The most powerful way to overcome negative thinking and limited beliefs

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Life is a rollercoaster ride, going through the stages of feeling good and then when your mood and your thoughts can really sink.

Sometimes we are not even aware of the limited beliefs and negative thoughts that we bubble under the surface, but they still hold us back every day and even lead us to subversion without even realizing it.

Many of us struggle with what’s going on inside our heads and it may feel like a lonely place, but when we talk about it, we see that we’re not alone, weird or crazy.

So in this episode, I want to share with you some of the key things I have done over the last 15 years that have helped me overcome my limited beliefs and my negative thoughts whenever I find myself drowning in that.

I hope this episode will help you understand that if you are struggling with these types of negative thoughts then you are not alone and you can do something to regain your control and your power.

What helps you overcome your stress, anxiety and limited beliefs? Share in the comments below and let’s do this important conversation together.

As the second quarter begins, many of us begin to feel anxious and frustrated that we are falling short of the goals we set for ourselves in January.

If you feel that you are not where you want to be this year, I have created a brand new workshop where I will show you what you need to get back on track and make huge progress this year.

Click below to save your free space and join me Thursday, April 7 at 12pm PT / 3pm ET / 8pm UK.

Mike Cross, a member of EO Louisiana, owner and visionary of MKG Marketing, is an agency specializing in digital marketing for the cyber security and data management business. We asked Mike how he changed from CEO to owner / viewer. Here’s what he had to say.

Early entrepreneurs wear lots of hats. As the business grows, you will learn to hire the right people in the right seats, gradually relinquishing responsibility to ensure you make the most of your time to the maximum and best use.

But how do you make the final transition from CEO to owner / viewer?

A few years ago, when my digital marketing agency started to grow, I finally stopped doing it Literally Everything To run a business. I was still more responsible than I should have been reasonably. But I wasn’t doing it anymore Everything

At the time, a teammate asked me, “Do you like what you’re doing now? You don’t do ‘marketing’ anymore.”

It was true. When he first joined MKG, I was selling, working as an account manager, marketing strategist, sending invoices, collecting payments, sweeping the floor সাম a little bit of everything.

At the time, my answer was simple: yes, I like running a business. I like working on it, and not “on it” as much as I once did.

His question brought another question to my mind. Did I miss being a marketing practitioner? Working directly with clients on a daily basis?

Of course I did.

It’s fun to be in the trenches with clients. Solve their problems. Engage in hands-on marketing tactics against their competition. Win together.

But my business partner and I have decided that we want to create an infinite business that will save our useful and biological lives. We acknowledge that in order to do this, our roles and responsibilities as owners will change

We must live by our values: people first, transparency, big picture and one standard.

Every day, I am going to do more work in the business instead of managing the day to day responsibilities of the business. But, what does it mean to work in “business” and how is it different from being a CEO?

Develop your entrepreneurial role

In my previous seat as CEO, several key departments gave me the ladder:

  • Sale
  • Financing
  • The overall outlook of the business

With so much responsibility, the vision rarely gets the attention it needs.

Now that sales and money “money” won’t stop with me anymore, I can focus on the business perspective. To take the overall vision of the business forward, I have become a glorious gardener.

My dream as a company dreamer is to plant seeds. To me, a seed is an opportunity.

Here’s what I mean: Instead of working directly with clients or paying invoices, I need to plant seeds for my current role — that is, to nurture opportunities — that will become seedlings for our company and eventually grow into big, strong trees. .

To build our endless business, I am planting the seeds of opportunity in four important places:

  1. Think of the next generation of our teammates.
  2. With amazing people who like to work here already.
  3. Past, present and future clients who will benefit by hiring us to solve their marketing problems.
  4. In our industry, so that we can take a leadership role, we can change for the better.

These responsibilities are important to me because each one is a deliberate act that shows the people involved that I care for them. That they are important to me.

How to plant opportunities

Inside Hyper Sales Growth, Sales Instructor Jack Deli teaches the importance of keeping in touch with a “bench” of talented individuals who, if given the opportunity, work for your company.

Each month, I connect with about a dozen people via text, phone, email, or LinkedIn.

These are the people I think very much and believe in the success of our company. And I’m careful enough to ask them what’s going on in their lives every 30 days.

Again there is that word: care.

Why do I care to plant the seeds of opportunity?

Taking care of peers — past, present and future, as well as clients who trust us to solve their problems, and we think a lot about industry professionals by planting seeds is my “why”.

