If Trust Was a Superhero

If Trust Was a Superhero

If trust was a superhero, what would he look like? What would he wear? Would he have tights and knee high boots? How about a cape that blows in the wind on the way to his next rescue?  Would he fly or be able to leap tall buildings in a single step? What superpowers would he have? And who’s to say he’s a he, maybe he is a she?

Whatever the case, what if trust was a superhero? What if you could call on him when trouble hits the fan and you might suspect that lack of trust is the issue?

The unsurprising truth is that trust IS really a superhero.

It’s the hero we all need in relating to one another as human beings. It’s the hero that comes to the rescue when we need to really connect, to solve problems, to bounce around ideas, to challenge ideas and to have healthy conflict. It’s the foundational aspect required for understanding others, for having the freedom to say what we need to say, for having a true collaborative work environment and for bringing out the best in ourselves and those around us.

So how do you know if you need to give this superhero a call?

What signs will tell you that Trust the Superhero needs to pay a visit to your organization?

Trust may be lacking in your organization if:

  • Competition amongst team members is more prevalent than encouragement and empowerment
  • Leaders avoid conflict
  • Team members share very little personally about themselves, in fact it’s encouraged to remain quite private
  • Leaders and team members don’t hold each other accountable
  • Generally decisions are made without buy in from the rest of the team
  • There is a lack of commitment and buy in around new ideas or solutions to problems
  • The organization is lacking a structured and effective feedback system
  • Team members rarely speak up in meetings and avoid sharing what they really think
  • Team members appear to be feeling overwhelmed but are not talking about it
  • Cliques and social groups divide team members
  • Team members gossip about other members behind their backs
  • Leaders are more focused on the results of their team than the results of the organization as a whole

If you can relate to any of the above, you may have to call on Trust the Superhero to the rescue. And you can decide if this superhero is a woman or a man, whatever visual works for you! For the purpose of my story and since I get to choose in my own story, he’s a man…the image of a muscle bound hero is always a nice visual for the day! Hopefully I haven’t taken this superhero thing a bit far, I’m probably inspired by reading way too many Captain Underpants books lately to my son. But hey, you get the point! And hopefully you’ve had some fun.

So back to my story, Trust the Superhero…so you call on Trust the Superhero and how he helps you is with his super power, vulnerability.

Now hear me out, you may be having an adverse reaction to that word, especially if your organization is lacking vulnerability and trust.

In organization and work environment terms….the thing your organization needs to begin to strengthen the relationships between your leaders and team members and ultimately improve your overall results is vulnerability based trust. This truly is a superpower. And it allows for authentic, effective and strong relationships which help to build a sustainable and agile organization.

Vulnerability based trust means you are safe to allow yourself to be seen, authentically and wholly, and you are free to express thoughts and ideas that come from that. It’s also about creating this safe space for others, to respect and honour others enough so they feel safe to be authentic and show up as their complete and whole selves. It means we can argue now, we can debate on this and I may disagree with you, and this may be very uncomfortable, but afterwards we’ll be ok and I still respect and care about you as a human being.

So when Trust the Superhero comes and helps you, what changes might you experience?

This is what it may look like:

  • As a leader I now step back in meetings and allow my team members to speak openly and challenge each other directly.
  • Now that I’ve built trust with my supervisor, I now feel more free to share my ideas and also challenge hers if I feel we could generate a better result.
  • I now feel respected by my colleagues and feel more empowered to develop myself and my skills.
  • I now trust my team’s abilities and their contributions and no longer feel the need to micromanage.
  • Our team meetings are definitely more energized and team members openly express their opinions. Now, even if there’s disagreement, we’re able to come up with a solution that’s best for our organization and we know we can always revisit that solution at a later time.
  • I now feel that there’s support and resources available for me if I’m struggling with either a personal or professional problem.
  • I feel more effective and inspired in my job now that I know my ideas are respected, heard and considered. I have a feeling of belonging now, where I can contribute to something bigger than me.
  • I feel more motivated, engaged and fulfilled at work.
  • As a leader I notice that my team members are generally happier to be at work and are better at working through any challenges that come up.
  • As a leader I notice that our team meetings are definitely more spirited and lively, and sometimes quite heated. But we’re now able to get more team members to buy in and commit to ideas and we all now feel respected in the process.

