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May 20, 2021 / Articles We Like / Blog / Culture / Stress / Work-Life Integration

Alleviating Workplace Stress

Even as the pandemic “eases up,” many of our executive coaching clients and HR partners are still under a lot of stress, pressure, and sometimes even heavier workloads as they plan for their company’s next phase of hybrid work. We have various ways we help them stay resilient, and found this article by Dr. Alice Boyes, author of The Healthy Mind Toolkit to be particularly useful. We hope you will too. Here are some snippets of the article. To read the article in its entirety you can find it here.

Mariposa Leadership, article recommendation for handling workplace stress

Five Mistakes We Make When We Are Overwhelmed

Summary. When we’re overwhelmed during busy and challenging times, the way we react can actually make things worse. By being aware of the five common patterns overwhelmed people tend to fall into, you can make things easier on yourself and those around you. First, stop waiting for the opportune moment and actually take the time to do the things you know will help you. Second, make use of your unconscious mind. Third, replace your self-criticism with compassionate self-talk. Fourth, consider your values and make sure they’re the right fit for the situation. Finally, don’t miss opportunities to fill your emotional cup.

When you feel overwhelmed, you may react in ways that not only don’t help the situation but that even make it worse. Maybe you’re oblivious to these patterns, or you know what they are but struggle to do anything about them.

The following are five common self-sabotaging mistakes overwhelmed people tend to make. There are practical solutions for each that will help you feel like you’re on top of things and do a better job of navigating your most important tasks and solving problems.

1. You think you don’t have time for actions that would help you.

People often have great ideas about things that would help them feel better and more in control — for example, hiring someone to help around the house, practicing self-care, seeing a therapist, taking a vacation, or organizing a game night with friends. However, they dismiss them because they think they’re too busy or that it’s not the right time, waiting to take those actions until a more ideal moment that typically never arrives.

2. You don’t utilize your unconscious mind enough.

Focus isn’t the only way to get things done. Your unconscious mind is great at problem-solving, too.

When I go for a walk, my mind wanders. I don’t aim to walk mindfully; rather, I let my mind drift without directing it too much. When I do this, it invariably meanders to work, but not in an unpleasant way. Solutions to problems magically emerge, and what I should prioritize becomes clearer without effort.

3. You interpret feeling overwhelmed as a weakness.

Lots of times, we feel overwhelmed simply because we need to do a task we’re not very familiar with, or because a task is high stakes and we want to do a superb job of it. By itself, this isn’t necessarily a problem. We can often work through the task despite those overwhelmed feelings.

However, sometimes we get self-critical about the very fact that we feel overwhelmed. We think: “I shouldn’t feel overwhelmed by this. It’s not that hard. I should be able to handle it without it stressing out.” When you’re self-critical, you become more likely to procrastinate, because not only does the task trigger feelings of overwhelm, it also triggers shame or anxiety about having those feelings.

4. You default to your dominant approaches and defenses.

When we get stressed out, we tend to get a bit more rigid. Because we have less cognitive and emotional bandwidth to consider other options, we become less flexible about adapting to the demands of the situation and default to our dominant ways of handling things.

5. You withdraw from your supports.

If you feel overwhelmed, you’ve probably got limited emotional energy. This can lead to important changes in your behavior and emotional availability. They can be subtle — maybe you usually give your child a long hug when they come to you, but instead, you now give them a quick perfunctory squeeze while still thinking about other things, then get back to whatever you were doing.

By being aware of the five patterns outlined here, you can make getting through busy and challenging times easier on yourself and those around you. They’re understandable patterns to fall into — and not a reason for you to be self-critical. Know what the traps are and make easy, small changes to overcome them.

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As always, would love to hear your thoughts! Reach out to us with comments, questions and if interested in our help, check out our latest offerings tailored to today’s landscape: Navigating the New Normal.

 

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March 28, 2021 / Articles We Like / Blog / HR / Talent Management

Talent Management and Post-Pandemic Rules

As executive coaches working with high-tech leaders in the San Francisco Bay Area we hear many opinions, ideas, and theories about the post-pandemic work world, especially as it relates to a notion of “new normal”. 

Mariposa Leadership - Corporate Culture - HBR Article Summary

As such, I wanted to share this particular article, “The Post-Pandemic Rules of Talent Management”, published in Harvard Business Review.  Here, writers Becky Frankiewicz and Tomas Chamorro-Premuzic clearly outline data-based trends and focuses on two critical areas – building culture outside of the office and the ever-more-challenging work-life integration. The article, originally published early in the pandemic considers an unforeseeable physical return to the office. 

At the time of publication, the idea of a completely remote workforce felt abrupt, unsettling, out of control, and abnormal. Today, an entire team working remotely or hybrid no longer feels unthinkable. It’s become a reality and potentially an incredibly productive strategy.

