In a world that is more globalized than ever, it has become more common to move abroad for work.

The interesting question is whether spending time abroad brings a person more clarity and heightened self-awareness or not.

When someone lives in their home country, they are more likely to be surrounded by others who have been immersed in similar cultural norms, values and language, and therefore act accordingly. On the other hand, when moving to a new country one is triggered to question their own behaviors and undergo self-discerning reflection. In doing so, that person may either disregard elements of their former ideologies and mannerisms, or strengthen them. But what is certain, is that they will be questioned.

“Not until we are lost do we begin to understand ourselves”

David Henry Thoreau

So how does this play out in the workplace?

Possessing a greater sense of clarity and self will make someone more adept in providing and receiving feedback, as the way they see themselves more closely aligns with the way others do. Also, when someone has a clearer vision of who they are and what they stand for, they can assert themselves within a workplace with more integrity.

Confidently owning their values and guiding principles will also benefit someone when making career choices and transitions, whether in the context of moving to a new position or changing their field of work dramatically. Having a high level of self-awareness helps someone understand what their strengths, weaknesses, and values are and which type of work best aligns with them – as a result, enabling more confident decision making.

Although much of this process of self-discerning reflection is automatic once faced with a different culture, it is also a matter of letting go. Many expats experience a “culture shock” in a new country and the alienation or homesickness that comes along with it, but once they start seeing their stay as an exceptional learning opportunity that unsettled feeling typically fades away. Instead, you learn to see yourself and the world around you more broadly and honestly, which helps guide you through complex transitions.

If you are currently dealing with moving to a new country, whether it is your first time or the umpteenth time you’ve settled into a different culture, or returning to your home country after many years abroad, navigating this transition has its challenges. In a discovery call we can discuss your needs and explore how we could work together to make this step out into the world translate into an expansion of your own world of opportunities and potential success.

This month we’ve covered how valuable setting boundaries can be in the workplace, as well as diving deeper into the distinction between soft and hard boundaries. One of the most common struggles I see my coaching clients dealing with is managing a healthy work/life balance and so I would like to shine a light on how setting boundaries in your private life is equally important. Not only will it have a positive impact on your personal relationships and well-being but it will undoubtedly spill into the way you carry yourself at work as well.

When thinking about how you can apply this to your personal life, it can be helpful to consider the seven different types of boundaries.

🌱 Emotional: how emotionally available you are to others
“As much as I would like to be of support to you right now, I do not have emotional capacity”

🌱 Mental: having sovereignty over your own thoughts, values, and beliefs
“I respect your perspective, although we’ll have to agree to disagree”

🌱 Physical: nurturing privacy, personal space, and optimal physical health
“I prefer not to shake hands when meeting new people”

🌱 Internal: regulating the energy expended on self-versus those around you
“I have met up with so many people the last couple days, I really need the weekend to myself”

🌱 Conversational: topics and conversations that you do not feel comfortable engaging in
“I prefer not to be a part of this conversation”

🌱 Material: monetary decisions, regulating how much you give to others
“I splurged on a new carpet last week, so I choose not to buy more furniture impulsively”

🌱 Time: how much time you spend with someone or on an activity or task
“I’m giving myself 30 minutes to clear the garage”

Inspired by: Positive Psychology

Once you have narrowed down your wants and needs, you can start defining your boundaries and formulating clear ways of communicating them to the people around you. Know that it is perfectly okay to state limitations to people who are on the receiving end of your emotional resources. When someone rejects your boundaries and/or violates them, then this is a clear indicator of a relationship that may be off balance, or potentially problematic. Restate your boundary and if it is not respected, withdraw calmly. After all, your biggest service to others is taking care of your own well-being first and foremost.

What is your hard boundary?

Last week I wrote about the importance of boundaries and their potential to shape your life for the better. Filtering out your priorities and allowing yourself to be fully present and show up for those around you – when it actually matters.

In the context of setting boundaries, you have soft and hard boundaries. Soft boundaries being ones that are more flexible and reliant on external surroundings. For example, if you say that you want to make a habit out of closing out your work day at 17:00 rather than 18:00 this may be dependent on the quality of communication with your team and the level of trust within the organization. It may require you to adjust your morning routine and start earlier, or to invest more time in briefing your team to ensure the completion of necessary tasks within a shortened time frame of supervision and support. On the other hand, hard boundaries are ones you keep yourself to more strictly. They are boundaries that you take full ownership of and will have a greater impact on your life, schedule, and workload. These are non-negotiables. Think of them as promises you make to yourself, such as reserving weekends for family, friends, and personal leisure only.

The way you assign hard and soft boundaries to your priorities may change over time, depending on how your own values change, your life circumstances, and your self-development at work and home. As you become more familiar and comfortable with setting boundaries, you will find that some are more valuable to you than others, helping you come closer to the person you want to be, and the impact you want to make.

Do you ever have those moments where you have said yes to a request where you feel you should have said no? Or find yourself in a meeting where you struggle to focus, either because you had to cancel an existing personal commitment to make it, or because you were keen to finish an important project with a deadline approaching?

With the world becoming more and more fast-paced, and technology readily available regardless of whether at work, at home or traveling, it is easy for us to get overwhelmed by the responsibilities and projects at hand.

Although it may feel as though there isn’t enough time in a day to achieve all the things we want to, there may be another culprit hampering our effectiveness at work. A lack of boundaries.

A boundary is a limit you set for what you will and will not do, or what you will and will not accept from others.

Setting boundaries is a process that requires introspection and self-awareness. It involves looking inside yourself and asking yourself questions about how you work best, what your needs are, what is and isn’t your responsibility, and what keeps you healthy and happy. Once you’ve answered those questions, you can start creating boundaries around them so that they can be put into action.

Setting boundaries isn’t as easy as just saying no or having a specific goal in mind; rather, it requires clear communication, discipline and consistency on your part as well as understanding and commitment from others involved in the situation. If boundaries are not clear, or get overstepped there are likely to be problems down the road when things get tough or stressful.

Some actions that can be taken to create a healthy work environment in which the boundaries you have set for yourself, as well as for those around you are respected and attended to are the following:

🌱 Most importantly, determine your top priorities in both work and life.

🌱 Plan your day and allow for spare time to deal with unforeseen events.

🌱 Make sure that your line manager, your direct reports, peers, and/or team members have visibility over your work schedule so that they know when they can reach out if something comes up unexpectedly.

🌱 Be clear on the purpose and duration of meetings you lead or attend.

🌱 Ask yourself the question whether your attendance for a meeting is required or someone else in your team might be able to add value.

🌱 When being handed a project, gain clarity upfront about your mandate and boundaries set for this project.

🌱 Set a time limit for tasks, and where more work is required agree with those involved how best to proceed.

Often we think we have the necessary boundaries in place, and we may, but are they clear, are they understood and what do we do when someone oversteps these boundaries?

What is a boundary you have set for yourself?