So superheroes aside, how might you bring more trust into your organization? How could you encourage team members to have the courage to lean into vulnerability for the purpose of increasing trust between each other? One step further, how could you invest in your organization and join those of us who are trying to change the stigma around vulnerability and reward the courage to pursue it? Imagine the power within your teams and what they could produce if they could show up authentically and tap into the amazing potential they all have within themselves? There’s a gold mine in your team members and trust and vulnerability are the superpowers that will allow you to access it. Do you think it’s worth it?

I do. And I know it is.

Call on Trust the Superhero, you’ll be so glad to see him or her, I promise you!

The Thing About Control

The Thing About Control

Learning What’s Behind It So It Doesn’t Control You

“If only I could control what happens outside of me then everything would be ok.”

~ Said by just about everyone at one time. ~

Imagine if you could control how people respond to you and how things operate around you? Imagine if you could have things exactly the way you want them? Imagine if you didn’t have to deal with this thing called ‘uncertainty’. Ah, what a world that would be?

I know as you read that last part, a part of you was daydreaming for a brief moment about what that would be like. And although that might sound nice, there’s a reason why we need this sense of control and why it’s so emotionally disarming when we feel like we’re losing control.

So what’s behind this need for having control?

And why is it, that for some of us, there’s a stronger need to have it, than for others? If we could understand what’s behind it, perhaps then, we could find a healthier way of functioning where we only focus on what we know we have control over. And perhaps even beyond that, if we could find out what having control gives us that’s even more important, then this need for having control gently slips into the background of our lives, slowing losing its grip over us.

If we take a closer look at control and what it gives us, let’s take a look at what’s beneath the surface of it, that thing it seems to be protecting. It’s as if control was this rigid framework or scaffolding we carry around with us, on the outside, that protects our more vulnerable and fragile ‘self’ underneath. I see this ‘self’ as a kind of emotional operating system that was created by us from the time we were born until now. This emotional operating system consists of beliefs and behaviours that we developed in response to the events of our past. And these events can be positive, negative or more likely, a hodgepodge of positive and negative experiences from which we’ve designed a way to keep ourselves emotionally safe. The more we feel the need to protect our emotional operating system, the thicker that scaffolding or framework will be on the outside. For some, this framework may even be lined with a shell (thin or thick), shielding themselves from the outside.

This is where it starts to get interesting.

A question I love to ask my clients is ‘what is it that having control gives you that’s even more important?’ And then I probe a little deeper ‘And just suppose you had that, what’s important about that for you?’

So ask yourself this question in an area of your life where you need to have the most control:

What does having control give me that’s even more important?

What I find often comes up is stuff around safety – physical safety, emotional safety and avoiding vulnerability and emotional exposure. Because if we go back to this idea of control being this framework or scaffolding around the outside of us, it makes sense that it’s there to protect us, to make us feel safe.

Okay, now what?

We now may be starting to understand what’s behind control and the purpose of it. But how do we stop it from controlling us? How do we stop control from having a negative impact on our lives?

Some may say, so what, I like having control and I don’t want to change that. But here’s the honest and direct truth, that I say from a place of caring personally and pure commitment to your growth and success:

You’re either pissing people off, sabotaging your own success or both.

You’re pissing people off because you have to have control all the time. People don’t feel heard, respected or empowered around you. You avoid discomfort and stand in the way of collaboration and teamwork.

You’re sabotaging your own success because you have to have control of the outcome, and when you don’t, you stop. You stop taking risks, you stop being vulnerable or emotionally exposed and you stop stepping out of your comfort zone. You avoid your growth edges and essentially stunt your own growth

So how is control showing up in your life and which one are you?

Whichever way it’s showing up in your life, and if you’d like to change some of the negative behaviours that come with it, the next step is figuring out what’s underneath it and what it’s giving you that’s more important, as I talked about earlier.

If you can figure out what control gives you at a deeper level, then go get more of that. Go and focus on what you do have control over, which is developing yourself.

If it’s a need to feel more emotionally safe, then work on strengthening your personal boundaries so you know you can protect yourself regardless of the situation you’re in. If it’s a need to feel more confident and build your self-belief so you can take more risks, then go and do things to build your confidence. Whatever the deeper need is, go and bring attention to getting more of that, developing yourself and bringing more of that thing into your life.

There’s a win-win situation here, a double benefit if you will.

First, by focusing on what you do have control over, it actually makes you feel like you have more control again.

