Negativity Comes In Many Forms
With all up the upheaval in our professional lives, waking up in a “bad mood” can feel like an everyday occurrence. It can make us want to hide and isolate ourselves from friends, family and life in general. We may not even be aware at how much negativity has affected our day-to-day thinking.
Negativity can feel like a vicious cycle: you try your best to be positive, but then you get another text, email or have a conversation that sends you on a downward spiral. Prolonged periods of cynical thinking, denial and catastrophizing can create neural pathways in the brain that encourage sadness. These feelings can cause our brain to distort the truth and make it even more difficult to break the negative cycle. There are some common types of negativity that we may not even realize we’re falling victim to. Here are 7 examples:
- Filtering: Only noticing the bad and filtering out the positive or good in an event or situation (ie- only focusing on the few criticisms in a performance review and not hearing all of the positive feedback).
- Jumping to Conclusions: Assuming something bad will happen because of circumstances in the present.
- Catastrophizing: Believing that disaster is inevitable.
- Blaming: Blaming others for your circumstances and feeling that you are a victim to life’s uncontrollable events.
- Emotional Reasoning: Defining what’s real and what’s not based purely on your emotions.
- Fallacy of Change: Believing that if people or circumstances change, you’ll be happy.
- Heaven’s Reward Fallacy: Assuming there will always be a reward for hard work and sacrifice. When the reward doesn’t happen, you become bitter and depressed.
Negative thoughts and emotions are a natural response to challenges in our life, but extended bouts can result in health issues, both physical and mental. Negativity sends our body into ‘fight-or-flight’ mode. We deal with stressful situations by releasing cortisol into the bloodstream, making us more alert and focused. And although some stress is good for us, extended periods of negativity can cause a host of side effects, including:
- Slower digestion and upset stomach
- Decrease in the immune system’s ability to fight inflammation
- Headaches
- Fatigue
- Sleep problems or insomnia
- Drastic changes in metabolism (i.e. overeating or under-eating)
You’re probably thinking, “Great! Now I’m not only dealing with work uncertainty, but I’m doing harm to my health as well!” The good news (and there is some!) is that negativity is a habit that can be broken. It’s not easy when you’re in the midst of chaos, but it is possible. We’ll look at some techniques to help in our next article. Working with a coach, like Leah M Joppy and Associates, can also provide a fresh perspective, goal setting and accountability that can help break the cycle of negativity. You want to feel like you’re moving forward – coaching can help you get there and feel less “stuck”. To learn more, call us at 301-670-0051 or email us at leah@lmja.com.
Note: Our ‘Purposeful Retirement’ seminar on June 28th will now be held via Zoom. To learn more and register, please visit: https://www.eventbrite.com/e/purposeful-retirement-workshop-love-your-next-chapter-tickets-1325629667019.
Break The Cycle Of Negativity With These Tips
Change and uncertainty have been constants in our professional lives for the past several months and it can be incredibly difficult to deal with day-in and day-out. It can make us feel very discouraged and cynical and we may feel like it’s impossible to break the cycle of negative thinking. Did you know that we have about 50,000 spontaneous thoughts, images and ideas every day? Whether they’re positive or negative, they intrude into our awareness. And it’s those negative thoughts that are more likely to “stick” in our brain.
Is there any way to break the cycle, particularly when you’re in the thick of a particularly challenging period of life? Negativity is a habit and, luckily, most habits can be broken with awareness, motivation to change and putting in the work. Here are 3 ways to get started:
Manage your expectations: So often, we expect things to work out one way and they don’t. That’s why we don’t want to place a lot of specific expectations on an outcome we can’t predict. We’re less prepared for surprises when we have a preconceived idea about how something will turn out. By managing our expectations, we’re able to be more resilient when change inevitably happens.
Monitor your social media time: We’re all guilty of it: you come home from a challenging day, you flop in the couch and start scrolling through your social media feeds. Before you know it, you’re surrounded by pictures of your friends’ “perfect vacations”, “perfect children” and articles about what DOGE may be doing next. And you end up feeling worse. Be mindful of the time you spend on social media and how it makes you feel. You can even set a timer on your phone to set limits for scrolling. Think about replacing “doom scrolling” with something that brings you happiness and fulfillment: reading, listening to music, taking a walk in nature, etc.
