Brize的动态

“My manager doesn’t support me”, “The market is not good”, “I work in a feature factory”... Reality or excuse? ?? ???????????? ?????? ???? ???? ?? ?????????? ???????????????????? ???????? ????. I want you to point your finger to something. How many fingers point at your target? 1. How many fingers point at you? 3. When you have the tendency to blame someone for your situation, remember that you are in charge of your destiny. ???????? ?? ???????????????? ???????? ?????????????????? ??????????, ?? ?????????? ?????? ???????? ?? ???????? ???? ??????????????????. It was shocking and difficult for me to digest, especially in a company that I knew cared a lot about their people. But my position was moved to a higher hierarchy while I was gone. In 2 years, most of the team, including the managers, had changed. I went to leave, as one of the experts of the team, and returned as nobody. As unfair as it felt, I couldn’t change it. But I could change what to do next. In half a year I gained my position back. ???????? ???? ?????? ???????? ?????? ?????? ???? ?????????????????? ?????? ?? ???????????? ?????? ???? ???? ????. First, assess the situation: is it the company, your role, or your manager that needs to change? Unless you are in a toxic environment, where I strongly encourage you to be strategic on how to get out of it, there is always a way. Here are a few ideas. 1. - Define your vision for your career Get all the details on what success looks like for you.? Your vision guides your actions. 2. - Take initiative Proactively identify pain points or opportunities within your team or product area.? Propose and lead small initiatives or improvements to demonstrate your capability and leadership, regardless of the immediate environment. 3. - Talk to your manager Talk about your aspirations and ask for guidance. Ask to be involved in more initiatives and to take on more responsibilities. 4. - Get visibility and showcase your value Track and quantify your achievements. Become a thought leader. Build a strong network in your company and outside of it. 5. - Seek mentorship or coaching Find a mentor either within or outside of your company.? A mentor can provide guidance, support, and an external perspective on your career and day-to-day challenges. Remember that you always have control over the choices that you make. P.S. What’s one step you’ve taken recently to take control of your career or your life? Share your experiences in the comments. ------------ ?? I’m a Product Leadership Coach. I can help you take charge of your career. DM me if you want to talk. ------------ ? Repost to your network, if you find this insightful and inspiring. ?? Follow me Clara Vincenc-Cismaru?for more inspiration and insights.

Feeling stressed? Under work pressure? Not seeing the progress as you expected? Going through tough situation? Facing work related issues? Then first accept the situation, then try to be calm and look towards the solution. Recognize the power of Smiling, Positivity and Kindness: A Win-win for everyone - Let's Explore: Let’s see everyone with a lens of empathy and encouragement. In today’s high-pressure work culture, there’s little space for criticism without compassion or for seeing only weaknesses. For Leaders and Managers:A true leader recognizes that employees’ potential is nurtured, not just expected. Here’s how a positive approach can make a difference in their team: 1. Encourage Growth, Don’t Just Highlight Weaknesses: Recognizing areas for improvement is essential, but it’s equally important to guide employees toward solutions and growth by focusing on training, development, and constructive feedback, empowering teams rather than holding them back. 2. Create a Positive Work Environment: Smiling, showing genuine interest, and offering encouragement build an atmosphere where people feel safe to learn, innovate, and take initiative. This boosts team morale and strengthens commitment 3. Foster a Culture of Kindness: Positive leaders inspire their teams to lead with empathy, resulting in greater productivity and loyalty and everyone benefits. 4. Invest in Their Future: View employee weaknesses as opportunities for growth. Investing in proper training and mentorship programs not only improves team performance but also sets up employees for long-term success and fulfillment. For Employees: Work pressure is a common challenge, but a positive mindset can transform how we navigate it: 1. Smile to Destress: Smiling, even during challenging times, triggers endorphins & reduces stress. It reminds us to approach tasks with a calmer, more focused mindset. 2. Build Positive Connections: A smile opens doors for open communication and collaboration. Engaging positively with colleagues creates a supportive network that makes handling work pressures easier. 3. Turn Criticism into Motivation: Embrace feedback as a stepping stone for growth. Focus on how each experience can contribute to your skills & future success. 4. Own Your Growth Journey: Take proactive steps in seeking knowledge, upskilling, and asking for mentorship. This builds confidence & helps turn potential weaknesses into strengths. When leaders lead with kindness and employees approach work with positivity, the entire organization reaps the benefits. Smiling and encouragement can seem small, but they create an environment where everyone can thrive. Remember who hold onto hatred only create wounds within their own hearts and minds. Life is a gift meant to be lived with goodness and love. Harboring hatred will only lead to emotional and mental distress. Instead, let's embrace a smile and kindness. Let’s remember that we’re all growing together—and a little kindness goes a long way.