Secondly, as you go and get more of that thing that underlies your need for control, control will loosen its grip on you. And that rigid framework that exists on the outside of you, needing to protect you, will lighten. If there was a shell, it may even disappear. And what you will notice is, that as this framework and scaffolding lighten and the shell disappears, you begin to let things in towards you, things that you may have been blocking all this time.

If you’re at all a believer in the universe, which I am, you’ll start to see that the universe will start to bring you the very thing you needed all along, just by lightning the framework, dissolving that shell and letting go of the need for control. The universe will bring you the very thing you’ve been blocking.

What happens now?

You’ll feel emotionally safe because now you know how to protect yourself through healthy boundaries. You’ll feel confident and competent to go and take risks because you’ve taken the time to invest in yourself and develop that confidence and competence. From this place you will act more courageously, you will dare to be vulnerable and you will risk stepping outside of your comfort zone more often, towards your growth edges.

And now, the need for control has no purpose, it’s actually irrelevant because you’re actually getting what you need. Now, control no longer controls you.

Embrace The Discomfort, Make It Your Friend

Embrace The Discomfort, Make It Your Friend

If you want to have a real cutting edge and a serious competitive advantage, learn how to embrace discomfort and make it your friend.  And if you have an organization,  then teach your leaders to do the same.

As you read this you may be wondering, are you serious, how does that have anything do with my position in the market and the advantage I have over my competitors?

It has everything to do with it.

Your ability to embrace discomfort, and your attitude towards it, impacts how your respond to change. And change is everywhere. Change occurs both externally and internally, both in the market and within your organization. And how well you respond and adapt to change will determine your ability to be sustainable and grow.

So what do I mean when I talk about discomfort?

It’s that uneasy feeling you get when you know you have to talk to a direct report about an incompetency in their performance but you choose to put it off because you don’t want to hurt their feelings. It’s that pang in the pit of your stomach during a meeting when a decision has been made but you don’t agree with it, and choose not to speak up. It’s that feeling you have when you know a member of your team has toxic behaviours that affect the rest of your team but you choose not to deal with it in order to avoid the conflict. It’s that horrible feeling when your manager or boss pulls you aside and tells you about a behaviour you do that others don’t like and negatively impacts the team. And even worse for a leader, it’s that feeling after a 360 review when you learn the truth about what your direct reports think of you and their critiques of your performance. How about when one of your subordinates tells you that they completely disagree with your idea and how you’ve been handling the project and offers their own solution?

These examples are just at work and in your professional life. In your personal life the list goes on and that will be an article in itself!

So, back to work, it’s in these critical moments when you have two choices: embrace the discomfort or run from it. And your choice will determine whether you are contributing to the growth of your organization or its demise. Your choice will either inspire trust, healthy debate, collaboration, buy in, accountability and a focus on results or the exact opposite of all these.

The choice is yours.

So what’s it going to be? Embrace the discomfort? Yes, I was hoping you’d say that! Because the other choice leads you down the slippery road of an unhealthy organization that either finds a way to barely exist or eventually implodes.

So now what, how in the world do I embrace discomfort and make it my friend.

Here are some points that I’ve learned along the way, on my journey of overcoming tremendous adversity where the only choice to survive was to embrace discomfort and turn it into an opportunity to grow.

Accept the Discomfort

With discomfort comes a flood of various different emotions, some more extreme than others. And for some people, discomfort may take them back to a time in their past that may be more traumatic than for others, so some may feel it more intensely. You may feel anxious, angry, irritable, annoyed or withdrawn and quiet. As you read this, you know what it feels like for you and what comes up. And so as those feelings come up, just take a moment to acknowledge them and say ‘hey, ya, this is uncomfortable and I don’t like it so much’. Because the reality is that you’re not alone in not liking it, discomfort is not supposed to feel good. But the part you need to know is that discomfort serves a very important purpose, it means you’re stepping out of your comfort zone and stepping into your growth edges. And this is very positive. So just hang on and stay with your discomfort.

Tap Into Your Courage

This feeling of discomfort I describe above is what I call the Courage Space. It’s that space of leaving the known and entering the unknown. It’s that space between leaving certainty and moving into uncertainty until you find certainty again. It’s that space between leaving the old and creating the new. It’s like being in the open ocean without a life raft, between an old familiar shore and a new one that you’re swimming towards. And it’s in this space when you need to draw upon your courage, the most powerful force you have. It’s the force you have within you that’s directly connected to your intuition that will propel you into action. And it’s in this place of discomfort when you need to be connected to your intuition because it will guide you like a compass, through the rough seas ahead.

