Tag: Growth

The first 90 days

New roles don’t beat us—the voice in our head does. Quiet that enemy, and the ground gets steady.

Days 1–30 — Earn Permission.
Show up curious. Learn names, maps, and pain points. On my first command, a senior sergeant said, “Know the people before the plan.” He was right. Ask, listen, take notes. Serve first.

Days 31–60 — Deliver Small Wins.
Pick two fixes you can finish fast. Ship them. Momentum is character in motion—integrity + follow-through. I once inherited a messy report; a week of cleanup saved the team hours. Tiny win, big trust.

Days 61–90 — Multiply Trust.
Share credit, teach what you’ve learned, and invite better ideas. Influence rises when others feel seen and stronger because you’re there.

Maxwell: title gives position; relationships grant permission; results create production.
Myles Munroe: let purpose set priorities; choose an environment that grows you.

Call to Action (this week):

  • Three 15-min 1:1s to learn goals and headaches.
  • Draft a 90-day one-pager (purpose, people, problems, quick wins).
  • Ship one visible improvement by Friday.
  • Keep a “trust ledger”: promises made / kept.
  • Journal nightly: What I learned. Where I helped.

Receipts: why this 90-day plan works

  • Strong onboarding boosts retention by 82% and productivity by 70%.
  • When managers stay close in onboarding, employees are 3.4× likelier to rate it successful; “exceptional” onboarding doubles role-readiness and lifts job-fit 2.3×. (Gallup.com)
  • High-trust cultures see 50% higher productivity, 106% more energy, 76% more engagement, 74% less stress, and 13% fewer sick days—and employees are far more likely to stay.
  • Mentoring moves careers: mentees are promoted 5× more often; mentors 6× more; mentees more often see salary-grade gains. (MentorcliQ)
  • Reality check: about one-third of new hires don’t last 90 days—better onboarding cuts that churn. (Gallup.com)

You’ve got the tools. Walk the halls slowly, lift others loudly, let your work preach. The bush isn’t out there. It’s fear—already outmatched.

Reference:

 Maxwell, J. C. (2011). The 5 Levels of Leadership: Proven Steps to Maximize Your Potential. Center Street.

Maxwell, J. C. (2020). The Leader’s Greatest Return: Attracting, Developing, and Multiplying Leaders. HarperCollins Leadership.

Maxwell, J. C. (2005/2011). The 360° Leader: Developing Your Influence from Anywhere in the Organization. Thomas Nelson.

Maxwell, J. C. (1998/2007). The 21 Irrefutable Laws of Leadership. Thomas Nelson.

Munroe, M. (2008). In Charge: Finding the Leader Within You. FaithWords.

Munroe, M. (1992). Maximizing Your Potential. Destiny Image Publishers.

Munroe, M. (2014). The Power of Character in Leadership: How Values, Morals, Ethics, and Principles Affect Leaders. Whitaker House.

Transforming Negative Work Environments

Researchers have identified a growing trend of employees experiencing negative behaviors in the workplace. A landmark study by Schat, Frone, and Kelloway in 2006 reported that 41.4% of U.S. workers, approximately 47 million individuals, encountered psychological antagonism at work over the past year. Similarly, a U.S. government survey of federal employees found that 13% witnessed negative workplace behaviors.

Studies have explored the relationship between work-related psychosocial hazards and psychological illness. Negative behaviors, such as manipulation, exploitation, bullying, degrading treatment, and harassment, have been extensively labeled and studied (Zapf & Einarsen, 2003).

Recent research highlights the link between negative behaviors and employee health. Bowling and Beehr (2006) found significant relationships between negative behaviors and symptoms like depression and anxiety. Additionally, Djurkovic et al. (2004) noted that workplace bullying indirectly contributes to ill health and increased employee turnover intentions.

These studies confirm that psychological workplace hazards and negative behaviors lead to high absenteeism and turnover rates. A study by the University of Copenhagen followed 2,154 healthcare workers over three years, revealing a strong correlation between negative work environments and high turnover rates. Key factors driving turnover included poor leadership, constant exposure to negative behaviors, and health problems (Hogh A, Hoel H, Caneiro IG, 2011b).

