When it comes to burnout, it’s natural to assume that by lessening our workload we can fight the culprit. But research has shown that when people are overworked but intellectually underutilized, they most frequently report feeling “exhausted.” 
Simply put, burnout isn’t necessarily a function of too much work; burnout is more often the result of too little impact.

The Cause Of Burnout

Work-related stress doesn’t just come from the amount of work you do. It also comes from stressors like dealing with people issues, juggling your work with your personal life, or a lack of job security. Make work light for yourself and others by eschewing politics and drama, and being easy to work with.The work doesn’t necessarily become easier, but the process of working becomes easier and more enjoyable.

Creating Impact: Reducing Phantom Workload

There is a strong correlation between “challenge level” and “satisfaction level” at work, meaning that, as the degree of challenge in your work increases, so does your job satisfaction. Find projects with visible impact and a scope that will invite you to stretch yourself.Tip: Don’t say yes to everything; say yes to challenges that are a size too big, and then grow into them.

Creating Impact: Increasing Challenges

If you are new to the workforce, don’t wait to be promoted into a managerial role before you take on leadership roles. Look for leadership vacuums in everyday moments.
When team members can step in and out of leadership roles with ease, everyone experiences less fatigue.

Creating Impact: Sharing Leadership Load

In surveying professionals from various industries about the resources they most need to be successful, six factors were rated of similarly high importance: 1) access to information, 2) action from leaders, 3) feedback or coaching, 4) access to key meetings and people, 5) time,6) helping establish credibility.You can increase your impact by negotiating for the guidance, coaching, and sponsorship you need before you need it.

Creating Impact: The Non-Tangibles

When we can’t let go of unproductive projects before they finish, we can rob our organization of the time and resources needed to pursue higher-value opportunities. Furthermore, finishing for the sake of finishing can result in a <a href="https://en.wikipedia.org/wiki/Pyrrhic_victory">Pyrrhic victory</a> in which success inflicts such heavy tolls on the winners (and their teams) that the victory is indistinguishable from defeat. 
In the wake of these battles lie exhausted, alienated colleagues who become reluctant to join the next campaign, and burnout abounds.

Creating Impact: Avoiding Reckless Persistence

Finding fulfillment in your work (without putting in more hours) can re-energize you.

career

Career

mentalhealth

Mental Health

Is Your Burnout From Too Much Work or Too Little Impact?

In The Dip: When To Quit (And When To Stick) Seth Godin argues that it isn’t hard work or dedication or good luck that brings success. It is quitting. Godin stresses that successful individuals and organizations are ones who are not afraid to quit, and who know what to quit and when to quit it.

Quitting Is A Point Along The Effort-Returns Curve. That’s All. 

The Dip is a mind-changer, laying the ground work for a shift in how we look at perseverance and quitting. In it, Godin states that, “Most of the time, we deal with the obstacles by persevering. Sometimes we get discouraged and turn to inspirational writing, like stuff from Vince Lombardi: ‘Quitters never win and winners never quit.’ Bad advice. Winners quit all the time. They just quit the right stuff at the right time.”

Neither Persevering Nor Quitting Are What They’re Hyped As

Godin says that there are many people who would otherwise be considered a success if they weren’t spinning their wheels in what they believe they should stay doing. He says that sometimes, we commit ourselves to completing a project or staying with a company or relationship only to discover later that the situation has stagnated and there is no potential for real growth. This is what Godin calls a “Cul-de-Sac.”

The Cul-de-Sac

Success lies in recognizing a situation or relationship as a Cul-de-Sac and not being afraid to quit when you do. All Cul-de-Sacs do is drain your energy and resources, diverting your attention away from making it through a worthwhile Dip.The Takeaway: Identify the Cul-de-Sac. When the going gets tough, it is time to reexamine your goals and mission statement. It is time to study to find out if you are in a Cul-de-Sac or a Dip. You may find that yes, perseverance is required, or no, you should quit and go on to something better.

How To Deal With The Cul-de-Sac

Godin describes the Dip as the long, hard period between beginning something new and finally mastering it. It’s after the excitement of those first beginning days has worn off and before the fulfillment of your dream. It is the point between starting something and excelling at it. Another way to look at it is the stretch from beginner to expert, or mile 20 in a marathon, or the realization that it takes time, effort, and skill to get better.