You CAN be assertive without being aggressive. Communication plays one of the biggest roles in making an organization run smoothly and effectively, and being assertive is an important skill to have in order to add to and function within that system. Last week I wrote about the Non-Violent Communication method designed by American psychologist Marshall B. Rosenberg. A method of communication that puts people at the center of its approach to tackling challenges.

Ways of communicating can be divided into three categories: Passive, Aggressive, and Assertive. Both passive and aggressive communication can lead to high tension and friction in a work environment, making some people feel unheard and resentful.

Assertive communication is the way away from miscommunication mishaps. When all members of a team, or employees of an organization communicate assertively – open dialogue and honesty is encouraged, each person will have a confident understanding of their own set of responsibilities, and therefore will be more adept at dealing with challenges in collaboration with their peers. As a result, minimizing the chances of strained relationships, uncompleted tasks, and burn-out in their teams.

I always advise to lead by example, as leaders can best nurture assertive skills in their employees by applying those skills themselves in the workplace and creating a highly reflective environment. This can be stimulated by having weekly check-ins with employees and annual workshops that provide productive communication training.

If you are seeking to introduce assertive communication as a leading practice in your organization, don’t hesitate to reach out to me so we can discuss how I could be of possible support to you and your teams/organization.

Kill your darlings. Move on. Go with the flow. Relax. We’ve all heard these things before. But let’s not kid ourselves, letting go is tough.

When we’ve poured ourselves into something, whether it is a project, a career path, or a relationship, it can be incredibly challenging to let go. Over time we attribute value to different areas of our life, and when some of those things fade, we can feel lost or insecure.

But just like flowers that must wilt and fall before rooting and growing again – we also need to allow ourselves to take distance from what we’ve outgrown, in order to make space for what could be.

This is relevant for large, as well as small events in our lives. Just last week I co-hosted a workshop that went from being an intricately designed module to an intimate, unpredictable conversation. Something that wouldn’t have been as meaningful or powerful had we not been willing to let go of our expectations and attachment to the original plan.

When is the last time you consciously let go of something, only to find that it paid you back in spades?

Thoughts change. Feelings change. Interests change. Priorities change. Relationships change.

Be open to change and all of its possibilities.

People may come and go throughout your life, and the true joy and learning from each of these connections comes from embracing that every person plays a role in the journey of your life, just as you do in theirs. No matter how brief and futile a meeting might seem, every interaction with the world around you works as a cog in an infinite mosaic of wheels. A lesson that can be learnt, a reminder of your strength, an example of what you do or do not want, or simply a pillar of support in a time of uncertainty.

Cultivating our ability to embrace and deal with changes in ourselves, as well as the world around us is crucial for our success and well-being. Ensuring that opportunities are seen and engaged with while limiting behaviors or circumstances are let go of.

Mental fitness (PQ) is my chosen methodology for directly addressing and nurturing the skill of letting go, being grateful, and taking aligned action. If you would like to know more about how you could incorporate mental fitness into your day to day life – for professional and personal effectiveness and emotional well-being – then feel free to reach out to me for a discovery call.

Sally Ann Eddmenson, ACC, Carrie Forster, ACC, Gerda van Loon CPCC PCC PQ, Manal Sayid, MBA, Benjamin Sung Ho W., Ola Olu, Dagmar Mekking, Tim Armstrong, Stefanie Zeep CPCC, PCC🙏🏻❤️

Thank you for being part of my journey 🙏

Change is inevitable, and in today’s rapidly evolving world, organizations must learn to navigate through transformative shifts to stay competitive. As a leader, your role is pivotal in inspiring and guiding your team through these periods of significant change. Let’s explore the essential aspects of change leadership and how you can inspire your team to embrace and thrive in transformational change.

🌱 Crafting a compelling vision: As a change leader, you have the power to paint a picture of the future and inspire your team with a compelling vision. By clearly articulating the purpose and benefits of the change, you create a shared understanding and ignite enthusiasm among your team members. Align the vision with your organization’s values and purpose to foster a sense of meaning and direction.

🌱 Building trust and fostering transparency: Trust is essential in every organization, and even more so when dealing with change. Establish an environment of trust by being honest and transparent with your team. Share information about the change process, address concerns, and actively listen to your team members’ thoughts and feedback. By fostering open communication, you create a safe space for collaboration and engagement.

🌱 Managing resistance with empathy: Change often triggers resistance, but as a change leader, it’s your responsibility to address it with empathy and understanding. Identify the sources of resistance and engage in dialogue to address concerns. Involve your team in the change process, allowing them to contribute to it with their ideas and perspectives and develop a stronger ownership and commitment to the change.

🌱 Empowering and supporting your team: In your role as a change leader provide the necessary resources, training, and support to help your team to adapt and succeed. Encourage innovation, experimentation, and continuous learning to foster a culture that embraces change and growth.

🌱 Leading by example: As a change leader, you are a role model for your team. Embody the change you wish to see by demonstrating resilience, adaptability, and a positive mindset. Show your team how to embrace change and encourage them to step out of their comfort zones.

🌱 Celebrating milestones and successes: Throughout the change journey, celebrate milestones and successes, both big and small. Recognize the efforts of your team members and acknowledge their contributions. Celebrations boost morale, foster a sense of accomplishment, and maintain momentum, ensuring that your team remains motivated and engaged.

🌱 Embracing change requires deliberate leadership. By crafting a compelling vision, building trust, managing resistance, empowering your team, leading by example, and celebrating successes, you create an environment where your team can embrace change and drive organizational growth.

Leaders are like shadows.

Similar to how shadows mimic our movements, leaders cast an impression that sets the tone for their organizations. Their behaviors and decisions reverberate throughout, shaping the culture, values, and overall ethical compass. It is through their consistent actions and unwavering integrity that leaders establish trust and inspire others to follow suit.

Earlier in my career, I worked with a senior executive who was a highly motivated, hardworking, and energetic leader. He was very visible on the work floor – taking the time to walk around each day, greet people, engage in project updates and invite different views. When he was in a good place, the office would be a buzz. On other days where he wasn’t feeling his best, the office would respond accordingly. During one of our conversations, I shared my observations with him. He wasn’t at all aware of how much of an impact, both positively and negatively, his ‘shadow’ cast on the organization. I noticed him making conscious efforts thereafter, and that made a difference.

In today’s complex business landscape, ethical leadership has emerged as a crucial driver of organizational success. As leaders, it is not only our responsibility but also our privilege to lead with integrity, inspiring our teams to uphold ethical standards and contribute to a culture of trust and accountability. By aligning our actions with our values, we set the foundation for ethical decision-making. We focus on clear expectations, open communication, deep listening, fairness, justice, and long-term consequences, ensuring our choices reflect the greater good for our stakeholders, be it our employees or our customers. . And we embrace our social responsibility, acknowledging the influence we may have on society and beyond.

By cultivating a culture of ethics and governance, we create an environment where employees thrive, trust flourishes, and organizational reputation soars. Ethical leadership not only enhances employee engagement and loyalty but also strengthens the overall resilience and competitiveness of our organizations.

Let us rise to the challenge of ethical leadership, unlocking the potential for organizational success driven by a genuine care for people, unwavering integrity, ethical decision-making, and a commitment to the greater good.

