Tag: career advancement

5 Inspiring Traits of Successful People

Posted on by Wright Foundation

There are a few universal traits of successful people — and you may be surprised to learn they aren’t all that mysterious.


What makes a successful person, well, successful? We all know someone magnetic. They’re good at what they do, firing on all cylinders, passionate, and engaged. But what are the traits of successful people (and how can we get some of what they’re having)?

When we meet a successful person, they’ve “got it.” But sometimes, we might also see familiar flickers in these qualities. The truth is, we all have the capacity to become successful and to fully live the life we want to pursue. Yes, there may be logistical hurdles, but everyone has infinite potential.

So, how do we tap into our potential? How do we emulate the traits of successful people so we can enjoy the same high-quality results?

Defining Our Idea of Success

We all know when we meet someone who’s successful. Sometimes it’s hard to put our finger on the quality, but when we connect with inspiring, dynamic, successful people, we’ll likely notice that they all share some commonalities.

  • Successful people are magnanimous.
  • Successful people know how to “work the room.”
  • Successful folks know how to draw people in.
  • Successful people own it.
  • Somehow, the most successful people make every person they meet feel essential and vital to their mission, project, or task.

These universal traits of successful people aren’t all that mysterious. The question is how they acquired these qualities, and is it possible for us to tap into the same dynamic?

Before we examine the traits of successful people, it helps first to define what it means to be successful. Does a successful person make a lot of money? Are they at the pinnacle of their career? Are they attractive? Popular? There are a lot of different definitions of success, and most of us can probably agree that the markers of success may vary.

But in the most significant sense, all successful people are fulfilled. The most successful people are vision-driven. They’re leaders. Successful people have a sense of purpose.

Are these bastions of success happy all the time? Of course not! (Who is?) However, they’re generally positive and enjoying their life. They’re engaged and extracting the most out of every moment. Successful people might feel satisfied and confident in what they have and what they’ve achieved, but they also drive themselves forward to keep reaching the next milestone. Successful people don’t rest on their laurels; they strive for the next peak and the chance to tackle their next goal.

What Makes a Person Successful in Life? 5 Traits of Successful People

1. Successful People Know Their “Why”

Successful people understand their raison d’être: their reason for being. They know why they get up every day and why they want more. Successful people have a larger mission. They have a vision of where they want to end up.

One of the universal traits of successful people is that a higher purpose generally drives them both in their professional life and personal goals. Now, “higher-purpose” doesn’t mean they’re always religious or even spiritual. It means that they understand their true calling and impact on the world. They’re heeding the call, and it propels them forward. They’re not focused on the simple, temporal rewards that will only get them ahead in the here and now.

Successful people are mission-driven with their eyes on the prize. They stay laser-focused on their larger mission, even if it’s broad, lofty, or nearly unattainable.

2. They’re Willing to Fight

When we say that successful people are willing to fight, it might seem to contradict what we mentioned above. After all, didn’t we just say that successful people were magnanimous and driven by a higher purpose? That doesn’t sound like a person who’s argumentative or angry.

But there’s a distinction between being willing to fight FOR someone or something we believe in and being a petty, angry, or argumentative contrarian. Fighting for something means that we aren’t afraid of conflict because we recognize that conflict is sometimes a necessary step toward reaching a larger goal.

For example, it’s healthier for both parties when we fight for the betterment of a relationship (rather than zoning out or resorting to passive-aggressiveness). Similarly, it can be healthy and productive when we’re fighting for a cause or idea that we feel passionate about at work. We might even be the one who saves the company from a disaster rather than silently watching the ship sink.

Successful people aren’t doormats. They don’t ignore problems; they stand up and get their point across. They also handle their frustration responsibly—they don’t demean others or engage in collusion, bullying, or gossip. Instead, they rally and inspire others to their cause. They share the vision and engage in conflict because they believe in their cause and are willing to fight for it.

3. They’re Present in the Moment

Our lives are full of distractions, but successful people don’t let their distractions get in the way of fulfilling their yearnings. Successful people are mindful, present, and work to stay in the moment. Mindfulness roots us in the here and now rather than replaying the past or fearing the future. Mindfulness connects us with what we want—our deeper yearnings.

“If you’re not in touch with your yearnings…you may waste time and energy complaining to friends about how your company is being run by shortsighted leaders. Or you might miss that moment to love and to matter in your child’s life when you’re tucking her into bed, and she wants to talk, but your mind is jumping to all the “to do’s” left at work. Or maybe you dash off a hurried peck on the cheek to your mate on your way out the door and miss the opportunity to really see and appreciate each other for a moment while nourishing your yearning to love and be loved. When you are truly in harmony with what you yearn for, you experience every moment in a deeper and more fulfilling way.”
– Transformed! The Science of Spectacular Living

Successful people don’t allow themselves to veer off course and waste time. They’re productive and focused. They don’t while away the hours with soft addictions like television, social media, and other methods people use to distract and numb themselves from reality. Instead, successful people stay fully engaged. They go for it! They’re in the moment because they know each moment gives them a chance to grow, explore, and get more out of life.

4. Successful People Practice “Know Thyself”

Now, depending on how we define success, we know that not all “successful people” are self-aware or self-actualized. Take a look at the current political climate or the latest corporate scandal! But people who are the most successful and get the most satisfaction out of their lives practice a growth mindset.

A growth mindset means learning from our mistakes and constantly exploring ways to be better. We’re figuring out our drivers, yearnings, and what our heart truly wants and needs to feel a sense of purpose.

Successful people identify ways to get what they want—what will bring them a sense of satisfaction. They aren’t afraid to roll up their sleeve and do the work to get to where they want to be.

When we learn new things, we form new neuropathways. These new experiences reshape and grow our brains. Without learning and growth, we become dull and stagnant. We may show signs of aging and cognitive decline. We start to disengage and checkout. We find ourselves on autopilot. When we stop growing, we experience the antithesis of success.

On the other hand, successful people explore their inner workings because they want to understand themselves. They aren’t afraid to do personal growth work. They work with coaches, mentors, allies, and peers to understand who they really are. Successful people know that unlocking the secrets of our personality, motivations, and yearnings helps us build up our emotional intelligence—our superpower!

5. They Listen and Lead

When we’re around successful people, we often feel more successful ourselves. It’s almost like osmosis. Transformational leaders become powerful because they share their vision of success with others. They don’t dictate their goals and tasks, but they lead people to realize their own visions. Then, they explore how those visions align and overlap to bring success to the entire team.

Successful leaders don’t bark orders at people. They don’t talk over others or treat them down. They’re assertive to be sure—they say what they want, but they also listen. They work to hear and understand their peers. They want to learn what drives others and what makes them tick. Successful people know that they’re only as good as their team, spouse, and social circle. Their bosses love them because they make their boss look great!

Listening is a powerful tool for success. Often, we want to power through our discussions with others and drag them toward our point. Yet, listening, suggesting, and guiding would get us better results and allow others to share in the success. We can learn to listen by practicing with others—stay in the moment, engage, and really hear what they’re trying to express. We can share our vision and figure out a path together to get what we both want.

Success isn’t a trait we’re born with or inherent talent. To become successful, we have to work and focus. We must be willing to grow, change, listen, and lead. The traits of successful people aren’t mysterious or secretive. The path to success is clear and attainable for anyone willing to do the work.

If you’re ready to find success, don’t miss our resources at Wright Now! We have courses and materials to help you bring out your best in your career, relationship, and personal life. Get more of what you want today!

 

The Wright Foundation for the Realization of Human Potential is a leadership institute located in Chicago, Illinois. Wright Foundation performative learning programs are integrated into the curriculum at Wright Graduate University.

How to Be a Leader Wherever You Are

Posted on by Wright Foundation

Many of us want to be a leader—at work, at home, amongst our social group. But we may assume that we’re not in a position to lead.


