring with teams and organisations about how it can be bought in as part of the workplace culture. Call it recognition, praise or appreciation, what has stood out is that we need to take the time to show gratitude within and across the teams, we work with.

It’s been a big year of growth and opportunity for us all, and there is no better time than now to show your appreciation to others and create gratitude as a practice.

Many organisations focus on performance culture and not a culture built around gratitude. This can affect the level and deepness of gratitude that employees practice. I call this grey gratitude, it may not be intentionally stifled, but it’s not hitting the mark as part of what makes up the culture.

If you are looking for employees to go beyond the contractual obligation of their roles, expressing gratitude should be part of your leadership. Acknowledging the thoughts and efforts of people with gratitude shows that those people matter and this can build a culture around gratitude which I believe is vital.

Research shows that taking the time to develop an attitude of gratitude can:

  • Build a psychological immune system, making us more resilient to stressful situations
  • Accelerate positive emotions
  • Create a greater sense of achievement of goals
  • Fewer sick days and less stress
  • Greater collaboration and connection
  • Higher job satisfaction overall

So, what gets in the way?

Many times, people feel awkward, practising gratitude and may see it as fluffy and esoteric. The leadership team may not be on board and therefore, don’t foster openness and space to build this practice into the culture. Another key blocker is people may see gratitude as a weakness and may feel left out if they don't receive gratitude in return. Many don’t adopt the mindset.

We spend one-third of our life at work, that's over 90,000 hours, so it makes sense to incorporate the gift of gratitude into your workplace. Click To Tweet

Gratitude can connect people. It can create collaboration and anchor positive behaviour. It’s also one of the collective skills that make up resilience.

Feelings, actions and our mindset flow from the way we look at the world and how we think about the situation – to change our feelings, we can start by thinking about what we are grateful for. Often, we find our feelings scary and confusing, so we keep them at a distance. However, shutting off our feelings not only backfires, but it drains us of the psychological energy that is needed to build resilience. We need our feelings to find satisfaction, meaning and pleasure in life both in and out of the workplace.

Gratitude can maximise happiness in multiple ways, and one reason is that it helps us reframe memories of unpleasant events in a way that decreases their negative emotional impact and lets in optimism. We can let challenges deepen how we are grateful – it can show us not to take things for granted.

Looking back is about learning and looking forward is about progressing.

Accessing and sustaining positive emotion is key to building resilience in organisations, needed now more than ever. Focusing our attention on how far we have come can provide positive reinforcement, and fuel our thoughts to overcome challenges and setbacks. It’s like looking in the rear-vision mirror of a car – what you pass goes by quickly, but it’s easy to miss a beautiful landmark or a life lesson that you could share.

Think about how you could flip what I call “Grey Gratitude” in your workplace to a clearer vibrant practice?

We have workshopped this question in a few companies, and I’d love to share a few ideas and tips:

Share 1 situation or person you are grateful for

  • Kick off a meeting/workshop/project review by each person sharing who or what they are grateful for in the workplace.
  • An option is to capture these on Yammer/Teams.

3 positives to 1 negative

  • For every negative, you or the team discuss workshop 3 positives.
  • This reinforces the face we often focus on what isn’t working instead of the things we could be grateful for.

Create a Gratitude wall-virtually or in the office

  • People can leave notes of appreciation for anyone.
  • Name can be shared, or this can be anonymous.

Ask a question

  • What capabilities, qualities and skills have got me to where I am today?
  • Individually of self or share as a team.

Be specific

  • When we aren’t specific when expressing gratitude, this dilutes the impact and intention.
  • Imagine replacing “I’m grateful for that” to ‘I’m grateful for the support you have given the team and I this month”.

It is ideal to have structured forums to share as well as spontaneous recognition and ways to show appreciation. Some subtle ways of sharing gratitude every day could be as simple as sending surprise emails to others expressing appreciation or creating a forum to share internal updates and encourage people to share.

Be mindful not to do ‘gratitude’ in overdrive – this can seem false and dilute the effects of authentically being grateful.

The Gift of Gratitude should not be underestimated and is one of the 12 gifts we can build on when we adopt a Gift Mindset®.

