Examining Self-Doubt

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We had our first Wiser Way book club and we talked about “The Power of Habit” by Charles Duhigg. It is a powerful, enjoyable, and thought-provoking book. As part of the discussion, we talked about the habit loops in our lives.
One of the participants talked about how he had a habit of self-doubt. I asked him to explain what he meant by that. He said that when he completes a piece of technical work that he confidently feels is done well, he has found that if he can have a bit of self-doubt, he is curious enough to recheck his work and has been able to find and correct errors.
This comment has stuck with me because I have defined self-doubt as bad and something to be avoided.
My definition of self-doubt is rooted in shame. It is when my inner voice starts saying, “Who do you think you are? You are not going to be able to do that. You are going to look like a fool!” For many years, it was my mental habit when I have felt challenged or exposed.
The difference in these two definitions of self-doubt is that one is grounded in humility and the other in humiliation. Humiliation leads to lashing out, blaming others or yourself, and limits your effectiveness.
One of the points in the book is that you cannot eliminate a habit, but you can replace it with another one. So, I have been working for several years to replace my habit of negative self-talk with openness and curiosity. This is similar to how my colleague described his habit of humble self-doubt. It means being open to learning and examining your assumptions.
When I am at my best, I have replaced that old script with a new one. It says something like, “I am not sure how this is going to turn out, but it will be fun to experiment. This is an opportunity to make a positive difference for others. What am I going to learn from this?”
The problem is that my old negative self-doubt habit crops up from time to time. I have found it in spades this summer around writing this blog. It has taken some time for me to recognize and replace the old mental habit. To do that, the most important driver for me is my belief that I have an obligation to help others be courageous leaders, which means I need to lead by example and be honest about how things are going. When I allow myself to be authentic and vulnerable, it not only is more effective, it is a lot more fun.
So, my challenge to you this week is to examine your mental habits related to self-doubt. Are they supporting you becoming the person you want to be?

