by Christine Green on November 24, 2009
It’s one thing to feel gratitude and it’s quite another to express it…especially when you feel thankful for another person.
It’s that time of year, at least in the United States, when we reflect on the blessings in our lives. A great thing to do.
But let’s talk about all those times when we feel appreciation for something someone has done, or just for who they are in our life…and yet we don’t tell them. We think “Oh, he knows how much I appreciate the work he did on that project. I said so…didn’t I?” or “She knows how much I value her wisdom and leadership” or “My staff knows how proud I was of their presentation.”
The answer to those questions is “Maybe they do.” But the truth is, we can’t hear appreciation often enough. I read a quote recently that said something like “All that anyone really wants is to feel good about themselves” …and it went on to say that we can each contribute to others feeling good by expressing the true appreciation we feel for them.
The other thing that happens is that we express it to others, but not to the person for whom we feel the admiration or gratitude.
Whenever I hear someone say something nice about a person who is not present, I ask if they have expressed their appreciation directly to that person? Often the answer is “no,” along with an explanation about how the other person knows it. And I say “tell them again.”
This is especially important for bosses and supervisors. Tell your employees how much you value them; how much you appreciate their time and commitment. Studies have shown that what employees want most from their employer is not more money, but validation and appreciation. Gee, that’s an easy line item to add to the payroll! And yet sadly, so many supervisors don’t seem to have that currency to give.
But don’t forget – in the workplace, appreciation goes both ways. Bosses need to hear it also. Last year in my corporate job, I received a performance bonus, as did all other employees. I was hoping for more than I received but I realized that it was a “bonus,” not an entitlement. I then sent a “thank you” email to the management team. The Chief Operating Officer told me he appreciated my message. He also mentioned that out of 87 employees, only a handful thanked him for their bonus.
I feel so strongly about this subject because, to be perfectly honest I more often think critical thoughts about others (a long-standing habit stemming from my over-analytical thinking, among other things). I am a recovering criticizer, trying to shift my perspective to people’s positive traits. I want to make improvements in this arena because it’s so important to both my personal life and my business life. I certainly know how deeply touched I feel when someone tells me that they appreciate me.
The message here is simple:
- None of us feels completely self assured or confident
- Everyone is deeply touched by a sincere compliment
- Expressed appreciations make people feel good
- Why not make someone’s day?
- Tell them specifically how you think they are awesome
And then make a commitment to look for more positive aspects of all the people in your life – even the ones who sometimes drive you crazy! (you know – the people you will be having dinner with on Thursday) 
Go ahead. Express appreciations. And don’t forget that special someone – yourself. Mutter it under your breath or go look in the mirror. But be bold and tell him or her….that s/he rocks!
by Christine Green on November 20, 2009
On a regular basis I now have the wonderful experience of doubling over in hysterics every time I check my home voice mail. Why? Is some prank caller leaving funny messages? Did I subscribe to 1-800-JOKE-OF-THE-DAY? Have I become friends with Paula Poundstone?
No. I simply created a new “recorded name” for my voice mail.
When first setting up their “recorded name” on voice mail at home or at the office, many people feel obligated to not only record their full first and last name, but to do so in a serious monotone…as though they were reporting for duty on a military base.
In my last corporate job, every morning I would hear the recording of my boss sternly announcing his own name, as he checked his voice mail by speaker phone. I used to roll my eyes every time, mostly wishing he’d turn down the volume.
Being the radical non-conformist that I am, at home and at that job, I recorded only my first name! This was a well kept secret until this moment…but now the cat’s out of the bag. (if this means losing followers on Twitter, than so be it)
A week ago, in a flash of insight, I realized that I had probably listened to myself proclaim “CHRISTINE” at least 2,732 times since I started using voice mail. I decided it was time for a change. So I pulled out the voice mail instruction booklet to figure out how to re-record whatever struck my fancy. No one had to know. I was the only one who would hear it, right? Of course. Wire-tapping in now a thing of the past.
So after hitting speed dial for my access number and pressing #3 “to change my personal options” rather than the usual #1 to “listen to my messages,” the nice little lady inside the phone instructed me how to change my “recorded name.”
Then…after the beep…in my most cheerful Elmer Fudd voice, I created my brand new “recorded name” of “KWISTINE!”
I managed to stay composed for another nano-second – just long enough to press the # key to stop recording, and then burst into the best bout of uncontrollable laughter I’ve experienced in a long time!