Updated References and Examples:

  1. Gallup’s State of the Global Workplace Report (2023): This report highlights that only 20% of employees worldwide are engaged at work, with many citing negative workplace environments as a key factor.
  2. Case Study: Google: Google has implemented robust employee support systems and open communication channels to combat negative workplace behaviors, resulting in higher employee satisfaction and lower turnover rates.
  3. Meta-Analysis by Nielsen & Einarsen (2022): This study found that organizations with comprehensive anti-bullying policies saw a 30% reduction in reported negative behaviors.

Organizations facing these challenges experience reduced productivity, creativity, and work quality, impacting their competitiveness and ability to retain talent. Negative behaviors are costly and undermine organizational goals and success.

To address this, organizations should implement zero-tolerance policies for negative behaviors. Managers and leaders must actively monitor the work environment and maintain open communication channels. Senior managers should hold town hall meetings to gauge the work climate and remain approachable and non-judgmental.

In conclusion, negative workplace environments affect employees across sectors. Mitigating these environments can save organizations from costly medical expenses and reduce absenteeism. Swift action by upper management and leadership is crucial to addressing negative behaviors.

Further research is needed to understand the nature, causes, and consequences of negative workplace behaviors, such as aggression, and to develop effective policies and interventions to reduce such behaviors.

References:

  • Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim’s perspective: A theoretical model and meta-analysis. Journal of Applied Psychology, 91(5), 998-1012.
  • Djurkovic, N., McCormack, D., & Casimir, G. (2004). The physical and psychological effects of workplace bullying and their relationship to intention to leave: A test of the psychosomatic and disability hypotheses. International Journal of Organization Theory & Behavior, 7(4), 469-497.
  • Gallup. (2023). State of the Global Workplace Report. Gallup.
  • Hogh, A., Hoel, H., & Caneiro, I. G. (2011b). Bullying and employee turnover among healthcare workers: A three-year follow-up study. Journal of Nursing Management, 19(6), 742-751.
  • Nielsen, M. B., & Einarsen, S. V. (2022). What we know, what we do not know, and what we need to know about workplace bullying: An overview of the literature and agenda for future research. Aggression and Violent Behavior, 57, 101476.
  • Schat, A. C. H., Frone, M. R., & Kelloway, E. K. (2006). Prevalence of workplace aggression in the U.S. workforce: Findings from a national study. In E. K. Kelloway, J. Barling, & J. J. Hurrell Jr. (Eds.), Handbook of workplace violence (pp. 47-89). Sage Publications.
  • Zapf, D., & Einarsen, S. (2003). Individual antecedents of bullying: Victims and perpetrators. In S. Einarsen, H. Hoel, D. Zapf, & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice (pp. 165-184). Taylor & Francis.

Feel free to reach out if you need further assistance or have any questions!

Crushing Imposter Syndrome: From Self-Doubt to Unstoppable Confidence

You might feel like you’re not enough, even after years of effort. Here’s the truth: every master was once a disaster. It’s not about feeling ready; it’s about stepping up, even when you don’t feel like it. Your worth isn’t diminished just because you can’t see it. Keep pushing; you’ve got this! Imposter syndrome? You’re not alone. Together, we’ll crush those doubts! These feelings of doubt and insecurity are common. Many people, even those in positions of authority or expertise, face imposter syndrome. It’s a constant battle in the mind, but remember, you can do this and deserve every opportunity that comes your way. Keep moving forward and prove yourself wrong. I used to doubt my writing skills, often feeling like a fraud within the literary world. But one day, I embraced the challenge and confronted my insecurities. With every word I wrote, I built confidence and silenced the voice of doubt in my head. I can proudly say that I have overcome imposter syndrome and found my place in the writing community.

Imposter syndrome can negatively affect one’s professional life, leading to self-doubt, lower productivity, and missed opportunities. It can hinder individuals from fully embracing their skills and accomplishments, causing them to hold back and remain within their comfort zones. However, by acknowledging and addressing imposter syndrome, individuals can break free and unlock their true potential. A powerful tool on this journey is self-reflection. By revisiting your achievements and recognizing your growth, you can begin to see the truth of your abilities. This resonates with my story, particularly when I climbed the military senior leadership ladder. With each new assignment, my mind bursts with self-doubt. Negative thoughts cloud my judgment, making me feel unworthy of my new role and questioning whether my subordinates are more capable than I am.