Let negative thoughts come and go – and question their accuracy: Allow yourself to have those negative thoughts and stop telling yourself that you shouldn’t think that way. Acknowledge the thought and then let it go. You can even visualize your thoughts as balloons that float away right after you have them. Also, question whether your thoughts and concerns are even true. So often, we allow our emotions to become truth and dictate how we perceive and react to situations. It can be freeing to say, “just because I believe something, it doesn’t mean that it’s true.”
We can’t stop life’s ebbs and flows, but we can learn how to accept change and break the cycle of negativity. Asking for help or even knowing where to start can feel daunting. Leah M Joppy and Associates is ready to help you thrive through challenging times and enhance your resiliency skills. Call us at 301-670-0051 or email us at leah@lmja.com.
Note: Our ‘Purposeful Retirement’ seminar on June 28th will now be held via Zoom. To learn more and register, please visit: https://www.eventbrite.com/e/purposeful-retirement-workshop-love-your-next-chapter-tickets-1325629667019.
Helpful Tips On How To Deal With Change
Change and uncertainty in our lives can cause a roller coaster of emotions: fear, anger and sadness, just to name a few. Viewing change as an opportunity can feel impossible when it seems like it’s coming at us from all directions. We can’t stop life’s ebbs and flows, but we can learn how to accept change and even view it as an opportunity. It’s all about how we frame it.
Small adjustments to your mindset and habits can help with resistance to change and dealing with the uncertainty that comes with it. Here are 3 suggestions to get started:
Write down your thoughts: When faced with change, it’s natural for your mind to be flooded with worry, conflicting emotions and ‘what-if; scenarios. Journaling can be a powerful way to understand your feelings, discover self-limiting beliefs and find clarity. Whether you want to write down your emotions, describe your doubts or jot down questions, it’s important to get it all out on paper. Once you’ve written it all down, you can look for patterns or mental blocks you want to work on.
Lean on your support network: Change can feel particularly scary when you feel like you’re going through it alone. Being a part of a supportive social network can reduce stress and improve well-being. Sharing your experiences with your community and listening to the experiences of others can help you feel less isolated and more encouraged to face what’s next.
Accept your fears and don’t be ashamed of them: For most people, fear doesn’t feel good. However, you can fight off many fears by fostering a positive mindset and practicing a few simple thought exercises such as: concentrating on the strengths and accomplishments that have brought you this far; thinking about all of the challenges you’ve overcome and how you worked through them; identifying the root cause of your fear to avoid creating a self-fulfilling prophecy.
Another exercise is to focus on what you can control. Adopting practices that help you connect with and regulate your emotional state (ie: a meditation routine) help develop a deeper sense of strength and resilience. When the next change happens, you’re more likely to see it as an opportunity for growth, learning and for trying something different.
Life has few guarantees, but one thing you can count on is change. Building resilience can be your secret weapon for success and helps you thrive in the face of adversity. With all the changes and uncertainty that 2025 has brought so far, Leah M Joppy and Associates is ready to help you enhance your resiliency skills and face change with confidence. Our course, Building Resilience In Times Of Uncertainty, includes a resilience assessment and provides feedback about resiliency levels in 3 key areas: Challenge, Control and Commitment. Participants learn how to better prepare and manage uncertainty in life. And in a professional world filled with change, it can mean the difference between surviving and thriving. Our second course, What’s Next? Purposeful Planning for Post Retirement,will assist you in developing a proactive plan for a meaningful post-retirement life, grounded in your values, strengths, and experiences.
To learn more, call us at 301-670-0051 or email us at leah@lmja.com.
Dealing With Change. Calling On Our Resilience.
“Change is the only constant in life.” You may not have known that this quote originated from Greek philosopher, Heraclitus, but we bet you’ve heard it a time or two! With the start of a New Year, a change in administration and so many other upcoming events, many of us are feeling the uncertainty (and stress!) of change in our professional and personal life.