The Dip

While the Dip may seem long and painful, the good news is that it’s actually a shortcut to success. The Dip weeds out the competition and is also is the point at which many give up. Those who survive the Dip receive the big rewards. Godin gives Stephen King, Starbucks, and Microsoft as examples.The Takeaway: Endure the Dip. Godin states that the secret to dealing with the Dip is to figure out beforehand if you’re willing to see your project all the way through and if it’s worth doing. If you’re not willing or the pay-off isn’t big enough, quit before you enter the Dip.

How To Deal With The Dip

Sounds simple enough, right? We all have been in Cul-de-Sacs and some of us have made it through the Dips before. The key is to know what both look like so you are not wasting your time in the Cul-de-Sac when you think you are pushing through the Dip. But once the Dip is recognized, we need to give it our all to rise out of the Dip. That doesn’t always happen as Godin says, “Worse, when faced with the Dip, sometimes we don’t quit. Instead, we get mediocre.”

How Do You Tell Them Apart? Look For Waste Of Time Or Mediocrity

According to Godin, the Dip is not always easy to spot. However, if you are passionate about being number one at something, you continue climbing until you reach the goal. That is busting through the Dip. If it is a Cul-de-Sac, Godin says you will know it based on the lack of passion you have in that task, job, or relationship.

What If That Doesn’t Work? Look For Lack Of Passion

A final quote from Godin best sums up the need for learning about going through the Dip or just quitting: “I’d rather have you focus on quitting (or not quitting) as a go-up opportunity. It’s not about avoiding the humiliation of failure. Even more important, you can realize that quitting the stuff you don’t care about or the stuff you’re mediocre at or better yet quitting Cul-de-Sacs frees up your resources to obsess about the Dips that matter.”

Sometimes Sticking Is Winning. Sometimes Quitting Is. 

Who in their right mind would want to read a book about quitting? Why would anyone want to read a book about quitting? Well, here’s why.

strategy

Strategy

entrepreneurship

Entrepreneurship

business

Business

startup

Startups

When Quitting is Winning

Whether it’s the weekend or an upcoming holiday break, a number of studies have shown that people who set personal goals to achieve during their time off — such as seeing friends, pursuing a hobby, or even organizing a closet — report being happier than those who don’t.
The reason this works is that it makes us more intentional about how we will spend our time away from work and not because it allows us to cross things off from yet another to-do list.

Intentional Time Spent Is Better

Employees who have holiday goals further anticipate allocating 24% less time to passive leisure activities such as watching TV, napping, or doing nothing, and 28% more time to socializing with their friends and family. 
These differences in how we plan to spend our time off matter for our well-being: Studies show that planning to spend more time with loved ones is associated with greater happiness. This is in line with one of the most consistent finding in time-use and well-being <a href="https://pubmed.ncbi.nlm.nih.gov/21678165/">research</a> on the unique benefits of social connection.

Time Well Spent

Similar to holidays, people who have goals for their weekends are also more likely to spend their weekends pursuing social activities and less likely to spend their weekends resting or doing nothing. And spending one’s weekend engaging in social activities may in turn lead to greater happiness.
The positive effects of setting goals aren’t just limited to weekends and holidays, but can actually be tapped into on a daily basis — setting goals for how we spend our evenings can even be beneficial.

Have A Goal For The Weekend

While setting goals for our time-off is important, that doesn’t mean we should treat those goals like a to-do list. We should be flexible.
<a href="https://journals.sagepub.com/doi/pdf/10.1509/jmr.14.0591?casa_token=3co9CjhhIb0AAAAA:kwErL-umQy0EvU8M7FjR4mtCaORg0mJUvCYqac6Q12rHahDHjLFkLooCZ1Zm-EnRQaSg-_VCzus">Research</a> by Gabriela Tonietto and Selin Malkoc showed that scheduling leisure activities can undermine the enjoyment people experience from such activities in part because leisure starts to feel like work. These authors found that when people scheduled leisure activities loosely, they were still able to maintain the enjoyment of leisure time.

Flexible, Fun Goals

Research suggests that setting (loose) goals can help you recharge more effectively.

productivity

Productivity

timemanagement

Time Management

Be Intentional About How You Spend Your Time Off

Your competence will be validated with<ul><li>Your resume</li><li>A phone screen</li><li>The interview</li><li>Questions regarding the competence of the position, although it's really more about compatibility. This is more so when you are interviewing at a higher level.</li></ul>When you are interviewing even one level up from the hiring manager, they don't really understand the details of your job. You will probably know more than they do. So you can't really prepare as far as technical or operational questions, but you can prepare by understanding compatibility and getting engaged with the person that's interviewing you.

