Navigating an existential crisis in tech: tips from a Silicon Valley executive coach

The emergence of the darker side of A.I. the downturned economy, mass layoffs, and most recently the collapse of Silicon Valley Bank have made the past few weeks especially tumultuous for those working in the tech sector. For over a decade, my work as an executive coach in Silicon Valley has given me visibility into the sorts of quandaries tech leaders face while building products that transform the world in unpredictable ways. Many are facing a new sort of existential stress, as they work to find a way to reconcile how their professional contributions could pose a serious threat to the future of humanity. 

The current mood across the tech ecosystem has shifted away from a once devil-may-care attitude, notably among millennials raised on a diet of ‘move fast and break things’. The Bay Area, known for its youth-forward social climate is widely considered the country’s pulse of progress and tech innovation. My coaching work throughout the tech boom era entailed helping tech workers prepare for eventual burnout, since most were happy to immerse themselves in work with little to no separation of their social lives, only stopping to refuel their mission-driven ideologies with annual trips to Burning Man

The whiplash of recent events in 2023 following the erosive damage caused by the pandemic has led to a jarring new kind of existential stress among the tech crowd. The encroachment of A.I. tools rendering careers obsolete at breakneck speed, the sterilization of creative industries, and evidence that A.I. operates with racially biased, sexist and morally unethical practices has many people deeply fearing what the future holds. 

What exactly is ‘existential stress’ and how does someone manage an existential crisis?

Existential stress occurs as a result of inner conflicting feelings that lead someone to question the meaning and purpose of their life. When we face personally important questions that aren’t easily resolved, we can end up feeling stuck and unsure of how to move forward. This leads to feeling deeply uneasy when we no longer feel rooted in the values and principles that once led our purpose and direction in life. Existential stress may be experienced as a crisis when once effective strategies for managing stress are no longer sufficient and our overall functioning wanes.

If you or someone you know is feeling this way and wondering what to do, here are key signs that you may be experiencing an existential crisis:

Chronic worry. You may be experiencing recurring worries and unsettling fears that you are no longer able to get past, and distract you repeatedly in your daily life.

Loss of motivation. You may be easily overwhelmed or lose direction doing tasks you once completed with effort, and feel a loss of desire or drive that once fueled your work ethic. You may feel disconnected to the purpose of meaningful tasks, which may leave you feeling like ‘you’ll never catch up.’ 

Low energy. You’ve fallen out of your normal sleep, exercise, and diet routines that historically sustained you, leading to an erosion of your baseline energy. 

Loss of social appetite. You may have less interest in spending time with others you once enjoyed connecting with, due to low energy and mood. With diminished social interactions, we are less apt to consider alternative perspectives and benefit from the restorative nature of social connection

Loss of control. You may feel a lack of control over the future and feel like you can no longer prevent bad things from happening. This can lead to feelings of helplessness, as though your efforts are pointless and/or meaningless.

Anxiety or depression. While it’s normal to experience a range of emotional highs and lows throughout one’s life, you may find yourself struggling with mood symptoms that have reached clinical levels.
Substance abuse and/or self-sabotaging behaviors. You may find yourself relying on substances to avoid thinking or feeling, or falling into habits that are personally harmful as a temporary distraction from feeling lost. 

Seek professional help first. It can be difficult to know where to start when stress levels rise, making it difficult to add anything new to your life. Make time to check in with your primary care physician, share with them any changes you are experiencing in your physical and mental health, as well as any history of diagnoses, and take their advice if they recommend seeing a mental health professional. Adopting the appropriate level of support is the most important step in moving forward successfully, and may require an interdisciplinary approach.

Initiate changing your current patternNewton’s first law of motion states that “every object will remain at rest or in uniform motion unless compelled to change its state by the action of an external force.” The tendency to resist change can put us in a state of inertia. The less physically active we are, the harder it is to move, leading to a cycle of diminishing energy. Adopt healthy sleep and diet habits as a priority, because it can determine your mental health in the same way many other variables do.

Reach out to others. Seeking support from friends and family is crucial when facing existential stress. While it may help to spend time alone to process your feelings, it’s important to not remain isolated for too long. Try seeking out new social opportunities, listen to how others are managing similar stressors. Connecting with others can normalize our experiences and help reduce feelings of isolation.

Practice self-expression. Pent up emotions can rob us of vital energy and focus. Find ways to process and express what you’re going through. Seek out opportunities that allow you to be creative, connect with your inner experience, and process it through writing, artwork, or any simple, routine task that soothes you.

Practice gratitude. When we experience ongoing stress, everything begins to blur together and falls under a negative light. Build the habit of noticing what you normally ignore, and have learned to take for granted. Look outside of your bubble, beyond your station in life as a reminder of how much you can appreciate about your current existence.

Focus on what you can control. Feeling a newfound loss of control is a core part of existential stress. Focus on what you can control to ground yourself in reality.  Remind yourself there will always be elements of life you can’t control, let alone predict. Fixating on those things reduces our ability to pay attention to the parts of our life we can influence with forethought and effort.

Practice mindfulness and meditation. Developing a restorative mindfulness practice like meditation can open a gateway to much needed relaxation. Giving yourself this mental ‘downtime’ works to restore mental agility and improves your ability to respond to stressors. 

