4 Misconceptions Hindering You From Embracing Your Adventurous Side

Anyone would be happy to be described as adventurous. It is generally a compliment implying that someone is interesting, independent and strong. The trait personifies confident individuals who are ready to face any challenge that comes their way. All the positive characteristics make being adventurous a little intimidating. But as they say, there is almost always more than meets the eye. Adventurous people may appear larger than life for others, but in reality, they are just typical people with their share of strengths and weaknesses. Shatter any doubt about your ability to embrace an adventurous spirit by looking at some of the misconceptions about this trait:

Adventurous people are fearless.
Bravery plays a huge role in trying something new, so it is easy to assume doubts and fears have no place in any adventure you take. However, it does not mean that people should adopt a “risk-it-all attitude” at all times. A famous quote even says that courage is not the absence of fear, but rather the ability to face it. Therefore, it is wrong to think adventurous people are fearless. Most likely, they suffer from worries and anxieties too, but the main difference is they have learned to adopt skills and techniques to deal with their fear. So, if you are feeling a little scared, do not be too quick to say no to an adventure. Rather, try to look for ways to subdue your fears. When you come to think of it, without the element of fear, an activity may not even be considered an adventure at all.

Adventurous people are young.
People associate old age with retirement houses and routine activities. On the other hand, heart-racing adventures seem to be reserved for the young. So it wouldn’t be a surprise if people beyond their 50’s would think twice about trying new experiences. But the truth is, there are no rules stating an expiration age for adventures. If you have a young spirit, no one can say that you are too old for any adventure. As part of caution, it is still advisable to seek the advice of a physician before starting any physically draining adventure.

Adventurous people are wealthy.
You can’t deny that funds and resources are needed to try new experiences. Travel requires airfare and some activities require equipment. However, do not forget that money is not the most important thing about being adventurous. In fact, lack of funds could even open doors for more unforgettable experiences because you get to make do with what you have. People who are truly adventurous are resourceful and creative, so they can find ways to make exciting activities happen even with limited funds.

Adventurous people are perfectly healthy.
It takes physical strength to participate in extremely strenuous activities, such as mountain biking or rock climbing. Still, adventures should not entirely exclude people with physical limitations (such as disabilities or ailments). Sometimes, adventures can even pave the way to physical fitness or improved health. It can also be a way for some people to discover hidden strengths.

The decision to be adventurous is not something reserved for the privileged few. Given the right mindset and stern determination, anyone can add a sense of adventure in their life. So, if you want more fun and adventure, start by widening your mind and shattering misconceptions.

Brad and Julie Duncan4 Misconceptions Hindering You From Embracing Your Adventurous Side
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Three Ways Great Leaders Rise From Their Mistakes

Leadership comes with great responsibilities. But no one said that the heavy load a leader has to bear requires perfection at all times. On the contrary, the very best of leaders are those that are not afraid to make mistakes. They proceed with caution and minimize errors as much as possible. But they also have a full understanding of the risks involved in their actions. Thus, mistakes do not rattle or take them off guard. They recognize the opportunities that come with every mistake they have made. Great leaders overcome mistakes with ease and can even turn them into opportunities. They can do this by adopting a few key mindsets and principles, which are discussed below.

Accept and react accordingly.

In an organization where leaders refuse to acknowledge errors, problems persist and can ultimately break the team dynamic. That is why wise leaders do not turn a blind eye when something went wrong. Instead, they quickly acknowledge it and are willing to apologize for it if necessary. They are not concerned that these actions willl make them appear weak or incompetent in front of their subordinates. On the contrary, leaders will earn the respect and admiration of their team because admitting mistakes is a decision that takes humility and courage.  

Do not resort to negative behaviors.

As a leader, you are likely wary of making mistakes because they can often lead to negative behavior or situations. Proactive leaders, though, know that negative actions are a waste of time because in the end, they don’t solve anything. It’s important to get to the root of the problem in order to have a clear understanding of how the mistakes happened and how they can be fixed. However, once the scrutiny reveals the names of the people who are responsible or involved with the mishaps, exceptional leaders have the ability to react calmly and constructively.

Great leaders don’t resort to harsh punishments and instead set their attention on the mistakes done and not on the person who did it. Instead of subjecting people to harsh criticisms, they listen in order to learn how the mistake can be fixed or avoided in the future. Criticisms and fault-finding will only damage your team’s morale, which can create more trouble for an organization in the long run.

Focus on lessons and solutions.