Slow Down When the Ride Gets Rough

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My recent car problems have highlighted how the energy you bring to an interaction affects the outcome. I am not a complete Pollyanna as my story will show. Things do not always go as planned, but our reaction to unexpected bumps makes all of the difference in how our story unfolds.
I had an appointment one rainy morning, so I rushed to my car and was shocked when it didn’t start. After rescheduling my appointment, I settled in to wait for the AAA service to come and jump start my car. After my initial frustration, I felt grateful that it happened on a day where I had the time to take care of it. The service guys were terrific and helpful. It turned out to be the starter and not the battery, but the technician pumped up one of my tires that was low and called for a tow truck. The tow truck driver was able to get the car started by hitting the starter (who knew that would work?) and I drove down to the dealership thinking the car would be under warranty.
It wasn’t.
The 3-year warranty had ended a couple of weeks earlier. The service center agent was apologetic as he called to give me the news and the price of repair. He told me that he had talked with his manager and they had requested an exception from Honda corporate and was told that it wouldn’t be covered. I wasn’t angry or even annoyed. This is a change for me. In the past, I would have been outraged and been aggressive in pushing to get the repair covered. Instead I felt like it would work out. I told him to go ahead with the repair because I needed the car.
When he called to tell me it was ready, I asked him nicely to document the steps that he and his manager had taken so that I could write to corporate Honda and let them know that I was dissatisfied. I have loved my Honda Accord and we are a Honda family. The last five cars we have purchased as a family have been Hondas. I felt that it would be a compelling story for my appeal.
The manager called a couple of hours later to tell me that the repair had been covered. I was elated and felt great about how I had interacted with all of the people who were involved. I saw how the positive energy I felt had translated into a positive outcome. If the story ended there, it would be great, but more bumps were ahead.
After driving the car home, the electronic locks on the door were not working and neither was the fob. Since leaving my car unlocked didn’t seem like a good idea in the city, I manually locked the door and shut it. Just to make sure I could get into the car again, I tried to unlock it with the physical key and couldn’t get into the car. This is the point in the story where my old behaviors kicked in.
I was furious!
I kicked into panic and action mode. I angrily called the dealership, told them it was their fault, and asked what they could do for me. They suggested calling a locksmith. I googled to see if others had experienced this. I called my husband to complain. I started to try to figure out when I was going to have the time to fix this problem, which made me even more panicked and angry.
Then I stopped myself and took a deep breath to stop the freight train of thoughts. After composing myself, I walked back out to the car to experiment. I was curious about why my physical key wouldn’t open the door when it would open the trunk. When I was calm, instead of panicked, I was able to notice that the key unlocked the door in the opposite direction than I was expecting. Instead of turning the key away from the edge of the door to unlock it, you turned the key toward the edge of the door. This is completely opposite of how most keys work.
My anger and frustration had blown a relatively small problem into an enormous problem. I lost my capacity to be curious and open to assessing the problem. And I was spreading my negativity and anger to others, which made them less likely to be able or willing to help.
I called back the dealership, apologized for panicking, and made an appointment that was convenient for me to get the problem fixed. The dealership fixed the blown fuse that was causing the problem and I drove the car for a week without any issues.
The next week, my sister came into town to help me look at houses and I took the day off. We went out to start our day and my car wouldn’t start again. I was frustrated, but not angry. I knew that we had resources to do what we wanted to do that day. We Ubered to our house-hunting appointment and had the real estate agent drive us around. We had a great time and a fabulous lunch before heading home.
After we got back, I started the process of getting my car towed back to the dealership. Ironically, I had to reschedule the appointment I missed on the first day of my car woes for late that afternoon. I wasn’t too worried because I had a couple of hours before I needed to leave. However, when the tow truck wasn’t there in the promised time slot, I was getting worried about making my appointment.
At this point, my sister asked me why I wasn’t angry, saying that she would be furious in my shoes. I was able to tell her I knew personally that getting angry made things worse and left me less able to think. My recent experience confirmed that things worked out when I was able to put positive energy out during stressful situations.
I called AAA to request that my sister, who is not on my membership, wait for the tow truck, while I went to my appointment. When I told the agent my sister’s name, she exclaimed in delight that she had a sister with the same first and last name! After that, it was easy to get the exception made and my sister had a enjoyable interaction with the tow truck driver when he got there.
My car was fixed again by the Honda dealership. It turned out to be a faulty wire in the new starter. My car has been working well for a couple of weeks. I find myself feeling grateful every time it starts.
So now, when I find by blood boiling, I remind myself of how sure I was that I was locked out of my car and take the time to calm myself to get to a place where I can be curious and open to exploring other solutions with the belief that things will work out.
My experience is that things do work out in seemingly miraculous ways. My challenge is for you to replace your anger with the positive belief that things will work out this week and see what happens.
 

Nurturing the Courage to Lead

\"\"Some of the feedback that I have received from my team is that my leadership style is so different than what they were used to that they were unsure about how to act. Someone told me that his experience was that every time he raised his head to present an idea, it was like “whack a mole” and so he learned to just keep his head down.
That is a powerful and painful story!
So, when I came in and said that I expected everyone to be a leader, I can understand why people were skeptical and hesitant to act.
To give individuals the skills and confidence to be effective and courageous leaders and shift their stories and the culture, I worked with Eric Brunner and Towanda Record in our HR Professional Development team to co-create a “A Wiser Way” leadership seminar series. The seven sessions cover the following topics.

  • Aligning to Purpose
  • Rewriting Our Stories
  • Understanding Self and Others – DISC
  • Crucial Conversations
  • Why to Reality – Power of Habits
  • Storytelling/Improv
  • Now What?