Take Action From Your Intuition – The Courage Space

Now that you’ve tapped into your courage, it’s like your fuel source, and you need to act from that place regardless of how you feel. There’s a famous saying that goes ‘Speak the truth even if your voice shakes’. So, you’ve accepted the discomfort and the feelings that come with it. Ask yourself are you still ok? Have you died? Have you lost a limb, an organ or have you been taken out by a giant mudslide that crashed through your office door? My guess is no, none of that happened and you’re still ok. So now that you’ve accepted that the unpleasantness of this whole thing is just a bunch of emotions and you’re physically still ok, it’s time to act. Your intuition will tell you what the right thing is to do. It knows. And you know it knows. The question is, do you listen to your intuition? Do you trust it? Do you give it the respect it deserves? So, now go and do that thing you need to do and watch what happens. Tell the truth while caring personally and being direct and accept the truth while putting your ego to the side and embracing humbleness, all for the greater good of your organization.

Acknowledge Yourself For Your Bravery

I know that at this point after taking action from a courageous place you’ll be standing back reflecting on the situation and most likely feeling relieved and, even though it was tough, you’re feeling pretty proud of yourself. It’s a massive thing you just did and you should be proud of yourself. You should be proud that you were brave, as corny as that sounds, and you should acknowledge yourself that you embraced the discomfort because it’s not an easy thing to do. It’s not for the faint hearted and that’s why it’s rare. But it’s deeply important in so many ways and in so many aspects of your life. It’s really one of the critical elements in relationships, which ultimately affect the quality of your life. So give yourself a pat on the back because you deserve it.

Make Discomfort Your Friend

So now that you know how to embrace discomfort, how do you make it your friend? Well, you look at discomfort the same way as you do that close and long term friend that has annoying habits but you manage to look past them and live with them because you deeply care about that friend and that friend deeply cares about you. Because all that discomfort is, is a signal or warning bell letting you know you’re stepping into your growth edges, you’re expanding yourself and you’re growing. And as you grow you connect more authentically with those around you and you inspire others to grow too.

Imagine an organization where individuals are encouraged to embrace the discomfort and there’s an opportunity to work through it. Imagine the authentic feedback, the truthful conversations, the healthy debates on important topics, the accountability within team members, the capacity for innovation, the buy-in on ideas, the commitment on projects, the focus on results, the possibility for rich collaboration – all stemming from a culture of embracing the discomfort. Imagine the competitive edge this organization would have. Imagine how resilient and adaptive to change this organization would be knowing it’s internal structure was healthy and robust.

What If Courage Was Rewarded in the Workplace

What If Courage Was Rewarded in the Workplace

“I’m not feeling great today Rob. I’m really struggling with something quite personal and it’s really affecting my ability to do my work properly.”

“No problem Jeff, would you like to make a booking with our coach to bounce it off someone so you can work some things out and get back on track?”

What if this was a conversation that could happen in our work culture, in our office, with our colleagues and it would be 100% acceptable? What if courage to speak up about what’s really going on could be rewarded, acknowledged and even encouraged? What if people could be vulnerable and it was met with empathy and compassion and there was a resource to help, available when needed? What if we treated people as the whole person they are, not just for their value for productivity in the workplace, but including the human struggles they may be experiencing at any given moment? How do you think that would impact their overall output and productivity?

Some people may read this and say, but if I’m vulnerable and let them see me struggling then they won’t respect me, they’ll think I’m soft, they’ll question my ability to do my job, the other men will call me a ********, vulnerability is for wimps, my boss will think there’s something wrong with me………the list goes on.

What about as an independent business owner, what if you could share your personal story and it was met with respect and acknowledgement? What if instead of chasing away business, it brought more business towards you? What if your courage to show up authentically was applauded instead of criticized or judged?

What would be possible then?

I’ll tell you what, raw courage and vulnerability is contagious. It’s empowering. It’s awe inspiring. It evokes emotion. And in the presence of it, we connect to our own story and feel hope and possibility.

It was from hearing courageous and brave stories of others that gave me hope that I could get out of the situation I was in. By hearing how others overcame their challenges, it paved a way for me to overcome my own. And how I felt toward these people who had opened their hurt and their heart was unwavering respect.

