Energy Blocks

Did you ever feel that you were not inspired to accomplish something important to you? You know that you want to accomplish the goal, whether it is a daily walk, finishing a good book or finalizing a project at work, but you just don’t have the energy or motivation.

With all the things that go on in our lives, it is perfectly normal for our energy to waver and swing from super energetic to lethargic and uninspired.

There are various things that can block our energy. It could be that we do not feel we are good enough to accomplish something or that we do not deserve success or happiness. Sometimes we may have limiting beliefs that hold us back. We accept generalizations to be true, such as I am too young to be a manager or I am too old to be promoted.

Whatever the block is and the reason for it, there are strategies to overcome the block and move forward in a positive and energetic way. Try reframing your thoughts by looking at a situation in a different and empowering way. Instead of saying "I am too old to get promoted," perhaps you should say "I have an incredible amount of knowledge that can be beneficial to someone in this position."

Sometimes visioning and painting a picture of what success might look like can shift a person’s energy from catabolic to anabolic. Maybe a person’s current view of what success is might not be serving them and it might need to be redefined.

Using techniques to engage positive energy is a way we can make a difference in how we live our life.

Leadership

If you are a leader, ask yourself:

Am I the kind of leader that I admire?
Would being a member on my team inspire me?
Do I encourage open discussion and ideas from my team?
Are my expectations clearly defined and are they specific, measurable and attainable?
Do I support and develop my team members in a way that encourages engagement?

Powerful leadership is necessary to optimize a team’s performance and commitment.What does being a powerful leader mean? Simply put, it means always showing up for your team in an authentic and genuine way.

Powerful leaders inspire people to be engaged in the work they do. The team trusts the mission and their leader to be honest and supportive. A powerful leader is part of the fabric of the team and has earned the trust of their team members. They encourage the team by allowing them to feel empowered and valued for their work. They don't have to feel like they have all the answers.

Powerful leaders set clear objectives and goals and give their team the resources necessary to succeed. These leaders seek solutions and allow team members the ability to share their insights and ideas without being critical. They realize that individuals closest to the work can make incredible contributions if asked.

Powerful leaders recognize team contributions and give credit to the individuals for success, while not blaming them for failures. They look at failure as an opportunity to learn. 

Powerful leaders effectively communicate. They listen intently and do not overshadow their team’s ideas by having to be right. Intuitive listening is about totally listening to what a person is saying, taking into account their tone, energy level and feelings.

Powerful leaders have clear and concise goals that are regularly communicated to the team. The goals are measurable, specific and reasonable. They help the team understand the impact of the success of the goal to the company, thereby helping the team see their impact on the company.

How does your leadership style compare?

Be Proud Of Your Professional ID

In a previous blog, I talked about the definition of professional identification. I hope you took some good trinkets of information from it. Here are a couple of reminders for when you doubt yourself or your accomplishments:

• You are not identified by your company or the position you held.

• You are defined by your accomplishments, experience, skills and talents.

• Don’t apologize for not having a job title or for being in-between jobs. You are waiting for the right thing to come along and do not owe anyone an apology.

• Sell yourself and your capabilities boldly or people won’t know you.

• Your professional identification grows as you gather more experience and certifications. Don’t stop learning and expanding your mind.

• Don’t minimize the value of your professional identity, it took a long time to get it.

• Journal your thoughts, feelings and emotions. It’s a great reference tool.

• Celebrate yourself and give yourself space.

• Have self-confidence because you are probably much stronger than you think you are.

• Understand what drives your energy and how to consciously shift that energy to better serve you.

• Empower yourself to do the things that bring you joy.

• Focus on being the best version of yourself.

Why Do I Love Coaching?

After spending almost 40 years in the corporate world managing many teams and departmental functions, the best part was always the mentoring and coaching aspect. I always loved coaching. As a matter of fact, I was a basketball coach for many years for both of my son’s teams. Talk about getting into the game. I loved the strategy and the excitement of all the players as they honed their skills and got to use them in a game. Same goes on the corporate side. It is fulfilling to see a team member get that well deserved recognition and move up in their career.

Many times, we do not realize that we have great untapped potential until we dig inside ourselves to uncover it and let it fly. As a corporate and leadership coach, it’s exciting to see when someone has an “aha” moment that sets the stage for unleashing the great potential they have. Creating a life of choice and having the ability to turn catabolic energy into positive anabolic energy at will is an incredible skill.

If you want to learn more about harnessing this energy, reach out to me for a complimentary initial discussion.

Professional ID

What is professional identification? Most people describe it as their job title. I am the Marketing
Director at XYZ Company, I am a Purchasing Manager at XYZ Company. Is that really your
professional identification or just your position in the company you work for? Once a person leaves a job
(by choice or not), does that mean they no longer have a professional identification (id)? Of course not.
While it is normal for people to attach their job title to their professional id, that is not what defines
them.

I spent almost 40 years in Corporate America in a variety of leadership positions for two top companies.
When I left the corporate arena, it was a difficult transition. I must admit that I questioned who I was
professionally. I was no longer leading large groups of corporate professionals, making key decisions,
and managing strategy. Many people in this situation suffer from imposter syndrome once they leave a
position. With imposter syndrome, people question their professional value and wonder if they are as
good as people think they are in a particular job and skill. It can prevent someone from achieving great
things for fear of being exposed.

The reality is that your professional id is who you are. Your skills, talents, experiences,
accomplishments and learning define this id. None of that goes away because of a change in your
employment. Quite the opposite. Your professional id arms you with all you need to take on your next
challenge.

If you are amidst a transition in your employment, stay positive because you have a lot to offer. Don’t let
others define you. I coach many people on the topic of positive self-image, overcoming imposter
syndrome and optimizing the professional value they can bring to a company.

If you are not sure what your professional id is or are struggling with imposter syndrome, contact me for
a complimentary initial coaching session by visiting www.traciesokolcoaching.com.

Manager or Leader

What makes someone a leader? What makes someone a manager? It all comes down to behavior. If you're in charge of an organization, division or department, what if all you're doing is managing a team?  There are very stark differences between leaders and managers. They are not one in the same. The sad part is, very few professionals are trained on the differences or even think about them. I'm not talking about the title of "manager" here, but rather the behavior. According to a Gallup poll, 52% of people who leave a job cite poor leadership as the reason why.

For many of us, our first stint in a managerial position was one that did not come with much training. Maybe someone performed really well as an individual contributor and were subsequently promoted to manage a team. Interestingly enough, some of the attributes that make a great individual contributor can also hinder that person when they are asked to take on a team or organization. 

Manager behavior tends to take a directive approach to individuals. This may include managing tasks, giving directions, seeing the objectives as their own, being tactical versus strategic and perhaps not looking for contributions from their direct reports. Some managers may even take credit for the work of their team without recognizing the group. 

Leaders on the other hand see things very differently. They are more visionary and help their team understand how everything they do plays into the bigger picture. They see value in different perspectives and embrace them to create an empowered and engaged team who will go to great lengths to support their leader. Good leaders listen to their team members and inspire them to be their best, maximizing the individual strengths of each person. They recognize contribution and look at success as a celebration of everyone's dedication and hard work. This approach is more likely to result in a team that feels appreciated. 

Through my coaching program, I work with professionals who are looking to take a leadership approach to their management style. I help them find their voice to communicate in a genuine and authentic way. Together we uncover how they can better show up for their people and how they can get the most out of an empowered and energized group. It's exciting to witness the transformation of an individual who realizes the true potential of effective leadership skills. So ask yourself, do you want to be a manager or do you want to be a leader? The choice is yours.