Collaboration is vital for growth, innovation, and resilience in business and beyond. So what is it about putting forces together that enables change that is so profound and impactful?

🌐 Embracing Diversity of Thought

Collaboration brings together individuals with diverse backgrounds, skills, and perspectives. This diversity of thought fuels creativity and enables us to tackle complex challenges with agility and adaptability.

🤝 Building Strong Networks

Effective collaboration extends beyond organizational boundaries. It involves establishing strategic partnerships, alliances, and networks that transcend traditional boundaries. These connections provide us with opportunities for mentorship, guidance, and access to new markets, amplifying our potential for success.

💡 Harnessing Collective Intelligence

Collaboration has the power to unleash the collective intelligence of teams and organizations. By working together towards a shared goal, we leverage the unique strengths and expertise of each team member. This synergy drives enhanced decision-making, problem-solving, and innovation. It enables us to navigate complexity, seize opportunities, and deliver outstanding results.

📈 Amplifying Growth and Adaptability

In today’s dynamic business landscape, the ability to adapt quickly and seize emerging opportunities is important. Collaboration allows us to combine resources, expertise, and capabilities, multiplying our potential for growth and ensuring long-term sustainability in an organization.

🙌 Cultivating a Collaborative Culture

To unlock the full potential of collaboration, we must foster a culture that encourages it! That means nurturing trust, transparency, and open communication. Leaders play a crucial role in setting the tone, encouraging collaboration, and empowering teams to collaborate effectively. By recognizing and celebrating collaborative efforts, we inspire others to embrace this powerful approach and foster a collaborative ecosystem within our organizations.

Collaboration is not a one-time event; rather, it is an ongoing process that requires dedication, patience, active participation, and the often disregarded skill of care and nurturing. By harnessing this collective power of collaboration, greater success can be achieved in business, and stronger people stand connected through a shared sense of belonging.

A couple years ago, I was leading a team that was made up of seasoned professionals, people that were midway their career journeys and younger professionals who were only just leaving their first footprints in their careers. Teams like this can be challenging in terms of reaching alignment, communication, response to feedback, deliverable execution strategies, and much more. At the same time there is so much space for learning from one another and the opportunity to exchange transferable skills. Multi-generational teams are a treasure trove of creativity, innovation, and expansion of thought and expectations.

While working with this team I started an initiative which would consciously bring together the ideas, knowledge and skills of all employees and encourage multi-generational performance. For every monthly team meeting a junior team member was given the opportunity to choose and prepare a topic, get coaching, deliver their topic, and receive feedback – all with internal aid from other members of the team.

The younger colleagues were empowered by the space and support provided, while the older members were given more purpose and responsibility within the team. In turn, all were empowered and relationships were fostered to become more aligned and cohesive.

Different perspectives came together to form a more well-rounded team dynamic and were woven into our solutions – think of a heightened understanding of the technology being used, a more sensitive approach to providing feedback, a better understanding of other people’s why, and much more.

All people involved had one shared goal, to develop their skills and expand their knowledge as professionals – all through the collaboration of different perspectives, ways of working, and contexts. When people share the same mission, it creates a power to be reckoned with – propelling us towards organizational success and loving the journey that takes us there.

Somewhere in the middle of my career I met Ralph Kerr. He was based in the US while I was living in the UAE, but we both belonged to a global network in Shell. Over time, he became a coach and mentor to me – I came to know him as an OD professional, a coach, exemplary leader, and a wonderful human being. I credit Ralph for introducing me to the world of OD. During our conversations we discussed challenging topics and I had the opportunity to test my own thinking and approach around how to address those. Over the years, we kept in touch by reading each other’s LinkedIn posts, sending annual new year’s wishes, but had not spoken in person for over a decade.

After seeing one of his posts on LinkedIn recently I reached out to him and we scheduled a virtual catch-up. What had originally been planned to be a 45 minute call turned into 90 minutes of sharing reflections about our current work, and how our experiences have shaped us.

All we did was show up for each other, with a willingness to listen, a genuine interest in one another’s stories, an input of different perspectives and a healthy dose of self-deprecation combined with a good sense of humor. Coming out of the call I noticed how liberated I felt in my thoughts – just by taking time out to consciously reflect on past, present, and future.

The power of reflection doesn’t necessarily lie in having all the answers, or even always knowing which questions to ask, but sometime it’s about opening up our minds to an exchange of thoughts and perspectives. Reflection doesn’t always need to be a solitary thing, in fact, its impact and efficacy can be amplified by sharing the process with someone else.

Ralph, people like you are rare in business. I am grateful for our friendship.

Earlier this week I took part in the closing ceremony of the Remote Facilitator’s Café, beautifully guided by Jamie Colston and Nynke Vos. The Café has been a safe, innovative space for facilitators from across the globe to co create and co facilitate virtual workshops and deep conversations. With the Café’s weekly workshops coming to an end, I was reminded of the importance of closure and the rituals one can undertake to make transitions feel complete, making lasting connections with others that extend beyond the context in which you met, and taking your learnings with you.

When our children were younger and we were moving around frequently, I felt that it was my responsibility to make those transitions as smooth as possible for them. Giving the kids an opportunity to take on a role of responsibility and empower them through these transitions. Every time a chapter of their lives would come to a close, such as when moving to a new country, a different school, and a new home we would create memory boards together. They would identify the people that had left the most profound imprints on their lives and create a collection of memories to give them as a parting gift. In one case that could be a framed collage of photos and/or drawings and in other cases it was a poem written about said person, often accompanied by some more drawings (after all, their dad is an artist and the apple doesn’t fall far from the tree!). At the time, my incentive was mainly based on the hope that it would make the changes in their life easier to process and their new beginnings feel like a fresh start every time. So, as you can imagine, I was elated when I was told many years later that this ritual was a core memory for both our kids – and something they say they still use when navigating the changes they face in adulthood.

We have the power to bring conscious closure to the waves of our lives by cultivating rituals of gratitude and reflection.

I want to thank my friends at the Facilitator’s Café for all the time and valuable work we have done together to share insights, expand our minds, hone our professional skills and have fun while doing so. I am deeply grateful, especially to nadJA petranovskaJA who initiated the Café, Benjamin Sung Ho W. who introduced me to this wonderful group of people and who together with Ola Olu have been amazing co creators who have inspired me to make bold moves in using the latest technology.

Rik Wagter, Stefanie Zeep 🙏🏻❤️, Pedram Shandi, Rebecca Sampson, Gesa Oldekamp, Sara Huang 黃詩惠 🇹🇼🇳🇱, Gesine Engelage-Meyer, Daniela Gardini ✔, Sharon Leigh, Heinrich Schwendener 🎯, Judith Castillo, Manal Sayid, MBA, Mansi Jasuja ✨ मानसी जसूजा, Pragya Taneja, Simone Jo Moore and Thomas Krause, Anna Momber, ady suciu and many more.

When keeping up with work responsibilities, keeping your workspace tidy can feel like the last thing on your list of priorities, but I urge you to reconsider. Our physical environment has an immediate impact on our inner environment.

