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How Consuming Too Much Content Kills Creativity

Inspired by my recent podcast interview with Michael P. Bourque who guest hosted for me, he posed the question about how do I disconnect from my work. I shared with him moments in time where I had to stop consuming so much information such as the Media, Books and Podcasts in order to enable my own thoughts to flow out and be the Creative I once was. Stay with me as I share a story of being lost and discovered my true self…

I left my corporate job November 2018 and entered into the holiday season with my family for which we enjoyed time together and also theater. While waiting for our show to start, we went to a museum across the street where I then stood in front of a wall with bright lights and had this picture taken of me. My body was in the shadows; looking dark and a bit sad. The other side of my image was lit up by bright lights; a common theme I experienced many times over during my transition period. Bright lights showed up everywhere for me and each time I would tear up because of the beauty and inspiration for creativity. Then it came to me, the name of my business would be Illumination Partners, LLC.

I was still lost, but new I wanted to take my craft from corporate to small and medium size businesses as a consultant. I pounded the pavement like any new entrepreneur seeking that silver bullet to land clients. I consumed books, podcasts and all types of resources to learn what the guru’s advise in order to realize exponential success. I was overwhelmed by the information and went into a flurry of activity of “doing” and was not thinking for myself. Thankfully through some strategic networking, I landed three gigs in my first 6 months and through I had this consulting gig nailed.

I soon ran out of work because I learned the hard way you need to be constantly doing business development in order to keep a pipeline. I was left with minimal savings and had to dig into other was of financing my business. It was a rough time, but instead of consuming more “how to” resources, I immersed myself in creating content. It was therapeutic for me to create and it gave me great joy letting my ideas flow out of me.

I started to create my own content on #linkedin in both video and written format. I found my voice and soon I had followers. I started to reach out for speaking events for which I created my 7P framework for leaders and presented at the ASQ world conference. While it was not a Ted Talk, I was finding I had something to say on a greater stage. I thought long and hard what was it I was creating. After many hours of thinking and doodling, The CEO’s Compass was born and my book released in August of 2021.

I am now in a similar place with a “Big Dream” and I’m working very hard to figure out how to achieve it. I’m not reading books or podcasts, but leveraging my vast network to figure out how I’m going to get there; letting my ideas flow out and hoping one of them will take shape to achieve “Big Dream”. This is only possible if I stop consuming too much information. I’m smart, resourceful and able to figure things out. I’ve done it before and will do it again.

So I turn to you and ask how much information do you consume? Do you pride yourself in combining a workout and listening to your favorite podcast. Are you inspired by the sense of accomplishment and consuming the content? Possibly, you’ll get entertainment value or a few actionable tips. Are you regurgitating other peoples ideas instead of your own? When was the last time you simply existed in silence and your own thoughts? Did some new idea… a crazy idea come through that you quickly dismissed?

You’re doing yourself a disservice when you don’t allow your own ideas to flow out. You need to be in service to your mind and soul and let the ideas come out. Only then can you assess them and potentially take action. Having never experienced your creativity, you may never realize your full potential.

I share my story with you because so many of you exist to complete tasks with a few short term goals you achieve. Think bigger! Consume less content and allow your own ideas become a reality. Succumbing to the barrage of content consumption will kill creativity and you will simply exist and never leave a legacy. The choice is yours….

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Self Doubt: A Leadership tool to tune into your value

These past few weeks, while walking Gabbi, I chose not to listen to any music or podcast so I could tune into my thoughts and find answers. I have done great work while being in my own business, but sustainability evades me and wondering if I should continue or change. I know I should continue my work whether dropping into businesses to solve technical issues or helping business leaders unleash their potential. However, how to convert those that value what I do to those who enlist my services still evades me. During this contemplative time, I have experienced much doubt, but also realized I provide tremendous value.

While trying to figure out what to change and how to change, signals from the universe came my way that gave me a glimmer of hope and guidance.

I’d like to share a few of them with you in hopes it will inspire you:

  • Three people responded to my weekly newsletter “The Afterburn: Leadership Lessons to Avoid a Crisis” and how it impacted them. My writing and thought leadership resonates with my audience.
  • Three people I interviewed on The Drop In CEO podcast and two Networking calls all told me I have this great voice that is very calming and created a great experience. My voice is a vehicle for connecting with people and making them feel at ease.
  • Three people subscribed to The Drop In CEO YouTube channel where I share my podcast episodes, shorts and bonus material for CEO Crisis Prevention and Behind the Scenes. My views are increasing, showing me that connecting on this new platform is reaching a broader audience.

