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Past COREageous Entrepreneur Blog Posts
Building teamwork is a relatively untapped activity because it’s hard to measure. There are other worries to attend to in the early stages of a startup that may seem more important – funding, customer satisfaction, marketing, technology etc. But without establishing a...read more
Transparency is one of the best ways to build trust with your team. Here’s how: Explain the company’s strategic initiatives, short/long term goals, deadlines and the KPIs (Key Performance Indicators). Do not assume your team understands your reasoning behind these...read more
I’m coaching a founder (I’ll refer to her as Pam) who is on the fence. Pam hired an able team of designers and artists to create “thinking games” for children. But, she is toying with the idea of managing her business by blending in and serving her team versus leading...read more
According to a new book, No Ego by business consultant Cy Wakeman, the average worker spends 2.5 hours per day distracted by drama! We’ve all experienced varying degrees of workplace drama in other jobs – personal losses, power...read more
Over the years I have studied procrastination and its roots. For many of my clients, procrastination is an affliction that rivals the fear of public speaking. Getting started and following through on difficult, overwhelming and intimidating tasks no matter how much...read more
If you are starting fresh with your venture, or even if you’re knee deep in a startup, it’s good to ask yourself: How healthy is my business at this point? According to Patrick Lencioni, an organizational health guru and author of several books on the topic, organizational health is the single greatest factor in determining the success of your startup.
An unhealthy organization is a stressful place to work, mired in confusion and conflict, and under-producing. An organization cannot survive for long under these conditions. Lencioni claims that the health and the ultimate success of an organization rely on two main components: a cohesive leadership team and communication clarity. Does your leadership team:
1) engage in productive, unfiltered discussion and debate?
Or do they stay quiet, nod but secretly disagree, or fear reprisal for pointing out problems?
2) leave meetings with clear, specific and agreed upon next steps?
Or, do people leave meetings with unresolved issues, confusion or partial buy-in?
3) hold each other accountable to commitments and behaviors that reflect the company’s core values? (Have you established core values to behave by?)
Or assuming that you have established core values, do your team decisions and behaviors deviate from those core values?
4) put the company’s priorities ahead of their individual department’s needs?
Or do department heads compete with each other, establish goals that are personally expeditious versus company-focused?
A founder who builds a healthy organization looks first to his or her leadership team − whether it be two of you or twelve of you. It’s easy enough to hire smart leaders (experts in strategy, finance, technology, and marketing) than it is to change unhelpful attitudes and behaviors after they’ve seeped into the guts of the organization. When gossip, sham participation and confusion abound, exceptional (and expensive) talents cannot be fully utilized. Much time and money is lost in rehabilitation. In my experience coaching communication in companies, a healthy organization saves time and money allowing leaders to perform to their potential.
In the next blog post, I’ll address the second distinctive feature of healthy organizations − communication clarity.
Need more simple and time-saving ways to improve your company’s health. Send your comments and questions to me at [email protected]
Highly sensitive people (HSPs) are those who “feel too much” and “too deeply (emotionally)” than the average person. They experience acute physical, mental, and emotional responses to external (social, environmental) or internal (intra-personal) stimuli. Highly Sensitive People are neurologically different from others and have many gifts, but their intense reactions to people and situations often cause confusion, conflict and greater emotional turmoil. In order to foster positive and constructive relationships with a HSP, the less sensitive person, or the person who is less extreme in their responses to various stimuli, must utilize special communication strategies.
Here are 6 of the most helpful strategies:
- Pause for processing. HSPs deeply process internal and external information and the stress of this can be overwhelming. This will look like they are struggling to express themselves. Give attentive silence and avoid interrupting them or feeding them the words you think they are looking for. When they are done talking, tell back how you understand what they said. Conversely, ask them to tell back what you have said to be sure they have understood you and captured your message accurately.