Be the boss outside of work too. The Wright Foundation can teach you how to be a leader wherever you are.

Maybe we’re new to the group. Maybe we’re around people whose personalities are more assertive and more dominant. Perhaps we’re just starting a job at the entry level.

The truth is that we can be a leader wherever we are. So what does it take to be a leader? The capabilities are inside all of us. It’s a matter of unlocking our inner-leader and learning how to build rapport with the group.

Today we’ll explore what it takes to be a leader and how to be a leader from any position. If you’re ready to take the reins, here’s what you need to know.

Identifying Leadership Opportunities

When should we step up to lead? Is it appropriate to lead in any situation, or do we need a signal, title, or training to be a leader?

Leadership opportunities present themselves all the time—both in our careers and in our personal lives. We may not realize it, but we can embrace an opportunity to lead in almost any situation.

I’ve talked to people struggling to discover their inner leader—people wrestling with leadership conundrums in their lives, even if they aren’t the highest-paid person on the payroll.

Leadership is within each of us, and there are chances to lead in any situation. Any time we’re in a group, we’re presented with an opportunity to be a leader. Will the group always respond positively to our leadership? Not always, but as we learn how to build transformational leadership skills, we’ll start to lead in a way that inspires at motivates. When we lead with emotional intelligence, we help each group member bring out their vision and their best—including our own.

So the big question is: what is a transformational leader? What does it take to lead with vision, inspiration, and emotional intelligence?

Transformational leaders display certain universal qualities. To be a leader, we don’t need to be the funniest person in the room, the loudest, the smartest, or even the most inventive. Transformational leaders can motivate others because they engage with them. They see each person on the team and help them bring out their best.

A transformational leader:

  1. Walks the talk—they do what they say, keep their commitments, and lead with integrity.
  2. Has a sense of vision, and they share that vision with those around them.
  3. Are interested in the well-being of each individual in the group. They keep everyone engaged.

When we see a transformational leader at work, we might notice they don’t walk in the room and demand attention. Instead, they command attention. There’s a subtle but significant difference. Commanding attention means listening and engaging with others. It doesn’t mean getting their ideas out first or with the most confidence and bravado. The best leaders are good at getting things done because they are open to all possibilities. They allow everyone in the group to bring their very best to the table.

Leaders Understand Culture on Multiple Levels

We hear a lot about culture these days—whether it’s a discussion on a person’s background and culture of origin, the company culture, or the zeitgeist of the moment. If we want to discover what it takes to be a leader, we need to understand culture from all aspects. There’s a lot of reward for those who understand culture—not only in terms of their teams. Many consultants are highly paid to help business leaders understand company culture and shore up gaps for their employees.

Transformational leaders understand the culture of the country where they’re working. They know the city’s culture, the company culture, and the culture of every individual in their purview.

Successful businesses get that way because their leadership understands the importance of culture to their organization. Culture is an unspoken society, rules, and atmosphere of an organization. It’s the personality.

In any group where we want to lead, we need to connect with the culture of each member. Culture is different than understanding their race or religion. It’s about engaging in a deeper understanding of what makes them tick. When we connect with someone on that level, we can truly bring out their best. We start to understand their motivations, their fears, their concerns, and their needs. We prioritize their well-being and see them for who they are.

The company’s rules, roles, and expectations must be clearly outlined for all of those operating within those parameters. As the organization’s culture builds and grows, employees should start to identify and understand the culture. When I hear complaints about employee behavior, it’s often because the employees are operating with no idea what the rules and expectations of management really are. The parameters haven’t been defined, and the culture is nebulous and unclear. If the expectations aren’t clearly outlined, we aren’t setting up our group for success.

How to Be a Leader and Motivate a Team

We’ve all been part of a team where everyone is pissing and moaning about the way things are done. They complain about the expectations of management. Nothing productive happens. It’s incredibly frustrating.

When a transformational leader is stationed with a group of whiners, they don’t fuel the fire. They acknowledge the feelings of the group and listen, but they don’t contribute to the frustration. Instead, they focus on the future. When we’re faced with a situation where everyone is feeling demotivated, we can say something like, “I know no one is happy about the situation. We can either figure out a way to get it done professionally and productively, or we can piss and moan and spin our wheels. So what are our next steps?”

Whether we’re faced with a room of two-year-olds or forty-two-year-olds, offering a choice is always motivating. No one (at any age) likes to be told what they must do. People don’t respond well to orders and barked directions. Instead, we can articulate the dilemma, understand and acknowledge the feelings of the group, and then help them choose to move forward and stay productive.

If we opt to relate by joining in on the whining and collusion, we keep it going. We continue to perpetuate the cycle of unproductive behavior. It’s far better (and more efficient) to acknowledge and validate feelings and move forward with the plan. The project may indeed be daunting and even unpleasant. Team members may validly be upset at the situation. All feelings are valid (there are no bad or wrong feelings), but when we must move forward, it doesn’t help to dwell in the negative space.

Instead, we can appeal to the group’s hearts and minds. Alfred Adler theorized that by giving people a choice, we help create motivation. A choice invites people to feel self-respect and gives them a chance to jump in and offer new solutions to the problem.

Be a Leader by Understanding & Connecting

When people feel unmotivated, it can indicate that they’re out of touch with their emotional intelligence. In many cases, they may be holding back out of fear. Either they fear failure or fear that they aren’t being heard and their needs aren’t being met.

Every person yearns for certain things. They may yearn to be seen and heard, yearn for respect, love, security. Transformational leaders understand those yearnings and acknowledge them. They understand people’s fears and concerns and reassure them that they’re being heard.

We can still take a leadership role when we’re part of a group where we aren’t the designated leader. For example, when our manager or boss is faced with a naysayer or an adversary, we can support them in what they’re saying. We can show that we’re behind them and rooting for the success of the entire team. I’ve been in many situations where a whole room will start to hear someone out simply because they see me supporting the speaker and siding with them.

There will always be people who will balk at leadership and management. In any given situation, there will likely be pushback. Sometimes it’s for a good reason—for example, someone isn’t leading with values or integrity. Other times it’s because the team member is negative and difficult. Rather than allowing those negative people to dominate the conversation, we can co-lead by helping the group support and align with the leader’s vision.

When management sees how we support them and share their vision, they’ll listen with respect and hold us in the same regard. When we use our leadership skills to bring out our best and the best of those around us, we can succeed in any situation.

If you’re ready to discover more about yourself and unlock your leadership skills, don’t miss our courses at Wright Now. We have many different resources and online classes to help you discover more about your career, relationships, and yourself. Start getting more out of life today!

 

Finding Your Power at Work

Posted on by Wright Foundation

We spend much of our time at work. In fact, for most of us work takes up nearly a third of our weekday hours.

Do you want to get more out of your job? The Wright Foundation will teach you how to find your power at work.

When we spend so much time in our work environment, it’s important we feel positive about our careers. Yet finding your power at work is often a struggle.

How do you get out of a rut at your workplace? Even if your job is okay and you feel you’re doing well, is it enough? What’s the secret to getting more satisfaction and fulfillment out of your 9-5?

For many of us, the answer to a happier workday means engaging in self-examination. Are you standing in your own way?

Discovering Power at Work by Expressing Yourself

Do you feel stuck? Overlooked? Powerless at your job?

For starters, most people look at job dissatisfaction and start blaming it on every aspect of the workplace BUT themselves:

  • My boss is a jerk.
  • My team doesn’t support me.
  • I haven’t been given the promotion or position I want.
  • They expect too much of me.
  • I don’t click with my coworkers.

If any of these statements have come out of your mouth recently, it may be time to look around and identify the roadblocks keeping you from harnessing your own power. Often people’s reaction to the way power is being used around them is the very thing that’s getting in their way of claiming their own power and strength.

