Rebecca Traister explains how women’s anger has historically been a catalyst for social change and how people can better listen and respond to women’s anger.
Rebecca Traister explains how women’s anger has historically been a catalyst for social change and how people can better listen and respond to women’s anger.
We are extremely lucky to have so many talented and accomplished individuals who have volunteered their time to further our discussions. As part of our Women Speak Tech community, we are encouraged that men & women continue to come together to create more equitable workplaces and invest in others.
Travis Dirks, is a CTO at XLabs, a moonshot factory for AI. Prior to XLabs, he was Chief Science Officer and Co-founder of Seldn, an artificial intelligence (AI) startup predicting global socio-economic disruptions (“black swans”). His superpower is in connecting complex science/math to impactful business problems and building software around the solutions. Seldn was a new type of AI leveraging custom machine learning algorithms specifically tailored to deal with complex, nonlinear human-generated data. Specifically, Seldn pioneered the application of breakthroughs in Complexity Physics along with in-house advances in validation to tackle the prediction of rare socio-economic human disasters.
Prior to Seldn, Travis co-founded and led Rotary Gallop – a Big Data Finance firm that applies game theory to impact investments and strategy for corporate control (m&a, hostile takeover, and activist situations). Travis’s analysis on popular contested situations has been featured in the Wall Street Journal and New York Times. Travis received his Ph.D. in physics from the world’s leading institution for condensed matter, the University of Illinois at Urbana-Champaign.
Anne Cocquyt’s journey across four continents is driven by her passion for transforming ideas into reality and leading cross-functional teams to implementation. Anne has successfully founded and led a broad range of projects, startups, and non-profits in multiple industries ranging from IT outsourcing to hardware consumer products, social networking communities, cancer prevention, digital health, and biotech.
In her current venture, Anne puts her MBA and her experience as a serial female founder to work: with her expertise in computer and data science and her passion for building communities around causes paired with her ability to inspire she founded the GUILD – a novel networking solution for female entrepreneurs and women in business to build stronger networks.
Anne keeps active in the digital health world by advising a patient education startup specialized in stroke prevention, mentoring HealthTech and medical device startups at the Singularity University Accelerator, supporting the due diligence process for MedTech track of 500 Startups, mentoring USF Design Thinking class and assisting a data insights startup as COO.
Mars Hall merges creativity & engineering through his work as a research & development engineer at Salesforce / Heroku. Tasked with wildly varying problems, he runs strategic experiments pushing the Salesforce platform where customers want to go, including machine learning apps with PredictionIO and cross-cloud architecture with Terraform.
Over 30 intimate sessions across ten venues in San Francisco were literally buzzing with experts and attendees discussing topics from Augmented Reality to Social Responsibility to Leadership and Investing. In addition, skill-building workshops focused on everything from the written word to understanding resonance and pitch when one speaks.
On Friday (10/26) Women Speak Tech’s Robin Parisse had the honor of moderating the Emerging Tech House. A big thank you goes to Autodesk for hosting the venue, STYLEBEE (YCS15) for giving us some extra glamour and to our amazing experts who not only presented but engaged session attendees in a dialogue to explore the impacts and opportunities of technology solutions, human behavior, privacy, security, and ethics.
Missed, Serendipity or want to relisten? Podcasts to be published shortly>>
Our Emerging Tech Speakers included:
Did you know you have to exercise your networking muscles! Well, you do. And, practice is progress. Our workshop leaders put us to the test! Emily and Jacqueline taught us how to create a networking mindset while Lady Badass, Joanna made us re-evaluate how to answer the question, ‘what do you do?’
Stay connected and keep the conversation going about leadership, women’s health, social responsibility, coaching, storytelling, investing and mindfulness. Join The Guild using the partner discount code WST20.
A Women Speak Tech Partner Event
Unable to attend the Google Design Sprint Conference? Join us for an evening of 15-minute lightning talks and panel discussions around design thinking, design sprints, and business model innovation frameworks and methodologies. Listen to local experts and engage in open discussions about industry best practices. Come to learn, share, evolve, and expand your practice. (Oct. 17th, 5:00-8:00pm, San Jose WeWork)
Neha Saigal, Founder of N5
David Holl, Founder of Postobject –
Joyce Liu, UX Designer at Google
Divya Jindal, Staff Designer at Google
Taylor Cone, Senior Partner at Smallify
Out today on Medium! See below the newsletter announcement. And, then start reading!