As a person of faith, I sought guidance from the Bible. In 2 Corinthians 10:3-4, the Apostle Paul faced similar struggles, encouraging us to replace negative thoughts with “Truth” and to win the battle for our minds. I replaced those negative thoughts with God’s truths—His words in the Bible that affirm positive aspects of my life. I consistently chant these prayers whenever fear and doubt arise. This practice has proven effective for me in overcoming self-doubt. It not only silences the negative thoughts in my mind, but it also strengthens positive beliefs and affirms my worth. By focusing on God’s truth and substituting doubts with faith, I have discovered strength and confidence in my abilities.

Are you ready to conquer imposter syndrome and unlock your true potential with faith by your side?

Here’s how to begin:

1. Acknowledge Your Feelings: Recognize when imposter syndrome hits.

2. Celebrate Your Successes: No win is too small. Celebrate them all!

3. Seek Support: Surround yourself with uplifting people.

4. Embrace Challenges: Step out of your comfort zone and grow.

5. Practice Self-Compassion: Be kind to yourself on this journey.

6. Strengthen Your Faith: Turn to your faith and recite prayers for guidance and strength.

Let’s overcome those doubts together with faith as our shield! 💪🌟🙏shield! 💪🌟🙏

Dr. D

   Success is no easy journey

The famous political economist and author Lester Thurow points out that in a competitive world, you have two possibilities: “You can lose, or if you want to win, you can change.” Once you develop a plan and put it into action, you’re not finished; your success lies within the journey. As you begin to walk towards success, you will come across obstacles and showstoppers that can impede your progress. This is expected; don’t be deterred.

In my book, “Enemy in the Bush”, I talk about success as a progressive (steady) realization of a worthy idea or goal.  The key word is progressive, meaning (continuous, daily growth) towards goal attainment. It starts with planning, determination, and consistent daily efforts toward your destination, and along the way, success is realized.  Along the way, mistakes and errors will be made, and setbacks will occur on your path.  However, remember that failures are milestones on the success journey. “Each time you plan risk, fail, reevaluate, and adjust, you have another opportunity to begin again, only better than last.”

I heard a story about Thomas Edison. While he and his assistant were looking at his laboratory burned to the ground, he said, “Thank goodness all our mistakes were burned up; now we can start again fresh.” This reminds me of a quote from Les Brown, “when life knocks you down, try to land on your back. Because if you can look up, you can get up.”

Give up on the notion of ever arriving at success unscathed or untouchable; success is always an uphill battle. I wish you much success in the New Year 2025!!!

Dr D

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Embrace the Power of Alignment: Your Path to Success and Fulfillment

In today’s fast-paced world, it’s essential to align your actions with your goals to achieve maximum returns. This vital alignment amplifies your energy, streamlines your efforts, and paves a fulfilling path to success. Alignment provides clarity, making decision-making straightforward when your actions, values, and goals are in sync. This way, you’re less likely to be sidetracked by non-essential tasks, enhancing your productivity. Furthermore, alignment ensures consistency. Consistent actions lead to better results over time and build unstoppable momentum. Whether you’re focusing on personal growth or business success, efforts rooted in alignment propel you forward, yielding substantial returns.

Moreover, alignment fuels motivation. When your pursuits resonate with your core values, staying motivated becomes second nature. This intrinsic motivation powers you through obstacles and keeps you persistent in the face of challenges. My journey toward alignment began with understanding that universal laws shape our world—laws like success, thought, vision, and communication. Embracing these principles brought profound shifts in my life. The law of success taught me the value of persistence and focus, the law of thought revealed the power of positive thinking, the law of vision helped me cultivate a clear and compelling future, and the law of communication highlighted the importance of authentic connections. These principles allowed me to create a life aligned with my deepest values and aspirations.

Aligning your team or organization amplifies these benefits even further. A unified team collaborates effectively, generates synergy, and performs better than a fragmented group. A shared vision, powered by aligned values, sparks innovation and higher performance. Finally, alignment also promotes well-being. Stress and burnout often arise from a misalignment between your work and your passions or values. By aligning your actions with your core beliefs, you cultivate fulfillment, satisfaction, and ward off burnout.

In conclusion, alignment is a transformative strategy for maximizing returns in life. By harmonizing your actions, values, and goals, you enhance efficiency, boost productivity, and create a fulfilling journey. Focus on alignment to blend success, well-being, and a deep sense of personal satisfaction. Your best life awaits—embrace alignment today!

Dr. D

The Carolyle Destiny Group