Redefine your life’s purpose. Our existential concerns are often born out of feeling a loss of direction, leading to fears that we’re no longer on the right path. Take time to revisit your values, and if necessary develop new strategies for decision-making. It’s a good reminder we never stop changing, so our habits may need updating if we are to remain focused on what’s most important to us.

Identify Tech Leader Burnout And Thrive Post-Pandemic

Repost of article originally written for Forbes Coaches Counsel and published here

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The tech ecosystem is now seeing the deleterious, cumulative effect of the pandemic upon employee performance, health and well-being. Virtually no aspect of how people live and work has gone unscathed. Those who’ve managed to avoid job losses are encountering unprecedented levels of pressure and stress in work climates rife with pandemic-related organizational disruptions. Even those who’ve financially benefited from a tech industry windfall may suffer identity confusion and social disconnection in light of the changes that significant monetary gains can bring. After over a year of living under the influence of a pandemic, many have lost sight of how to recognize the signs and symptoms of burnout, enlist appropriate professional care in support of health and well-being and prioritize self-care.

While working as an executive leadership coach and corporate trainer over the past year, I’ve witnessed expansive upheaval across my tech clients’ lives. I’ve seen young, once-healthy people develop repetitive stress injuries and chronic pain, and a stress-related stroke that halted a founder’s hyper-growth startup. In other cases, once highly driven individuals abandon high-pressure roles to live scaled-down lifestyles abroad in third-world countries, finally finding time to attend virtual 12-step meetings for substance addiction. When some came into substantial financial gain following an acquisition or IPO, they grappled with the strain it caused, disrupting relationships and dismantling structure in their lives. While these may be some of the more extreme cases, people need not wait to experience life-altering consequences before addressing burnout and taking steps to regain and protect their health and wellness. 

Recognize The Signs And Symptoms Of Burnout

Generally optimistic about career fit and progression, motivated to contribute to individual and group objectives, capable of estimating scope of work, consistent performance in the general functions of your role, recognizing growth in self and others, engaging in mentorship, positively contributing to work culture, investing in communicating up and down and across levels of organizational seniority, able to return to prior functioning subsequent to setbacks, enlisting others for support when needed. Generally able to maintain healthy eating/sleeping/exercise practices; enjoying recreational activities and engaging in fulfilling personal relationships.

Surviving Burnout

Easily irritated by everyday work demands, recurring fear of failure in self and/or others’ performance, frequently overwhelmed by tasks that were once manageable, diminished concentration for routine operations, inadequate energy for learning or spearheading new objectives, habitual lateness and/or absenteeism in the general functions of your role, avoiding openly communicating, struggling to offer or receive constructive feedback or support from others, uncertain about professional next steps, decreased attention, increased effort or inability to maintain healthy eating/sleeping/exercise habits, difficulty maintaining personal relationships, chronic feelings of guilt over missed social engagements and reduced ability to enjoy recreational activities.

In Crisis

No longer able to perform in expected capacities of your role, chronically withdrawn, overwhelmed, exhausted, irritable, hypervigilant and/or paranoid without cause, anxious and/or sad with uncontrollable worry, frequently tearful or angry, preoccupied with personal ineffectiveness, cynical or hostile attitude, detached or withdrawn from professional and personal relationships, incommunicative, erratic mood swings, loss of identity in one or more major area of life, thoughts of self-harm or harm to others. Chronically disturbed eating/sleeping habits, reliance and/or abuse of alcohol or recreational substances to manage mood, stress-related physical symptoms coupled with resistance to seeking medical/professional attention and/or adopting changes made in treatment recommendations. Disconnected or severed interpersonal relationships and social isolation; experiencing apathy toward previously enjoyed recreational activities.

Enlist Appropriate Professional Care In Support Of Health And Wellness

Whenever someone is surviving burnout or in crisis, it is critical to seek out immediate medical attention and enlist appropriate levels of professional support. Obtain assessments from primary care physicians, medical specialists and licensed mental health professionals in your area with the capacity for ongoing treatment. Without adopting well-suited levels of assessment and treatment from trained experts, the risk of serious health failure and damage to one’s professional track record runs high. The hallmark features of burnout and ensuing health consequences, and the bigger implications these may have on everyday life, must take priority. 

Prioritize Self-Care And Thrive

Once health and wellness have returned to baseline, consider investing in executive and/or personal coaching to implement a curated self-care and professional development plan that reflects your life vision, priorities and values (registration required).

Determine how the mindsets and motivational tools, relationships, health habits and social structures in your life contribute to and deter from your goals. With health and career sustainability in mind, consider how to optimize your strengths and existing skill set, identify potential avenues for growth and learning in order to thrive and build alignment across all areas of your life. Determine if your organization provides a learning and development budget for you and consider how to best utilize it as a resource to support your plans. Connect with employee resource groups (ERGs) for additional support and mentorship as well as professional communities in your industry.

Lastly, keep a close pulse on your day-to-day mindset, and pay attention to the choices and patterns that either sustain you or drain you of energy. Thriving takes effort to maintain, so be sure you are enlisting the right level of support and resources.


