“Whether you think you can, or you think you can’t, you’re right.”
Our belief systems define “what’s possible”
Recently I listened to a podcast where the host was discussing a compelling concept or idea around belief ceilings, which are sets of beliefs we have, that very much sound like facts but hold us back from achieving our true potential.
These belief ceilings are incredibly difficult to recognize because they are so ingrained in our hearts and minds, that we don’t think to challenge them and most of us are unwilling to challenge them because it may mean that we would have to change our thinking or even admit that what we may have been thinking isn’t true.
For example, a belief ceiling for me is that achieving a high level of success means hard work and no fun. I associate success with sacrifice and struggle, and my belief ceiling is that the fun part comes after (and not during) the hard work. I’ve subconsciously made this my reality until I began to challenge my way of thinking. I realized that if I shifted my attitude and opened myself up to a new perspective, I could enjoy my work and create more fun on my journey to success.
You may have a belief ceiling around how much weight you can lose, or how much money you can earn, or maybe you’re belief ceiling is keeping you back from starting your own business because you don’t have enough money or experience, or you believe you’re not smart enough, or too old to do the thing you want to do.
We don’t recognize these belief ceilings as optional. We recognize them as reality and therefore they go unchallenged.
These beliefs systems that lead to belief ceilings can grow from sneaky thoughts led by our inner critic that creep into our heads and keep us stuck in place and hold us back from possibility.
The best antidote to belief ceilings is to recognize them, write them down and challenge them. Our brains love certainty, so when we start messing around with assumptions that we’ve held for long periods of time and gaining new perspectives it will feel uncomfortable and confrontational.
Sometimes it’s best to understand what you have a belief ceiling around and just sit with it and figure out how it’s affected you. When you look at your life and think about your future and what you could be capable of your belief ceilings will inevitably come into play. And you will recognize it because they will seem like very valid and legitimate reasons for why you haven’t created the success you want.
But keep in mind, 80% of our success is mindset and 20% is strategy.
What belief ceilings may be present in your life that may be keeping you from reaching or exceeding your potential?
Either way, let’s talk!
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“There’s no greater gift than to honor your lifes calling. It’s why you were born. And how you become most truly alive.” – Oprah
It’s one thing to know you’re doing a good job, but you won’t succeed if you’re not clear on the value you bring to your organization.
Knowing your strengths will put you over the top.
Can you name 5 of your top talents off the top of your head? Do you know the 3 most valuable traits you bring to your company?
Let me let you in on a secret.
Most people don’t know what they’re good at or they may have an idea but have a difficult time articulating it.
It’s much easier to focus on what we’re not good at and try to fix it.
Being unclear on what our strengths are, is part of the reason, why so many smart professional women find it challenging to advocate for themselves, ask for higher compensation or pursue top level opportunities.
When we are intentional about knowing our values and strengths, we create an awareness of who we are which helps us to become more confident in ourselves and appreciate what we bring to the table.
Last year, a client of mine, who is a high achiever and an effective leader for a multinational corporation, told me about how she had taken the Strengthfinder assessment, during a particularly volatile time in her organization.
When we began our coaching work together, her goals included creating an inspiring & bold agenda for the work she wanted to do and being deliberate about moving outside her comfort zone.
What followed for her was a sequence of epiphanies that led to motivation, action and momentum in her life.
Knowing her strengths and leveraging what she was good at, opened her up to consider key possibilities and think about a different approach to her leadership opportunities. Since then, the organization has created a new role, positioning her as a sought after global leader.
Despite the major changes that were going on in her organization, she remained steadfast in her belief that if she continued doing more of the things she excelled at, she would stay engaged, be passionate about her work, and continue to reinvent her career.
So what about you?
Whether you’re an executive looking to advance your career, own your own business or are reinventing what you do professionally, I invite you to learn more about what you do RIGHT. Taking the assessment will help you identify your own natural strengths and talents.
Here are 3 reasons why knowing your strengths will help you level up professionally.
1. You will know how you stand out competitively.
2. Your confidence will increase with the clarity that comes from a greater appreciation of the value you bring to your organization.
3. You’ll have the language to communicate with others about what you do well, your projects, goals and the impact you’re making, which will make it less difficult for you to advocate for yourself.
If you want to take the Strengthfinders assessment, and learn how to leverage your strengths to advance professionally, schedule a call with me today, at yourcorporateally
Leadership is not about titles, positions or flowcharts. It is about one life influencing another.
-John C. Maxwell
Good leaders can get people to achieve, but influential leaders get people to want to achieve.
Last week, I had the pleasure of facilitating a workshop with a super group of talented women who traveled from all over the country to learn more about influencing strategies, so they could effectively develop their program, communicate more confidently with their clients and establish themselves as experts in their space.
These women are high achievers and are part of a learning community. They openly shared with me their challenges with getting their messages across when clients showed up with a blend of attitudes and views.
Here are 3 influence strategies that I shared with this leadership team, and that I think you will find to be very effective.
#1. Empowerment – Making others feel valued by involving them in decision making and giving them recognition.
When we respect someone, we are more inclined to cooperate and more willing to be influenced by them.
Look for solutions that will benefit everyone involved.
#2. Having a common vision – Presenting ideas by linking them to an aspiring vision of what is possible and show people how their work is important to the broader goals of the organization.
Use meetings and other gatherings to build a sense of pride and ownership in the team.
#3. Relationship building – Taking the time to connect with others and getting to know them personally. You want to cultivate relationships so that others will be inclined to support your ideas in the future.
And that starts with you being present and being able to build rapport.
Additionally, a growing body of research suggests that the way to influence—and to lead—is to begin with warmth.
Warmth is the conduit of influence: It facilitates trust and the communication and absorption of ideas.
We can all think back to someone who had a big influence on us in our lives, and for me, it was my father. As far back as I can remember, he enforced the idea that I should think for myself and never do something just because others were doing it.
Every organization has unique dynamics and having the ability to know how to influence others is a golden key.
We all need to know how to use influence, when we’re in an interview and we want to nail the opportunity, or when we want to shift someone’s perspective or we’re looking to win others over.
Which one of these 3 strategies have you found to be most effective for you?