Many people at work complain and criticize others, but without a clear goal or resolution in mind. Before you start to criticize those around you, it’s important you examine your feelings. First, what are you doing that earns you the right to point fingers at others? Second, if the criticism or frustration is valid, how can you express it responsibly with a clear resolution and vision for the outcome?

Frankly, at work, many of us simply bitch because that attitude or habit has become ingrained into our office culture. We bemoan and whine about circumstances “out of our control.”

When we complain just to complain, we’re handing off our power. It often feels far easier to blame someone else, than to go through the process of finding your power at work.

Once we realize change is within our grasp, we can start to take the steps to refocus and harness our power, taking control of our position and interactions at the office. The first step is to express what you think, need, and desire from your boss, coworkers, and team. Say it responsibly, taking personal accountability for your role and contribution. Second, align yourself with the company’s purpose.

So, if I were to express my frustration with an aspect of the office, I would first examine my vision and goals for the outcome. How do I plan to contribute to the resolution? Next, I would discuss it with colleagues, starting out with, “I see our company’s purpose as X. I believe our highest functioning in the direction of our purpose would be to take steps Y and Z, rather than the A and B ideas we’ve been discussing.”

By aligning with the company’s purpose, you’re finding your power at work, taking responsibility, and not blaming others. You’re working to ensure the outcome aligns with the overall purpose and goals. When this happens, your office interactions become purpose-driven. You’re moving forward with a goal in mind. You will see a paradigm shift toward being more engaged, influential, and visible. Using direct and honest feedback, fueled by alignment to your company’s purpose, will lead you toward becoming a powerful leader.

What Do You Really Want from Work?

Finding your power at work means identifying your true yearnings. What do you really want? Hint: it’s not just a new car or a bigger salary. What is the yearning of your soul?

Our deeper yearnings inform our goals and direct our path. If we yearn to have control, for example, we may be driven toward a leadership position. If we yearn to make a difference, we may find ourselves gravitating toward teaching, training, instructing, or helping professions. If we long to matter, we may be seeking the validation that comes from positive feedback.

Once we identify our yearnings, we can align our goals toward them. We also become focused in our pursuit to get our yearnings met. This means not being afraid to speak up, disagree, or engage in conflict when we dislike a situation. Often, if we want something, we need to ask, speak up, and express our desires.

At the same time, there is also power in silence. Not the passive-aggressive silence some people use to manipulate others or steer a situation toward the desired outcome, but the silence that comes from engaging and listening to others.

When we’re truly engaged, we’re focused on connecting with those around us. We’re working not only toward our own yearnings, but toward identifying and meeting the yearnings of others.

Many people fail to maximize their potential in their careers because they don’t recognize or claim their personal power. Each of us holds vast amounts of personal power and human potential. We define leadership as the power within individuals to influence the thoughts, feelings, and actions of others.

You may be sitting quietly in a meeting, but if you’re truly engaged and listening, you’re holding your power. If your eyes and your mind are engaged with the conversation, you’re participating in the meeting and bringing aliveness to the situation. If you zone out, your eyes go dead, you doodle on a piece of paper and otherwise disengage, you’re killing the entire dynamic.

Finding your power at work means being present, telling the truth, learning what you can in each situation and realizing the influence you hold in each situation.

If you consider that knowledge is power, then expanding your self-knowledge is expanding your personal power.

—Transformed! The Science of Spectacular Living

We may get so eager to express ourselves and react to the way power is used around us that we forget the importance of learning and listening. Once we learn to be present and active in our participation in meetings and discussions, we shift into higher personal power.

The Power of Allies and Support

The truth is, it’s often hard to understand our relationship with power and authority. It’s even hard to understand the way we view power objectively.

To most people, power means force. It’s something someone else has. Power isn’t “nice” and in fact, we may think there’s something wrong with having power.

If you were spanked or disciplined heavily as a kid when you did nothing wrong, for example, your view of power gets mixed up with authority and the misuse of power. This may lead you to a pattern of reacting against the power of others, rather than expressing your own power.

Most people spend more time avoiding rejection than they spend seeking their own satisfaction and fulfillment. We fear rejection and the pain that comes from mistakes or critiques. So instead, we hold back and fail to go for it.

When we become our own roadblock, it’s often helpful to work with an outside source like a mentor, ally, or coach to point us in the right direction. As Bill Gates once said, “Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast, or a bridge player.”

In a similar vein, Harvard professor Howard Gardner identified seven areas of intelligence. These areas include arts, kinesthetic (body) intelligence, mathematical intelligence, scientific understanding, and interpersonal intelligence. Many of us go to school for years, we go to the gym and work with a trainer, but when it comes to interpersonal intelligence, we’re left to navigate on our own.

Working with a guide like a life coach helps us learn how we relate to ourselves and relate to other people. It helps us strengthen our emotional intelligence “muscle” and move toward more fulfilling relationships.

We seem to think we’re doing okay as long as we have a positive rapport with others. Yet, underneath it all, we need to have rapport and satisfaction with ourselves.

An ally may come in the form of a good friend, a boss, an advisor, or a life coach. For many people, truly finding your power at work requires the backing and assistance of a team. This isn’t because of personal inadequacies. It’s simply because an outside source gives us perspective and objective feedback. It’s then our job to listen and apply that feedback to our lives.

If you’re hoping to find more power at work and greater job satisfaction, start with self-examination. Are you taking responsibility for your feelings? Are you expressing your yearnings and engaging with those around you? Do you work to understand the vision and goals of others you work with? Do you need an objective source, like a life coach, to help you navigate and move you forward toward your goals?

Each of us has great power and potential. It’s up to us to uncover it and move toward harnessing our power. As we fulfill our potential, we’ll discover greater satisfaction at work and in all aspects of our lives.

For more on discovering your strengths and potential please visit us at the Wright Foundation. Join us for an upcoming networking event where you’ll meet others who are on the path to living their best lives.

The Wright Foundation for the Realization of Human Potential is a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

 

What Does it Mean to Be Authentic?

Posted on by Wright Foundation

Research has proven that authenticity is one of the most critical traits for good leaders.

Want to be a better leader? In order to be effective, you must answer the question: what does it mean to be authentic?

 

Displaying authenticity and integrity leads to better, more effective direction and management. But before we delve into the importance of authenticity, we must define it. What does it mean to be authentic?

On a similar note, what are the qualities of an authentic person and how can we implement those qualities in our lives every day in order to be more engaged and connected to those around us?

Honesty and Authenticity

Several years back, I worked with a guy named Ray, who attended one of our men’s basic training sessions. He worked with the top Fortune 500 companies. After attending our weekend retreat, he found himself facing a major client who was having some operating issues in his company.

Now, during our training, we tell hard truths. We get extremely honest with each other—very real and straightforward. We urge our attendees to start delivering honest criticism with vision and to stop holding back out of fear of rejection. The shocking discovery is that consistently, people trust those who are honest, even if they’re critical, more than those who tell them what they want to hear. Ray was so inspired by what he’d seen during his weekend coursework that he decided to apply it in his meeting with this big-wig client.

Rather than glossing over some of the harsher truths about how the client was operating, he went in straight-forward and laid it out on the table. He told the client exactly what his observations were about the business—what was working and what wasn’t.

He later related to us that he was absolutely terrified while he was doing it. Like many top dogs, this client was used to hearing people kiss up and tell him what he wanted to hear. He wasn’t as used to the harsh truths and honesty that Ray was handing to him. But lo and behold, the client absolutely appreciated the honesty. In fact, he thanked Ray right there on the spot.

Years later, their professional relationship was still going strong. In fact, this client trusted Ray more than any other consultants that he worked with and their work relationship formed into a friendship. The client often contacts Ray for personal advice and more—why? Because he trusts Ray to be an authentic, integrous person.

