Category: #Communication

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Measuring what’s enough?

When it comes to measuring productivity in business, I’ve certainly had my share of doing this for decades. Did I enjoy doing this? No, I honestly didn’t, but it was a requirement, and it did provide me and others with reference about how our performance was trending.

Was I good at doing this type of work? Yes, but that didn’t make it any more fun. It also didn’t inspire me to want to do this other than because I was required to do so. Although from time to time, I’ll admit there is some satisfaction understanding and appreciating that the work you are doing is successful in terms of the metrics you are being judged on.

As a society, and in my opinion, we tend to over measure just about any category you can think of. For people who are hyper competitive, they love this! Although the reality is that much of our society doesn’t enjoy the same thrill that competitive people do when it comes to measuring performance. These people understand it is often necessary, but given the choice, they would likely opt not to have to think about, perform or convey the results if they didn’t have to do so.

Of course, I understand there are certain industries which measuring productivity is critical, and could in fact provide life or death information, but in most circumstances, this isn’t the case. So, why are some people so focused on measuring performance? Part of this has to do with having an obligation to report their information to others, while in some cases it is a point of pride to appreciate, they are making progress, or not.

Knowing you are making progress is a healthy way and reason for measuring productivity in business and on sports teams. However, when it feels overly burdensome, and isn’t serving a wider audience well, it’s at this point when what is being measured should be reconsidered in terms of its usefulness.

The good news is that there will be performance measures which become obsolete, while simultaneously new ones are emerging. In the context of business and sports teams, I have seen mental health becoming a topic which was once not discussed openly, taking a more prominent role in terms of this being a consideration for productivity measurement. I’m not suggesting there is currently a perfect way to measure this from my perspective, but the fact there is becoming a heightened awareness of why and how this should be measured is reassuring.

The fact that we understand that quality mental health levels contribute to the effectiveness of individuals and a team, and that we need to pay attention and can impact this concept of mental health positively is trending in the right direction. As I previously noted, the fact our society is more openly discussing the criticality of having strong mental health supports having a foundation. One which can impact this concept when measurements for it are sending out warning signs. In terms of how mental health is measured is an entirely separate topic, and worth recognizing that work and sports teams are doing a better job of supporting this as a performance measurement factor. Are both areas doing this perfectly? Far from it, but like anything that’s “new”, it is in an evolutionary stage which is favorable.

So, in terms of what categories of measurements are important, I would suggest that both physical and mental health be at the top of this list. Without strong health in each of these areas, everyone suffers, and everyone can also benefit when these two areas are properly given the attention they require. I’ve seen a number of work and sports teams not know how to address the mental health side measurement, and what the impact has been on them when they don’t proactively sort out how to both measure and manage this.

Another category which I have strong feelings about, is the aspect of personal and professional development. When each of these categories are being attended to in terms of advancement and growth, you will find that the people experiencing this are much more engaged, happy and that their personal and professional performance metrics are quite favorable. Some people think that the investment in these areas needs to be quite steep. This isn’t the case, although there is a saying “You get what you pay for.”

Don’t misinterpret what I am suggesting, as I also am aware that there are plenty of affordable options for pursuit in each of these areas, and leaders and sports coaches simply need to be a little more creative. Or they need to be willing to make the investment they can afford. Either way, it’s a win, win situation, with the caveat that the participants need to be fully invested themselves in wanting to take their performance to the next level. If they are not, we each know what the results will be.

Having an ability to feel like your contributions to either a work or sports team can make the experience of being on them either rewarding or defeating. I’m certain you would agree which of these options is preferable, but oddly, there are some people who seemingly either don’t realize they have the power to choose and opt into the preferable category. Some of this of course has to do with their attitude, and although this is a potentially subjective category to measure, it’s an easy enough one to appreciate and evaluate whether an individual’s attitude is good, or not. If it’s not, factor in whether this is a temporary, circumstantial, or chronic way they present themselves. The latter one needs to be addressed, and not ignored, although some leaders seemingly find it easier to hit the “ignore button”, but this never offers a satisfying long-term solution.

Below are some practical areas you can consider measuring. The intent of them is to offer you an understanding that you are on your way to having a system of measurement which can objectively support your performance requirements as either a leader, sports coach or individual.