Now that the talent pool can be fished from virtually anywhere leaders recognize the potential skills, experience, and capabilities they can access, from anywhere. And, thanks to technology, the tools for managing remote talent are easily and effectively accessible. They can remove the idea of costly employee relocation from the hiring process. 

But what about workplace culture? Is it possible to build a culture when only half or even no employees step foot in the office?

See how HBR breaks down Covid 19’s culture correction.

 

Here’s a snippet: 

At the onset of the Covid-19 crisis, talent literally left the building, and we’re now beginning to realize that in many places, it is unlikely to come back. Technology is moving humanity away from the office and back into homes across our nation every day. We are building culture outside of buildings, with work that supports life on a more even playing field, with talent that can come from anywhere. As we look to the future, it’s time to unleash this new way of working for the long-term, with a focus on well-being, equality, and productivity that can work for both employers and employees long after this crisis ends. It’s time to embrace the truly global talent pool that is available to drive growth, regardless of where people call home.

Over the past decades, rapid digital transformation has enabled organizations to completely reimagine the way they work and manage talent. From reliable video conferencing platforms to digital collaboration software, to ubiquitous cloud-based connectivity, and a data-centric approach to strategic decision-making powered by the synergy between artificial and human intelligence, an imaginary worker from the 1950s would surely marvel at the current landscape of work as if they were in a Black Mirror episode.

Find the article in its entirety here: “The Post-Pandemic Rules of Talent Management,” by Becky Frankiewicz and Tomas Chamorro-Premuzic in HBR.

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Would you like assistance navigating your company’s new normal post-Covid 19?  Take a look at our executive leadership coaching programs for both one on one coaching and group workshops.

See how we can help you build an unstoppable, highly competitive, and innovative corporate culture

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January 6, 2021 / Articles We Like / Blog / Leadership

Self-Compassion Makes a Better Leader

Effective executive leadership and corporate culture depend on mental clarity, emotional balance, and vision to navigate unpredictable challenges, especially in times of uncertainty and disruption. Do you know what else it requires? A fair dose of self TLC. HR leaders and executives work carefully to practice compassion for employees and build a strong company culture around respect, care, and compassion. But executives too often forget to practice compassion on themself. See how this Harvard Business Review article, Self-Compassion Will Make You a Better Leader, by Rich Fernandez and Steph Stern, explains how leaders cultivate this critical skill and why it’s critical now more than ever. 

 

Here’s a snippet:

When times are tough and you’re faced with hard decisions, it’s easy to get paralyzed by self-doubt and fear. To move to clarity and action, leaders need self-compassion. Research shows that it increases your levels of emotional intelligence, resilience, integrity, and makes you more compassionate toward others, all of which improves your effectiveness as a leader. The authors offer several exercises for cultivating this skill, from short daily practices to tactics that help you shift your mindset.

It’s understandable for leaders to get caught up in fear, doubt, and criticism when facing critical business decisions that will have a major impact on lives and livelihoods. But what’s needed in times of uncertainty and disruption is mental clarity, emotional balance, fortitude, and vision. To move from self-doubt and paralysis to clarity and action, you need an often-misunderstood skill: self-compassion. Based on our experience training tens of thousands of leaders on the role of self-compassion in emotional intelligence and effective leadership, we’d like to share some key tips and techniques for cultivating this critical skill.

You can read the full article here

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Navigating the New Normal – We are living in unprecedented times. Leaders are turning to Mariposa’s executive coaches to help pivot, plan, and perform in this disruptive business climate. Our deep expertise as listeners and change partners supports you and your teams. Learn more.

 

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April 11, 2017 / Articles We Like / Stress / Work-Life Integration

On “Balancing Parenting and Work Stress: A Guide”

Being a working parent is tough. The stress of trying to achieve a balance between career and children can really take a toll on your personal and professional life. If you could ask hundreds of high-performing working parents for advice, what do you think they would say?

In her recent Harvard Business Review article, “Balancing Parenting and Work Stress: A Guide,” author Daisy Wademan Dowling gathered this advice to address some of the biggest working-parent problems. In her article, Wademan Dowling has come up with a list of specific actions that she believes “will work for you, your people, and your organization.”

What do you think of Daisy’s advice?

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July 29, 2016 / Articles We Like / Strategy

On “Embracing Change Means Disrupting Your Day”

Can positive change be achieved without disruption? Is your mindset about accepting change and seeing it as a wonderful opportunity or does the “newness” of change seem like a disruption to the comfortable and familiar that you’ve created at home and at work?

In this recent HBR article Embracing Change Means Disrupting Your Day, authors Kate Sweetman and Shane Cragun explore the idea of “growth mindset” and why it is needed to achieve success in today’s environment.