The month of January provides a great opportunity to set the precedent for the eleven months following. Here are some basic tips to getting that worktop in order so that you can make the most efficient use of your physical and mental space.

• On an individual level, make sure you have a designated workspace (if space permits). Collect or gather a few items that make it inviting.

• Take the time to think about which elements of your workspace need to be reorganized. It can help to draw out a plan or visual for how you would like your office to look. Do you need to use more dividers, files, or cabinets? Or do you need to cut them down and digitize some of your paper documents? Think about setting up a filing system that will be intuitive to you so that you can stick to it in the long run.

• When sorting through documents it can be helpful to first assign them to different categories like: keep, trash, belongs elsewhere. Afterwards you can sort through the documents you’ve kept and file them accordingly instead of letting them pass through your hands multiple times.

• For teams and organisations, having a regular clean up “hour” can help keep the office clean and as a result, more effective in delivering results. Turn it into a day to look forward to by organizing a pot-luck and encouraging social interaction with colleagues.

• Work together with IT in order to support employees with the digitization of information.

• Create a buddy system, so that you can hold each other accountable.

Now, of course, these are some of the hands-on ways of clearing up your workspace, but I couldn’t leave out the small habits that can help you gain more clarity on a day-to-day basis.

• Take mini breaks throughout the day.

• Before you close up shop for the day, reflect. Capture what went well, what did not, new insights you gained and what you plan to do differently moving forward.

• Then take a few minutes to think about what you plan to do the next day. Especially when feeling overwhelmed by an accumulation of tasks, worries, or other open-ended thoughts, take the time to write them down on paper – a bit like free-writing. Once you’ve transferred your thoughts onto paper it’ll be easier to dissect and prioritize.

• Lastly, get to know yourself. We’re all different, so feel free to experiment with different ways of organization. For example, I recently bought myself a large whiteboard which helps me make organization easier and more enjoyable.

Consistent organisation can be tricky, but finding a few habits that work for you, commitment, and regular moments of reflection can make all the difference.

My husband and I have been living in the idyllic countryside of France since the summer of 2020. Leaving the fast paced city life of Dubai behind and settling in was a challenge at first, but after some time I found my place. While the silence of the countryside was initially confronting, I learnt to really listen – and soon the silence became beautifully loud. I found peace in the melodic chirping of birds surrounding me every waking moment of the day, the wind ruffling the leaves of the walnut tree in our garden, and the croaks of toads down by the river echoing through the valley, lulling me to sleep at night. The pace of life is slower and the interactions in this small town community are largely based on reciprocation. Due to being somewhat isolated, people find solace, connection, and strength through the exchange of goods and services.
 
A few weeks back, a cherry tree in the village was filled with ripe cherries, but the person whose plot of land the tree was on was abroad. So, several people decided to reap the ripe fruits and create all kinds of different edible gifts to share with the owner and the wider community. Jams, pies, and liqueurs were made and jovially exchanged at happenstance meetings, dinner parties, and sold at local market stalls.
 
Similarly, in business, when employees within an organization are encouraged to share their knowledge and skills with one another, a culture of collaboration, innovation and continuous learning emerges.
 
Imagine a scenario where a marketing executive provides coaching sessions to a junior colleague struggling with social media strategies, while in return, the junior colleague shares their expertise in graphic design to create visually captivating content for the executive’s presentations. As they collaborate and support each other’s growth, a sense of camaraderie develops, fueling motivation and a shared commitment to achieving organizational goals.
 
Furthermore, when individuals from different departments or teams come together to exchange their unique perspectives and skills, fresh ideas and creative solutions emerge. Through reciprocal exchanges, employees gain a broader understanding of the organization as a whole, breaking down silos and encouraging cross-functional collaboration. The act of bartering within an organization goes beyond the transactional nature of traditional work relationships. It fosters a sense of trust, interdependence, and a sense of belonging.

Last week I had an impromptu coaching session with Elke Rößler. Having accepted an Advisory Board Member role with a US based health care start up and keen to find a meaningful way to give back to society at large via volunteering, I wanted to use the coaching conversation to talk about how to integrate this in my existing work and life.

After some careful listening, Elke offered one of her “impulses”, and introduced the notion of a backpack, which I found really helpful. Interesting how sometimes a different metaphor – I normally refer to them as “buckets”- can help create a shift in perspective.

When you feel highly stimulated or energized by the work you do and choices you are making it can be alluring to dive deeper and think bigger all the time. But sometimes it’s the exact opposite that does wonders. It’s about pacing yourself. About being selective with your goals and the tasks that get you there.

Imagine we are all carrying around a metaphorical backpack in life. As our lives take their course we make decisions along the way that shape us and change the requirements of our daily input. New choices become available which may change our plans and lives. Sometimes a stressful event can occur which makes it necessary to shift focus towards the challenge at hand, and let go of other things. While there might be other moments where we are overwhelmed with exciting business opportunities and prospects, in which case we need to narrow down our focus towards the things that really matter, or the goals we value most.

I was reminded of the saying: “You can do anything, but not everything”. Just because now isn’t the right time for something, doesn’t mean that you won’t find your way back to it in the future or may discover something else instead that gives you an even stronger sense of purpose. With new insights you might decide to change your plan, and adjust your goals, realizing that there is joy in learning and not everything needs to be perfect all the time.

Frequent reflection on where you stand, what gives you purpose, how much of a work-load you can take on, and what is and what isn’t realistic can make your goals much more achievable, and as a result you will be much more motivated to attain them, excel in the skill, or simply be enthusiastic to keep learning.

The key lies in the power of “simplify and amplify” as Dr. Michael Gerharz puts it.

Dear Elke thank you for your precious time and the gift of “impulse”.

The other day I came across a TED talk that struck a chord with me, the actor Ethan Hawke was talking about how art isn’t a luxury, but rather a means of sustenance. Here is the link to the video so you can have a listen for yourselves here.

In this fast-paced world, with a strong focus on CV’s filled to the brim with academic and professional accomplishments and a competitive society driven by money and perceived success – the presence of art, in all its forms, is often forgotten or set aside.

Art isn’t strictly about painting, film, writing, or other processes that have been traditionally deemed as creative. Moreso, it’s about connecting to your inner self and understanding what revitalizes you. Art can be found in the complex language of mathematics, it can be found when looking at the world through an anthropological lens, an environmental lens, or through the trickling down of leadership in organizations. Art is all around us, and even more importantly, it is within us.

When we align ourselves to the things that bring us joy and add value to our lives, we create art as a result. We are immersed in art on a daily basis, simply by taking in the world around us, through sight, touch, smell, and taste.
In both our professional lives, as well as personal lives, the way we carry ourselves is a form of art. Rippled with intention, curation of impression, creative communication, and the exchange of ideas, energy, and knowledge with others.

When we become more consciously aware of what sparks that creativity in us, and how the world responds to us, we can make more informed decisions towards fulfilment at work and at home.

So, that makes me curious, how does art show up in your life?