The GUILD presents SERENDIPITY, the first women’s conference of its kind where attendees engage with experts in intimate sessions across San Francisco, October 26 & 27th. Similar to the Paris salons of the early 18th century where intellectual discourse was commonly associated with French literary and philosophical movements, Serendipity gives attendees the option to spend time in multiple houses including StoryPower, Founders Meet Funders, Social Responsibility, Investing, Leadership, and more. Like the Paris salons, these small gatherings foster an environment to increase collective knowledge, collaborate and make connections.
Women Speak Tech is excited to partner with the Guild, and to moderate the Emerging Tech House.
This salon focuses on the latest and greatest developments in the emerging tech landscape including blockchain, artificial intelligence, and VR advances. Moreover, the salon will dive further into the ins and outs of building and prototyping new technology. Also joining in, is Unboxd, the new ‘Vogue’ for Stem Women
When you register, Serendipity will query your interests, desired areas of growth, and what you want to get out of the conference. Next, you will receive a proposed schedule based on your responses. Keep the recommendation or make changes. The goal is to create a two-day experience on what you’d like to learn and who you’d like to connect with.
by, Nicole Beckerman — Every startup has to sell its product or service to survive. Yet startups often find themselves using ad hoc tactics and experimenting on the fly with sales and marketing tools that are merely getting them through another day.
To scale successfully, a startup needs not only a marketing plan but a tactical set of marketing tools that are managed by subject matter experts: Marketing Operations.
What is Marketing Operations?
Broadly speaking, Marketing Operations manages the technologies, tools, digital assets, data, services, and resources that a company uses to perform marketing efforts. Marketing Operations as a functional area is still emerging, and as such, it is continuing to evolve and may look different from company to company.
For most organizations, Marketing Operations responsibilities include:
As a formal function, Marketing Operations first caught on in larger companies who needed to wrangle dozens of marketing cloud services, software solutions, and tools to work together. These typically included social media tools, marketing automation, CRM software, content management solutions, digital asset management, analytics & reporting tools etc.
As an example, Cisco’s marketing stack is a complex ecosystem of 39 different technologies. A startup may not have the needs of Cisco, but with the accessibility of technology, a startup can and should optimize to meet the basic requirements of a scalable marketing stack. Management of these systems is clearly still important, yet Marketing Operations has evolved further to become the backbone supporting all marketing efforts.
“Imagine an organization as a country, marketing operations is like the roads and bridges that connect its cities, plants, people and resources within the country, and transport all sorts of assets inside and outside the country.” –Luque Wang, Senior Marketing Manager of Global Strategy & Operations at GE Digital
Marketing Operations Evolution
In the future, Marketing Operations will be even more essential for organizations in maintaining costs and driving revenues. Similar to accounting or IT, Marketing Operations will be a foundational cornerstone of an organization whether it is a start-up or global enterprise.
Currently, the marketing technology landscape is exploding with over 6,000 solutions. With these technologies readily available, many marketers are being held more accountable for hard-to-track metrics beyond traffic or likes. This, in turn, drives the need for subject matter experts to work with IT and orchestrate the right balance of technologies. Furthermore, creatives and marketers need guidance and support to define solution requirements, vet and deploy solutions effectively.
There is an imperative to deliver on the marketing & sales plan with rapid, data-driven decisions. With the world moving faster than ever, marketing needs to be streamlined with results that drive both revenue and insights to re-pivot, fix and/or augment the product, service, or the business. This is especially true in a startup environment where small missteps are potentially ruinous.
Benefits of Marketing Operations
If you’re a fast-moving startup, why not just hire an email marketer who also dabbles in social and then turn them loose with no red tape? While you could find some success doing that (or something similar), I’d argue that spending time on Marketing Operations upfront increases a startup’s viability and lays the foundation for scaling.
Getting Marketing Operations right means you can:
Simple Best Practices for Startups
At a startup, you likely won’t see a full-time Marketing Operations person managing a complex tech ecosystem, but there are still aspects of the function which can be used:
Factors for the Future
Starting out with a Marketing Operations mindset allows startups to learn from their customers quickly and start working on more advanced tactics like personalization. Once you have a sizable chunk of users you should, for example, be able to learn from their behavior and segment out specific profiles. Your marketing plan should specify what customer information you’re looking to capture to get to this point, and your tech stack should allow you to move into strategies like lead scoring and lifecycle tracking at the right time.
