Check out the full podcast episode with Scott Shickler on Youtube, Spotify, Apple, or Audible! 

In this episode of the Barriers and Boundaries: Resilience Leadership Podcast, we sit down with Scott Shickler, founder of 7 Mindsets, to unpack the mindset strategies that drive personal growth, accountability, and real-world resilience.

As discussed in our conversation, here is the link to the free 7 Mindsets Book: 
​
**** Free Digital 7 Mindsets Book: https://7mindsets.com/free/   ****

Additional info from Scott Shickler and The 7 Mindsets may be found here: 
7 Mindsets Website: https://7mindsets.com/
7 Mindsets Instagram: https://www.instagram.com/7mindsets/?hl=en
7 Mindsets LinkedIn: https://www.linkedin.com/company/7-mindsets/

Scott is no stranger to helping people transform their thinking. In this powerful conversation, he walks us through how the Seven Mindsets framework can spark self-improvement, positive thinking, and sustainable success by shifting the way we see ourselves and the world around us.

🎯 Why This Matters

In a time where burnout is high and distractions are everywhere, this episode offers a return to something foundational: how we think. The Seven Mindsets, like Dream Bigger, Live to Give, and Attitude of Gratitude aren’t motivational fluff. They’re frameworks that ground people in clarity, direction, and action.


If you’re feeling stuck, uncertain, or disconnected from your goals, this episode will reset your thinking.
What makes this conversation especially relevant is how applicable it is across all stages of life. Whether you’re a student, a professional, or in a leadership role, the mindsets you carry shape the way you respond to challenges. In environments that demand adaptability and emotional intelligence, having the right mental framework can be the difference between reacting impulsively and responding with clarity and courage.


The episode also taps into something deeply human, such as the need to feel connected and understood. Resilience isn’t built in isolation. It’s reinforced through shared experiences, mutual encouragement, and honest conversations. Scott highlights how mindset work isn’t just internal. It creates a ripple effect that influences team culture, family dynamics, and even community engagement.


Finally, the message here is not about perfection but progression. Everyone has moments of self-doubt, failure, and fear. What matters most is the choice to keep learning and growing. When we understand that setbacks are part of the learning curve, we stop viewing them as stop signs and begin to see them as guideposts. This shift is at the heart of sustainable success.


💬 Sound Bites

“If every job paid the same, what would I choose?”
“We are connected mindset is critical to success.”
“Mistakes are an integral part of growth.”



📺 Watch the full episode with Scott Shickler on YouTube



🔗 Connect with ScottLearn more about the 7 Mindsets movement and explore how you or your organization can implement this life-changing framework.

​

On this episode of the Barriers and Boundaries Resilience Leadership Podcast, we had the privilege of speaking with Lauren Wittenberg Weiner, author, entrepreneur, and founder of Lone Pine Advisors. Lauren joined us to talk about her upcoming book Unruly and to share a powerful conversation on what it really takes to lead with resilience, authenticity, and strategy.


Lauren is not new to breaking norms. As the founder and former CEO of WWC Global, she led one of the most successful women-owned government contracting firms in the country. The company grew to over 100 million dollars in annual revenue and employed more than 300 people before being acquired in 2022. Lauren understands systems, success, and how to lead without losing yourself.


From the start of our conversation, Lauren made it clear that authenticity is everything. Leadership is not about pretending to be someone you’re not. It’s about being real. That honesty creates connection. It invites trust. It sets a foundation where others can also bring their whole selves to the table. Lauren lives this belief both personally and professionally.


We also dove into the importance of resilience and adaptability. Life changes. Business shifts. Family responsibilities can appear without warning. Lauren is a caregiver, a mom, and a business therapist. Through all of it, she has learned to adapt and find her footing. Resilience is not just bouncing back. It’s learning how to move forward in new ways.


One of the most interesting parts of our discussion focused on rules. Lauren is not against rules. In fact, she values understanding them. Knowing the rules gives you the power to move within them, to work around them, and sometimes to change them. You cannot navigate what you do not understand. This clarity is key to making bold but informed choices.


Lauren also emphasized the value of choosing your battles. Not everything deserves your energy. Leadership means knowing when to engage and when to step back. Picking the right battles can increase your effectiveness and protect your well-being. It is about strategy, not reaction.


As we talked about business success, Lauren kept returning to the basics. Fundamentals matter. Strategy, preparation, consistency, and solid relationships are often overlooked because people are chasing shortcuts. But those basics are what build sustainable success. When the foundation is strong, everything else becomes easier to manage.


We touched on what people often call luck. Lauren challenged that idea. In her experience, luck is the result of showing up over and over again. It is the outcome of consistent effort, quiet preparation, and readiness. You cannot control timing, but you can control your preparation for when opportunity comes.


One powerful topic we explored was culture. Lauren believes in building non-transactional environments. That means not keeping score. Not giving just to get something back. When people feel seen and respected without conditions, trust grows. Innovation follows. Teams work better. People stay longer. That kind of culture does not happen by accident. Leaders create it intentionally.


This led us to another important idea. Leaders should be gateways, not gatekeepers. Too often, leaders hold back opportunities. They filter access. Lauren believes great leaders open doors. They amplify others. They make space. Leadership is not about being the smartest person in the room. It is about lifting up the people around you.


We ended with a candid conversation about ego. Ego can quietly undermine leadership. It can make us defensive. It can make us ignore feedback. Lauren shared how she continues to check her own ego, and she encourages others to do the same. Feedback, reflection, and humility are not signs of weakness. They are the roots of real strength.


Lauren’s story is a reminder that leading well is not about being perfect. It is about being clear, consistent, and courageous. Her book Unruly will challenge you to rethink how you lead, how you build, and how you show up.


Make sure to stay connected so you know when Unruly hits the shelves. It is a book that will resonate long after the last page is turned.


To learn more about Lauren Wittenberg Weiner, visit https://laurenwittenbergweiner.com. You can follow her speaking schedule, explore her work as a business therapist, and connect with the ideas shaping her next chapter.


Whether you are a new founder, an executive navigating complex systems, or someone leading from the middle, this episode offers insight, encouragement, and clarity.


Key Takeaways from Lauren Wittenberg Weiner

• Authenticity is crucial in leadership and business
  
• Resilience and adaptability are key to overcoming challenges
  
• Understanding the rules allows for creative navigation
  
• Choosing your battles wisely leads to better outcomes
  
• Fundamentals are essential for sustainable success
  
• What seems like luck is usually the result of preparation
  
• Creating a culture of openness builds trust
  
• Leaders should act as gateways, not gatekeepers
  
• Non-transactional relationships create stronger teams
  
• Ego can quietly sabotage even the best leaders
  

Stay tuned for more real conversations on the Barriers and Boundaries Resilience Leadership Podcast, where we highlight leaders who challenge the norms and lead with conviction.

In this episode of the Barriers and Boundaries Resilience Leadership Podcast, Eric Charran discusses his book Have You Ever Had a Boss That... and explores the dynamics of leadership, resilience, and the impact of unhelpful boss behaviors. He emphasizes the importance of navigating workplace challenges through the exploration of archetypes. Eric shares insights on building resilience, recognizing when to move on from toxic environments, and the significance of confidence in leadership. The conversation provides valuable takeaways for both current and aspiring leaders.

00:00 Introduction to Eric Charran and His Vision
02:23 The Evolution of Leadership in Tech
04:42 Understanding Boss Archetypes
06:43 Resilience in the Workplace
09:11 Empathy and Leadership
11:26 Navigating Toxic Leadership
14:21 The Importance of Information Sharing
16:27 Leading Up: Empowering Yourself
18:09 Finding Your Worth in Leadership
20:36 Final Thoughts and Book Insights
25:39 Introduction to Leadership and Resilience
26:01 The Importance of Building Resilience

#leadership #peopleleadership #Resilience #organizationalculture

Transcription: 

​E.B. (00:07)
Well, hello friends. Welcome back to another episode of barriers and boundaries resilience leadership podcast. I'm your host EB. I got a author today. I got a guest today that, more than an author, a visionary leader, visionary in the tech industry, 25 years of experience, transforming organizations. but I came across Eric Charran just to, from his book. Have you ever had a boss that, and let me tell you that book.

Eric Charran (00:26)
you

E.B. (00:32)
will resonate with you in so many ways. Eric, how you doing today?

Eric Charran (00:35)
Great E.B., how are you? It's great to be here.

E.B. (00:37)
And it's a, great to have you here. And like I said, have you ever had a boss that it really just strikes a strikes a chord on a lot of aspects. And I appreciated that. So, as we kind of get started here, I you've worked with Microsoft and capital one, 25 years in this industry, going back to this takes you back to what the.com era is that that boom.

Eric Charran (00:58)
Hey, that's

that you know your history. That's exactly right. I'm a I'm a gen Xer died in the wool. yeah, absolutely I graduated right at the dawn of the dot-com era and it lasted maybe about three four years and then all wrote it all the way to the bus and then Stayed in technology started working in Microsoft shortly thereafter

E.B. (01:03)
Yeah.

I love it. love it. Yeah, that's a I can assume there was a lot of learning and growing pains along the way. probably where some of this came out of this book for you. I'd have to imagine

Eric Charran (01:26)
Yeah, it was the first era of move fast and break things. We didn't call it that back then, but like that's really what it was. It was just this specter of bottomless pit of stock options and potential. As long as we felt good about what we were building, we knew that we were all going to achieve the results that we all wanted. And there was just a period of excess. when I was in school, if you could spell HTML, could write your own ticket.

