Author Archives: Susan O'Connor

Employers Are Providing Necessary Changes in Routine

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Listening to employees’ needs

In talking with colleagues and scrolling through LinkedIn and other social media, I noticed a surprising number of companies that either shut down for a week this summer or instituted “quiet week”.  Quiet week is time dedicated to minimal meetings and is meant to be used to think strategically about work or catch up on projects that require focused or heads-down time.

In the past, many leaders looked at breaks from the rigorous day-to-day routine as a loss for the company.  Employees desperately needed a break from everyday schedules to re-energize and focus on their work or personal lives to feel successful at work and home.

Breaking from routine

Finally, there’s recognition that shifts in routine are benefiting both companies and employees.  What’s at play?  Employees are being heard when they say they are struggling in their personal and professional lives because there just isn’t enough quality time for either aspect of their lives to feel they’ve successfully met expectations.  The pace can be too hectic on a daily basis and leaves employees feeling inadequate in all aspects of their lives.

Employers are finding they see more engagement and better results when they have a culture that acknowledges the employees’ whole life.  This became obvious when employees proved they could work productively from home during the pandemic. Organizations realized that they get their best work and creative ideas from employees when employees are feeling a break is coming or have just refreshed after one.  In my corporate life working for a European company, I experienced the benefits of companywide breaks.

Many companies in Europe traditionally slow down for summer and winter holidays and employees are strongly encouraged to use their generously allotted personal time off to refuel.  While here in the US, vacation allotments tend to be more restricted and it’s difficult to take more than a week or two at a time. Many employees end up either carrying time over to the next year or forfeiting it altogether.

According to the United States Bureau of Labor Statistics (BLS), after one year of service the average vacation time is 11-13 days per year and after 10 years of service, the average increases to about 18-19 days per year.

Making room to meet employees’ needs

The trend in the US to offer company shutdowns or quiet weeks helps bridge a gap in personal time off while allowing employers the flexibility of determining each year if their company can sustain the time off.

Ultimately, we’re talking about the culture of a company, what it values, and the flexibility to break from tradition to ensure employees’ needs are being met. Most importantly, these companies are listening because it’s important that their employees are healthy, productive, and feeling successful in all aspects of their lives.

One might argue that not all companies can shut down or have week-long heads-down time. Finding the balance between employees’ and the company’s needs is what’s important.

Comment below how you have benefited from a company-sanctioned shutdown or quiet time.

Susan O’Connor is an internal communications expert and executive coach with experience working in various global industries including pharmaceuticals, technology, consulting, specialty chemicals, and manufacturing. She currently leads Paradise Workplace Solutions where she helps businesses create or improve their communications to employees.

Photo by Tom Hermans on StockSnap

Feeling Blocked or Uninspired? Finding inspiration from Chris Rock, yep, that Chris Rock!

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I was exercising the other day and listening to Chris Rock being interviewed on SiriusXM’s What a Joke.  I love Chris.  He’s funny, real and unabashedly honest.  He challenges himself but he’s also like everyone else.  He gets writer’s block.

He made a comment that tingled my senses.  He said, “If you aren’t reading, you aren’t writing.”  The more you do to challenge yourself intellectually, the easier it is to create. He went on to explain that anytime you have a writer’s block it’s because you haven’t been reading enough.  Hmm…that intrigued me especially since I’m an avid book lover.  Any excuse to read brings me joy.

I’m not a psychologist but I started to think about what people do when they feel stuck and unable to move forward.  There are two main options, complain and do nothing or do something.  The “do something” can be destructive or constructive.  I choose to take constructive action.  Here are some easy ways to break out of a funk.

  • Read an article or book on the topic. Whenever I have to do something I’ve never done before I look up the subject online or go to the library (yes, they still exist) to learn more about it.
  • Watch a video or show on the topic. I’m not a fan of videos.  For some reason I don’t learn as quickly or as much from a video as I do from reading.  But many others are huge fans of learning through videos.  Choose what you enjoy.
  • Listen to a podcast. I listen to podcasts and music when I’m driving or exercising.  Those are the times I’m most creative at solving issues that are on my mind.
  • Talk to others. Reach out to someone who has done what you’re trying to do.  People are usually flattered to be asked how they accomplished something.  If you don’t know anyone who does what you’re trying to do, then ask people if they know someone and can connect you.