A final factor to keep in mind for a growing startup is change management and ongoing learning. As your Marketing Operations function expands and matures, your people will have to adapt as well. While the ecosystem of marketing technology will continue to become more and more sophisticated, we humans will always remain essential to the marketing process. Making sure you have informed, up-to-date people at the helm ensures that your marketing efforts are on course and reaching their maximum potential.
by, Nicole Beckerman — From the water cooler to keynote speeches, diversity and inclusion are topics looming large in the tech industry. Today one finds that the two terms have been conflated often enough that they seem interchangeable. But they are not. Diversity and Inclusion have distinct differences which influence individual experiences as well as organizational success.
A clear understanding of diversity and inclusion helps us to communicate effectively and consistently share a common perspective.
Diversity as a Requirement
The narrative has changed from diversity being an unusual virtue to a respected standard. A “diverse” company means one staffed by people of different races, ethnicities, genders, ages, religions, physical abilities, and sexual orientations. In 2018, a diverse workplace environment is widely expected.
Workplaces pride themselves and tout diversity as a moniker. The job section of major corporate websites often highlights diversity efforts to attract top candidates, while at the same time organizations make a big PR fuss about their diversity hiring goals and employee engagement activities.
These diversity efforts have yielded meaningful results. Collectively we’ve worked to reduce barriers to entry for marginalized groups and established formal legal protections. Research has also come out demonstrating that highly diverse firms are 45% more likely to have growth in market share over the previous year, and 70% more likely to capture a new market.
In a 2018 study, Atlassian commissioned, over 80% of tech professionals said diversity and inclusion are important to them. In response, Companies are creating diversity measures designed to get a wider variety of people in the door and cultivate a more diverse hiring pipeline. Examples include Microsoft tying bonuses to diversity hiring and Pandora regularly releasing their diversity metrics while forming relationships with historically diverse colleges. Clorox has even stated via its corporate blog:
“If you cannot answer the diversity question clearly and favorably when it is asked in the recruiting process, [candidates] are going to choose to work elsewhere.”
Diversity efforts and research are vital to maintain. They lead to real outcomes and helpful information, yet they are not a complete solution to the problems disadvantaged groups endure on a daily basis. That is where diversity and inclusion merge.
Evolving to be Inclusive
Diversity at the hiring stage and supporting pipeline programs which get minorities into the ranks are critical. However, this approach is limiting when you look at the overall employee experience over the course of employment. How people from disadvantaged groups are treated day-to-day in an organization matters significantly more because it affects their ongoing engagement and performance. This is where inclusion steps in.
A Deloitte study found that 61% of employees are “covering” on some personal dimension (appearance, affiliation, advocacy, association) to assimilate in their organization.
‘Everyone covers. To cover is to tone down a disfavored identity to fit into the mainstream. In our diverse society, all of us are outside the mainstream in some way […] every reader of this book has covered, whether consciously or not, and sometimes at a significant personal cost.’ Wikipedia
These people are denying a part of their identity to function within their workplace. This is a serious problem for companies who want to keep their turnover at a minimum, reap the benefits of a highly engaged workforce, understand a diverse customer base, and be truly innovative.
Inclusion means embracing differences so that people don’t have to downplay their individuality or work harder to receive equal recognition and rewards. It means people of all backgrounds are not just sitting at the table, but are also being listened to, taken seriously, and respected for their individual contributions.
A large part of inclusion is undoing bias. Unconscious bias keeps people on a narrow track, with leaders hiring and promoting those who are similar to them and employees unable to collaborate effectively. Minority groups might find themselves excluded from important conversations, passed over for mentoring, and left unrewarded for their hard work. When unconscious bias pervades an organization, a large percentage of employees will not perform to their full potential, while the organization will become stagnant and lag behind competitors—a potentially fatal problem.
A common mistake companies make is to look at positive diversity numbers and think everything is going well, but this assumes that inclusion naturally follows diversity. This is not necessarily the case. One can’t simply throw a bunch of minority hires at the problem and hope for the best. An organization can easily have high numbers of diverse people of different backgrounds all feeling unseen, unheard, and unwelcome due to facets of their identity.
What advantage is there in an inclusive environment? We’re just starting to scratch the surface to understand what potential can be unlocked, but recent research sheds some light on the benefits inclusive organizations enjoy:
Savvy companies are coming to realize that diversity efforts without inclusion are hollow measures. Whereas diversity measures are a fight against a highly visible bias, inclusion works against a subtler, yet constant bias. Diversity alone simply can’t unlock all the potential opportunities for us to collaborate as a society, so it must be coupled with efforts to be inclusive.
