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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 – 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 – Curiosity to fuel adaptation, innovation and collaboration – The future of leadership

To lead an organisation and create a culture open to change, innovation and creativity, curiosity is key. The future of leadership requires us now, more than ever, to adapt, innovate and collaborate, and I reckon curiosity deserves some attention.

Curiosity is a skill and also a characteristic – a motivating desire for more information. It’s the engine that drives learning, innovation and achievement. Being curious requires us to ask questions of ourselves, situations and others. This helps us grow and be what I call ‘in flow’.

Ask to know

Know to grow

Grow to be in flow

– Renee Giarrusso

 

Curiosity is a skill and also a characteristic – a motivating desire for more information. Click To Tweet

 

Dr Daniel Berlyne was a pioneer in curiosity research in the ’60s. His work in the field of experimental and exploratory psychology has served as the foundational research for many scientists who have followed. He stated that curiosity is innate to our being, not unlike food and water. 

He also concluded that it is instigated by three key sources:

  • novelty – that which is new or unknown to us
  • ambiguity – that which is confusing to us
  • complexity – partially known to us and where we seek to know more

All these sources of curiosity surround us – it’s up to us to raise our emotional intelligence, be aware of these, and decide on what to do next. 

Four keys to curiosity 

One – Have an open mind

This takes discipline, and the more open you are, the more likely you will be to receive new information and ideas that can help you to continue to be curious.

Avoid closing yourself or others off and stretch out of your safe zone – anything outside of your comfort zone is growth. Don’t be afraid to ask questions and stay present when listening. I ask myself ‘What can I learn from this person?’ – this opens up my mind to receive and not discount the ideas or opinions of others.

Two – Ask questions

Asking questions helps you become a more effective communicator, as well as build stronger relationships and leadership capabilities. Asking questions with intention is a great way to understand, seek information and explore your curiosity in the process. 

Why do we often forget to question ourselves and the things we do and think? 

Whether you are questioning another person, yourself or a situation, asking open questions is key. This is where the answer can’t be yes or no, and it is a great way to elicit information and get the other person talking. After choosing open questions, drill down with closed questions, which can be answered with yes or no.

A key tip to asking open questions is to add ‘tell me about’ to the start of your questions – this will turn them into an open question. 

When we ask curious, open questions, we need to be open to not knowing the answer, and not assume or judge. Our intention should be to focus on learning and understanding more.

Curious questions 

  • What do I/you think of this idea?
  • How could this work?
  • Why do I/you think this idea could work?
  • What could go right and wrong?
  • What would I/you do if there were no limitations and unlimited time and resources?
  • What is a great question I could ask you right now?

Flipping statements into questions

When we think about something, we articulate it in our minds as either a statement or a question. For example, flipping a statement such as ‘What that team did was great’ to ‘I wonder how that team achieved that?’ will change your energy and provoke questioning and conversations. It changes a one-dimensional thought to a two-dimensional question. Take the time to observe the statements you think or write, such as in an email, and flip these into questions.

Three – Listen and be present

Listening is one of the most challenging skills to master – communication isn’t just about what you say; it is 50% speaking and 50% listening. The research found that only 2% of leaders have ever received any training on how to listen, and most people struggle to listen and not just ‘hear’.

As human beings, we aren’t wired to listen, although it is one of the first things we learn in our mother’s womb. We think at more than 400 words a minute and speak at 150, so it’s no wonder our minds wander when we should be listening.

To be truly curious, we need to listen to:

  • ourselves both logically and intuitively
  • the responses of others, without bias or judgement
  • situations that present themselves
  • thoughts, feedback and feelings through all our senses

Four – Be interested

Reframe ‘boring’ situations and people to ‘interesting’. A simple reframe can change your energy, attitude and ability to be curious. We can learn much from others if we have an open mind and question things.

Sometimes the simple tasks and decisions are carried out in autopilot. Often, we become time-poor and miss opportunities.

When the stakes are high, and the pressure is on, it can be difficult for leaders, to pause before acting, take a step back and reflect on why they are doing what they are doing.

Sometimes questioning our actions on the bigger things can be hampered by our inaction on questioning the smaller things.

Take the time to build your curiosity muscle and create the space to make it part of your team and organisational culture.

I’d love to hear what you do to instil curiosity?

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

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Limitless Leaders™ Connection: How are you contributing to the most important person in your life – YOU?

Renee Giarrusso - Limitless Leaders Connection

Life gets hectic and especially of late as we all face a global pandemic, the war of our lifetime. This has presented challenges along with opportunities in more ways than one. We can get caught up in the “doing” of life instead of the “being” and spend time contributing to our home team, work team and community and we often forget about serving ourselves.

Contribution is a core human need and it satisfies another human need – growth. We grow when we contribute and contribute through growth.

You’ve heard the saying ‘you cannot pour from an empty cup‘ so therefore we need to serve ourselves in order to better contribute to and serve others. Like fuelling a car, if we optimise self-contribution then the car will go further. We will also feel more fulfilled and able to bring our ‘whole selves’ to whatever we do.

