Between mid-January and the month of February, a flood of thoughts and emotions occurs in those who have considered starting a year of personal and work changes. A phenomenon with a common factor has been studied in both hemispheres of the globe: the post-New Year’s slump. This may be delayed if your own or the team’s vacation extends into February.
During the tranquility of the team’s vacation period, many conscious leaders take the opportunity to bond with those who are still working, they take time to contemplate their collaborators, value something about the person who is vacationing, and ask themselves about being the leader of that team. When it’s time for your own vacation, unplugging should be the task to accomplish; some find it difficult to delegate and let go. In many who write to us, the need to improve, change, and learn appears. Others discover that everything will remain the same if there is no transformation.
When you go back to work, if it didn’t happen before, the limiting belief bursts in like a ghost: “It’s going to always be the same, and that’s where the post-party depression occurs. A mixture of frustration, resignation and accepting that “destiny”. But since you are more sensitive to perceiving that information, you discover advertisements, notes on magical recipes that will lead you to “be the best leader”: putting certain recipes into practice.
Leadership tendencies can range from a simplistic view to success, the same thing that happens with diets, sports and finances. However, over time nothing changes. Because neither learning effective technique, nor learning to navigate space and developing charisma can motivate or guide a team if a leader does not lead himself, knows what he contributes to the world and is passionate about the purpose of what he does.
From the perspective of conscious leadership, the proposal starts with self-knowledge, a lot of self-knowledge, creativity, purpose, working on one’s own limiting beliefs to embrace conflict, uncertainty and leading while being human and vulnerable.
Given the need for transformation to achieve better results with the team, we have the difficult task of looking at ourselves as part of that team and the consequences of what I do. Changing the observer allows us to realize that everything that each human being does, or fails to do, impacts their universe, including who they lead. It is time to look for inspiration, not in marketing promises, but in alternatives that help us stay connected with ourselves and the team. It takes a lot from you, especially the power to look from the other side, to question yourself to achieve transformation just by reading a book. There are paths that must be taken with others who accompany the process so as not to look away, to propose actions that lead to small goals, with whom to chat about what we are experiencing and discern.
In conclusion, improving one’s leadership involves personal transformation. “Effective techniques will never cover the traces left by a team leader who has not become a conscious leader.”
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by CEDOC