Imagine you're in a meeting, and an idea you've been nurturing for weeks is on the table. You're confident it's a game-changer, but as the discussion unfolds, a colleague raises some valid concerns. Suddenly, you feel a surge of defensiveness. Sound familiar? It's a perfect example of how ego can sneak into our professional lives. ? Today, managing ego is more critical than ever. A healthy ego can drive ambition and success, but an unchecked one can create conflicts and hinder growth. ? Here are some strategies to ensure your ego works for you, not against you: 1. Embrace Self-Awareness Think back to the last time you received feedback. How did you react? Self-awareness is about understanding your strengths and weaknesses. It’s the first step in managing your ego. Try keeping a journal or asking trusted colleagues for their honest opinions. Self-reflection helps you stay grounded and open to growth. ? 2. Practice Humility Remember the last time you celebrated a team win? It felt good, right? Humility doesn’t mean downplaying your achievements; it’s about recognizing the contributions of others. Acknowledge your team’s efforts and celebrate their successes. This builds a supportive work environment where everyone thrives. ? 3. Invite Constructive Criticism Think of a time when someone gave you feedback that stung but later helped you grow. Constructive criticism can be a powerful tool for personal development. View feedback as an opportunity to improve, not as a personal attack. The goal is to get better, not to defend your ego. ? 4. Listen and Empathize Remember a time when someone really listened to you? How did it make you feel? Active listening and empathy help you understand others' perspectives. Practice listening without interrupting and show genuine interest in your colleagues' viewpoints. This builds stronger, more trusting relationships. ? 5. Prioritize Collective Goals Think back to a project that required team effort. Shifting your focus from personal achievements to team objectives creates a more inclusive and supportive work environment. When you prioritize the collective goals of your organization, you not only benefit the team but also enhance your reputation as a leader. ? 6. Adopt a Growth Mindset Recall a challenge that seemed insurmountable at first but later turned into a significant learning experience. Embrace a mindset that values learning over proving yourself. When you see challenges as opportunities to grow, you’re more likely to innovate and succeed. ? Managing ego in the workplace is a continuous journey. By practicing these strategies, you can ensure that your ego propels you toward success rather than holding you back. ? Ready to take control of your ego and unlock your full potential? Feel free to message me for personal guidance or schedule a complimentary session here- https://lnkd.in/g5Anu9hw #Leadership #SelfAwareness #GrowthMindset #TeamSuccess #EgoManagement #ProfessionalDevelopment

Why Do So Many Employees Struggle to Grow in Organizations? I’ve been reflecting on something I’ve seen throughout my years in management and now as a business coach: why do so many employees—talented, hardworking individuals—struggle to grow within organizations? It’s something we’ve all witnessed. Some of us may have even experienced it firsthand. Here's what I’ve found to be the most common reasons: 1. Lack of Clarity and Direction - Employees often enter roles with big ambitions but over time lose sight of what’s needed for growth. Without a clear path or understanding of what success looks like, it becomes easy to feel stuck. 2. Fear of Taking Risks- Growth demands stepping into the unknown, but fear of failure can paralyze even the most capable employees. Staying in the comfort zone may feel safe, but it often leads to stagnation. 3. Limited Feedback and Recognition - Consistent, constructive feedback is critical. Without it, employees can’t measure their progress or identify areas for improvement. And when hard work goes unrecognized, it diminishes motivation and engagement. 4. Inadequate Support and Resources- Growth doesn’t happen in a vacuum. Employees need mentorship, training, and development opportunities to expand their skill sets. Without these, even the most driven individuals can feel overwhelmed and lost. 5. Organizational Politics and Culture- Office politics can create barriers where merit alone doesn’t determine success. In such environments, it becomes harder for employees to thrive, regardless of their capabilities or dedication. 