What all three of these observations show me is that through Written, Audio & Visual content, I am able to provide insights and inspiration to my community. It shows me I should continue this work because it is valued. The quest is in pursuit of how to leverage this insight and who will be my guides along the way.

So what does this mean for you?

If you’re feeling unsettled and experiencing self-doubt, this is a leadership skill worth leveraging. When you go through this period and allow yourself to hear and see the signals, you gain clarity in a path forward. So how do you put this to practice?

  • Stop and take the time you need to talk to yourself and listen to what others are saying.
  • Continue with what you are known for.
  • Start to act on those talents you’ve not fully leveraged.

I promise you with this framework you will gain clarity and get back on track.

If you want to subscribe to my Newsletter, The Afterburn, DM me on LI and I’ll add you to my mailing list or Contact Page

For more insights, please listen to my podcast airing on 3/1/24 and view the video on YouTube so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

Be well-Deb

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Driving Efficiency in Leadership: Adopting Lean Strategies for CEO Success

Lean Initiatives will never work unless you start with a strategy to eliminate wasteful management practices.

Now don’t get scared, I’m not talking about chopping headcount! This is short sighted as a way to get financial gains, yet so many organizations engage in this proactiveness. Lean is about eliminating the waste that was created to serve leaders vs. the value added activities that serve the people that impact your customers.

If I’ve made you feel uncomfortable, I’ve done my job well!

If you’d like to learn more about doing Lean right, read on…

Let’s use a typical production example to explain what I mean.

An operator on the floor can increase their output to improve the workplace organization so a team is deployed to “fix” the symptom.

But why do the conditions exist to create a workplace set up that was not optimal? Was it a legacy set up? Was it set up with certain outcomes in mind?

Did we leave it up to the operator to create their own work standard?

Regardless of the history, the operator was not set up for optimal efficiency hence why we deploy Lean Methodology to “fix” the symptom.

But what are the management practices that allow the conditions of an inefficient workplace to exist for the operator for which we now need to fix him and his workplace?

The reason why this happens is that leadership is more interested in getting the equipment in place with the promise of efficiency and cost savings. They don’t take the time to understand the interactions with the operator..

Had leadership started from a place of how the operator had optimal conditions to leverage the efficiency of the new equipment, might there have been a different result?

Instead, we deploy consultants, hours of training of white, yellow, green and black belts to hurry, scurry and do the work and claim success when we save a few dollars here and there.

I’m not saying I’m anti-Lean, but had we dealt with the management practices at the top when deploying an organizational design, we might have realized the lean efficiency out of the gate?

Lean starts with a leadership strategy at the top:

  • What Management practices need to exist to set the organization up for success?
  • What Conditions exist to management practices that need to be mitigated to eliminate the opportunity for inefficiency?
  • And have we evaluated the Symptoms that exist due to the conditions to assure we identify the possible causes for inefficient performance?

It’s not about throwing more resources to find a solution.

It’s about setting up the right Lean Leadership Strategy so you don’t have to allocate more resources later due to short-sighted decisions.

One client of mine did not have regular leadership meetings to discuss changes in the organization and actions needed to mitigate risk. Then one day, a risk manifested into a crisis and now I have the good fortune to “Drop In” to fix the issue and set up the conditions to mitigate the risk in the future. Had the organization had the Management Practice of a regular leadership cadence, might they have seen the risk and mitigated the condition before the crisis happened?

Given this insight, let’s turn to your situation.

Have you deployed initiatives that fail to gain traction?

Are you now throwing money at bad hoping to get better?

Are you doubting yourself because you didn’t get the results you expected due to a poor execution strategy that should have dealt with management practices?

If this is you or someone you know, could we have a conversation to adopt these insights to your situation and set you up for success?

For the unfiltered, off the cuff discussion about this topic, please listen to my podcast airing on 2/16/24 and view the video so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

Be well-Deb

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Your Marketing is Killing Your Brand and Trust

PSA: Your Marketing Strategy is Not Working!

I am so tired of the transactional based pitches on Linkedin.

Gone are the days of networking from a place of curiosity and seeking to learn how we can help each other.