When I left my last corporate job, I deep dived into uncertainty. I didn’t have a clear plan of what I was going to do next. The horizon was open and the possibilities endless. Thankfully, I could afford myself a sabbatical to give myself the time and space to figure it out.

Making the decision to leave a professional position can be a tough one, but very often it happens once the calling to leave is stronger than the stability of the job. There are different reasons people choose to quit and it often boils down to one of the following:

Someone may be looking to reach greater heights in their career, more responsibilities, and a greater professional impact that aligns better with their career aspirations.

Another might choose to work with a different organization as a result of dissatisfaction with how they’re being compensated for their input in terms of pay, location, or perks.

One might have an entrepreneurial itch, a burning desire to have more creative liberty over their work and therefore choose to pursue their own passion and start their own business.

Another might feel the need to leave their job as a result of personal circumstance, a life event that makes it necessary to relocate or simply feeling like they want to take on a role that’s closer to their heart. Very often a decision made once having children, mid-career or with elderly parents. After all, our goals and what gives us joy and meaning is likely to change as we grow older and advance our careers.

Again others might need a break from work due to emotional and physical exhaustion, whether it’s because of high stress levels, an unhealthy work environment, or an incapacity to handle the workload. This person will often seek a different, less demanding job or, if finances allow, take leave from work entirely for an undetermined period of time, until they feel fit enough to re-enter the workforce.

Oftentimes, a toxic or unsupportive work environment will make some employees choose to leave the organization due to feeling rightfully worthy of more. Not feeling aligned with the values of the organization or behaviors of fellow employees and higher-ups will cause some people to make the decision to leave their workplace, rather than try to fit the mold at the expense of their own well-being.

In my case, after a year of not working for an organization, but rather working only on myself, gaining clarity on how I would like to fill in my life, and be of service to others, I realized I was ready to be my own boss. To have autonomy over the way I could be of support to other people. And that’s how Shift was born, and what an exciting journey it has been, and continues to be. As a Transition Coach, I partner with executives to navigate major career transitions, by supporting them in taking stock of where they are in their lives, in redefining who they want to become and what they want to do, and guiding them in making this a reality.

Today’s post is a bit more of a diary entry. A post of gratitude, if you will.

When my husband and I were starting a family, we had agreed that my husband, who had dreamed of being an artist, would leave his job and stay home, to focus on cultivating his artistry as well as be the parent at home with any children we might get. We both wanted to ensure that our kids would grow up with one stay-at-home parent.

In the 90’s it wasn’t as common for a mother to be working and a father to be at home with the kids, but that didn’t deter us.

But today, traditional gender roles are undergoing a profound transformation, and one place where this is evident is in the rise of stay-at-home fathers. Once seen as an unconventional choice, more men are embracing the role of primary caregivers while their partners pursue careers outside the home. This shift not only challenges long-standing stereotypes but also highlights the evolving nature of modern parenthood.

The benefits of stay-at-home fathers are manifold. Children benefit from diverse caregiving styles, learning valuable lessons about equality and partnership from an early age. This arrangement also provides mothers with the opportunity to pursue their careers without the natural guilt or pressure that can come from balancing work and family commitments. Moreover, the presence of involved fathers can lead to healthier emotional development in children and foster stronger family bonds.

Although many of these traits are not necessarily gendered, I was always in awe of how truly free my husband was in his way of raising our children. He encouraged them to take risks, get hurt, learn from their mistakes, and be independent in ways that would have had my heartrate sky rocket. And for that I am ever so grateful. For the grace with which my husband, Henk, raised our children to be unafraid and daring.

So, I extend my deepest thankfulness to all hard-working mothers and fathers out in the world, embracing varying iterations of family dynamics, that are defining parental roles by ubiquitous love, care, and commitment rather than traditional norms.

The magic in ‘teamwork’ is created when a collection of individuals contributes their unique gifts, talents, and skills in a complementary way. A company’s success lies in its ability to place these individuals in teams that work together toward a common goal and purpose.

When people work together to reach a common objective, trust and commitment follow because the team must rely on everyone to do what they do best. A team without trust is not really a team – it is just a group of individuals, working together, often making disappointing progress and not reaching their full potential.

Teamwork and collaboration can foster a healthy work culture and environment where each team member is respected and valued for the skillset they bring. Understanding everyone’s individual strengths will help you create a winning, effective team. 

Below are a few tried-and-true methods for building team collaboration that will foster mutual trust, respect, and accountability:

✔️Establish common objectives
✔️Set expectations
✔️Uncover hidden assumptions and openly discuss them
✔️Create a trustful environment
✔️Communicate clearly and effectively
✔️Get to know each individual and focus on their strengths
✔️Encourage fresh ideas

Contact me at marieclaire.junge@shift-to-thrive to assist your organisation in improving the quality of its teamwork.

Last week I received the kindest testimonial from a fellow coach and client. One of the key elements that stood out in their coaching experience, the magic thing that helped break the resistance in order to grow further, was having empathy for themselves. Many of us may be actively working on intellectualizing that empathy, but the true breakthrough happens when you are able to innately feel it, learning to experience it as a default response. Nurturing the empathy you feel for yourself is no easy task, but allows you to embrace yourself and cultivate both your strength and weaknesses, without the harsh judgement of self that most of us fall victim to.

Do you ever find yourself imagining the ideal version of yourself and your future? It’s natural to wonder about the what-ifs and hypothetical scenarios in life. So, how much of this can actually help us make better decisions in the present? After all, making decisions that align with our core values is one of the keys to living a fulfilling and meaningful life.

Positive Intelligence (PQ) offers a solution by tapping into the power of our Sage, the inner voice of wisdom and insight. Through strengthening our connection with our Sage and managing our Saboteurs – those negative thought patterns and behaviours that impede our progress – we can unlock our full potential and achieve our goals. As we cultivate our Sage power, we develop greater self-awareness, emotional intelligence, and mental fitness, enabling us to nurture positive relationships, surmount obstacles, and achieve success in both our personal and professional lives.

But how can we leverage this Sage power when faced with a critical decision? This is where visualization becomes a powerful tool. By envisioning our desired outcomes, we can make decisions that align with our objectives. In order to do this visualization exercise, create some time and space for yourself. Sit comfortably and close your eyes. Now, try to imagine yourself as your older self, near to the end of your life, at peace with the life you have led – looking back on all the experiences that shaped you, the things you held most dear, and the achievements and people you feel most grateful for. Think about the decisions that would have needed to be made in order to get to that position, from the perspective of your older self. Although you might not always get flawless answers, this method can definitely help you gain a clearer sense of which direction and/or decision is right for you.

This visualization method can also be applied to business decisions. For instance, if you are faced with choosing between two options in a potential business deal, imagine yourself at the receiving end of the desired outcome and consider which decision would have facilitated that result.

By utilizing the guidance of our Sage power, we can confidently navigate the inevitable forks in the road and create the reality we truly desire.