Dr. Tony Simons of Cornell University discussed the need for integrity in leadership in the hospitality industry. In his research, he discovered that integrity is one of, if not the most critical leadership skill that can lead to an actual bottom-line business return; he refers to as the “integrity dividend.” What’s more, the value of integrity is actually very high. Honest leaders that display integrity and authenticity in their interactions are rare, and thus highly prized.

Leaders who actually do what they say they’re going to do and who follow through with their plans are trusted by their employees, coworkers, and clients. As a result, their companies perform better financially. There is truly a payout for operating with integrity, honesty, and authenticity.

The Qualities of Transformational Leaders

Authenticity is one of the most important variables in leadership. When researchers Bass and Riggio did their study of transformational leadership, they discovered that there were universal characteristics of transformational leaders.

Transformational leaders have a vision. They are able to articulate and share their vision with those they work with. They have a clear idea of where they’re headed and how they plan to get there. In each situation, they’re working toward a larger vision.

Transformational leaders want people around them to be engaged. When they come into a meeting (even if they aren’t the one’s hosting the meeting), they engage with others. They rally the team and get everyone involved. They’re interested in others and approach them with understanding.

Transformational leaders care about each individual they lead, and those individuals feel that care and know it exists. It’s easy to say, “I care about my coworkers,” but how many of our team members really feel that care? How many of them know how much you truly care about them?

Most importantly, transformational leaders walk their talk. This means they’re genuine. They understand what it means to be authentic and to act with integrity. They’re honest and truthful. They face up to their mistakes, admit them and learn from them. They’re accepting of themselves and of others. They really live and practice what they preach.

Those who work with and under transformational leaders are less likely to suffer from stress. Transformational leaders have excellent team-building skills and this sense of comradery and unity benefits the entire group. The group is able to build off strengths and easily overcome challenges. Best of all, both the transformational leaders and those who worked with them experienced greater job satisfaction and happiness.

The good news about transformational leadership is that each of us can display these traits. We don’t need to be in a c-level position to be authentic. We can engage, connect with others, and lead from any position and in any role.

What Does It Mean to Be Authentic in Our Daily Lives?

Whether we’re displaying authenticity at work or at home, the concept is the same—we must be true to ourselves and our vision. We must be honest with ourselves and honest with those around us.

Authenticity becomes the primary variable in transformational leadership and one of the most important qualities of a leader, but this isn’t limited to our work lives. Yes, work is often where we think of leadership qualities and skills as being important, but we are still the same person at the end of the day. We don’t change when we go out the door to our 9-5.

Learning how to be authentic means being honest with ourselves in our social lives and in our interactions with our friends and family as well.

Many people may believe they have a separate “work personality” or that their work personality is separate from their home life, but the truth is we’re the same person at work and at home.

One of the biggest illusions that people operate under is “that’s not really me.”  The “me” people like to deny at work is the me that has authority issues. At home, we tend not to feel or identify the same authority issues, so we think that we’re different. This perception is really an illusion.

If you’re not integrous at work, you’re probably not integrous at home. At home, you get to go on “autopilot” but are you really up-to-date and present with your spouse? Are you operating with honesty? Are you holding back out of fear or a desire not to rock the boat?

It’s similar to our feelings of holding back at work. We’re afraid of rocking the boat or being honest because we don’t want to lose our job. We go through the motions-working to make money—but failing to fully engage and embrace our role with honesty and authenticity.

In all situations, authenticity and honesty will lead to stronger connections and leadership. While we may not think of transformational leadership as something we can display outside of the office, it’s a universal skill in all aspects of our lives—work, home, socially, and beyond.

Living honest, authentic lives where we’re true to ourselves and others will result in bigger dividends across the board. If you want to live a richer, fuller, more powerful life, commit to operating with authenticity and genuineness.

For more ways to find fulfillment and joy in your life, please visit us at the Wright Foundation. Join us for an upcoming networking event where you’ll connect with others on their transformational journey. Go forth and ignite your world by living up to your fullest potential.

Like this post and want more? Sign up for updates – free!

The Wright Foundation for the Realization of Human Potential is a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

 

Find Your Strengths to Get Ahead at Work

Posted on by Wright Foundation

 

We all have skills, right? I bet you can probably list them right off your resume.


You might think I mean typing or data entry or understanding HTML—and sure, those certainly are skills, but they’re not what really makes you shine.

I’m not even talking about the things you studied in school or even what you went to college for—although, I’m sure what you’ve learned has helped you on your career path as well. Whether you’re a nurse or a teacher, or if you have an MBA, you’ve probably acquired some very job-specific skills.

While these skills are useful and will serve you well, they’re not what will really make you stand out from all the other nurses or teachers or managers. Those skills are important, but they won’t help you get ahead.

I’m not talking about those “resume skills”…I’m talking about strengths. To be successful, we each have to identify our own unique strengths.

Our strengths come from our personality profile.

You might be a great sales guy or gal and maybe you know how to close a deal like no other.

Maybe they call you in when they need to pull a team together and rally the troops. Perhaps you have the ability to create harmony in any situation.

Or maybe you’re a cheerleader who can bring energy to every project and get the whole team excited about performing.

Perhaps you’re the type who can assess a problem, target a solution and organize technical data without becoming overwhelmed…and maybe you even like it?

These strengths are inherent to YOU. They’re the things that make you special and differentiate you from the rest of the crowd at your office. They’re your social intelligence skills. They help you communicate with others and they shape the way you engage and interact with those around you. These strengths are the “energy” you bring to your team.

There are four core personality types—Cooperator, Analyzer, Regulator, and Energizer (what we call the C.A.R.E. profile). For some of us, we may be surprised to learn our strengths aren’t where we thought.

The sooner you find your strengths, the sooner you’ll be on your way to advocating for yourself, building on your strengths, and overcoming areas that are not-so-strong. The sooner you identify your strengths, the sooner you’ll find your inner leader. Once you know your personality type, you’re taking your first steps toward emerging into your next, most radiant self.

Discover Your Leadership

Are you a leader?

Maybe you don’t think of yourself as someone who stands out. You might be an introvert. You might dread dealing with crowds or public speaking. Maybe the thought of talking in a meeting is enough to turn your stomach (or at least make you sweat).

Guess what? We can ALL be leaders. Each and every person has leadership within them. That’s right! Every person has the ability to bring a team together and inspire others to greatness. YOU can engage, you can listen, and you can inspire! You can lead from wherever you are.

Not everyone has to be the person who rallies the troops (the Energizer), or the one that goes in to make a hard sale (the Regulator)—but whether you’re leading your fellow IT members through a successful data mapping or you’re leading the nurses on your wing to more efficient procedures, there’s leadership within every person.

Learning to work within your personality type to play up your strengths and compensate for areas that might be less comfortable for you is part of increasing your social and emotional intelligence. The foundation and ability to achieve greatness is within each and every one of us.

We are all gifts. We bring our experiences, our knowledge, our strengths and our personality into each situation. We have a blend of experiences that’s uniquely our own. We can draw on those pieces in each new interaction and situation.

To discover your inner leader, you need to unlock your communication abilities and keep working on your social intelligence. Build on your personality strengths and use them as a launch pad for growth. Social intelligence helps you read and interact effectively with different personalities. It helps you “get along” with others…and it also helps you stand out from the crowd.

“We are all designed to live great lives. It is through being socialized that we limit our capacity. The good news is that we can reignite this natural capacity. We have no doubt that you’re capable of greatness. This is not starry-eyed optimism but pragmatic certainty. We’ve coached and trained many people who’ve achieved spectacular results in every area of their lives. They have learned to transform—that is, to consciously reignite their capacity to live ever-greatening lives.

If you think you want…to discover your next most radiant self, then get ready to have more fun, but also to get hurt more. There is no safety from pain—just a commitment to learning and growing from it. Radiance can take the form of laughter…Your next most radiant self will also be more open and less defensive and resistant, so you’ll experience more flow and aliveness. You’ll become increasingly real, sharing your pain and your joy, your anger and your fear, your gifts and your foibles. By continually developing emotional and social intelligence, you negotiate life’s inevitable knocks and problems with greater ease and benefits.”