Right. so largely that was kind of like the, the interesting thing that kind of propelled me to look at technology. What a lot of people don't know is I actually have a degree in marketing and I have an MBA, which actually helps me to this very day because, know, the folks that write the check are the folks that have those degrees and are in those in the business. And you have to be able to translate technology into business impact, business metrics and business speak.

I often tell my teams that the number one thing a technologist needs to do is to take things that are complex and make them simple so that people can decide and weigh in and explain.

E.B. (02:23)
that's a great insight into kind of where leaders need to be, kind of where they need to that thinking foundation. that's kind of where it starts, right? Being able to process good information. I know a lot of effort these days are, when we talk about GEN-AI is what is the right information to have, So you start with that data set. But there's still that human aspect of, being involved in business and like you touched on there and

Eric Charran (02:42)
Mm-hmm.

E.B. (02:48)
I always liked that phrase, haters going to hate. But as I was reading this is going through this, I was like, leader's going to lead, and and I just sense that coming out of you in terms of what you were writing is you got to counter.

Eric Charran (02:51)
Thanks.

E.B. (03:00)
the insecurity that we see in the workplace. And I think this book does just that. so one, thank you for writing that. And two, I'd love to hear more of your thoughts about how that came to develop for you. why this book?

Eric Charran (03:05)
Yeah.

Yeah, absolutely.

Yeah, why this book? Why now? Yeah, it's a great perspective, a great set of questions that I get a lot. And what's interesting is when I was shopping this book around to publishers, know, just the idea, they're like, are you saying, Eric, that there are no good bosses anywhere? And I'm like, no, no, no, that's not what I'm saying at all. In fact, I'm not saying that these are bad bosses, or I kind of grade against the perception that there are bad bosses and bad people. These are just a collection of unhelpful behaviors that

to me boil down to the wrong tools in the toolbox for leaders to utilize. And it's not largely not their fault per se, because they, like your, leaders gonna lead, kind of statement. I have a similar one, which is leaders lead how they were led. Coaches coach how they were coached. And so the perpetuation of these unhelpful behaviors as being the right tools to lead

E.B. (03:52)
Right, yeah.

Eric Charran (03:58)
perpetuated throughout, it has certainly perpetuated throughout my career. So what I realized is, as a Gen Xer, I've been around for a while, like you said, 25 or close to 30 years. And I noticed that there's a lot of early in career folks and mid-career folks that are getting the same scars that I've had, tripping over the same, stumbling blocks, tripping up the stairs, however you want to phrase it.

And I said, you know what, I know a lot. Like I know a lot about these types of behaviors. I've seen these behaviors recur in people. I've kind of been shocked, mortified, horrified, felt just raw injustice about being treated that way, being subject to those behaviors. And then I built this thick skin, this resiliency to figure out how to deal with it, to say, I don't have to get upset at this anymore. I've seen this before and I know exactly what to do.

That took years and years to assemble. My hope is that maybe it'll take someone minutes or hours or days to assemble, hopefully after reading the book. But to answer your question, like why right now, we were all sitting around once, me and my peers were talking about a specific leader or set of leaders. And we were like, can you believe they did that? And I said, yes, absolutely. And here's what they'll do next. And they were like, you're 100 % right. That absolutely happened. I said, here's what you do. And then vice versa, we were all kind of sharing.

our perspectives on this particular leader or that particular leader. And we started giving them funny little names to identify the behavior. And then somebody was like, hey, someone should write this down. I'm like, I'll write it down. And that kind of just, it just poured out after that initial me sitting down just to think about and write it.

E.B. (05:25)
what do you think's been the most memorable boss types that readers have related to,

I'd love to hear more about some of the boss types that you wrote about.

Eric Charran (05:30)
Yeah.

Yeah,

it's almost like asking me, I didn't realize this until I was asked this question, like, what's your favorite or what's the most impactful or what's the most terrible to work for? And it's asking like, how do you pick your favorite child? But I think that some of the most memorable ones and the one for me, and I think it really depends on who you are as an individual. I am a very logical, data-driven, at least I like to think of myself that way.

logical data-driven, I like to prepare. like to look at all of what the permutations of an outcome could be and how to prepare for each one and then go in polished and, be able to have a really productive session, wherever that, whether that's going into the C-suite, try to convince them to do something or to invest in something, whether it's to, kind of inspire people to, lead or to articulate needs. I really like to be polished and prepared. And so the folks that.

kind of disrupt that or eschew that or pretend like they're listening and then they show up at the meeting and they're counterproductive, those are the ones that I have the most difficulty dealing with. That's me as a person. So the raw nerve archetype is really one of the ones that I had a significant challenge growing and managing upward with. So the raw nerve for listeners are, this is a manager that has typically reached significant levels of success sometimes.

making fast and quick, instinctive decisions in the moment when it comes, we need to do X, Y, Z. We need to go left or right. Which way do we go? And the manager goes, based on my experience and my gut, we go this way. And there's definitely a place for that, especially in younger organizations where you have to move fast, you have to react to changes in the marketplace or within the organization. And still, even in established organizations, you still need to make quick decisions.

but this is the only gear that this manager has is the quick decision. So when you actually have to do something thoughtful, when you're trying to consider, I think I write in the book about an example about deciding who's going to be your cloud analytics provider for the next five years, that's not a quick decision, gut reaction kind of thing. That is a, let's get together a team, let's spend time deconstructing the features, let's meet with each of these vendors.

E.B. (07:11)
You

Eric Charran (07:33)
Let's figure out how our use cases map to what this thing needs to do. And then let's provide our findings and then let's take a stepwise progression to figure out how to onboard them into the organization slowly and carefully. So after having led teams that do that stuff, we were about to present to the C-suite in this organization and the manager that I had at the time, again, the raw nerve archetype, supposed to have been privy to in advance.

all of this information, all of the recommendations that we were about to put forth. And the hope and goal was, and the prearranged decision, the discussion was, this is really what we're going to go after, hoping to get your support in the session. This person comes in, juggling their coffee cups and setting up their laptop, they relate to the meeting. And we're in the middle of talking about why we think that this particular vendor is the right solution. And they kind of just

Interject they go. Hey, you know what? I was reading run read it last night This is really getting trashed vendor seems like a lot of people on this subreddit this subreddit really didn't like this analytical platform and they're actually switching to this other one so maybe we should think about that and I'm just standing at the front of the room I didn't do this like the home alone face, I felt like I that's that's how I felt inside like it an invalidation of all the work that we had done, but it was just such a gut reaction and that's

That's probably one of the biggest challenges that I have as a person.

E.B. (08:52)
I talk a lot about, barriers to growth on this podcast. And that just seems to be one of them is that when you're led by your emotions more than, analytical critical thought, having a growth mindset, being open to different ideas. one of the things that I remember you put in the book was their emotions are not.

your emotions. And there's so much cognitive science behind that. And I love that. So it was one thing to include all these archetypes But it was another thing to add in these elements of here's how you build resilience.

against that.

Eric Charran (09:21)
Yeah.

Yeah, resilience is an interesting word for me. based on my experience coming up as a young GenXer going into the workplace, like, and I think we've all probably had situations like this. Like I've actually been not as shouting match at the wrong word. I've been shouted at a bunch. And you feel like in that, in that instance by your manager, just, just reacting, Vesuvius just exploding. You're like, my.

E.B. (09:38)
Hear,

Eric Charran (09:45)
my God, I must have really messed up. I must have really stepped in it. And then sometimes I did, don't get me wrong. I've done shout worthy things. But in those instances, there really wasn't a component of, here's how I deal with this. Here's how I emotionally process this. It's not about me. This is about this person. It's about how they're reacting to a situation when they should be coaching me. None of those thoughts happened. So back in those days, it was...

All right, this is how things get done. I'm just gonna have to deal with it and come back stronger and build that scar tissue and that thick skin. And the next time somebody yells at me, I won't feel like my hair is on fire so much or my clothes are on fire. So I'm painting that. So that to me is resiliency, which is you live through the trauma and now you're stronger for it, which to me is great. And I think it's important, but it's not necessarily the healthiest way to go about building that.

that level of coping and thriving. To me, I think as I look back, and this was before terms like psychological safety and bringing your whole self to work and belongingness, like those things didn't exist. Like, so what's your manager yelled at you? Your manager is going to yell. That's what's going to happen. So now what we realize and what I've learned at being a leader and being led that way is that we need to process the emotion. You need to get over, process the injustice, process the fact that it feels like

E.B. (10:44)
Yep.

Eric Charran (11:00)
they don't like you, that they're out to get you. But it's really, in most cases, it's not about you. It's about them just utilizing the wrong tools. that is another thing that one of my managers used to say, he used to say, say Q-tip, which I'm sure everyone's heard of, which is quit taking it personal. And that's the hardest thing to do because it feels awfully personal when they're calling you out, when they're yelling at you, when they're like, I can't believe you did that. But again,

E.B. (11:18)
Mm-hmm.

Eric Charran (11:27)
They're using the wrong tool to coach, to mentor, to guide, to lead, and to deliver results, get you to deliver results. And what you really need to do is to take a step back and say, let me put myself in their shoes. Like, I'm sure that they don't really want to be screaming at me. I'm really sure that they don't want to sabotage my meeting if they could, if they had a choice, if there was another way, I'm sure they would do that. But in many instances, they, don't have the other way. They're not self-aware enough to understand the impact and they don't have any real tools to get through it.

So that's kind of the way I look at resiliency. Resiliency is all about like, do you separate yourself? Your emotion, their emotions are not your emotions. And then how do you actually start to deconstruct why they're doing these things? And then what can you do to empower yourself to actually deal with it?

E.B. (12:09)
Yeah, and it's always a better approach than probably some of my own experience of responding to some of those emotionally charged leaders. I would say asking them if their mother hugged them enough as a kid in response to them yelling is not the best way to go. Just based on my experience.

