Habituation

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Is it helpful or harmful? How to recognize it in ourselves and our teams.

My daughter gave me this poster, saying that it reminded her of one of the values I instilled in her. Very touching.

This framed picture – gifted to me by my daughter – inspired me every time I sat at my desk – until I stopped noticing it and it became just another part of the woodwork.

This is something called habituation, a fundamental learning mechanism that can be both helpful and potentially harmful, depending on the context. Understanding how it works and recognizing its effects can be valuable for personal growth and team leadership.

Habituation allows us to filter out irrelevant information and focus on what’s required in the moment. This cognitive efficiency is crucial in our information-rich environment, helping us allocate our limited processing resources more effectively. It reduces stress by reducing our response to repeated, non-threatening stimuli.

One drawback though, is that extraordinary things around us get unnoticed over time. The beauty of a sunset or a star-lit night becomes commonplace. Inspiring quotes become wall hangings. The incredible strengths of the people on our team become ordinary. The qualities we once prized in another are now dull, unnoticed, and mundane.

While becoming cognitively efficient, complacency can set in and the beauty and meaning of life can be missed.

Ask yourself, “How can I s-l-o-w d-o-w-n and be present to the magnificence around me that I might be missing in my hurried, demanding life?”

We are clever people, efficient and high-powered, but in our zeal to get things done, we can forget the simple art of living. Let’s resolve to be mindful and attentive today to the splendor around us that has become ordinary.

Remembrance Day is personal to me.

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My dear mother’s first husband, Ted, was killed on a humanitarian mission flying penicillin into Poland, leaving my mother to raise a young daughter on her own after the war. She must have gone through unimaginable grief.

If you are interested in the story, check out: https://youtu.be/76owNyfRyX0?si=uI6RFsq9425Ntzeh

What are signs that you have become a lazy leader?

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I don’t think anyone intentionally sets out to be lazy. But sometimes we get so overwhelmed that we crash. Like when you have so many things on your to-do list you just sit in front of the tv and check out. This isn’t a problem once in a while, but when it becomes a habitual way of handling stress it’s cause for concern.

AI lists signs of lazy leadership that, on the surface, look like lazy leaders, but if you dig a little deeper, you’ll likely find burnout, exhaustion, and poor time management are behind them:

  1. Apathy and Indifference
  2. Lack of Direction
  3. Passive Approach to Problems
  4. Disorganization
  5. Vague Standards and Expectations
  6. Resistance to Change
  7. Hiding in your Office
  8. Endlessly browsing the Internet during work hours
  9. Avoiding Accountability, Blaming, Gossiping, and Finger Pointing

By being aware of these signs, you can take proactive steps to step up your focus, clarify the boundaries you’ve been compromising, say no to the wrong demands, and craft a new strategy. This ensures that you renew your engagement and effectively guide your team towards revitalized success.

All setbacks are opportunities to learn and emerge a better person and a better leader.

hashtag#leadership hashtag#authenticity hashtag#growth

Sweat For A Vet

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This week SLS Centre in Cochrane hosted another successful Sweat For A Vet event. All who came had fun and a great workout sweating for our vets.

Thanks to Jeff Genung, Cochrane’s mayor, who supports Wayfinders Wellness Society, and the fire fighters and police officers who showed up. Thanks to the SLS team who made this a success. And thanks to everyone who came out and put your hearts and bodies into a great workout.

When was the last time you told someone you appreciated them? Was it intentional, specific, genuine?

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With our busy lives it’s easy to take good people in our lives for granted.

When it comes to appreciation, remember:

  1. Customize your appreciation. Not everyone’s language of appreciation is the same. Some like to hear that they are appreciated, while others need to be shown – with a gift, a pat on the back, or some help with a project they are doing.
  2. Be specific. “I appreciate you for…” goes further than a general statement of praise. Precision leads to connection. Adding a personal touch, such as sharing a list of their qualities you admire or recalling specific memories can show that you genuinely appreciate them.
  3. Select an appropriate channel for your message. A handwritten note can feel more personal than a text, while public acknowledgments (like social media shout-outs) can amplify the message’s reach and impact.

On that note, I want to express sincere appreciation to Kristin Krysa, who does an incredible job of posting my messages promptly and provides me with the inspiration to write them. She is a remarkable, positive force of nature on our team! Thank you Kristin, for being such spark plug of inspiration to all who know you.

Tag someone that you appreciate and tell them why.

Why don’t people like change?

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How do you get to the root of resistance and help your teams embrace change?

Resistance to change is complex and influenced by many factors such as:

  • Lack of control
  • Fear of the unknown
  • Lack of awareness and communication
  • Attachment to old habits and routine

How to help your team embrace change:

  1. Communicate your why. When initiating change, give people a clear rationale and vision. You may not know how you’re going to get there, but people need to know where you’re going and why you’re asking them for change.
  2. Welcome resistance. Resistance simply means that you are alive. Even insects squirm when you poke them. Listen to the resistance. Resistance is a necessary part of change. Don’t take resistance personally. Welcome it.
  3. Turn resistance into honesty. When people feel safe to be honest, resistance turns into emotions like loss, fear, and uncertainty. People need to grieve before they rebuild. When people genuinely feel supported through resistance, you’ll build community, creativity, and a commitment to embrace new possibilities.