—Transformed! The Science of Spectacular Living

Is unlocking our personal strengths an easy task? Is it simple to discover our own personal power?

Yes and no. Transformation isn’t a switch you turn on and off, but a lifelong journey. Once you become your next most radiant self, you might realize there’s a NEXT even MORE radiant you beyond that, and beyond that…

Fortunately, as humans we have unlimited potential for greatness. We have the gift of neuroplasticity—the ability to grow and adapt our brains over time. When we reach adulthood, we don’t stop growing or learning, and in fact, the more we grow and learn the greater our capacity!

If you feel like you’ve stifled your inner leader, or you have the skills for the job but aren’t quite able to extract the leadership from your personality, examine where you fall on the profile, and use it as a guide to help you strengthen your social and emotional intelligence.

Within each person is a great leader. Find your strengths and challenge yourself to embrace them and you’re on your way to unlocking your next most radiant self!

For more on building your leadership, visit www.wrightliving.com. Go forth and ignite your world for a better tomorrow.

Wright Living is a division of the Wright Foundation for the Realization of Human Potential, a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

What Motivates You?
Here’s How To Find Your Spark!

Posted on by Wright Foundation

Finding out what motivates you is an interesting process, especially seeing as we’re all driven for different reasons. It’s about finding that deep down stirring that pushes you.

It’s what makes you get up in the morning, put your pants on, and get out the door.

Maybe you’re motivated by a desire to nurture and care for those around you. Some of us want power or control. Some of us are motivated by praise from our colleagues or boss. Some of us are motivated by cold hard cash (or think we are). Deep inside of each of us, though, something drives us.

We’ve all had days when we just aren’t feeling it. We phone it in, trudge off to the office, and give less than our best. We ALL have days like that. Maybe you didn’t sleep well, maybe you’re coming down with something, or perhaps there’s a personal concern weighing on your mind. Whatever it is, you know your heart just isn’t in your work. Your mind is off, and you just don’t feel like being there.

Having one or two days of feeling unmotivated isn’t such a concern. It’s normal, and it happens to all of us. However, weeks of feeling unmotivated and lackluster can indicate a deeper problem—a loss of desire, a loss of drive, and a falling out of touch with our yearnings.

We’re designed to be driven—but we must find our authentic selves. Maslow saw our drive as the desire for self-actualization and the realization of our full potential.

So how do you find what motivates you? What would “make” us be our best and give it our all every day? Psychologists have determined it’s about finding the meaning in our lives and embarking on a path where we’re constantly improving and growing as people. So how can you get there?

 
Designed to Transform

Our brains are pretty amazing. Deep within our neural circuitry, we’ve developed neuroplasticity: the ability to build new circuits and form new neural pathways, allowing us to learn, adapt, engage and constantly grow—and love the process! We’re not simply creatures of habit, or driven only by our biological imperatives and instincts. We are constantly learning and growing from each experience. We’re adapting and changing.

We can literally change our brains and our minds, and what we believe, who we are, and how we live. We can transform.

The very fact that we have neuroplasticity lets us know that we possess these amazing capabilities. Our transformation circuits are only activated, however, with our conscious choice and intent, through the stimulation of novelty and focused attention, as well as through our yearnings and emotions, which signal to our brains, “Pay attention, this matters!” Such attention not only rewires the circuitry of our brains, but it also affects the expression of our genes.

We are designed to seek, to be curious, to discover. When we are thrilled about the world of ideas and divining meaning, our seeking circuits are firing, activating one of the pleasure centers in our brains. We are in a state of eagerness and directed purpose—a state we human beings love to be in. This thrill of anticipating reward motivates us to act…

…We are designed to be explorers, and when we explore, our brains light up with pleasure. It is the novelty, not the outcome, that most delights our brain and activates our neuroplasticity. Our brains are never “happier” than when we are learning new things, stretching just beyond our current capacities. This is where we build new circuitry and develop mastery.

–Transformed! The Science of Spectacular Living

That transformational spirit and desire to explore, grow, engage and deepen our understanding keeps us moving. When we’re connecting with those around us, listening to what others want, and finding ways to work toward our goals and vision together, we’re going to feel that spark!

You know those moments when it happens. Say you’re in a meeting and you totally nail it. The words that come out of your mouth are confident and thought out. You have a clear picture of what you want. You’re listening to those around you and sharing in their vision as well as your own—there’s a dynamic atmosphere, a synchronicity that just can’t be denied.

Understand Your Yearnings, Find What Motivates You

So if you feel like you’ve lost your mojo, and you’re feeling down and just not reaching like you once did, it’s time to figure out how you can connect, grow and push yourself!

What does that mean for you? It means you need to get back in the game. Volunteer for a project you’re holding back on, sign up for professional development courses, or take classes and training to get you to the next level in your job. Even learning a new task or how to use new technology or software will give you a little bounce and boost.

As our brains learn and discover new things, we find out what we really want, and we become happier. Those neuropathways are formed and we start to feel more alert, more alive, and more motivated to achieve our goals.

Explore a deeper understanding of your yearnings. Our yearnings are more than simple wants or desires. They’re the very fabric of our motivation and they propel us forward toward our goals. Understanding the yearnings within our hearts can help us unlock the path to our goals. We can see what drives us and what accomplishments will give us the most pleasure and satisfaction.

To feel more motivated, we have to connect with those around us. We have to listen, hear them out, and gain an appreciation for their humanity. Does that mean you’re going to like everyone you work with? No, of course not, but you should be open to hearing everyone’s ideas around the table. When people know you’re listening, they’re more likely to share and find ways to reach a common consensus and goal.

Lastly, to stay motivated, we have to stay healthy. We can’t zone out in front of the television, check out by scanning social media, or get caught up in comparing ourselves to those around us. We have to care for ourselves by getting rest, exercise, and spending time doing the things that make us feel healthy, strong and ready to go.

Keeping up your motivation isn’t as difficult as it can feel on a Monday morning when your alarm goes off. Work to discover new things about yourself, make an effort to grow, and explore the inner workings of your heart—and you’ll find what motivates you, and get that spark back in your life.

For more on unlocking your motivation and discovering what you really want, visit us for an upcoming Foundations Training Weekend. Learn more at www.wrightliving.com.

Wright Living is a division of the Wright Foundation for the Realization of Human Potential, a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

How to Handle a
Hostile Work Environment

Posted on by Wright Foundation

So you’ve decided to embrace the power of positive thinking. You’ve learned of the paradigm shift a positive outlook can bring about, and you’re ready to bring the change into your life. 

Unfortunately, your coworkers seem to have missed the memo.

Whether your office is experiencing a “case of the Mondays” or worse, it can be deflating and defeating to work in an environment where you’re constantly battling the negative vibes of others.

Now, it is true that people complain and vent at work. It creates a sense of camaraderie and a shared experience. Sometimes it can be an attempt by your coworkers to make small talk or simply connect.

Even if those around you seem to feel very strongly about their negative complaints, it doesn’t necessarily mean they’re terrible people or even bad employees. When we’re invested in what we’re doing, we’re going to feel strongly about things. Emotions go into our work and when we’ve poured in our blood, sweat and tears, we can be easily wounded, frustrated or upset simply because it’s so important to us. Our work and our careers can be a big part of our identity and how we see ourselves. This doesn’t make for light emotions.

However, some people just bitch to bitch. It has nothing to do with them feeling strongly about their job or caring too deeply. It’s just that they feel like “harshing your mellow” and raining on your parade. Your positivity might rub them the wrong way or they may simply be someone who hasn’t realized their negative words and thoughts lead to more frustration and sorrow.

