Recently, I finished reading ‘Endless Referrals – Network Your Everyday Contacts into Sales’ written by my friend, Bob Burg. I had previously fallen in great appreciation of Bob’s work after reading his two books, co-authored with John David Mann, Go-Giver and Go-Givers Sell More.

Aside from the fact that I found the ‘ER’ in the title to be fitting for me in my current state of business, the content in the first two chapters was music to my ears. Sometimes in business we need an extra helping hand to get our perspective in line with our goals and dreams. There are also times when it takes hearing a message confirmed through the pages of a good book that our call to action becomes crystal clear. That’s what happened by Chapter 3 for me with the ER book (no, not Emergency Room, Endless Referrals).

Bob shares his system for building a revenue stream based on relationships. By being a resource to others and your community. It was the essence of the Go-Giver conversation and confirmed that my heart as the Perpetual Giver was right on point. That for me was a much needed conversation with MYSELF. You may ask why? Well, it’s because there are times when one might be giving continually, a lot of themselves, that they end up feeling depleted on the other side. Asking WHY? That was exactly the place I was sitting in when I started Endless Referrals. And by the time I hit page 63, I was lit up inside!

The Genuine Networker was confirmation that I was following more than my heart, honoring who I am hardwired to be. What I discovered is that while it’s easy and natural for me to connect people, share information to promote other people forward, or deepen their learning, the resistance I had was about other people, not me. Let me explain. For a genuine, authentic people person, at times it can be hard to be around others who do not exhibit that Go-Give behavior. To hang around people who have the WIIFM tattooed on their forehead at every networking event is depleting. And it’s frustrating. Then I realized that I was doing something that was against my own code of conduct as a person and as a certified coach. I was holding a judgment. An expectation of how ‘others should’ behave.  And that is what I was bumping up against, not the fact that I was giving too much. There is no such thing in my world!

I was bumping into a judgment that I had inappropriately placed on others who did not exhibit a spirit of Give. It was time to change that perception and quickly! As I believe knowledge is Possibility, Power, Pleasure and Opportunity, here are the Three P’s and an O to better show my point.

Possibility: I needed to acknowledge my own judgment and fault in the middle and forgive myself. You see, I believe we can’t truly move forward into possibility until we unearth what is holding us back and seek forgiveness if needed, even from our self.

Power: my own personal power had been depleted because of what I was holding onto in my judgment. I was giving up power to other people that I didn’t even know with assumptions I had made. By releasing that I immediately took back my own power.

Pleasure: It’s all about service to me. when I am out networking, I have a plan as Bob details in Endless Referrals in advance. I am identifying who I want to connect together, who I want to meet myself and how I might be of service with information sharing (not business getting), to the folks I meet. I take great joy in connecting other people together. The joy in their faces when I put them together, and it’s the right connection, lights me up inside.

Opportunity: This step for change was to create my strategy for networking and showing up in the community that was honoring to my heart for giving, teaching and sharing. My personal growth comes by having my plan mapped out and clear so that I am walking in my heart and power at all times. There is no greater opportunity than that.

Please share your thoughts and experiences networking here with me and our readers. That way together we will support all in moving forward and trying on a new way of showing up in the world.

Oh and I almost forgot! I have a gift to offer you today. Head over to my website at this link to learn more. It may be just the little gem you need to propel you forward. I hope it is! And pick up your copy of Endless Referrals by Bob Burg today. You’ll be glad you did!

So I decided to share a few tips for business that I have had solidified and redefined from this culinary showcase, Top Chef. Each of the following are growth strategies that I encourage you to have a taste of. Of course you may just decide to ‘pack your knives and go’ and I hope you’ll play along.

Go Big or Go Back to Bed
Many clients and friends alike have heard me say this same expression a time or two. However, I am not sure I can take total creative credit for it. Season after season of Top Chef I have watched the culinary genius of many talented men and women. The one consistent theme from chef to chef, season to season is the tenacity and push to not play it safe.

In business to reach that level of success you desire it’ll pay to have that same tenacious outlook. If inspiration is not something you can pull from within when you get up in the morning, then head back to bed to get a new perspective. Continually pressing through and playing it safe will land you in the bottom and you will be eliminated.

Just because it looks good…doesn’t mean it’ll make people happy
Now this is a place I have gotten stuck a few times myself as I was working my own growth strategy. Putting things together for the sake of ‘looking good’ and not to please and inspire those I wish to serve. Very dangerous territory.