In my darkest moment, feeling helplessly suffocated and bound inside my abusive marriage, I heard a story of a woman who summoned up the courage to leave her own marriage. It was through hearing her story, her shame, her vulnerability and finding a way to be brave where I no longer felt alone in my struggle. Someone else was experiencing this too. It wasn’t just me. Someone else had the same thoughts and felt the same way.

In that moment, I felt hope and encouragement that there was a way out. Someone had done it before so it must be possible.

And now, almost three years free from my marriage, I have begun to share my own story. I am on the other side of it now, feeling empowered, strong and truly focused on what I bring to others.

I share not for sympathy or pity, nor for attention. I share because I know the enormous power of courage and vulnerability. And the response I’ve received has proven that to me.  People have come forward with such a generous and heartwarming reaction. And others have come forward to share their own story of overcoming, thanking me for inspiring them and paving the way.

A friend reminded me the other day, ‘Dagmar, don’t hide behind someone else’s message. It’s the story of courage and overcoming that brings the power to your messages and those who are listening.  Share with us more of that.’

So back to courage in the workplace, what if it was rewarded and given the respect and space it truly deserves? Imagine what possibilities open up for our co-workers and for our employees when they have a chance to be authentic, to reach out for help if they need it and to tell the truth. Just imagine how they’d be able to move through their struggles easier and faster, while also developing resiliency and grit. And then imagine, after feeling acknowledged and supported, how much more invested and motivated they would be in the work and in your organization? Imagine the creativity and productivity that would follow?

Would it be worth it?

I think so.

So next time you notice that someone at work is struggling a bit, ask if they’re ok. Maybe even offer a resource they could turn to. Start a shift. Be the change you want to see in the world.

How I Learned to Quiet My Limiting Beliefs

How I Learned to Quiet My Limiting Beliefs

“You’re not enough” “You’re not worthy” “You don’t deserve it”

Do these sound familiar? Maybe a variation of these is more yours instead, like ‘You’re not smart enough’, ‘Who do you think you are?’, ‘You’re not good enough for this?’, ‘You don’t deserve him/her’.

We all have this voice, this gremlin, this demon or limiting belief that sends us illogical messages based on our past – either someone from the past, or an experience from the past. The truth is that it originates from way back in time, to a time we often can’t even remember. But a message was imprinted on our brain that says we’re not enough.

This might even be uncomfortable to read, because we don’t like to talk about it. Most of us have shame around this and think that if anyone knew or found out, then it would push people away. So we hide this thing, this inner voice, the inner critic. We hide it, try to contain it and go about our daily lives, at home, at work, around friends. And trust me when I say, you’re not the only one with these thoughts. We all have them in some way or another.

But we were born enough.

We were born perfect, worthy, loveable, capable, deserving and enough.

For me, it was ‘you’re not good enough’, ‘you’re not smart enough’ and ‘you’ll have to hustle for worthiness’. And so I did. I hustled, and I hustled and I hustled for my worthiness from others until one day I found myself married to someone who loved the game and toyed with my worthiness like a cat toys with a mouse that he’s about to eat.

It was in that moment, which became my defining moment, that I said, f*%# this s##*, I am worth more than this. It was in this moment that I stood up to my demons, those nasty voices inside, and said, ‘no, you’re wrong, I deserve better than this’.

Shortly after, I left my husband, pursued a massive career change and started my new business while being a full-time mom. And through this most recent journey I learned how to quiet the demons inside, those negative voices that kept clawing at me, trying to convince me that I wasn’t good enough.

It was in the falling down, hitting the bottom and finding my way back up that I built my own worthiness, I grew my own confidence and developed an unshakable belief in myself.

How about you? What does your demon or gremlin say to you? How much does it affect your life, your business, your job or your relationships? How would all these areas of your life be different if the voice was just a quiet one that you would know how to respond to and quiet when you need to?

I share with you 5 steps that fundamentally changed my life and that I now use when working with clients who want to overcome their inner obstacles and their inner critics that are holding them back from the happiness and success they want.

1. Summon Up Your Courage To Face the Bully Inside

Just like standing up to a bully, you need courage to make a stand for yourself. So reach in, dig deep, grab hold of your courage and tell yourself the quote by John Wayne ‘Courage is being afraid but saddling up anyway’. And then just hang on tight, don’t let go and stand strong.