I care about planting because I believe that in order to build an endless business that will save my useful and biological life, we need to create something truly great. Not good or good enough. Great

To be great, I have to plant a lot of seeds. And I have to take care of them seedlings and finally, the strong trees that became the pillars of our company. That will take time. Thanks to that, I have a lot since we’re building one Infinite Business

When considering how to transform your role as CEO into a dreamer, start by asking yourself a simple question: What seeds will you plant today?

Expressed opinions Entrepreneur Contributors are their own.

Over the past month, people around the world have watched in horror as Russia invaded and invaded Ukraine, horrific bombings of civilians and thousands of women and children fleeing across the border into Poland and Hungary. Especially in the United States, where divisions of opinion are not so common, there is almost universal support for Ukraine because it has faced Russia in this conflict. And with that support, of course, came the condemnation of Putin, Russia, and even Russian brands and citizens. Most major US brands, including Starbucks, McDonald’s, Apple and Amazon, have simply shut down and sold operations in Russia, prompting a backlash against all Russian products and even people of Russian descent.

But for companies – especially technology companies that have enough engineering staff hired from Eastern Europe – this anti-Russian attitude is the result of some dangerous workplace conflicts. It is not uncommon for Silicon Valley startups and large tech behemoths to have a team of developers from both Ukrainian and Russian in the same project or segment. And in some cases, speculation about someone’s ethnic background is causing rifts, suspicions, and unrest in the workplace among workers.

Related: 5 ‘Cs’ method of conflict resolution in the workplace

Same old story, new ethnic group: grouped, problem outside the group

People are predictable. Twenty years ago, terrorists from the Middle East attacked the Twin Towers in New York City, killing thousands. And over the next several years, people in the Middle East have been harassed in their workplaces, communities and societies around the world. There are countless examples in the workplace of workers being called terrorists and Middle Easterners being physically and verbally abused solely on the basis of their national origin.

With the Russian war against Ukraine, which has already killed thousands of people, it can be assumed that anyone who sees or hears Russian is bound to face similar harassment and aggression. People are scared and angry about Putin’s war crimes and the killing of innocent civilians. When people are angry and scared, they subconsciously react negatively to someone associated with the group which causes them fear, even if the association is vague.

Just like 20 years ago, it is important for all of us to ensure security, respect and goodwill towards those of Russian descent or those who appear to be of Russian descent. This means that we remind our colleagues and the community that the Russians are not the cause of the war in the world, and that even the Russians in Russia have no organization to stop this war. People of Russian descent are just as powerless as any other community to stop the war with Ukraine and should be treated with their sensitivity and respect.

Related: Mental and financial costs of workplace bias

So what should be done to nurture a productive workplace relationship and a healthy culture between a company leader or CHRO staff who are feeling or practicing bias against peers of Russian descent? Here are some steps to take.

Understand the importance of in-group / out-group dynamics

First, it is important to recognize that mobility between group and out-group in the workplace is a huge driver of culture. 2020 Workplace Culture Report My company has created analyzed data from 40,000 employees. The results conclude that in-group / out-group mobility is the biggest cause of workplace culture problems. Employees who reported experiencing being a member of the outgroup received less sympathy and respect from their coworkers. What constitutes a group or out group may vary depending on the company, the makeup of the employees or even what is happening in the news. You don’t have to get rid of them completely. But acknowledging their impact on culture, and finding ways to deal with that impact, will help you determine who is present or who is out at any given time.

Related: Ukraine crisis hits home for Silicon Valley, and Tech Axis not wasting time: ‘They’re thinking like a startup, allowing them to move faster’

Start and continue the conversation on respect and empathy

Continue to engage and educate your employees about bias and harassment throughout the year using microlearning techniques, discuss it during all hand meetings and share real stories and experiences. And continue that conversation. If the last 24 months have taught us anything, it will always be global events that threaten communities, workplaces and cultures. So it is best to have constant conversation and training to build empathy and respect as a skill.

Related: 4 Tips Welcome to help employees at all levels of life

Lead with empathy

More than anything else, business leaders should lead with empathy and understand that workers are differently affected by the war in Ukraine. Some people’s friends and family may be in danger. Some may have friends and family in Russia. Others may be concerned about the potential of WWIII. Everyone has their own perspectives and concerns, and it is up to business leaders to model empathy and support for everyone.

Reach easily

Contact your staff. By asking how they feel and what you can do to help, you will make your employees feel listened to, supported and respected. Public leaders are doing better now. This is a task that must continue as the last political / global moment when new parties are taken out of the group.

Related: What you can do to help Ukraine: A list of top-rated relief agencies and additional resources