Eric Charran (12:24)
Typically, statistically, I would say that's probably not the best way to go. You might

surprise a few people, you might shake them out of the stupor of rage, but I don't think that that's a good way to go. You're right.

E.B. (12:35)
I'm 0 for 2 on using that one myself. Has there been any favorite stories out of the book from readers that have reached out to you about, man, this one got me.

Eric Charran (12:46)
Yeah, it's tough because, yeah, again, it's like choosing your favorite kid or your favorite flavor ice cream or something like that. But I think the one that's pretty memorable is the attack sub manager. So this this one is kind of like the way I describe it is you're at an airport, you're it's off hours, you're out to dinner and your phone just starts blowing up. Slack blowing up teams, whatever text messages are coming in. We've got this meeting tomorrow. It's a it's a sea level exec meeting.

need you to prepare some slides in this project you've been working on. They really want to hear the impact. They want us to understand the budget allocations, whatever it might be. Need you to produce maybe like 10 or 15 slides by 3 PM tomorrow. And you've disrupted your entire evening's been disrupted. You were going to watch movies on a flight. Now you can't. And you're just like, OK, I have all these questions. Who's going to be there? What kind of details do we need to hear about?

How much of the budget should I put in? Should I put in a spreadsheet level detail or is it just high level metrics? What do we need to think about in terms of outcomes? Do they want a complete program review? Do they just want milestones? So all of these things that you are next level, like how do I actually do this task with quality so I can be successful, dead air. They've submerged back beneath the waves. the 3, 2 PM comes, 2.30 PM comes the next day.

You're maybe standing outside of the C-suite offices. The attack sub-manager erupts again, comes from beneath the waves, fires off a bunch of missiles. This spreadsheet that you sent me, not anywhere, or this presentation you sent me, not anywhere near what I was thinking about. You you missed this. You didn't have enough detail here. This is too high level. They're going to pressure us on this. Let's just go in. Let's make the best of it.

And you were left there standing in the hallway thinking, if only you had answered my questions, I could have targeted. I wouldn't have had to guess. And we would have been so much better prepared. So the attack sub manager, like a submarine, runs silent and deep. Slacks, team messages, emails, text messages bounce off them until they raise, just erupt, and then go back underneath the water again.

E.B. (14:42)
there's so much rewarding factors when you share information, right? It's, I mean, you talk, I mean, you talked about psychological safety and like some of that cognitive science, that behavioral science. I mean, that, I think that's why I appreciate that stuff, becoming more and more popular. I'm a big fan of like the neuro leadership Institute and like they

They're pushing that, left and right. And, but to really like, I've always wondered like, why is there such a lack of understanding that information sharing is beneficial for everybody? And it, I don't know, just helps the organization. and that's the kind of stuff that when I read about that in your book, I'm like, okay, that's a great point. that's a great takeaway.

Eric Charran (15:08)
Thank

E.B. (15:20)
Is that the takeaway or is there something else like on top of that you feel like you want readers to connect with from the book?

Eric Charran (15:25)
Yeah.

What I hope that readers connect with is understanding that there's this natural reverence that you have for a leader, whether it's your skip level manager or your immediate manager. And the reverence is kind of warranted because these are people that approve themselves.

at least in theory, worthy enough to attain the position of leadership, whether it's been delivering results, whether it's being in the right place at the right time, whether it's seizing opportunities, or usually it's a combination of all those three of those things. They're there, and they kind of hold your economic and your career trajectory in their hands. And so the perception is that, I got to do whatever I can to prove to this leader that I'm worth it, that I can...

that I'm ready for the next thing, that I've actually delivered results, that I deserve that exceed rating during calibration at the end of the year, if your organization stack ranks. And that to me also means that the underlying implicit assumption is that I have to deal with these unhelpful behaviors. But not only that, but these behaviors thrive in silence when you believe that you have no other recourse but to take it.

When you believe, you start to believe that, this is what it takes to be a leader. So when I'm in a leadership position, I'm going to do exactly what they did because they're there and I want to be there. So whatever they're doing must be right. Right. And so that's the other thing that I want readers to take away that that's not the case. Many of these leaders are also just on their own growth journey. They're trying to figure it out. The, the number one thing a first time leader does when they step into a new position is like, gosh, what would my last manager have done?

What would they do in these circumstances? And that's what they do. Leaders lead how they were led. And if you were led by a fantastic leader, you know exactly what to do. If you were led by a not so great leader with all of these unhelpful behaviors, you believe that those unhelpful behaviors are what's required to get the results.

E.B. (16:57)
Ha ha ha.

Yeah.

That is very interesting to me. You could almost equate that to marriage, You get into a marriage, you're just, gonna participate in the marriage the way you saw your parents participate in the marriage or whoever was close to you that was kind of modeling what marriage is.

Eric Charran (17:19)
Yeah.

E.B. (17:31)
When you're talking about being holistic in the book as well, I kind of processed that in terms of it's okay to pay attention and let people tell me who they are and not project onto them who I want them to be as a leader. But let me just pay attention. Let me collect the information. you're in the data field,

you get a lot of that information, like that tells you what that is. People are doing that as well, if you're willing to receive that data. I felt like that was like one of the takeaways for me

Eric Charran (17:59)
Exactly.

E.B. (18:02)
if you're the junior person in this scenario, how far do you allow someone to get away with that certain type of behavior?

Eric Charran (18:10)
I think it's stages. So if you're a junior person or an early in career person or maybe somebody that's just getting to know a new manager or a new leader, it occurs in stages. the first stage is, holy cow, I can't believe they just did that, said that, or did this thing to me.

Right. And it's, me. The second stage and what I hope people kind of will get take away from this book is it's not necessarily about you. I don't want to preclude the fact that there are real toxic managers that have hate ons for people. And absolutely that happens. But in the majority of circumstances when leaders are leading with the wrong tools, they manifest themselves as these recurring unhelpful behaviors. And the hope is you would like, I read about this or I've dealt with this before. Now that I recognize it, what

am I empowered to do about it? Do I just take it and just say, just got to endure? If I want to get a good performance rating, if I want to take the next step, I just got to deal with this. What I hope people take away from this book is you absolutely don't have to just deal with it. You can actually be constructively critical of your manager, if you believe it or not, if you approach it in the right way. You can actually lead your manager, grow your manager as a partner.

to achieve team results and organizational results together if you approach it the right way. And the right ways, or what I consider the right ways, are utilizing it with empathy first. Empathizing with your manager, which is probably the most difficult thing to do. If somebody is hurting you, it's so difficult to be like, well, why are they doing that? What must they be feeling? But it takes incredible self-awareness and discipline in order to get there. But you can get there. The next thing to do is say,

Gosh, these leaders are under impressive and incredible strain. They have to deliver results. They have to get great pulse survey scores for me to make, to prove that they're a great manager. They're being asked to do more things with less resources. They have to do vacation requests, deal with performance issues and all these other things. Now I understand why they are reacting the way that they're reacting, why they can never seem to remember anything, why they're scheduling emergency meetings at 730 in the morning. I can see why they're doing it, but

That's not to say now I'm just going to deal with it better because I understand. The next step, the final step is how do I actually help the manager? How can I be of service to this leader so that they don't have to? In order to get there though, you have to get them in a position where they're ready to change their minds. What I've learned in my career is that people don't make logical choices. People make emotional ones and then they seek reasons to back it up. Which means if you come to them with data,

And I did this early in my career, EB. Like I would just, in a meeting, I would just start shouting, like, not shouting, but like, no, no, no, you're wrong. You're going to walk off a cliff. I've been there before. I've seen other people do it. You're heading right to this cliff. You're going to step off. And they're like, all right, thanks very much. We'll see you later. And my manager at the time said, hey, Eric, you need to sit, sit on your hands. And I literally, EB, in this meeting, like I would sit on my hands. And instead of just blurting out the right answers, I began asking questions like,

E.B. (20:39)
Okay.

Eric Charran (21:03)
Well, if I was behind your desk, I'd be worried about these things. And that really helped because it got them to a point where they understood that I understood their feelings about the particular decision or the topic. And only then were they willing to listen to me position the right answer, utilizing questions like, what if we did this? Do you think this might work? What would happen if this happened? And that's really what I, that's the, those are the stages I think about like when,

As a junior person, how do you deal with it? That's what I want people to take away from the book.

E.B. (21:31)
and that's such a great

approach to have to I'm a big fan of servant leadership team mentality. And having empathy is a big part of that. And in your empathy being a great value to the tools in the tool belt, I would say, when one of us succeeds, we all succeed. Is there a line with that, though? Is there a do not cross this aspect with going too far of, is there too much empathy?

And I okay.

Eric Charran (21:56)
Yes. Yeah,

I learned this. I have three kids and one of them is is kind of like I am. It's more logical, less like they have to practice cognitive empathy because they're not a very deep, deep feeling person. And then my youngest is super empathetic. She can see somebody that she doesn't even know. It's like, it must be so difficult to be going through what they're going through. And I'm like,

So there is a time in which you can over empathize and I think too much of anything is a bad thing. I think the line is know your worth, know what you're worth. So as much as you might get insight and coping strategies and thriving strategies from this work that I produced as well as others that are out there that are excellent, you have to figure out, am I throwing good energy after bad? What is my tipping point? I've tried all of these strategies. I've tried all of these methodologies.

This person, I just can't get them there. But you have to say, instead of going back to suffering in silence or just keep trying and all of the negative spiral, the jaded spirals that kind of ensue from that type of thinking, you have to say, listen, I'm worth more than this. And I'm not interested in porting more energy into this, trying to turn this aircraft carrier around. And I'm gonna go somewhere else where I'm valued.