When I started my business three years ago, I knew nothing of being a small business owner.  I spent days at the library, going to in-person lectures for small business owners, signed up for a SCORE mentor to get advice from seasoned professionals and I read.  I read so much my mind was exploding with creative ideas.  There were many times I felt overwhelmed with my lack of knowledge.  That’s when I reached out to others who were successful business owners for their advice.  They gave it and I moved forward.

Don’t let a slump, fear or lack of motivation stop you.  Fight through it with knowledge in any form you prefer to get the inspiration that is all around you.

Thank you, Chris Rock, for inspiring me and being the ultimate professional that you are.

Susan O’Connor is an internal communications expert and executive coach with experience working in various industries including pharmaceuticals, specialty chemicals and manufacturing.  She currently leads Paradise Workplace Solutions where she helps businesses create or improve their communications to employees.  She enjoys seeing her clients reach their goals, improve their business environment and lead rich and rewarding lives. 

Navigating our way back to the office

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The office environment is changing. Know how to be equipped for it.

Now that the FDA has approved the Pfizer vaccine and vaccines are widely available in the US, companies are preparing for employees’ return to the office. They’re doing this slowly and for good reason. The recent increase in COVID-19 cases is making them re-evaluate their protocols and timing. They want employees to feel “safe” AND they want to get back to a routine that benefits the business and employees.

The initial change and anxiety people felt in March 2020 with most forced to work from home is now factoring into how we feel about going back to the office. This is not unusual or unexpected because change is change. It’s always difficult to adapt when you feel you’re not in control.

We’ve gotten accustomed to isolating in our homes and working online. There was an element of safety in isolating. Now, we’re about to experience the change with returning to the office. Many companies are taking it slow and helping employees adapt to how they will be working in the future. And the resistance is present.

Large and small corporations are revisiting their workplace policies with the knowledge they’ve gained over the past 17 months. Several clients report an uptick in productivity because there is more trust and flexibility in getting the work done. There’s also a change in how managers are working with their employees. Over the past year, leaders have focused on outcome-based performance rather than time in the office or busy work.

Readjusting to working in the office along with workplace flexibility enhancements a company is offering has some issues. Here are three for you to consider.

Personal wellbeing
Going back into an office environment where you’re around people you don’t live with will likely be uncomfortable at first. It may feel unsafe, like you’re doing something wrong. Fortunately, after a few days or experiences of being around others, most people get used to it and the anxiety goes away. If that doesn’t happen, talk to your family or friends to see if they’re experiencing the same challenge. If you still don’t feel better, talk to your doctor or a mental health professional to guide you through acclimating. There is no reason to suffer needlessly.

Co-workers
Your co-workers are going to return to the office with similar anxiety or differences of opinions on how to move forward. Co-workers may be territorial of their workspace or want specific precautions to be taken around them. For example, some people will want everyone to wear a mask, others won’t want to wear them at all. Consider the violence and confrontation happening on airplanes. People are getting into physical altercations over mask mandates. Don’t let this happen in your workplace.

Adding conflict to any anxiety you may have can cause situations to escalate quickly. You can de-escalate disagreements by being patient with others and showing compassion. Company leaders and managers can provide clear guidelines and expectations on behavior.

Changes in the workplace
Companies quickly adapted to remote work because the environment was universal–all office workers were working from home. With planning for the return to the office, however, many companies are establishing hybrid flexibility policies to address their employees’ needs. To be able to support a hybrid workplace, they need supportive hybrid technology. Many companies have some work to do to make the hybrid approach work so all employees (in person and remote) have the same access and quality to meetings and information. Until the appropriate technology is in place it may be frustrating or difficult to collaborate.

Other aspects of the office may change too. Coffee machines and water coolers may be touchless or there may be hygiene precautions put in place. Initially, visitors may not be allowed into the office. There are many considerations each company may adopt to ensure the safety of their employees. Adjusting to new technology, physical changes in the office and new protocols will quickly become routine.

