Category: workplace

“Finding Balance and Reflection: Lessons from December for Business Professionals”

The holiday season can be an overwhelming and demanding time for leaders. With numerous expectations and competing demands, it’s crucial for them to prioritize their time and resources efficiently. One effective way of doing this is by delegating tasks to others when necessary and setting clear boundaries to prevent burnout. By doing so, business professionals can successfully navigate through this season. Personally, the ability to set clear boundaries brings peace into my life. It’s like giving yourself a gift. I know in my profession, being a go-getter is highly praised, but it can lead to feeling overwhelmed and exhausted. What I do is resist the urge to go full throttle without acknowledging the already present stress. I put the brakes on those desires to move forward. Currently, I practice healthy habits, which may sound redundant, but it works. You only have one body, so take care of it.

Personally, December is a month of reflection for me. I take the last week of December, usually after Christmas, to reflect on a myriad of things. I ask myself some of the following questions reflecting on the current year:

1. What am I grateful for?

2. What were my accomplishments?

3. What were my proudest moments?

4. What were my milestones?

5. How did I increase in personal growth?

6. What were my significant spiritual moments?

7. Did I meet my financial goals, etc.?

It’s important to take some time to reflect on our achievements and lessons learned throughout the year. This will help us set ourselves up for continued growth and success in the coming year. We should also prioritize our own well-being during this time, whether through self-care activities or by spending quality time with loved ones.

In December, we can take the opportunity to learn from leadership and personal development lessons, which can help us approach the new year with renewed energy and a clear vision for the future. We should reflect on our progress, set new goals, and objectives for the upcoming year, and improve our self-awareness. Remember, you have the power to create positive change in your life. Take action now and pave the way for a successful and fulfilling year ahead!” Happy Holidays!

“Knowing yourself is the beginning of all wisdom.” – Aristotle

Thank you for reading my post

Dr.D

The Carolyle Destiny Group
https://linktr.ee/TheCarolyleDestinyGroup
#growthmindset #growthanddevelopment #personalgrowthanddevelopment #leadershipdevelopment #leadership #thecarolyledestinygroup

Success Thrives in Conducive Surroundings

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The basic principle of success is constant growth and achievement of your next goal. It is done through dedication, commitment, perseverance, and hard work. What it also requires from you is a conducive environment where it can flourish.

Such an environment can be produced when you surround yourself with like-minded, successful individuals. These are people who share your vision for success, and who believe in your goals as much as you do. The quality of the people you surround yourself with will continue to have a major influence on the trajectory of your life. This is one of the most important lessons I have learned, and one that has signified to me the importance of good company. I learned through Jim Rohn, that we become the combined average of the five people we hang around the most. He would continue this thought by saying, “you can tell the quality of health, attitude, and income of this person by looking at the people around them.”

The individuals in our lives serve as a catalyst: they can either help us reach ever-higher heights in our lives or become blocks that prevent success. I have been lucky in being surrounded by individuals who shared my values and goals, from family to teachers and mentors. The roles they have played at critical junctures of my life have helped me determine who I am, and the direction my life has taken.

The book of Matthew states “Do not give dogs what is sacred, do not throw your pearls to pigs. If you do, they may trample them under their feet, and turn and tear you to pieces.” This is a simple lesson in surrounding yourself with people who understand and share your values and goals, rather than those who would trample them.

There are a great many examples to be found from all around us of the power of surrounding yourself with the right people. Henry Ford, from the moment of first acquiring his wealth, to exponentially expanding it, kept himself in the company of such individuals as Thomas Edison and John Burroughs, men who shared his ideals and compassion. He tried to associate himself with great men, who possessed the knowledge base, intelligence, and creative thoughts that ultimately helped him on his way to immense success.

PRACTICAL EXERCISES

This is an approach we all must adopt if we wish to be truly on the path of continuous success. You must become highly selective of the people you allow in your inner circle. Do not feel bad about the people that are excluded, so defined your inner circle of friends and mentors you can call on.  At the same time, make sure you are around people who are successful, who themselves are already where you want to be.

Now go one step further. Examine your inner circle and ensure these are the people who give you confidence. Make sure they enhance your creative and decision-making abilities and give you the strength and ability to face any challenges that come your way in the pursuit of your goal.

Dr. D

The Carolyle Destiny Group

https://linktr.ee/TheCarolyleDestinyGroup

Our Monthly Newsletter

Created to put balance in your life…

With over 40 million Americans suffering from some form of anxiety, it’s time we took a long hard look at our beliefs and the society which cultivates them.

Fear can manipulate situations and cause us to subconsciously make choices and take actions that do not directly align with our values and beliefs. Fear underlies almost every wrong decision, negative reaction, and notions of self-doubt we’ve ever had.

Anxiety, panic, apprehension, and anger are forms of fear having manipulated itself and tricked us into thinking otherwise. The result? Many people end up self-medicating or abusing substances, so they don’t have to deal with the fears, thinking that by temporarily ignoring it, we are breaking up with it entirely.

To let go of our fears, we must first detach ourselves from them, which means cultivating a sense of self-awareness. Confronting your fears is the only way to access the ability to transform and break away from them.

A great technique that can help those seeking to let go of fears once and for all is to examine the worst-case scenario for whatever you’re fearing.

To start, zero into precisely what your fear is – try to narrow it down to a word or sentence if you can. This step can often prove the most challenging, especially for those unaccustomed to facing difficult emotions head-on. The key to this step is to be open, aware, and honest with yourself. Try writing down your fears if you’re struggling to dissect them.