  • Communication effectiveness is talked about frequently, and more often you hear about how either an organization, leader or individual doesn’t communicate well, and this frustrates and can cause damage in numerous areas.
  • Clear paths for advancement are a desirable offering, but interestingly, these paths are not always made to be obvious, or clearly articulated when they should be.
  • Balance is something we can easily feel we are either in or out of. Curiously though, we are not all taught how to strike a balance, and whether this applies to work/sports/life. When we are out of balance, having tools or a method or an understanding of how to attain this will be beneficial.
  • Contribution satisfaction isn’t something typically measured, but if you were to ask someone to tell you how “satisfied” they are with their own performance, they will likely pick a number which skews towards representing a number which is higher than how they feel. This can help you to gauge what their satisfaction number could be.
  • Asking someone whether they feel they are being impactfully supported in their role can reveal opportunities for whether a person is a flight risk, and an opportunity to address this.
  • Being misunderstood is a frustrating feeling. Having the ability to gauge and measure a person’s level of whether they feel they are generally understood by either their leader or sports coach is going to provide critical insight into several different performance categories. Simply asking someone “in general” do they feel they are understood is going to offer volumes of new insight and can open useful and new conversation paths.

When I think about performance or any type of measurement (e.g., is it practical), I take comfort in knowing that if you measure the right areas, and not always the traditional ones, you will have a new lens as a leader and sports coach into areas which will have a more positive impact on the outcome of your team’s performance.

TAGS: #Business #Leader #Leadership #Sports #Sportscoach #Teams #Teamdynamics #Communication #Professionaldevelopment #Personaldevelopment #Strategy #Success

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Distressed and losing teams. What’s going on with them?

We’ve all been on one. A team that was perhaps wildly successful at one point in time, but has since lost its luster, and is now qualifying at best being a C grade one. Perhaps they are in either cruise control, don’t care or have lost faith in their ability to be an exceptional team again. For context, I’m referring to both business and sports teams, as they have several similar characteristics and behaviors when they are in distressed mode.  

It’s possible you have been on both a sports and then a business team which would be classified as distressed, and I hope you had the good fortune of seeing the team regain its mojo. However, when you are on one of these teams, it can certainly be mentally exhausting, and frustrating as you may experience some moments of glory and a spark that was representative of how it used to be. This is typical, but not an ideal experience, and we know it doesn’t have to be this way. Although when you are on this team, or perhaps leading it, it may feel as if the hurdles you will need to jump over to bring it back to its shining state are going to be insurmountable.

I’ve seen plenty of team’s who would be classified as “average”, and none of them want this label, but the challenge they face is in both the leadership and how the members will respond to what it will take to modify the results they are experiencing. One of the reasons for this is the different levels of motivation people have, and whether the leader knows how to properly tap into this area of impact. Unfortunately, many do not, and if a member of the team is expecting to receive some external motivation from their leader, they will certainly be disappointed.

Another factor contributing to lack luster team’s is whether each member is the right fit for the role they are in. Often, they are not, and in my experience when this one factor is recognized and addressed, the impact can be both quick and positive. However, the challenge is that sometimes both the leader and the team member is unwilling to change. Even it is obvious they need to do something different. When a person is thrust into having to change, they typically resist, or they are at a point where they are willing to give the new sceanario a try because nothing else has worked. Of course, there are also people who will immediately accept the opportunity to do something different, and this attitude is enormously helpful. Let’s call it being flexible or adaptable.

Being flexible or adaptable are traits you can determine early on. This applies independent of whether we are discussing a leader or team member. An approach to determine these traits can be accomplished by asking them a series of questions related to scenarios which their explanations will offer insight into whether they lean towards one or both qualities. Hint, this is a very helpful trait to have on at least half of your team, as these members will significantly contribute to whether the team has the DNA that will allow it to be turned around when it is in a distressed mode.

Another characteristic which can contribute to the health of a team is having members who are driven by being both competitive and achievement oriented. Although interestingly the competitive drive isn’t always largely present on most teams, with perhaps a common exception. This exception is a work team that has a large percentage of former athletes. Athletes that competed at a variety of different levels of difficulty, but who understand that their drive to compete will be enormously helpful when the team isn’t performing at the desired level. People who have the competitive drive can be like a double edge sword, as you want to have them on your team, but they also present some unique challenges to managing and leading them. One of those times is when the collective team isn’t performing well.