What’s Your Story? Podcast

It was a tremendous honor to share my personal and professional journey into executive coaching on the podcast What’s your Story? Growing up Mexican American in small town, rural Oregon I had a deep curiosity about other places and cultures outside of my own. That curiosity, paired with the support of others fueled a professional evolution filled with fascinating, challenging and rewarding experiences across psychology and executive leadership coaching. Our stories matter; representation of achievement by women of color encourages the next generation to see themselves as leaders. Find the full podcast on Spotify here.

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Silicon Valley coach shares the secret to sustaining personal change in 2020.

When January hits, particularly in the dawn of a new decade, many of us take inventory of the changes we’d like to implement in the coming era. Others are wary of making grand proclamations in the way of ‘new year’s resolutions’ in light of well known research that proves 80% of people fail to keep their New Years’ resolutions, with most people giving up on their goals as early as January 12. Yikes!

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The reason most people fail to keep up with resolutions is because they set vague goals like “make healthier choices” or try to overhaul their life too quickly with changes. Psychologists agree that goal setting is most effective when people create concrete, small changes that build over time. Further, research has shown that people who are internally motivated are more likely to invest time in maintaining change with more success, than people who rely on external motivators to sustain change. When we expect specific outcomes as a result of our hard-earned changes that aren’t entirely in our control (such as landing a promotion or new role, improved mood, relationships or physical transformations) we can easily slide back into old habits rather than maintain change.

Many of Silicon Valley’s top leaders utilize executive coaching as a powerful resource for building and sustaining change for their professional and personal growth. One effective tactic for identifying and sustaining change I use as an executive coach draws from the toolbox of one of tech’s biggest successes- Marc Benioff, Co-founder and CEO of Salesforce.  He developed the V2MOM template for setting annual goals across the organization, creating a new V2MOM and sharing it with the entire company, asking every employee to create and publish their own annual V2MOM plan. Simply put, the V2MOM is a framework for identifying the vision, values, methodology, obstacles and measures for building and sustaining any desired change. Drawing from my background in cognitive behavioral neuroscience methodology, I’ve added a supplemental list of accountability/sustainability questions that I plan to use with all of my clients in our work together this year.

(Set aside 7-10 minutes and write out your responses to the prompts below)

In 2020 I want to change:

If the opposite of this change were to be true, then I would expect:
The actions that best support the desired change are:
What hard choices/conversations will I need to face and act upon in order to make headway on this change?
Objectives and Key Results (OKRs): By holding myself accountable for the above actions, I stand to gain:
By not holding myself accountable and/or maintaining the status quo I stand to lose:
What thought(s) do I need to actively challenge in order to stay motivated and on track?
What thought(s) remind me that this course of action is core to who I am?
Who can I enlist to remind me of what matters most on the road to working on myself?
What values are important to me and keep me grounded during the highs and lows of the journey?
What self care choices and pleasurable activities should I prioritize to help me sustain my emotional, social and physical health and wellbeing?
Lastly, what is the very first thing I can do to get started? When and where will this take place and who else, if anyone will be involved?
Key Performance Indicators (KPIs): when I look back on 2020, what measures can I use to determine how I’ve made progress?

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Dreading your weekly all-hands meeting? How to lead them with less social angst.

All-hands meetings, sometimes referred to as town halls, have become common practice in organizations of all sizes, giving employees across teams an opportunity to meet with leadership. They also provide an opportunity to engage remote colleagues, fostering their sense of connection to their company. Marc Benioff of Salesforce stresses the importance of all-hands meetings “there is nothing more important for a growing company than constant communication and complete alignment.” Whether I’m coaching a seasoned CEO or an emerging team leader at a tech startup, one of the first areas people want to work on is their executive presence at all-hands meetings. According to Gokul Rajaram from Square, the best led all-hand meetings should drive company culture by:

  • celebrating people and accomplishments
  • drawing alignment to the organization’s mission, strategy and priorities
  • providing a forum to ask and answer questions.

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“To be honest, I dread our all-hands meetings. I feel pressure to share updates that prove I’m effective in my role, but worry that what I’m saying is boring or meaningless to others.” (actual confession made by nearly everyone who’s ever had to give an all-hands update.)

“I end up spending my entire night preparing for the all-hands, and I don’t even know if it makes a difference- I end up feeling anxious regardless, and I could use that time to get other work off my plate.” (remorse expressed by nearly everyone who’s ever prepared to lead an all-hands.)

Why do so many people experience angst at all-hands meetings? Even people who are typically comfortable speaking in front of others can feel awkward and unsure of what to say at their all-hands, especially if they fear their update to the group will be perceived as too granular, vague, inferior- wasting people’s time. Not only does the all-hands place us squarely in the middle of social comparisons, it forces us to witness real time reactions in a group setting increasing our self-consciousness. Our human nature compels us to seek approval from others, fear social judgement and rejection, and analyze our social standing relative to others. Human social norm adherence is at the backbone of our evolutionary history.  Adhering to social norms was critical to our survival for thousands of years, providing group protection from predators, nourishment through cooperative hunting and farming, and securing our genetic legacy through cooperative mating.