- Notice and gently suggest alternative behaviors. How you point out weaknesses and shortfalls can make or break relationships. Avoid a voice tone that is condescending, patronizing, too loud or parent-like. Say instead, “I noticed that…” or “Are you aware that…” or “Another approach might be to…” These words carry much less blame and shame.
- Timing. Pick the right time to give feedback. If you or they are tired, rushed or upset, it’s likely that your feedback will be less appreciated. No one needs to hear that they did 25 things wrong all at once, and this is especially disturbing for HSPs. Pick the top 1-2 to address at one sitting. Engage in a problem-solving discussion that keeps the emotion from escalating. Notice when they are getting overwhelmed and take a break. They may need more time to process a mistake and a solution than you do.
- Praise and encourage authentically. Be modest and honest in your praise; many HSP shudder when given a compliment, even a well-deserved one. To keep stress low for both of you, try not to get overly excited about their successes or lack of progress. If emotions aren’t kept in check, your highly sensitive friend will lose face if they disappoint you.
- Invite questions. Positive, inspiriting talk and a supportive attitude make you more approachable for questions. They may be hesitant to bother you when they become bogged down with a problem. Let your open door policy (with its boundaries) be known. You may be the “safe” sounding-board they’re looking for. Don’t criticize.
- Don’t rescue them from distress unless absolutely necessary. HSPs learn from their mistakes, but with more pain. If you rescue them too often, they may never acquire the thick skin needed to get through life. Your constant rescuing might actually hinder their growth.
Do you need more help communicating with a highly sensitive employee or co-worker? Contact me at [email protected].
It’s well known that founders are at risk for anxiety and depression. An aspect of entrepreneurship that’s rarely addressed is ‘loneliness.’ The ‘loneliness’ that founders describe is not about living alone or being physically isolated. My clients’ loneliness is more about having to keep doubts and failures secret because they are not living with or surrounded by other self-starter types who “get it.”
A lack of trust, a fear of rocking the boat, losing support or weakening morale combine to create a form of loneliness unique to entrepreneurship.
Here are excerpts from a letter sent by a COREageous subscriber, a founder of a travel design company whose description of ‘founder loneliness’ speaks for many of my clients. He asked for ways to manage the loneliness he experiences much of the time:
…The fact is that I really can’t share my frustrations with anyone inside the company. I have to be so careful what I say to someone, even my co-founder, because somehow that information gets distorted and passed to everyone in the company as it only creates an endless cycle of damage control…
I feel like I lead this double life: my startup and my marriage. I can’t let the two cross paths, meaning I can’t unload on her (every night).
I’d like to share my concerns with my board, but I’m afraid they might lose faith in me, or second guess the project if I do…
My free time and money is limited. How can I deal with this loneliness and keep moving forward?
Here are 7 ways to help busy and cash-strapped entrepreneurs beat loneliness:
1.Reach out anonymously to other entrepreneurs online. You are not alone.
2. Find camaraderie outside of your startup playing on a team, joining a church group or a teaming up on a community project that lifts you up.
3. Share your thoughts with a non-dependent family member you can trust 100%.
4. Find an entrepreneur coach or a mentor. Just an occasional venting and problem-solving session can do wonders.
5.Watch videos and listen to podcasts of entrepreneurs you aspire to − preferably those who had a lot of hard knocks along the way.
6. Journal your concerns and frustrations. Writing them down gets them out of your head, clarifies your thoughts and leads to creative solutions and next steps.
7. Don’t give up.
Feeling anxious, depressed and lonely as a founder? CoreCoaching may be the outlet you need to share concerns and brainstorm solutions. Contact me at [email protected]
You’ll read that most successful entrepreneurs view exercise as a core essential. Regular and rigorous exercise is a habit I urge my clients to adopt. It is the antidote for crazy hours, strict deadlines and massive pressure. It feels good, instills discipline, pumps up energy, focus and positivity, blows off stress and helps you sleep better.
A physically fit founder projects traits that attract investors and customers: competence, resilience and confidence. The exercise habit gets so ingrained that when you catch a cold or the flu you may push yourself too hard, doing your usual routine and end up really sick and for a longer period of time.