The highly competitive driven individuals can become very frustrated when results are not evident for either them or their respective team, and particularly when their results are tied to others performance metrics. Although the good news is that they are typically self-motivated, so their leader will be able to take this into account but should not depend on the individual never requiring their guidance and support during difficult time periods. Sometimes leaders will assume their highly competitive team members are always on autopilot, but this can be a big mistake, as they do have thresholds for tolerance the leader is going to need to be aware of. Mainly due to them being a “flight risk” from their team, and especially when they will want them to remain on it.

In terms of what are some other contributing factors towards a distressed team fall into several categories and are both obvious and not so obvious ones. The obvious one is an inexperienced leader who is “practicing” their leadership abilities. Practicing without sufficient support from a mentor or others who have significant experience to help guide them as they are developing in their role. One of the easiest ways to determine if a newly minted leader is seeking guidance they should be, is to simply ask them. Surprisingly there will be new leaders who think they can figure it all out themselves, but their performance results generally are not all that desirable. Although of course there are exceptions.

Another contributing factor to a distressed team is having unrealistic goals that are almost unattainable. Something even worse are goals that essentially set them up for failure before they even attempt to proceed. Again, this is a leadership issue, as the members of the team do not often have any say in what the goals of their team will be. However, if we are talking about a sports team, I always like to say that no team member ever shows up on game day and says, “let’s lose today”. Of course, there are occasions when some members or the leader feels that the exhibiting low energy or motivation level is going to contribute to resulting in a loss.

Addressing a distressed team isn’t an ideal position to be in, and below are some suggestions to consider how to do so.

  • How long ago was it that the team was successful? Are any of the present members still on your team? If so, you can leverage them to help you rally the team towards future success.
  • Are you a newer business leader or sports coach in your first to third year who isn’t seeking a mentor? Why aren’t you doing so?
  • Acknowledge as a leader you are aware of the team’s performance, but that it can in fact be a temporary situation.
  • As the leader of the team, you are going to need to have everyone’s mindset to be altered towards experiencing different results. No exceptions.
  • Begin seeking ways to better appreciate how members of your team are motivated, so that if you need to contribute to this process, you will be able to do so effectively.
  • There typically will be some people on your team that don’t belong on it. Often this isn’t addressed early enough or properly, and these members will negatively contribute to the demise of the team’s results independent of the other actions you are taking to correct this.

We all have choices, and most people and those that lead them will desire to be on a high-performance team. Some leaders will be able to effectively turn around a once performing team, but this is both difficult to accomplish, and not all leaders want to, or can do this well. Although we do know that there are some outstanding and authentic and credible leaders or sports coaches who have been able to do this impactfully if they are required to do so. Are you one of them?

TAGS: #Leadership #Leader #Sports #Sportscoach #Teams #Business #Strategy #Performance  #Motivation #Teamdynamics #Performance

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Are you un-noticed? Does this matter?

Let’s initially agree that there is typically a middle ground in most scenarios, and in the context of the subject of attention, this can apply too. In terms of the concept of attention that is focused on you, or perhaps others, I’m sure you have an opinion of whether attention is something you or others are comfortable with. Or not.  

Prior to social media existing as we know it today, there were fewer ways to obtain attention in terms of being able to seek it from a wider audience. Perhaps a global one. Chances were good that if you were obtaining attention from a promotional perspective prior to social media, it was costly. Or you were doing something which caught the media’s attention. Attention which was either warranted as positive, or the opposite.

Something I have given recent thought to is what makes some people feel perfectly comfortable with attention being given to them, while others will do just about anything to avoid it? As you are thinking about this too, I’m certain you could easily name a handful of people who fall into either category, or potentially the middle ground too.

In my opinion, one of the reasons that some people seek attention of any kind is to be noticed. This is versus having them feeling they are being unnoticed, and which they find this to be an uncomfortable place to be. Although, the attention they obtain might make them more uneasy, they are willing to experience this emotion over being made to feel they are invisible. So, given this scenario, social media helps to artificially and potentially temporarily support the attention they are seeking. Albeit fleeting attention that isn’t very satisfying.

If someone who is a leader or sports coach, the attention they are receiving may or may not be intentional. However, how they handle the attention is something which is a critical factor to get right. Although, how often have you heard people in these two categories discuss the “course” they took on handling the media well? If they did have the advantage to doing this, they would be fortunate. The reality is that many people have not either sought out or been instructed on how to do this. In my own experience, I did have the good fortune of being trained on how to handle media, and this was also something I studied prior to this training.