Change is always going to happen, but how we deal with it is crucial. It’s about our level of resilience, otherwise known as the ability to tolerate difficult or stressful situations while still remaining positive and productive. Some call it the ability to “bounce back.” According to the APA Dictionary of Psychology: ‘Resilience is the process and outcome of successfully adapting to difficult or challenging life experiences, especially through mental and behavioral flexibility and adjustment to both external and internal demands.’ It’s a crucial component for your physical and emotional wellbeing and can mean the difference between surviving and thriving.
Embrace the 7 C’s. Understanding and embodying the 7 C’s of resilience can transform how you approach both your professional and personal life. It enables you to navigate obstacles with strength and confidence. Although initially directed at childhood development, Dr. Kenneth Ginsberg’s 7 Cs of resilience are vital in today’s ever-changing workplace. Let’s break it down:
- Competence: Develop the skills and knowledge to handle workplace situations effectively.
- Confidence: Build the self-confidence to trust your abilities and judgment in challenging situations.
- Connection: Foster strong relationships with team members to creative a supportive, collaborative environment.
- Character: Cultivate your personal values and integrity to guide your behavior and decision-making process.
- Contribution: Feeling that your contributions matter in order to build a sense of purpose and value.
- Coping: Develop effective ways to manage stress and adversity. This includes building problem solving and emotional regulation skills.
- Control: Focus on the parts of work you can control (i.e., your decisions and reactions) and let the rest go.
We can help. It sounds like a lot, especially when you feel like you’re just trying to stay afloat and manage your day-to-day tasks. But you don’t have to go it alone. Our new course, Building Resilience In Times Of Uncertainty, focuses on how to manage the stress, anxiety and uncertainty of “what’s next.” This course includes a resilience assessment and provides feedback about resiliency levels in 3 key areas: Challenge, Control and Commitment. Participants learn how to increase their resiliency and better prepare and manage uncertainty in their career and personal life. And who doesn’t want that, especially in today’s world?
Call us at 301-670-0051 or email us at leah@lmja.com for more information.
Effective Strategies For Building Your Resilience
Many of us work in constantly connected, ‘always-on’, highly demanding positions where stress and the risk of burnout are common. Add to that the changes of an upcoming administration and it can seem like it’s almost too much to deal with. Since the pace and intensity of our work culture aren’t likely to change anytime soon, it’s more important than ever to build resilience skills to navigate work life. As we discussed in our previous article, resilience is the ability to ‘bounce back’ from challenges and adversity. It can have a major impact on your stress level, mental well-being and overall job satisfaction.
The good news: resilience is a skill that can be developed and strengthened over time. The key is to get started! Here are 7 effective strategies to help foster a positive mindset, manage stress and ultimately develop more resilience:
- A study from NIH found that people are 3.5 times more likely to be resilient when in good physical health. Prioritizing sleep, exercise and proper nutrition is essential, particularly during times of change. Physical health supports resilience and resilience also leads to better physical recovery.
- Develop a daily routine. Developing consistent habits, no matter how small, can help you make meaningful progress. Build some coping mechanism exercises into your routine, such as breathing and relaxation exercises and a mindfulness practice to better deal with stressful situations.
- Focus on what you can control: Discerning what you can and can’t control keeps you positive and motivated. It’s also important to not ruminate on the past and focus on what lies ahead.
- Don’t focus on your weaknesses. Focusing on your strengths helps you grow much faster than trying to improve your weaknesses. As hard as it is, try to see failure as an opportunity. With the right mindset, it can actually be a catalyst for growth.
- Build a support network. Connect with co-workers, mentors or friends who can offer encouragement and advice during challenging times.
- Don’t dwell in self-pity. We all know firsthand that life can be hard, but dwelling on our circumstances keeps us from emerging from them and moving forward.
- Don’t compare yourself to others. Define your own version of success that has nothing to do with others’ strengths and accomplishments.
Resilience is not just about surviving, but thriving in the face of adversity. And it can be your secret weapon for success. Leah M Joppy and Associates is ready to make 2025 the year you enhance your resiliency skills and face changes and challenges with confidence. Our course, Building Resiliency In Times Of Uncertainty, includes a resilience assessment and offers feedback about resiliency levels in 3 key areas: Challenge, Control and Commitment. This course will help participants identify strategies to increase their resilience and help manage the uncertainty of what’s next.
