Skip to main content

How To Make One Bold Move Each Day

 


Shanna A. Hocking’s book, One Bold Move A Day, is all about meaningful actions women can take to fulfill their leadership and career potential. 

Specially, Hocking reveals the transformative mindsets needed to make one Bold Move a day. Those are:

  • Gratitude Mindset
  • And Mindset
  • Happiness Mindset
  • Progress Mindset 

“Each of these four mindsets individually plays a special role in the process of continuously showing up for yourself and others,” explains Hocking. “Each mindset contributes in a different way to your success, but they all complement each other and together they will become the foundation to your Bold Move Mindset.” 

Hocking explains in her book that a Bold Move is one that challenges you to grow. “Sometimes it’s about capitalizing on an opportunity, and sometimes it’s about creating that opportunity for yourself,” explains Hocking. 

Keep in mind, too, that a Bold Move for you might not be the same as someone else’s. 

Book chapters cover:

  • Believe in Yourself
  • Achieving Your Goals
  • Advance Your Career
  • The Power of Uplifting Others
  • Invest In Yourself
  • Lead from Where You Are
  • Grow as a Leader
  • Be the Boss Everyone Wants to Work For
  • Your Bold Move Community 

Some of my favorite takeaways from the book include: 

Use collaborative language – Use “Yes, and” where you build on whatever was said prior in the conversation. It’s a chance to both move something toward the positive and build on what is being shared. 

Practice gratitude at work – To effectively show gratitude to someone, be clear about what you appreciate about them, what they did, how they positively impacted the organization or other people, and what can happen as a result of their efforts. 

Giving effective feedback will be one of the most consequential parts of your job as a leader, because it’s how you can contribute to your team members’ growth. 

Whether you manage people or not, you can be a leader. Leadership isn’t about title or authority. It’s the energy and purpose by which you lead yourself each day and how you serve others. 

Instead of asking someone, “How are you?” ask them, “What has been the highlight of your week?” This question leads to both sharing joy and finding meaning.

 

Shanna Hocking

Hocking shares these additional insights:

Question: Which of the four mindsets do individuals find the most difficult to achieve? 

Hocking: Progress Mindset seems to be the one that people find the most difficult to work on. People are so focused on their next project, win, or outcome that they forget to pause to acknowledge how far they’ve come and what they’ve learned along the way. 

Celebrating progress is important because Bold Moves don’t always turn out the way you’ve planned or hoped. In recognizing what you have already accomplished, rather than what is still ahead, you can build your resilience to keep going. 

Question: Must someone achieve the four mindsets in the order listed in the book? If so, why. If not, why not? 

Hocking: There is no particular order for developing the four mindsets. They each contribute to your success in a different way, and they complement each other and together become the foundation for the Bold Move mindset. 

I recommend people start with the Gratitude Mindset, because it gives you something tangible to work toward and research shows it can have a meaningful effect on your happiness and well-being in a short amount of time. 

Question: What drove your decision to share so much of your personal story and journey within your book? 

Hocking: I wish more people had talked openly about their experiences when I was navigating my career and leadership journey as a working woman and mother. I wrote this book to help give other women the actionable roadmap they need to thrive personally and professionally. 

Question: What is the key takeaway you would like women to have after reading your book? 

Hocking: One single Bold Move can change your life personally and professionally—as long as you get started. 

Thank you to the book’s publisher for sending me an advance copy of the book.

Labels:

Comments

Post a Comment

Popular posts from this blog

Key Interviewing Questions To Ask To Identify Leaders

The next time you are interviewing a candidate and you want to access their leadership skills, consider asking the candidate these questions: What personal qualities define you as a leader?  Describe a situation when these qualities helped you lead others. Give an example of when you demonstrated good leadership. What is the toughest group from which you've had to get cooperation? Have you ever had difficulty getting others to accept your ideas?  What was your approach?  Did it work? Describe a situation in which you had to change your leadership style to achieve the goal? One leadership skill is the ability to accommodate different views in the workplace, regardless of what they are.  What have you done to foster a wide number of views in your work environment? Thanks to Sharon Armstrong, author of The Essential HR Handbook , for these helpful questions!
Post a Comment
Read more

Communicate Often And Tell A Story

"Most leaders' visions fail, not due to a leader's inadequacies, but due to the leader's lack of communication," said Margaret Reynolds of Reynolds Consulting, LLC in Lee's Summit, MO. Reynolds shared her expertise with me recently during an interview. She added that it's not that leaders don't communicate, but that they don't beat the drum regularly enough. "Leaders need to communicate often, regularly and consistently," she recommended. "In terms of how to communicate so people get it, it is pretty widely accepted that story telling is the most effective," explained Reynolds. Leaders need to paint a vision where people see it often. She recommends that leaders share their vision at least seven to 10 times with their employees, and to make it clear to everyone what specifically each person can do each day to help achieve the collective mission. Reynolds' other advice to leaders is to be one who: •listens with respect...
Post a Comment
Read more