The first cohort of participants just completed the training.
The training wasn’t mandatory and a few people dropped out or didn’t attend all the sessions. Around 70 of the original 85 people were in the final sessions and gave us very direct feedback about what they appreciated and what they wanted to see changed in the training.
The feedback was overwhelmingly positive.
The most vocal promoters of “A Wiser Way” are the participants who were the most skeptical coming into the training. The change and growth has been amazing to watch.
I sat back with great appreciation as one of the participants went on for several minutes when I asked her to explain what she got from the training to a visitor. She talked about how she had learned to have positive crucial conversations in a different way after decades of being in a leadership position and how it wasn’t hard and much more effective. She realized that she had been avoiding interaction with several peers. After the training, she had the skills, an empowering story, and the confidence to engage in a different way. She collaboratively engaged her peers and reported that she felt great about the interactions that she had been avoiding for months.
That is a powerful and energizing story!
“A Wiser Way” is an experiment and the culture is shifting already. We will give 150 more people the opportunity to go through the training by the end of this year. I am very interested to see what happens as more and more individuals shift their story from expecting to be whacked down to being courageous and confident leaders.

What to do when a team member is struggling

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Several years ago, I was asked to lead the teenaged girls in my church. When I polled them to find out what they wanted to do, they told me that they wanted to have high adventure activities similar to what the boys were doing in scouting. That made me really happy because I love to be outside and was definitely up for the adventure. During the three years that I oversaw the young women’s program, we went white-water rafting, cycling, camping, hiking, spelunking, and exploring.
During one of our camping trips near Pictured Rocks on Lake Superior, we decided that we wanted to run down the Grand Sable Dunes. The dunes went steeply down for about 300 feet to the water and we warned the girls that anyone who went down also had to climb back up. That warning was enough to stop a few of the girls, but several of the girls and leaders were excited about the adventure and we all ran down the sand together.
Exploring the beach was interesting and fun and the water was cold and refreshing. Then we had to climb back up. In addition to the hot sand and steep embankment, the black flies would start biting anyone who stopped moving. It was not easy or pleasant climbing back up.
The youngest girl in the group was really struggling. She was in full melt-down mode, convinced that a helicopter was going to have to be called to come and get her out. When I told her that the only way out was for her to climb and that a helicopter wasn’t coming, she was dismayed. I stayed with her the entire climb up the dune, encouraging her and helping her come up with strategies for her to make it up the dune.
I had her focus on short term goals. I would have her pick out a rock or patch of grass a few feet away and then we would climb together to that spot and rest. We had to experiment with different ways of walking. If you tried to walk straight up the sand, you would slide down, which was causing her great frustration. Wide steps allowed movement upward. I tried to make her laugh and tell her funny stories as we rested. I was firm letting her know that she was going to have to do this on her own and that was the only way out. We celebrated how far we had come, which gave her confidence she could make it to the top of the dune.
It took a very long time and she was not happy when we finally made it to the parking lot where the rest of the group was waiting. A good meal and a few hours of rest restored her spirits and she was proud that she had made it up the dune. It is an experience she will remember and will give her the confidence to tackle other hard things in her life.
Another adult who was not with our group was observing my interaction with this girl and asked if I was her mother. When I said that I wasn’t, she said that is what she guessed because I had been so patient. My take away as a leader from this experience is that being present, patient, supportive, and firm when those around us are struggling is really helpful to their growth, even when they are not happy about it.
In this case, I could not carry this girl up the dune. She had to walk up the dune herself. In our teams at work, this is often not the case. It may seem much easier to take away the struggle instead of helping someone through it. The question to ask ourselves when we are tempted to step in and rescue a struggling team member is “What is the long term impact on this person and the team when we have to do something else hard in the future?”
 