Call us at 301-670-0051 or email us at leah@lmja.com for more information. Learning to manage workplace change – a critical strategy for the new year!
Recognizing A Strong Leader
If someone asked you, “what are the critical components of strong leadership”, what answer comes to mind? Maybe good listening skills or excellent communication would top the list. Or perhaps the ability to delegate and not micromanage. While all of those answers are spot-on, you may be surprised by one crucial component that’s often overlooked: self-reflection.
If you’re in a leadership role, when was the last time you made an effort to focus on self-reflection? Or have you ever really done it or even figured out what it means? Self-reflection is taking some time to think about your thoughts, behavior, motivation and actions. The concept seems simple, but it can be surprisingly difficult to do. We’re always moving on to the next project, meeting or crisis without pausing to reflect on what happened earlier that day or that week. On the flipside, self-reflection is NOT about beating yourself up and getting stuck in the past. We can’t turn back time or erase a negative outcome, but we can learn from those experiences and change our behavior or leadership tactics moving forward.
So, why is self-reflection a key practice for leaders? It’s all about the 3 A’s: Awareness, Adaptability and Action. Let’s take a closer look:
- Awareness: Self-reflection helps leaders become aware of their strengths and weaknesses. That kind of awareness helps them better understand how they lead, teaches them to capitalize on their strengths and work on improving weaknesses.
- Adaptability: The practice of self-reflection enables leaders to gain insights from past projects, interactions and team dynamics. They’re better able to adapt, grow and respond to changes, conflicts and whatever else is thrown at them.
- Action: By practicing self-reflection, leaders learn to look at situations from a neutral perspective and set their own egos aside. This helps them see the big picture and take action where needed.
A consistent self-reflection practice pays off in so many ways for leaders and helps them:
- Set priorities and make better decisions
- Learn to use feedback for growth rather than taking it personally
- Maintain better relationships
- Communicate effectively by understanding how they come across to others
- Create a more honest and productive work environment
Taking the time to reflect has big benefits for both leaders and organizations. Yet many don’t recognize the value or know how to put it into action. That’s where working with a coach, like Leah M Joppy and Associates, can help leaders build a regular, ongoing self-reflection process. Leaders will learn how to ask effective types of reflection questions, receive personalized feedback and help set and achieve their goals. Ready to learn more? Call us at 301-670-0051 or email us at leah@lmja.com to learn more.
The Bests Ways To Practice Self-Reflection
For such a useful practice, the self-reflection process is not something we know how to do intuitively. It’s not something we learn about in school and it isn’t part of most job training. Our work environments tend to focus on what to do next or how to do more. We’re shaped by “always moving forward” work cultures and we believe there’s no time to pause and reflect. Most of us don’t learn about the power of self-reflection until someone else, often a coach or mentor, guides us through the process.
Self-reflection enables leaders to identify their strengths, weaknesses and areas for improvement. But how do you begin a self-reflection practice if it’s not something that you typically take the time to do? Here are a few suggestions:
Reflect regularly
Schedule 10 to 20 minutes a week for self-reflection. This should be blocked out in your calendar, so it’s a set time for you to quietly think and self-reflection becomes a regular habit. A quiet and calm place without distractions is ideal. For some, leaving the office environment helps clear the mind. Others may choose to arrive at the office 30 minutes earlier when it’s quiet, to reflect on the day or week ahead.
Develop a structure for reflection
Self-reflection can be overwhelming to begin with and particularly without a set focus. You may want to start with a single question or topic, such as the following areas:
- Week in review: What went well? What did you learn? What could you do differently?
- Highlights: What did you do well as a leader this day and/or week?
- Leadership: What type of leader do you want to be? Which leaders do you look up to? How does your team view you as a leader?
- Values: What are your core values? Do they align with your organization’s values?
- Team: What type of leader does your team need? Are there ways you could better meet their needs?