Leaders may feel frustrated over a misstep for a while, but it is important not to linger on the mistake and instead look to the bright side. Be aware that mistakes are just a part of the journey and come heavily laden with lessons to learn. Likewise, don’t dwell on negative emotions for too long after a mistake. It is not wise to dwell on bad emotions. Your main concern should be set on how to solve it. Any problem can be fixed, so try to instead plot ways to correct the mistake.  

Do you want an easy way to assess a person’s leadership skills? One way to do it is by observing how they handle mistakes. The mediocre ones may start to panic and end up making decisions that can turn a small mistake into a major problem. On the other hand, great leaders stay cool and collected, giving them presence of mind to turn any mistake to their advantage. So what kind of leader do you want to become?  

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Four Ways To Genuinely Show Empathy In Leadership

Do you want to get a glimpse of the kind of leadership that makes an outstanding organization? You can by simply observing those in leadership roles. In a team headed by a great leader, people do their tasks with passion and commitment. If only all companies were driven by great leaders, the world would be a much better place. Too often we see people expressing discontentment over management styles. In this unfortunate scenario, people tend to be unmotivated and underachieve. This brings to mind the age-old question of what makes a good leader? However, with all the traits that differentiate a great leader from a bad one, empathy is certainly one of them. The ability to put oneself in another’s shoes is surely a trait that all leaders need to learn. In a way, good leadership without empathy seems impossible. The following four pointers will show how you as a leader can show empathy.

Display emotional intelligence.

Empathy is a trait that allows you to relate to the circumstances of others. It requires one to be patient, caring and kind. It is also something that is hard to fake. Leaders who want to show empathy have to start the process within themselves. The first step is to develop positive traits associated with emotional intelligence. Build a character that others would like to emulate and empathy will come naturally.

Truly listen.

It isn’t unusual for people to approach a leader for some wise words or advice. Sometimes the best support a leader can give is simply lending an open ear. Allot time to listen to what people on your team have to say about certain topics, projects or issues. Great leaders don’t just do all the talking. On the contrary, they continually encourage others to share their opinions or ideas.

Learn and understand the work each person on your team does.

Problems are likely to arise on a team where leaders have little to no inkling about the job that each person on the team does. This stresses the importance of having a broad understanding of the work that everyone is doing, even if a certain skill is not part of your expertise. You should take time to understand the skills needed and challenges involved in each project. It can be done by studying the nature of your employee’s job or spending time with team members while they do the task. Aside from making it easier to show practice empathy to others, it can also raise the spirits of team members.

Show your vulnerable side.

It is important for leaders to appear strong. But no one said you can’t show vulnerability. In fact, leaders who are honest about their strengths and weaknesses can help others become more comfortable around them. Leaders who share how they overcome past difficulties with others makes it easy for people to share and bond over their own experiences as well.

Anyone who aspires to be a leader should understand the great challenges that come with the role. In fact, if you would ask someone to write down all the traits and attributes that an excellent leader should have, you may end up with a long, never-ending list. One trait that will always be present? Empathy. To aim to be empathetic is always a great idea; it will make you an exceptional leader and a better person, too.

Brad and Julie DuncanFour Ways To Genuinely Show Empathy In Leadership
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Leading with a Teacher’s Heart

Teachers spend their days imparting wisdom through lessons of love, compassion and inspiration. In turn, students grow into more capable, informed and mature versions of their former selves. They take their teachers’ guidance and go on to accomplish more than ever imagined. Entrepreneurial leaders can take those same methods and adapt them for the workplace and net similar results. Here’s how to lead with a teacher’s heart.

Affective Filter

In the teaching world, instructors are aware of a concept called the affective filter. This phrase describes an abstract boundary that plays a hand in a student’s ability to acquire a second language. A high affective filter means the student may feel a combination of self-consciousness, anxiety and tension. Contrarily, a low affective filter is marked by confidence, comfort, assurance and a willingness to take risks. Affective filters can be affected by intrinsic factors but can also change due to the environment or interpersonal interactions. Teachers work to control the second two.

Great teachers foster environments of inclusivity, affirmation and acceptance. They rebuke damaging responses when student mistakes are made and respect each pupil’s preference that affect their ability to process information. Amazing leaders can do the same. Earn your employees’ trust,

New Slate Every Day

Teachers understand that their students are in a constant state of learning, which means they will make plenty of mistakes. When children are in school, they are faced with new challenges every day, some of which causes them frustration and stress. When students feel these negative emotions, they sometimes act out in ways that are not ideal. As humans, instructors naturally feel disappointment and frustration in response, but they habitually try to understand the perspective of their students and offer new mercies every morning. They have high standards and expect the best, but reserve plenty of room for grace.