Preparing for a second interview

There are two kinds of individuals that will be interviewing you at this level.<ul><li>Somebody who likes to be the centre of attention. They enjoy being conversationalists. In this case, you should never interrupt them but listen and ask engaging questions about the business and organisation.</li><li>Somebody who doesn't like to be the centre of attention. Here you can come prepared with some good stories of what you've done before. The best customers you ever worked with, or something that really went well.</li></ul>

Two types of interviewers

Do you have a second interview coming up with the hiring manager’s manager? Bill Benoist, a professional career coach from Silicon Valley, walks us through this process.

Are you facing final round interviews with a hiring manager's VP or Director? These interviews will be much more about compatibility than skill or competence. That was already validated. So how do you prepare for final round interviews? #interviewing #interviews #secondinterviews ------------------------------------------------------------------------------------------------------- Finding a Job That Fuels Your Passion - online course https://leadershipcafe.thinkific.com/ Learn How To: • How to create a professional looking resume with impact and purpose. A resume that stands out and will not get caught in an applicant tracking system. There is no need to spend hundreds of dollars on resume writing services, as I take the mystery out of writing a professional resume with my step-by-step process. • Design a LinkedIn Profile that works for you 24x7. LinkedIn is your gateway to the hidden job market and in this module, you will learn how to leverage this important tool so recruiters and hiring managers can discover you. • Answer even the most difficult interview questions. Questions like your salary expectations, what happened with your last job, tell me a time when or give me an example of. • Create a job search strategy by identifying industries that excite you, discovering companies within those industries, and creating relationships to gain interviews. ------------------------------------------------------------------------------------------------------- Want to ACE that next interview? Make sure to Download my Free Ebook "The Top Five Interview Questions You Need to Know" https://www.billbenoist.com/resources/top-5-interview-questions/ ------------------------------------------------------------------------------------------------------ CONNECT WITH ME: Website: http://billbenoist.com LinkedIn: https://www.linkedin.com/in/billbenoist/ Twitter: https://twitter.com/billbenoist

Final Round Interviews with Hiring Manager's VP or Director

Many people who work at medium or large companies realise that promotions aren't always tied to internal role changes. Sometimes it's worthwhile to stay in one role and get a promotion, and other times it's better to gain experience in a new part of the company, even if there are no immediate advancements.
Knowing when to stay in your current role or when to make an internal job change is a personal decision, but using PROMO (Proximity, Readiness, Offer, Memory, and Overcommunicate) can help to guide your decision.

Feeling stuck between a promotion and an exciting challenge

<ul><li>Proximity. Consider the likelihood that you will get a promotion. If it is clear and imminent, it could be worth sticking around.</li><li>Readiness. How satisfied are you in your current role? If you're happy, it may be better to stay, but if you're miserable, it may be better to move.</li><li>Offer. What does a new role offer? A new network? An opportunity to learn? If the new role is appealing, it could be worth the move.</li><li>Memories. A decade from now, are you likely to remember the exciting work you've been doing?</li><li>Overcommunicate. Let your current and future manager know if you feel ready for a promotion.</li></ul>

The PROMO framework

Should You Wait To Get A Promotion, Or Make A Lateral Move Inside Your Company?

Next Step in Technology

The Future Is Faster Than You Think

<ul><li>Technology affects the way individuals communicate, learn, and think. It helps society and determines how people interact with each other on a daily basis.</li></ul>

What is technology?

<ul><li>It has been a leader in applying virtual and augmented reality applications to functions of the internet beyond its massive social-media platform.</li></ul>

What Is Meta ??

<ul><li>Virtual reality is an artificial environment that is created with software and presented to the user in such a way that the user suspends belief and accepts it as a real environment. </li></ul>

What Is Virtual Reality ???

<ul><li>Link:</li></ul>https://youtube.com/channel/UCh_2GHCJFQtW7ojcpDiUNkg

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Technology & The Future

Next generation in Technology

Work is always the dominating theme, our constant motivation. It's the central thing we do as adults, the primary focus of our mental function for most hours of the day, most days of the week. The types of jobs we have influence who we know, where we live, how much society respects us.
Being jobless, then, isn't only difficult because of the financial instability — it's also a kind of social death. As such, the fate of the jobless — the attendant derision or pity is often used as a cautionary tale. And the warning works: Most of us are terrified of losing our livelihoods.