6. Personal Challenges- Sometimes, the obstacles aren’t just professional. Personal issues—health, family, mental well-being—can impede an employee’s ability to focus on growth. These challenges are real and can feel insurmountable. 7. Misalignment of Values- When there’s a disconnect between an employee’s personal values and the company’s mission or culture, it’s hard to stay motivated. This misalignment can make even the most driven employees feel uninspired or disengaged. A Personal Reflection... I’ve been there myself—feeling like I was putting in the work, but progress wasn’t happening. It was discouraging, to say the least. But through that experience, I learned that growth isn't just about external rewards; it's about personal fulfillment, learning, and asking for guidance when needed. What Can We Do? For leaders: it’s our responsibility to create environments where employees have the clarity, support, and feedback they need to grow. Let’s not just be managers—let’s be mentors who invest in their people. For employees: take ownership of your career. Seek feedback, ask for the resources you need, and take bold steps toward your goals. Growth may be challenging, but it’s within your control. What are your thoughts? Have you or your team faced these challenges? How have you navigated them? #CareerGrowth #Leadership #EmployeeDevelopment #GrowthMindset #ProfessionalDevelopment

EMPOWERING SUCCESS: THE ART OF ENCOURAGING SELF-RELIANCE IN PROBLEM SOLVING ? "Give a man a fish, and you feed him for a day. Teach a man to fish, and you feed him for a lifetime." - Chinese Proverb ? In the realm of effective leadership and project management, true empowerment lies in enabling individuals to be architects of their own solutions. Let's explore the transformative power of encouraging self-reliance to resolve issues. ? ?? SHIFTING FROM FIXER TO FACILITATOR: ? As a leader, it's tempting to swoop in and fix issues. However, true empowerment involves a shift in mindset. Instead of being the fixer, become the facilitator. Guide individuals to navigate the complexities of problem-solving, fostering a culture of self-reliance within your team. ? ?? BUILDING CONFIDENCE THROUGH GUIDED AUTONOMY: ? "Believe you can and you're halfway there." - Theodore Roosevelt ? Empowerment thrives on confidence. Provide the necessary support and guidance, then step back to allow individuals to take the reins. By doing so, you instill a sense of autonomy, fueling confidence and equipping team members with the belief that they can overcome challenges on their own. ? ?? ENCOURAGING LEARNING THROUGH CHALLENGES: ? Challenges are not roadblocks; they are learning opportunities. Encourage individuals to view problems as stepping stones to personal and professional growth. When faced with an issue, prompt them to reflect on possible solutions, guiding them towards a deeper understanding of the problem-solving process. ? ?? CULTIVATING A CULTURE OF INNOVATION: ? "Innovation distinguishes between a leader and a follower." - Steve Jobs ? Empowered individuals are more likely to think innovatively. By encouraging self-reliance, you cultivate a culture where team members feel free to experiment with novel ideas and creative solutions. This not only resolves immediate issues but sparks a continuous cycle of innovation within your team. ? ?? SHARING WISDOM, NOT JUST ANSWERS: ? Leadership is not just about providing solutions; it's about sharing wisdom. Instead of handing out answers, share insights, experiences, and methodologies. Guide individuals in developing their problem-solving toolkit, empowering them to face diverse challenges with resilience. ? ?? THOUGHT-PROVOKING QUESTION: ? How do you foster self-reliance in your team's problem-solving approach? Share instances where empowering individuals to resolve issues themselves led to growth and innovation. How has this approach contributed to a more resilient and capable team?? #EmpowermentInLeadership #SelfReliance #ProblemSolvingSkills #InnovationCulture #LeadershipDevelopment #TeamEmpowerment #GuidedAutonomy #ContinuousLearning #LeadershipWisdom #EmpoweredTeams ?