What often gets us in that place and I see it from the chefs as well is, Gold Star blackout. When we place a big gold star as our aim and focus, we often lose site of the little things along the way. We may paint a great picture, organize a spectacular home or create a beautiful dish, and that does not guarantee a happy client.

It is imperative to consider all elements of the business process when working with your clients. Only when they say “Yes!”, do we truly know we have hit the mark.

The little things DO matter
They say “the devil is in the details” and I do believe there is an element of great truth to that in both business and cooking. Week after week on Top Chef I watch people landing into the bottom because they skipped a step, a basic step at that.

In cooking the seasoning can make or break a great dish. Even the slightest amount of salt can take a dish out of the top spot. In our business, we can over do it with seasoning in just the same manner. In our networking we have a short opportunity to make an impression. When we over ‘salt’ our smile, our greeting or our elevator pitch we just might ruin the experience for the person on the other end.
In this often over looked area of business, I have seen a lot of networking superstars and a lot of salty dogs. If you don’t know how your approach is working, I would invite you to get a mentor and tag team at your next Chamber of Commerce or Biznik event. Remember, it’s better to be under seasoned than over cooked in a room peers and potential clients.

It’s not about finishing first, it’s finishing well
The one area where I see teams and chefs alike get into hot water is the impulse to be the first to the finish line. More often than not, when a chef pushes a dish to the front of the house in order to beat the clock and get the win, there is something that is missed in the process. Even one missed step can have the power to take you out of competition.

For the business team, a missed step in communicating an organizational change effectively to push something out can cause casualties. My experience with leaders tells me that we want to keep our team in our sights before the finish line. The leaders that execute that well will have a greater victory in the end. Now I can hear the collective gasp, and I would offer that you check in with that reaction. You might just find a few casualties that were left on the sideline as you launched an initiative too quickly.

I wonder, would you rather be known as the finisher of excellence or first?

Dandelions are a beneficial flowering plant that is native to Eurasia and North America. Often thought of as a weed, this plant provides protection where it is planted. It’s hearty root system breaks down soil that may be impenetrable by other plants allowing the surrounding plants to thrive in it’s midst. For centuries the multi-faceted Dandelion has been used around the world for medicinal purposes.

Perhaps the inclination toward proactive cross pollination with the abundant Bee activity that can be seen around Dandelions is the greatest benefit of all. And Dandelions have a protective mechanism built for what I call ‘self care’ as it’s flower heads close up with the setting of the sun and open with warming of the morning sky.

After flowering, the Dandelion dries out, and a seed-bearing parachute expands and prepares for lift off. Thus signifying the end of one season and the preparation for another.

So you may be wondering how this all applies to your business? Well it does and let me explain what I see. As entrepreneurs we can learn a lot about good business from this hearty little plant called Dandelion. From it’s ability to penetrate tough soil, to its exquisite self-care and powerful cross-pollination, all the way to the final flight of the parachute at seasons end. This plant gives abundantly to the betterment of others and prepares for each stage and season with routinize ease.

The Dandelion is not finicky about where it is planted, it has the ability to grow and thrive with ease, even in the hardest of soil. It’s root system is sturdy and penetrates through solid ground with precision, taking up residence and adding nutrient to the surrounding plants. Ultimately making it easier for other plants to grow in the difficult soil. (See any similarities to the business you want to run?)
It’s ability to know when to close up shop for the day and retreat to a state of rest is an example all entrepreneurs can learn from. This weed for lack of a better term protects itself in such a manner that it closes up tight until it is rejuvenated and prepared to open up again. Never losing it’s beauty or glow, simply recharging for another day in the field. If we all worked our business in this same manner perhaps, that joy and ease factor I hear so many entrepreneurs talk about may come a bit easier.

Then there is the cross-pollination affect this plant has on the environment. Never is it judgmental or closed off to its surroundings. It simply gives without expectation to receive as the circle of life continues in its presence. What if we as business owners sought out opportunities to help others to shine on a daily basis? Not for pay or promotion, simply because we know that it helps the greater whole. What might our economy and world look like then?

With the final flight of the parachute that is the seed of the Dandelion comes the ending and ultimate rebirth of this hearty little plant. As business owners there are times when it is necessary to replant yourself in new soil. In fact, the opportunity cost for not being amiable to course correction can bring a certain end to your cycle of life. Every Dandelion is destined for greater ground and multiple opportunities.

So the next time you see a Dandelion growing in your flower bed or lawn, don’t cut it down. Let it be a reminder of what a hearty business, destined for greatness looks and acts like.