What you can do
• Practice going into the office if your company permits it before the actual return date. The office will be less crowded and you’ll be more comfortable with the changes that have been implemented.
• Establish routines that help calm you.
• Pay attention to what triggers your anxiety or fear.
• Take the necessary precautions that make you feel safe.
• Avoid criticizing or judging others if they have different opinions or safety measures.

The most important action companies and employees can take is to be patient, show empathy and work together to create the best environment for their business.

Susan O’Connor is an internal communications expert and executive coach with experience working in various industries including pharmaceuticals, specialty chemicals and manufacturing. She currently leads Paradise Workplace Solutions where she helps businesses create or improve their communications to employees. She enjoys seeing her clients reach their goals, improve their business environment and lead rich and rewarding lives.

Planning For Employees’ Return to the Office? Don’t Overlook Differences in Employee Opinions

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Employee trust and appreciation are on the rise.  The COVID pandemic presented leaders a substantial opportunity to put their employees first, to communicate often and with authenticity.  This has paid off in building trust and connection among employees, their managers and leaders.

With companies planning for the return to the office, maintaining these improved connections is paramount.  One aspect of returning to the workplace you may not be thinking about is the span of opinions your employees have about the virus and how they will treat others whose views differ. You can lose your bump in engagement by not reinforcing respect in the office when it comes to employees’ diverse behavior, opinions and actions on the virus and safety guidance.

 

Learn from the media’s mistakes

If you haven’t completely stopped watching and reading the news, you’re aware of the conflict between people who diligently follow the guidance given to protect vulnerable populations and those who resist wearing the protective equipment.  One cause of the conflict is that the directives given by health experts and our state, local and federal governments are inconsistent.

Complicating the guidance given is media headlines that convey an incomplete description.  Recently, a USA Today headline read “New Jersey will require face masks to be worn outdoors, governor says.”  Missing from the headline and first four paragraphs of the article was the critical additional information “if you can’t socially distance.”  Disputes on social media were rampant.  The initial headline and that of many news stations caused fear among those who feel vulnerable contrasted with outrage from the people that don’t believe you need a mask everywhere.

 

Preventing conflict among employees

For business leaders, have you considered how this could play out in your workplace when employees return to the office?  People have very different fears and opinions for many reasons.  Employee conflict around issues of safety and preference can erupt when least expected.  Some employees will be extra cautious by wearing masks when they’re not required and others will want the restrictions lifted as early as possible.  This can cause disagreements and ridicule among employees if not openly addressed.  You want to avoid situations where employees are mocking a colleague for being extra cautious or blaming someone for not caring about others.

 

What you can do to reduce employee disagreements

Employees tend to be on their best behavior in the workplace but there are actions you can take to limit teasing or accusations from eroding the improvements you gained in employee trust and appreciation.

  • Be clear on your mandatory expectations and where there is flexibility.
  • Be upfront with employees on unacceptable behaviors and the consequences.
  • Hold managers accountable for enforcing the expectations as soon as an issue arises.
  • Provide a resource for employees to go to for consistent, accurate information.
  • Let employees know that the health and safety guidelines will be adjusted over time and no changes will be effective until the company notifies them.
  • Reinforce importance of respect in the workplace.
  • Communicate, communicate, communicate.

You want to avoid contention, blaming and ridicule during this very sensitive time.  And you want to enhance the positive culture you’ve gained so your employees like coming to work and building on their and the company’s success.

Improving Communication Strategies for Leaders in COVID and Beyond

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Susan O’Connor joins Kristen Walker of Clearview Consulting to discuss common communication issues that have made it more difficult for companies to connect with their employees during the social isolation and what leaders can do to help their employees get the information they need.  Click on the link below.

Improving Communication Strategies For Leaders in COVID and Beyond

 

 

The Power of Leadership:  Your Employees See You As A Trusted Source Of COVID-19 Information

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If you’re not openly communicating with your employees on the impact of COVID-19 you’re making a mistake.  Frontline managers and business leaders are in a position to build trust, establish a culture of support and show empathy during this pandemic. The benefits of good communication now can payoff for years to come in strong employee engagement and trust.

