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Performance & wellbeing

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In the future, knowledge workers and executives must work many more years than we do today. This means that we must constantly be able to learn and develop ourselves personally. You can build this foundation already through good habits and self-awareness. Get some inspiration here.

Whether you work physically, virtually or hybrid, personal energy determines how well you thrive, perform, collaborate, lead and how efficient you are. In my coaching practice, I find that some people are better at keeping a responsible personal energy level than others. It is often quite unsaid, but there is almost an expectation that if you are to be found in a higher management level, you have to master how to keep a high personal energy level (we can discuss the fairness, but it is the reality many face). Hence, in this article you get a brief introduction to what it means to work with your personal energy in your work life and why it is extra important when working virtually or hybrid.

Would you prefer reading this article in danish? Then follow this link.

Personal energy in the hybrid or remote workplace

It can be difficult to keep the energy up behind the screen. A virtual or hybrid working life requires a higher degree of personal commitment to your own well-being. Even if you have a manager who does an effort to know how the employees feel – it’s just harder to sense through a screen or when someone from the team is home while others are in the office.

An article from Harvard Business Review states that we can be hybrid competent. Hence that, they point that in addition, to a shift in power which the manager should be aware of equalizing, some employees are more hybrid competent than others and therefore better can manage working from home. When you are hybrid competent, you are (among other things):

                  • Proactive – which meaning gets access to information
                  • Good at building and maintaining trust and relationships and therefore also is better at it virtually.

This article is about how to collaborate remotely, and thrive better working from home. Henrik and Caroline are fictive people. Their names and circumstances have been anonymized and changed.

Henrik is Technical Project Manager in a team of five. So he’s an informal leader. He depends on the others doing their job. Because he is responsible for the deliveries and the project. But he doesn’t have hire/fire responsibilities.

Usually, the collaboration with Caroline is fine, but for the last two months Henrik has started doing Caroline’s work instead of delegating it as he should as a project manager. But he doesn’t feel like he can count on her anymore. It’s easier to do it yourself – “and then we also avoid unpleasant mistakes like the one she made to the steering committee”: he told me in a session. Henrik has also stopped talking to Caroline like he used to. Now, working from home, it is easy to avoid her. But they still have the regular project meetings. One day it became too much for Henrik.

Henrik’s challenge

Henrik has a challenge. Before the pandemic he was part of a team of five where they were very effective and had a really good time together. Although Henrik is not very talkative and actually thrives on workdays at home, he now waits for the Corona pandemic to be over so everything can get back to normal. The collaboration with his colleague Caroline has gone off track, and this has major consequences for the project, the team and Henrik:

  • They have lost their commitment.
  • They don’t get much done in the project.
  • Their funding is at risk due to a mistake that Caroline has made – at least if you ask Henrik.
  • Neither Henrik nor Caroline thrives – and the others in the team can feel it too.
These days, there are many managers with anxiety, and as a leader you will most likely have to deal with anxiety in some way – yours or others. In my profession as an Executive Coach, I talk with highly competent and resourceful executives around the world about their challenges, problems, and objectives in life and in work. One question that is being discussed in many of my virtual coaching sessions these days is, how one is dealing with anxiety as a leader. My clients are executives in multinational corporations. Some of them are anxious for their families, companies, and countries. Actually, often they themselves are in a quite good position, but because they have a wider responsibility what used to be the normal pressure can become extra intense in times of crisis.

Would you prefer reading the article in Danish? Then you can read it here.

How we manage our mental energy and how the mental economy is managed in companies and societies are often overlooked. As an executive coach, I have a question for you to reflect upon and some techniques that can boost you and your organisation. Join me for an experience designed to inspire and ignite through inspirational speeches and good food!

You are invited:

The Executive Boost Event hosted together by Top Chef, Henrik Jyrk and me.

Where: at Henrik Jyrk’s restaurant – Ibu on Vesterbrogade 56
When: October 8th at 16.00 – 17.30
RSVP: Purchase your Executive Boost Event tickets here. Bring a colleague or business partner. The event is in English.

The Executive Boost Event programme

This is for those of you who are not actively using LinkedIn for career development. Learn how being active in a few simple ways can benefit your career.