Resolve To Find A Mentor In 2011

Having a mentor is one of the best things you can do to advance your career as a leader. So, decide today to secure a mentor who will work with you during 2011. Make that one of your New Year’s resolutions. A mentor can benefit leaders new to their leadership role and they can benefit experienced and seasoned leaders, as well. A strong mentoring relationship allows the mentor and the mentee to develop new skills and talents, to build confidence, and to build self-awareness. Proper mentoring takes a commitment from both parties and it takes time to develop and to reap the rewards of the relationship. Plan to work with your mentor for no less than three months, and ideally for six months or longer. When seeking out a mentor, think about these questions: 1.  Will the relationship have good personal chemistry? 2.  Can this person guide me, particularly in the areas where I am weakest? 3.  Will this person take a genuine interest in me? 4.  Does this person ha...
Post a Comment
Read more

Find The Ideal Tone For Your Emails

Can't quite master the ideal tone for the emails you send employees and customers?  Or, do you have employees whole struggle with the tone of their emails?  You might want to check out ToneCheck. ToneCheck , a software program that works with Microsoft Outlook 2003, 2007 and 2010, helps to ensure your tone is clearly communicated and understood. It acts somewhat similar to an email spell checker, and you can select the suggested alternatives or ignore the advice. The program evaluates words and phrases for the intensity of eight primary emotions, allowing you to adjust the overall tone before you send your message. ToneCheck scans your messages for terms that may be inadvertently conveying: • Affection • Friendliness • Amusement • Excitement • Sadness • Grief • Fear • Uneasiness • Anger • Shame Over 165 billion email messages are sent worldwide each day. The average worker will spend 10 years of their work life dealing with email. And, sometimes, perhaps all t...
Post a Comment
Read more

Do Exit Interviews

Knowing why an employee leaves your company can help you to reduce your employee turnover rate. That's because you can use the reasons a departing employee provides to gather information about processes, people and departments that might need some redirection to correct situations that may have contributed to the employee's reasons for leaving. So, do an exit interview whenever possible with each departing employee.  Ask each person: Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company and in thei...
Post a Comment
Read more

How To Avoid 8 Common Performance Evaluation Pitfalls

As the year comes to a close it's likely time for many business leaders to tackle the annual performance appraisal process. So, here is a good reminder from author Sharon Armstrong about how to avoid eight performance evaluation pitfalls .  These are in what I consider is the best chapter of the book The Essential HR Handbook , that she co-authored with Barbara Mitchell. 1.  Clustering everyone in the middle performance-rating categories 2.  Overlooking flaws or exaggerating the achievements of favored employees 3.  Excusing substandard performance or behavior because it is widespread 4.  Letting one characteristic - positive or negative - affect your overall assessment 5.  Rating someone based on the company he or she keeps 6.  Rating someone based on a grudge you are holding 7.  Rating someone based on a short time period instead of the entire evaluation period 8.  Rating everyone high, to make you look good There's ot...
Post a Comment
Read more

How To Write An Employee Satisfaction And Engagement Survey

According to Polaris , a company that specializes in employee research, “a company’s employees are often the face and frontline of an organization and their opinion of that organization affects their attitude, thus affecting customers’ attitudes, behavior and ultimately, the bottom line.” That is why Polaris recommends that business leaders conduct employee research that allows leaders to better understand what motivates employees, drives loyalty, and makes and keeps employees happy. “An added benefit of conducting employee satisfaction research is that, in doing so, a company lets their employees know they are important, their opinions and suggestions matter, and there is a sincere desire to make the company an enjoyable place to work,” reports Polaris. Here are 10 questions Polaris recommends you ask employees as part of a wide-ranging employee satisfaction and engagement survey : For each of the following statements, indicate if you: • Strongly disagree • Disagree • Somew...
Post a Comment
Read more

Give Positive Feedback. Don't Praise.

There is an important difference between giving your employees positive feedback and giving them praise . Positive feedback focuses on the specifics of job performance. Praise, often one-or two-sentence statements, such as “Keep up the good work,” without positive feedback leaves employees with empty feelings. Worse yet, without positive feedback, employees feel no sense that they are appreciated as individual talents with specific desires to learn and grow on the job and in their careers, reports Nicholas Nigro, author of, The Everything Coaching and Mentoring Book . So, skip the praise and give positive feedback that is more uplifting to your employees because it goes to the heart of their job performance and what they actually do. An example of positive feedback is : “Bob, your communications skills have dramatically improved over the past couple of months. The report that you just prepared for me was thorough and concise. I appreciate all the work you’ve put into it, as...
Post a Comment
Read more

5 Tips For Generating Ideas From Employees

Your employees have lots of ideas.  So, be sure you provide the forums and mechanisms for your employees to share their ideas with you.  Hold at least a few brainstorming sessions each year, as well. And, when you are brainstorming with your employees, try these five tips: Encourage ALL ideas.  Don't evaluate or criticize ideas when they are first suggested. Ask for wild ideas.  Often, the craziest ideas end up being the most useful. Shoot for quantity not quality during brainstorming. Encourage everyone to offer new combinations and improvements of old ideas.
Post a Comment
Read more

The Five Points Of Professionalism

Here's more good advice from The Everything Coaching And Mentoring Book : Professional behavior on the job means that work habits are strong and consistent.  Your organization's work ethic should be solution- and positive-results-oriented. And you should regularly take inventory of these five points of professionalism : Honesty and integrity Learning and initiative Resilience Positive attitude Teamwork Check out these useful online resources for more coaching and mentoring tips and advice: Micomentor The Center for Coaching and Mentoring The Coaching and Mentoring Network Coaching and Mentoring for Small Business Owners Manager's Forum Coaching and Mentoring Careers Peer Resources Coaching and Mentoring Training
Post a Comment
Read more