The first step in how to handle a hostile work environment is to separate the naysayers and Negative Neds and Nancys from the truly hostile, toxic people. There will always be complainers, and while they might be frustrating and annoying to deal with, they generally aren’t out to make your work environment intolerable.

Dealing with Complainers

When you’re faced with a Dan or Debbie Downer, try to shift the conversation. Focus on having more meaningful interactions with them. Offer to grab a cup of coffee and lend them an ear. Remember conversation is about give and take.

Ask your coworker, “What did you do this weekend? Why was it so great?” Conversely, if they say, “Thank God it’s Friday—this week can’t be over soon enough,” ask them, “What’s been so bad about your week?” Sometimes, when they start to articulate all of their complaints, they’ll have a change of heart. You might hear, “Well, actually it wasn’t so bad, I’m just looking forward to something exciting this weekend.”

Suddenly the conversation has gone from a litany of complaints to a meaningful connection focused on positive activities and excitement about the future.

Try to see the truth in who your co-worker is, and realize they’re a person who wants to be heard and understood. Maybe they just don’t know how to express things in a positive way or they see co-conspiring as a way to build a connection. Find a way to connect beyond the collusion by looking at them a little closer, and listening to what they’re really hoping to say.

Embracing Your Own Positivity

Lead by your example. One of the easiest ways to keep focused on the positive is to BE positive. When someone begins the transformational growth process, they often start with initial bravado and enthusiasm.

Even in a hostile work environment, you don’t have to be “fake” or pretend everything’s great to work on your positive mindset. It’s still okay and even healthy to acknowledge you feel fear, sadness or frustration. Those emotions, while negative, need to be expressed as well.

“When fear is allowed to operate beneath the surface, however, it does the most damage. When people quit things it is often because they fail to acknowledge and deal with their fears so they rationalize instead. Typically, they approach new activities brimming with confidence and even cockiness—generally a sign of someone not listening to their fear. They communicate that they’re ready for anything, be it a new job, new school, or even a marriage—that they have no anxiety about what the process requires of them. As much as their gung-ho attitude provides them with initial positive energy, this energy can easily turn negative. It begins to sound an alarm in their unconscious mind, warning them about taking risks, about trying new activities, about pushing themselves into areas where they aren’t skilled or comfortable.”

—Transformed! The Science of Spectacular Living

Acknowledge your truth and the spectrum of emotions you might be feeling, but approach experiences as growth and learning opportunities. View each situation as a chance to learn more about yourself and to get closer to your goals and vision. See your fear and harness it rather than avoiding it. Rather than setbacks, look at obstacles as opportunities to reroute and discover even more about yourself.

Dealing with Toxic Coworkers

Even those of us with the most positive intentions will now and again run into people who are just downright toxic. These people, try as you might, just refuse to connect with you, engage or move forward. What’s worse, they might even be thwarting your attempts to grow or do your work. They can make your job downright miserable, and certainly contribute to a hostile work environment.

When you’re dealing with someone who’s truly toxic, don’t be afraid to confront the issue. Surprisingly, sometimes bringing it out on the table and saying, “Look, I feel like you’re angry with me or I’m rubbing you the wrong way. This is what I want to get done and where I’m trying to lead us. Explain what you’re trying to get done and let’s see if we can find a way to get on the same page.”

If they balk at the confrontation or continue to try to sabotage you and throw you under the bus, don’t let your negative coworker throw you off course. Keep your communication with your boss and leadership strong and open. It doesn’t mean you need to “tattle” to your boss, but if a toxic coworker has become more than just an annoyance, there may be formal complaints and other management interventions needed.

In most cases, however, confronting the person and letting them know you’re feeling upset, picked on, bullied or otherwise annoyed with them can help you get things out in the open so they can be addressed. Sometimes they might not even be aware of how bowled over they’re making you feel or how their hostile attitude is affecting you and the team. Bringing it out into the light is the first step to resolving the issue.

Keep your interactions at work focused on the “big picture.” If you steer off course, always bring it back to your personal vision and how it aligns with the vision of the leadership in your organization. Look at the good you’re doing within your workplace and how you’re helping others and making the world a better place. If you can find the good and positive in your job, it will be the silver lining to make each day (even Mondays) better.

For more on how you can move forward in your life with positive intentions, please visit Wright Living. Find out how you can transform yourself and those around you by bringing more light and goodness into the world. Be your best self!

Dr. Bob Wright

 

Liked this post and want more? Sign up for updates – free!

Wright Living is a division of the Wright Foundation for the Realization of Human Potential, a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

Defining Company Culture :
Do You Fit In?

Posted on by Wright Foundation

 

“Company culture” is a phrase we’re hearing a lot of these days. But what does “culture” really mean in this instance?


If we were talking about a country’s culture, we’d be talking about its customs, people, history, social infrastructure and traditions. So defining company culture sounds straightforward at first. It’s the office environment: the attitudes, personalities, and atmosphere of the office. But truly defining company culture goes beyond even that.

A big part of defining company culture is examining the story that the company tells to the world. For example, what makes the company unique? What is the history of the company? Who are the company’s employees? Who are the company’s customers and how do they feel about the company?  What is the overall “attitude” of the company? Is it hip? Edgy? Serious? Professional? Is there a culture of caring or a culture of competition?

Fitting In, Aligning With, and Defining Company Culture

When we easily understand and naturally fit into our company culture, we tend to take it for granted. It just works. Fitting in feels effortless.

When we don’t fit in, chances are we feel like something HUGE is missing. Like the song says, “You don’t know what you got ‘till it’s gone.” When you work somewhere with a company culture you love, then you move on to a company where you feel like a round peg in a square hole, the importance of a great company culture becomes clear.

A foundation we’ve helped with professional development recently brought in a successor for their Director, Stan. The plan was she would train alongside the Director for a year to “learn the ropes” and then move into his role when he retired. The Director-To-Be, Jamie, was highly qualified, experienced and educated. On paper, she seemed like a perfect fit and a natural for the job.

After about six months we received a desperate call from Stan, asking if we could mentor or train his successor. Several employees had approached him with concerns about Jamie. While these concerns were varied and seemingly unconnected, none of them pointed to a problem with her qualifications…it was something more ambiguous.

Stan said, “I just don’t understand. On paper she seems great. She’s a very nice person and she seems likable enough, but it’s almost like our employees are adverse to her approach to things. The board is happy with her qualifications and direction. I can’t quite explain it, but she just isn’t fitting in. In fact, I have employees threatening to leave our foundation if she’s promoted as my successor. I may have to delay my retirement plan. I don’t know what I did wrong.”

We assured Stan he didn’t do anything wrong. In fact, the succession plan worked out perfectly! How lucky to be able to steer the train back onto the tracks BEFORE it really crashed and burned. This gave us plenty of time to get to the root of the problem.

When meeting with Jamie, after some discussion, it turned out the foundation had a very tight-knit and specific culture.

For example, they kept a plush squirrel on their conference room shelf as a running joke and metaphor for how their team approached new ideas. As in, in the middle of brainstorming sessions, someone would always pop up with an “Oh look a squirrel!” idea and chase off after it. Chasing after new ideas was a vital and an encouraged part of their company culture.

Stan, an Energizer personality type fit in perfectly: he was always excited about new ideas, enthusiastic, and quick to lead and make decisions. He let people run with their plans and share their visions, then helped them find common ground. Employees felt a great deal of personal investment in the foundation, not only because they could see the results of the foundation’s work, but also because they could clearly see their roles and ideas play out. They felt ownership.

Jamie, on the other hand, was a classic Analyzer. She had great credentials and experience, and she could look at reports and data like a crystal ball. She had high standards for perfection and accuracy and was cautious about change. She expected employees to give her frequent updates and she wasn’t allowing for the autonomy they were afforded with Stan. She was frustrated by what she perceived as a lack of focus and planning, while the employees felt stifled and miserable. In some organizations Jamie might have flourished, but in this environment she was floundering.