Just a few weeks ago, while in Amsterdam, I had my daughter over for an afternoon while she was working on formulating a pitch for a National Geographic article. She had spent hours researching the ins and outs of the destination of focus, ending up with several unrelated topics. Every topic felt isolated from the rest, missing a red thread to hold them together. She found herself in the ubiquitous writer’s block.

I decided to try out a game. The “Yes… And…” game. Stimulating the Innovate Sage Power. The Sage Power of Innovation, as described in Dr. Shirzad Chamine’s Positive Intelligence methodology is all about channeling your positive emotions in service to your greatest possible creativity. So often, we are held back by boundaries that we set for ourselves, or we feel others have placed onto us, and playing this game is a great way to expand on and unleash the unknown potential and uniqueness in your ideas, all the while withholding any limiting judgement. It is about cultivating creative flow.

Before playing this game it’s important to broadly identify the challenge or opportunity at hand to ensure you and whoever else is participating are on the same wavelength, working towards a shared outcome. Now, to start off, the first person will state an idea that could address the defined challenge or opportunity. Then, the other person states an aspect of that idea that they appreciate in the following format: “Yes, what I like about that idea is…” and following it with another idea of their own that is inspired by the first idea: “…and that makes me think of…”. This format can then be continued back and forth to build an exchange based on open-mindedness and unbridled creativity.

Sometimes we have the answers all along and this game just helps us see more clearly, and other times it brings you places you couldn’t have even imagined – cultivating entirely new ideas and solutions.

In no time, we had managed to create a powerful pitch that tied together what seemed like abstract ideas into a complete whole. I urge you to give this game a try the next time you feel stuck, whether you do it with someone else or on your own, it’s an excellent way to open up your mind to new insights and ideas, without the heavy weight of criticism or judgement.

We all have our strengths and weaknesses, and different ways of dealing with them. Some believe that our strengths should be mastered in order to compensate for our weaknesses. Others believe that our weaknesses should be targeted directly in order to balance out the two. In Dr. Shirzad Chamine’s methodology of Positive Intelligence, a person’s supposed weaknesses, also referred to as saboteurs are seen as strengths in overdrive. Saboteurs are the negative thoughts, habits, and patterns that are sabotaging your abilities to reach your full potential, but not to be discarded entirely. They are an opportunity for growth and learning about the inner workings of your own mind.

There are nine saboteurs that drive all people to varying degrees, and typically three that define the majority of the emotional processing of ourselves, others, and our environment. The Judge stands outside of that and affects us all the most, reinforcing the other nine saboteurs. Have a look through the slides below to familiarize yourself with the drivers behind each of the saboteurs.

Which top three of these saboteurs do you think are standing in your way?

If I’ve peaked your curiosity, you can take the Saboteurs Assessment through the link below. Feel free to reach out to me for a free 30-minute discovery call during which I can talk you through your results!

As a leader and as a coach I have noticed that self-limiting beliefs seem to be at work in every organization, regardless of how capable and driven the people within it are. And many people struggle to tackle them. Over the years I have tried and tested several frameworks and methodologies to help clients get a better handle on this but it was only once I was introduced to the Positive Intelligence (PQ) method of Dr. Shirzad Chamine that I had a breakthrough. For the first time, I saw a method that had an undeniable impact, both on me personally, as well as on my clients.

Dr. Shirzad Chamine leads a vibrant global community that practices mental fitness. So what is mental fitness? It is our capacity to respond to adversity with a positive and constructive mindset. We all have this potential, but not all of us take the time or find the right framework to cultivate this way of thinking and taking action. That’s where the Positive Intelligence Program comes into the spotlight.

This month I’m going to dive into clarifying the ins and outs of this program, because I have experienced myself and see in my clients the impact of it. What it can do for people, as well as organizations, seeking to reach their full potential both in their professional and personal life.

The PQ program helps to build your mental fitness ‘muscles’ through consistent practice of self-command, so called PQ reps and reflection. Through a series of videos (Coach Challenges), short guided meditation sessions (PQ Reps), and reflective discussions (Pod Meetings) you learn to train your mind to deviate from its default of judgement (this includes judgement of self) and negative mind-chatter, and replaces these downward spirals with a clear-headed, calm, and positive response (Sage Perspective).

Before starting your journey of increased mental fitness, you can take a Saboteurs Assessment which outlines the coping mechanisms you have developed through life experiences, and more specifically, the way in which they might actually be sabotaging you from reaching new levels of excellence in life and work.

So often, we can be our own biggest enemy through having a self-limiting thought pattern – and so, I invite you to consider diving deeper into yourself, and consciously reflecting on the way you speak to yourself,  of others and your circumstances in your own head. For me, becoming a PQ Coach, has catapulted me towards becoming more present and capable of tending to myself and my well-being, and as a result, be more productive with my time and of better support to those around me.

© 2022 Positive Intelligence, LLC. All rights reserved. No reproduction, in any form, printed or electronic, is permitted without prior written permission from Positive Intelligence, LLC. POSITIVE INTELLIGENCE and PQ COACH are trademarks of Positive Intelligence, LLC.

Have you ever gone to a training or workshop with the goal of learning all kinds of new methods of dealing with adversity, improving your communication, and generally functioning at a higher level of effectivity in the workplace? You return from the training feeling motivated and equipped to approach business in a whole new way, but as time passes, you mold back into the behaviors and culture of the work environment, and soon you forget a lot of those teachings that were meant to propel you forward.

That’s the thing, it can be a challenge to bring newly learnt behaviors into a work environment if the said environment isn’t growing with you.

I’ve been working with a client for the last few months who has perfectly embodied the ideal conditions for truly transformative and sustainable change. To start, this client is extremely committed to the change process, with a clear vision of how they want to carry themselves in business moving forward. This self-awareness is always the most crucial contributor to success.

But there is something else that makes a difference, and that is the support they receive, which takes them beyond their inner work. Change can often be a very solitary and individual thing, which is what makes it so hard to apply in real-life settings. When you have fellow employees or upper-management undergoing similar coaching or change trajectories, the environment grows with you. In the case of my client, they receive one-on-one coaching, and have a line manager who is equally committed to the coaching process, both in order to be of more support to my client, as well as to become more conscious of their own behavior on an individual level. The three-way check-ins along the way help to accelerate their joint growth by offering moments of reflection, opening the door to sharing fears, struggles and aspirations and holding each other accountable for the commitments made.

The dedication of a person’s environment and those in it has a tremendous impact on the lasting success of someone’s transformation. If you would like to learn more about how you, as a leader, can take responsibility over ensuring your employees feel supported, effective, and connected don’t hesitate to reach out to me for a 30-minute discovery call.

There is so much to talk about when it comes to juggling parenthood and work. Last week I wrote about my own experience with the initial steps into motherhood; notifying my line manager and, for the first time, learning how to stand up for something bigger than just myself in the context of work.

After having our second child, our daughter, I decided I wanted to spend more time at home with both our children through the early years. I made an agreement – initially a six month trial – with my employer to work in the office four days a week, and work from home every Friday. Now, keep in mind that this was long before the concept of virtual work existed. Back then, I relied on the landline, fax machine and a list of tasks I had lined up for myself while in-office. And fair to say, it was a challenge making it work.