This one mindset shift changed everything for me... Have you ever felt trapped by a difficult boss, wondering if there was any escape? I've been there, and I want to share a perspective that radically changed my outlook—and my career. For years, I saw challenging superiors as roadblocks. Then, I had a thought that turned my professional world upside down: what if a difficult boss could be a catalyst for growth? This shift was empowering. Today, I want to explore the unexpected benefits of having a 'difficult' boss. It might sound counterintuitive, but stay with me - this could be the change in thinking you've been looking for. In my years of coaching, I've noticed a fascinating pattern: those who handle difficult bosses often emerge as more robust, capable leaders. Here's why: 1. Developing resilience - When facing constant criticism or unreasonable demands, you develop a thicker skin. This emotional strength becomes a valuable asset throughout your career. 2. Honing communication skills - You learn to articulate thoughts precisely, anticipate questions, and address potential objections. These skills are invaluable in any professional setting. 3. Mastering influence -You become adept at influencing upwards, presenting ideas that resonate, finding allies, and managing office politics -crucial leadership skills for career growth. 4. Clarifying your leadership style - Experiencing poor leadership helps you define the leader you want to be. Many use these experiences as a blueprint for what not to do. 5. Building a solid network - Shared adversity brings people together. You may form strong bonds with colleagues, creating a robust professional network. 6. Becoming a problem-solving pro - Constantly solving complex problems sharpens your critical thinking and boosts creativity. Now, I'm not suggesting you seek out a demanding boss or that toxic environments are beneficial. But if you're in this situation, knowing there's a silver lining might help you approach it constructively. It's not about enduring abuse or accepting unprofessional behaviour. It's about recognising growth opportunities within challenges. If you're dealing with a demanding boss, try these strategies: 1. Focus on what you can control - your reactions, work quality, and professional development. 2. Seek support from mentors, colleagues, or a coach. 3. Set clear boundaries to protect your well-being. 4. Document your achievements and developing skills. 5. Plan for your future - use this to clarify career goals and steps to achieve them. Remember, every challenge is an opportunity for growth. By reframing your perspective, you can turn a problematic situation into a catalyst for professional development. Have you had experiences with a challenging boss that led to unexpected growth? I'd love to hear your thoughts and experiences. #difficultconversations #leadership #sme #management #operationalmanagement

?? ???????? ???????? ?????????????????????? ???? ??????????????????: ?????????????????? ?????????? ?????????????????????????? ???? ???????? ?????????? ?????????????????? ?? We’ve all been there as managers—the uncomfortable moment when it’s time to address poor performance. ?? It’s tough to see an employee struggling, let alone having to guide them onto a Performance Improvement Plan or, in the worst case, toward potential dismissal. ??The thought of impacting someone’s livelihood weighs heavy. ???? As empathetic leaders, we want to help—but we also owe it to our team to be honest about performance gaps. Here are ?? ?????????? to approach this with empathy and the firm expectation for improvement: ????. ?????????? ???? ??????????, ?????? ?????? ???????????? Stick to specific, objective examples. Avoid general statements like “You’re not doing enough.” Instead, say, “Last quarter, your project deadlines were missed X times, impacting the team’s overall progress.” By sticking to the facts, you’re spotlighting the behaviors that need adjustment, not the person’s character. This keeps the conversation constructive, opening the door to problem-solving instead of blame. ?? ??. ????