Many people with a corporate career forget to update their profile or do not actively use LinkedIn. As of June 2018, LinkedIn had over 500 million users. 61 million of these users were considered senior level influencers and 40 million were in decision-making positions. In other words, LinkedIn might be the most valuable tool for your career development today. As executive coaches working with career development, Lena Beck Rørvig and I have met many successful people who have ignored LinkedIn as a channel for career development. External recruiters are not the only ones using LinkedIn, your company might also have an account. LinkedIn is becoming a useful way to discover career opportunities within your existing organisation.

Think you don’t have the time? Engaging in a professional network doesn’t need to take a lot of your time. If you are not already a member or posting regularly, I have three simple ways of using LinkedIn for career development.

Three simple ways to use LinkedIn for career development

In the video below, Lena and I discuss how to maintain or improve your market value by using LinkedIn for career development in three easy ways:

  1. Update regularly
  2. Show your worth
  3. Be digitally conscious

In the clip above, Lena Beck Rørvig and I give advice on how to use Linkedin for career development emphasising its importance for people with a corporate career.

Update Regularly

Allocate a little time to follow posts on LinkedIn daily or weekly. In addition, post something meaningful on an ongoing basis. I recommend taking a moment to show an interest in your network by liking the posts of others you appreciate. Your company might also value if you share new job postings or news about your company’s success. It is essential to maintain your professional presence by updating regularly.

Show your worth

It is natural to worry about what others will think of your social media activity. However, you do not have to be too concerned about it as long as you maintain a professional online appearance. We tend to think far more about ourselves than others do, and it is rare that a post or comment will define you! Focus on posting what is relevant to your professional interests. This could mean something related to your job or a company you are following. For example, if you are into finance, you could share an article you value on investments. Ultimately, a personal post is much more engaging than a non-personal post. If you want people to comment and feel a connection to you through your posts, don’t be afraid to share a bit of yourself and your point of view.

Be digitally conscious

Being digitally conscious means several things. One is being mindful of what you post, especially on topics like politics and religion. Depending on the nature, politics and religion can often be offensive and divisive. The goal for using LinkedIn for career development is as a means for opening doors and connecting within your professional network. While you can only decide if a post will be this, it never hurts to be digitally conscious of the intentions behind a post.

Another aspect of being digitally conscious is not getting hooked on social media. A lot of people are addicted to the happiness hormone, serotonin. You might experience a release of serotonin in your brain when you get “likes” or receive approval. Having a healthy offline-online balance is essential for being productive, focused and happy. This balance is not always easy in company culture which lacks the environment for discussing this topic. You, therefore, have to be responsible for keeping yourself in balance. Everyone has different preferences. Some people may enjoy checking-in every day while others may need more digital breaks. You can read more about this in my new book, En dag med 12 godemobilvaner (will be available in Danish i 2019 – sign up for my newsletter to get the news when it is out).

Quickly boost your professional presence through those three simple ways for using LinkedIn for career development. Remember: update regularly, show your worth and be digitally conscious. I hope you are able to make some time to be active on LinkedIn today!

Career development beyond LinkedIn

Curious about developing your career outside of LinkedIn? I have some tips on how to improve your agility and leadership. Maybe you are you considering taking maternity leave and not sure how to balance it with your career? Get some inspiration from my career woman’s guide to taking maternity leave.  If you are looking for something more personalised,  executive coaching might offer the career guidance you need.

Stay connected

To stay up-to-date with new articles and videos, sign up for my mailing list. There are advantages to being on the list. Among other things, you will receive invitations to events in the Leaders Saloon where you will receive new inspiration in reflection with other leaders. You can learn more about me here.

As I write this, my newborn baby is wrapped around my body sleeping peacefully in a sling. He is happy as long as he is close to his mother. This is one of my practical ways to be able to follow my professional passion, balance a demanding career and also be a mum. I certainly don’t have all the answers, but over the years many women have asked me how to be on maternity leave while having a career and professional responsibilities.

Becoming a parent is one of life’s biggest events. For new parents who are deeply engaged in their professional life or career, it creates a lot of difficult questions and dilemmas. If you are becoming a mum or a dad, you have to test many things with a lot of trial-and-error in the process. I would like to share some insights and inspiration for those who are curious about how being on parental leave while professional responsibilities. This can also be thought of as a career woman’s guide to taking maternity leave.

Mixing maternity leave and having a career involves us all.