How many of you are getting the pitch lately of
a) These are MY services
b) You may need MY services
c) Book a call with MY scheduling link

Ugh!!!! I’m so tired of trying to be nice and say no thank you so I’m just going to put it all out there.

Some of these companies have totally missed an opportunity.

Had they started from a place of truly looking to form meaningful relationships… I might have invited their CEO onto my podcast to reach a broader audience!

Had they started from a place of getting to know me…they might have gotten referrals to people they can serve!

Had they started from a place of just saying “Hello”, I might have said “Hello” back and say how can I help you?

But instead, marketing strategies are to mass market and hope 0.5% might say yes.

I’m just saying… anyone that starts from a place of saying “I just want to learn more about what you do, would you be open to connecting”, will more than likely get a “Yes, let’s connect”.

Anyone else out there mad as heck that humanity has fallen to transactional relationships?

Please leave your comments below.

And to those leaders who are using mass marketing for lead gen… please stop because it’s not leaving a good impression about your brand.

If you are truly interested in reaching the people you can serve, do the hard work and start one by one saying “Hello”.

Be well-Deb

#dropinceo#marketingfailures#relationships

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Bridging Generations: Mentorship for Stronger Teams

This past weekend, I was supposed to lead a team to a bonspiel in Detroit  (Barbara – 60ish, Deb 50ish, Julia 40ish, Krista 20-30ish). I’m sad to say, at the last minute I was very sick and had to find a sub for me as the captain (Skip) of the team. Luckily, they found Bethany (20ish) to be the captain. While they did not come away victorious, the picture of them smiling ear to ear was priceless. And so, the team’s age extended from 20’s to 60ish. Curling is a sport for any age to enjoy sportsmanship, the sport and even victory! I am grateful for the practice we had leading up to the event, leveraging their strengths and giving them the confidence, they can do this!  This is the beauty of mentorship and I so love it!

And in another curling story, friend Lauren who I curl with is about 20 years younger than I, helped me to get over my lack of confidence to make tough shots. After calling a challenging shot that I was very uncomfortable with, she came over to me and said “you got this!”. Needless to say, I made the shot and realized her kind words were all I needed. She’s curled fewer years than I, but her words are wise beyond her years and she helped me to find my confidence. .

And then I wonder, why can’t we have this same relationship in business, success through collaboration whether 20 or 60?

Such a shame that we lose sight of wisdom regardless of its source. Phyllis Weiss Haserot who is an expert in Cross Generational relationships and communications will be back on my show in a few weeks to discuss mentorship across the ages. Phyllis is many years wise in this area and years younger than I comparably with her vivacious energy.

Mentorship is ageless.

Gone are the days of thinking it is someone older and wiser than can cascade advice. The best advice can come from someone younger than us or even a peer. The key is are we open to listen and receive the mentorship?

If we lead with a mindset that mentorship can come from anyone regardless of age, cross generationally we can all reap the benefits of being open to receive from anyone who cares to give us sound advice.

And given that insight, might we set up mentorship based on wisdom and perspective vs. assignment based on age?

Might the organization be richer if we look through a different mentorship lens?

And lastly, if you haven’t cultivated a cross generational mentorship program; could it be the best investment in talent retention, development and most importantly, leaving your legacy?

I may not have been able to curl with my early experienced team this weekend, but I know I helped them to achieve their goals: Be safe, have fun and win a few ends. Additionally, Julia came back to me and said she had a great time and cannot wait to go to another bonspiel. Julia’s about 15 years younger than me, but through her words, she encourages me more to help others to build their confidence and take on the world. For her friendship and also her mentorship, I am forever grateful.

And now I turn to you? What is your legacy? Have you cultivated a nurturing environment through mentorship and might I say through a different lens not based on age, but by wisdom?

Do you or do you know someone who is having this challenge?

Would a guide help to navigate these challenges?

For the unfiltered, off the cuff discussion about this topic, please listen to my podcast airing on 2/9/24 and view the video so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

Be well-Deb

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Do this to avoid killing trust and diminishing your influence

Nothing is worse than settling into a meeting and watching a 50-page powerpoint that sucks the life out of you. Yet we continue the same behavior day after day until we realize this is absolutely insane. I’m not saying throw the baby out with the bathwater because we need some platform to convey visual information. However, there needs to be a better approach or you will kill your audience with details and fail to get the outcome or influence you seek.