Over a weekend visit to my sweet home Chicago, I caught a nasty cold. I returned to a mound of work, including an important presentation to put together in 2 days. Feeling weak and frustrated, unable to do my regular routine, I needed something “exercise-like” to help me get my work done without over-doing caffeine, worsening my headache or wiping me out even more.
My go-to solution: Ki-Hara Stretching, made famous by Olympic Gold Medalist swimmer, Dara Torres. Done slowly, sitting or lying down, and similar to, but more toning than yoga stretches, these gentle stretches gave me the refresh of a spin or boot camp workout without making my chills and fever worse. In fact, following about 10-15 minutes of the stretches, my symptoms lifted quite a bit, and I was able to get through my to-do list efficiently for many hours with energy to spare.(Disclaimer: Before attempting any form of exercise, especially when you have a cold or the flu, it’s smart to check with your doctor)
The next time you’ve got lots to do and get bogged down by a cold or the flu, get whatever rest you can, drink plenty of fluids and Ki-Hara your way back to work.
For more time-saving, entrepreneur-friendly exercise approaches contact me at [email protected]
Marlee, my 11 year old niece, sent me a picture of her science project on the solar system. As I looked for a way to describe the wide range of styles for managing conflict, her picture offered a perfect metaphor.
Imagine the sun being CONFLICT, the good and the bad. It is hot, powerful, intense and we depend on it for survival. The Mercury and Venus types among us, closest to the sun, are very cozy with conflict – they thrive on it. They are the prosecutors and debaters. Armed with strong verbal skills, they are quick, persuasive, and hard-driving critical thinkers. Conflict huggers, comparable to Mercury and Venus, pursue drama in their lives and love to “stir the pot.”
Earth types feel the heat, but do not fear conflict. They line up their facts and listen intently to adversity. Earth types are able negotiators too. They appreciate how different perspectives promote creativity and personal growth. Alert to flare–ups and other signs of conflict, Earthlings snuff out sparks of conflict before they become dangerous.
Martians, farther away from the sun than Earth, are not as proficient with conflict. They stuff their emotions and try to get along so as to diffuse disagreements. They prefer to mediate rather than meet conflict head on. Some have passive-aggressive tendencies− the unpredictable volatility makes others want to tread carefully near their orbit. This is a trait one might associate with the orbit of a “red” planet.
Then, in our solar system, as in real life, there is a BIG gap. We come upon Jupiter, a large slow moving planet. Jupiter types avoid external conflict; it has enough turmoil on its own turf. They will approach conflict reluctantly because they are awkward with it. They deflect conflict with bravado, an over-bearing presence and feigned optimism (Hey, what conflict? We’re all good here, right?) Jupiter types may stonewall, engage behind the scenes, or step in clumsily if the Earth/Mars folks can’t get the job done.
Saturn, with its many moons to distract it from conflict will, along with the Neptune types, please, appease and keep their opinions private.
Uranus-types, very far from the sun but still in its orbit, call in sick, put off performance reviews, and hate meetings. They will do anything and everything to avoid confrontation.
Pluto (a ball of ice considered to be a “dwarf planet” rather than a full-fledged planet) has an eccentric orbit compared to the other eight planets. Folks who cling to this sort of path freeze in social situations and prefer to be reclusive. They isolate themselves and find interactions of any sort, including confrontation, highly reprehensible.
Where do you stand in the solar system of conflict? Perhaps your job or family situation requires a more flexible orbit that wavers between Venus and Jupiter?
Is it possible to change? Nature says “yes!” If the Sun and Earth were the only bodies in the solar system, Earth’s orbit would have a constant shape and orientation in space. However, because the planets exert a pull on each other, orbits change slightly over time, even Pluto’s!
It is helpful to know your style and the styles of those around you. If you can exert some gentle pull, if you can demonstrate a positive change in the way you manage conflict, others may move with you, slightly over time.