There is no easy one-size-fits-all answer, we have to share our stories. Not just for the sake of young women, but for the sake of families, companies, and society.  We need to inspire each other and learn how other working mum’s and working dad’s have tackled this dilemma. There has to be room for several models in order for it to work for everybody. Some career women prefer to be off-the-radar for a long time, others do not. Neither are right or wrong, it just depends on the personal preferences. No matter what, I believe the babies should come first and the parents second. But, one doesn’t necessarily exclude the other. There are win-win models to be discovered. Such as, being able to happily write this post, while my baby sleeps close to me.

There is no one-size-fits-all, we must explore and test new models.

One thing is certain: what has worked for one woman, may not work for another. It might not be ideal for to be off-the-radar for 9 months or more. Although it is ideal, not all jobs, managers or companies will make it possible to maintain your responsibilities or position while on leave for a year. Additionally, while some women might find maternity leave as heaven, others might not enjoy being out of touch with their professional passions.

When I was younger, I was concerned about combining my uncompromisingly high standards for parenting with my professional life. I never thought a baby could replace my ambitions. However, with age and time, I have realised doing both of what I love have contributed to making me a better mother and a better role model too.

I often have conversations with other women on the topic. Former Danish Minister Astrid Krag, who was a minister while having a baby, brought her husband with her on the road. This allowed her to nurse her child, be with her family and attend her duties as a minister. Her husband is an artist and very supportive, so this model fit well. However, this might not work for everyone and not all husbands are able or happy to take months out of their career to follow their wife. This stresses the importance of the need to explore other possibilities and models too. So, if you are going to be a parent, I encourage you to be curious and explore what model(s) might be the right fit for you.

The maternity leave stories of managing director and mother of three, Loui Törnqvist

Loui Törnqvist is the Managing Director of at Music Sales / Edition Wilhelm Hansen. She became a mother for the first time when she was 27 years old, just a short time after being appointed as a managing director of company she still manages today. She has three children and each time she dealt with her responsibilities in a new way. Even though she was the same person, none of her maternity leaves were similar.

In this video, Loui shares her story openly and honestly. I believe it is quite a good story on how to be on maternity leave while having a career. Watch our 13- minute conversation and listen to what Loui has to share below.

Stay connected

To stay updated with new articles and videos, sign up for my mailing list. Among other things, there are advantages to being on the list. You will receive invitations to events in the Leaders Saloon where you get new inspiration in reflection with other leaders, HR specialists and leadership developments professionals.

Decisions guided by bias affect your decisions

Many managers’ decisions are guided by bias. There are approximately 200 different types of bias. A bias is actually a mistaken decision. It is an automatic and unconscious mechanism that gets in your way of making clear decisions. We all have a different levels of bias and they are context-dependent. When dribbling a ball on a basketball court, it may be a kind of bias that affects your decision about where to move. For managers in sales meetings, you may have a bia that affects your choices and how you develop a  strategy. Your decisions are often consciously or unconsciously guided by bias, which can have positive and negative affects on your leadership and those around you. Read more to learn 7 ways you can make better decisions and minimise bias.

Good management in high-performance environments

We are constantly updating software on our smartphones. Imagine your brain as a computer that can be upgraded. As you grow your awareness, you get a stronger operating system that can handle heavier programs and more graphics. A software update is the metaphor we use to explain conscious management. Conscious management is a way of good management, especially in high performance environments.

This post is for all the affected families and unborn children whose brains and nervous systems are affected by the stress levels of the mother. Our society is hopeless when it comes to pregnant women in work. This is especially true in high performance environments, especially in the case of top of Danish businesses and among major consultants. How does one deal with a pregnancy when having a career?

Contact Josefine for a non-binding call on stress coaching at +45 26361199 or Hello@josefinecampbell.com or read more
about stress coaching here

Stress and pregnancy?

Stress has become a working condition in high performance environments. It is something that happens and something which must be handled; we cannot completely avoid stress. But, how to deal with pregnancy when having a career? Should you as a woman avoid high performance jobs if you want to become pregnant one day?

It should be forbidden to put too much pressure on a pregnant women. When a woman is pregnant the development of the foetus’s nervous system and brain will be affected by the stress level of the mother. As a coach, I meet many skilled people who push themselves and their bodies into an unhealthy and stressful position.

Better performance with meditation 

I spoke with meditation teacher, writer and martial arts master Henning Daverne about stress, meditation and good leadership. The most interesting thing about meditation is that it leads to better performance and stronger results for leaders which positively penetrates into their companies. Watch the video and learn more about meditation for leaders.