Self-care is giving the world the best of you instead of what’s left of you! Click To Tweet

We can contribute to ourselves in a plethora of ways and we need to be mindful of how and when we do this, to ensure the Gift of Contribution doesn’t remain unwrapped.

Let’s explore a few ways we can ensure we give back to ourselves:

Wellbeing

What are you doing to ensure you are mentally, spiritually and emotionally looking after yourself? This could be as simple as exercise, meditation, mindfulness and protecting yourself from situations and people that disempower or drain you.

Self-growth

Identify and further develop your competencies and skills. Find out what really motivates you and satisfy these preferences – they will make you feel more energised. By growing yourself, you will have more to contribute to others, both in and out of the workplace.

Reading

Create a reading habit. Research from the University of Sussex found that reading for only six minutes per day can reduce your stress by 68%. It's a great way to learn, take yourself away from the everyday and contribute to yourself, your growth and your inner peace.

Compliments

Accepting compliments is vital to healthy relationships, especially the one with yourself. By saying ‘thank you’ with gratitude, you are honouring the person giving the compliment and reinforcing the quality or trait you are being complimented on.

Be kind to yourself and as I always say, talk to yourself as you would a friend. We are often harsher on ourselves than anyone else.

Saying ‘no’

Easy to say but not always simple to do, learning to say ‘no’ without guilt can be empowering and will enable you to spend the right time on the right things and people. Trying to be everything to everyone is not sustainable long term. Remember you are saying ‘no’ to the event, not the person – this will make the process easier.

Dedicating time to what you love

What is one thing you are passionate about that you can dedicate time to? What sparks your interest or curiosity? Maybe it’s cooking or learning to play the guitar. We can find the time if we are intentional. The American Time Use Survey showed that we can find up to five hours per day for leisure time.

Self-contribution is vital or your energy can end up in the lost property box. If you are one of those people that find self-contribution indulgent or not a priority, reflect on what it will cost you not being able to contribute to others and live the best version of yourself.

As always Id’ love to hear what resonated with you and how you contribute to the most important person in your life-YOU.

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.

 

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: Creating a Gift Mindset Culture

Limitless Leaders™ Connection: Creating a Gift Mindset culture photo

Many organisational cultures do not encourage or condone the sharing of challenges or failures and even sometimes the sharing of successes. Culture is about the shared beliefs, values, customs and social behaviour of a community. Therefore, if the culture you work within is against sharing lessons it may be something that never enters your mind, especially if that organisation is all you have ever known.

In our home life, this is the same. If you are bought up not to share failures and to just suck it up and get on with it then chances are this same behaviour will play in your life. If you are encouraged to share successes and challenges at home, at school and amongst your social network, you will be more likely to be open to The Gift Mindset®.

Not everyone works in an organisation that is open to the idea of being reflective – something which can be particularly difficult to do in the workplace. When there is a lack of support from management who don’t see the reflective practice is important, then being open and sharing your lessons can go by the wayside and be challenging to navigate. I come across companies like this, not too many which is a great thing, but enough to know the challenges people face within them who want an open, self-reflective and sharing culture.

As Gandhi said, “You must be the change you want to see in the world.”

Sharing is caring

Think about the return on investment and start small. Maybe initiate small activities at team catch ups to share wins and/or challenges. Maximise online platforms such as Zoom, Yammer and Teams to create space for sharing. Cultural change takes time as it starts with the people.

Comfort and fear are the enemies of progress. Click To Tweet

Shadowing and sharing the best practice of success and lessons learnt from challenges is one way to promote gradual cultural change to adopt The Gift Mindset®. This can also be done by not just talking and/or observing someone but instead really encouraging interactive conversation and questioning. What this does is allow the learner to understand the underlying reasons behind someone else’s actions, making it easier to adapt what’s learned to a new situation or task.

Involve and discuss

There was a study done in May 2012 that found that pharmaceutical development teams were better able to translate and learn from another team’s past experience when they invited members of the other team — the “sharers” of knowledge — to actively participate in their discussion and problem-solving (vs. a “learner” team simply identifying the “sharer” team’s knowledge and then trying to replicate it on their own).

Expectations create reality

Remember that our expectations can create our reality and the stereotypes we hold can directly impact our behaviour and therefore impacts culture. Psychologist call this process “stereotype threat”.

Imagine you are running a session at an SLT (Senior Leadership Team) meeting for the first time. Your manager has stressed the importance to get it right and the impact on your leadership brand, team and so on if you don’t. You are aware of the stereotype “new kid on the block” so anxiety arises about potentially making a mistake. Your manager even introduces you by reinforcing this is the first time you have presented at this level. You get distracted from your focus to present an effective presentation and instead focus on the technology not working, not coming across clearly or having your message diluted by nerves.

This is a basic demonstration of how stereotypes have the power to impact our behaviour. This means that if we place concern on a situation such as a culture that doesn’t encourage sharing of success and/or challenges we are confirming a negative stereotype. This will disrupt the ability to focus on a particular task that will lead to adopting a Gift Mindset and sharing best practice across the business.

How can you instil The Gift Mindset® in your organisational culture today?

Lead to 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.

 

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.