Work Or Die

The so-called Great Resignation has been making headline after headline for months now, as people have been quitting their jobs in droves. There were predictions that when federal pandemic benefits expired just after Labor Day, industries facing a labour shortage would find an influx of job seekers. And yet, snatching away benefits didn't help.
So far, there hasn't been a dramatic increase in applicants. It's not just a perplexing economic problem. People are rejecting available jobs, shattering our belief that work isn’t just how we live our lives, it’s why we live our lives.

The Great Resignation Carries On

It is telling how fed up people are with the conditions of work — that people are now rejecting this worldview, and doing so to such a degree that it’s become a movement. If the movement has a motto, it would be the word that’s been on everyone’s lips over the past 18 months: burnout.
According to an Insider survey of over 1,000 American workers, 61% said they were currently "at least somewhat burned out." An Indeed report from March found that the majority of respondents said their burnout had worsened during the pandemic, with 52% overall saying they were currently burned out.

The Sign Of The Times

Maybe a telltale sign of burnout is when you start thinking in such extreme terms, ruminating on life and death as it pertains to your work satisfaction.
If you’re wondering what would happen if you died tomorrow, and weighing how deeply your workplace would feel the loss of you, you’re not just tired. You're preoccupied with existential questions related to meaning and purpose. And they’re all related to your job.

The TellTale Sign Of Burnout

There’s a lot of debate about what exactly burnout is: A medical condition? A philosophical matter? Is it just the cost of doing business? Of being alive? According to the World Health Organization, it's an "occupational phenomenon." But that seems to be an anodyne way of saying that the exact nature, cause, and solution to burnout aren't entirely clear.
For some, burnout is just another way to say their stamina has been used up, and they need a vacation. But for others, "burnout" is a term that encompasses a kind of melancholic meditation on the unrelentingness of work.

Burnout: An Occupational Phenomenon

The reason medical students seem to suffer higher rates of burnout compared to other college students isn't because the work is intrinsically more difficult, but rather because the way they were being taught was often soul-crushing.
It was an educational environment that did little to nurture compassion — ironic, considering these were training to care about the wellbeing of others. Burnout is not, then, necessarily caused by stress and overwork, but the sum total of hundreds and thousands of tiny betrayals of purpose, each one so minute that it hardly attracts notice.

Soul-Crushing Nature Of Burnout

Thinking of burnout as a form of betrayal is illuminating, because it frames burnout not as a solitary experience — an agony you battle alone, something that's your sole responsibility to heal from — but a relationship in conflict.
For those medical students, the conflict comes from being let down by their professors and mentors, and their subsequent interrogation of whether this path would allow them to be the kind, empathetic doctors they wanted to be. Across sectors, the core problem remains the same: Workers feel betrayed by their employers.

The Hidden Betrayal

In the depths of disillusionment and burnout, there can also sometimes be a strange sense of freedom in recognizing that work might never provide the purpose and emotional sustenance you once believed it would.
And that's okay. You'll survive. Collectively, we will simply need to come up with a new way of thinking about work. It turns out, work — like any relationship — isn't the be-all, end-all we’d thought it could be.

A New Found Freedom

In order to survive without a passion for labour, work itself has to be less necessary for survival. A world where work doesn't take centre stage, where you don't mention your job within minutes of meeting someone new, seems impossible.
The concept of a post-work world has existed for a while now, but the idea that people should care less about their jobs, let alone work less, often causes deep moral outrage. This isn't all that surprising, considering how much of our identities are defined by work. It's as if, without work anchoring all of our lives, society itself will disintegrate.

Work Is What Keeps Us Alive

However much it feels like "everyone" is quitting their jobs, we should be wary of thinking that all, or even most people have the ability to do so. It's also unclear yet that we're seeing a major shift in power between workers and employers.
The Great Resignation has likely been bolstered by stimulus checks and enhanced unemployment benefits. But most of us need jobs as a matter of financial necessity, and quitting on the spot remains only a pleasant fantasy for many, rather than a plausible reality.

Society Works On People Working

The Great Resignation could be an inspiration toward implementing a long-term bulwark against burnout. Instead of encouraging vacations, discrete periods of rest, it’s time to enact labour protections that guarantee higher wages, that end at-will employment, that boost unemployment benefits permanently, that disentangle healthcare access from employment status.
Until that happens, burnout will continue to be endemic in our society, and individuals will continue to find their own solutions for how to cope.

The Ideal World

A reality check on the Great Resignation and our work culture.

What comes after being thoroughly disillusioned with your job?

