If someone is thriving, they are doing very well.
In my online courses and coaching I teach them inner and outer tools to restore their lost confidence so they can move from surviving to thriving in both leadership and life.According to Collins English Dictionary, the word Thrive is a verb that means to prosper or flourish. Women leaders often hit a point where they find themselves in over their heads and wondering if they have what it takes to lead. It starts when you create a target that you are aiming for. Here is a little reminder for you: Intentional change takes time and effort. Lastly, you need to take steps to narrow the gap between your real self and your ideal self. The gap - You then need to look at the gap between your real self and your ideal self and figure out what will take you from where you are currently to where you want to be in the future.Your real self - who you are, how you show up today and your current impact on those around you.This is the target that you are aiming for. Your ideal self - the type of person you want to be, the impact you want to have and the legacy you want to leave.In a nutshell, what intentional changes mean is you must identify: I teach my students the concept of intentional change and support women on a 6-month journey to deliberately become the leader they desire. It helps to be intentional about making the changes. The answers to these questions all increase your awareness and become keys that can be used to move to the right of the continuum.Ĭhange takes time and effort. Do you notice movement towards thriving when you get involved in a particular committee or project that excites you?.Do you find yourself in survival mode every time you start a new program or hire a new person?.Seeing it in “black and white” can sometimes provide the catalyst you need to make some changes.Īlso, notice where or when you tend to slip into survival mode. Awareness is always the first step to change. Go to this guide here and look at the three core sections on the continuum and get a sense of where you land on a regular basis. So instead of a period before things move one way or the other, leaders stay in a coping mode for most of their careers. Sadly many leaders believe this is just the way it is and don't think they can change it. I had a few friends to connect with that would let me vent (i.e., bitch and moan) but not a ton of support to move the needle forward.Ĭoping mode ranges from short-term stability, meaning you could go on like this for a few months, to a way of life. Instead, it felt more like I was running around the same hamster wheel day after day. I didn't feel a lot of excitement or joy. When I was in coping mode, I felt emotionally flatlined. Things aren’t good, but they are not so bad that you feel urged to rock the boat. I find that in this coping mode, many leaders are tolerating, settling or complying with less than stellar workplace environments, teams, and bosses. Often it's a sign you have been in the same position for longer than you should have been. There is no challenge, pull, or drive to use your skills and talents fully. You're doing good enough, the best you can or at least less than bad. The coping mode can also be thought of as maintaining. So instead, you go to work and have some good days, lots of so-so days and a few insane days. You are doing more than barely getting by, but you're not feeling so alive that you want to yell from the mountaintops about how much you love your job. I I call coping mode in the center of the surviving to thriving continuum.
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