Because your competitors and your customers are already on that playing field, you don’t want to be left behind.

Social Media isn’t just the newest phenomenon to hit the business world. It is changing the face of how we communicate with our customers. Today people are online searching for their next purchase decision. While the phone book and newspaper, and even the evening news were the ‘go-to’ resource for many generations. Those are not the places people go today to get their information.

Though, no longer is it a generation X, Y or Z phenomenon, Social Media does cross all cultures, ages, genders, and borders. I believe Social Media is the new paradigm for business growth. If you want to keep your company growing, if you want to stay top of mind with your customer, it’s time to step into the future media and launch your public profile everywhere.

Leaders who are standing on the sideline watching the Social Media phenomenon grow, are soon to be left in the wake of change. In fact, I would offer that the longer the sideline dwelling takes place, the further away from your audience you will drift. Still not convinced? I would invite you to take a look at TV commercials, Ads, Restaurant Menu’s and the side of Public Transportation for there you will see who has jumped on the Social Media train. And so does your customer.

Some critics offer that Social Media is only a fad that will pass us by much like Betamax video players did in the early 90′s. Other folks have offered that we are putting too much information out into the world that cannot be controlled, that somehow isn’t a positive thing for business. As with any new marketing venture, it is important to be protective of your very personal information and only promote that which you want the world to embrace. Share what you want the world to know about you. Get ready for them to share what they want you to know about them in return.

Still not convinced? Watch this YouTube video to learn more truth’s about the power of Social Media for your company.

There are people in the world that have learned an ‘art of movement’ from an ancient physical discipline called Parkour. This discipline used to scale buildings or obstacles in your path requires two of the main elements (or characteristics) as it takes running a business. Efficiency and Speed. Just as a savvy business owner takes a path around an obstacle as rapidly as possible to affect change, those skilled in the art-form of Parkour embody positive collaboration with their surroundings for advancement. This cause and effect of a powerful collaboration makes the obstacle nearly obsolete.

In business, it is imperative to take a long look at the obstacles in your path and determine their threat level.  Additionally good business requires engaging or collaborating with your surroundings to keep abreast to potential threats and opportunities. Upon completing a thorough and speedy assessment, one can then define the work around or tactic best used to remove the obstacle. Or more simply put, make the obstacle obsolete. Whether it’s a staff member who is acting out, a vendor who is not complying with your company values system or a client who perhaps is being a bit unruly, assessing the impact is critical to creating a new outcome. Using that momentum and creative force in determining the needs for the situation is essential for weathering through what may be a trying time. Doing so expediently can mean the difference between success/movement and failure/paralyzing growth.

Parkour is not for the faint of heart. It is a discipline for those who are up for the challenge of conquering new heights and have the stamina to pursue to new levels. Business owners, leaders, and team members can learn a great deal from studying this enchanting art form. How to use the energy from every encounter to propel them forward is the essential to success.

Some experts in the field of business offer that to move swiftly and rapidly is not always effective in getting to your outcome. What is important to know, just as Parkour practitioners model consistent discipline, they understand their limits. A disciplined business owner will understand their ‘speed’ limits too, the also put people around them to help them push to the next level. One key to understanding your limits is having a comprehensive Growth Strategy in place to support the direction you intend to head. If a leader flips the switch too early on getting to the speed of whoosh on a project, without a well engaged strategy, they can leave insurmountable casualties along the way. Practitioners of Parkour know how to use the balance of drive and strategy in a sequential way as they negotiate obstacles as efficiently as possible. Something every savvy business owner could benefit from mastering.

Would love to hear your story of acceleration, conquering new heights, and using obstacles to propel you forward. What is your Parkour story in business or leadership?

Mistake #3: Lack of communication and acknowledgment.

People don’t need to be praised all the time to do good work, but they do need to know that they are appreciated for the work they are doing. That comes in the form of good communication at all levels and setting precedence for acknowledgment for the small and big stuff. As I like to say, words are powerful, use them wisely. A word can build up a team and tear down an organization, all in the same breath.

This is perhaps the most common and most devastating mistake I have seen in my years working with organizational change. Most commonly this appears when there is a large change initiative gaining momentum.  People (leaders) get moving so fast, while that they are not clearly or frequently communicating the direction they want to head. Why? They are clear in their own mind of the direction and why, however they aren’t communicating that down to the staff.

It is key for a leader to learn that taking time to talk about the good, bad or ugly, is more important than trying to push people to do what they want or to protect them from the truth.  The truth may be hard to tell sometimes and our employees would rather hear it, than fallacies.