Taking The First Step
Inclusion is quite simply harder, more expensive, and more demanding than diversity. It is a mindset and culture within an organization which requires long-term, sustained effort around sensitive topics. Even a positive outcome might be abstract since diversity efforts can be considered successful with a few headcount metrics, while successful inclusion is much more about detailed experiences and subjective information.
Yet the effort is worth it when employees get to feel engaged with their job, seen as complete human beings and become invested in the organization’s success on a new level.
The first step towards fostering inclusion is to have real, honest conversations with disadvantaged group members and understand how they feel at work. Are they free to express their views and opinions? Are they compromising their authenticity at work to get ahead? If they feel stuck in their career path, why do they think that is? Do they feel obligated to spend extra time sponsoring employees of their gender/race or do they perhaps have fears about the repercussions of doing so?
Gathering this information may be uncomfortable, but it is especially necessary for dominant group members to take in the experience of the minority group members without making excuses or getting defensive. Part of inclusivity is also acknowledging that multiple legitimate experiences of the workplace exist.
We need conversations like this to move forward. For example, when men and women were asked about the cause of tech’s diversity problem in a 2016 survey, a whopping 49% of men said that not enough women and minorities were entering the industry. Conversely, women were more likely to cite lack of unconscious bias training and role models/mentors. This disparity in response leaves one to think that men in tech could learn information that might surprise them by talking to their female colleagues.
Ironically, according to the study, the men surveyed really do care about diversity and inclusion. This begs one to surmise that a large majority of the men were not truly engaged in an inclusive environment since their female counterparts exist. The solution is not simple as engagement mechanics need not only be adopted but practiced. Without truly listening to disadvantaged or minority groups the men’s responses might stay the same.
It can be scary for the dominant group to acknowledge and delve into the reality of a marginalized group. It’s comfortable and easy to rely on existing patterns of thinking that don’t challenge us. Yet we can never collaborate with one another to our full potential if we don’t harness our differences. They are truly powerful and allow us to face any number of complicated challenges together, with creativity and innovation.
Act Now. Start the conversation, and continue the conversation. Inclusion starts with being inclusive.
Here are some links to help (and, if you have articles or links to share please post!):
We heard from our panelists’ practical advice, examples, and their perspectives on how mentorship and inclusion start with each one of us taking action to 1) address how we speak, listen and hear and 2) how we can create our own safe spaces to push barriers, ideate, and positively engage.
Three (3) key actions to invest in your upward mobility & inclusion
Start with simple steps
More on our expert panelists: Shiney Rossi, Engr Mgr, Nest Thermostat, Ghazal Asif, Vice President, WW Channels at AppDynamics, Cisco, Katie Juran, Senior Director, Diversity & Inclusion, Adobe, Suzanne Fletcher, Stanford Start-X Fund Manager, Molly Heekin, Sr. Director of Internet of Things Product, Digital Solutions, Visa
A big thank you to our event sponsor — Adobe.
“‘Success’ on other people’s terms is, well, not. If the recent suicides of some of our most iconic business moguls teaches us anything, it’s that the trappings of success are no measure of true happiness. Not a people person? Don’t start a relationship-driven business. Have a case of wanderlust? Don’t start a manufacturing business that will keep you grounded in one place. It seems simple, and yet, aligning the design for your life with your business model from the start is often overlooked. Happiness is too important to be an afterthought,” shares Molina Niño.
What would your CV or Failures include? Do you have a ‘growth mindset‘?
‘Dr. Dweck found that people’s theories about their own intelligence had a significant impact on their motivation, effort, and approach to challenges. Those who believe their abilities are malleable are more likely to embrace challenges and persist despite failure.’ This model of the fixed vs. growth mindset shows how cognitive, affective, and behavioral features are linked to one’s beliefs about the malleability of their intelligence.
‘As an intrapreneur ask yourself similar questions. “What is problematic about our culture, do certain actions not match corporate copy? What can be done better and what can I initiative or support to help achieve that that just makes common sense? That’s your starting point and your greater purpose.’ by Claudia Chan, CEO of S.H.E. GLOBL (note: 2018 S.H.E. Summit is October 18-19. Registration is open)
‘My feminist mother taught me to speak up. Now, as a trans man, I am trying to make space for women to be heard.’ by Thomas Page McBee — Thomas provides us with a great lens to view from, as we navigate how we want to show up in this world.
