It is a tough question as it means we have to be • JUSTIFIED RESENTMENTS = zero, nitch, nil.
brutally honest with ourselves and sometimes
There is never a time when it’s ok to hold on
it is not always great news. I remember working
to resentment. Anytime we are filled with
in an environment where staff members
resentment, we’re turning the controls of our
cheered when a particular person went home
emotional life over to others to manipulate.
for the day. The comments highlighted to me
There is no wisdom in this action!
that this particular staff member simply did not • ACTIVATE the PASSION - don’t die with your
check their wake, and the flip side to this could
music still in you. The passions that bubble
be the wake the cheering staff members may
inside us, urging us to take risks and follow our
leave in the wake of the behaviours. They left
dreams are the intuitive connections to the
a path of broken relationships behind every
purpose of our hearts. We must remain true
interaction. I have also been in the opposite
to who we are. We must let it flow out of us
environment where a staff member brings
and be the change we want to see.
people to life, energies them to be great, to be • INVEST in the STRENGTHS of your team.
full of life and unlocks their passions. These
Rath and Conchie (2008) state that in the
experiences are summarised in the notion
workplace, when an organisation fails to focus
of; ‘you reap what you sow’! Three questions
on an individual’s strengths, the odds of an
always help me when I am preparing tasks and
employee being engaged are a dismal 1 in 11
considering relationships.
(9%). However, when an organisation focuses
on the strengths of its employees, the odds
1. What am I going to sow into me?
soar to almost 3 in 4 (73%). The result of this
2. What am I going to sow into others?
is when we focus on and invest in our team’s
3. What am I going to sow into my workplace?
strengths, the odds of each person being
engaged goes up eightfold (McMolitor 2012).
When I am purposeful around these questions
What a turn around in one simple step!
there is a greater chance that I will reap
• UNDERSTAND the NEEDS of your team.
greatness and my wake is purposely inspired.
Rath and Conchie (2008) also state that there
are four basic needs of team members.
The question I have for you is, ‘which will
These are: trust, compassion, stability and
you be’? Will you lead yourself and others
hope (McMolitor 2012). As we develop and
from good to great or will your interactions
demonstrate these characteristics within
and behaviours leave them deteriorated and
ourselves so we develop them in others.
lifeless? The great thing is YOU get to decide
• ONTOLOGY matters. Our sense of self and
the outcome. You and you alone!
who we are is so important. We must know
what inspires us and what draws us on.
With these thoughts in mind here are some
We need to be able to measure our being,
ideas to help make some mindful changes
becoming and belonging. When these three
where they are required.
elements are in balance and have traction in
our life we will have a new sense of purpose
• Have a mind that is OPEN TO
and resilience.
EVERYTHING and attached to nothing.
• Pursue EXCELLENCE. What we pursue will
We need to let go of the instinct to be right
determine the paths we travel, the people
all the time or the desire to win at all costs.
we associate with, the character we develop,
We need have an open mind which resists
and ultimately, what we do or don’t leave
these attachments so that we can see what
as a result of us being present. The manner,
might be possible rather then insist on what
method, and motivation behind any pursuit is
is currently available.
what will determine our wake. This is a great
• To SOLVE A PROBLEM, a NEW MINDSET
list to get us on track: excell