The fact is, this generation and quite frankly mine as well (yes, I’m a Gen X), need information quickly. We need information to pass judgment on whether we’re going to watch more or swipe by within 5 seconds. What is missing from today’s communication in business is short concise messaging with a hook, a problem, a “how to guide” and a call to action to take a decision or engage in conversation. Our business communication style should take lessons from social media to build trust and ultimately influence.

But we’re not here to emulate social media influencers when it comes to business, but might we consider LEAN (waste removal and process efficiency) as a means to have more influence?

I see you nodding your head, so let me show you what I mean:

  • Start with the Challenge or Opportunity and why we are here: Audiences need context to know they’re in the right place. In social media, this is the hook. You need to prepare your audience and build trust that you will take them down a path.
  • Explain the impact or urgency for the topic and that you have the solution: When we express the magnitude of the issue (like marketers do), people will tune in and start to think if this applies to them and cultivate their need to continue to listen.
  • Show them the path forward: Based on your data or visualization of the issue, show them your approach and conclusions to bring people along to agree or engage in conversation to enrich the solution
  • Make it easy to implement: Show them what is needed to implement or the gaps that need to be closed in order to move the conversation forward. This gives people choices to push a button and say “yes” or “approve” or enable them to take the topic forward
  • Call to action: If people haven’t already discussed next steps, then be prescriptive as to the next step or action needed by others so that you leave the presentation with something.

Here’s an example of a project I recently asked to get involved in:

  • There’s a significant need to evolve our platform to be more efficient and competitive with our competition. Currently we have a process that is outdated and needs to evolve to help our teams through the product development process.
  • Currently, the teams are focused on siloed work without understanding the interactions of their work and there are no checks and balances for which at the end of the design cycle, we are late and the quality is below industry standard.
  • We’ve provided a framework to standardize our work and systemize it in such a way that provides full transparency and checks between the functional areas to achieve our desired outcome. By piloting this in our test product line  you can see an improvement in quality and on time performance.
  • If we can close the gap and implement this system that will automate the work within a function and also cross functionally, we believe we will surpass our competitors if we can get your approval by next week.
  • I will convene a follow up meeting with the stakeholders to review the details and guide the approval to realize its value by 3Q24.

I just delivered this message most likely in 3-5 minutes max through a careful selection of words and phrases that connect in a concise way and make it easy for people to engage. The key word is “MESSAGE” vs. sharing information. Lean removes wasteful words and enables efficient delivery of information while we craft words that connect emotionally with people for action.

For me, this is easy and has served me well.

For others, their delivery is painful and a waste of others’ time. In the process, it kils their brand and maybe yours if they work for you.

Can you coach this delivery method?  I do hope the framework can help.

But if you don’t have the capability yourself to do this or coach others, wouldn’t it be a courageous idea to gain back time with this approach?

The decision is yours to ratchet up your influence. What will it be?

Let me partner with you to review your team’s messaging and I’ll give you advice on how to hone messaging for lean and effective communication.

For the unfiltered, off the cuff discussion about this topic, please listen to my podcast airing on 1/25/24 and view the video so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

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Building a LEAN Team: Key Strategies for Optimal Productivity

If you fell short of your Productivity Improvements in your organization in 2023, do not repeat the same approach!

If you were wildly successful in achieving your productivity results, high five and I’m right there with you! However, I do ask you if you think the efforts are sustainable? I see leaders claim victory one year to only fall into the abyss of waste and destabilization because they’ve not secured a solid foundation for apparent improvements. Might it have been brute force but with little adoption,lack of forums to remove barriers or even assure the legacy of good work is ingrained in future generations of personnel?

While you ponder these thoughts, let me share with you as building blocks to shore up good work and enable you to sustain the results. If you did not do any of these things, there is no shame in going back and revisiting these foundational elements. The only shame is to not do this and watch great work crumble.

I’m an expert in this area as I helped build a Lean Organization that started out at $500k / year cost savings to sustainably yielding $5MM annually. It was brute force in the beginning to build the capability, buy-in and enable results. It is often a tactical implementation without strategic vision and I’m here to share with you wisdom that is invaluable:

To sustain the gains of a Lean Initiative, we must build Lean Teams.

While investing in a well-being regiment including a good diet, weight training, cardio and a positive mindset is all important in building a lean body, building Lean Teams takes the same investment. A sound body and a sound mind will sustainably give you good results and longevity.