- Goals: What are the current goals of your organization? What needs to be done and are you on track? What do you need to do as a leader to meet these goals?
Write down your thoughts
Writing down thoughts and ideas down during self-reflection frees up space in your mind and gives you the opportunity to organize your thoughts. Plus, having a record of your self-reflective thoughts means that you can check back regularly and see your progress.
Encourage your team members to practice self-reflection
While self-reflection is important for leaders, your team can also find a lot of value in it. Encourage your team to regularly reflect on their own performance, as well as yours and make them feel comfortable sharing their insights with you.
Self-reflection is a humbling, but powerful technique that helps leaders (and team members) improve their performance. But it can be a tough process that makes you take an honest look at yourself: your strengths, your weaknesses, areas for improvement and how you should work to grow and develop. Leah M Joppy and Associates is ready to help you make self-reflection an important component of your leadership process. We can help you set goals and provide support and accountability. Contact us at 301-670-0051 or email us at leah@lmja.com to learn more.
Why Some Managers Are Resistant To Work Schedule Flexibility
For many organizations, work schedule flexibility is a new part of their compensation package. It’s a powerful tool in terms of employee engagement, retention and recruiting. Remote and flexible schedules have shown to not only provide employees with higher job satisfaction, but better health, less absenteeism, increased work-life balance and less stress. This is all well and good for workers, but what do managers really think about remote work? While many understand the appeal and benefits, it’s still difficult to embrace change and work through the challenges of managing a remote and/or hybrid team.
Here’s a look at 7 reasons why managers may be resistant to remote work:
- Lack of accountability and supervision: Sure, some team members work well (and in some cases better) working remotely. Then there are those that struggle with time management, distractions and other challenges. Managers may feel that it’s more challenging to supervise employees and keep them accountable when they’re not physically present in the office.
- Loss of collaboration: Face-to-face interaction is often believed to foster a more cohesive work environment. Some managers worry that remote work can make it harder for team members to truly feel like a team. This is of particular concern for new team members and younger workers who are just starting out in their career.
- Lack of company culture: Strong in-office culture can be a key component for an organization’s retention and recruitment. Managers may worry that remote work could be a hinderance towards building this culture.
- Increase in security concerns: There may be concerns about the security of data when employees are working outside the office.
- Decrease in productivity: Some managers may feel that team members are more productive in a controlled office environment. Working from home can potentially have more distractions and chances to break from a traditional work schedule.
- Concerns about equity: In some settings, not all roles can be performed remotely or on a hybrid schedule. Allowing some employees to work from home might create perceived (or actual) inequities among team members.
- Holding onto a traditional mindset: Some managers may still have a traditional view of work that involves all team members being present at a common workplace. Change is hard and personal experiences and beliefs take time to overcome, particularly when it comes to management practices.
As we discussed last month, an annual government-wide survey conducted by the Office of Personnel Management found that more than two-thirds of federal employees are still teleworking at least occasionally. Remote and hybrid work isn’t going anywhere, but neither are the management challenges if your organization doesn’t face them head on. Leah M Joppy and Associates can help you figure out your primary challenges and work with you and your team to make remote/hybrid working a more efficient, productive and collaborative experience!
Call us at 301-670-0051 or email us at leah@lmja.com to learn more.
Why Some Employees Find Remote Work To Be A Challenge
When we think of remote work, many of us think of meetings in our sweatpants, the ability to schedule appointments when we want and not having to sit in traffic for hours. For many, a remote or hybrid schedule is like a dream come true. We’ve looked at the variety of benefits in past articles, among them: work/life balance, increase in productivity, no commute, increased flexibility and autonomy and so much more. And we’ve looked at why offering a remote and/or hybrid schedule is an incredibly effective recruiting and retention tool. But even with all the positives, remote work can present a whole new set of challenges for some employees. Let’s take a look at some of the top 5 remote work complaints:
Con #1: Social isolation
This is probably the number one complaint that employees have about remote work, particularly new workers and young workers who are new in their career. It may be challenging to build strong relationships with colleagues without face-to-face communication, resulting in a sense of disconnection from the team. Social events like happy hours that were once spur of the moment and easy to plan, now take more effort and can end up on the backburner.