….is a bulletproof record-keeping system. That’s it, really. Provided it’s running on a robust-enough computer network, blockchains produce incorruptible records. That may not sound like much, but records are remembering. Records are the protection of our memories for the future…..’ By, Maria Bustillos
Impostor syndrome is not a unique feeling, but some researchers believe it hits minority groups harder. By, Kristin Wong
“Maria Shriver’s life is often summarized in fairy tale terms. A child of the Kennedy clan in the Camelot aura of the early 1960s. Daughter of Eunice Kennedy Shriver, who founded the Special Olympics, and Sargent Shriver, who helped found the Peace Corps. An esteemed broadcast journalist. First lady of California. This hour, she opens up about having a personal history that is also public history — and how deceptive the appearance of glamour can be. ” from On Being Studios with Krista Tippett
‘Winners are just people who know when to quit — and do it often.’ By, Stephanie Lee
By, Claire Coghlan
By, Erika Morphy | Jul 23, 2018
“Our discomfort and our grappling is not a sign of failure,” America Ferrera says, ‘it’s a sign that we’re living at the edge ofour imaginations.’ She
is a culture-shifting artist. John Paul Lederach is one of our greatest living architects of social transformation. From the inaugural On Being Gathering, a revelatory, joyous exploration of the ingredients of social courage — and how change really happens in generational time.” from On Being Studios with Krista Tippett
By Bikash Koley | Tuesday, June 19, 2018 – 20:09
Estimated reading time: 12 minutes. by: Tristan Harris
“It’s easier to fool people than to convince them that they’ve been fooled.” — Unknown.
“What we’re learning about the brain can help us navigate romance, love, sex, and relationships. Anthropologist Helen Fisher is a senior research fellow at the Kinsey Institute, a member of the Center for Human Evolutionary Studies in the Department of Anthropology at Rutgers University, and Chief Scientific Advisor to dating match.com. In the research she does for match.com and her TED Talks that have been viewed by millions of people, she wields science as an entertaining, if sobering, lens on what feels like the most meaningful encounters of our lives.” from On Being Studios with Krista Tippet
‘…It’s important to note that your confidence as a parent is also based on the fact that you yourself have been winning in the morning before you have interfaced with your child’ by, Benjamin P. Hardy
Age old reminder: ‘You can’t take care of others unless you take care of yourself first!’
2018 is on track to be a year of great cultural change—and that change is increasingly being driven by women. The women’s marches of 2017 lit the fire, and #metoo drives awareness and accountability across virtually every industry. The 1970s feminist movement that helped define change in our mothers’ generation is coming back today with an unprecedented power—and it’s time we brought the tech industry aboard.
Forbes reported in 2017 that women today are leaving the tech industry at a 45% higher rate than men. Some of this maps to traditional gender roles and our acceptance that “something’s gotta give” in cases of the logistical needs of young families, our sick and aging parents, etc. For others, the decision to leave the industry may be a temporary but practical one while we complete a graduate degree.
But for many, the choice to leave an industry with so much innovation and opportunity is made due to darker influences. Gender bias, pay inequity, and the explosion of bro startup culture has signaled the death knell for the careers of some of the smartest, most visionary women in the industry. Maybe you or someone you know has already made the decision to leave because of this; or maybe you’ve just been thinking about it. We’ve all been touched by it in some way or another, and it’s clear that the tech industry is ripe for some major shifts.
Taking charge of tech culture
Nobody’s going to hand industry change to us on a silver platter, that’s for sure. We’ve got to take an active role in rethinking systems, processes, and mindsets.
First and foremost, we’ve got to lead. We have to consciously and strategically work to create an environment of diversity as our organizations grow. We must model inclusion as we work with our managers, direct reports, and partners. And we have to remain adaptable, creating flexible situations that allow our colleagues to contribute, thrive, and succeed on their own terms—through job sharing, flextime, virtual teams, or other options.
What you can do today to support change
There are a lot of incremental changes you can help to create every day, starting today. Here are a few to think about:
1. Speak out – Make your voice heard in the industry. Talk about the effects of discrimination at events, whether as a keynote speaker, panelist, or simply by posing questions from the audience.
2. Seek male allies – Bias against women is more than just a women’s issue. We need the help and support of our male peers to bring about real, permanent change at all levels of the industry.