I’m sure these feelings resonate with many parents, even today, with our increased interconnectedness as a result of technological advances, where access to places we aren’t present is made easier.

More so, the challenge was a psychological one. The choice of hybrid work because of children is generally made in order to pace yourself, have more flexibility in your day, and therefore be able to make space for more quality time with your children. But that’s very often where the guilt can step in, a weighted sense of responsibility over your work.

When I chose for hybrid work, I noticed that on the day that I was working from home I ended up working longer hours than I would have had I been in-office, as a way to make up for not being present in the workplace. I felt as though I needed to be available at all times. Thus, defeating the purpose of choosing to work from home.

So, once again, I had to remind myself that the results I was driving were no less, whether I was working from home or I was in-office. Even though technology has advanced since, and many more collaboration tools are available to us, there remains the challenge of pacing yourself and setting boundaries. Just because you work from home, that does not mean you are less productive. On the contrary, with the right mindset, alignment of expectations and self-care it can offer a win-win for you and your employer.

Given it’s August, the month with the most birthdays of the year, I thought it would be timely to talk about parenthood. Specifically how parenthood expresses itself in the context of work.

When I was pregnant with our first child, our son, we were inexplicably excited. I was four years into my career at Shell, and happily married in our first very own home. Everything seemed to be falling perfectly into place.

But I had a dilemma. I had no idea how to bring up the fact that I was a mother to be to my line manager. I was young and I felt that I needed to really show my worth at work and was worried about how an upcoming pregnancy and birth might be responded to. Every time I was close to telling my boss, I would back out thinking “this isn’t the right time”, but obviously time doesn’t stop for you and the baby was going to come sooner or later. So I realized, there’s never going to be a time that feels like the right time.

I realized that parenthood is an expectation and desire for many young individuals, and that it’s quite literally how I came to be, how my boss came to be, and how entire systems, organizations, and society come to be. Taking on the responsibility of raising a child isn’t just an individual choice, you’re choosing to take part in raising the next generation of thinkers and creators. People that will weave life journeys, forge relationships, shape future organizations, and uphold society as a whole.

So this is my message to those that are in this transitional moment in their lives, ready or on their way to becoming a parent: Becoming a parent does not take away from how valuable you are for the organization you work for. For some, it might even make them more motivated to perform as an extra layer of responsibility unfolds the moment you bring a child into the world. It can add another dimension of perspective and conscientiousness with how you manage time and sieve through priorities. And it’ll be a catalyst for many to become more efficient and effective at work in order to master that sweet spot between life at work and life at home.

What do we do when our boundaries are violated?

Setting boundaries is an essential part of protecting your own energy, time, and well-being – especially in the context of interpersonal relationships.

Last year, I made a promise to myself to keep my Wednesdays free of work to create me-time  in the middle of my workweek, as well as spend quality time with my husband. Now, when safeguarding this promise I put soft and hard boundaries in place. My hard boundary is making sure never to plan meetings or coaching sessions on this day so that I don’t have any external obligations, while my soft boundary is making sure to allocate time on the other days of the week to complete administrative, or other independent tasks so that I don’t need to catch up on work on Wednesdays. I make a conscious effort to plan in leisurely activities, such as working in the garden together with my husband, going for a trip to the city together, reading a book or listening to a podcast on my wish list, or catch-up calls with friends and family.  All this aimed at creating down time, recharging and being fully present to the valuable moments spent with and on the people that I love.

All the same, I do find myself at times overstepping my own boundary, or allowing others to do the same. In moments like these, I like to rely on the following steps:

🌱 Communicate your boundary again.

Let whoever you’re speaking with know that you need x in order to be or feel y. Be clear with stating your boundaries so that the other person fully understands you. This includes telling or reminding them (and sometimes that is actually you) what it is you need, the time frame, and what you expect from others.

🌱 Communicate the consequence of overstepping your boundary.

If communicating your boundary alone doesn’t work, make it apparent what the consequence would be when this boundary is violated. First, speak from your own perspective and tell them how it impacts you, and if that isn’t respected then communicate that you will need to take space from them as a result.

🌱 Remain calm and if necessary, limit your engagement.

Don’t let yourself be guided by fear or anger when your boundary isn’t accepted and respected – rather, remain calm and choose to limit your engagement. Once you have done all of the above: clearly communicated your boundary and the consequence of not staying true to it, you owe it to your to your own well-being to limit your contact with someone that doesn’t give you that space.

🌱 Be persistent and true to your own boundaries.

In today’s work-culture many people default to saying yes to things before giving themselves the chance to think of themselves, their own capacity and other responsibilities or priorities. I urge you to be persistent and true to the promises you have made to yourself, for yourself. You are honoring yourself by doing so.

Recently, I co-hosted a virtual experiment for fellow coaches and facilitators in which we were curious to find out what happens when we are in a state of discomfort. Does it help open the door to self-reflection when we are stuck, or does it result in the reverse. It was eye opening to see how differently people responded.

Typically, in a coaching and facilitation setting, one is catering their behavior according to their client’s needs and cultural expectations, in so far that is possible. This led us to wanting to create a unique setting in which we invited people to get out of their comfort zone, encouraging them to be provocative and confrontational.

Although this type of approach is not very common in a coaching trajectory, we wanted to see in how far participants in a roleplay could push their boundaries, reflect on their own personal triggers (both in the context of giving feedback, as well as receiving), and see how much of it they could eventually incorporate into their own lives.

I would like to share two of the many valuable insights gained during the evaluation of that experiment. First of all, there needs to be a certain level of trust for a provocative style of questioning to be effective. Furthermore, it was highlighted how different cultures define provocation and confrontational engagement. What may be seen as integrity and honesty by one person can be interpreted as being rude or unproductive by another.

Marshall B. Rosenberg was a psychologist that designed the four-step process of non-violent communication (NVC) which I’ve outlined in this graphic. NVC is a method of communicating that provides a clear step-by-step process for navigating conflict. It doesn’t focus on the supposed “wrongdoings” of a person, but rather on the underlying factors of conflict. Prioritizing the needs and emotions of a person, while simultaneously looking at the facts of a situation in an objective way.

When you are a coach or facilitator in conversation with a client who is stuck, or a leader who wants their team member to get unstuck through self-reflection, these are some simple questions you could ask in order to cultivate a healthy, communicative environment:

🌱 Can you tell me what happened from your point of view? 
🌱 How do you feel about what happened?  
🌱 What emotions are coming up for you? 
🌱 What do you feel most {anxious, happy, etc.} about?
🌱 What needs of yours are not being met? 
🌱 What do you really want? 
🌱 Why is this important to you?
🌱 How would you like to move forward? 
🌱 What support do you need?

No matter what others say, listen to the core of their message. What are they Observing, Feeling, Needing, and Requesting?

Using the NVC method may be the secret to unlocking the potential in your organization’s social fabric. If you are curious to learn more about how to incorporate these soft skills in your organization don’t hesitate to reach out me for a discovery call.