In today’s day and age, people’s perceptions of us continue to influence our sense of social standing, particularly in our place of work, where success or failure remains critical to our livelihood and self image. Organizational leaders feel pressure to orchestrate effective all-hands meetings, knowing that a poorly led one runs the risk of being a massive drain on productivity, dampening the collective mood across and within teams. Left unchecked, these all-hands can turn into ‘sharing for the sake of sharing’ and a lost opportunity to energize and inspire attendees.

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So rather than spending the evening before an all-hands on gut-wrenching rehearsal, use this simple framework for filtering what to include and what not to include:

Share compelling information that illuminates both progress and challenges:

  • Focus on sharing updates and progress with an emphasis on WHO this information will be helpful to, and WHY it matters in the big picture of the organization’s mission and goals.
  • Provide context by drawing connections between strategy and results, comparing outcomes with expectations. Rather than framing missed outcomes as failures or alluding to blame, recognize when people’s efforts revealed compelling information, both positive and negative.

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Connect with listeners through the lens of their shared experience.

  • When you acknowledge common frustrations and shared experiences, you increase trust by recognizing the challenges commonly felt across a team. Team shortages, sparse resources, and stalled progress are all opportunities to express empathy, normalizing people’s grievances.
  • Particularly when things get rough as a quarter gets underway, boost morale by talking about personal highlights of gratitude, encouraging shout-outs to team members who went the extra mile or helped the most in the past month.

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Provide opportunities for people to safely share feedback about the all-hands to leadership.

  • Answer pre-asked questions: Provide a forum  ( ideally through an online tool) for people to ask questions in advance of the all-hands, and for everyone to vote on the questions they want answered. The person who is closest to the topic responds to the top questions asked.
  • Use anonymous surveys to ask attendees to rate the all-hands, and provide an open-ended comment field around how it could be better. And, like with everything else, if you don’t actually address and plan to act on the comments, you shouldn’t ask for them.

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This framework gives attendees an opportunity to feel acknowledged, curious, empowered and informed during their all-hands. No matter how you go about running an all-hands, stay connected to their purpose. All-hands meetings exist to reinforce what matters to everyone, all at once. Keeping that in mind can help you take all of the above and shape it to reflect fit your organization’s culture, mission and goals.

 

 

 

 

 

How startup founders use cognitive behavioral coaching to master their toughest conversations.

Executive coaching was developed to help people make the most of their abilities, gain deeper self-awareness, build people skills and resiliency for mastering the challenges of work life. Startup founders, senior management or leaders with significant responsibilities enlist coaches to help them bring new insights and skills to their relationships and broader life picture. 

 Coaching startup founders through crucial conversations isn’t just serving as a sounding board while they pitch investors, work through co-founder conflict and make hiring and firing decisions as their company scales. Founders undergo a great deal of personal transformation on this journey. They are also responsible for elevating early employees into leadership roles in which they likely have little to no experience. When founders use coaching to learn evidence-based cognitive behavioral tools for personal growth and in their management practices, they internalize a coaching mindset. This leadership style positively impacts the overall health and stability of the organization’s interpersonal climate.

This week while working with a client on communication skill building, she asked me:

“Why are crucial conversations so much harder for some people than others? Giving negative feedback to my employees is the least favorite part of my job as a CEO.” –Startup founder

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Here’s a truth I’ve learned from having thousands of therapy and coaching sessions with people about their toughest crucial conversations: everyone experiences heightened, uncomfortable emotions. So unless you’re a psychopath (which is a different article!) it’s not realistic to expect to remain emotionally unchanged when facing high-stakes, crucial conversations. Humans evolved to experience this ‘Fight or Flight’ Response as a survival instinct in the face of perceived threat. When we anticipate having a high-stakes conversations, our brains can get railroaded by our emotions, mimicking the addiction response and diminishing our ability to think critically and generate effective responses. Without developing a practice to manage effectively this pattern, founders are at high risk for making poor management decisions and eventually burnout. 

The premise of Cognitive Behavioral Theory is that our emotions are triggered by automatic thoughts that serve to alert us to the possibility of imminent danger. People’s perceptions occur as spontaneous thoughts, which directly influence their emotional, behavioral, and physiological reactions. Our perceptions are often magnified or distorted when they are distressed, making it difficult to see things objectively. By examining our “automatic thoughts” and identifying the factual evidence that refutes them, we are more capable of seeing a view that more closely resembles reality. With practice, our distress will decreases considerably, allowing us to make behavioral choices with higher functionality.

 

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Billionaire investor, author and co-founder of Oaktree Capital Howard Marks discusses risk assessment and the psychology of investing on The Knowledge Project with Shane Parrish. He attributes his success with high-stakes decision-making to his ability to confront the evolutionary emotional programming that automatically drives human behavior. He shares that by adopting a mindset of ‘dispassionate observation and examination of thought‘ before acting, people can learn to accept the impossibility of predicting or controlling the future with 100% accuracy. This mindset reduces the risk of making decisions that overshoot a situation, out of instinctual enthusiasm or fear. In essence, putting cognitive behavioral tools at the helm of his investment decision-making. Founders can use this approach for their toughest, crucial conversations to stabilize their emotions, conserve mental energy and improve the odds of a successful outcome.