Employers as trusted sources

Employees are relying on their companies as trusted sources of COVID-19 information according to an annual Edelman Trust Barometer.  The global communications firm surveyed about 10,000 people from 10 countries including the U.S. on virus-related communications March 6-10.1  Employers rose to the top as the most credible source of information employees are receiving, over non-government organizations, the mainstream media, the government and social media.

Many companies took the lead to increase their communication to employees once businesses started shuttering offices and plants—reassuring employees their health and safety were of utmost importance; providing them information, resources and equipment they needed to work from home if possible; and furnishing updates on the business impact of COVID-19.

Return to work communications

Another shift is taking place in the content of communications with planning the return to work (physically), what the new normal for work could be and how to protect employees in the office or plant environment.

The physical workspace will change.  Employers are talking about rotating in-office workers—one week in, one week at home; shortening the work week or the exact opposite–allowing the flexibility to work any of the seven days of the week; retrofitting common use areas like collaboration spaces, restrooms and conference rooms; rethinking building HVAC; reconsidering travel.  Employees are concerned about these changes and want to hear more.

Frontline manager communications is changing

Many companies are reviewing their work from home stance now that it’s been proven that working from home can be done effectively.  In addition to working from home, leaders are realizing the importance of flexibility for their employees’ work priorities, family circumstances and mental health issues.  Many companies are placing more emphasis on communication and interactions between the frontline manager and his/her employees.  Consideration is being given to equip managers with the skills to accept the fluidity, and what may be considered personal nature, of their employees’ circumstances.

Whereas many managers were trained to keep discussions about their employees’ personal lives to a minimum, they are now obligated to ask about their health, family and mental health situations as it relates to their work. This can be uncomfortable for managers whose focus has always been on the work relationship.  Managers’ flexibility will be tested from the ever-changing daily situation of an employee who may have everything under control one day and then be unable to perform their duties the next.  Daily, meaningful touchpoints are necessary.  Long gone are the times of checking in once or twice a week if businesses are to shift work and priorities to accommodate what is taking place in the employee’s life.

Rely on your employees

Employees will tell you what they need given the chance and when they feel you can be trusted.  Feedback mechanisms should be a major component of your communications plan.  Focus groups, short surveys, virtual suggestion boxes, feedback from managers’ conversations should all factor into the direction your communications are taking.  Employees can be your greatest resource to problem solving the issues your business is facing to get back to growth. Involve and listen to employees, customers, suppliers, and others in and outside your industry.

Basically, the way we work will change.  And communicating these changes clearly and in a timely fashion is critical to a smooth-running business and a well informed employee.

3 take aways

Everyone is operating in the unknown right now.

  • It’s the perfect time to talk with employees and other business owners to get solutions.
  • Get on calls, hold virtual meetings, show empathy and compassion, get to know your employees on a deeper level.
  • Listen with your ears, listen with your heart, listen with your eyes.

Engage your employees now and build a bond that is hard to break.

1https://www.edelman.com/research/edelman-trust-covid-19-demonstrates-essential-role-of-private-sector

Finding Resiliency In Times of Change

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Social distancing has turned the world upside down for most people.  Think about all the change that happened when states, then companies started to adapt the way they operated.  I’m sure you and everyone around you felt the uneasiness, uncertainty and may even have been afraid of what could happen personally and for your work.

Resilience is the ability to move through such change or chaos quickly using the least amount of energy reserves.  Many people equate resilience with “bouncing back” after being depleted.  With change being constant in our daily lives, living in a state of persistent depletion will negatively impact your cells, your body, mind, family and co-workers.  Consistently being in a state of high stress is not healthy or normal.  Stress depletes your cells, muscles and mental capacity internally and likely impacts your family and work relationships.  Fortunately, resilience is a skill that can be learned by anyone.