Discover the world of business and economics.

economics

Economics

corporateculture

Corporate Culture

Why Burnout Is A Broken Promise

Communication is key to building strong working relationships, whether with employees or with freelancers. While most organizations have built-in methods and procedures for giving feedback to employees, such as regular 1:1 meetings, many companies lack processes for giving feedback to freelancers, contractors or other members of their virtual talent bench. 
Given that working with freelancers tends to be temporary, it’s too easy to skip over providing feedback to your liquid workforce.

Feedback To The Extended/Remote Team

Whenever possible, critique in private and praise in public. No one likes to be publicly called out for failures or mistakes. 
Critique publicly, and you’re likely to be met with defensiveness. This should go without saying, but if you’re in a bad mood, give yourself some time to clear your head — when giving feedback while upset, your tone will likely make more of an impact than the actual content of the message.

Understand When To Give Feedback

Make sure you’ve got a clear scope of work with detailed milestones and timelines. The scope should be detailed enough so that all parties understand what is expected and when items are due. Daniel Coyle, the author of several books on talent, suggests starting each feedback conversation with one magical 19-word phrase: "I’m giving you these comments because I have very high expectations, and I know that you can reach them."This statement helps your freelancers, contractors and virtual talent bench — and even your employees — feel valued and connected to your business.

Set Expectations

The feedback sandwich both undermines the constructive (negative) feedback being conveyed while also making people suspicious of positive feedback. 
Instead, follow these steps to give clear, concise, specific and constructive feedback after asking for permission.

Avoid The Sandwich Approach

Asking permission can be as simple as asking a question like: Do you have 20 minutes to talk about X? If the answer is yes, then you can move on to those magical 19 words. If the answer is no, then ask when a good time to talk about X is and schedule a time on the calendar. Asking for permission allows the person to prepare mentally for receiving feedback, making the conversation more likely to lead to actionable results.

Asking For Permission

Start by stating what you observed, what impact it did or could have, and then ask questions. Try to be objective and refrain from judging or inferring what happened, giving the freelancer, consultant or contractor time and space to explain.
This framing can help you uncover additional issues that you may have overlooked. In addition, asking questions can encourage self-reflection — allowing the freelancer, consultant or contractor to come up with creative solutions for addressing your concerns.

Start With Statements, Then Ask Questions

Be specific with your critique as well as your praise. The more specific your feedback, the more likely it is to be actionable and useful. Aim for concise clarity — using too many words to blunt the emotional impact of negative feedback will make your message fuzzy. Be intentional with your words and tone. Avoid overgeneralizing, being judgemental or making assumptions about intent. When providing negative feedback, make sure the conversation ends with clearly defined next steps for improvement — this is what separates criticism from constructive feedback.

Be Specific And Clear

If you don’t ask for feedback, you’re unlikely to get it. Don’t forget to also ask for feedback from your freelancers, consultants and independent contractors. Being external to your organization gives them a valuable vantage point. 
Their outside perspective can help them notice things that employees might miss. In addition, working with many clients means that your liquid workforce may have gleaned insights from working with similar organizations.

Ask For Feedback

Providing candid, thoughtful and positive feedback is essential to building strong relationships. Plus, having two-way feedback loops builds trust. Creating a culture of feedback generates a high-performing culture, boosting your team’s performance.Start taking your relationships with freelancers, contractors and remote workers to the next level.

Create A Culture Of Feedback

Give feedback that’s frequent, effective, and will help you get you the outcome you need

teamwork

Teamwork

leadershipandmanagement

Leadership & Management

communication

Communication

personaldevelopment

Personal Development

Giving Effective Feedback

remotework

Remote Work

How To Give Feedback To Freelancers, Contractors And Remote Workers

People often quit jobs based on other opportunities that emerge (a better package), and those opportunities may end up being far less attractive than they appeared to be. 
It takes time to figure out what you really want in your career. In fact, as we mature and evolve not just as professionals, but also as humans, we refine our understanding of what really matters to us, what’s important, and what we truly want to prioritise in life.

Why People Leave Their Jobs

Consider someone who quits their job because they are tempted by a higher salary, only to discover that the extra pay does not justify doing a more boring job, working longer hours, or being part of a company that is in obvious conflict with their core values.
Scientific research tells us this is more common than we think, not least because there is only a tiny correlation between pay and job satisfaction (just 2% of overlap between them according to meta-analyses).