How to Use Cognitive Behavioral Tools in Crucial Conversations:

Practice writing out evidence-based thought records to dissect past situations that have lead to uncomfortable feelings. This simple but powerful exercise trains your brain to re-examine how your thoughts, feelings and behaviors are all interconnected.

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Practice observing behaviors and listening for the ‘content versus conditions’ of a conversation as a way to spot the risk of a conversation turning into a conflict. The instant people perceive disrespect in a conversation (a hostile condition), the interaction is no longer about the original purpose (the content)- it is now about defending oneself, further escalating emotions.

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Our emotional responses naturally turns into a ‘storyline’ or narrative in our head when we perceive hostility that feels like an injustice, shaping how we ‘make meaning’ of the person’s actions. Look for the factual evidence that supports your storyline and identify the emotional response tied to it.

With the understanding that rarely is any situation 100% factually true, look for the evidence that does not support your ‘story’. Practice questioning your conclusionslook for evidence that supports other possible perspectives with the goal of identifying multiple perspectives.

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Keep practicing the habit of identifying your emotional response and stories, developing a more balanced point of view rather than accepting your own without question. Learn to understand and take into account multiple perspectives before engaging in crucial conversations.  This mindset will translate into more effective exchanges in your relationships, and ultimately help you become a more successful, well-respected leader.

Your brain responds to competition more than you know- choose your motivational tools wisely.

Do you know what drives your urge to compete? Your motivation influences your performance outcomes, whether you acknowledge it or not. 

Wanting to win‘ versus ‘wanting to avoid losing‘ are two subtle yet measurably distinct differences that drive people’s sense of competition. Murayama and Elliot’s (2012) meta-analyses found the effects of competition depend on this difference in the minds of competitors. When someone wants to outperform others by winning, they tend to benefit from competition, but when they want to avoid performing worse than others, competing reduces their performance. Burnette et al’s (2013) meta-analysis found that the desire to win is positively related to goal achievement, whereas the desire to avoid losing is negatively related to goal achievement. Senko et al’s (2017) meta-analysis found that “wanting to win” improves performance only when it’s accompanied by strategies that leverage a competitor’s feelings of mastery. The take-away from these research findings is that “wanting to win” is not enough to protect people from the pitfalls of social competition that provokes fear of losing.

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A primary function of executive coaching is helping people build lasting tactical strategies that motivate behavioral change for goal achievement and peak performance. My coaching practice in Silicon Valley is filled with non-stop competitive people- entrepreneurs, CEOs, venture capitalists, and creative builders leading the edge of tech innovation. Naturally, using competition to fuel new habit formation and improve performance is a no-brainer for many of my clients. But not all tools designed to foster competition  will improve motivation and performance for all people, in all situations. Competition is good for sustaining motivation and achievement only when it reinforces feelings of competency or a person’s intrinsic values beyond winning alone.

Designing life goals through the lens of one’s self-determined values is vital not just for achieving a high success rate but for overall psychological well-being. As one might expect, people generally like to feel in control of their own lives. Self-Determination Theory asserts that people seek and engage activities that satisfy these Three Basic Psychological Needs:

Competence: the feeling of satisfaction achieved through completing a challenging goal. Why does this matter? You get to feel masterful and effective. You get to feel that you’re achieving hard things. (Great for people whose personal pet peeves are ineffectiveness and helplessness!)

Relatedness: the satisfaction you get when you feel understood, liked and inspired by people you care about or value. Why does this matter? You get to feel closer to the people you’re engaging with in meaningful ways. (Great for people whose personal pet peeves are feeling rejected and disconnected!)

Autonomy: the satisfaction you get when you act with a sense of personal commitment and choice. Why does this matter? You get to feel in control and the master of your own outcomes. (Great for people whose personal pet peeves are feeling coerced and micro-managed!)

Cross-cultural research has shown these Three Basic Psychological Needs to be intrinsic to all people’s healthy development, engagement, motivation, and well-being. When these needs are met people achieve greater work performance, less perceived stress, and experience fewer turnover intentions. When these needs are blocked, people are likely to experience negative psychological consequences.

A Behavior Change Technique (BCT) is an ‘active ingredient that brings about behavior change’. BCT’s are often used to build a competitive framework, and can either support or frustrate the three Basic Psychological Needs.

How Different Behavior Change Techniques support or frustrate the ‘Three Basic Psychological Needs’
  • Behavioral Change Technique: Goal Crafting.
    • Build in meaningful ‘whys’ or reaching the end goal of a competition won’t matter. Self-Determination Theory tells us many goals fail to motivate because they aren’t personally relevant, or they provide incentives that help people avoid losing rather than winning for personally rewarding reasons. Helping people craft goals that reflect their unique values reinforces their sense of autonomy.
  • Behavioral Change Technique: Feedback Crafting.
    • Build in useful feedback or making progress in the competition won’t matter. Self-Determination Theory tells us well crafted feedback promotes feelings of competence and mastery. As people monitor their progress through feedback they have the chance to use well-timed feedback for making improvements. Crafting feedback that provides a practical roadmap for making improvements helps people achieve feelings of competency. Encourage how feedback is incorporated to reinforce the person’s sense of autonomy.
  • Behavioral Change Technique: Social Comparison.
  • Behavioral Change Technique: Competition Size Matters.
    • Build a group size that factor’s in a person’s proximity to the top performance to optimize a person’s effort. There’s a reason why Junior Varsity and Varsity teams are still a thing! If you want to get the most benefit from a competition creating small, ability-based groups may be the best way to go. A 2009 study by Stephen Garcia and Avishalom shows competition is most motivating when there are fewer competitors in the comparison pool.