Preparation is key

You don’t have to wait to be depleted to prepare yourself with enough energy to adapt to changes/stress quickly and get back to living your best life.  Having energy reserves is like having money in the bank.  You’re being proactive and storing energy regularly to have it available when you need it.

Ways to build your resiliency

Here are 4 approaches to build your resilience that you can start today.  Ideally, you will embed these four approaches into your life BEFORE you have a major change or issue.  However, it’s never too late to start. As you practice these actions, they will become natural habits.

Consider your choices: We all have choices in how we deal with any situation.  You can act/react out of fear and negativity or you can choose to look for the positive possibilities in the change.  For example, you have a choice to learn about the COVID-19 virus or you can perpetuate the fear with everyone you talk to.  Sharing accurate knowledge about the disease is more positive than being so fearful you become paralyzed.

Reassess your perspective: Are you seeing the whole picture in a difficult situation?  Is it possible you’re missing information?  Seek clarity to make sure your perspective is accurate so you don’t waste time worrying about something that doesn’t exist.  How often have you assumed someone, maybe a boss, would be upset that you’re 10 minutes late in the morning because it took longer to get the kids to school?  Your manager was likely too busy with his/her priorities to notice.  That’s a wasted use of your reserves.  Do the best you can during the moment.

Prioritize positivity:  We create most of the stress we feel by allowing our negative thoughts to sabotage us.  How often have you had an argument with someone in your head and it never materialized.  Yet, you reduced your energy reserves to have that one-sided argument.  How often do you feel not qualified for a job?  How often do you tell yourself you’re not good enough of a parent?  Replace negative self-talk with positivity to build your reserves. Tell yourself that you’re the best parent you can be.  You are qualified for the job.  Push aside the negative voices and replace them with positive affirmations of who you are.  You will feel lighter and better about yourself.

Practice refueling:  Consider mental, physical, emotional and spiritual activities that make you feel good.  It can be as simple as sitting quietly for 15 minutes to change your perspective or breakthrough a mental roadblock you’re having.  Reading or exercising may help you recharge.  Find what works for you and give yourself the time to practice it.  Refuel your energy daily or as often as possible.  The energy you get out will be worth the investment.

Tips for success

  • Pick one or two of the above tactics and practice them every day.
  • Make small changes and build on them. Make the changes small so you feel the accomplishment and progress.
  • Pause occasionally to look around you and appreciate what you do have.
  • Spend time examining the values you hold. Have they changed?  If so, consider changing where you’re focusing your energy and time to reflect your current values.
  • Treat yourself kindly.

Changing your behavior to build energy reserves can be challenging.  However, you will feel the difference with each tiny step you take.  When you continue to build on each new habit, you’ll end up with more ways of energizing yourself that will benefit you to move through any change quicker and easier.  This is not to say that building your resilience will prevent you from life’s difficult challenges but having positive, healthy habits to draw on will better equip you to move through them.

Business leaders: Are you aware how fragile your employees are right now?

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I’ve been talking with family and colleagues and am alarmed at the number of people working for mid to large organizations who are working harder, longer and with more distractions than ever. What is so concerning to me is that many of the organizations they work for are acknowledging the difficulties being faced and providing some additional time “off” or have lessened their work expectations. However, employees are still trying to work at peak performance while dealing with the havoc wreaked in their personal lives by the pandemic.

The stress of potential failure (whether real or perceived) is taking its toll on employee mental, physical, emotional and spiritual health. Our bodies aren’t built to sustain long periods of excessive stress without breaking down. These high performers, overachievers, workhorses are at risk for major fatigue in the coming months when a new normal emerges and they are expected to swing into the groove.

My question for business leaders is what more can you do to help your workers slow down, pause, take the time they need without worry or additional stress? Helping your employees take this respite now will allow them to come back stronger than ever when you get back to the new normal. They will engage, commit and be your biggest advocates if you take care of them now.

What will you do today, tomorrow and next week for your people?

3 R’s for Thriving During Coronavirus Times

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Guest blog:  Paradise Workplace Solutions asked Gail Siggelakis, Speaker and Author of  The Affirming Way of Life: See the Good, Speak the Good, Spread the Good to write this blog on how to thrive during this difficult time with positivity and self care.

