Mindset Development Tips

Let me fix your 1:1 meetings in 90 seconds. It only requires two changes: - Make it their meeting, not yours - Ask questions, don't give directions Here's how to do it: 1. Make It Their Meeting Relinquishing ownership of this meeting is the same as delegating any other work. - Define what excellent looks like - Hold them accountable - Coach to success - Don't step in But how do I get what I need to lead? That's part 2... 2. Good Questions >> Great Directions The easiest way to align on expectations is to preview the questions you want them to answer. If they can answer these well, you can have confidence that they are excellently managing their area (even individual contributors). Here are mine: ✅ How are you doing? Want people to produce outsized results? You need to care personally. You'll only know when to show up for them if you know them well. Get a tepid response? Ask again. ✅ What's most important for us to focus on? If it is their meeting, they set the agenda. Not only are you empowering them, but you also get to learn how they think. This will help you anticipate what they might miss. ✅ How are you tracking against your goals? I want data. Clear metrics. The more tangible, the better. If the goal isn't easily measured, then I want a few qualitative angles that are in tension to surface the truth. Don't be afraid to ask, "What is your confidence?" ✅ Are there notable Wins/Losses to discuss? The specific Win or Loss doesn't matter to me as much as: a) Can they separate big from small? b) Are they proactively sharing? My probing questions should uncover very little. ✅ What problems are you focused on solving? I don't expect perfection if we're driving hard and creating value. Instead, I want them to have command of their area. - Do they know the problems? - Do the solutions make sense? - Are they making good progress? ✅ How are your people doing? Your people are only as good as those that support them. Even individual contributors rely on others. Help them practice sizing up those around them. Make empathy a habit. ✅ How are you getting better? When your team is filled with curious and compounding professionals, the result is a team that's agile and resilient. To get there, you must coach those who coach others. ✅ How can I support your success? Hopefully, you've done this throughout the conversation, but it never hurts to ask them directly, "What else do you need to win?" - Remove obstacles. - Provide resources. - Repeat often. If you want access to the management dashboard template I used to delegate my 1:1 meetings, subscribe to my MGMT Playbook for free access. https://lnkd.in/eAA-CJrJ You get dozens of playbooks and templates for critical management moments. It's the advice your boss should be giving you but probably isn't. P.S. Repost to share this with your network ♻️. And follow Dave Kline for more great posts.

Do you tend to undervalue your wins but overanalyze even your tiniest misstep? 🙋🏼♀️ This phrase can help you recalibrate: "I am a person learning to_____." Say you get feedback on how to improve a presentation. If you start to feel glum, remind yourself, "I am a person learning to put together a compelling talk." Then describe your situation in even more detail. "I am a person learning to put together a compelling talk, while leading three big projects, helping a new team member onboard, navigating a reorg, parenting a young child, and fighting off a cold - all during a period of high uncertainty.” Putting things in perspective often makes it easier to adopt a growth mindset. Even better, it's a nice way to take stock of (and celebrate!) everything you're doing well.

The Night I Almost Snapped: 3 Lessons on Resilience from the ER It was super busy in the ER that night. Everyone needed help, and I was running non-stop. Then this older guy came in, mad and yelling a lot. The whole room felt tense. 🚑 The Challenge Hits He kept shouting and wouldn’t sit still. The nurses were trying to calm him down, but nothing was working. He continued to yell at them with foul language. My heart started to pound, and my hands were shaking. This was my team, and I was their leader. I felt like I was gonna lose it. 🧘 A Crucial Pause I had to step away for a sec. I went to the supply room. I just stood there. Eyes closed. Breathing slowly. Just me and the quiet. It helped me chill out. My fear of a terrible outcome was just that- a fear. 🗣️ Returning with Empathy When I went back, I kept my cool and talked softly. "I see you're really upset," I said, "Let's figure this out together, okay?" He looked at me, still kind of mad, but he nodded. 🙅 Facing the Test "I'm going to get you all fired!." He shouted. I felt my anger rumbling back at full speed. I was about to shout back: "We deserve some respect!" Instead, I paused. I smiled softly and took a deep break. I knew he was scared and very stressed. I felt it. "We're here to help you," I continued. "You're our priority." I felt him softening like dough. The worst part was over. There was just one thing left for me to say: "But first, you're going to apologize to my nurses." 🔑 My Key Takeaways 1. 𝗣𝗮𝘂𝘀𝗲 𝗪𝗵𝗲𝗻 𝗢𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺𝗲𝗱 • Take a break when it’s too much. • Find the emotion driving your thoughts. • Address it honestly. • Get back in control. 2. 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗙𝗶𝗿𝘀𝘁 • Listen and be kind. • Acknowledge how people feel. • Validate their concerns. • You'll be on the same page. 3. 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝗶𝗻 𝗮𝗰𝘁𝗶𝗼𝗻 • Keep going, even when it's hard. • Stay steady under pressure. • Expect challenges Be ready to face them. • Prove you're tougher than your toughest days. That night taught me a lot about dealing with tough stuff at work. Learning how to handle strong emotions is just as important, as the skilled work you do. 💬 Ever had a super tough day at work?       What helped you get through it? P.S. ➕ Follow Dr. Miro Bada for more practical performance advice. ♻️ Share this to inspire your network.