Next, imagine the worst-case scenario surrounding each fear. By sitting through this discomfort, it becomes possible for you to release the feasibility of the situation and evaluate its likelihood.

Finally, take note of how each fear makes you feel paying particular attention to where in your body you feel it. For example, you may experience a tightness in the chest or nerves in your stomach. Over time you will recognize this feeling so you can address your fear before it gets out of control.

Confronting our fears while in a ‘safe’ environment is the best way to strengthen us to combat them when they might arise in an unexpected situation.

We are motivated to educate as many people as possible which is why we host many events. From in-person educational experiences to virtual webinars and even parties to celebrate our clients, we encourage everyone to get involved with all of our offerings. Take a look at all of our exciting events here: carolyledestiny.leadingthebest.com

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How to Add Value to People?

Do you add value to your people, employees, or team members? Or do you manipulate them?

Let’s look at both: adding value to employees, versus manipulating them for your advantage. Both start with attitude. Our attitude determines whether we will succeed or fail. The attitude of a leader, especially within the workplace or the organization, is contagious. It will send either a negative or positive message to employees. Your employees will react either way. Your actions speak louder than words.

Everything starts within the mind. Your thoughts, emotions, and beliefs, which form your attitude, are displayed in front of people. If you think people are lazy, always looking for a handout, and should be grateful for just having a job, your attitude may be clouding up a possibly good environment. In this case, your attempts to motivate your people and add value to them will be null and void.  

To quote Les Giblin: “You cannot make the other fellow feel important in your presence if you secretly feel that he is a nobody.” This is a great lesson. Just think about that when you find it difficult to acknowledge people or find it difficult to trust and believe in them. You can’t motivate or trick them into believing you have their best interests at heart. People are not fooled by hypocritical behavior. Therefore, when the opportunity presents itself, they will leave the company, organization, or directorate. People leave people, not organizations.      

A leader who shows that he genuinely wants to add value to his people is valuable to the company and its culture. So try to see your employees in a positive light. In the morning, when I first see my team, I smile. Then I say, “Good Morning! Glad to see you.” It is genuine and from the heart. Try to create a pleasant atmosphere before starting your day.  

So, how do you add value?

When I was leading hundreds of soldiers or employees, doing small things that were memorable to the people I led went a long way. I remembered their birthdays, kids’ names, hobbies, or something personal and unique to them.

To quote John Maxwell, people don’t care how much you know, they care about how much you care about them.

When you value people, you look out for their interests, you empower them, and you help them to grow both personally and professionally. Sydney J. Harris says, “People want to be appreciated, not impressed.” First and foremost, adding value to people means valuing people. I wish my leaders had learned this lesson. I would be telling you about memorable experiences instead of anguishing ones.  

Remember, people do as people see!

Derrick Darden ,PhD

Website: thecarolyledestinygroup.one

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Are Your Diversity and Inclusion Initiatives Working?

Today diversity and inclusion efforts are a part of the core strategy amongst top organizations, no longer are most companies giving lip service that in order to be competitive in a global workforce, a diverse workforce is necessary.

Although the business case for diversity and inclusion (D&I) may be clear to you, everyone in your organization may not be on board. One reason is that while people usually understand the benefits of D&I in theory, they sometimes find them harder to relate to their everyday experiences at work. Even teams that are highly effective because they are diverse might not connect their performance to their composition.

Not having your employees on board can put your organization’s efforts to build a diverse and inclusive brand at risk. To create a culture of inclusion that everyone subscribes to is not a quick and easy task. If you want to prevent a disconnect between your D&I goals and the on-the-ground experiences of your employees and clients, here are five pointers to bear in mind.

1. LEADERSHIP PLAYS A CRITICAL ROLE
An organization’s diversity and inclusion efforts will fail without leadership commitment. As important as bottom-up initiatives are, diversity and inclusion need to be embedded in the way the organization operates. It needs to be a strategic priority and not an optional add-on. It’s the leaders who show what is important for the organization. They are also the role models who shape the organizational culture.

2. EVERYONE NEEDS TO BE ON BOARD
If any of your employees feel excluded from diversity initiatives, they will most likely not subscribe to the messaging. Make sure you consult regularly with staff representing all the different groups in your workplace to get their input and have them shape your diversity and inclusion activities.

3. GOOD COMMUNICATION IS KEY
To ensure that everyone on your team sees the link between diversity, inclusion and business success, it is crucial for leadership to be thoughtful and consistent in communicating the reasons behind D&I efforts.

4. START AT THE BEGINNING
The hiring and onboarding process is the first contact a new employee will have with your organization and can leave a lasting impression. Look at your recruitment and onboarding procedures. Where do you distribute your job postings? What questions do you ask in an interview? What does your onboarding process look like? Simple things like assigning a new employee a mentor or creating a list of frequently used acronyms can be quite helpful.

5. INCLUSION IS A JOURNEY, NOT A DESTINATION
Being inclusive is something you need to keep doing, consciously, again and again. An organization should regularly examine its practices and policies through a D&I lens and provide training to employees so they all have the awareness, skills and knowledge required to build a more inclusive work culture.

It might seem overwhelming at times, but through collaboration and taking small actions, you will make progress. As the famous proverb goes, “the journey of a thousand miles starts with a single step.”hey are diverse might not connect their performance to their composition.

by Anna Kostecka

Are Your Diversity and Inclusion Initiatives Working?

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