I'm gonna go work for a leader that actually values me and knows how to lead.

E.B. (23:11)
there's a saying in the scriptures in the Bible, it's don't throw pearls to pigs,

Eric Charran (23:17)
I vaguely remember that I was raised super religious, so I remember that.

The way I operationalize that professionally is the idea is, and I got this from some time that I had to spend in a leadership program. had opportunity to spend time with Satya Nadella when I was at Microsoft. And he said, people don't quit teams, they don't quit organizations, they quit managers. And they should, they should quit managers.

E.B. (23:38)
Yeah. Yeah.

Eric Charran (23:40)
If there's a situation in which you're just throwing good energy after bad, you've been professional, you've been respectful, you've tried to be the tide that lifts all boats, and it's just not working, know your worth, and find an opportunity that's worthy of your talent and skill.

E.B. (23:56)
Yeah, man, Eric, that's such great insight. And I really want people to, to, get this book, to read this book. I mean, that's, that's culture shifting, material that, they can take with them. and I liked that you say, just want people to go through what I went through a lot faster, learn what you learn a lot faster. Yeah. A lot less pain. And, so I appreciate that. So how, how would.

Eric Charran (24:11)
A lot less pain. How about that too? Yeah.

E.B. (24:17)
viewers, listeners connect with you, find the book and I'll put links and stuff in the notes, but what's the best way that you want people to connect with you?

Eric Charran (24:23)
Yeah, great. Great question.

Books will be available, I think, beginning part of next week, so March 13th. It'll be available. It's available for pre-order on Amazon right now. Just search for have you ever had a boss that? That should pop right up. You can connect with me on LinkedIn. You search for my name, Eric Charran The Instagram account that I have is authorericcharran, all one word. Same on TikTok for as long as that's gonna be around. Who knows? But I'm there as long as that platform's up and running.

E.B. (24:49)
There you go. I love it. Any any final thoughts before we say goodbye for today?

Eric Charran (24:54)
I think the biggest thing that I often tell my kids are that the closest thing that human beings have to magic is confidence. But confidence is like ephemeral, like how do you get it? And do you just assume that you have it? But I'm hopeful that readers will have the confidence from this book to realize that they're not powerless. These behaviors persist in silence. These behaviors persist when you realize, when you think that you don't have any way to deal with them.

And that's not true. You do have the ways to deal with them. My hope is that you can use some of the suggestions in this book to kind of take control.

E.B. (25:25)
That's a good word, Eric. I appreciate it. And thanks for stopping by and joining us today on the show. And please get the book, please reach out with Eric, connect with him on LinkedIn. And man, I look forward to seeing all the good things that are happening in the future.

Eric Charran (25:38)
Thanks for having me on, EB, this has been great.

E.B. (25:39)
Thank you.

E.B. (25:40)
All right, my friends, that was Eric Charran author of have you ever had a boss that and let me tell you, you were going to connect with this book in so many ways and it's going to be great. And it is going to be one of those tools for your tool belt that will help you develop as a leader that will help build resilience. And he does use the terms building resilience in the book.

And it's great and a great use of it. So connect with him, follow up with him as well. We're gonna keep fighting, keep pushing for resilience here. And until next time, EB out here.

​Back in 1998, I remember being asked to join an airline loyalty program for the first time. At the time, it felt like a great opportunity—who wouldn’t want to earn free flights just for traveling? It was simple: fly more, earn points, and redeem them for future flights. What I didn’t realize back then was how much data these programs were collecting. It wasn’t just about my flights—it was about where I flew, how often I flew, and even small choices like whether I upgraded my seat or requested an extra meal. It was the beginning of something bigger.

Fast forward to today’s world of generative AI, and the scope of loyalty programs has exploded. With AI’s ability to analyze vast amounts of data in real-time, these programs aren’t just about earning points anymore. Imagine an AI that could predict when you’re likely to fly based on your past behavior, then offer you personalized incentives at exactly the right moment—maybe a seat upgrade on a day you’re flying for business, or extra rewards when you’re booking a last-minute family vacation. It could even adjust its offers based on patterns it detects in your lifestyle, like how you prefer to board early or always choose window seats.

The simplicity of loyalty programs in 1998 was just the tip of the iceberg. Today, with the power of AI, airlines and other industries can anticipate your needs before you even realize them, creating a completely personalized experience. What started as a flyer miles card is now an intelligent system, predicting and adapting to each of us in ways we never imagined back in the late '90s.
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As businesses continue to evolve, understanding consumer behavior has never been more crucial. From hotels and airlines to retail and e-commerce, every industry relies on insights into customer preferences and actions to improve service, optimize operations, and ultimately increase revenue. With the rise of generative AI, organizations can now track, analyze, and even predict consumer behavior with unprecedented precision. This article explores how generative AI is transforming the way industries understand and respond to their customers.
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Transformational leadership is a management style that focuses on inspiring and motivating followers to exceed their own interests for the sake of the group or organization. It is characterized by the leader's ability to bring about significant change by transforming followers' attitudes, beliefs, and values, rather than merely enacting transactions or exchanges. This essay delves into the core principles of transformational leadership, its effectiveness, practical applications, challenges, and compares it with other leadership styles.

​As we delve into a selection of insightful reads that confront the multifaceted nature of depression and anxiety, we embark on a literary journey that holds the potential for profound healing and understanding and resilience for the mind, body, and soul.

Firstly, "Retrain Your Brain: Cognitive Behavioral Therapy in 7 Weeks" by Seth J. Gillihan, Ph.D., serves as an accessible guide to self-help, providing readers with structured exercises based on cognitive-behavioral therapy (CBT). Gillihan's workbook is designed to equip individuals with practical tools to manage symptoms of depression and anxiety within a focused timeframe.

Hilary Jacobs Hendel takes us through an innovative approach in "It's Not Always Depression." Hendel emphasizes the importance of tuning into our body's wisdom and identifying core emotions. The book introduces the "Change Triangle," a tool to help readers reconnect with their true selves and foster emotional health.

Terrence Real's "I Don't Want to Talk About It" delves into the silent epidemic of male depression. Real illuminates the societal pressures on men to conceal their vulnerabilities and offers a path to address and overcome this hidden suffering.

"Feeling Great: The Revolutionary New Treatment for Depression and Anxiety" by David D. Burns presents a fresh perspective on treating these common disorders. Burns challenges conventional wisdom and introduces techniques that promise quicker recovery than traditional methods.

In "Essential Art Therapy Exercises," Leah Guzman, MA, combines her expertise in art therapy with practical exercises aimed at managing anxiety, depression, and PTSD. Guzman’s book is an invitation to explore creativity as a healing force.

Alex Korb, Ph.D., in "The Upward Spiral," brings a neuroscience perspective to combat depression. Korb outlines small, science-backed changes that can create an upward spiral towards better mental health.

David Martyn Lloyd-Jones's "Spiritual Depression: Its Causes and Its Cure" approaches depression through a spiritual lens, offering theological insights and remedies for those facing spiritual turmoil alongside their mental health struggles.

Drew Ramsey, M.D., in "Eat to Beat Depression and Anxiety," explores the gut-brain connection and proposes a dietary approach to improve mental health. Ramsey provides a six-week plan to harness the power of nutrition for the brain.

"The Noonday Demon: An Atlas Of Depression" by Andrew Solomon is a comprehensive and deeply personal exploration of depression. Solomon's work, part memoir, part research, offers a rich tapestry of the cultural, personal, and scientific dimensions of the condition.

Lastly, "The Mindful Way through Depression" by Mark Williams et al. combines mindfulness meditation with cognitive therapy to provide a path through chronic unhappiness. This book presents a contemplative approach that has been scientifically validated to alleviate depression.

Each of these titles offers a unique entry point into understanding and treating depression and anxiety. From the scientific to the spiritual, from the artistic to the dietary, these authors provide a spectrum of strategies to empower readers on their journey towards wellness. Whether you're seeking to understand your own mind or support a loved one, this collection is a valuable resource in navigating the complex landscape of mental health.

The field of mental health, especially concerning the treatment of depression, is advancing rapidly, with new research offering promising avenues for therapy and understanding.

Recent studies have focused on a variety of treatments ranging from digital interventions to novel pharmaceuticals. For example, a self-help mobile messaging psychosocial intervention showed effectiveness in improving depression recovery among older adults in socioeconomically deprived areas of Brazil. This suggests that digital interventions could play a significant role in mental health support, particularly in resource-limited settings.

Investigations into the efficacy of zuranolone, a neuroactive steroid, have shown it to be a promising treatment for major depressive disorder (MDD), demonstrating significant improvements in depressive symptoms with higher response and remission rates. However, its use has also been associated with an increased incidence of adverse reactions, which emphasizes the need for careful consideration of its safety implications in clinical applications.

A study examining the effects of ketamine, traditionally known for its use as an anesthetic, found that it is effective in treating severe, treatment-resistant depression with sustained improvement in symptoms. It compared favorably to electroconvulsive therapy (ECT), which has been the gold standard for over 80 years. Notably, ketamine did not have the major side effects such as memory loss that are associated with ECT, making it a strong alternative for patients with severe depression.

Furthermore, a comprehensive overview of rapid and novel treatments in psychiatry includes not just pharmacological advances but also neuromodulation techniques such as transcranial magnetic stimulation (TMS) and invasive surgical therapies like deep brain stimulation (DBS). The field is embracing the use of psychedelic agents and exploring the potential of repurposed drugs, pharmacogenomics, and computational methods in developing new treatments. The articles suggest that sustaining the benefits of rapid treatments, ethical considerations, and equitable access to advanced therapies are crucial factors in moving the field forward.