Having entered a new year, most of us are reflecting on the past year and the future that lies ahead of us. Seeking clarity is a great way to come closer to who you want to be, the impact you want to have, and the life you want to lead, but it can be challenging. Finding our way to clarity isn’t always about having all the answers though, but rather about asking the right questions. Here are some questions that I believe are worth your while.

Is 50 and over too late to change your life?

Making a career or life change at this age can be daunting. In this article, I explain how it is possible to embrace change and to thrive over the age of 50.

The purpose of the article is to provide generations nearing or at retirement age (Baby Boomers and Gen X) guidance and possible solutions, for not only overcoming the challenges of this phase of life, but also for embracing what used to be called the ‘golden years’ as a productive, creative and successful period.

Many opportunities come with the changing new world, such as:

• Multigenerational workforces stimulating cross-cultural learnings (to learn from each other)
• Extended life expectancy changing the landscape of work
• Baby Boomers shifting their thinking and overcoming their fears to reinvent themselves

As a transition coach and talent consultant, I have helped and guided many individuals, including those of 50-plus, to embrace change. An agile and curious mindset, with a willingness to continually adapt and upskill, and a desire to learn from other generations, has often proven to be a successful recipe in the process of change.

Multigenerational workforces stimulate cross-cultural learnings

Embracing multigenerational workforces has become a new global trend. However, according to recent research by Deloitte, while 70% of organisations acknowledge that a multigenerational workforce is critical to their future success, only 10% of organisations say they are actually ready to address it. Source: Builtin.com, 10 May 2021

Diagram 1: Generations making up the multigeneration workforce -2021

There are five generations making up today’s workforce, ranging from the Silent Generation to Baby Boomers, Gen X, Millennials and Gen Z.

Every generation in today’s workforce brings something uniquely valuable to the workplace and can benefit from learning from each other. Age diversity offers different perspectives, life experiences and new work and communications styles to boost productivity, while also promoting outside-the-box thinking.

Instead of feeling threatened, generations should rather utilise mutual learning and growth opportunities where generations share experiences, skills, and knowledge with each other.

Millennials and Gen Z-ers bring a valuable perspective on markets and what “digital native” customers want and expect. The younger generations can expose Baby Boomers and teach them how to embrace new technology like artificial intelligence (AI), social media, and more.

On the other hand, Baby Boomers have a wealth of both business and life experience to share. Together, these generations have the potential to create an adaptive, future-proof organisation. But it will require a curious, open mind, a willingness to learn, adapt and explore new approaches, especially for those over 50.

Successful business leaders and organisations in the new world of work are starting to incorporate practices that inspire and upskill a multigenerational workforce to harness diverse levels of talent and experience.

Conscious efforts by some companies to support all generations in the workplace, by creating an environment where employees of all ages feel empowered to contribute their unique skills to the betterment of the company, have already led to thriving team collaboration and improved project results.

Those frontrunners include the likes of Skillshare, Notarize, Paro, CSC Corpatax, GRO, and more. Source: Builtin.com, 10 May 2021.

Extended life expectancy is changing the landscape of work

Extended longevity presents more opportunities to pivot and reinvent yourself after 50, which is crucial to the success of a multigenerational workforce. 

Across the Organisation for Economic Co-operation and Development (38 member countries of the OECD),  the ratio of older people aged 65 and over to people of working age (15-64), is projected to reach 2 in 5 by 2050, from 1 in 4 in 2018. As the world’s population is projected to reach 9.9 billion in 2050, about 21% (2.1 billion) will then be over 60. Source: WeForum, 20 May 2021

Graph 1 (*2030 projected)

Source: Author’s tabulations of Census Bureau Current Population Survey – files and estimates based on Social Security Administration population forecasts.

Due to the extended life expectancy, the aging employed population faces new challenges in a changing economy, which requires organisations to accommodate employees of 50 and over by facilitating a continued contribution to the workforce.

“The growing complexity of the future of work demands a lifelong learning system that provides opportunities for older workers to strengthen their adaptability and resilience. Investments in reskilling and upskilling efforts should be adapted to older persons’ unique needs, motivations, preferences and diverse identities. In addition, investments should enhance older people’s ability to stay employed or move easily between the job market. Reskilling efforts also heighten one’s sense of self-worth, dignity and fulfilment”, according to Amal Abou Rafeh, Department of Economic and Social Affairs (DESA), United Nations. Source: We Forum, 20 May 2021.

Diagram 2 A new economy accelerated by technology. Source: Get Smarter

Many countries in Europe and across the world are tackling transformation of an extended work life span head-on by gradually raising the retirement age and considering creating friendly policies for the older generation (Baby Boomers), providing more flexible work options and offering reskilling and upskilling programmes to enhance their skills in the digitised new world of work. This improves their employability well over the age of 50 and presents more opportunities to continue lifelong learning as a full or part-time employee, mentor, consultant, or gig-worker.

The gig economy provides more opportunities for openminded Baby Boomers

The gig economy offers the flexibility of a dream “retirement job” with continued learning, across a variety of different positions, industries, and projects, or in combination with volunteering.  

Gig economy jobs are short term in nature, with little or no benefits commitment from the employer, removing a key hurdle Boomers face when applying for jobs.

Overcoming fears to embrace change over 50

People tend to avoid embracing change after 50 due to a fear of failure. The fast pace, always-on, new world of work, with accelerated digitalisation, can become a scary, overwhelming place, especially alongside a younger generation that is much more comfortable with the increased technological reliance of the future world.

People over 50 may be anxious about big life changes, especially when they no longer feel acknowledged as a significant authority figure or feel threatened or not appreciated enough to continue to thrive.

As a transition coach, I have noticed that the most common drivers for successful career and life changes include:

• A yearning to learn new things
• A lack of satisfaction in your current career
• An aspiration to give back (you do not need an abundance of money to sustain you and realise there is more to life than just money)
• An upcoming redundancy
• A desire to reignite (and follow) your passion, renewing your energy and excitement to find purpose in aging
• A need to decrease your stress levels by taking on a less demanding job
• A wish for a gradual transition to retirement, by reducing your work hours or fewer workdays, to provide more bandwidth to enjoy life outside work while being physically and mentally stimulated
• A want to be more satisfied by work
• A passion to contribute to a better world, and
•  An urge to look for opportunities to combine work with volunteering.

Through a process of self-discovery, I work with individuals to help them uncover their drivers, redefine their purpose, identify the changes they want to make, and support them on their journey to make those changes happen, and thrive.

How to reinvent yourself over 50

In conclusion

We live in a continuously changing world, requiring people of all ages to reinvent themselves and adapt to change. Although it might seem more challenging to change as we get older, each of us can embrace change and thrive, no matter our age.

Opportunities are plentiful for those who have an open mind and show a willingness to adapt and learn.

I invite you to contact me if you are considering life or career changes and feel uncertain about where to start; or, if you would like to have a mirror and sparring partner to work with you through your transition. I will provide you with practical tools and techniques to achieve more clarity. In addition, I will create a safe space to increase your self-awareness to enable you to become the best version of yourself.

Embrace change and thrive over 50!