What was missing? A clear definition, alignment, and understanding of the importance of the existing company culture.

Understanding Your Own Company Culture

Defining your own company culture can seem nebulous. Is it a team where everyone is “in” on the joke? Does it mean everyone gets along as friends? Is it a team built from only certain personality types?

While it would be amazing if we could all find the perfect office environment and corporate culture to align with our different personalities, it’s not so realistic. It’s much more feasible to simply grasp the company culture of your office and learn how to thrive and grow within the environment—bloom where you are planted, so to speak.

In Jamie’s case, it meant she needed to be self-aware enough and willing to do leadership work it would take to get where she needed to be. Fortunately, she right jumped in, working hard to deeply understand her personality and how she fit in with the atmosphere of the office. We used our CARE personality profile to determine her strengths and which areas she needed to pay more attention to. She became much more aware of her interactions with employees and the energy she as putting out. She worked hard to give more autonomy to individual team members and to be more open and willing to hear new “squirrel” ideas.

While Jamie wasn’t going to turn into Stan the Energizer, she was able to play into her other area of strength—her Cooperator side—to find commonalities and share her vision with her fellow team members and to realize each person in the organization had their own vision, ideas, and hopes. Rather than working with a black-and-white/right-or-wrong approach, she was able to find the grey areas where her vision overlapped with theirs.

Jamie worked hard to adapt and to become the leader the foundation needed her to be, and fortunately, Stan was still able to retire on schedule.

When you come into a new office, there’s an existing culture. Depending on the size and structure of the company, you might be able to sway and influence the culture as you grow together, or, you may have to adapt and learn to grow to align with the existing structure. It doesn’t mean changing your personality or getting lost. It means learning how to listen, adapt and grow with those around you.

Finding Your Shared Vision to Grow

One of the best ways to get a handle on the culture of your company is to understand the vision and mission of company leadership. This might be clearly articulated or it might mean you need to have a conversation with your boss. Your goal is to understand the greater, ultimate vision for the organization and how you can help your team achieve it.

Not only will understanding leadership’s vision help you to become more invested and connected to your office, but it will also help you become more valuable and endeared to your boss. After all, every leader wants great people supporting them and working with them to carry out their dreams for the company.

Once you understand the vision of leadership, talk about your own vision and how you can align your career goals to help propel you and the entire office forward. Invest your energy into the company as if it were your very own. Take ownership and leadership over your projects. Offer to go the extra mile and do what it takes to help make your successes the company’s successes.

Don’t shy away from speaking up when you have an idea or when you feel something needs to be addressed. Just because you see something different or have a conflict with a plan doesn’t mean you’re not fitting in. The idea is to find a productive resolution to the problem together. Follow one of our favorite rules of engagement: “assume goodwill” and realize everyone wants the project or company to be successful—but you may just have different ideas of how to get it there.

You represent your company or organization so you reflect its culture. Even if you aren’t a “team player” by nature, when you’re part of an organization, you have to let go of the “my way or the highway” mentality. Focus on the big picture and the ways you can help your company reach its goals.

For more information on defining company culture and leading wherever you are, check out our Career Coaching Program in Chicago, visit our website at www.wrightliving.com, or join us for our next Foundations Training Weekend.

Liked this post and want more? Sign up for updates – free!

Wright Living is a division of the Wright Foundation for the Realization of Human Potential, a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

How To Impress Your Boss
and Reinvigorate Your Career

Posted on by Wright Foundation

 

If you want to learn how to impress your boss (or anyone, really), the real magic happens when you start working on YOU, transforming yourself from within..


Does this sound like you?

  • I feel bored or uninspired at work.
  • I think I do a good job, but no one seems to notice.
  • I want to be a better leader.
  • I’m ready for a challenge that will inspire me in my career.
  • You want to know how to impress your boss.

Most of us really want to do a good job. Almost all of us want to get noticed for a job well done or be singled out for going above and beyond at work. But some days, work feels kind of blah. We start to think things like, “No one notices my hard work anyway, so why bother?”

Making an Impression 101

Impressions are often thought of as the first step in the beginning of a journey. We make a first impression when we walk through the door on our first day at a new job. We make an impression at work when we join a new team or embark on a new project. Those are the moments when we really get noticed. But after a while, we might feel like we’ve stopped making any impression at all. (In fact, sometimes we feel like we’re hardly noticed at all.)

Remember when you were in grade school and it was all about making an impression on your teacher and peers? Maybe you were thrilled when you got called on in class because you knew the answer. Or maybe you dreaded getting called on because you were worried your classmates would get the impression you didn’t understand the problem. You probably wanted to make a positive impression on your friends and on the “cool kids.” Your carefully cultivated image was honed from the very first day of the school year.

Ever since we were young, we’ve all wanted to make an impression (of some sort) on those around us.

Even though you’re all grown up now, it’s perfectly normal and very common to want to stand out. Like so many of us, you want to impress your peers and learn how to win over your boss. We all want to be at the top of our field, even those of us who work in education, medicine or psychology. When we aren’t “closing deals” or “making hot sales” every day, but instead helping others, it’s easy to feel satisfied but still a little blah at the same time. Sometimes it feels like we’re just doing the same processes over and over.

After you’ve been with a company or working in a job for a while (or if you’re in an industry that’s less dynamic), you might lose some of that “go-getter” or rockstar status. You know you’re doing a good job, and you’re satisfied with your work. Your boss seems happy with you, but you’re no longer the head of the class. Maybe you run your department or you’re the lead on your team, but you’ve got to ask: “Is that all there is?” When we hit that wall, it’s easy to feel like we’re just phoning it in.

No matter what your industry, or how big your office is, there’s something highly satisfying about being recognized for a job well done. Of course none of us want to sound like we’re sucking up to our boss or being too much of a supplicant to their wishes. Nor do all of us agree with our boss all the time. Most people are seeking some sort of healthy balance.

Getting yourself noticed, reengaging and focusing on making an impression at work can help you feel like you’re back on your game. Not only can it make your boss stand up and take notice, but it can re-energize you and help you feel excited about going to work again. So, how do you do it? Roll up your sleeves and get to work!

Recognize Your Personal Vision

When you’re going through the motions and going unnoticed, it’s a big-time sign you’ve lost your passion for your vision. It’s time to reexamine what it is about your job you really love. Name those specific moments when you really feel connected to others. When do you feel most engaged, most energized?

Work on your personal vision plan. How do you see your life and what are your goals? What can you do to reach those goals? What greater purpose gives you the most job satisfaction? Helping others? Solving problems? Making your customer’s life easier? Step back and rediscover your big picture.

Part of becoming reengaged involves working on your life goals and your vision, and tackling areas of social and emotional growth. All aspects of our lives are deeply intertwined: our relationship with our spouse or significant other, our role as parents, our social lives and our careers. Often, feeling disengaged or disconnected in one area can lead us to feel the same way in other areas of our life.

In reality, this disengagement comes from deep within ourselves. It can stem from our childhood and from the things we’ve come to believe about ourselves—things that might not even be true. We call these “limiting beliefs.” They can be things like, “I’m not a confident person,” or “I’m not as smart as everyone thinks. I’m just fooling them,” or even “I’m not worthy of respect and love.”

These limiting beliefs hold us back from reaching what we long for (our yearnings)—the same things that drive us toward achieving our goals and realizing our vision. If you find continuous roadblocks on your journey or you can’t quite pinpoint the ways to break through a rough patch, it’s time to enlist the help of a career coach or life coach who can help you work toward your goals. Doing your own transformational work can help you ignite the motivation and spark you need to get re-engaged and back in the game.

How To Impress Your Boss: Make an Impression and OWN IT

When you walk into a meeting, are you a participant or just an attendee? Better yet, challenge yourself to be the conductor. Rather than sitting back and waiting for someone to call on you or ask your opinion, jump in.