Now I get to crack myself up every time I check my voice mail! The great thing is that I forget it’s coming, so I have a mini fun-house experience at least once a day. An automated humor break. How great is that? I can access my homemade “laugh-on-demand”…whenever I need it.
What’s this got to do with business relationships? Plenty.
Having a hearty belly laugh once a day has the following business benefits:
- taking a humor break is good for the mind and the soul – you will feel joy for those few moments no matter what else is stressing you
- your joy brings joy to those around you and makes everyone more relaxed
- a belly laugh jolts you out of your current state-of-mind, giving you a fresh perspective (always a good thing)
- the uplifted energy opens you to any number of positive outcomes including: increased confidence, feeling more accepting of co-workers, your boss or your employees, improved communication, release of negative energy, improved health and vitality, and so much more…all of which attract more business. (it really does)
Re-recording your name on your voice mail is only one way to bring a momentary giggle into your day. Be creative and think of other ways to lighten up and “let in” all the good!
And please use the “Share This” button below to send this article along to a colleague or friend who needs it. You know who I’m talking about!
by Christine Green on November 16, 2009
Gone are the days of obtaining a client by introducing yourself at an event, getting a business card and contacting them the next day. This system still has its place, but in today’s speed-of-light market you must give your potential customer a consultation on-the-spot.
Why wait? Give them value immediately. Demonstrate your skills and knowledge, customized in that moment to the needs of the prospective client standing in front of you. If you don’t know how to do this, then learn…or you will be left behind in the dust. (a good coach can help you with this)
If you are unhappy with your current employee benefits program and you just happen to meet, not one but two, insurance brokers at a networking mixer…who are you going to call the next day? The one who tells you she offers a full range of benefits options as well as HR consulting and would love to sit down with you to go over the features of each package? Or the one who tells you how he just saved a new client 19% on their existing plan after coming up with several innovations that reconfigured their medical plan with a dual option?
If you know your website is outdated and pathetic, who are you going to set up a meeting with? The person you met at the Chamber event who told you that he is a copywriter and web designer who owns his own business in your town? Or the person at the same event, who asks you how many new clients per month come to you through your website?..if your website’s copyright date is 2 years old?..and after learning about your business, offers you two ideas that will encourage visitors to stay longer on your website?
Many of you worry that you will “give too much away.” You’ve worked hard to gain your expertise and you deserve to be paid for it. Get over it. Offering instant great value is the name of the game. It actually always has been for skilled sales people, but today it can truly make or break the thread to the next step in landing the client. Giving a mini-consultation will absolutely position you as an expert in the mind of the client. When you “show them” rather than “tell them” how skilled you are, they appreciate you and trust you. And they won’t waste time later asking about your credentials.
Your potential client will not likely remember enough of the specifics to actually implement the great ideas you gave her. But what she will remember is your interest, your brilliance, and your solution to her business problem. You’re the one she’s going to call the next day. Expect her call, and for God’s sake get back to her the same day, if not within the hour!
by Christine Green on November 4, 2009
Let’s talk about “Lazy.” I keep hearing this word – usually from high achievers referring to themselves the instant they take a moment to relax. I’ve read a lot of tweets lately with the author using the term “lazy” to refer to themselves when they weren’t working or being “productive.” I don’t know about them but to me “lazy” has a negative connotation. Webster defines it as “not eager or willing to work or exert oneself; indolent; slothful.” Other online sources offer: “disinclined to work or exertion; averse to labor; idle; shirking work.” Not exactly a description I would want to use referring to myself or anyone else.
So what’s up with this duality of being either productive or lazy? Is there no middle ground? And why do so many people refer to themselves as “lazy” when they are not doing, doing, doing? Is it not okay to relax?
How have we come to be so hard on ourselves? And how hard are we on our employees if we perceive that they are not productive 100% of the time? A recent study states that using the Internet at work is good for productivity.
Is it perhaps, not only okay, but even necessary to relax and recharge? Is a half hour of daydreaming on a lounge chair in the yard a bad thing to do? Or is it a valid human activity? Can it be necessary to soothe my neural synapses, enabling refreshed and more creative “productive time” later?