As a leader of adults in a work environment, your standards will undoubtedly include a smaller margin or error, but that doesn’t cancel out the necessity for patience altogether. Follow the example that teachers set and try to start each day with patience and understanding. Remember that your employees are trying their best and want to perform just as well as you’d want them to. However, everyone has the occasional off-day or noticeable mistake.   

Specialized to Each learner  

In many of today’s schools, teachers are presented with a class of unique learners. No two students have the exact same personality, preferences or learning style. To account for those differences, great teachers individualize instruction. Adept instructors constantly assess and reassess students’ needs and progress, then do what’s best to maintain a balance of challenge and accomplishment. They also make small changes to each lesson to help students thrive. For shy students, they may only call on them when their hand is raised. For active students, they may teach a lesson that intertwines exercise with the academic concept. However they can best serve each student, they do.

On the job, leaders too can specialize tasks. Distribute  a communication style assessment and personality test to figure out how each employee works best, then adapt their environment to fit their needs. Pay attention to their communication style, then converse with them using their favorite methods.

Teachers earn their students’ trust and inspire their best work by remaining attentive and sharing information in a kind and effective way. They pour their hearts into every student, every day, without cease. You too can yield the same results with daily practice. Leading with the heart of teacher is bound to help your employees feel secure and valued, giving them the confidence to outperform even your expectations.

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Can Negative Feedback Boost A Team’s Growth? Check Out These Tips!

As a leader, you want to be a helpful mentor to the people under your care. To guide a team to excellence you must make an effort to be with them every step of the way. You have to be present to recognize the achievements of a team. Of course, you should also be ready to give constructive criticism when team members are not performing to the best of their abilities. Whether the feedback is positive or negative, a good leader surely has the best intentions of the team and the members in mind.

However, while giving compliments can be as easy as pie, making negative comments can be a bit stressful and complicated. It is like walking on a tightrope as a slight misstep can drastically send a team’s spirit spiraling downwards. You need to carefully and consciously apply management strategies to ensure that honest criticism will have a motivating rather than disheartening effect on your team. The following reminders can help you elicit a positive outcome from a negative feedback.

Explain the reason for giving feedback.

The reason for giving feedback may be self-explanatory but it still pays to discuss it with your team. Good communication is essential to build a thriving team, so it is best that you explain why you want to bring attention to the weaknesses of the team. It greatly helps if everyone understands that even if feedback may not be pleasant to hear, it has to be discussed because it plays a crucial role in the the growth and development of the team. This is also one way to ensure that negative feedback is not meant to malign or hurt anyone. To prove this point, research done by the Center for Creative Leadership reveals that giving feedback regardless if it is positive or negative is effective in motivating employees.

Allow the team members to assess themselves.

A team’s inability to deliver excellent performance can probably be felt by all members, not just the leader. In the same way, teammates who are not contributing as much as they should probably know it too. So you can talk to the team (or to a difficult teammate) right away to voice your concerns. Or give your team members time to do some self-reflection and evaluate themselves. The latter is a better option because the task of identifying the wrong things in a team becomes a collaborative effort rather than an individual task. By asking your team members to rate themselves in terms of work performance, you can smoothly proceed to discuss ways on how they can improve themselves.

Be specific and honest.

The last thing you want to do is confuse your people by giving vague feedback. Explain in detail the issues you notice and specifically point them out. Team members who cannot understand what they did wrong are likely to feel upset over the feedback. To make your message clear, do not forget to be honest when talking with your team. Do not try to sugarcoat your message with false praises just to soften the blow of a criticism. According to an article that appeared in Harvard Business Review, leaders who deliver negative feedback by starting and ending it with positive comments risk losing the trust of their staff. Another thing, a leader is unlikely to see favorable improvements since positive comments are the ones that will stick out in the mind of the team or the concerned individual.

Create an environment that welcomes discussion and feedback.

To prevent ill feelings about negative feedback, give your team a chance to explain their actions or behavior. It is also important that you are ready to take back negative comments if you realize that you have made a wrong judgment.You also want to improve your leadership style, so allow your team to evaluate your skills as well. If everybody on the team is helping each other to improve, your road to success will be shorter and faster.

Leadership is never an easy role. One of the most difficult aspects of heading a team is when you need to discuss their mistakes. It may be a situation that everyone wants to avoid, but it is necessary. Just like growing pains, negative feedback can hurt, but it can turn your group into a power team!