START HERE:

Build a Servant Leadership Culture: Every conversation should start with how is this going to help the people doing the work? It should never start with what are going to do to achieve $100,000 in cost savings. It should start with what do we need to do to help the people to eliminate waste and make their job easier? What is the investment needed and what do we think the ROI will be. When we start with service, the results will follow. When we start with the results, you will fail to serve.

Make Small Sustainable changes. Despite good intentions and excellent training on Lean Methodology, only 20% will truly retain the knowledge. Develop an implementation timeline that enables understanding and WIFM (what’s in it for me) and develop confidence and capability first by measuring organizational maturity. Only when we achieve each maturity level, do we progress to the next level. Let the organization dictate the timeline vs. pushing through an artificial one based on results. Lack of adoption will destabilize the organization.

Lean Communications (efficiency & kindness) : learn discipline in how we communicate in an efficient and kind manner will yield faster responses when time is critical. It’s important to teach this to our people else, the waste of excessive emails and meetings will take over any speed you were hoping for.

Misunderstandings need to be met head on: Any initiative needs a forum to identify risks and escalate barriers. Without this pressure relief valve, frustration will simmer below the surface and blindside you when you don’t get the expected result. Also challenge yourself to ask the hard question: do your people feel safe enough to escalate issues. This speaks to your culture and a bigger issue than any Lean Initiative.

Showcasing achievements builds pride and anchors the work – while it’s often built into Lean Initiatives to parade the results to senior leadership like a royal event, we lose sight of what is important. Showcasing value is not for the leadership, but it’s for the people. The outcome is to instill a sense of pride for an accomplishment such that they’re encouraged to repeat the effort and be an advocate to amplify the Lean Initiative for future generations.

When we invest in building a Lean Team, not only do we get short term results; we achieve long term health and well being in the organization to sustain productivity improvements.

So there you have it, the key to optimizing 2024 productivity improvements.

I’m here to listen and perhaps we can have a conversation about how I can get you off on the right foot for 2024 improvements.

If this episode or this year has been valuable, follow me into 2024.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

To hear more about This topic please tune into my podcast that is releasing this Friday 1/5/24

Be well-Deb

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Tips for Leading with Gratitude

In a world of so much uncertainty, political tensions heightening and chaos unfolding in all parts of the world, it can be challenging to keep a positive attitude as you show up for yourself, family and colleagues each day.

I despise uncertainty and hence my superpower is “control” to deflect the unknown and uncomfortable throughout my day. And while that serves me well over the years, too much control over my interactions can lead to a perception of being a bit aloof and less engaged.

If you know me, that is not a persona I wish to show up with and I’ve found other tools in my toolbox to combat my need to control uncertainty is gratitude.

I find this to be the key to establishing quick rapport with people, easing the pace of transactional and also reminds us we’re all human and that is the only constant we can rely upon amidst all the world chaos.

When we lead with gratitude, it changes the dynamics and in all cases you get a positive outcome. This is the only thing I can be certain of and I want you to realize more positive interactions whether at home or at work.

These are my tried and true tips that have served me well and maintain human connection:

Step 1: Create a new mindset: Every interaction is an opportunity to express gratitude. If you lead with this approach, watch the magic unfold as you will see everyone else follow your lead!

Step 2: Meeting in person or Virtual: Thank the person for their time and meeting with you; it shows respect. If it’s a new person and you are uncertain about the interaction, this slows things down and allows some casual conversation to get to know each other.

Step 3: Write an email with human connection. Start with a thank you for their time to consider the proposal:

  • Thank you in advance for your time to review this need…
  • Thank you for providing the information and the value it brings…
  • Thank you for their quick response and how it helped you…
  • Thank you for that constructive feedback, I sincerely appreciate your thoughts…

It slows things down and pays respect to the person and how you value them

Never!!!! Start with the action like “I Need “x”. I know this may be contrary to some “Lean email” I told you about where you state the Ask & need in the first sentence. Pause and express gratitude and then get to the point.

Step 4: Texting: Same as email

I don’t prefer texting, but if Whatsapp / texting is a communication of choice for someone you are interacting with, the same goes for this. Start with a quick thank you; similar to email.

Step 5: Lead by example and coach others in the same.

If someone is struggling with getting people to respond, this bit of advice will help them immensely.