-???????????? ?? ?????????????? ?????? ?????????????????????? Clear, structured guidance is essential. Lay out actionable steps with measurable milestones. For example: “Let’s work together to meet the next three project deadlines. Let me know what support you need.” This sets expectations while showing you’re invested in their success. A defined path can motivate, create accountability and provide the guidance needed to turn things around. ?? ??. ???????? ?????????? ?????????????????????? Don’t just lecture—listen. Ask how they feel and if there’s anything contributing to the struggle. Sometimes, there are challenges you may not be aware of, and showing genuine interest can foster trust. This also allows you to offer any additional support or adjustments that might help them thrive. ???? ?????????????????????? ??????’?? ????????????????, ???? ?????? ???? ???????? ???? ???????????????? ?????? ?????? ??Keeping an underperforming team member onboard out of compassion can impact team morale and performance. ??It may even hinder the individual’s potential for success elsewhere. ??Instead of forcing a square peg into a round hole, consider helping them transition to a role where they can truly shine. ??This can include offering them a timeframe to secure another position or transition smoothly. “???????? ???????????????????? ???? ?????????? ?????????????? ?????????????? ???????????????? ?????????? ?????????????????? ?????? ?????????????? ???????? ???????????? ?? ???????? ?????????? ???????? ?????? ?????????? ????????????.” ???????? ???????? Picture of me being seen as a tough boss. Who knows that it breaks my heart. But i need to let them go so they can fly. Do share your views. #leadership #annualreview #career #performanceimprovement #speaker #trainer #coach

Are You Scared to Say No? The Magic of Saying No: Empowerment and Growth for Professionals "You have to decide what your highest priorities are and have the courage—pleasantly, smilingly, non-apologetically—to say no to other things. And the way to do that is by having a bigger yes burning inside." - Stephen Covey "The art of knowing what to ignore is as important as knowing what to focus on." - Gulnaz Saeed As a testament to constant growth, I, Gulnaz Saeed, have faced and overcome numerous emotional barriers on my journey toward a positive mindset, empowerment, and success. These experiences have shaped my ability to connect well, especially with middle-aged professionals in their roles. Today, I want to share insights on a critical topic: the magic of saying no to others. The Hidden Cost of Always Saying Yes Saying yes when we mean to say no is a common struggle, particularly for women in demanding professional environments. It often stems from a desire to please others, avoid conflict, or prove our worth. However, this habit can take a significant toll on our well-being and professional growth. Defining the Yes Syndrome The "Yes Syndrome" is the compulsion to agree to others' requests, often at the expense of our own needs and priorities. This behavior is driven by: Fear of Disapproval: Concern about being seen as uncooperative or unhelpful. Desire for Validation: Seeking affirmation and acceptance from peers and superiors. Conflict Avoidance: Trying to maintain harmony and avoid disagreements. Symptoms of Overcommitment Burnout: Feeling constantly overwhelmed and exhausted. Lack of Focus: Difficulty prioritizing tasks and managing time effectively. Reduced Productivity: Struggling to meet deadlines and perform efficiently. Resentment: Harboring negative feelings towards colleagues or loved ones. Overcoming the Yes Syndrome 1. Recognize and Acknowledge Identify situations where you habitually say yes against your best interests. Reflect on the underlying fears and beliefs driving this behavior. 2. Set Boundaries Learn to say no respectfully and assertively. Communicate your limits clearly to others. 3. Prioritize Self-Care Make time for activities that nourish your mind, body, and spirit. Remember that taking care of yourself enables you to be more effective in helping others. The Power of No in Professional Growth Research from the Harvard Business Review indicates that setting boundaries and prioritizing tasks are crucial for effective leadership and productivity. By saying no to non-essential commitments, we can focus on what truly matters and achieve greater success. Let's Embark! https://lnkd.in/eB_FSkQU Embrace your true potential and lead with confidence! Warmly, Gulnaz Saeed Certified Life Coach Motivational Public Speaker https://lnkd.in/eTyur3ts. #Empowerment #WomenInLeadership #ProfessionalDevelopment #GulnazSaeed #LifeCoach #PositiveMindset #selfcare.