12 "If, then" algorithms for self-care: 1. If you're pursuing a goal, then avoid telling people. It releases cheap dopamine and tricks your brain into thinking you've already achieved it (lowering motivation). Move in silence. 2. If you're unhappy, then start with brain health: sleep, hydrate, exercise, eat nutritiously, rebalance your dopamine with less screen time. Our society labels many issues as mental health that are actually brain health. (Source: Dr. Daniel Amen) 3. If you experience a beautiful life moment, then write it down. Best tacos ever. Presentation you crushed. Bonfire with friends. Save the memory and, one day, the memory might save you. 4. If you find yourself regretting past decisions, then stop. You made the best choice at the time, with the knowledge you had. Be at peace with it. 5. If you find yourself stuck in a mental loop, ask yourself, "Is this useful?" and "Will I care about this in one year?" 6. If you're comparing yourself to others, then stop. Trust me: they have their own issues you'd never want. Only compare yourself to your former self. 7. If they steal your energy, then run away from them as fast as you can. If they are prone to conflict, then ditto. 8. If you see leaves swaying in the breeze or ripples in the pool, then take a moment to be present. The nature of reality is 100x more beautiful than any virtual reality. 9. If you feel overwhelmed by mainstream media, then turn it off. You're allowed to NOT have your attention monetized. 10. If you've recently been destroyed by something, then realize this is the best time to transform your life. Focus on your values and daily habits to build yourself back stronger. You get to write how the story ends. 11. If you're feeling rushed, then try going at 85%. "Slow is smooth. Smooth is fast." Carl Lewis, 9-Time Olympic Gold medalist, ran his fastest at 85%, anyway. ⬳ Enjoy this? Repost to help your network ♻️. And if you want more ideas like these, join 270K+ in my free newsletter, System Sunday: https://lnkd.in/ewnjDzas

Why Staying Disciplined Outweighs Staying Motivated In the journey toward achieving our goals, motivation often gets the spotlight. It's the spark that ignites our initial enthusiasm, the burst of energy that gets us started. But what happens when that spark fades? This is where discipline – the less glamorous, but infinitely more powerful force – takes center stage. Discipline vs. Motivation: Motivation is fleeting; it's based on emotions that can fluctuate daily. Discipline, on the other hand, is about commitment. It's the structured approach to making progress, regardless of how we feel. The Power of Habit: Discipline transforms actions into habits. While motivation can kickstart a routine, discipline cements it into our daily lives, making excellence not an act, but a habit. Consistency Leads to Results: The magic of discipline lies in its ability to help us maintain consistency. Achievements are not the result of sporadic efforts fueled by momentary inspiration but of consistent action, day in and day out. Building Resilience: Discipline builds resilience. It teaches us to push through adversity, to keep going when motivation has long left the building. This resilience is what separates the successful from the rest. How to Cultivate Discipline: Set Clear Goals: Know exactly what you're working toward. Establish Routines: Create a daily structure that aligns with your goals. Monitor Progress: Keep track of your actions and outcomes. Stay Accountable: Find a mentor, coach, or community that supports your journey. Reward Progress: Celebrate the small wins to maintain momentum. In conclusion, while motivation is the spark, discipline is the fuel that keeps the fire burning. Let's shift our focus from seeking perpetual motivation to cultivating unwavering discipline. Here's to achieving our goals through the power of disciplined action! 🌟📘 Please follow Varun Anand - PfMP/PMP/ CSM /PMI-ACP/CAPM #Discipline #SuccessMindset #AchievementThroughDiscipline #GoalSetting #PersonalDevelopment