Having studied and trained on what I’ll refer to as “attention” was very helpful. However, when I was learning and had my media training, it was just prior to social media coming onto the scene and becoming an integrated mode of how and what our society interacts with on a regular basis. This doesn’t imply I didn’t take the time to learn about social media, I just didn’t grow up with it as some of our current generations have. In some ways, not having grown up with social media has provided me with a different lens on how it influences people. I’m referring to both young and older people who don’t have a wider and in-depth understanding of the manipulation that is often linked to social media. Including the two-sided attention, it offers and provides its recipients.

If we were to take a step back and consider other ways to seek or perhaps avoid obtaining attention on a person, there are a myriad of ways to do this. The first and most easy one today is to limit the amount of social media you ingest. Think about this in the context of going on a social media diet. You would also more thoughtfully curate what type of social media you would be interacting with. I have personally done this over the last few years, and it has made a noticeable difference in terms of feeling like I have more opportunities to critically think about what I want to focus on. This is versus being swayed by whatever is trending.

So, now let’s take on whether striving to be in the middle ground area when it comes to seeking attention is the ideal place to be. From my perspective I will offer that it depends. It depends on whether you are an individual who is naturally comfortable with receiving and handling attention being bestowed upon you, or just the opposite. Or, whether you find yourself comfortably in the middle. My sense is that the middle ground is a wonderful place to be, as you can pick and choose the opportunities you will have when it comes time to the advantages some attention can offer you, and conversely attention that you want to dampen. As I noted earlier, not all attention is positive, but not all of it is negative either.

The concept of attention in terms of it being individually applied may not be something you have given much thought to. If this is the case, below are some suggestions I have for you to consider seeking the middle ground when it comes to being comfortable with the idea of attention, as I’m a firm believer that somewhere in the middle is often the best place to be.

  • If you are uncomfortable with any type of attention, ask yourself why this is the case? Did you have an experience or experiences with attention only offering a negative outcome?
  • Assuming you had a negative number of experiences with receiving attention, were the circumstances all the same in terms of when this occurred? If so, is there a way to either avoid this from happening, or sort out and break down how you could be handling or experiencing the attention with either a different mindset, or some social skills and tools to help you?
  • Do you know someone who seems to look for attention gaining opportunities? If so, think about having a conversation with them about why they enjoy obtaining attention. They might provide you with a new perspective on why they do, and you potentially might benefit from this.
  • After sorting through experiences which might have negatively contributed to how you perceive attention to be a less desirable emotion and experience, can you think of reasons why you might benefit from attention you have either been avoiding or not taking advantage of?
  • If you have enjoyed being in the shadows, is this where you want to always remain? Are you in the shadows because you lack confidence or are perhaps shy? Maybe both or for some other reason? Consider whether this might also be a phase you are in, or a more permanent state?
  • Becoming comfortable with any type of attention when you don’t feel comfortable with it can be quite beneficial. Why? Because tackling this concept and becoming comfortable with any type of attention is going to eventually open so many new types of opportunities for you. You simply must be willing to get out of your comfort zone to give this a try.
  • Although you may feel unnoticed, consider whether this is a self-fulfilling outcome, or whether it is aligned to your innate fear of having any type of attention shining upon you.

If you can wrap your mind around accepting the fact that you could become comfortable with attention, and that it isn’t such a burden for you, I hope that you can experience the upside receiving positive attention can bestow upon you. One of these benefits is increasing your self-confidence level, and who doesn’t want that level to be trending upwards?

#Business #Leader #Leadership #Sportscoach #Sports #Confidence #Motivation #Strategy #Team #Teams #Teamdynamics #Management #Communication

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Could you be more influential?

Influence is a skill that some people seem to naturally have more of. Perhaps at least perceptually, and not realistically. Influence can also be difficult to measure, as it is what I’ll call etherial. Despite the fact it is a skill that is harder to measure, if you were to ask a number of different people who know the same person to rate another individuals influence ability, you are likely to get a range of what level they are at. Part of this has to do with the fact that in this scenario, it is fairly subjective in terms of what the actual measurement criteria would be.

An interesting observation I have had about the concept of influence is that this term about a decade ago used to be reserved and applied differently in terms of who had it. Typically someone who had influence was an individual who had amassed a great deal of both experience and a wide network of people. A network they had taken perhaps decades to cultivate. Fast forward to the word “influencer” and how it it used more commonly today, someone who is classified with this designation can seemingly overnight obtain this designation. Surprisingly also with what I’ll refer to as limited expertise.