Overall, the ongoing research in depression treatment is dynamic and reflects an integration of diverse therapeutic approaches, from medication to technology-based interventions. The information indicates that there is a concerted effort in the psychiatric community to evolve treatment paradigms to be more effective, less invasive, and more accessible.

But, at the center of our loneliness is our innate desire to connect. We have evolved to participate in community, to forge lasting bonds with others, to help one another, and to share life experiences. We are, simply, better together.

The lessons in Together have immediate relevance and application. These four key strategies will help us not only to weather this crisis, but also to heal our social world far into the future.
1.     Spend time each day with those you love. Devote at least 15 minutes each day to connecting with those you most care about.
2.     Focus on each other. Forget about multitasking and give the other person the gift of your full attention, making eye contact, if possible, and genuinely listening.
3.     Embrace solitude. The first step toward building stronger connections with others is to build a stronger connection with oneself. Meditation, prayer, art, music, and time spent outdoors can all be sources of solitary comfort and joy.
4.     Help and be helped. Service is a form of human connection that reminds us of our value and purpose in life. Checking on a neighbor, seeking advice, even just offering a smile to a stranger six feet away, all can make us stronger.
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During Murthy’s research for Together, he found that there were few issues that elicited as much enthusiastic interest from both very conservative and very liberal members of Congress, from young and old people, or from urban and rural residents alike. Loneliness was something so many people have known themselves or have seen in the people around them. In the book, Murthy also shares his own deeply personal experiences with the subject—from struggling with loneliness in school, to the devastating loss of his uncle who succumbed to his own loneliness, as well as the important example of community and connection that his parents modeled. Simply, it’s a universal condition that affects all of us directly or through the people we love—now more than ever.

More Than a Game: A Cultural Spectacle

The Super Bowl rapidly evolved beyond being just a sports event. It's a cultural spectacle featuring high-profile commercials, a tradition that began gaining prominence in the 1970s and 80s. These ads are now as anticipated as the game itself, with companies often premiering innovative, humorous, and sometimes heartwarming advertisements.

The Halftime Show is another pivotal aspect of Super Bowl Sunday, having hosted some of the biggest names in the music industry. From Michael Jackson's performance in 1993, which revolutionized the concept of halftime entertainment, to more recent extravagant performances by artists like Beyoncé and Shakira, the halftime show has become a mini-concert, drawing in viewers who might not otherwise be interested in football.
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Resilience Through Controversy and Challenge
The Super Bowl's legacy is not without its challenges. The NFL has faced criticism and controversy, from concerns about player safety and concussions to issues of social justice and racial inequality, highlighted by movements like Colin Kaepernick's kneeling during the national anthem. Yet, despite these challenges, the Super Bowl has shown remarkable resilience, adapting and evolving while continuing to captivate a global audience. 

We bought this not knowing what a true gem this product turned out to be. My son's ability to read at 3 was aided by the LeapReader. 

Reading contributes to the development of resilience in kids through various mechanisms. Firstly, exposure to diverse stories allows children to witness characters facing challenges and overcoming adversity. This vicarious experience helps build emotional resilience by showing them that setbacks are a natural part of life, and there are ways to overcome them.
 
Reading fosters critical thinking and problem-solving skills. As children engage with the complexities of different plots and characters, they learn to analyze situations, make decisions, and find solutions. These cognitive skills are vital components of resilience, enabling children to approach difficulties with a proactive and adaptive mindset. The imaginative nature of reading encourages creativity. Children often relate to characters, empathizing with their struggles and triumphs. This emotional connection enhances their ability to express and understand their own emotions, a key aspect of resilience.
 
Reading provides a sense of escapism, allowing children to temporarily step into different worlds and explore alternate realities. This escapism can offer a break from real-life challenges, reducing stress and providing a mental space for emotional recovery. Learning to read and continuous reading supports the development of resilience in children by exposing them to diverse experiences, enhancing cognitive skills, fostering creativity, and offering a healthy means of coping with life's challenges.

​The LeapReader is an educational tool designed by LeapFrog for children, offering interactive books and activities to enhance reading and writing skills. It combines technology with traditional learning methods, providing a multisensory experience for young learners. The LeapReader can help children develop phonics, vocabulary, and handwriting skills in a playful and engaging way.
 
Reading is beneficial for children in various ways, contributing significantly to their development of resilience. Firstly, exposure to diverse stories and characters in books allows children to navigate different perspectives, experiences, and challenges. This exposure fosters empathy and a broader understanding of the world, helping them build resilience by adapting to various situations. Moreover, reading provides a safe space for children to encounter and overcome fictional obstacles. Characters in stories often face adversity, and as children empathize with them, they learn to cope with difficulties and setbacks vicariously. This process helps in developing emotional resilience, teaching children that challenges are a natural part of life and can be overcome.
 
Additionally, reading enhances cognitive skills such as problem-solving, critical thinking, and creativity. These skills are essential components of resilience, as they empower children to approach problems with a positive mindset, finding innovative solutions and learning from setbacks. In essence, reading serves as a powerful tool for nurturing resilience in children, offering them insights, skills, and emotional intelligence to face life’s challenges with strength and adaptability.
 
A variety of stories is crucial for several reasons. Firstly, diverse stories expose children to different cultures, perspectives, and experiences, fostering empathy and understanding. This helps break down stereotypes and encourages an appreciation for diversity, contributing to the development of well-rounded individuals. Furthermore, a variety of stories ensures that children encounter a range of characters facing diverse challenges. This exposure helps them build resilience by learning to navigate various situations, adapt to change, and develop problem-solving skills. Different genres and themes also allow children to explore their interests, fostering a love for learning. Moreover, exposure to various narrative styles and genres enhances language development. It broadens vocabulary, improves comprehension skills, and encourages critical thinking. This linguistic diversity is beneficial not only for academic success but also for effective communication and expression in various real-life scenarios.
 
In summary, a variety of stories is essential for shaping well-rounded individuals, fostering empathy, promoting resilience, and enriching language skills. It broadens horizons, sparks curiosity, and equips children with the tools they need to face the complexities of the world with openness and adaptability.
 

​AI often relies on diverse datasets to make informed decisions. Leaders can emulate this approach by cultivating a broad understanding of various disciplines, perspectives, and experiences. By incorporating a diverse range of inputs into their decision-making processes, leaders can enhance their resilience by drawing upon a wealth of insights. This interdisciplinary approach mirrors the diverse data points that AI systems utilize to optimize performance. Leaders who actively seek diverse perspectives create a resilient foundation that enables them to navigate complex situations with a well-rounded and informed outlook.

​Moreover, AI's capacity to process vast amounts of information swiftly can inspire leaders to cultivate efficient decision-making skills. In a fast-paced world, timely and informed decisions are crucial for resilience. Leaders who study AI can adopt streamlined decision-making processes, leveraging technology and data analytics to make well-informed choices efficiently. This efficiency not only enhances resilience in leadership but also empowers leaders to navigate challenges with agility and precision.

​Ethical considerations in AI development provide another avenue for leaders to bolster their resilience. As leaders grapple with complex moral and ethical dilemmas, studying AI can shed light on the importance of principled decision-making. By aligning their actions with ethical frameworks, leaders can build resilience grounded in integrity and moral clarity. The responsible development and deployment of AI underscore the significance of ethical considerations, serving as a guide for leaders seeking to navigate challenges while upholding values.

You did it. You took the plunge. You took to the leap. You stepped out of your comfort zone. You've embraced growth. You're expanding your horizons. Or you are in a  position resulting from uncontrollable circumstances? Shall I go on? Nah! But I will say this...

Leading with resilience in a new job involves demonstrating the ability to adapt positively to challenges, setbacks, and uncertainties. It requires maintaining composure, problem-solving effectively, and bouncing back from setbacks. Resilient leaders in a new role foster a positive work environment, inspire their team through uncertainties, and continuously learn and grow from experiences. They balance goal-oriented leadership with flexibility, encouraging innovation, and maintaining a focus on long-term objectives despite obstacles.

Upon entering a new position, dedicate time to conducting a comprehensive analysis of the organization's structure, delving into its intricate culture and values. Forge connections with key stakeholders, cultivating relationships that will be pivotal to your success. Extend your awareness beyond the organizational boundaries by gaining insights into prevalent industry trends and understanding the competitive landscape. Simultaneously, scrutinize existing processes and procedures within the organization to unravel the intricacies of its operational framework. This detailed exploration will equip you with a holistic understanding of the landscape, laying a solid foundation for informed decision-making and strategic planning in your new role.

As you step into a new role, engage in a thorough exploration of the organization's landscape by conducting a SWOT analysis. Delve into the internal Strengths and Weaknesses, evaluating the organization's unique capabilities and areas that may need improvement. Simultaneously, assess external Opportunities and Threats, considering industry trends and potential challenges. This SWOT analysis will provide a comprehensive overview, allowing you to leverage strengths, address weaknesses, capitalize on opportunities, and proactively mitigate threats. Integrating this strategic assessment into your approach will enhance your ability to navigate the complexities of the new environment effectively.

In the initial 90 days of assuming a new role, it's pivotal to prioritize interactions and activities that establish a strong foundation. Begin by meeting individually with team members, understanding their roles, strengths, and concerns while fostering open communication. Identify and engage with key stakeholders, both within and outside the organization, to build collaborative relationships and comprehend their expectations.
Establish rapport with immediate supervisors and peers, seeking guidance on organizational culture and discussing team dynamics. If applicable, connect with customers or clients to gain insights into their needs and expectations, enhancing your understanding of the customer experience.
Immerse yourself in organizational documents such as strategic plans and annual reports to grasp the organization's goals and values. Review ongoing projects to identify areas where you can contribute and add value.
Set short-term goals aligned with the organization's objectives and prioritize tasks based on urgency and importance. Participate in any orientation or training programs offered by the organization to familiarize yourself with its culture, processes, and systems.
Lastly, actively seek feedback from colleagues and supervisors to enhance your performance and integrate seamlessly into the team. By focusing on these interactions and actions, you lay the groundwork for a successful and productive tenure in your new role.