Whether in a work environment or in one’s personal life, people who measure their growth against those with comparable values and abilities experience boosts in motivation and performance. “When we see someone else just like us being able to complete a task and gain the recognition we seek, we up our game to achieve these outcomes for ourselves” according to Jillene Grover Seiver, PhD, professor of psychology, who’s research findings demonstrate the positive influence of rivalry on competition outcomes.

These are just a few of the techniques I use to inspire meaningful motivation through executive leadership coaching. By considering how our innate psychological needs factor into what’s driving our sense of competition, we can achieve greater outcomes with longer lasting results.

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Fyre Festival’s fraudulent founder Billy McFarland: overcome FOMO and spot dangerous narcissism before getting burned

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Fyre Festival’s founder Billy McFarland

Everyone’s talking about the newly released documentaries taking viewers behind the scenes of the disastrous 2017 Fyre Festival. Hulu’s Fyre Fraud and Netflix’s Fyre: The Greatest Party That Never Happened. Both cover the social-media hyped event gone horribly wrong: festival founder and entrepreneur Billy McFarland duped thousands into purchasing tickets upwards of $3,000 each for a tropical island VIP get-away laden with models, celebrities, and A-list music acts. Instead, festival-goers were stranded, fighting over survival essentials like water and food in a squalid tent city.  Worse yet, Fyre festival proved financially deleterious to the island’s local inhabitants who were deprived of wages, some of whom depleted their life savings attempting to bring the grandiose festival to fruition. The documentaries bring viewers up to date with Billy McFarland, the 27-year-old founder of the company behind the festival, being sentenced to six years in prison in October of 2018 , and facing a $26 million forfeiture order. In a Vox interview with Maria Konnikova, the psychologist featured in the Hulu documentary, she discusses the “Dark Triad,” a set of three socially aversive personality traits: narcissism, Machiavellianism, and psychopathy, all wrapped up in one person. “I think [McFarland] definitely has narcissism and Machiavellianism,” Dr. Konnikova told Vox. “He might also have psychopathy, but it’s hard to know without talking to him further.” While McFarland’s actions have been captured by these documentaries and other media accounts of his company Fyre Media, it’s hard not to be intrigued by what sets him apart from other vision-driven, charismatic entrepreneurs.

Can you overcome FOMO and spot dangerous narcissism before getting burned?

No one wants to think of themselves as unable to spot a scam when they see one, or that they might fall prey to the type of person who is capable of blinding our rational judgement, swindling innocent people of their savings, or endangering people’s physical safety and professional livelihoods. Fear of Missing Out (FOMO) can exacerbate our risk of being taken advantage of by diminishing the tell-tale signs of a threatening situation. In comparison, the threat of ‘missing out’ on something that has the potential to inflate our social status, evoke envy in others or afford us the chance to come into rare financial gain can seem like the bigger risk.

Silicon Valley is where entrepreneurs come from all over the world to participate in the get-rich-culture of startups, fueling FOMO and attracting top talent, cutthroat competitors and predatory schemers. Research findings have linked narcissism to  entrepreneurs, serving as a personality foundation for their larger-than-life dreams of creating the next Google or Facebook.

Is narcissism always a bad thing?

People commonly wonder “Isn’t some degree of narcissism typical and necessary for people to become high-achievers?” While healthy self-confidence is necessary to form resilience in the face of adversity, and sustains perseverance through trying times, this is different than true narcissism. Healthy self-confidence stems from hard-earned accomplishments, proven mastery, the fortitude to own ones’ mistakes, and a respect for those committed to learning, growing, and working. Narcissism is actually a psychological defense against underlying inadequacy and shortcomings (which is why it’s referred to as “malignant self-love”. Low self-awareness, high entitlement, habitual belittling of others, inflated sense of abilities, and need for constant admiration are other key features. Combined with psychopathy and Machiavellianism, narcissism emboldens people to take advantage of others regardless of the potential for harming them, in order to create opportunities for personal gain at others’ expense.

Fyre is testimony to how today’s ubiquitous FOMO culture fuels irrational decision-making, group-think akin to cult culture, creating opportunity for those with The Dark Triad to prey on unsuspecting others. Even if Billy McFarland was ultimately found guilty of fraud, countless people were willingly invest their money, power and influence which together, drove forward Fyre Festival to it’s spectacularly disastrous end. McFarland’s story is just the latest buzz in a growing pile of internet-fueled schemes where people forgo judgement for opportunity, and it certainly won’t be the last.

Assuming positive intent- the secret weapon to surviving the holiday season.

The holidays are coming, or as people in the tech industry like say ‘seasonality‘ is approaching. During this time of year most of us will face a series of negotiations and decisions with people across our professional and personal lives. Conversations will unfold with co-workers and loved ones as we work to sync calendars, discuss budgets for spending, solidify holiday plans, and account for the differing needs of others during the busiest time of year. When differences of opinions arise, the urge to ‘be right’ is an irresistible response that heightens our emotions and can fuel conflict with others. (To every family member of mine reading this bear with me as I illuminate the small yet significant insights you’ve inspired over the years. Thank you for being my experimental group! Signed, Dr. Know-It-All.)