Con #2: Work-life boundaries are blurred
While some feel one of the biggest benefits of remote work is work/life balance, others have difficulty unplugging from the office and feeling like they’re always “on call”. It can be difficult to disconnect from work and take breaks when workspace is also a private space. This lack of separation can negatively impact mental well-being if not managed effectively and can lead to burnout.
Con #3: Communication and collaboration are limited
Zoom meetings are all well and good, but some aspects of face-to-face interaction can’t be done remotely. Remote work can make it challenging to build trust through in-person interactions. Some team members may also feel like their access to mentorship, networking and senior leadership opportunities are more limited.
Con #4: Risk of miscommunication
Remote work often involves written communication, which can sometimes lead to misunderstandings or misinterpretations. It may be challenging for remote workers to resolve conflicts effectively without the benefit of immediate in-person conversations.
Con #5: Lack of focus and distractions
While the typical distractions of the workplace may be eliminated, remote work introduces a new set of distractions at home. It’s easy to be distracted from work tasks by household chores, family members or other personal issues. Some workers may not have the space to exclusively dedicate to a home workplace and have to work in busier areas.
Each of us has a unique personality and work style. For every person who enjoys the solitude of working remotely and the freedom that it provides, there’s another who thrives on human interaction or craves the routine and structure of going into the office. That’s why management plays such an important role in implementing a strategic remote/hybrid work strategy and communicating it effectively with team members. Leah M Joppy and Associates is ready to help you reduce the cons of remote work and ensure that team members feel supported and engaged.
Contact us at 301-670-0051 or email us at leah@lmja.com to learn more and get started.
Listening To The Workforce: How To Make Remote Work Successful
There are so many reasons to love remote and hybrid work. For some, it’s rolling out of bed and starting the work day without the hassle of a long, stressful commute. For others, it’s the flexibility of picking up their kids from school or throwing in a load of laundry during lunchtime. Whatever the appeal, remote and hybrid work models are here to stay. Organization must embrace it if they want to remain competitive and recruit new team members. And the numbers back this up:
- According to job site ZipRecuiter, jobs specified as “remote” receive 300% more applications than jobs that are not.
- Organizations that don’t offer any kind of flexible-work options could be losing out on up to 70% of job seekers, according to HR consulting firm Thrive HR.
- Nearly half (45 percent) of government employees will consider looking for a new job if their agency reduces remote and hybrid work flexibility, according to Eagle Hill Consulting research. These findings come on the heels of new federal government guidance that calls for a substantial increase in in-person work, along with unprecedented challenges filling government jobs.
Offering remote/hybrid positions is one thing, but execution is quite another. Once you have new team members in the door, it’s essential that managers know how to lead remote and hybrid workers. No one wants to feel like they’re out of the loop and continuous frustration with communication, technology and overall job satisfaction can lead to turnover. That’s why strong, well-trained leaders are key to the entire process.
When it comes to managing a remote/hybrid team, let’s start with a few of the basics. We’ve outlined a few “dos and don’ts” below. Maybe you’re already using most of them or perhaps they’re a good reminder of where you need to improve:
- Do set immediate and clear expectations. And make sure they’re communicated clearly to everyone.
- Do schedule regular team meetings and make them a priority (no regular cancellations!).
- Do provide necessary resources. Leaders must ensure team members have the technology and other tools they need to succeed in a remote and/or hybrid environment.
- Do engage directly with employees as often as possible. Have an open-door policy and set aside time for one-on-one conversations
- Don’t just have a communication strategy in place, document it and share it. Everyone needs to be on the same page.
- Don’t just encourage feedback, make it a priority. Really take the time to listen to team members.
- Don’t micromanage and make employees feel like they’re not trusted.
Remote and hybrid work schedules only continue to grow in popularity and can be a major recruiting tool when trying to attract new team members. But implementation needs to be done correctly in order to retain workers. Leah M Joppy and Associates can help you figure out your primary challenges and work with you and your team to make remote/hybrid working a more efficient, productive and fun experience! Call us at 301-670-0051 or email us at leah@lmja.com to learn more.