Taking Flight – A Fun and Memorable Way to Learn DISC

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There has been so much energy and fun around the “Wiser Way” training this week. We took the DISC Styles assessment that was administered and presented by Take Flight Learning. The DISC is similar to the Myer-Briggs Type Indicator in that it helps a person understand themselves and others better.
The twist and the thing that made the training so much fun and memorable is that instead of being assigned a personality style letter that we would forget, we were each told if we were mostly like an Eagle, Parrot, Dove, or Owl.
Like birds were seated together at the same table for the class. As we came into the room, we were asked to find our assessment and the instructor, who did not know anyone in the training, would direct individuals to different tables to start looking for their name. She could usually tell what kind of bird someone was by how they came into the room!
The first exercise was hilarious as the different tables were asked to discuss how they would go about buying a TV. The reports from each table were like caricatures and everyone was laughing at the extreme differences in approaches. And, of course, we were all analyzing our spouses, kids, and co-workers to try to guess what kind of bird they might be.
The training was practical, interesting, and fun. It demonstrated clearly why we need diversity of styles on a team to be successful and how important it is to understand the style of others if we want to clearly communicate and effectively work with them. The energy and excitement carried out across campus as everyone was talking about what kind of birds they were. Several participants told me how much they loved the session.
For me, I was quite surprised that I was a Parrot, with Dove tendencies. The only other time, I have formally taken DISC training was early in my career and I tested as an Eagle then. When I did my MBA, we did a couple of exercises that were like DISC and were asked to self-select which groups we belonged in. I distinctly remember not being comfortable in any of the groups. Because I could most relate to the Eagle or dominant group, I would eventually place myself in that group. But I never put myself with the gregarious Parrots. After all, I am an introvert.
The instructor indicated that most people don’t change drastically over time. So I talked with her after the class about my results. Most of my assessment rang true, but I was struck by some specific phrases. I know that earlier in my career, empathy and patience would not have shown up in a description of my style, but they did in this assessment. As I described my intense quest to find a better way to live and lead over the past ten years, she told me that there were many similarities between the parrot and the eagle and that it would be possible to change but would take a lot of effort. I can attest that it has taken a lot of effort as I have shifted to be others focused and that the journey has been amazing.
The challenge that I will give you all this week is the same one we gave to the Wiser Way participants. Write a letter of gratitude to someone who is a different kind of bird or has a different kind of style than you.
 

Aspiring to be Courageous

 
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I have been on a quest to be an effective leader for decades. The journey has been one of intense learning that has been guided by many mentors, some of whom I have known personally and others that I have only known through their writing. Much of the learning has been through trial and error with lots of mistakes.
At different times in my life, I have operated as a climber, martyr, victim, and courageous leader.
Previously in my career, I was a climber. I drove projects, sold my ideas, and constantly tried to prove myself. While I got things done, I wasn’t very empathetic or tactful and I often overrode others. Through tenacity and hard work, I did get noticed and promoted. I was also under extreme stress and constantly worried about how I was being perceived.
At home, I used to be a martyr. I felt it was my job to make sure that nothing failed and I frantically raced around trying to cover all of the things that needed to get done and make everything perfect. I over-functioned for my family and felt exhausted and overwhelmed much of the time.
When my first marriage dissolved, I became a victim for a while and started my intense quest to figure out how to live and lead in a different way. It was during this time, that I was introduced to Brene Brown’s work on vulnerability that shifted my definition of courage and helped me clarify the kind of person and leader I want to be.
Now that I know what it feels like to be a courageous leader, I don’t want to live or lead in any other way. It is liberating and joyful when I am authentic and open and vulnerable. Even though I know this, it is still hard to be so open sometimes.
\"\"I put together a model that defines four patterns of thinking for “A Wiser Way” leadership training. The four quadrants in the model are separated by how self-focused we are, which could be labeled as ambition, and how focused we are on others, which could be labeled as service. The model was influenced by Kim Knapp’s Fear to Freedom model and Adam Grant’s book, Give and Take.
During the “A Wiser Way” training this week, I shared some of my personal stories, That was uncomfortable for me to do. I did it because I want to be a courageous leader. I am asking the Wiser Way participants to step out of their comfort zone and be vulnerable and wanted to lead by example.
My challenge to you this week is to draw on your courage and practice being open and authentic and vulnerable.