The Healing Power of Not-Doing
About 15 years ago a friend’s husband suffered brain damage from a car accident that left him cognitively disabled. Her trauma from this experience was in some ways worse than his. He was no longer himself, had violent outbursts and needed constant supervision. Previous to her husband’s accident, she was a full-time physician. After the accident, she left her medical practice and once her husband was settled in a care facility, she spent 8 months on her couch watching the trees sway outside her bay window. A few years later, once she had put her life back together, she shared with me the necessity of that healing practice. That powerful image of what she needed to do (or rather not do) for her healing, has stuck with me.
In Jill Bolte Taylor’s book My Stroke of Insight, she shares that after her stroke, what she needed most was sleep. What her brain and body needed was not more testing or the doing of “rehab,” but the soothing, nurturing, regenerative power of rest. Would we call her “lazy” for not getting back in the saddle immediately? Of course not. But yet we judge ourselves and others when we take “downtime.” Downtime? How’s that for a negative expression? “The computers are down” means they are useless. And when humans are “down” they are depressed. So perhaps we should stop taking “downtime” and instead set aside time for relaxation and renewal.
And for those of you who have people working for you – Hire the most competent and reliable staff you can find…and then trust them. Trust them to get their work done in their own way. Get off their backs. Let go of the micro-managing and allow your people the freedom to relax a little, surf the net, chit chat, etc. They will be happy. And they will be productive.
“All work and no play makes Jill a dull girl.” It also makes Jill a less creative problem solver, as well as weary and prone to making mistakes.
Let’s give Jill a break. Literally.
by Christine Green on October 22, 2009
Is it just me? Or do most people want to see a photo of who they might do business with online? I personally can’t imagine hiring someone to provide a service without being able to see what they look like. If it’s a product it might not be a deal-breaker for me but when your picture is not there I feel uneasy. I know I’m a visual person but I need to SEE YOU! This is a trust issue. If your picture is not there I wonder what you are hiding? This is not all that different from online dating – the profiles with photos get 90% more views.
On Facebook I have this thing that even if I know you, I am hesitant to confirm a friend request until you show your face. It’s not called Facebook for nothing you know! On that venue, I realize there might be a technical issue for people who don’t know how to upload a photo.
When I come to your business website I want to see who I am dealing with. If it’s a solo operation it’s an absolute necessity. If it’s a small to medium sized company I want to see who founded it, who runs it, etc. In that case it’s partly curiosity but it is still a trust issue. Come out of the cyber shadows and show me and tell me who you are. I have bought many products online from solo entrepreneurs and I guarantee that if you show your face and tell me something about yourself, I will head to your shopping cart twice as fast and often on my first visit to your site.
Some companies don’t mention the management team at all, much less feature their bios with photographs. Why would they not do this? The same goes for books I buy – I immediately search for the author’s photo on the back cover or inside flap – and I am sorely disappointed when all I find is text. I want to know who you are. I have always had this curiosity and desire to see who’s behind the curtain of the company with whom I am considering a transaction…or the writer who poured years of themselves into writing their novel. Okay, I rarely read novels…but when I’m reading WordPress for Business Bloggers, why can’t I see Paul Thewlis?
And now in this age of Social Media engagement for businesses, it is a necessity to have photographs of yourself and at least your top managers or partners.
Business is more and more personal. The personal touch is not just a nice addition – it is essential.
What are your thoughts on this? How important is it to you that the About Page include photos?
by Christine Green on October 12, 2009
My cat was 4 months old when I began training him to use the toilet (yes it’s all being documented on video!). He was young and open-minded (for a cat), very smart and eager to please me. He’s not a fuddy-dud, but is flexible, adaptable and trainable (coachable)…and is therefore handling the changes with ease. I’m proud of him and expect he’ll do well in business as an adult.
How good are you at learning and adapting to new things? Are you open to embracing the leading edge of marketing your business? Are you coachable? Are you? Or do you think you understand everything about your business and how it should be managed and promoted? How open are you to hearing feedback about yourself and/or you business? In this age of transparency, can you not only get on board with full disclosure but open your mind and muster your courage enough to “get” the feedback you receive?
My observation is that business owners can often have a narrow view of their company and themselves. They can be defensive about their management and marketing approaches and have difficulty hearing new ideas.
Are you over-protective of your business stance? Do you feel personally offended when your business approach is questioned? Is it ever questioned? If not, why not? Who are you “not asking” for feedback? Your colleagues? Your employees? Perhaps you feel that your “door is always open.” But is it really? Or more specifically – is you mind as open as your office door? Do you solicit feedback from insiders and outsiders? If not you are probably missing out on the biggest (and least costly) business building tool – honest feedback.