?????? ?????? ???????????????????? ???? ?????????????? ?????????? ?? ???????????????????????? ?????? ???????????? ?????? ???????? ??????????????? ?? ?? ???????????????? ??????????: ? Only 21% of employees feel their performance is managed in a way that motivates them (Gallup). ?? ? 57% of employees leave their jobs due to poor management (DDI). ???????????????? ?? ???????? ???? ??????????! Too much control makes your team feel stifled, but giving too much freedom leaves them lost and unproductive. ???????? ?????????? ???? ?? ????????????, ?????????? (???????? ??????????????) ? She was a middle manager who couldn’t find the right balance. ?? ? Her team missed deadlines, performance suffered, and morale was low. Sarah didn’t know what to do—too much control frustrated her team, but being hands-off wasn’t working either. ? ??????????’?? ????????????????????: ? Micromanaged every detail, leaving her team feeling untrusted. ?? ? Failed to provide clear instructions, creating confusion. ?? ? Missed deadlines due to lack of guidance. ?? ? Team morale was low, leading to disengagement. ?? ? Sarah decided to get coaching to find the right leadership balance. ????????’?? ?????? ???????????????? ???????????? ??????????: ?????? ?????????? ???????????????????????? ?????? ?????????? ?????? ?????? ???????? – Sarah learned how to set specific and measurable goals for each project. By creating weekly check-ins, she ensured her team stayed on track without needing her constant involvement. ?????????????????? ?????????? ???????? ?????????? ???? ?????? ????????’?? ?????????????????? – Sarah began trusting her team to make decisions and manage tasks on their own. She stopped micromanaging every detail and instead focused on providing support only when needed. ?????????? ?????????????????? ???????????????????????? ???? ???????????????????? ?????? ????????’?? ?????????? – Through coaching, Sarah learned to listen more and understand her team’s struggles. She became more empathetic and adjusted her management style based on her team's feedback. ???????? ?????????????? ???????????????? ?????? ???????? ?????? ???????? ?????????????????????? – Sarah created a system where she gave constructive feedback regularly. This helped her team know where they stood and what they could improve without feeling overwhelmed by her presence. ?????????????? ?? ???????????????????? ???? ?????????? ???? ???????????? ?????? ???????? ???????? ???????????????? – Instead of taking over tasks, Sarah allowed her team to experiment, make mistakes, and learn. This empowered them to take ownership of their work while still feeling supported. ?? The transformation? ? Sarah’s team hit deadlines consistently. ? Creativity and motivation soared. ? She became a trusted leader. ??.??. Not happy with career growth? Drop me a message, and let's create a customised growth plan for you! #peakimpactmentorship #leadership #success #interviewtips #communication

Everyone can make an impact at work- make sure its a good one! ? ?“A strength overdone can become a weakness” so said my manager many years ago. ? Many leadership and management approaches tend to focus on strengths and weaknesses when it comes to developing their teams but is that in turn ignoring a key element of personal development and that is to uncover where someone’s strengths become overdone and start to work against them? ? Those familiar with the Johari window, a model?designed to help people better understand their relationship with themselves and others will appreciate the concept of “blind spots” and how individuals can be supported to see in themselves what others around them can see as well. Helping the people in our teams hold the mirror up and support them in acknowledging where they may have a “blind spot” is key to helping them grow surely? It’s possible that overused strengths can have a significant negative impact on team performance in terms of morale and productivity, so how do we access the kind of data to help leaders and managers have more visibility in this area. One such way is the use of The GC Index The GC Index allows individuals and teams to see where they can have their greatest impact in the workplace by identifying those tasks and roles that they fully engage with, their proclivities- or for the purpose of this article, their strengths. So, by using the Index we start to appreciate where our greatest areas of strength lie but what about when they become overdone? Let's explore how each proclivity might manifest when taken to an extreme: Game Changer (Creating): Overdone: Constantly generating new ideas without practical implementation. Impact: Lack of focus, potential frustration from unrealized visions. Strategist (Understanding): Overdone: Excessive analysis without decisive action. Impact: Paralysis by analysis, missed opportunities. Implementer (Delivering): Overdone: Overcommitting to tasks, neglecting strategic thinking. Impact: Burnout, tunnel vision, overlooking long-term goals. Polisher (Continual Improvement): Overdone: Perfectionism, excessive fine-tuning. Impact: Slowed progress, missed deadlines. Play Maker (Collaborating): Overdone: Over-reliance on consensus, avoiding tough decisions. Impact: Mediocrity, lack of innovation. ? So, there we have it, strengths overdone can potentially lead to lower productivity so the first step would be to access the data to allow you as a manager or leader to see where the people in your team like to apply their energies for maximum impact, the rest will follow . I’d be delighted to take you through how The GC Index works and even demonstrate that with a free profile & review for you to see at first-hand how its applied as an effective coaching tool, once you have that at your disposal then you can really start the journey of personal development for yourself and your team. ? Call me on 07885 447039 or DM me on here for an initial conversation. ?