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‘Assuming positive intent‘ can help us move past our need to ‘be right’ and ‘win the debate’ and instead, cultivate a conversation where both parties are invested in finding effective solutions.  While the following tips won’t necessarily ‘feel right’ or reinforce your hard-won identity as a debate champion, it will help you avoid the emotional drain of gridlocking with others committed to their point of view.

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How to ‘assume positive intent’

The act of trying something new with a lightness of heart can be referred to as a ‘lark’. How to assume positive intent when conflict arises with others using my L.A.R.K. approach:

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  • Listen for their story. When we hear an opinion from someone that contradicts our understanding of a situation, we tend to stop listening because we become preoccupied with changing their mind until they agree with us. When we stop listening, we not only signal to the other person we aren’t interested in understanding them, we literally cut ourselves off from hearing critical information that could help lead to a mutually agreeable solution.
  • Acknowledge their point of view. Our tendency is to jump to conclusions when someone does something differently than we would, and assume the worst. Because humans are hardwired to perceive threat in instances of conflict, we focus on finding ulterior motives in those who disagree with us. Make a genuine effort to understand the premise of their opinion based on the information they have, and acknowledge their right to see things differently than you do.
  • Respect their difference. When we assume another person is misinformed, wrong or has malicious intentions, our tone of voice and non-verbal micro-expressions can turn negative. This can be read by others as an unwillingness to respect differences of opinion. Guard against communicating unintentional disrespect by modeling the response you would like to receive from others when it’s your turn to share your opinion.
  • Kindness cultivates generosity. Now when you feel yourself gunning to ‘prove your rightness’, take a step back and remember that when you preoccupy yourself with changing someone’s mind, you are reducing the likelihood of them responding with generosity, and increasing the likelihood of them responding with animosity when it’s time to generate possible solutions. Your job is to listen, acknowledge, respect, and convey kindness before moving on to explore possible solutions that could be mutually agreed upon.

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Indra Nooyi, the CEO of PepsiCo, describes learning to assume positive intent as the best advice she’s ever received:

My father was an absolutely wonderful human being. From him I learned to always assume positive intent. Whatever anybody says or does, assume positive intent. You will be amazed at how your whole approach to a person or problem becomes very different. When you assume negative intent, you’re angry. If you take away that anger and assume positive intent, you will be amazed. Your emotional quotient goes up because you are no longer almost random in your response. You don’t get defensive. You don’t scream. You are trying to understand and listen because at your basic core you are saying, “Maybe they are saying something to me that I’m not hearing.” So “assume positive intent” has been a huge piece of advice for me.

Recognizing a different opinion doesn’t mean you are admitting fault, that your point of view is inferior, or that your opinion should have less value than others. Rather, assuming positive intent gives the other person the benefit of the doubt in order to set the best possible tone for generating solutions. It doesn’t mean you agree with their opinion, but it does allow you to see with more clarity where bridges could exist.

So when your co-founder, team mate or significant other holds an opinion that is entirely different than yours, aim to identify their operating system before trying to change it!

Give yourself the command “Tools > Clear History” to rid your mind of cutter that obstructs your ability to listen with less judgement. While we may never truly ‘know’ another person’s underlying motivation  behind their point of view, we can aim to convey a willingness to respect their difference.  Our mutual bandwidth for problem-solving is increased when we assume positive intent, so all parties gain more data points to generate viable solutions.

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How mindfulness meditation is strengthening today’s top leaders- the science behind the hype.

To stay ahead of the competition these days, high performing leaders are going beyond daily wellness habits in exercise, diet and preventative behavioral health. Mindfulness meditation has become the gold standard for fueling the uppermost skills that leaders depend upon in moments critical to their success. David Gelles’ book Mindful Work discusses the rising utility of mindfulness in the workplace, with leading companies like Google, General Mills, Disney and Patagonia using mindfulness training for measurable gains across all levels of employment. 

The ability to focus and stabilize our emotional responses to internal and external stimuli cannot be understated. Even for individuals who thrive under pressure, operating under chronic fast-paced, demanding conditions taxes our brain’s acuity over time. Brain training through mindfulness meditation works to restore our mental agility, improving our ability to effectively respond to stressors.

What is mindfulness meditation?

Mindfulness, put simply, is paying attention in the present moment and choosing to respond purposefully and without judgement rather than automatically. Using mindfulness allows us to respond from a place of clarity and compassion, rather than becoming overwhelmed by the physiological changes we experience in moments of stress.  This ‘freeze, fight or flight’ response evolved in humans as a survival mechanism, enabling us to react quickly to life-threatening situations and is responsible for instinctual emotional reactions like greed, fear or anger meant to protect us from harm. Chronic activation of this survival mechanism not only impedes our ability to think clearly and perform optimally, it’s proven to be deleterious to our overall health.

