Blog, Press, Research

What Really Drives You?

"L'orage fait grandir, embrassons l'apprentissage de l'adversité quotidienne."

Une Exploration Approfondie à l'Occasion de la Journée Internationale du Bonheur

My fellow leaders,  what if you could cultivate your capacities as heroes?

In an exclusive interview, Krumma Jonsdottir, Founder of Positive Performances, shares her expertise on leadership development focusing on future and current leaders’ performance and multidimensional well-being. Hear more on Episode 92: Thrive to Perform – Perform to Thrive.

The Power of  Good Professional Network Management

Le Pouvoir de la Bonne Gestion des Réseaux Professionnels

If I called you up and invited you to a cocktail tonight, how would you feel? I) Excited, you want to know more; you start to imagine the fun, and you even know what to wear. You don’t even ask who will be there. Of course, you go. S) Flattered, yet embarrassed as it’s tonight and it was not expected. It is Tuesday, it's midweek, and it is not reasonable to go out. You ask who will be there. You realize your friends will go, and you consider joining me, yet it is still making you feel rushed and uncertain. You go as it seems important to me to have you there. D) You kindly decline as you have other plans. You visualize people chatting about superficial things—gosh, you get so frustrated when people waste time. I tell you one of your potential clients will be there. You reconsider and say you might be able to come to say hello before going to your other appointment. You stop by 30 minutes after the start to be seen and to see the potential client. C) When? Tonight? At what time? Until when? What’s the reason for the cocktail? Who will be there, and why am I invited? It is a bit late notice; you will have to rearrange your plans. Is there another cocktail later? You probably will not go. Which affirmation describes you? There’s no right or wrong. William Moulton Marston was among the first psychologists to study normal people’s emotions. He came up with 116 combinations of the four main preferences I invited you to look at. We tend to be either extroverted (D & I) or introverted (S & C). Then we prefer people (S & I) or tasks (D & C). Now you say, "for me it depends." And I will say, no, your preferences do not depend, but your adapted behavior does. The sad reality is that lack of self-awareness and self-management often leads to situations where everyone is adapting to everyone’s adapted behaviors. Identifying your own preferences and learning how to identify other people's preferences can totally transform your life and your relationships at home and at work. You can become proactive and mindful, creating the conditions to evolve in your comfort zone and managing situations outside your comfort zone. As a parent or a manager, you can become confident in assuming your extroversion or introversion, your appetite for people or for tasks. You can appreciate that everyone is unique and give them space. The above does not happen overnight or thanks to a one-shot survey. There will be doubts and interrogations. I encourage personal and collective reflection to identify your core preferences versus what life, education and experience have taught you. When done to its fullest extent, it can be truly life-changing. Here's an idea to start. How do you feel about sharing this article with a person you work with or live with every day? It will be an opportunity for both to appreciate your different behavioral preferences and consider giving each other feedback on how you experienced a specific conversation. Separately, each party should write down the letters of the DiSC affirmations retained for self and for the other party. What made you choose those affirmations? Now recall your last conversation. What was said? How did you feel? What was the outcome? Did the other party speak too much and it annoyed you? You might have a D preference and she an I. If she was too fast-paced and bossy, making you feel disliked, it might be the other way around. Did she ask a lot of questions and you got frustrated? She might be a C and you are not. If she wanted to try new things and you did not, she might be a D or an I and you more an S or a C. If both of you were speaking at the same time and not giving the other party space, you might both be a D or an I. If both were giving in, expecting the other party to make a decision, you might both prefer an S behavior. What is certain, is that the two of you are different. Meet up and honestly share your findings, respecting genuine and unconditional positive regard. This exercise enables you to identify your preferences and realize how you are adapting. From there, you can engage to observe yourselves in action and identify when you consider being in your comfort zone or not. Your self-awareness can quickly evolve, and you can start to manage your behavior to the benefit of all involved. You can become attentive to what really matters, hence contributing to mutual thriving and performance.

When I speak I don't learn, when I listen , watch or read, I learn so much. Some say I talk a lot, well I read even more ;-). This blog will be forever evolving and I will be sharing books I strongly recommend you to read. "The Tao of Coaching" by Max Landsberg is a practical guide for leaders at all levels. The book introduces a simple yet powerful coaching model based on the principles of Taoism, emphasizing the importance of self-awareness, empathy, and focused listening. The author provides numerous case studies, exercises, and tools to help coaches develop their skills and achieve better results with their clients. "Leaders Eat Last" by Simon Sinek explores the concept of leadership from a biological and anthropological perspective. The book argues that effective leaders prioritize the well-being of their teams, creating a "circle of safety" that fosters trust, cooperation, and innovation. Sinek draws on real-world examples, from the military to the corporate world, to illustrate his principles and provide practical insights for leaders at all levels. "7 Habits of Highly Effective People" by Stephen Covey is a self-help book that presents a holistic, principle-based approach to personal and professional development. The author outlines seven habits that successful people cultivate, such as being proactive, beginning with the end in mind, and seeking first to understand, then to be understood. Covey provides practical tools and exercises for readers to apply these habits in their own lives, emphasizing the importance of character, integrity, and synergy in achieving success. "Mindset" by Carol Dweck is a psychology book that explores the power of mindset in shaping our lives. The author argues that individuals can have either a fixed or growth mindset, which can affect how they approach challenges and setbacks. Dweck provides practical tips and tools for developing a growth mindset, emphasizing the importance of effort, learning, and resilience in achieving success. "Deep Work" by Cal Newport is a productivity book that emphasizes the importance of focused, uninterrupted work in achieving success. The author argues that deep work, characterized by intense concentration and cognitive effort, is becoming increasingly rare in today's distracted, hyper-connected world. Newport provides practical tips and tools for developing a deep work habit, emphasizing the value of deliberate practice and cultivating a distraction-free environment. "The Obstacle is the Way" by Ryan Holiday is a self-help book that draws on Stoic philosophy to provide a framework for overcoming obstacles and achieving success. The author argues that obstacles are not barriers to success, but rather opportunities for growth and learning. Holiday provides numerous examples of historical figures who have used Stoic principles to overcome adversity and achieve greatness, and offers practical advice for applying these principles in everyday life.