Treat each meeting as though it’s your own. When you find you’re holding back because you want to avoid conflict or stay “under the radar,” try speaking up and expressing yourself. So often we avoid saying things because we don’t want to rock the boat, but if the boat is stuck sometimes it’s got to be rocked to start moving forward.

Ask your boss for a review or ask a mentor to help you set some professional milestones. Sign up for a professional development course to get enthused and excited about what you’re doing. Yes, you might be teaching the same class or seeing patients with the same ailments day after day, or you might be selling the same products to the same clients—but adding something new to your job and pushing yourself to learn will make you feel energized.

It can seem daunting to take on “one more thing” or to push yourself to grow professionally, but when it comes down to it, growth keeps us energized. Growth isn’t always easy and it can take work and time, but it’s the secret to engagement and igniting the fire within ourselves.

How to impress your boss? Polish your impression at work by practicing self-care like eating healthy, exercising, and avoiding soft addictions, like zoning out watching television or scrolling through social media. Make sure you’re dressing for success and projecting confidence by taking time to look your best. There’s much truth to the adage “dress for your next promotion.” Be a little more professional than your peers and show more initiative and you’ll stand out from the pack. No kissing up required.

Consider taking on an extra task or two as well. Offer to mentor a younger colleague who needs professional advice. When the boss needs someone to throw out a big idea in an important meeting, be the one who steps up to the plate. It doesn’t take a huge effort, but these little “yeses” can add up to big results.

Always keep your vision in mind and work toward your goals. Think of your career path as a mountain. Many people reach the first summit, stop to rest and never move on. Push yourself to go to the next peak, and the next, and the next, until you’re tackling the whole mountain range. Life is a journey and you’re at the very beginning!

Learn more about realizing your vision, making an impression at work and moving ahead in your career by visiting www.wrightliving.com. Join us for our next More Life Training, so you can learn how to engage in day-to-day life, ignite the world, and transform your existence into the life you want!

Liked this post and want more? Sign up for updates – free!

Wright Living is a division of the Wright Foundation for the Realization of Human Potential, a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.

What’s Your Work Personality
and Why Does it Matter?
Emotional Intelligence
in the Workplace

Posted on by Wright Foundation

Everyone demonstrates their unique personality at work—and everyone is different. When we go to work, we’re faced with a combination of different traits in each and every employee and coworker.


 From CEO to manager to team member, everyone can benefit from understanding how the different personality types function at work. You’ll boost your social-emotional intelligence and you’ll understand how to better bring out the best in each other and in your team.

I’ve seen it work time and time again. Those with the highest social and emotional IQ learn how to work with different personality types to reassure them, bring out their strengths, and make sure their weaknesses work in their favor. They have a rocking career life, because they get it. Understanding work personalities helps you exhibit emotional intelligence in the workplace, allowing you to hit the big picture: increasing sales, creating harmony at the office, and keeping your clients happy.

For some it comes naturally, while others among us have to work a little to understand it and to heighten our sensitivity to the different personality types. By identifying what they are and playing off their various strengths, we can really create a strong team and keep things moving forward.

You might think there are certain people at work you just can’t get along with. There might be certain personality types that just rub you the wrong way. Maybe you can’t stand people who are data driven and “anal” (the Analyzer types), or maybe the constantly bubbly cheerleader types really grate on your nerves (Energizers). Maybe you try to accommodate everyone and help them to get along because you’re a Cooperator. Maybe you prefer to be in control and work within set parameters like a Regulator.

In the late 80s, we devised a scale to help you ramp up your emotional intelligence in the workplace by better understanding each personality type and where YOU fall on the spectrum. There are four personality types and most people fall into a combination of types.

Visit our website www.wrightliving.com to find out how you can take our personality assessment in Chicago to determine your workplace personality.

The 4 Personality Types, Explained

The four personality types are as follows:

  1. Cooperators: Prefer everyone gets along; low-risk takers.
  2. Analyzers: Hate making mistakes; would rather do something right than fast.
  3. Regulators: Prefer to dominate and lead; align with Analyzers over accuracy.
  4. Energizers: Lead, but without follow-through; may share vision with Regulators but prefer Cooperators.

We call this the C.A.R.E. profile. There are certain personality types that mesh well with each other and certain types who tend to butt heads. Regulators often find Cooperators to be too “Suzy Sunshine” and easy-going. Analyzers tend to get frustrated with Energizers because they aren’t concerned enough with accuracy. Energizers aren’t afraid to take risks but sometimes they have big ideas without the follow-through. Cooperators are low-risk and prefer an environment of cohesiveness and teamwork.

If you’re a visionary personality who really likes sales and rallies people around you, you might be an Energizer. To a Regulator, this energy can seem a little high-risk and out there. An Analyzer might find you frightening because you can’t always see the forest for the trees.

You can see how these different personality types might clash or mesh. The key to getting everyone to work together is to acknowledge each person’s areas of strength and each person’s fears about risk. Look at the ways you affect those around you and learn to embrace and play up your own strengths as well.

As I said before, most people fall somewhere on the spectrum within a combination of two or three personality types. If you’re a Regulator/Analyzer, you might draw on your big-picture visionary thinking to click with an Energizer and you might bond with a Cooperator when it comes to choosing lower-risk areas that are more beneficial for the team.

You can see how the different personality types translate when it comes to working with a customer or client. If you have high emotional intelligence in the workplace, you can shift from being excited to see an Energizer, to being detail-oriented when you’re dealing with an Analyzer. A Cooperator might appreciate a personal connection, where a Regulator might be more concerned about making sure everything is working correctly and according to plan.

How to Create High Functioning Teams

To get your team to gain a better understanding of each other, study each personality type and get everyone familiar with each of their strengths. Ensure your team members take the personality quiz or read through all of the personality profiles together. There’s no personality type that’s “bad” or incongruent with success. When each of your employees gains a better understanding of where they fit on the team and everyone’s strengths, they can use that understanding as a platform to frame their interactions.

If there’s someone you just can’t seem to win over, examine his or her personality type. When you’ve got someone who always points out the negative, they might be an Analyzer/Regulator who’s actually trying to protect you by watching your back. If you’ve got someone who does excellent work but often misses deadlines, they might be an Analyzer who’s so concerned with accuracy that it slows them down. Once you understand where each person is coming from, it can be easier to adjust expectations and goals.

Personality types can have a big influence on the way we interact with each other at the office and in our day-to-day lives. We can get hurt when we’re dealing with personalities incongruent to our own, but acknowledging those differences and working through them is key to finding harmony within our working life.

Our work should bring us joy! We should strive to have a “pay for play” workspace where we can have fun, learn and grow and share the things that excite us and ignite us.

For more ways to discover your true self and how it can bring you success, visit Wright Now. We offer an array of courses geared to help you learn more about yourself, your career, and your relationships. So don’t miss out on the life you want. Go for it now!

Listen to this episode here on BlogTalkRadio.
Check Out Lifestyle Podcasts at BlogTalkRadio with Wright Living on BlogTalkRadio.

To continue the conversation on engaging with others and to discover ways to bring out your best self, click here to learn more about our next More Life Training. You’ll learn skills to become more alive, more connected, and fully engaged in your life and your career.
Want to boost your career? If you’d like to learn more about what the Wright Foundation for the Realization of Human Potential has to offer check out:

Want to improve your sales? The Wright Sales Program is a hands-on, experiential program that provides sales professionals with an opportunity to boost their sales performance through the application of social and emotional intelligence to their selling techniques. [Learn more!]

Liked this post and want more? Sign up for updates – free!

Wright Living is a division of the Wright Foundation for the Realization of Human Potential, a leadership institute located in Chicago, Illinois. Wright Living performative learning programs are integrated into the curriculum at Wright Graduate University.