The practice of meditation dates back thousands of years with a wide span of techniques tied to cultural and spiritual origins. Jon Kabat-Zinn, an MIT PhD in molecular biology developed the Mindfulness Based Stress Reduction (MBSR) in 1979. His work has been instrumental in bringing the health benefits of mindfulness practice to the public’s attention and scientific communities worldwide. Scientific outcome studies on mindfulness have since demonstrated positive benefits for people with chronic pain, heart diseaseaddiction, tinnitus, and complex physical conditions, such as irritable bowel syndrome, cancer, and HIV.

My doctoral training in mindfulness meditation began nearly 20 years ago through UCSF/San Francisco VA Medical center. I helped vets manage chronic pain and anxiety, quit smoking and improve their eating habits, teaching mindfulness and meditation techniques like progressive muscle relaxation, diaphragmatic breathing and guided imagery. Since then, I’ve seen how universally effective mindfulness is for helping people achieve health and performance goals that otherwise might be insurmountable. Bob Lesser, MPP, LP teaches mindfulness as part of his mental skills training with entrepreneurs in the tech ecosystem, who “gain mental clarity and focus, become less reactive and volatile, and achieve more control over their most challenging emotions.”

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How does mindfulness meditation change your brain?

The science behind the hype:

  1. Improves decision-making. Researchers at Harvard, Yale, and the MIT have found evidence that meditation alters the physical structure of the brain, increasing thickness and brain activity in parts of the prefrontal cortex, where higher-order thinking takes place – judgment, decision making, planning, and discernment. A publication by The Wharton School of Management “Debiasing the Mind through Meditation: Mindfulness and the Sunk-Cost Bias”  discusses how short meditation sessions reduces the likelihood of making decisions based on information from the past that should have no bearing on the choice at hand.
  2. Stabilizes communicate skills under pressure. Instead of avoiding or exacerbating conflict with emotional reactions, mindfulness allows you to navigate clashes with the cool-headedness needed to facilitate successful conflict resolution. A Massachusetts General Hospital study showed that meditation reduced the size of the amygdala (the area of the brain responsible for emotions, particularly fear-based survival instincts) after just 8 weeks.  Mindfulness practitioners were less likely to overreact and had fewer angry outbursts. Gains in “emotional regulation” increased by meditation endured in some cases for up to four years of follow-up.
  3. Increases energy for heightened productivity. Mindfulness practitioners are more equipped to thwart stress and anxiety, and report increased energy levels compared to non-practitioners. Outcome studies on mindfulness have demonstrated reduced cortisol levels among users, quelling their experience of errant stress.
  4. Improves your focus. Meditators have been shown to perform significantly better than non-meditators on all measures of attention, processing speed, and inhibitory control. The most extensive longitudinal study on meditation to date discusses the role of meditation for improving focus and altering cognitive change across a person’s lifespan, preventing age-related mental decline.
  5. Strengthens your body’s immunity and pain tolerance. Mindfulness has proven to help people better manage chronic painaddiction, tinnitus, and recover from complex physical conditions, such as heart diseaseirritable bowel syndrome, cancer, and HIV.
  6. Awakens a deeper creativity. Meditation quiets the brain’s limbic system and supports mental decompression, facilitating the mental flow and innovation that gets lost in a busy, stress-filled day. Mindfulness practitioners were less cognitively rigid than non-practitioners, demonstrating a higher aptitude for getting ‘unstuck’ when solving creative problems.
  7. Builds resilience in the face of setbacks. Highly successful leaders use mindfulness to bounce back from failures, smarter and stronger. Fast-paced, demanding roles require a high stress tolerance, the ability to weather unpredictable outcomes and preserve a solution-focused mindset.
  8. Enhances peak performance. Taking a mindful moment (think seconds not minutes) primes and stabilizes the mind and body for optimal performance outcomes. SEALFIT Founder and CEO Mark Divine puts it beautifully, saying mindfulness is “a progressive process of integration: refining the physical, mental, emotional, intuitional, and spiritual until they emerge as one.”  Michael Gervais, a high performance psychologist for the Seattle Seahawks and other world class athletes and co-creator of USC’s Peak Performance Institute  shares that every morning, he practices the following routine: first thing, (even while lying in bed) take one breath to reconnect your brain and body and remind yourself that 1. everything is ok, 2. followed by setting one clear intention for the day, and 3. one thought of gratitude.

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Is “mindfulness” at risk of becoming just another buzzword? 

With science-backed evidence that mindfulness improves many vital areas of human functioning, the mindfulness meditation movement faces the threat of dilution by detractors hoping to capitalize on its potential, without generating real value for the consumer.

“By slapping the word mindfulness on new products and services simply to make them fashionable, these corporations are making the word itself somewhat impotent.” David Gelles, author of Mindful Work

As a result, people will need to be discerning about the quality of different mindfulness products and services, as the market floods with new apps, programs, and brands that tout mindful solutions.

How should I decide what mindfulness services and products to try? Where to begin?

Whenever exploring a behavioral change for health-intended purposes, it’s important to clarify your goals and expected outcomes, and consider ‘why now’ is a good time to commit to a new activity like mindfulness meditation. Make sure to share this intention with your personal support system, and check in with professionals anytime you encounter challenges in the process. As the holiday season approaches, consider how mindfulness training could be positively impactful for you and/or your organization.

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