Life as it is now, for every single one of us, is something we’ve never encountered before. Many of us are working from home and may be caring for kids and elder parents at the same time; work and home life have blended. And some of us aren’t even working.

We’re unsure how long our quarantined lifestyle will continue, we’re missing the freedom of freely going places, and mostly, we’re missing being with all the people we love and care about.

We will get through this, but like every challenge we face, we need a plan and framework for managing. Here’s my approach to living in confinement that’s helped me still feel like myself. I call it the 3 R’s for empowerment and peace during these crazy times: resources, routines, and relationships.

  1. Resources (Inner): We need to take care of ourselves, so that we have the energy and positive mind frame to feel capable of handling the new stresses in our life, and to be there for the people who are relying on us. This means paying attention to our needs physically, mentally, emotionally and spiritually. Ask yourself, when can I steal even thirty minutes for me? The beginning or end of the day are good times to carve out time for yourself.

Here are some things I do that enable me to feel inwardly balanced.

  • Physically: It’s really important to get exercise. Most of us had exercise routines before the coronavirus, and we know what a stress reliever it is and how good it makes us feel mentally and emotionally. I did Jazzercize and pilates and both programs have offered me online options that I’m taking advantage of. Here’s one link to many free online.

Get outside in the sun and fresh air daily, even for 15 minutes. Being in nature is so healing. My husband and I have begun sitting on our front stoop watching the sunset and enjoying the robins, wrens, and rabbits that make their home in the huge pine tree on our front lawn. In the 17 years we’ve lived in our home, we never knew we had such wonderful natural entertainment!

  • Mentally/Emotionally: Our mind and emotions go hand in hand. Aside from reading, watching TV series’, and doing puzzles of some kind (my husband and I are doing jigsaw puzzles, a first since we’re married), there’s two biggies I do that nourish my mind and heart.

First, I have a daily gratitude practice. Focusing on all the good things we still do have in our life lifts our spirits. Research has shown not only does gratitude reduce stress, but it may also play a major role in overcoming trauma. I give thanks now for having my safe comfortable home to live in, running water, the technology to stay connected with loved ones, the greenness of nature.

Second, I use positive self-talk. Throughout my day I applaud myself for efforts, “You put makeup on today to feel like yourself. I’m proud of you.” And I speak kindly to myself for screw-up’s, “It’s OK you went into fear mode again. It’s understandable after listening to the news.” If you can master these two practices during these extreme times, they can literally transform your life when things return to ‘normal’.

  • Spiritually: A meditation practice trains our mind and emotions to not be reactive, and enables us to be more present-moment-focused (which can help us not get caught in gloomy future thoughts.) Research says meditation is a natural stress stabilizer and increases happiness. Who doesn’t want more of that now! I use the Insight Timer to meditate. I love it because there’s guided meditation, music and a timer to set my own background sounds. It gives me a structure and even rewards me with stars for every 10 days meditating. I’ve meditated 340 days in a row and I’m proud of it!
  1. Routines: A very comforting article I read at the start of our quarantine was by Scott Kelly, the astronaut. He gave tips for living in isolation, as he did when in space for a year. The first on his list was routines. Before our homebound life we had a routine that gave us order and a sense of control. Though we know how important routines are we may not have consciously created one yet. Creating a routine will help everyone in your family live better in the new normal. I follow most of the same schedule as before, except now when I would have met friends for lunch or dinner, I call, Face Time, or Zoom to feel like we’re together. Which leads me to…

 

  1. Relationships: The focus of my book, The Affirming Way of Life: See the Good, Speak the Good, Spread the Good is how to form and maintain the kind of strong, healthy relationships that lead to a happy, fulfilling life. Through personal stories and research I show readers that when we look with eyes for the best in others and are generous enough to tell them, we bring a flow of love and care to our relationships that brings the joy and connection we all are looking for.