2. Tell Someone Exactly What That Inner Voice Is Saying To You

I know this sounds so fear inducing, but hear me out. Shame cannot exist in the presence of empathy and compassion. (Wise words from Brene Brown). So when you shine light on these thoughts, when you tell someone what this voice says and it’s received with empathy and compassion, you no longer feel alone, you no longer feel the need to hate this part of yourself. You’re acknowledged for having an irrational thought, like everyone else. The power that this thought once had on you falls away as you realize that it’s just a thought, it’s not reality or the truth. When someone says I get it or me too, then you can begin to offer yourself empathy and compassion, you can begin to be gentle with yourself and love yourself instead. This simple act will be the catalyst in turning from and walking away from that gremlin or demon inside.

3. Look Your Gremlin In The Eye And Have A Conversation With It

As if you could almost sit down with your gremlin, your limiting belief and have a conversation with it, what would happen if you asked it to say what it needs to say. So, you’re about to meet a new group of people, or pitch your new idea, or present your business to someone new, what is this voice saying to you? It might be saying, ‘they’re not going to like you’, ‘they’re going to find out about that thing about you, and then they won’t like you’, ‘they’re not going to like your idea’, ‘do you honestly think you’re good enough for this?’. So if that’s what the voice is saying, what if you could ask that part of yourself, that’s saying these words, what do you want for me that’s positive? Or, what are you trying to protect me from? Every behaviour we have has a positive pay-off or some benefit that is simply there to keep us alive. It’s our emotional framework or structure that we have in place to protect us, to keep us emotionally safe. So ask yourself again, what do you want for me that’s positive and what are you protecting me from?

4. Get Resourceful And Go Out And Get What You Need

Once you’ve been able to answer the question, what do you want for me that’s positive, then go out and find a way to get that from another source in order to build you up. Tony Robbins always says, it’s not about a lack of resources but more about a lack of resourcefulness. So, start thinking of ways, tools, people, anything that will help you get what you really need in that moment. For some, they may need the voice of a loved one saying, ‘you can do this, you know you can’. For others they may need to refer back to a time when they found a way through a familiar obstacle before and ask themselves, what worked then, how did I find my way through that? For some it may be reading or watching an inspirational story or talk. For some it may be hiring a professional, like a coach or mentor that can help them challenge these negative limiting beliefs and empower them to get what they really need and what they’re wanting at a deeper level. For some it might be meditation, exercise, music, or something that makes them feel good and changes their state so they can think more clearly and access the visual and ideas centre of their brain. Whatever it is, go out, take control of your life, and find other ways and resources to help you get what it is that you are really needing. When you discover that you have the power within you to make a change, a world of possibility opens up.

5. Take Action and Create Evidence That Challenges Your Limiting Beliefs

This is the step where that critical voice inside is replaced with creating something new and something positive instead. A friend recently shared with me that an important part of his journey was that he decided he wanted to create a different result in his life. I thought it was so powerful and captures the essence of this important step. Focus on creating a new result and create actions steps to get it. When you bring your attention on this new thing you want to create and when you align yourself with your values and your personal vision, you create actions that stem from what’s important to you. And when you complete these actions, your confidence grows, your self worth grows and those demons and limiting beliefs quietly slip away. In fact, you won’t even notice them getting silent because you’ll be so caught up and feeling empowered from this new thing you’re focused on and creating. As you continue with this process you’re constantly creating new evidence that challenges that critical voice inside, evidence that proves that voice is wrong.

So keep taking action, keep moving forward and keep creating evidence that you do have worth, that you are worthy, that you are smart enough, good enough and simply enough. Because you were born that way and nothing has changed.

Custom photography by Angela McConnell

Why EQ is More Important than IQ for First Year University Students

Why EQ is More Important than IQ for First Year University Students

The biggest mistake parents make when preparing their kids for university is to focus on academics.

Kids feel pressure early on for getting top grades so they can get accepted into university, and preferably the university and program of their choice. This pressure can start as early as grade 9 and 10 and sometimes means extra hours studying, working with tutors and engaged in extra academic programs to get a step ahead.

The #1 challenge most high school kids face when leaving high school is that they are not emotionally or socially prepared for the next step.

In a recent study of more than 1,500 first-year college students, carried out by The Harris Poll, a majority of first-year college students in the U.S. (60%) feel emotionally unprepared for college, and these students are more likely to report poor academic performance, regularly consume drugs or alcohol and rate their overall college experience as terrible/poor.

