Client driven leadership training programs
Resilient Leadership Development

Feeling Overworked or Overcommitted? Hit the Pause Button

  • Fact: To overfunction means to think, feel or act for another in a way that erodes their capacity for ownership or effective action. Overfunctioning is an anxious response to stress and includes behaviors such as a failure to delegate, assuming responsibility for another’s work, excessive worrying about another, or telling others what you think is best for them.
  • Action: Next time you feel the urge to step in and do for others, hit the pause button. Be responsible for what is yours to carry, and let others do the same.

 
Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.

Facing Resistance to Your Ideas? Don’t take it personally!

  • Fact: Resistance to change is a natural response of all systems because they are designed by their very nature to preserve the status quo.
  • Action: Rather than seeing pushback or resistance as a personal affront to you, view it through a systems perspective. When you are challenging people with new ideas or new ways of doing things, anticipate resistance and learn to see it as a sign that you are doing something right!

 
Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.

Feeling out of control? Reduce tension first to regain your footing

  • Fact: Anxious feelings are caused by an automatic response to a real or perceived threat. The amygdala (primitive brain) is in the driver’s seat when that happens.
  • Action: Stop and think: “What’s causing me to feel anxious right now? Is my level of concern realistic?” If yes, decide what action is needed to bring control back. If no, see your over-reaction for what it is, smile to and at yourself, and move ahead.

 
Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.

This is not my problem! Really? Test your assumptions!

  • Fact: All overfunctioning and underfunctioning behaviors are part of a larger context—a “story” that rationalizes and justifies why it is essential for us to engage in such behaviors. These false narratives masquerade as objective fact when in reality they are a form of anxiety-driven reactivity.
  • Action: When you suspect that you are over- or underfunctioning in some area, try to put into words the “justification” for why it is “necessary” for you to do so, and then test out that hidden assumption by asking for feedback from a trusted, neutral observer.

Resilient Leadership 2.0

Resilient Leadership 2.0

Resilient Leadership 2.0 by Bob Duggan and Bridgette Theurer was written to help leaders navigate the increasingly turbulent times we face.

I am really slammed these days. I just don’t have time for small talk

  • Fact: The less frequently you are in contact with friends, colleagues or constituents, the more time and energy it takes to remain connected. Communications naturally become more formal and structured the less frequently they occur.
  • Action: Try starting out this way: “Bob/Gayle, we have not talked in quite a while. I only have about 5-10 minutes or so right now, but it’s been too long since we have talked and I just had to give you a quick call to reconnect”. Bob/Gayle will appreciate the thoughtfulness your call represents, and the relationship will be strengthened.

Resilient Leadership 2.0

Resilient Leadership 2.0

Resilient Leadership 2.0 by Bob Duggan and Bridgette Theurer was written to help leaders navigate the increasingly turbulent times we face.

EQ + RL = Standing on the Shoulders of a Giant!

  • Fact: An impressive accumulation of research data has shown that leaders with higher levels of Emotional Intelligence have a clear edge on a variety of success indicators over those with lower levels of EQ. Resilient Leadership also helps leaders develop their strengths in the critical areas identified by EQ (self-awareness, self-management, social awareness, relationship management). But RL adds an important skill set not present in the EQ tool kit: A focus on emotional systems + training in how to “think systems”. Leaders with well-developed EQ have testified that RL has given them an additional, invaluable competency and made them even stronger and more effective leaders.
  • Action: Take the “Are You a Systems Thinker” inventory on pp. 158-59 of Resilient Leadership 2.0 and then read the story of Marvin on pages 9-13. The two Core Practices on page 19 provide accessible steps you can take to strengthen your skills

Resilient Leadership 2.0

Resilient Leadership 2.0

Resilient Leadership 2.0 by Bob Duggan and Bridgette Theurer was written to help leaders navigate the increasingly turbulent times we face.

What is Really Going On Here?

  • Fact: Much, maybe most, of what is going on in life (our social networks) is based on automatic functioning (AKA instinctual responses). We would like to think that our day-to-day action follows a well-considered, thoughtful pattern. Sorry – overwhelming scientific research indicates that’s not true. For the most part, we are being pulled along in the fast-moving and often turbulent currents of our emotions. What to do?
  • Action: Three steps will help.
    First: Simply be more self-observant. Get in touch with your own emotional state. In other words: “Wake Up!”
    Next: Consider your part in the drama unfolding around you. Work at seeing yourself more objectively and then ask yourself, “How is my way of behaving or thinking helping me at the moment?” “Am I acting or thinking in a way that will help me get what I want?”
    Finally: Recast your way of thinking and behaving with an expanded level of self-awareness. Practice “Staying Awake”.

 
Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.

Don’t be burned!

  • Fact: Burnout is more often a result of feeling responsible for things that are not yours to carry than it is a result of having too much to do on your plate. Both can and do contribute to feeling overwhelmed and depleted, but the former is often an overlooked factor in employee burnout.
  • Action: Reflect on the definition of overfunctioning: To feel, think or act for another in a way that erodes the other’s capacity for ownership and effective action. Consider where and with whom you might be overfunctioning, and whether you might be feeling responsible for things that are not yours to carry. For example, do you feel responsible for others being happy? While you might impact others’ happiness, whether they actually are is their responsibility, not yours. Practice letting go of the burdens and concerns that belong with others and put your energy into doing those things that only you can do.

Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.

Emotional triangles can be healthy or toxic

How we show up within our emotional triangles make the difference.

  • Fact: Two-person (dyad) relationships inevitably encounter rough spots which build anxiety in the partners.  When this happens, one or both of them will seek out a “sounding board” to talk things over. In an instant, the triangle is formed.  If you are the sounding board, what you say and do will determine the direction for the emotional triangle – toxic or healthy.
  • Action: What should we do?  For a few suggestions, go to: https://www.resilientleadershipdevelopment.com/wp-content/uploads/2013/09/Triangles-RL-LLC.pdf

Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.

Embody Your Length

  • Fact: Research done by psychologist John Riskind and others shows that the simple act of adopting an upright posture, as opposed to a slumped one, makes us feel more confident and less stressed, helps us to receive constructive feedback more effectively and makes us more persistent problem solvers.
  • Action: Whenever you have to engage in a tough conversation or take an unpopular stand, embody your length– sit upright with a tall spine, shoulders open and relaxed and chin slightly tilted up. Hold your upright posture in the face of push back and resistance. Doing so will give you the necessary support you need to stay the course and to engage with others from a place of strength.

Resilient Leadership Self-Assessment

Resilient Leadership Self-Assessment

To find out how resilient you are click here for your free or full assessment.