When immersing yourself in the facets of building relationships and fostering effective communication within your team, consider the nuanced intricacies of these vital aspects. Initiate personalized one-on-one meetings with each team member, providing a dedicated platform not only for comprehending the intricacies of their roles but also for forging meaningful personal connections. The establishment of open lines of communication is pivotal in this endeavor; create clear channels that not only facilitate the flow of feedback but also encourage ongoing dialogue. Cultivate an environment where ideas can seamlessly traverse the organizational landscape, promoting a culture of collaborative exchange.

As a leader, articulate your vision for the team with a clarity that extends beyond a mere conveyance of goals and expectations. Provide a comprehensive narrative that aligns everyone with a shared purpose, instilling a profound sense of direction and unity within the team. Moving beyond the periphery of communication, actively engage in the cultivation of a positive and collaborative work environment. Foster teamwork by encouraging collective problem-solving, celebrating achievements, and addressing challenges in a unified manner. By doing so, you contribute to the creation of a workplace culture that not only inspires productivity but also nurtures mutual support and camaraderie.

Furthermore, it is essential to be attuned to the diverse communication styles prevalent within the team. Adapt your communication approach to accommodate various preferences, ensuring that the exchange of ideas is not only seamless but also inclusive. Regularly check in with team members to gauge their satisfaction levels, demonstrating a commitment to their well-being and professional growth. This proactive communication approach serves to strengthen interpersonal connections and contributes significantly to the establishment of a harmonious and efficient work environment.

Achieving organizational success often hinges on finding the delicate balance between goals and processes. Goals provide the destination, the vision that propels a team or an organization forward. They are the markers of success, guiding efforts toward a common purpose. On the other hand, processes represent the systematic steps and methodologies employed to reach those goals. Striking the right equilibrium between these two elements is crucial for sustained growth and effectiveness.
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Goals serve as the North Star, providing direction and motivation. They give meaning to tasks and instill a sense of purpose among team members. However, the pursuit of goals should be complemented by well-defined processes. Processes act as the navigational route, ensuring that the journey towards the goal is efficient, organized, and sustainable. Without a solid process foundation, the path to achieving goals can be fraught with inefficiencies, redundancies, and misdirection.

Balancing goals and processes requires careful consideration. Overemphasizing goals without due attention to processes may lead to a lack of structure, causing confusion and hindering progress. Conversely, excessive focus on processes, without an eye on the overarching goals, may result in a rigid and bureaucratic environment that stifles innovation and adaptability.

A successful approach involves aligning processes with the strategic goals of the organization. Processes should be designed to facilitate the achievement of specific objectives, ensuring that they are not only effective but also adaptable to changing circumstances. Regular evaluations and adjustments are essential to maintaining this equilibrium. As goals evolve, processes may need refinement to accommodate new challenges and opportunities.
Leaders play a pivotal role in navigating this delicate balance. They must communicate a compelling vision of the future while establishing and refining processes that support the realization of that vision. Empowering teams with the autonomy to innovate within the framework of established processes fosters a culture of continuous improvement.

In essence, the synergy between goals and processes forms the bedrock of organizational excellence. It's a dynamic relationship that requires ongoing attention, adaptation, and collaboration. When successfully harmonized, it propels an organization toward its objectives with efficiency, resilience, and a shared sense of purpose. Throughout this conversation, I highlighted that the process of taking on a new job involves not only the new employee but also all stakeholders embracing change. The significance of building relationships with key individuals, understanding organizational dynamics, and fostering open communication underscores the collective effort required for successful transitions. The guidance provided encourages a holistic view where adaptability and resilience are crucial not only for the individual taking on the new role but also for the entire team and organization undergoing a period of change.

Hope this helps provide guidance needed for your success in a new job or a new role! 

​Highlighting vision, mission, and purpose above all other aspects of an organization is essential for shaping its identity, direction, and impact. A well-defined vision acts as a strategic compass, guiding decisions and ensuring alignment with long-term goals. It not only provides a clear and ambitious destination but also inspires and motivates stakeholders, fostering unity and alignment among employees. Complementing the vision, mission statements serve as rallying points, creating a shared understanding of the organization's purpose and direction. This shared mission promotes a collective sense of identity and commitment among the workforce. Furthermore, the emotional connection that employees feel to the organization's purpose transcends job roles, fostering a positive corporate culture that emphasizes the significance of individual contributions in the broader context of societal impact. This connection, in turn, enhances employee engagement, satisfaction, and loyalty. Compelling visions, missions, and purposes also play a pivotal role in attracting like-minded talent, drawing individuals who seek opportunities to contribute to something meaningful. Additionally, clear communication of these elements builds trust among stakeholders, including customers, investors, and partners, as they are more likely to engage and collaborate when understanding the organization's goals and values. In the face of a dynamic business environment, a strong vision, mission, and purpose provide a stable foundation amid change, helping the organization navigate challenges, adapt to evolving circumstances, and maintain a sense of identity and purpose. Ultimately, by prioritizing vision, mission, and purpose, an organization establishes the framework for sustainable success, fostering a culture of innovation, unity, and positive impact, serving as an enduring guide through challenges and triumphs.


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​At the helm stands the corporate vision, a lofty aspiration that casts a gaze into the future. This visionary outlook serves as the lighthouse guiding the organization through the vast seas of business endeavors. It transcends the mundane, elevating the company's purpose beyond mere operational tasks to embrace a profound sense of purpose. This vision paints a vivid picture of what the organization envisions achieving over the long term, setting the stage for ambitious pursuits that extend beyond immediate objectives.

This aspirational beacon not only guides strategic decisions but also serves as a catalyst for innovation. By challenging the status quo and fostering a culture of creativity, the vision becomes a driving force propelling the company forward on a trajectory of growth and distinction. It encourages a forward-thinking mindset, pushing boundaries and inspiring teams to explore new possibilities. In doing so, the organization not only adapts to change but actively shapes its future, distinguishing itself in a competitive landscape.

Moreover, the corporate vision is a rallying point for all stakeholders, creating a shared narrative that unites employees, customers, and investors. It instills a collective sense of purpose, fostering a deep connection that goes beyond transactional relationships. This shared vision becomes a source of inspiration and pride, driving teams to collaborate harmoniously toward a common goal.

In essence, the corporate vision is not just a distant goal; it is a dynamic force that infuses vitality into the organizational bloodstream. It prompts continuous evolution, encourages bold endeavors, and instills a collective commitment to realizing a future that aligns with the company's highest aspirations. As the guiding force behind strategic decisions, the spark that ignites innovation, and a unifying narrative, the corporate vision stands as the foundational pillar that propels the organization toward lasting success, significance, and a positive impact on the world it serves.


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​Complementing the visionary stance is the mission – the missing link that outlines how the company aims to realize its aspirations. This strategic roadmap is the bridge that connects the grandeur of the vision with the day-to-day operations of the organization. Serving as a tactical guide, the mission dives into the intricacies of achieving the lofty goals set by the vision.

The mission statement becomes a detailed blueprint, delineating strategic steps and operational approaches that will transform the visionary aspirations into tangible reality. It not only identifies the unique value proposition that the organization brings to the table but also sets the course for the collective efforts of its workforce. Every element of the mission statement is a directive, a set of marching orders that guide teams on their journey toward the envisioned future.

In essence, the mission serves as more than a statement of purpose; it is the compass that directs decision-making and action. It clarifies the path forward, providing a shared understanding of priorities and objectives. A well-crafted mission statement becomes a rallying cry, energizing employees by offering a sense of direction and purpose in their daily endeavors.

Moreover, the mission statement acts as a unifying force within the organization. It aligns diverse teams and departments, fostering collaboration toward common objectives. When every employee understands their role in realizing the mission, a collective synergy emerges, propelling the organization forward with synchronized momentum.

The mission statement also serves as a beacon for stakeholders outside the organization, providing clarity on the company's intentions, values, and commitments. It becomes a promise to customers, a commitment to shareholders, and a guide for potential partners seeking alignment with shared objectives. The transparency of a well-defined mission builds trust and credibility, enhancing the organization's reputation in the broader business ecosystem.

While the vision sets the destination, the mission charts the course. Together, they form a dynamic duo that not only inspires but also guides the organization toward its envisioned future. The mission transforms aspirations into actionable steps, creating a roadmap for success and providing a unifying force that propels the entire workforce toward shared goals. Simultaneously, it extends its influence beyond internal dynamics, shaping external perceptions and fostering meaningful connections with stakeholders.


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​However, the beating heart of the corporation lies in its purpose. It extends beyond the boardroom, permeating the daily experiences of every employee. Purpose is the profound connection that each team member should feel when stepping into the workplace each day. It goes beyond tasks and responsibilities, delving into the intrinsic motivation that fuels engagement and dedication. A compelling purpose aligns individual contributions with the broader societal impact the company aspires to achieve.

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In this exploration of the corporate trinity – vision, mission, and purpose – we unravel the threads that weave together the narrative of organizational identity. Understanding how these elements interconnect empowers companies to cultivate a culture that is not only resilient in the face of change but also deeply meaningful for each member of the workforce.