As a recovering “know-it-all,” I know how easy it is to feel sure of your position and approach to your business. But I now know that there might be an approach or an attitude that is beyond my knowledge at this time – one that could help my business succeed more easily and more quickly…once I get out of its way; once I seek the resources I need to expand my vision.
The question to ask yourself on a regular basis is “What might be an obstacle for my business that I do not see? What attitude of mine might need an adjustment?” Or even better “Who can I trust to tell me the truth about a business-sabotaging behavior that I am unable to recognize?”
Do you have the courage to be that open? that vulnerable? that inquisitive? that courageous? Are you willing to do whatever it takes (in a positive sense) to create success for your company? Even if it means letting your guard down or feeling the discomfort of vulnerability when you admit that you may not have all the answers?
Many small business owners tell themselves that they financially “can’t afford” a consultant or coach to assist them. If this sounds like you, I invite you to ask yourself if the reason you can’t afford the perspective of a skilled outsider is financial or emotional? Is it your pocketbook that can’t handle the reality shake up or is it your ego?
If you really want to be on the cutting edge – do something really radical. Take an in-depth look at the way you are running your business! Dare yourself to seek out honest input and double-dare yourself to listen to it! It doesn’t have to come from a paid consultant. Ask a respected colleague. But do it.
Be like my cat. Be coachable.
by Christine Green on September 29, 2009
As explained in my last post, Yes/No Decision Making is often the norm in businesses and organizations. Here’s that process in a nutshell: when an interesting idea is presented by either an organizational insider or outsider, there is a tendency for the group to respond using the Yes/No decision making process. The consideration discussion may be brief or in-depth, but the process solely considers the adoption or rejection of the idea.
This article offers a more expansive, and perhaps even best practice approach, that I call the True Choice Decision Making Process.
Generating ideas and potential solutions is a creative process that should be encouraged in any business or organization. The following procedure facilitates a conscious and comprehensive assessment of all ideas presented beyond the “thinking out loud” stage.
Applying this procedure guides and informs “True Choice” that transcends the simple “Yes/No” process. Funneling ideas through these six steps helps manage an organization’s decisions by creating an efficient flow of direction and continuity.
Step One: IDENTIFY THE NEED
- What need will be fulfilled by the adoption of this idea? (i.e. what problem will it solve?)
- Clearly identify the need and put it into a succinct written statement.
Step Two: BRAINSTORM
- What other options or ideas could also satisfy the identified need?
- Create a list of as many options or avenues as possible.
Step Three: CONTINUITY
- Will adopting this idea contradict any previous decisions?
- Will adopting this idea fit within the current direction of the specific project and overall mission of the organization?
- If the answer to question #2 is no, don’t dismiss the idea too quickly. If it involves a change in direction, consider it within that context. A separate meeting may be necessary for its consideration.
- Are there any other continuity issues to consider while assessing this idea?
Step Four: PRE-DECISION
- With the information gathered in Steps 1 through 3, is there enough information and clarity to continue consideration of this idea?
Step Five: TENTATIVE ADOPTION
- If the previous four steps have been followed and the decision-makers feel the idea is indeed the best solution to the identified need or problem, the decision can be adopted tentatively.
Step Six: DISCERNMENT PROCESS/ FINAL DECISION
- In this final stage of deciding to adopt the original idea, the decision-makers can participate in whatever research or discussions they feel necessary to make an informed, conscious decision.
- Simplifying aspects or adding addendums and other fine-tuning can produce the final optimal decision. The True Choice decision.
At any phase in this process it may become clear that the original idea is not the best way to address the identified need and that while the idea sounds appealing, it may be a distraction or diversion from the forward movement of the project or organization.
What decisions are facing you today, that can be funneled through this process?
by Christine Green on September 23, 2009
Do you have a conscious, intentional procedure for making decisions? Or do you respond to issues as they get in your face?
How do you make decisions about the day-to-day issues that confront your business? How do you tackle large decisions that your company faces as part of the big picture?
Do you clearly identify your problems or challenges and then systematically proceed through a pre-determined process that leads you to the optimal solution?
Most of us haven’t “learned” a specific effective decision-making process. A common practice that I often see in companies, organizations and my individual coaching clients, is the use of what I call the “Yes/No Decision Process.”