Reshaping Culture through Small Deliberate Decisions

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Last week, we launched “A Wiser Way” leadership training program and almost 90 people started on the journey to create a learning culture that will fuel excellence and innovation. The objective of the leadership training is to develop self-managed leaders and teams who cultivate a sense of curiosity, foster a culture of positivity, build a collaborative environment, consistently execute, hold themselves and others accountable, and lead with integrity.
More than one person has talked to me about how the training was startling because it demonstrates so thoroughly how different my leadership style and expectations are than the previous leader. I don’t think I understood until I heard these comments how disorienting it has been for people to adjust to my very different expectations in how we will do our work and interact with each other.
The training is designed to help with that adjustment and give individuals skills and practice in becoming more autonomous. As we designed the program, we made small but important decisions to reinforce the objectives of the training,
The training is not required. Requiring the training would be top down and authoritarian, which is counter to the principle of self-management. So instead of mandating the training, I invited people to participate. I talked about how excited I was about the training and thanked everyone who signed up.
The training was offered to every team member, not just managers or “high potential” employees. This sends the message that leadership is not tied to position. We expect leaders at all levels and everyone contributes to building our culture and instilling excellence. It also clearly demonstrates that every person is worth the investment and we believe everyone is capable of learning and growing.
We paired participants with peer coaches. As we assigned pairs, we deliberately chose individuals from different groups and at different levels in the organization. This reinforces the message of collaboration and gives a safe place to practice accountability with a peer. And again, it reinforces the belief that leadership is independent of organizational position and hierarchy.
We asked the group to set their own rules for the coaching cohorts. We introduced the GROW coaching model, which teaches the coach how to ask open-ended questions that allows the person they are coaching to set Goals, understand their current Reality, explore Options, and determine what they Will do. This model teaches self-management and the role of a manager or peer in encouraging self-management in others.
We chose to train a large group of people to create a common language and set of expectations. We will offer the training enough times to give every person who wants to take the training the opportunity to participate.
The feedback from the first session was incredibly positive. As we have designed and started to deliver the training, it has challenged me to be very intentional about small decisions and word choices. Something to think about this week is whether your small decisions and actions are supporting a culture of learning and excellence.
 

Replacing Should with Could

 
\"ByBecause of my work and travel schedule, I was feeling especially behind on all of the things that I needed to get done before Christmas this year. I decided that I was going to do an experiment in how I approached my task list so that I could bring more peace and joy into the season.
The experiment that I designed was simple. Whenever I caught myself saying, I “should” do that, I replaced the “should” statement with the question, “What could I do?”
One tradition that I have had for many years is making homemade cashew caramel clusters and sharing them with family and friends. When I caught myself in the “should” thought pattern about making them, I felt burdened and overwhelmed. When I asked myself what could I do, it made me remember why I make the candy and helped me identify different ways of sharing the treat that energized me.
As a child, some of my fond memories of the Christmas season are centered around Cashew Starkles. That was the name of the incredibly delicious cashew caramel clusters that could only be purchased once a year through my dad’s steelworker’s union. My sisters and I were each given an equal allotment of the candy and we judiciously rationed how much we consumed at any one time to stretch the enjoyment out over the entire month of December.
After the Cashew Starkles were no longer available and we could not find any replacement to buy, my dad recreated them. As my sisters and I dispersed across the country, we took the recipe and started making them part of our individual family traditions. When I explored why this tradition is meaningful to me, I realized that making the Cashew Starkles is partially a tribute to my dad. As I was making them this year, I thought of him often because I had reconnected to why I made them through my shift in thinking. This made making the chocolates enjoyable instead of tedious.
I also wanted to share my chocolates with my new colleagues and knew that it would be impractical to individually give away chocolates because there are too many people. Asking myself, what could I do opened up my thinking. My solution was to distribute tins of the chocolates to groups which worked beautifully and allowed me to share more broadly than I have previously, which was fun.
The real payback came as I shared them with people who I have given them to previously. As I delivered the candy to friends that look forward to their arrival each year, I loved seeing their pure joy and excitement that mirrored how I felt as I child when I got my Cashew Starkles.
Shifting from “should” to “what could I do” helped me simplify all parts of this holiday season, including my gift giving, decorating, and social obligations. I have felt peace and joy as the holiday approaches.
It is a principle that is directly applicable to all parts of our lives.
I invite you to try the same simple experiment. Next time you find yourself saying “should” to yourself or others, change the statement to the question “What could I/we/you do?” and see how it shifts your thinking and energy.