Think of your boss as .2% It will reduce your need for external validation. Many years ago, I had an inspiring boss. But he was tough, demanding, and intimidating. Every one-on-one meeting made me nervous. I’d spend hours prepping to make sure I was FULLY prepared. My nervousness hurt how I showed up to him. It made me seem weak and unprepared. My voice would shake; I’d second-guess my answers when asked about my team’s performance metrics. It exhausted me. And here’s the worst part: That weekly 30-minute Tuesday meeting was a leading indicator of how I’d feel at work the rest of the week. If it went well, I’d feel confident and happy. If it was mediocre, I’d walk around in fear that I’d be put on a performance improvement plan. This couldn’t be healthy, I realized. How could I let one person’s opinion and energy determine my mindset Tuesday - Friday? I wanted it to stop. So I started calculating. I estimated that there were about 500 people at my company with whom I had meaningful interactions with the last year. Teammates, leaders, partners, direct reports. Their opinions mattered too. I knew I had positive relationships with and impact on so many of them. That’s when I changed my mindset. I began to think of my boss as simply 1 of 500 people with whom I partnered… Not some omniscient, omnipotent deity. 1 out of 500 is .2%. I wrote .2% on a little yellow torn piece of paper and taped it to my monitor. The visual reminder: ✅ shrunk my unhealthy obsession with his opinion. ✅ reduced my need for his external validation. ✅ allowed me to see the full spectrum of people to whom I brought value every day. It worked! Each time I glanced at the paper, I felt calmer, happier, and more in control. Power dynamics are a powerful thing. When your boss is in charge of your salary, promotion, and feedback, it’s natural that you put outsized stock in their opinion. But when it gets to be so outsized, it’s unhealthy… Remember: your boss also puts their pants on one leg at a time. Like 499 other people. And it’s always a choice how much power you want to give ANY person over you. For practical ways to succeed with your boss, try my free, biweekly newsletter: https://lnkd.in/gE4T7gJ5.

“You don’t have to respond right now.” That’s one of the best nuggets of advice anyone ever shared with me. Here’s the context: I used to go into full-blown I-must-respond-and-fix-this-immediately mode when I got negative feedback. I didn’t give myself time to take a breath. For example, when an article was rejected by a journal, I immediately dug into the negative reviews and tried to address and fix everything. But I wasn’t in the right mindset to do that — I was doing it while feeling powerless, rejected, frustrated, disappointed in myself, stressed. And responding from the state almost always backfired. In most cases, we don’t HAVE to respond right away. We can take a beat — a day, a few days, maybe even a week. (Sometimes we don’t have to respond at all!) Slowing down — not responding right away — allows us to restore of sense of personal power. And that gives us clarity, calm, focus. A runaway train will keep moving until a force is imposed to stop it. To stop the runaway train in my mind, I needed power. Second, sometimes doing nothing is doing something. Doing nothing remind us that we do have some power to slow down the runaway train. Doing nothing allows us to regulate our emotional state. And doing nothing now increases the chance that what we do later will be thoughtful, effective, respectful. Next time you get negative feedback, slow down. Don’t respond. Give yourself the time you need to respond in a way that you feel good about. #selflove #selfcare #selfawareness #psychology #feedback #occasionalaffirmationswithamycuddy

This quote got me thinking. Early in my career, I struggled with how people showed up. I was often called too intense, I was often perceived as overwhelming, but the truth of it is I SHOWED UP! I was engaged, I was committed, and I wanted to make an impact. Not knowing why there was such a difference between how I showed up and others, I learned … that ONLY 31% of employees are enthusiastic and energized by their work? Imagine that almost 70% of the people in your team are there because they just have to 🫣 I honestly can't imagine that, which is why I implemented some solutions in my teams, most of it worked, some of it I’m still testing & trying … Here are some things I did: 👉 Trust & Empower: I involve my team in decision-making processes and push decisions to them when possible. This fosters a sense of ownership and responsibility. 👉 Celebrate Feedback: I create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉 Connect 'Why' to Vision: I share a compelling vision to motivate team members and clearly explain why their contributions matter. 👉 Offer Development: I signal my commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉 Recognize & Praise: I acknowledge achievements and make saying ‘thank you’ my default. A little recognition goes a long way to boost morale and motivation. 👉 Promote Diversity: I embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉 Encourage Collaboration: I encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning 👉 Challenge Comfort Zones: I push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉 Cultivate Inclusivity: I ensure all voices are heard. For example, I make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And all will go just fine 🙌 #EmployeeEngagement #TeamMotivation #WorkCulture