This process may be born out of an identified need, but more often it is presented by an organizational insider or outsider who has a “great idea” for the organization or an individual. With the “Yes/No” decision model, an idea is presented, given consideration by one or more people, and then is either adopted or rejected. Make sense? It certainly sounds like a solid model that involves in-depth review of an idea before any decision is made.
You might make perfectly fine decisions using this procedure. But are you making your best decisions?
With the Yes/No Model you are following a dualistic paradigm where you are limited to two choices: saying yes to an idea or saying no to an idea. If you are an analytical thinker you might even tweak the original idea to improve it before you adopt it. Kudos to you for refining the idea to better solve your problem.
But let’s take a closer look at this process. One of the biggest downfalls is that you can easily be swayed if the idea is pitched by a passionate, articulate person who is invested in you adopting their idea. And indeed the idea may be a great one, but it’s easy to have a blind spot without a more comprehensive process. You might end up choosing a new health plan provider, a procedure, a job candidate, a marketing consultant, a change of direction for your business, etc….that is not your best choice. And unfortunately you may never know it or may not find out till it’s too late to change course.
I have seen this happen time and time again. An idea is skillfully pitched by a charismatic “believer” who may be an associate, a stranger, a website or even yourself! What happens is that on the receiving end of the presentation, you get convinced of the merits and benefits of the idea. You will likely even weigh the pros and cons and therefore feel you’ve made a wise decision. You get excited about it. You buy in and become invested in adopting it.
There’s only one problem. We often get emotionally caught up in the romance of what the idea promises (just as we can in a new intimate relationship). This emotional attachment can cloud your vision. And, unless you fully revisit the original problem this idea proposes to solve and look through a wider lens, you will never know if you could have met the challenge more efficiently, effectively or at a lower cost for equivalent value.
In other words if you did not consider a wider range of options, there was no True Choice.
My next post will explain the concept of True Choice in detail and describe the step-by-step process that assures it.
(Here’s my pitch – but it’s for sure your best idea!)…
To make sure you get the scoop about True Choice in the next article published on this blog, take a moment to subscribe to the RSS Feed or by email at the top right column of this page.
In the meantime, pay attention to how you make your small and large business decisions. I’d love to hear the specifics of your current process. Leave a comment below to share your process.
Thanks!
by Christine Green on September 17, 2009
Okay…did you perk up or cringe when you read the title of this post? Unfortunately, I imagine many of you cringed…but perhaps a moment later you perked up with the flicker of hope that you might find answers for improving your relationship with the person who directs your daily work life.
Relationships with bosses can range from beloved mentor to feared and despised ogre. Hopefully, we’ve all had a boss that we looked up to and valued as a teacher and role model. But far more often, I hear of people who’ve had experiences at the ogre end of the spectrum.
So what’s up with bosses? And why do so many of us have difficult relationships with them? I believe there are a number of reasons.
First of all, there is a fascinating phenomenon that involves the recreation of family dynamics in the workplace. Many of my coaching clients who have struggled with their boss, found that the relationship closely resembled a difficult relational pattern they had with one of their parents.
Does this sound familiar? Have you ever had the experience of feeling triggered by your boss in a way that reminds you of what drove you crazy about a family member? Usually we are reminded of our relationship with mom or dad, but it can also be a sibling or other family member who played an important role in our early life. All our relationships contain positive and negative aspects. It’s just that the negative aspects seem to be what we experience more intensely since they cause us pain.
Then there’s the general “authority figure” aspect of the relationship with a boss that plays itself out differently for each of us. Of course, mom and dad (and sometimes siblings) were the first authority figures in our lives. This isn’t necessarily a negative thing – just the reality of being an itty bitty thing dependent on a big person who gets to tell you what to do.
Our personal history and relationship to authority figures seems to play a key role in how we relate to a supervisor. If we had positive role models who guided and respected us, it’s likely we will find that same dynamic with the people we work for. And likewise, if we were subjected to severe criticism or abuse as a young person, we will more often than not, end up with a boss who has similar characteristics to that person from our past.
Since I have seen this pattern so many times with myself and my clients, I do believe we somehow subconsciously “find” these people. But a question I continue to have is this: “How much of this dynamic is there from the get-go and how much do we provoke our feared behaviors in the other person through our own behavior?” In other words what is the role of our expectations and reactions?
I ask this because in observing myself in various relationships, I’ve become aware that I indeed played a part in provoking the other person’s “disturbing” behavior. (disturbing to me, mind you, but what might possibly not have fazed someone else).