Are you embracing change in this tumultuous and global environment?

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February 27, 2014 / Articles We Like

On: "Eight Essentials for Scaling Up Without Screwing Up"

From product development to HR, do you know of a leader that isn’t trying to identify and spread excellence within their organizations?  We don’t (everyone is!), and that’s why this article by Robert I. Sutton resonates with us.

Meeting – and exceeding – customer needs is a top priority for most executives interested in building a customer-focused organization.  Yet success requires scaling up the key beliefs, skills and actions that demonstrate excellence. This is no easy feat and if not managed well, can be a barrier to any corporate initiative, not just those that are customer-focused. The Harvard Business Review article, Eight Essentials for Scaling Up Without Screwing Up, is based on extensive research and outlines the key principles and actions for effective scaling.

Read it now.

What barriers do you encounter when trying to scale up?

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November 26, 2013 / Articles We Like

On: "A New Model for Innovation in Big Companies"

We share this article by Beth Altringer because research shows internal innovation models in global companies fail between 70%-90% of the time. Getting new ideas off the ground is challenging when those best suited for championing those ideas are strapped for time.  Outsourcing innovation, while costly, can bring in fresh ideas but large companies tend to bump up against availability of internal resources to see those ideas through.

In the Harvard Business Review article, “A New Model for Innovation in Big Companies,” the author explores a new form of organizational collaboration that uses entrepreneurs to stimulate and sustain innovation in large companies.

Read it now.

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September 25, 2013 / Articles We Like

On: "Can Building Great Products Help You Build Great Teams?"

This article by Deep Nishar, SVP of Products and User Experience at LinkedIn, resonates with our experience working in Silicon Valley.  Silicon Valley was not born on leadership skills but great products.    However, as a 20-year veteran leader of product and user experience teams, he deftly makes the connection between product management principles and people management.

In the Harvard Business Review article, Can Building Great Products Help You Build Great Teams?, Deep dissects his “Seven Principles to Product Bliss” and correlates each one to leadership skills.  The wisdom in his article imparts a lesson:  shifting your perspective can yield unexpected insights.  Read it now.

What insights on leadership skills can you glean from your everyday life?

Comment below! Or pose a question via Ask Mariposa.

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September 10, 2013 / Stress / Work-Life Integration

How to Keep Up

Sandra asks: I’ve been in my new role for about six months and have been working at a frenetic pace. I have global conference calls late at night and early morning with my team and am working long hours so I don’t miss aggressive deadlines.  I’m not eating the way I used to, and not sleeping well either.  By the time the weekend comes, I’m so tired, I barely see my kids.  How can I better manage my time and still keep up?

Tawny Lees, COO, responds:

The demands of a fast-paced environment can be stressful enough without considering you’re also in a new role.  Working long hours to meet these demands ends up taking a toll, as you’re already experiencing.  Our advice is to focus on managing your energy.  Why?  Because energy is renewable, but time is not. Engaging in practices which recharge your energy will help you meet the demands of work more effectively. We love Tony Schwartz’s advice in this arena.

Everyone has four energy centers.  Here are some tips you can engage in to renew each energy center:

  1. Body/Physical Energy:  SLEEP is most important. Working while continuously sleep deprived is like driving drunk. Seriously. Make 7-8 hours a night a priority. Try to engage in some kind of regular exercise routine – short bursts of intense is best, doesn’t have be long.  Eat high-protein nutrient-dense foods on a regular cycle, not letting your blood sugar and energy crash.
  2. Emotions/Quality of Energy: Try deep breathing exercises, 5-6 second exhale in the abdominal area.  Express appreciation often.
  3. Mind/Focus of Energy:  Carve out time to get your work done without distractions – shut off/down email and phone, for example. Focus in increments, take breaks.
  4. Human Spirit/Energy of Meaning & Purpose:  Determine what you do best and enjoy most at work and figure out how to do it more often.  Create rituals that allow you to allocate time and energy to an area of your life that’s important to you, such as your kids.

Read more about this in Manage Your Energy, Not Your Time, by Tony Schwartz (2007), Harvard Business Review.

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August 29, 2013 / Articles We Like / Recommended Reading

On: "Research: What CEOs Really Want from Coaching"

We recommend this interview with the co-authors of a recent Stanford University/The Miles Group survey because of its key messages:  executive leadership coaching is a tool for improving already high performance and CEO’s want the support, but don’t always get it.

In the Harvard Business Review article, Research: What CEOs Really Want from Coaching, Gretchen Gavett digs into the findings with the survey authors. To learn about the business case for CEO coaching, the common needs/focus areas and other fascinating findings, read it now.

How is coaching viewed in your organization?

Comment below! Or pose a question via Ask Mariposa.

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