These tips are for you, but if you see someone struggling; sharing this kind feedback with them will lift them and elevate your interactions.

When we lead with gratitude, the universe will respond to you in kind!

Do you  have challenges in this world of uncertainty that you just need someone to talk to?  I’m here to listen and perhaps we can have a conversation.

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself.

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board.

To hear more about This topic please tune into my podcast that is releasing this Friday 11/3/23.

Would you rather have a quick 1-2-1 to discuss your specific challenge?

Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success.

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How to Proactively Receive Feedback

I’ve been fortunate to receive some wonderful feedback from my clients. It’s been a privilege to help them through crises, act as a listening partner and collaborator, and contribute to their organization’s growth. I’ve seen firsthand how external resources can be a lifeline when facing challenges. I’m fortunate to have a vast network that I can connect you with, so don’t hesitate to reach out if you need support.

One topic I feel strongly about is the importance of feedback in the workplace. Unfortunately, not all leaders provide feedback, and waiting for performance reviews can be detrimental. I encourage you to take control of managing your leaders by proactively asking for feedback.

I’ve developed a framework for soliciting feedback, which includes asking what to continue, what to start, and what to change. It’s crucial to qualify the value you’ve brought to the organization and have face-to-face conversations to receive feedback.

When asking these questions, here are a few things to remember:

  • Gratitude is a powerful tool. It’s important to acknowledge positive feedback and use the foolproof 1-to-1 formula to position your value and ensure your contributions are recognized and valued.
  • When receiving recognition, pause and slow down. Show gratitude and acknowledge the effort others put into sharing their feedback and the value they see in your work.
  • Seek to understand constructive feedback. Constructive feedback may not feel good initially, but it provides valuable data and insight that can help us show progress and meet objectives. 

I urge you to take this framework and apply it to your own situations. If you’re a leader with team members who struggle with managing their careers and asking for feedback, share this podcast episode. For leaders who don’t have the time to teach these skills, I offer my assistance as the “drop-in CEO” to facilitate conversations or build capabilities within organizations.

If you are aspiring to the C-Suite, and tired of the hustle, are you ready to change how you work and implement these tips? 

If you are a business owner or C-Suite leader, are you ready to invest in your people and help them be successful? Their success is your success! 

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about my upcoming book, please tune into my podcast that released this Friday 10/6/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success.

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How Can Breaking Down Tasks Help You Finish the Year Strong?

As we approach the final 90 days of the year, I can’t help but feel a sense of excitement. Yes, I’m behind on my website update, writing plan, and five-year strategy, but I believe in the importance of giving oneself grace and finishing the year strong. I encourage you all to approach the end of the year with anticipation rather than stress. It’s an opportunity to accomplish goals and make a lasting impact.

I’ve faced my fair share of challenges with my website update, writing plan, and five-year plan. However, I’ve learned that discipline and prioritization are key to overcoming these hurdles. I’ve found success in creating focus time on my calendar and breaking tasks down into manageable chunks. I’m also thrilled about my upcoming book, “Secrets of the C-Suite,” and I’m confident that I’ll complete it within the next year.

If you’re overwhelmed by the thought of breaking tasks down, here are a few helpful tips:

  • Schedule your tasks into the calendar, no matter how small. Being able to check them off a list will help you see your progress and keep you focused on what comes next.
  • Celebrate each achievement, and learn to embrace small rewards. Something as simple as your favorite cup of coffee after completing some paperwork you’ve been putting off can go a long way when trying to motivate yourself to move forward.
  • Consistency really is the key to success. Any overwhelming task only gets less overwhelming when we keep at it. Start at the result and figure out your steps by working your way back toward the beginning.

If you are aspiring to the C-Suite, and tired of the hustle, are you ready to change how you work and implement these tips? 

If you are a business owner or C-Suite leader, are you ready to invest in your people and help them be successful? Their success is your success! 

Now is the time for you to collect your thoughts and take action. I want you to succeed and this framework can enable you to do it yourself. 

However, if you need more help, I’m here for you as the Drop In CEO, CEO whisperer or as a sounding board. 

To hear more about my upcoming book, please tune into my podcast that is releasing this Friday 9/29/23. 

Would you rather have a quick 1-2-1 to discuss your specific challenge? Could The Drop In CEO be your support system? Direct Message me on LI or contact me by schedule a short call and let’s have a conversation. Until then, I wish you much success. 

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