What I’m suggesting is that the word influential has taken on a new angle. The more modern day aspect of it is often applied to people who are referred to as “influencers”, and this can be in a wide ranging amount of categories. Categories that perhaps five to ten years ago may not have existed, or at least not in the now commonly understood ways.

Now a days much younger people are considering what they can do to gain influence. For context, I’m talking about people in their early teens via mid twenties. When I think back to what I was thinking about during those years as I was growing up, I can definitively tell you I was not thinking about being influential in any way. In fact, if I had thought about what it would take to be influential, I know I wouldn’t have had the confidence to pull off any type of influence. So, the fact we now have such young people who are influencing others in their respective decade of life, and perhaps well beyond this is something I find fascinating.

One of the things I find fascinating about a young persons ability to influence others is whether they understand the level of responsibility that comes along with influencing others? I’m going to suggest they either are not aware of this, or are not prepared emotionally and with enough life experience to handle the influence level they have. Or, without the proper guidance from more experienced and mature individuals.

Let’s think about a young leaders ability to influence others. When you break down the essential elements involved with navigating the process to lead others, many young leaders of both business and sports teams struggle with strategically applying the concept of influence. More importantly appreciating the impact it might unexpectantly have on others. In other words the darker side to influence, and the side that can be crossed both knowingly or unknowingly.

If you were to be able to steer the concept of influence, it would make it much easier for young leaders in particular to navigate. However, similar to first time drivers taking the wheel of a car, the risk of their first attempt of successfully ending up where they want to be without incident statistically might not be in their favor. Although there is the concept of beginners luck.

When I’m in conversations with inexperienced leaders or sports coaches, I find they have a few things in common. One of them is an unrealistic amount of confidence in their decision making abilities. A second challenge is that they haven’t had enough experience with conversationally being able to articulate succinctly what their “end goal” is for the team that will be carrying it out. In other words, there tends to be a great deal of ambiguity and grey areas in terms of the communication level the majority possess. The third characteristic in common is that their ability to successfully forecast the outcome of their actual influence is going to be on the lower side versus an experienced leader or sports coach. Not always, but the majority of time this is the reality which plays out.

Depending on whether having more influence is something you desire or would like to more informally increase your ability in this area, below are some suggestions I have which can apply to both business leaders and sports coaches.

  • Influence can have a wide range of outcomes. Some are extreme, while others are so minor they are barely perceptible. Factor in ahead of time which end of the spectrum you want your influence to be.
  • The reality is that influence can be on a case by case basis. You are likely going to have more natural and less effort that will need to be applied to some people on your team, but consider if there is a common denominator in terms of why you seem to have more influence on some people versus others.
  • Being a top level influential leader will require you to ride the line of being both subtle and at times overt. Finding the middle ground takes both patience and practice, and there will be times that you will be extremely frustrated, and other times when you wished you had applied your influence sooner.
  • Being influential doesn’t mean being deceptive. In fact, some of the most influential people are ones that are completely transparent, and can routinely apply their skills in this area with magnificent results.
  • If you feel that applying your influence doesn’t come naturally to you, the good news is that there are a myriad of types of how to go about applying your influence. The one I always recommend is to lean into being authentically you, and don’t try to mimic someone else’s influence style. It will feel both wrong, and others will notice your awkwardness, and you will be less likely to obtain the results you are seeking.
  • Independent of their status or title, take notice of others around you who seemingly have mastered the art of influence. Pay attention to their body language, tone of voice, the type of words they choose, the timing and location of where and who they are applying their influence too. Getting one of these factors wrong can have negative consequences to the level of influence you could have obtained. In other words, carefully think through how to apply your influence, until you get to the point of more naturally being able to do so.

Having the ability to influence others isn’t something which everyone desires to do. However, when a leader or sports coach carefully wields their influence, is typically when the magic and end results they are seeking for their teams all starts to reveal itself.

#Leadership #Leader #Business #Management #Teams #Influence #Beinginfluential #Influencers #Teamdynamics #Motivation #Sports #Sportsteams #Coach #Sportscoach #Communication #Success

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Does everyone have ambition and perseverance?

When I’m talking to someone who I haven’t had the benefit of researching their background in advance, there are some initial questions I might ask them to determine more about them. Some of my questions are geared towards gauging what their level of ambition might be. For context, I find it interesting to learn about what the different elements are that contribute to someone’s ambition level.