That Better Package Was A Trap

People are often tempted into new careers for the wrong reasons. Other than salary, there is a big marketing machine out there positioning jobs and organisations as utopias for spiritual fulfilment, personal growth, and astronomical career success. Recruitment has partly been co-opted by marketing, and it has never been easier for brands to curate their external image, reputation, and cultures to seduce smart and talented people into joining. But you shouldn’t trust everything you hear about companies, especially if it comes from them.

Leaving For The Wrong Reasons

Just like our salary is valued in a skewed way (people would rather have a 5% increase if their colleagues get 0% than a 20% increase if their colleagues get 30%), our career self-evaluations are largely based on what we think of others’ level of success.
When people tell you that you shouldn’t stay too long with your employer, you immediately worry. And when you hear that so many people have allegedly found a sense of belonging, calling, or purpose in their jobs, you start to wonder whether there is something wrong with you.

Success Is Relative To Others

Employee engagement data reports that only 3 in 10 employees are engaged at work, and scientific research shows that engagement only accounts for 9% of the variability between people’s performance (and half of that is dependent on people’s personality rather than how they are treated at work). Likewise, most people are fed up with their bosses, not least because they are poorly managed, largely because organisations tend to appoint managers on the basis of confidence rather than competence, and politics rather than performance.

A Different Reality About Work

For every Michelangelo or Elon Musk, there are always millions of worker bees, but in modern times we discovered the utility of brainwashing them with purpose so they become spiritual workaholics. When companies turn their cultures into a cult, they attract possessed employees who are capable of throwing themselves into their jobs with 100% commitments even if they are overworked and underpaid.
This works out better for them, as compared to managing rational and balanced employees who understand that there is more to life than work, and that a job is just a job at the end of the day.

The Reality About Knowledge Workers In Cult Companies

One of the best ways to develop new skills is on-the-job learning, and if your old employer didn’t provide many opportunities to expand your skill set, they may be interested in having you back after you learn new key skills somewhere else. 
Consider someone who acquires new digital or analytics skills with a new firm, in order to turn into a key talent asset for their old employer.

The Skills Required

Whether you like or dislike your job is largely dependent on your boss, with research suggesting that 30% of employees’ engagement and performance can be attributed to their direct line manager. As the saying goes, people join companies but quit their bosses. It follows that if your old boss is no longer around, even returning to the same job you had maybe a very different proposition.

A Change In Leadership

There is only one way to know what you want: try things out, experience, experiment. Unless you allow yourself to fail, you will never really succeed because in the best of cases you will not go outside your comfort zone and test the limits of your potential. And of course, learning from failures is the best way to enhance your understanding of your own potential as well as grow your career.

Experiment With Your Career

“No man ever steps in the same river twice, for it’s not the same river, and he’s not the same man.”

A must-read piece for any professional navigating their career.

There may be good reasons to return to your former employer, especially if you can change or upgrade several factors.


This is how to decide if returning to a former employer is the right choice

“Nana korobi, ya oki” and it means “Fall down seven times, stand up eight.”

The ability to keep going no matter how many times you fall. It’s about not giving up, no matter how hard things get

It is about resilience.

The biggest mistake that leaders make is to believe that people can only learn if they experience success.When life hits you with a new challenge, the hardest thing to do is just to get back up on your feet and fight back

Failure is hard to take


Indomitable people have something within them which makes them believe always that those setbacks are just temporary. They never give up no matter how hard things get for them, and they only become stronger due to all the challenges that come their way. In fact, it is their greatest strength that allows them to work around any setbacks and achieve their ultimate goal.

What is it that makes some people invincible to setbacks?

Resilient people tend to have a positive outlook on life. They don’t dwell on their failures but instead focus on their successes and lessons learned.

Go-getters & resilient people

It’s the power that enables some people to keep going when everyone else might give up. It’s what allows athletes to win gold medals, startups to become unicorns, make people get to the apex of their profession.

Extreme persistence is a special gift


Remember all of those good things that drive you forward still sound in your heart.They are still there when you remind yourself what’s really important.

Don’t give up!

This is a quote that I live by. I've been through my fair share of difficulties, and I've had many successes and failures. But I'm still here, and today is the first day of my tomorrow. Just don't give up, no matter what happens.

This proverb is about resilience, the ability to keep going no matter how many times you fall. It’s about not giving up, no matter how hard things get. And it’s a lesson that we can all learn from…

motivationandinspiration

Motivation & Inspiration

Fall seven times, stand up eight. — Japanese proverb

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