​Vision, mission, and purpose stand as the foundational pillars of an organization, holding the key to its identity, direction, and impact. Highlighting these aspects above all others is crucial for several reasons:

    1.    Guiding Strategic Direction: A well-defined vision provides a North Star for the organization, offering a clear and ambitious destination. It acts as a strategic compass, guiding decision-making and ensuring that every initiative aligns with long-term goals.
    2.    Creating Unity and Alignment: Mission statements articulate how the organization intends to reach its vision. They serve as a rallying point, fostering unity and alignment among employees. A shared mission promotes a collective understanding of the organization’s purpose and direction.
    3.    Inspiring and Motivating: Visionary aspirations inspire and motivate both internal and external stakeholders. They go beyond short-term objectives, instilling a sense of purpose and excitement about the future. This inspiration is a powerful force in driving innovation and sustained effort.
    4.    Building a Positive Corporate Culture: Purpose, the emotional connection each employee feels, transcends job roles. It creates a positive corporate culture by emphasizing the significance of individual contributions in the broader context of societal impact. This connection fosters employee engagement, satisfaction, and loyalty.
    5.    Attracting Talent: Organizations with compelling visions, missions, and purposes attract like-minded talent. Potential employees are drawn to companies that offer not just a job but an opportunity to contribute to something meaningful. This aids in recruitment and retention efforts.
    6.    Enhancing Stakeholder Trust: Clearly communicated visions and missions build trust among stakeholders, including customers, investors, and partners. When stakeholders understand the organization’s goals and values, they are more likely to engage and collaborate.
    7.    Adapting to Change: In a dynamic business environment, having a strong vision, mission, and purpose provides a stable foundation amid change. It helps the organization navigate challenges, adapt to evolving circumstances, and maintain a sense of identity and purpose.

By highlighting vision, mission, and purpose above all other aspects, an organization sets the stage for sustainable success, fostering a culture of innovation, unity, and positive impact. These elements serve as the enduring framework that guides the organization through both challenges and triumphs.

About this item

• 🔥【Warmth and Insulation】Specially designed with a premium fleece lining, this thin winter glove for men and women retains warmth within your hands, providing you with a cozy shield of warmth in temperatures ranging from 0°C to 18°C( 32F°- 65F°), ensuring comfort and thermal during cold weather.
• 🔥【Touchscreen Convenience】No need to take off your drving gloves to use your smart devices anymore. Our unique two-finger touchscreen technology allows you to effortlessly swipe, tap, and operate your touchscreens while keeping the gloves on, making your daily life more convenient.
• 🔥【Protect You From Light Rain and Humidity】The cycling gloves are crafted with a water-repellent design, causing water droplets to form on the surface and roll off when encountering light rain, instead of seeping into the lining. (Note: all the same waterproof gloves on the market, unless an inner waterproof compartment is added, cannot achieve full waterproofing in the truest sense.)
• 🔥【Lightweight Comfort】These cotton plush gloves not only retain their lightweight characteristics but also conform perfectly to your hands, enabling unrestricted movement without the bulkiness of heavy gloves. Their elastic design ensures consistent comfort, maintaining your flexibility and allowing you to fully enjoy outdoor activities.
• 🔥【Palm Silicone Grip】These cold weather gloves feature clever palm silicone grip design, providing you with excellent traction. Whether you're on wet and slippery surfaces or uneven terrains, the unique anti-slip design of the winter gloves will accompany and support you during outdoor activities. Ideal for cycling, drving, runing, camping, walking, hiking, alaska cruise, fishing, skiing, biking and snow.

​About this item

• Package Includes: there are 4 pairs of women winter gloves in each pack, matching your different wearing and enough for you to change, classic and popular all the time

• One Size Fits Most: each women touch screen gloves measures approx. 8.75 inch long, and 4 inch wide at wrist part, these women gloves are in middle size, with nice elasticity, suitable for almost all women, ladies and girls, without worrying about it slipping from your hand

• Practical Touchscreen Design: with conductive fabric on finger tips (thumb and index finger), these women fleece gloves are compatible with smartphone, tablet, smart watches, driver of cars with touchscreen panels, allowing you to play with your touchscreen devices, without worrying about freezing hands

• Warm and Comfortable: our women touch gloves are made of quality chenille material, designed with soft and warm lining, thick and comfortable, which will provide heat to your hands on chilly days, and keep them as warm as possible

• Considerate Design: our womens lined gloves with elasticated cuffs keep gloves close to the skin and comfortable fit, a warm and practical holiday winter season gift to your loved ones, friends and family

​About this item

• ☛HIGH SENSITIVE TOUCHSCREEN: Featuring high sensitive conductive material on thumbs, forefingers and middle fingers, you can wear the gloves to touch screen of your smartphone, tablet, iPhone or other touch screen devices

• ☛TRIANGLE SILICONE ANTI-SLIP: Fully covered with triangle silicone on palm, you can grip the steering wheel firmly when driving or hold your phone steadily without worrying about it slipping from your hand

• ☛WARM LINING AND COMFORTABLE: Made of soft napping the inner lining, the gloves are extremely comfortable and warm considering they aren’t bulky! Also with the stretchy snug fit, you can type a text just as fast as you would without gloves

• ☛WELL FITTING AND ELASTIC CUFF: Thickened elastic wrist keeps the glove closed around your skin and keeps the snow or wind out in winter. And the gloves are stretchy enough to fit your hands perfectly

• ☛GOOD GIFT FOR YOUR FAMILY AND FRIENDS: These gloves are unisex and stretchy and have two sizes to choose, you can send one as a gift to your family or friends without worrying about the problem of size. They will love it very much

About this item

• 🧤Winter Gloves for Men Women - 2 Packs Upgraded Touch Screen Cold Weather Thermal Warm Knit Glove for Running Driving Hiking，Elastic Cuff

• 🧤WARM AND ELASTIC CUFF-Cold-proof warm gloves, Mens gloves made of soft napping wool the inner lining, the gloves are extremely comfortable and warm. Thickened elastic wrist keeps the glove closed around your skin, gloves for men cold weather are stretchy enough to fit your hands perfectly which keep you cozy in the stands or at the campfire on a cold night.

• 🧤TRIANGLE SILICONE ANTI-SLIP: Fully covered with triangle silicone on palm, you can grip the steering wheel firmly when driving or hold your phone steadily without worrying about it slipping from your hand.

• 🧤EVERYDAY USE & GIFT CHOICE - Womens gloves Fashionably designed to style for both men and women + perfect gift for your relatives, friends, and loved ones as a winter gift, Christmas gift, or even as a birthday gift + Your friends and family will love this pretty gloves.

• 🧤WASHING TIPS - Please wash gloves use warm water as much as possible, add laundry softener. Do not put in dryer.

​About this item

• [Material and Size]: Our women's winter gloves are made of high-quality acrylic, ensuring durability and long-lasting use. The breathable, tactile fabric provides comfortable wear, and their one-size-fits-all design ensures a comfortable fit for various hand sizes.

• [Warm and Comfortable]: These knit gloves for cold weather offer warmth during chilly winter months and guarantee a comfortable fit without causing any itching. The lateral flexibility and extensibility of men's gloves make them easy to wear and take off.

• [Extensive Application]: Black stretchy gloves are exceptionally suitable for keeping warm in winter. They seamlessly interface with activities such as driving, running, cycling and travelling, providing comfortable wear without the cumbersome feel of other gloves.

• [Quantities]: Each pack includes six pairs of womens driving gloves, which can be paired with any outfit for a stylish look. They make an excellent gift for your family, friends, or loved ones.

• [Satisfaction Guarantee]: Our top priority is customer satisfaction. If you have any questions or concerns about our warm gloves for women, please feel free to contact us at any time, and we will respond within 24 hours.

Dogs should wear boots in winter cold for several reasons:

1. Protection from Cold Surfaces: Cold pavement, ice, and snow can be harsh on a dog's paws, leading to discomfort, frostbite, or injury. Boots provide insulation, shielding the paws from extreme temperatures.
2. Prevention of Ice Buildup: Snow and ice can accumulate between a dog's paw pads, causing discomfort and potential injuries. Boots act as a barrier, preventing ice balls from forming and reducing the risk of irritation.
3. Chemical Protection: In winter, de-icing chemicals, salt, and other substances are commonly used on roads and sidewalks. These chemicals can be harmful to a dog's paws, causing irritation or chemical burns. Boots create a protective barrier against such substances.
4. Enhanced Traction: Snow and ice can make surfaces slippery. Dog boots with non-slip soles provide additional traction, reducing the risk of slips and falls, especially for older or less agile dogs.
5. Wound and Injury Prevention: Dogs with cuts, wounds, or sensitive paw pads are more susceptible to discomfort in cold weather. Boots offer a layer of protection, minimizing the risk of further injury and promoting faster healing.
6. Maintaining Cleanliness: Winter walks can lead to muddy and wet paws. Boots help keep a dog's paws clean, preventing them from tracking dirt, snow, or ice into the home.
7. Comfort and Warmth: Just like humans, dogs can feel the cold. Boots provide an extra layer of insulation, keeping their paws warm and comfortable during winter walks.
8. Compliance with Regulations: In some areas, using boots on dogs during winter walks may be required by local regulations to ensure the safety and well-being of pets.

Dog boots are a practical accessory in cold winter conditions, offering protection, comfort, and safety for a dog's paws.