Brad and Julie DuncanCan Negative Feedback Boost A Team’s Growth? Check Out These Tips!
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Easing The Transition To Leadership: Survival Tips For New Leaders

If you consistently excel in your line of work, you will surely be a top choice for a leadership post. There is no question that you deserve that most coveted promotion. No one else in the team deserves it more than you..But how certain are you that being a top achiever and a great team player will adequately prepare you to be an effective leader?

Leadership will bring in new tasks and more responsibilities. Thus, it is not unusual to feel anxious when stepping up to a higher post. Loads of worries may pop into your mind. Am I capable enough to guide a team? How can I motivate the people under me? What should do I to earn their respect and trust? Your new role will surely not be easy, but the transition to a managerial position does not have to be difficult either. Read on for strategies you can use to quickly adjust and adapt to leadership.   

Make an effort to get to know everyone.

One of the first things you should do upon accepting an offer to lead is to get to know the people in the entire organization. Especially the people that will be under your wing. You want to observe their work ethics and assess their strengths and weaknesses. Adequate information about the background of each of your staff will help you come up with effective management strategies. You can only do this by spending time and closely working with your team. This will be time well-spent because as you get closer to your team, you can also build trust and camaraderie.

Clearly relay your expectations.

Good communication is always a two-way relationship. So just as you know your team, you also want the staff to get to know you as well. You want to carve a clear direction for the team to follow and you can start by letting them know your expectations from each one of them. Aside from avoiding confusion within the team, it is also a gentle reminder of their duties and responsibilities. You can also establish accountability in the group.

Strengthen teamwork.

Instead of focusing on personal growth, your goal as leader will now shift to the development of a team. You want to build a team where the members support each other and diligently contribute to the betterment of the group.You may discover past issues and conflicts as a new leader, but it should not stop you from resolving to create a high-performance team. As the head of an organization, one of your duties is to inspire and motivate everyone to do their best. Setting achievable goals for the whole team to accomplish is one way to do that. You also want to boost the morale of your staff by encouraging them to share insights and ideas.

Take care of yourself.

You need to build stamina in order to cope with the demands of your new position. Take care of yourself by staying healthy. You can easily maintain a positive mindset and be a good example to your staff if you see to it that you get enough rest and exercise. To gain confidence in your new role, you may also want to invest time in self-improvement. You can start by enhancing your look, outfit and style.

Widen your knowledge.

Your scope of work is no longer limited to a specific task or area and this implies a greater challenge. Your desire to rise above competitors and succeed in the industry you are in should also be stronger. So find ways to gain more knowledge by attending training or seminars. You can also join organizations to grow your network and enhance your skills.

Encourage feedback.

The best way to know if your leadership style is working is by directly asking the opinions of your staff. So encourage the team to share their feedback or ask questions. It is important to let them know that you are open to any criticisms because this will help you become a better leader. You can also welcome suggestions and discuss it with the team.

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Introverts Make Great Leaders Because Of These Traits

Leadership requires a great deal of courage. As the authority figure in a group, leaders are often portrayed as tough and strict. You are expected to set the rules and the direction for the whole team to follow. These tasks require a certain level of assertiveness and confidence; traits you would usually see in an extroverted person.

Does this mean that people who are naturally quiet and reserved should abandon leadership goals? Definitely not! A 10-year study done by ghSmart, an entrepreneurial consulting company, revealed that the most successful CEOs display introvert traits. Some of these traits are listed below and show why introverts make great leaders.

Observes and listens well.

Introverts are probably not the first one to share ideas or voice out concerns in a meeting. Instead of doing all the talking, they are happy to listen to what others have to say. They are great observers, too, allowing them to carefully assess the situation. This trait makes it possible for them to see a situation in a new perspective. Once introverts decide to speak up, they may surprise everyone with fresh and brilliant ideas. An introvert’s ability to listen intently to others and think things through are essential traits for leadership. Filtering ideas in one’s head before spilling it out avoids confusion and helps a team focus on the key points of a project.

Makes careful decisions.

Decision-making is one of the most difficult tasks for a leader i and being impulsive will not help., You cannot afford to make hasty decisions when managing a group because the choices you make affect the whole team. While others may find it hard to hold off on making decisions, taking time to reflect before deciding is one of the strengths of an introvert. A leader who decides after thoroughly evaluating all sides of a situation usually makes the right choice. This helps a leader earns a team’s trust and respect.

Can work independently.

Being a social butterfly may not be the best asset of an introvert who is seen as someone who dislikes crowds or events. Though introverts are not necessarily anti-socials, they do not mind being left alone in a task. The ability to function well even while alone is beneficial as a leader. As the head of a team, you cannot rely on the support of others all the time. Instead, you should  learn how to perform tasks independently.