Our employees want the acknowledgment that they can handle the hard stuff and by being open with communication, we tell them we trust them.  This creates an opportunity to cultivate a climate where people are involved and important, which is at the heart of strengthening our teams.

Mistake #4: Turning off the volume.

One of the most tragic actions a leader can take is to turn off the volume in their office. With the chaos and challenges that they face day in and day out, at some point they stop listening to what is going on around them.

Equally important to leaders effectively articulating their vision for the organization, leaders must remain open to hearing what the teams around them are saying. When they close off to the chatter, there is a marked decrease in motivation, job satisfaction, loyalty and organization productivity.

Leadership isn’t about imposing the leader’s solo dream, it’s about developing a shared sense of destiny. It’s about enrolling others so that they can see how their own interest and aspirations are aligned with the vision. All of which requires a keen sense of listening on behalf of the leader. Too often leaders will get singularly focused on a bright shiny object in their path and close themselves off to those around them that are there to promote the vision, the organization forward.

While managing with a collaborative mindset is key to success, it is equally important to define for staff members the boundaries and when no is simply, no. A good manager is one who knows their place on the team is equal to the sum of the whole, holds their team as capable, powerful, resourceful and creative while communicating openly and acknowledging the small stuff along the way. A good leader builds a sense of trust and collaboration as they also acknowledge their own fault line (because, we all have one.)

Coaching Questions:

• How do you react to sharing the good news?
• What about the bad news?
• What methods of open communication do you currently employ?
• When have you taken the communication ‘temperature’ of your staff?
• How is your volume control? Are you actively engaged in listening?

Whether you are a new manager or seasoned leader, there are four mistakes that can have potentially devastating effects to your team, your organization and to your future. In this two part article; The Mistakes Managers Make, I will share the common pitfalls that can derail even the seasoned leader accompanied by examples and solutions, followed by coaching questions to support your own transformation.

While the following mistakes may seem basic, they can actually be devastating to an organization.  Anyone from the novice manager up to the veteran leader is susceptible to committing them.  If the mistakes are not caught early, they can derail the best of intentions and send someone who has a natural ability to lead, (just in need of some tender, mentoring care) back to the file ranks of time-clock punchers. Such mistakes can be catastrophic to the potential of our teams and our leaders.

Each mistake has simple action steps to correct but may require the support of a skilled coach or mentor to navigate successfully.

Mistake #1: Forgetting there is no “I” in Team.

There is more power in a ‘We’ environment than a ‘Me, My or I’ hierarchy. Good managers forget about themselves and focus on the good of the whole to empower and lift others up for success.

New managers that have only managed workload and not people are often primary offenders of “me vs. we.” With no training or mentoring, their selfish behavior can tear at the psyche of the team and each individual who was a part of it.

Ultimately, the team will begin to sabotage the manager just to prove a point or get proper acknowledgment. The members of the team may stall on completing projects, avoid showing for meetings, and start taking their offense to anyone who would listen.

It takes a collective effort to identify areas for improvement and expansion of capacity to ensure overall success. It is crucial to provide mentoring, coaching and support to single minded managers to support them in identifying their natural leadership style.

Remember: Just because an individual knows the work, does not make them a manager of people.  They may not be the right person for the job. If you have a team that is under producing, start at the top, and ask for input from all.

Mistake #2: Micromanaging.

Holding things so close to the cuff can squelch creativity and self-motivation toward the desired outcome. Constant hovering, checking in, nagging, questioning and reworking the work of your team creates a sense of apathy in all. Employees don’t want to work hard if they are going to be corrected, redone or rejected for not doing it ‘right.’

One executive in an institution for higher learning was having difficulty with his team leaders being accountable to what they had committed to doing.  This executive was so on edge with his key leaders within the organization; their lack of follow-through was putting him on the hook with the board of directors.  When we dug into the challenges through coaching and got past the finger pointing, the root of the problem became evident. This leader and his team had placed such heavy restrictions on each other that they were paralyzed as a whole.

The cause, this executive was not letting go of ‘how things get done’ and was not allowing their people to creatively solve problems together.  Conveniently, the team around him was pointing fingers back and succumbing to their own negative self-talk by blaming vs. collaborating toward a solution.

Together, we broke down the walls by acknowledging insecurities, hurt feelings and frustrations. We put action steps in place for course correction, and co-created new ground rules and working guidelines.  The new culture created an environment where people no longer wait to be told exactly what to do; they are free to take lead on executing the deliverables. Ultimately, the overall accountability resulted in streamling services and saving jobs.