I’m not even going to mention vibrational levels and The Law of Attraction – that’s for another post. (okay, I did mention them but you’ll have to hold onto your seat until the topic comes around on the blog topic roulette wheel)
Pardon me if I’m getting a little “out there” in psychology-land, but I do believe all interpersonal dynamics are a two-way street. And it’s interesting to ponder our role in the tango.
So let’s get to the helpful part. Here are some tips for improving your relationship with your boss:
Things to Remember:
- Your boss is likely doing the best she or he knows how
- Many people in supervisory roles do not have great interpersonal skills and haven’t received the necessary training to manage people effectively
- Managers may not feel confident in their position of authority, which can result in unproductive and misguided ways of directing their employees (micro-managing and being overly aggressive)
What to Do:
- Try to have empathy for your boss and his or her personal history that might contribute to their negative characteristics
- When you get triggered, try to take a moment to reflect and compose yourself before you say or do anything
- Do your own personal development work to gain the self-awareness that will help you distinguish your issues from your bosses issues and enable you to better understand the dynamics
- Learn assertiveness skills (so that you won’t react either submissively or aggressively)
- Improve your communication skills to take responsibility for your feelings and express yourself clearly and cleanly
- Work with a coach to help you learn the above mentioned skills and gain the awareness you need to better manage your professional life (one or two sessions might be enough to get you headed in the right direction).
In a future post I will go into greater detail about the specific skills that will help you get along better with your boss. Is that of interest to you?
by Christine Green on September 11, 2009
Do you get flash insights of actions to take that seem to come out of nowhere? Perhaps they are minute hunches or urges that feel odd in the moment but are compelling just the same. Do you act on them?
I remember once driving past an office supply store in an unfamiliar neighborhood and thinking to myself “Oh, I think I’ll stop there to buy X.” – so I pulled in the lot and while in the store looking for X, I found Y, which was something I needed to solve a particular dilemma that I had forgotten about. Today, I don’t even remember the X and Y products. But what I do remember with great clarity, is the power of that instance of following the inner guidance that convinced me to go into the store.
Since then I have had zillions of those experiences and I try to remain open to receiving them more and more. They continue to amaze me and when I allow them, my life flows with ease.
I had one of those experiences after publishing my very first post on this blog last week. I am quite a thorough controller planner, so I had indeed devised a plan to get a few “good” blog posts under my belt and then somehow get my top mentor, Chris Brogan to read it. My plan was to try to add him to my LinkedIn network with the hope that he would get wind of my blog.
For those who don’t know of Chris Brogan, he is a marketing and social media genius and one of the world’s top bloggers. Check out his book Trust Agents (disclosure: this is an affiliate link, so I make a buck if you decide to purchase it after checking it out on amazon)
Back to the story of the night I launched my blog…
I didn’t follow my plan. Why? Because a flash of a better plan came to me….
I trusted it; I decided I would allow the possibility of it; I mustered the courage; and I acted on it.
My original plan paled in comparison to my spark of inspiration that took me where I didn’t expect to go – out on a limb to ask for something…something big.
I not only got what I asked for, but I got far more that I could have imagined! I am a follower of Chris Brogan on Twitter and being the kind of open and generous guy that he is, he followed me back. I took a chance and sent him a direct message through Twitter asking him to “make my day” by commenting on the blog I had launched that day. Not only did he read my blog and comment…but he was the very first person to do so!
And if that was not enough, he sent a tweet to over 95,000 of his followers welcoming me to blogging, along with a link to my blog. Can you say “dream come true?”
Actually, it was beyond what I could have ever dreamed! That’s the beauty of this phenomenon. When we are receptive and follow the inner guidance; when we ask for something – we often get so much more than we asked for or expected. Even if I would have tried to “plan” that specific scenario, I know I could not have orchestrated the timing and perfection of it. Only the alignment of intention and openness could accomplish that.
Here’s the Process:
- Open to the bigger-than-your-intellectual-self guidance that is available (this means trust what we often call “intuition”)
- Run it through your brain cells just long enough to assess that it’s not too “out there” or truly dangerous
- Accept the guidance presented (even if it’s not part of your plan)
- Get okay with asking, doing, etc. (especially asking)
- Take the ction
- Fasten your seatbelt
- Dance a jig!
What is your experience with following (or not following) your inner guidance? What business benefits have you experienced when you followed an out-of-the-blue hunch?
I’d love to hear your stories.