Though we can’t be physically with most of our family and friends, we can reach out to them and let them know how much they mean to us. I’ve committed to doing just that. Each day I speak to 3 people and before the conversation is over, I tell them something I love or appreciate about them and how much our relationship means to me. The other day my son, Theo’s best friend, Wes, was helping me (via Face Time and computer sharing) learn to send group emails on my book. I said to him, “I can’t thank you enough for pointing out to me that I really am getting how to do this. You are such a wonderful teacher patiently explaining how the program works and having me practice the skills myself. Not only am I grateful Theo has you, I’m so lucky to have you, too!” Wes, affirmed me back, and we shared a moment of heart-warming connection. Though being affirmed back feels wonderful, each time I affirm someone I feel the love.

Wishing you all safety, health and finding moments of joy even during these crazy times!

Gail’s book is available at Amazon. Visit her blog/website theaffirmingway.com.

Your Personal Vision Can Help You Lead The Life You Were Meant to Live

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Many people go a lifetime without being fulfilled because they get caught in their day-to-day responsibilities and don’t examine what is truly important to them.  Imagine getting to the end of a long life and then being disappointed you didn’t do more.  Building a personal vision can be the north star for the life you want to create for yourself.  Now that the country is experiencing a slowdown, you have the opportunity to spend some time thinking about your personal vision and creating the life you want.

 

Oprah’s vision

Some of the most successful people in the world have a vision and let it be the beacon when they make decisions in their life.  Oprah Winfrey had a vision of her work representing a force for good.  She was able to realize her vision through her own show.  Around 1990, Oprah changed the direction of her show to be in line with her vision—to represent a force for good. She wouldn’t accept show concepts that didn’t have that intention.  Once she started down this path, her shows became more meaningful and fulfilling for her.  She was able to fill that vision and move on to a broader one of helping people connect to ideas that inspire and magnify their vision of who they can be. (Now, I don’t know Oprah personally, but she’s been clear this is her guiding principle.)

 

Creating your own personal vision

Let me start out by saying that you will not be creating your personal vision in one day.  It takes time to reflect and think of the possibilities and beyond.  Dare to dream and dream big.  Pushing all other concerns aside, think about what would give you amazing satisfaction and joy as you were achieving it and a tremendous sense of accomplishment once you reached your aspirations.  Think beyond your wildest dreams.

 

Questions to ask yourself

  • What brings me joy?
  • What are my values)?
  • After I leave this world, what aspects of my life do I want people to talk about?
  • What do I wish for this world?
  • What can I contribute?
  • What is unique about me? (Everyone has a uniqueness that makes them special.)
  • In what parts of my life do I need to grow?

 

Begin writing

Consider the above questions and write down your answers.  Ponder them.  Make changes to accurately reflect what is in your heart and what resonates with you.  If you’ve never taken the time to identify your values, read my blog on how to define them.  Values are beliefs and principles most important to us, what motivates us and guides decisions we make.  Don’t rush to define your values.  Take the time to get them right.  You will be using them throughout your life on a day-to-day basis and to help you make major decisions about what feels and is right for you.

Once you feel good about your values and answers to the above questions, start writing your vision statement.  For example, my vision statement is to have all people experience their personal purpose in peace and balance with the ability to learn and reflect knowing that there is a higher being.

Write in the first person about what is most important to you, what you want to be, do and feel.  Make sure you incorporate your values like I did above.  Again, don’t worry about it being perfect. You will fine tune it.  I tweaked my vision to have more of an impact on society when I realized I could do and be more than I was.  Our values and vision evolve over time because of our experiences and opportunities.

 

Use your vision every day

Now that you have your vision, use it to guide how you live your life daily.  In my case, one question I ask daily is how my life can be more peaceful and in better balance.  Consider your vision statement when you’re making decisions on how you will volunteer in your community.  When you get a new job offer, make sure that it sits right with your vision.  Does it enable you to live out what is important?  If not, no matter how much money you may be offered you won’t likely be happy.  Your vision can help you live a happy and fulfilled life.

Most importantly, keep your vision and your values within view every day to remind yourself when you’re off track.

If you have questions you would like me to answer, contact me.

Susan O’Connor is owner of Paradise Workplace Solutions and coaches clients on communication and balancing their personal values and passions with their business goals.