When I started leading a high-powered recruiting team, I had the traits of the TYRANT leaders I now call out. Here's why: Despite my degrees, certificates, and ongoing professional development, nothing prepared me to transition into leading. I still had an individual contributor (IC) mindset, which unintentionally led me to compete with my very capable team. At the time, I engaged in behaviors like: Taking over projects instead of developing my team. Working long hours, thinking it showed commitment. Making unilateral decisions vs collaborating. Giving orders instead of providing clarity and context. Hoarding information instead of communicating transparently. Prioritizing my metrics over team goals. A month in, my boss at the time sat down with me and told me to own my transition and to stop taking over work when someone asked for help. (she's one of the best Leader's I've ever had) To transform my mindset, I sought out a few internal sponsors and observed how they managed their teams. I also asked my team for feedback on where I could do better. Once I made the changes: mindset and action, I began demonstrating new leadership behaviors: Coaching my team and developing their problem-solving skills. ↳Created an authorization matrix to empower them to make decisions. Promoting work-life balance through prioritization and delegation. ↳I stopped working on vacation to set a better example. Making collaborative decisions to increase buy-in. ↳They worked on the reqs, so I asked for their ideas and where I could implement them. Painting a vision and equipping the team to get there themselves. ↳I translated the organization's vision down to how it affected our team goals. Openly communicating to build trust and transparency. ↳I promoted democratic decision-making and explained when it needed to be autocratic. Aligning on and championing team goals over my individual metrics. ↳I held weekly reviews where I celebrated their success because it was OUR success. Here's what I want you to take from this: 1. Develop your team's skills rather than trying to be the expert. 2. Delegate decisions to increase buy-in and leverage diverse perspectives. 3. Openly share information rather than hoarding knowledge and insight. 4. Recognize and elevate your team's contributions rather than taking individual credit. #aLITTLEadvice #leadership

If there’s a single technique I could recommend to supercharge your impact as a PM, it’s continuous discovery. And the "bible" is Continuous Discovery Habits by Teresa Torres, which has over 1,600 reviews on Amazon, with a 4.6 rating. I've had it on my desk for years. Here are my 10 favorite takeaways: 1. Begin with the end in mind. "Rather than obsessing about features (outputs), we are shifting our focus to the impact those features have on both our customers and our business (outcomes)." 2. The first step is the PM, designer, and software engineer engaging in weekly chats with customers. "At a minimum, weekly touchpoints with customers by the team building the product where they conduct small research activities in pursuit of a desired outcome." 3. It's not enough to ask customers what they need, you need to dig into what they have done. "As the interviewer, you will have to work to excavate the story." 4. The trios should iterate on Opportunity Solution Trees to organize these insights and the customer value they deliver every sprint. "A continuous mindset requires that we deliver value every sprint... by addressing unmet needs, resolving pain points, and satisfying desires." 5. The team should be aiming for 12+ discovery iterations every week. This means A/B testing less and assumption testing more. "The best product teams complete a dozen or more discovery iterations every week. This pace is possible only when we step away from the concept of testing ideas and instead focus on testing... assumptions." 6. The team should use story maps to identify and generate assumptions to test. "Throughout your story map, every time you assume that an end user will do something, you are making assumptions." 7. Then, the team should then prioritize the assumptions they need to test based on importance and quality of evidence. "Assumption mapping is a great way to quickly identify your leap of faith assumptions - the assumptions that carry the most risk and thus need to be tested." 8. As you measure impact of these assumption tests, you should measure input (the assumption) & output (the outcome) metrics. "For our assumption tests, we were measuring... leading indicators to our desired outcome. Over time, we also want to move closer measure our outcome itself." 9. When sharing the results of these assumption tests with stakeholders, show your work. "When we anchor the conversation in the solution space, we encourage our stakeholders to share their own preferences. However, these preferences aren't always grounded in good discovery. After all, it's our job to do discovery, not our stakeholders'." 10. Even if your boss isn't asking you to do discovery, do this as part of your working backwards, first principled process to supercharge your impact. "Many product teams aren't allowed to do discovery... You can still work on developing continuous discovery habits yourself. When you are asked to deliver a specific solution, work backward."