Your Best Self · MINDSHIFT LEADERSHIP

We all make mistakes.⁠ ⁠ We all assume things,

We all make mistakes.⁠
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We all assume things, say things, do things, that are not aligned with our best selves. ⁠
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We also assume things, say things, do things, that we believe at the time are true, and later realize we were in the wrong.⁠
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This is all normal.⁠
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What’s important is how we repair.⁠
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1. Self awareness: As always the first part is recognizing what happened. We all have old narratives that pull our attention, these mindset loops that repeat from past experiences, trauma, relationships, etc. that hinder us from creating new healthy experiences. It's critical in your healing, and expanding journey to see these challenges as areas to re-set. Usually when we are triggered that is our first sign.⁠
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2. Personal Accountability: This is where we take new action, make new choices, and align with our true highest self. If and when amends is possible, we apologize (see post on how to apologize) for our mistake. It is important for you to show yourself showing up differently. It is important for you to see yourself apologize, make amends, seek forgiveness (inside and out), and take the next right choice. ⁠
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The inventory of repair is an amazing gift to our brain. Like gratitude it redirects towards hope, possibility, and trust.⁠
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These are the ways we MINDSHIFT and lead better by thinking better. ⁠
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⁠Tune into episode 4 of the podcast for more. Link in bio.

Are all conflicts worth the effort? In episode fo

Are all conflicts worth the effort?

In episode four of THE SHIFT we explore four principles on how to leverage your conflicts to help you MINDSHIFT.

Join us in conversation as we ask: “How can conflict help you?”

You can find episode four link in bio.

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Wherever you're demonstrating the need to control,

Wherever you're demonstrating the need to control, you're lacking trust.

Read that again.

Whether it's in a relationship, a project, a situation, with yourself or others... the moment you feel the need to control something (this can look like anxiety, micromanagement, possessiveness, etc...) it's highlighting the fact that you're lacking trust.

In some cases it may be about safety, in other cases it may be because you don't believe in the person or yourself.

THE FIRST STEP is the self-awareness piece, i.e. noticing yourself become controlling... and then getting curious:

What is my need to control the situation/ person telling me?

Answers can vary from:

- I just don't think he'll finish it on time and I need it done by next week

- Most of our conversations are conflictual and I want to mitigate that

- Everything I've tried has resulted in a closed door I've lost faith that this will work out

THE SECOND STEP is the aligned action, i.e. what to do about it... take conscious steps:

What do I need to do for this pain point?

Answers can vary from:

- Go over the plan with him again, ask him if he needs support from me to meet the deadline -- i.e. communicate, co-create, trust

- Set clear intentions and communications goals for the meeting from the onset, and if behaviour becomes disrespectful end the conversation calmly -- i.e. set compassionate boundaries

- Check in with my vision and re-evaluate my plan -- i.e. re-align with your values and set aligned action ("The Leadership Code" can help with this, it's free, link in bio)

There are lots tools! We can regulate, self-soothe, get clear on our goals, communicate our needs clearly...

When we're feeling the need to control we can instead choose to SHIFT to aligned actions that building accountability and trust.

This builds self-leadership muscles for ourself and others.

Need support in your conflicts? Want to get stronger at communicating? Ready to upgrade how you show up for yourself and your team?

The leader SHIFT starts here.

Do you take the time to repair? Do you take accoun

Do you take the time to repair? Do you take accountability for your missteps? Do you SHIFT behaviour after a conflict?

In episode 4 of the podcast we explore conflict and the power of connection in seeing us through our challenges and healing them after.

Join us in conversation.

We know we're wired to connect.⁠ ⁠ Social conn

We know we're wired to connect.⁠
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Social connection is a critical psychological driver.⁠
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But, it's easy to disconnect once conflict arises.⁠
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Learning to maintain connection with team members as you work through challenges and conflict is vital, because inherent within each conflict rests an opportunity for betterment, for evolution. ⁠
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The greater the conflict, the greater the invitation for a deeply personal and interpersonal transformation. ⁠
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And the more sincerely you consider conflict as a powerful opening towards transformation, the more likely you are to support a new, deeper, and more nuanced understanding of each person involved, their individual impact, and the opportunity that resides within the challenge. ⁠
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So when you understand and fully accept that emotions, and especially strong ones, will always be part of the workplace, then the focus must shift to how the workplace can create a culture of support in the face of conflict rather than creating a culture of avoidance or bullying. ⁠
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Want to go deeper? Listen to the podcast episode 4. Link in bio.

What is your relationship with conflict? In today

What is your relationship with conflict?

In today’s episode we explore the inherent opportunity for growth within each conflict.

Are you able to embrace that opportunity?

The greater the conflict, the greater the invitation for a deeply personal and interpersonal transformation.

But are all conflicts worth the effort?

In today’s podcast episode we explore four principles on how to leverage your conflicts to help you MINDSHIFT.

Join us in conversation as we ask: “How can conflict help you?”

You can find episode four link in bio.

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We're not interested in the "right" answer to our

We're not interested in the "right" answer to our questions. ⁠
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When we ask you our MINDSHIFT questions, we are looking to create a SHIFT in how you think.⁠
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The conversation muscles we are strengthening is not with us, it's the conversation you have with yourself.⁠
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You with YOU.⁠
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Before you can lead anyone effectively you have to be able to lead self. ⁠
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Lead yourself with the qualities you value most and in the integrity you desire.⁠
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The only person who knows who that is, what that looks like and how that shows up is you. ⁠
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Take the free mini-course: THE LEADERSHIP CODE, to start that conversation with yourself.

Link in bio.
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