Coaching Questions:

1. What has your experience been with ‘micro managing?’
2. What environment are you creating as leader?
3. When you consider the “I,” or “Me vs. We” factor in managing, what side of the pendulum do you reside?
   HINT: (You may want to ask for feedback from your team too.)

What is key about setting the example is to behave in ways that are consistent with shared values. The very values that the organization, team or partnership defined collaboratively. The same values that every new employee is being orientated to when they come on the job. A common pitfall for leaders is that they operate under at Do as I Say, not as I do motive. This can be a dangerous road to plow and can often divert the leader into unwanted territory.

In what I consider to be one of the greatest books on leadership that every manager or aspiring leader should read, The Leadership Challenge, James Kouzes and Barry Posner, define 8 elements to behaving in ways consistent with your values. These may be obvious to some and to others there may be a new learning opportunity. All in all, check your own leadership style against this list and give yourself a grade.

1. Take a look in the mirror. Become more self-aware of your personal values. Not until you truly know yourself, strengths and weaknesses, know what you want to do, why you want to do it, you cannot succeed but in the most superficial sense of the word. And there is no way we can truly know ourselves if we don’t take quiet time for reflection.
2. Write your leadership credo. It’s time to define and clarify the principles by which you’ll guide others to places they’ve never been before by translating your personal values and believe into a one-page leadership credo(233). After you have your credo to a place you wish to share it, first ask for feedback with those around you. Be open to receiving it and ensure that what you have written is clear so that others can support it.
3. Write a personal tribute and a tribute to your organization. This is all about writing down what the ideal image of yourself or of your team/organization. How do you want others to see you. What words or phrases do you most want others to say about you? How would you like to be remembered? The greater the clarity of, belief in, and passion for our personal standards of excellence, the greater the probability we’ll act in concert with them.
4. Open a dialogue about personal and shared values. We know that shared values make a difference and that leaders represent groups. Leaders do do what we say we will do. So it’s essential that you have a dialogue about your beliefs and those of your team. Model for the team that they too write their own credo so that collectively everyone can learn from the other what they value and stand for. Celebrate the similarities and the differences. It is a bonding experience that unites your team, they feel heard and acknowledged and that has power(235). This moves people from what we say we do to what we do!
5. Audit your actions. Practice what you preach and check your day-to-day activities against the published shared values. Ask, how do they align? And seek feedback periodically from others on how they see you doing with modeling your shared values. Remember, when we ask for feedback, we must remain open minded to receiving it or don’t bother asking at all(236).
6. Trade places. Some of the greatest leaders have swapped places for a day or afternoon with another on their team. It is perhaps the best way to get to know the view from their chair. The corresponding benefit, others get to know the view from your chair too. Another way for management to show the trust they hold for their employees, at your next management retreat, don’t leave the token manager behind, walk away and leave the operation in control of frontline staff. It makes a public statement that we trust you and builds confidence up and down in the org chart.
7. Be dramatic. It pays to consciously stage dramatic events to make a point or to hit home a fundamental value(238). And during times of change, this is of particular importance. This may be a high ropes course to build trust and teach teams about taking risks with one another. What ever you choose, design them to draw attention to critical values and priorities, even if you have to go out of your way to get the point across.
8. Tell Stories about teachable moments. Be constantly on the lookout for for teachable moments – those precious time when people’s consciousness can be elevated(239). Often these occur at the peaks and valleys of the organizational experience. They are those moments to illustrate an important virtue can be old over and over again.

Coaching Questions:
* What three tips of the 8 will I implement immediately?
* Have I defined my core values?
* How will “auditing my actions” support my growth and that of my team?

Kouzes, James and Posner, Barry. “The Leadership Challenge.” (San Francisco: Josey-Bass – 2nd ed.)

Today I had that experience with an online post from someone who is connected to one of my networks. Though this post wasn’t as much a head scratcher as it was rude and down right angry, it was shocking just the same. Perhaps this person was having a bad day, or they woke up on the wrong side of the bed. At the end of the day, it doesn’t really matter because the impression they left not only on me, but those in our network, had catastrophic affects.

They left an indelible mark on our minds, not of the excellent services they may or may not provide, but that they are not friendly, rather disrespectful of others publicly and down simply…angry. All that from one comment on a post.

Something to always remember when posting online, in a network, on Facebook or Twitter, what you put out there for even a few to see, can go viral and take you down quickly or raise you to new heights.

To ensure that you always put the best post forward, and refrain from getting ‘unfriended’ abruptly, consider these tips for posting success.