​About this item

• 【Size】Size 6:（2.9''x2.5'')(L*W) for 52-70lbs.Great for Medium Samoyed;Husky;Labrador;Airedale Terrier;Medium and large Chow Chow etc.Please refer to the picture size chart,You can choose the right size for your dog for the most comfortable fit.
• 【High-quality materials:】 High quality fabrics,wear resistant,to bear or endure dirty, Have cute pet paw embroidery, soft and hand washable, fashionable yet durable.Durable soles,tough anti-slip sole provides stability and traction,Helps dogs with mobility and stability on tile and the sand .
• 【Comfortable:】Soft and breathable to paws，so allows the boots to be used indoors or outdoors, hot and cold in wet and dry conditions.Protection from sharp thorns and hot pavement.Effectively protect dog claws from heat, stones, glass, etc. It protect the weak paw from snow, ice, salt during winter.
• 【Safe and Adjustable:】Easy to put on / off ,the dog shoes are fastened firmly by 2 straps, which are long and adjustable , capable to prevent slipping off and supply a customized tightness for secure closure and have reflective straps,reflective lines enhance visibility all the night ,also make your love dog safe .Please try to tighten the straps after wearing,which can effectively prevent the shoes from falling off the dog's claws.
• 【Friendly customer service:】Our size is based on the inner diameter of the shoe and is measured by hand,Please allow a little size error.You are welcomed to contact us for any questions about the products and services at any time.We will response within 24 hours,you can purchase with confidence.

About this item

• Size 5: （2.7''x2.3'')(L*W) for 41-60 lbs. Please refer to the picture size chart,You can choose the right size for your dog for the most comfortable fit.
• FASHIONABLE: dog boots are with cute pet paw embroidery, paws side is the outside, soft and hand washable.
• QUALITY: The dog boots have a rugged sole and high quality fabrics that are then sewn together to ensure they are ready for your adventure.
• SECURE and ADJUSTABLE: Easy to put on / off. These dog shoes expands with a wide split seam opening and two adjustable and reflective straps to ensure a tight fit, also make your dog safe at night.
• Friendly Customer Service:Our size is based on the inner diameter of the shoe and is measured by hand, Please allow a little size error. You are welcomed to contact us with any questions about the products and services at any time. We will respond within 24 hours, you can purchase with confidence.

About this item

• Paw Protection - These dog shoes will shield your precious puppy’s sensitive paws when running or hiking with you on the scorching pavement, winter ice, salty sidewalk, or slippery surfaces around your home.
• Stable Footing - Designed in a special anti-slip manner with a thick rugged bottom to ensure your pet feels stable and secure and doesn’t slip or slither while running.
• Supportive Fit - Ensure a secure and comfortable fit for your dog’s paws, fastening the two straps on the dog shoes and adjusting them with the special hook and loop so they stay on its paws all time.
• High-Quality Construction - Crafted of top-quality leather with a waterproof exterior for long-lasting use in all conditions. The shoes are breathable and comfortable for your dog to run around in for extended periods of time.
• Stylish Design - A cute paw print on the outer side of each shoe helps you identify the right and left of the pairs. The pretty pink will match your taste and reflect your dog’s playful personality.

​About this item

• 【Size 6: 2.5''x5.9''(Width*Length)】Please be sure to measure the width of your dog's paws carefully, which is the key to choose the correct and comfortable size for your dog.Please refer to the picture size chart for the size.
• 【Breathable mesh:】 Made with tightly woven air mesh that keeps dirt and debris out while staying comfortable and ventilated all day long, perfect for summer.It can protect the dog's paws from being burnt.
• 【High-quality materials:】 The shoes are fashionable and durable, with soft fabrics and soles, which can be washed by hand.Easy to put on / off ,tough anti-slip sole provides stability and traction,Helps dogs with mobility and stability on tile and the boards.
• 【Applicable occasions:】Suitable for indoor and outdoor,daily walking,hardwood floor, lawn, hot pavement,hiking ect.It can protect the dog's paws against hurt from stones, ,glass,soil,asphalt, grass etc.
• 【Friendly customer service:】Our size is based on the inner diameter of the shoe and is measured by hand,Please allow a little size error.You are welcomed to contact us for any questions about the products and services at any time.We will response within 24 hours,you can purchase with confidence.

​About this item

• Please be sure to measure the width of your dog's paws carefully, it is key to choosing the correct size for your dog, weight can only be used as an additional reference; Size 1: 1.7''x2.2''(W*L) for 12-23 lbs; size 2: 1.8''x2.4''(W*L) for 18-27 lbs; size 3: 2.0''x2.5''(W*L) for 23-33 lb; size 4: 2.2''x2.6''(W*L) for 31-40 lbs; size 5: 2.4''x2.8''(W*L) for 40-55 lbs; size 6: 2.6''x3.0''(W*L) for 52-65 lbs; size 7: 2.8''x3.2"(W*L) for 63-75 lbs; size 8: 3.0''x3.3"(W*L) for 74-88 lbs
• SECURE and ADJUSTABLE: Easy to put on / off. These dog shoes expands with a wide split seam opening and two adjustable and reflective straps to ensure a tight fit, also make your dog safe at night
• RUGGED: Tough anti-slip sole of dog boots provides stability and traction, protection from sharp thorns and hot pavement
• QUALITY: The dog boots have a rugged sole and high quality fabrics that are then sewn together to ensure they are ready for your adventure
• FASHIONABLE: QUMY dog boots are with cute pet paw embroidery, paws side is the outside, soft and hand washable

Developing IQ involves nurturing cognitive abilities and intellectual capacities. Here are some effective ways to enhance your Intelligence Quotient (IQ):

1. Continuous Learning: Engage in a lifelong pursuit of knowledge. Read widely across various subjects, explore new interests, and stay informed about current affairs. Continuous learning stimulates the mind, fostering intellectual growth.
2. Problem-Solving Exercises: Sharpen your analytical skills through problem-solving exercises. Solve puzzles, play strategy games, and tackle complex problems. This helps develop critical thinking and logical reasoning, essential components of a high IQ.
3. Critical Reading: Cultivate the habit of critical reading. Analyze and question the content you encounter. This not only broadens your knowledge base but also enhances your ability to comprehend and evaluate information critically.
4. Mathematical Challenges: Embrace mathematical challenges to improve quantitative reasoning. Solve mathematical problems, practice mental calculations, and explore advanced mathematical concepts. Mathematics is a powerful tool for enhancing logical thinking.
5. Mindful Practices: Incorporate mindfulness practices into your routine. Activities like meditation can enhance concentration, memory, and cognitive function. A focused and clear mind is more adept at processing information effectively.
6. Diversify Learning Methods: Explore different learning methods to cater to diverse intelligences. Experiment with visual aids, auditory learning, and hands-on experiences. This not only makes learning more engaging but also strengthens your ability to adapt to various learning environments.
7. Stay Curious: Cultivate a curious mindset. Ask questions, seek answers, and maintain a sense of wonder. Curiosity fuels intellectual exploration, encouraging you to delve deeper into subjects and gain a more comprehensive understanding.
8. Interdisciplinary Learning: Break down knowledge barriers by exploring interdisciplinary subjects. Understanding the interconnectedness of different fields enhances your ability to think holistically and make connections between seemingly unrelated concepts.
9. Engage in Discussions: Participate in meaningful discussions with others. Engaging in conversations exposes you to diverse perspectives and challenges your thinking. Articulating your thoughts helps refine your communication skills and intellectual clarity.
10. Continuous Challenges: Embrace challenges that push your intellectual boundaries. Tackling difficult problems and overcoming obstacles contributes significantly to cognitive growth. Strive for tasks that require creative solutions and innovative thinking.

Remember, developing IQ is a gradual process that involves consistent effort and a commitment to intellectual exploration. Combining these strategies can contribute to a well-rounded and heightened cognitive capacity over time.

Cultivating Contextual Intelligence (CQ) involves developing an awareness of the broader context and adapting behavior accordingly. Here are ways to enhance and develop your Contextual Intelligence:
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1. Global Awareness: Stay informed about global events, cultures, and trends. Follow international news, engage with diverse perspectives, and broaden your understanding of different societies. Global awareness is fundamental to contextual intelligence.
2. Cultural Immersion: Immerse yourself in different cultures. Travel, interact with people from diverse backgrounds, and participate in cultural activities. Exposure to various cultures enhances your ability to navigate and understand different contextual nuances.
3. Cross-Functional Learning: Explore knowledge beyond your field of expertise. Understand how different disciplines and industries operate. Cross-functional learning allows you to connect ideas and solutions across various domains, contributing to contextual intelligence.
4. Networking and Relationship Building: Build a diverse network of contacts. Interact with individuals from various professional backgrounds and industries. Networking exposes you to different perspectives, helping you develop a contextual understanding of diverse environments.
5. Adaptability: Cultivate adaptability by embracing change. Be open to new ideas, technologies, and ways of doing things. An adaptable mindset enables you to adjust your strategies based on evolving contexts.
6. Systems Thinking: Develop a systems thinking approach. Understand how individual components within a system interact and influence each other. Systems thinking allows you to grasp the interconnectedness of elements within a given context.
7. Strategic Thinking: Hone your strategic thinking skills. Consider the long-term implications and outcomes of decisions within a broader context. Strategic thinking enables you to make informed choices aligned with overarching goals.
8. Environmental Awareness: Stay attuned to environmental factors affecting your surroundings. This includes economic, political, and social factors. Being environmentally aware helps you anticipate changes and make decisions in line with the prevailing conditions.
9. Scenario Planning: Practice scenario planning to anticipate potential changes and challenges. This strategic foresight allows you to prepare and adapt your approach based on different hypothetical situations, enhancing your contextual intelligence.
10. Learning from Experience: Reflect on past experiences to extract lessons about contextual dynamics. Analyze how different factors influenced outcomes and apply these insights to future situations. Learning from experience is a valuable way to develop contextual intelligence.

Remember that developing Contextual Intelligence is an ongoing process that involves curiosity, adaptability, and a commitment to understanding the intricate relationships within various environments. Regularly challenging yourself to think beyond immediate circumstances contributes to the refinement of your CQ over time.