3. Be a role model – Like it or not, we’re all role models. At any given time, we have chances to serve as coaches, mentors, and sponsors, and it’s important to give back. Coach a colleague through something you’ve already lived out; or mentor a bright, bushy-tailed recent grad to help her get a foothold in the industry. And always seek out opportunities to sponsor rising stars with access to programs, organizations, or other groups.
4. Give back – Coach, mentor, and sponsor other women and men. At different points in our career, we need one or more of these to help us get to the next level. Coaches can provide in the moment critical advice and show us the right path and how to reach our potential. Mentors teach us the secrets to getting there and how to navigate hurdles along the way. Sponsors help us get promoted by continually supporting our rising star across the organization and industry and backing our bid for that new title or high-profile project.
Thursday, March 29 from 6-8:30pm at Adobe San Francisco
Ready to get started? Women Speak Tech invites you to join us at our free upcoming event, Building a Growth Culture of Mobility & Inclusion, to speak-up and meet inspiring women and men that have built mentoring and networking organizations within their companies from the ground up. We’ll be featuring insight from our guest panelists on how to shift decades-old norms of diversity and inclusion.
To lead with focus and inclusion takes confidence, advocacy, mentorship and sponsorship. Fast growth typically results in knee-jerk responses. Cultivating inclusive leadership affects who we hire and promote, who we mentor or sponsor, and how we speak, listen and act. Join our experts from Adobe, Nest, Visa, Linkedin, Box and Cisco to learn what it takes to swim upstream. Speakers include Shiney Rossi, Engineering Manager at Nest; Varsha Kanavar, Chief of Staff, Go to Market at Cisco; Katie Juran, Sr. Director, Diversity & Inclusion at Adobe; Suzanne Fletcher, Fund Manager at Stanford Start-X; and Molly Heekin, Sr. Director of IoT Digital Solutions at Visa.
See you there!
Time and choices: As women in tech, we can probably all agree that there’s never enough of either. And sometimes (OK, all the time) we feel we’re expected to sacrifice one for the other. “Something’s gotta give,” right?
It’s all about taking charge. When you have control of your time, it actually leads to more choices, not less. For instance, if you had an extra hour a day to use however you’d like, what would you do?
Sounds good, right? But since you don’t currently have that extra hour in your schedule, you will have to create one. It’s not as ugly as it sounds. For me, I don’t subscribe to the early risers club. I relish the idea of ‘me time’ but a 530am work-out is just not in the cards. So, if that works best for you I am a bit jealous. You might ask, how do I squeeze time out of my back-to-back schedule?
Back when I kept an analog calendar, I used the FranklinCovey method to manage priorities and time. The big takeaway from this was the 1) importance of booking meetings with myself and 2) prioritizing my activities based on importance to me. The result was time that was hard-wired into my calendar for my own personal use.
And it’s not just me
Experts like Suzy Welch back me up when it comes to making decisions that will deliver in both time and choices. Her 10-10-10 strategy allows you to match expectations and values based on your priorities.
As with the FranklinCovey method, Suzy’s solution helps you get clarity on what your true priorities are, so you can tackle them more efficiently. It gives you permission to own your truth, and take action.
Another way of looking at taking control of your time comes from Meredith Kraus, Director of HR at Merck Research Laboratories. She suggests tackling today by looking at the future.
Meredith’s process involves weighing options as if you had already made the decision, and you’re looking back on it from the future. Say to yourself:
So how am I doing?
Today, I use iCal, and create multiple calendars with colors that dot my screen. One of those colors maps to a self-care calendar began as a way to steal 10 minutes a day just for me. At first, it was nearly impossible to follow through with those 10-minute “meetings;” I could always find a reason that I just didn’t have the time/should keep powering through this report/had to prepare for that meeting tomorrow/whatever.
Yeah, whatever. So how did I eventually make all that happen—and more? I compromised. With myself.
I decided if I took 10 minutes a day, 3 days a week, I was successful. Once I got that mastered (and discovered that the world did not stop turning when I did), I started doing it five days a week. And then I extended those 10 minutes, to 15, 30, 45. . .
Today I take an hour a day minimum, and I still book additional “meetings” with myself to get work done whenever I need to.
So here’s my challenge to you: Start today with 10 minutes, and see where it takes you. Maybe you’ll break a bad habit that’s been holding you back–or even gain a fantastic new one that’ll bring new opportunities to the table. What have you got to lose?
Nothing—except maybe 10 minutes of stress you didn’t need in the first place, right?