1.) Never respond or post in haste. It is key to check your attitude at the proverbial door before you comment or post anything. If you are feeling edgy or angry as you type. delete. delete. delete.

2.) Put your best face forward. Always remember that when you post online in the various networks that you play in, your image as well as your words go forward for all to see. The reader may or may not remember your name, but they are highly likely to remember your face. And if the words associated with your face are negative, the impression lasts a life time.

3.) Consider the PAUSE button. If you engage in a reply or post that is rather harsh in nature, pause and step away from the screen. Those quick posts can have long lasting effects that can be insurmountable or cause you to lose those hard earned followers. Your words are an extension of you online, pick them wisely.

4.) Transparency is good and can be bad. We hear it all the time, ‘be transparent’ online. This is a good rule to follow however, it can also come back to bite you in the you know what. Being transparent online and showing your flaws can engage people positively or negatively. It is all in how you handle it that counts. If you post something that didn’t translate well, then state that and correct the action. If you post something that contradicts what you ‘say’ you represent, and don’t quickly correct it, that loses credibility. Speak the truth and make corrections as needed is key.

5.) Keep Friends and Business in different containers. When posting online, it is important to show all networks your friendly side, that you care to engage, to connect, and to collaborate. To show you are not just there for shameless promotion. However, when posting the events (with details and pictures) of your weekend escapade on the same profile that you post ways prospects can engage you for business services, can get dicey. It is important to keep friends and all the activities you enjoy with them in the ‘friend zone’ and keep business in the online board room. Mixing the two can work against you at the most inopportune times.

There are other ways to keep you free and clear from the ‘UnFriend’ zone and it may be good to explore them. The key is to use the various platforms wisely and consider this, if you have children (or a grandmother), would you be proud to have them read or see what you post?

Coaching Questions:

* What is your social media strategy to connect, collaborate and grow?

* How might having a business persona and personal in the same network work for or against me?

* What do I value about being transparent online and how can it work to promote my persona?

* When faced with a negative encounter online, how will I handle it that supports my values?

Heard a good word today that confirmed what I know to be true about vision, purpose and action. There are frequent conversations in the world, on the many social networking sites that we are all apart of around vision and the importance of having one. And, I would offer that there is no point in having one if you are not prepared to be in A.C.T.I.O.N toward your potential.

The word action is key in awakening the vision within each of us. It requires the following six elements and when you apply them, you WILL awaken your vision and activate your potential.

Achievement focus – In other words, keep your eye on the prize. If you build your dream on unstable ground, it will crumble. To have stability, you need clarity and to speak what you want from your heart. Focus on achieving that heart’s desire, write it down and keep it in front of you.

Curiosity – It seems as we age we lose (or set aside) that bold curiosity that motivated us as children. That curiosity kept our dream alive as we explored and asked questions. Try adding that back into your daily life. Be curious about the things you have always wanted to achieve, accomplish, attain or attract. Even if it is a little uncomfortable, get curious again!

Take responsibility - Perhaps the most difficult for some to acknowledge and the most important to our success and clarity of vision. When we play the victim or blame game for the current status of our life, we shut ourselves off from possibility. To be open to knowing and owning your full potential, take a look at the places you have offed responsibility for life onto someone or something else. Own it, forgive it, let it go.

Inspire - Think for a moment how many people have left an impression on you. Got the picture? Now ask yourself, what would my life be like if I lead that kind of legacy now? When we work to inspire others, we become more focused on our purpose vs. the benefits. It is a new creative element to action that I am happy to inspire in you today. Seek to inspire to receive overflow.

Overcomer Mindset – Consider looking at the box in your path as opportunity to propel you forward vs. something to stop you. To do that means to continually be looking at what is possible. Being an overcomer in action means staying activated for what’s next.

Never accept second best- This is the ‘who are you giving sanction to’ piece. In life we give up our authority to others rather instantaneously, or quickly. It gives the authority of our potential to someone else’s control. By not accepting second best, and affirming what “is to be,” moves you toward the vision and/or the goal. It means that you are enough and that you have what it takes to get what you want. It means you are in the fullness of YOUR personal power.

Try some action this week. There are great resources all around to support you finding your vision and purpose. And it is important to get activated toward identifying what you really want as you define your vision and activate your potential.

Coaching Questions:
* What one Action Step will you apply this week?
* Who can you pull in for support in honoring your self in action?
* How do you use Bold Curiosity currently?
* Who have you given sanction to in life that may have detoured you from your potential?