The Challenge Faced

Transitioning from high school to university can and will be for many students the most challenging experience they have faced in their lives. Getting accepted into university or college and maintaining good grades are just the beginning when it comes to challenges for young students. For most, the challenges go far beyond academics and finances. Most students aren’t ready for the social and emotional demands of their first year.

The 4 Biggest Changes

★  Personal Responsibility – students are in a new experience of being accountable and responsible for themselves.

★  Independence – students must balance course workload, social life and day to day living demands on their own.

★  Time Management – students must create their own schedule and spend their time effectively in a way they are not used to.

★  Social Demands – students will need to recreate their social world and feel social pressure to make new friends.

Students often feel overwhelmed, lonely, isolated and have difficulty adjusting. And for kids who are not emotionally prepared, transitions can sometimes be danger points because of the stress experienced with it. Students often struggle to get emotional support when they need it and often experience mental health issues such as depression and anxiety. Some turn to drug and alcohol or high-risk behaviour for relief. The overall result is poor academic performance, regardless of how intellectually smart they are.

As a parent we can often feel overwhelmed when we consider the challenges our young students will be facing during this time. So how can you support your child as they transition into independence? How can you get them onto the best foot possible as they take the leap from high school to post secondary education and learn to navigate change effectively in their lives? How do you build resiliency in your young adults?

Emotional Intelligence (EQ) Skills for Resiliency

Research strongly shows the link between success in life and emotional intelligence. And for older teens and young adults, this also rings true and makes a difference in their academic and personal lives.

We’ve heard this term emotional intelligence. But what does it really mean? According to Dr Reuven Bar-On’s definition, who originally coined the term ‘Emotional Intelligence’, he defines it as:

“A set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain relationships, cope with challenges, and use emotional information in an effective and meaningful way”.

But what does this mean for our young students? Can our students increase their emotional intelligence? And what key EI skills do our students need to be successful in their post secondary programs?

Studies show a strong link between academic achievement and the below dimensions of EI:

✩  Interpersonal

✩  Adaptability

✩  Stress Management

✩  Empathy

✩  Social Responsibility

✩  Flexibility

✩  Impulse Control

✩  Optimism

✩  Self Regard

✩  Problem Solving

✩  Independence

According to the research these skills are what’s needed to be successful in forming new relationships, learning new study habits, adapting to the increased academic demands and learning to live more independently.

And yes, our young students, and anyone for that matter, can increase their emotional intelligence. There are many effective exercises, behaviour modification techniques and programs for increasing your EI. Some I recommend are:

★  Mindfulness – a powerful approach to changing destructive behaviour, managing stress, encouraging self-care and increasing overall emotional wellbeing.

★  Applying the ABCDE’s – a system for altering your perceptions, attitudes and behaviour pioneered by Dr. Albert Ellis.

★  Get educated and start reading about emotional intelligence and learn about areas you would like to develop. The Student EQ Edge by Steven J. Stein, Howard E. Book and Korrel Kanoy is a great place to start, providing a definition of emotional intelligence and a road map for mastering EI skills. The adult version is also an excellent resource.

★  Get an EQ-i 2.0 Higher Education Assessment done for your student. This assessment tool provides a snapshot of a student’s emotional operating system and a framework for understanding their emotional intelligence skills. This includes a comprehensive report including interpretations of their EI skills and development strategies to increase the skills where they see some opportunities.

★  Hire a coach that specializes in EQ skill development that can work closely with your student to create a space for them to explore themselves deeply, discover their own resourcefulness and develop their own resilience to be effective in their lives.

I offer a program in my practice called the Courage Space Youth Transition Program – Leading the Next Step with Emotional Intelligence. This program is for those parents who are deeply interested in sending their kids off on their best foot, with the resources they need and the resilience required to not only survive but to thrive in this next step.

I give students perspective on how their emotions have a role to play in their own self worth, their self expression, their relationships, the way they handle stress and how they make decisions. I work closely with students through a combination of an assessment and coaching to help them develop their emotional intelligence skills. The focus: helping students build emotional resilience for their next stage.

What students get:

★  Tools and a compass for personal effectiveness

★  Map of emotional operating system

★  Learn how to turn adversity into opportunity

★  Learn foundational emotional skills

★  Develop okayness about self

★  Strengthen emotional immune system

★  Build resilience

★  And much more…

Learn more at http://couragespace.com/for-parents/.

To register your student contact me at dagmar@couragespace.com for an information package or call me at 604-880-7189.

Together let’s make future leaders out of our kids!