We understand that ambition levels can ebb and flow, and this is fine. However, there are times during a person’s life or their career when having an innate drive towards being ambitious will serve them well. Although physiologically and as a generalization when we are sub-45, our energy levels tend to be fairly strong. This certainly can contribute to fueling a person’s ambition, but it’s not the only factor.

Another factor which I have seen contribute to a person’s ambition level is their desire to achieve, and often, they are only in competition with themselves. They will also have their own measurements for what they deem to be an attainment of success, and can be manically focused on their achievement goals.  Having the ability to focus and the discipline it can take to achieve difficult goals isn’t strictly reserved for “younger” people, as it’s actually a person-by-person observation.

The traits of being focused, disciplined and having a strong desire to achieve are also often accompanied by someone who enjoys the pursuit of competition. Not always, but this is another common characteristic which tends to be woven into the behavior of someone who is ambitious. Interestingly, another observation and pattern I have noticed about ambitious people is that they can inspire others with sheer determination they have towards being accomplished.

One of the things I find interesting about individuals who would be classified as ambitious, is that they don’t always have a role model. Sure, they do sometimes, but some of the most ambitious people I have had the opportunity to engage with didn’t have one. What they did have was their own internal blueprint for how they would strategically go about reaching their desired goals. Arguably this is where the aspect of nurture versus nature could come into the conversation.

Although people who are ambitious are well served by having a support system of others helping them in some capacity, many ambitious individuals will pursue their goals independently. This is a much more difficult approach, but it can and does work well for some. For example, I know someone who at a young age decided to pursue working towards accomplishing a goal most people wouldn’t consider taking on until their mid to late twenties. However, this person embarked upon accomplishing a very difficult to pursue goal, and achieved it before they were in their mid-twenties.

There was a great deal of sacrificing this person had to endure for 3-4 years, but they are now enjoying the results of the tremendously time consuming and focused approach they pursued and achieved. They did this on their own terms, and it was remarkable to see what it took to accomplish this. Especially because no aspect of what they were pursuing would be classified as being fun. Just the opposite. Yet, they had the internal drive and ambition it took to pull off and accomplish something that so few people at their age accomplish. Probably less than half of one percent, and they knew this odd at the beginning of their journey.

Picking back up on the nature versus nurture debate, I am of the opinion that everyone has some level of ambition in them. In my opinion, what separates highly ambitious people from those who are not, is a combination of factors. One of them being an innate desire to succeed, another one is they are not afraid of failing, and a third is that they can visualize what the end results of their accomplishment will be like, and they will leverage this heavily. Especially when they are experiencing times when they might not think they will be able to reach their goal. Even if this is a fleeting thought.

For the sake of conversation, let’s agree that everyone has the capacity to be ambitious, and have what it takes to persevere towards their goal or goals. Given this thinking, here are some suggestions to help inspire you, or someone you know or lead who would like to be classified as ambitious.

  • Having realistic timelines for achievements are not always possible, but the closer they are towards being attainable will be beneficial.
  • Make sure your ambitions are not based or biased on what you think you should be doing, or what you think someone else expects of you. If they are not your own ambitions, it will be much more difficult to stay on course to achieve them.
  • Your level of ambition will be different than others. It is unique to you, and it will not be productive to compare your level to others. Work on fostering your level upwards, as it has more capacity to increase than you might think it has.
  • Build in some minor celebrations as you hit milestones towards your pursuits.
  • Ask yourself “why” am I in pursuit of the goal(s) I have? If you can’t convince yourself they are worth it, it will be inevitably more difficult to accomplish them.
  • Do you have someone you can model even a portion of your pursuits after? You don’t have to know them, but the more you can understand their journey, this can be informative to help you know what obstacles you might encounter. Better yet, to avoid them.
  • If you are driven by pride, this can be a tremendously strong motivator.
  • Knowing that what you are pursuing and how it could positively impact both yourself and others, can assist in maintaining your ambition level to take you over some of the hurdles you will experience during your pursuits.
  • Don’t place self-imposed restrictions on yourself based on your age, education or where you are presently in your life or professional pursuit. Instead, remain diligently focused on where you want to be instead.

Yes, being ambitious will take a certain amount of energy and determination, but I promise you, it will be worth putting in the effort it will take to get you there. Even if you don’t believe that you can accomplish what you wildly desire to do. As Nike says, “Just do it”.

TAGS: #Success #Motivation #Ambition #Leader #Leadership #Successtips #Tiipsonbeingsuccessful #Personaldevelopment #Teams #Perseverance #Coach #Sportscoach #Teams