Can control emotions.

Conflicts are a part of life but some people cannot help but panic when things suddenly go wrong. Extroverts may have a hard time controlling their emotions. On the other hand, introverts who spend a lot of time processing thoughts in their head can think about the most appropriate reaction to a situation. The calm nature of an introverted leader can ease the worries of group members. It will also keep the motivation of a group running high despite tough times.

The notion that someone with an introvert personality will be an ineffective leader is one unfair misconception that should be broken. If you see yourself as an introvert, your chance to be a good leader is as good as that of an extroverted person. So do not ever hesitate to take a leadership role. Your innate traits as an introverted person can even make you a better leader.

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Six Easy Ways to Be an Amazing Motivational Leader

“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” -Maya Angelou

Great leaders know that motivation is the key to success. Motivation is all about inspiring people to want keep going. People only give their max effort to those who will value it the most. You have to find a way to show them that you are that person. Keep reading for 6 ways to motivate your team:

Recognition

The best leaders take time to recognize accomplishments, improvements, and efforts that go above and beyond. Giving it your all, only to receive no acknowledgement, is demotivating. Some leaders make the mistake of justifying their inaction with sentiments like, “You should work hard, no matter who notices.” While most people do work hard, no matter the circumstance, a lack of acknowledgement can make employees feel that their efforts are intentionally being ignored. Resentment builds and before they know it, their hardest worker is now doing the bare minimum, out of spite. This can be avoided by being intentional about praise.

Empathy

People are more intrinsically inclined to produce their best work when they feel they are valued and understood. A little empathy goes a long way. Whether employees are feeling under the weather, or facing personal tragedies, they will undoubtedly feel comforted knowing their leader is genuinely concerned. Putting yourself in their shoes gives you a different viewpoint and helps you respond from that perspective. It allows you to show patience instead of frustration, kindness instead of annoyance, and mercy instead of punishment. Empathy allows you to be more human than business minded and sometimes, that’s what chaotic situations require. Real people face real problems. Everyday won’t be ideal. Having a leader who understands and respects that makes all the difference in how employees feel overall about their job and leader.

Trust

Trust is motivating factor that is often overlooked in the business realm. When a leader extends her trust, it illustrates her confidence in her employees. Having a leader who knows that you are reliable and capable motivates you to do all that you can to continue to be trustworthy.

Trust at work can present itself in many different forms. Leaders should trust employees to:

  • Problem solve without being micromanaged
  • Share their thoughts
  • Handle greater responsibility
  • Be autonomous
  • Choose how they work best
  • Manage when they need time away from work

If your team has shown themselves to be worthy of trust, give it to them. They won’t let you down.

Rewards

Most people are loyal to their company, regularly go beyond the call of duty, put in more hours than they have to, and take pride in their work. While gratefulness and words of affirmation are both necessary and appreciated, tangible gifts really drive the point home. It’s one thing to say you value strong work ethic; it’s another to prove it.

Consider giving:

  • Random days off
  • Catered lunches
  • Vacation packages
  • Gift cards

Fun Environment

Fact: Happy people are more effective. No one wants to wake up early, get dressed, and sit in traffic only to spend 8 hours in a place that they hate. The nature of the work may be serious, but that doesn’t mean that the office needs to be stuffy. Create an environment where stress is low, laughs are plenty and your staff actually wants to smile. Schedule team builders, leave the office occasionally, decorate, open some windows. Consider implementing spirit weeks and parties. Relax the dress code. Play games, sing karaoke, take dance breaks – be lighthearted.

In the same regard, make sure to have strict policies against things that cause bad feelings in the office. Bullying, sexual harassment, and workplace gossip should all have a zero tolerance policy.

Advancement

Humans desire growth; it’s in our DNA. While familiarity is comfortable and change can be scary, most of us still set goals in pursuit of the next level. We desire challenge and celebrate our ability to conquer it. Even with the best pay, benefits, and leadership, an unchallenged employee will leave. As a respected leader, know that this is true and plan ahead. Encourage employees to continually pursue higher education and advanced certifications. Don’t frustrate your team by failing to provide new opportunities. Prove that you see the progress they’ve made and you have a vision for their potential. Give them new responsibilities that you think they’d do well with. Offer new roles and compensate accordingly.

As a leader, your job is to continually bring out the best of each member of your team. If you prioritize your employees and they will, in turn, prioritize the business. The 6 methods above will help you make motivation your mission.

Brad and Julie DuncanSix Easy Ways to Be an Amazing Motivational Leader
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