With the year-end upon us, take the time to explore the Gift of Gratitude with your team and organisation, say thank you and reflect on who and what you are grateful for.

As always, we would love to hear how you are incorporating gratitude into your workplace!

Lead to be limitless…

Signed Reneé



PS: Want to skyrocket your success from working anywhere? We've launched our new online program, and you can read more about that here.

Be one of the first to receive a copy of Renée's latest book, Gift Mindset®. It is available for pre-order on Amazon,  and Booktopia.

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do, and your feedback, insight and any suggestions are always embraced.

Find out where you sit on the Leadership Ladder, your responses are anonymous, and the results summarised to help us better understand where our market sits so that we can continue to provide, insights, tools and solutions to assist you in moving up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker. She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’.

Follow Renée on FacebookInstagramIGTV or Twitter, or subscribe to her blog here or new podcast here.

 

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Limitless Leaders™ Connection – 5 Questions to Turn a Performance Review Into a Proactive Preview

As 2020 is almost at a close, what better time than now to take stock of the year that has been, and look forward to what is ahead.

With so much talk of performance reviews being obsolete, I think there is still a place for them but with a different focus. Many clients we work with have annual or six-monthly check-ins, and I liken these to getting your car serviced. It’s what happens in between the services that determine how much work is done on the car.

If you regularly coach your team, the process of the actual performance review or preview (as we call them), should be effortless and there shouldn’t be any surprises. Coaching ensures there is ongoing and consistent feedback, and this results in real-time dialogue on what is working and what needs to change before it’s too late.

Ongoing feedback helps individuals and teams understand their strengths and weaknesses and how to manage them. Within the workplace, one of the best ways to promote self-awareness among employees is to foster a culture of peer feedback in conjunction with input from management. I am passionate about encouraging and educating others to share feedback, have open conversations, and bring in coaching to foster empowerment, awareness and ongoing growth to maximise performance.

Feedback is a great vehicle to promote self-awareness in and out of work. Be open to giving and receiving it so you can expand your self-awareness, as well as the self-awareness of those around you.

People are either internally or externally motivated.

Internally Motivated – When making a decision, internally motivated people will listen to feedback, but have usually already decided for themselves and will go with their original decision.

Externally Motivated – Those who are externally motivated will view feedback almost like an instruction, taking it entirely on board when making their decision.

Externally motivated people tend to like and need feedback.

Many senior leaders I come across tend to be internally focused, especially if they have been in a role for a long time. They rely on their intuition rather than seeking feedback from others. The danger of this is that they can become blinded to opportunity and miss out on feedback that could be helpful.

Ensure you give people feedback the way they like it. Some people like a lot of feedback, and some want less; some even prefer to receive feedback publicly.

When conducting performance reviews or appraisals, I believe, there should be a focus on “previewing” what’s next as opposed to spending time doing a total review on what has already occurred. You need to learn from the past; I believe 20% of the time should have a focus on the review. And 80% as a preview on what can be proactively planned and implemented.

The past is about learning, and the future is about progress.

5 simple questions to look at what’s next:

  1. Where are you now?
  2. What’s available to you?
  3. Where do you want to be?
  4. How will you get there?
  5. How will you know you are getting there?

I’m a huge advocate of learning from the past. 2020 has provided a forum for us to learn so much about ourselves and those around us. Take the lessons and meld them into what you want to happen next and who you want to become.

Lead to be limitless…

Signed Reneé


PS: Want to skyrocket your success from working anywhere? We've launched our new online program and you can read more about that here.

Ever wondered what Reneé gets up to when she isn't with working with her clients? She's doing this.

 

If this article has resonated with you in any way – I’d love to hear your thoughts – get in touch.

Being in service to my clients is why I do what I do and your feedback, insight and any suggestions are always embraced.

Find out where you sit on the Leadership Ladder, your responses are anonymous and the results summarised to help us better understand where our market sits so that we can continue to provide, insights, tools and solutions to assist you to move up to be LIMITLESS, co-creative and stand out.

Renée is a mentor, coach, expert facilitator and keynote speaker, She is the author of ‘Limitless Leadership’ and co-author of ‘Leaders of Influence’.

Follow Renée on FacebookInstagramIGTV or Twitter, or subscribe to her blog here or new podcast here.