Stopping the Negative Downward Spiral

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As we are opening up different ways of communicating and working together across campus, it is exposing gaps in expectations, lots of fears, and many stories. Sometimes very talented and committed people escalate their frustration, pick lines in battles between groups, and reinforce negative perceptions about individuals, creating a negative downward spiral. For many reasons, this is a common and understandable pattern that I’ve observed on several occasions.
I am sure everyone one of us can relate to being indignant over the actions of others. I certainly can. I have felt disrespected. I have felt that there is no way to satisfy someone’s expectation. I have felt criticized and unappreciated. I have felt fearful that I am not going to be able to get my work done successfully. These situations make us feel uncomfortable and they are not easy to work through.
The good news is that we are talking about our concerns and frustrations openly and with each other. That is a first step. Now we have the opportunity to work together to change these negative patterns..
We each have the ability to stop the spiral.
As we start talking directly to each other about our concerns in an open way, we are not going to do it perfectly or, even very well. When you receive negative feedback, you may want to withdraw and communicate less. This is the time to communicate more, not less. Try to have empathy and patience with yourself and each other. We are all practicing a new way of communicating and working together. The information that we get, even if it is not delivered perfectly is so valuable. Feedback can help us know where we have not been clear enough and what isn’t working.
We also need to try and assume good intentions from others. This is foundational because it helps regulate our response and keeps us open to listening. I have found it important to also check my own intentions to see what I really want. When my intentions are based in fear and are not positive and supportive, it is difficult to imagine that others are acting more altruistically than I am.
Most importantly, we need to acknowledge our part in creating the negative downward spiral and environment. I had a situation at work where I was constantly frustrated with a smart and negative colleague who was very critical of me and my team. I avoided him and minimized his feedback. This had been going on for years.  At the urging of my coach, I deliberately practiced withholding personal judgment, spent time talking with him personally, and looked for opportunities to acknowledge his contributions publicly. He became a friend and advocate. That was such a powerful lesson for me because I couldn’t see my own part in creating the negative pattern. I thought it was all his fault.
As I have shared these principles with several individuals, I have been appreciative about how open they were to change and willing to partner to create a more positive, effective, and collaborative team environment across all of the groups at Temple.
My invitation to you this week is to commit to doing your personal part to stop any negative downward spirals in your world.

Self-Mastery is a Journey


Self-mastery is a journey, not a destination and although I am passionate about sharing what I have learned, I am still practicing. I attended the Pennsylvania Area Banner Users Group (PABUG) conference last week and presented a session describing the Fear to Freedom coaching program that I co-developed with Kim Knapp at the University of Michigan Medical School. I enjoyed sharing my experience and reflected again how transformational the coaching has been for me personally.
\"fearfreedommodel\"The Fear to Freedom model is quite simple and powerful. The model is that when you are focused on yourself and worried about being good enough, you are operating in fear. However, when you are focused on others and the positive difference you can make, you can operate in freedom, which is fun and creative.
In order to shift from fear toward freedom, you can write a positive intention. A positive intention is written in past tense and describes the most positive outcome you can imagine. A big clue that you are residing in fear, is when your intention requires someone else to change. Because an intention is always a draft, you can rewrite your intention until you have shifted from wanting to look good to wanting others to feel good. Writing intentions helps me to self-manage my reactions and gives me a concrete way to understand and purify my motives so I can shift toward freedom.
Immediately following my presentation, I had a chance to practice and coach myself using the Fear to Freedom model and writing a positive intention.
I still get regular coaching from Kim and we have been thinking about how we could bring the coaching program to Temple University. I had some pretty concrete ideas about how I wanted to do this and when I presented it to Kim, she did not like my plan at all. We ended up having a heated conversation and agreed to a plan that I was not happy with, especially as I reflected about it over the long holiday weekend.
I had never had that strong of a disagreement with Kim and I was upset. I spent a lot of time in self-reflection and wrote an intention that clarified what I wanted and helped me manage myself out of fear. This week, Kim and I talked again about what had happened and renegotiated our approach. She expressed how she was grateful that we had the conflict because it meant we could create something together and that conflict is at the heart of creativity. I certainly felt better after our conversation.
Be kind to yourself as you travel down your own path toward self-mastery, knowing that there will be both conflict and joy in the journey.