Big goals and bold choices

The level of demands women place on themselves is so high that this fact affects the steady trend of growth in the number of women in leadership positions.

Female leaders possess subtle social intelligence; they know how to sense the nuances of relationships, including the attitude towards herself. She knows how to evaluate and predict people’s behavior.

They demonstrate practical thinking. If men are inclined to make long-term plans, women prefer a tangible result, “here and now.”

Female leaders skillfully control their own and others’ mistakes; they tend to articulate their thoughts and express ideas more clearly than men, women maintain clear boundaries between business and personal interactions.

Businesswomen, in contrast to man, possess a unique advantage when finishing what they started - women know when to stop. Men usually pursue their goal relentlessly, each interruption hurt their pride. By constantly putting their mind to work, men quickly run out of steam. Women have a slightly different tactic: if things don’t go well and women face challenges, they pause, gradually accumulating strength and allowing themselves to regroup and strategize more effectively. The ability to adapt and be flexible in achieving results is one of the key aspects in the leadership process.

Another hallmark of efficiency lies in understanding of numerical data, facts and situational assessment. Businesswomen with a well-developed intuition have their own signature methods. This contrasts with the male tendency to rely on a single source of information, a habit that has led many men astray and burned out.

In my experience working with clients on women's business management, I advocate for unity rather than gender-based segregation within teams.

The efforts that women put into PROVING their effectiveness and worth sometimes play a cruel trick. A woman can prove her “I am”, and it can detract her from important business processes and indicators. Therefore, the less we segregate employees by gender, the better business performance we will achieve.

Limiting beliefs are formed solely on faith, on the meaningful words of parents, on verbal expressions that were unconditionally accepted. For example, parents who in childhood constantly said “You are not able to complete tasks” are transformed into a negative attitude - “I will not be able / I can’t” or “You must do exactly what you were told, the rest is still beyond your capabilities” in adulthood goes into - “I can’t do it”.

These are limiting beliefs that prevent people from achieving success and realizing full potential.

Example:
– I was offered my dream job. Everything was as I wanted. Career growth, salary increase, excellent KPI, the team is a rare professional and friendly at the same time.
– Did you agree?
– No, I’m afraid that I won’t be able to handle the new responsibilities.
– But you have good qualifications and your current employer does not underestimate you. There was a chance to prove yourself.

This is one example of passive manifestation of limiting beliefs. This client is obviously sure that she will not cope and that stability, which may not suit her is much better than a completely justified risk and uncertainty. In the future, this behavior creates a feeling of dissatisfaction with life and roots a negative perception of oneself and one’s capabilities. It becomes even more difficult to change things. Visible excuses can be the phrases:

In any case the limiting belief withstood resistance and remained unchanged.

It is important to recognise that negative attitudes are formed not only in childhood but throughout life.

The bottom line of the negative beliefs is this: every person has two key ideas about her/himself.

The bottom line of negative beliefs is to distinguish between two key concepts/ ideas: a FIXED MINDSET (“ I won’t be able to organize my own business”) and a GROWTH MINDSET “ Yes, now I can’t understand where I should develop and how to prove myself. I need to pause and explore all avenues. And I can develop mastery”).

While a fixed mindset reinforces our limitations, a growth mindset gives us a chance and faith in ourselves.

Research has proven that a growth mindset drives progress. Students who promised themselves and committed to trying harder were curious about challenges and grew over time. We can outgrow and overcome our limiting beliefs if we reframe them and stop seeing them as extremes.

STEP 1. To identify the problem that is interfering with the client, I need to determine which group the limiting belief belongs to. According to Robert Dilts' classification, limiting beliefs can be divided into 3 broad categories based on the feelings they make person feels:

STEP 2. The elaboration of beliefs affects the value structures of the individual, so at the second stage it is important to construct your own value system, “look at the world with your own eyes.” At this stage, it is necessary to accurately determine the person’s values, his priorities, and be sure to find and discuss personal success stories. I always say that if we know what failure and disappointment are, then we have a different experience, where “I WAS SATISFIED WITH MYSELF.” Such stories are difficult to remember, but everyone has them and they are priceless for working on changes

Step 3. In past success stories we find a counterpoint to negative beliefs about ourselves. If a person has difficulty realizing and accepting his abilities, in the “success story” we will definitely find evidence of the abilities and talent that were demonstrated. Next, we will simulate situations that are expected in the near future and concern the client and distribute in it all the client’s actions that he can perform efficiently with a minimum level of doubt and anxiety.

At this stage, the client develops Confidence in his capabilities. Trusting yourself is the key to solving the question: “How to overcome limiting beliefs?”

Morning. If in the morning you feel anxious, sometimes irritated by upcoming matters that need to be resolved, you should reconsider your priorities in a work context. Need to do a reconfiguration.

Apparently, your personal values ​​do not correspond to your work tasks and priorities.