Why Do We Have To Call It Work?

Since most of us don't like the idea of work, then why don't we call it something else?

Stats and reports keep coming to let us know that most people are 'under this...' or 'over that...' - or not quite ready for anything new when it comes to the 21st Century world of work. I'm a stats junkie so I can't help but read and digest the stuff if only to discount lots of it and move on. Many of the details or concerns raised in various areas are quite valid and deserve a second, third, or continuous deep look followed by introspective actions. 

The world of work is one of those areas.

While examining report details over the last few weeks, a question came to mind and it's sticking around. The question is around this idea of work. The question is:

Why does work cause so many of us so much angst? Could it be that we have our definitions or frame of reference all wrong?

---------------------------------------------------------------------------------

Work is defined as the effort applied to produce a deliverable or to accomplish a task in exchange for services or payment

---------------------------------------------------------------------------------

The definition seems straight forward and simple enough. As far back as the beginning of time, the idea of work has been embedded in our cultures and lives. We crave the opportunity to do work for something that is important to us or with someone who shares our goals or with a company or organization that values us. For some of us work is simply "all about the benjamins" which is alright I suppose.

Before I ramble on too much, here are some stats that made me ponder the definition of work.

---------------------------------------------------------------------------------

Stat #1 - 72% of productive life span is spent working

Stat #2 - 70% of U.S. workers are not fully engaged in their work and are not reaching their full potential

Stat #3 - 71% of U.S. workers spend less than 10 years with their employers

---------------------------------------------------------------------------------

This is a problem only if...

Stat #1 is a problem only if we don't want to spend our productive time producing results. If we enjoy what we're doing, we'll look forward to spending a majority of our waking hours performing designated tasks and activities in exchange for services or payment.

Stat #2 is a problem only if we're doing something that we don't like or are with someone that we don't like being with for a majority of our working days. If we enjoy what we're doing, then engagement will be automatic and we will crave growth and development.

Stat #3 is a problem only if we believe that everything should stay the same giving us the opportunity to remain stagnant in our careers and in our lives. If we accept that change is inevitable and important to our progress, then we will embrace it as part of the norm.

Defining how we spend our productive time in disempowering ways limits our desire to engage. The definitions that we use may even make a majority of us regret waking up on Monday mornings! 

We can change that.

A New Definition of Applied Effort

We often become masters at reframing unpleasant situations when it suits us. For example, if children don't want to eat spinach and we know that it's good for them, then we may tell them that it will make them stronger and smarter. Remember Popeye the Sailor Man? He made spinach seem cool. I still eat my fair share.

If we can do that for children, then why can't we do the same for ourselves and reframe the definition of work to suit us? When someone asks you where you "work", why not think - then say?

• I add value as a Management Consultant for ...
• I make a daily contribution in Operations for...
• I deliver outstanding service to my customers and stakeholders in ...

Aren't these the kinds of statements that we put on our resumes or include in our work histories? If so, why don't we use these types of statements every day to help us reframe what we really do with our productive time? 

Perhaps Mondays won't seem so bad if we reframe the definition of work.

We add value. We contribute. We deliver.

I realize that simply changing wording won't completely fix certain complex work situations, but it can definitely produce a shift in attitude and perspective around work. If it helps even a little bit, then isn't it worth the applied effort?

I appreciate you taking the time to read my article. Let me know what you think by commenting, liking, or sharing.

How To Prevent "Double Jeopardy" From Jeopardizing Your Success

Double-jeopardy is attached and it's not the legal kind...

Several weeks ago I read a great LinkedIn article by Marianne Cooper that highlighted findings on gender bias in STEM fields. The focus of the article was a report published by Tools for Change in STEM which confirmed that gender bias does in fact exist in STEM fields. 

While I'm grateful that the study was performed and that Marianne brought additional visibility to the topic, I thought to myself - why do I need a study to validate what I already know to be true? 

Then I read (and reread) many of the details.

--------------------------------------------------------------------------------------

The current body of social psychological work on gender bias has focused almost exclusively on the experiences of White women...

Double-Jeopardy? Gender Bias Against Women in Science (pg. 4)

--------------------------------------------------------------------------------------

When I read that statement, I was glued to the report for the duration. I had to know more about what women of all types were revealing. For certain my personal and professional experiences would mirror those expressed by 60 scientists almost verbatim regardless of race or color, right? Almost - the report at once confirmed my experiences and enlightened me about how difficult this topic can be to examine.

Please Note!

The study's findings warrant a detailed examination by all professional women who are either just beginning their careers or who are well-underway - along with their leaders. While the study focuses on STEM careers, these same types of challenges are experienced in other professions as well. 

Because of reports like this one, today's career women have new opportunities to prepare effectively before they have to do battle as STEM leaders. It's a battlefield out there and that fact shouldn't be understated. Everyone should know what they're facing - and then do it anyway.

--------------------------------------------------------------------------------------

You have to be okay with being ostrasized in every way

Double-Jeopardy? Gender Bias Against Women in Science (pg. 48)

--------------------------------------------------------------------------------------

Though there are many efforts in progress to improve professional workplaces, there's a need for everyone in leadership to roll up their (our) sleeves and do whatever they (we) can to help resolve these challenges post haste.

As was so eloquently stated by Alibaba's CEO Jack Ma, "...one of the secrets of our success is that we have a lot of women." Many leaders and reports continue to point out that success in the 21st century requires more women actively engaged everywhere - especially in STEM. 

The 21st century keeps calling. Are we going to answer for gender equality in STEM or are we sending the call to voice mail? I predict that we will continue to answer the call.


Double-Jeopardy Bias Patterns Defined

Four STEM field bias patterns were examined (plus a short mention of sexual harassment) against the back drop of previous and current research. Bias categories include:

• [1] Prove-It-Again
• [2] The Tightrope
• [3] The Maternal Wall
• [4] Tug of War
• [5] Sexual Harrassment (mentioned)

[1] Prove-It-Again refers to the persistent need to reinforce one's competence and capabilities even though both have already been consistently demonstrated.

[2] The Tightrope is that space between exhibiting caretaker behavior on the one hand and standing up for one's self on the other.

[3] The Maternal Wall occurs when a woman's commitment to her job responsibilities is questioned after motherhood even if she keeps up with her duties while managing her family.

[4] Tug of War highlights that both women and men show bias against women in male dominated fields and situations.

[5] Sexual Harrassment (mentioned) as legally defined simply must not be tolerated. Period.

So what is double-jeopardy in the STEM context?

--------------------------------------------------------------------------------------

Definition of STEM double-jeopardy:

Risk or disadvantage incurred from two sources simultaneously as in race and gender or race and age or gender and age

--------------------------------------------------------------------------------------

Resolution? Metrics-Driven Bias Interruptors

Recommendations in the report include the implementation of Metrics-Driven Bias Interruptors (see pg. 49 of the report) along with best-practices in recruitment, hiring, promotions, and tenure activities. These are sound ways to move forward in any organization or company, but can often take a while for results to show. After you review the report, encourage your teams and leaders to do the same in order to leverage its insights to build bridges towards the future.

While there is still much more to be done everywhere, the U.S. is currently positioned at 20 of 142 countries benchmarked according to the Global Gender Gap Index with a score of 0.746. Index categories include:

• [1] Economic Participation and Opportunity
• [2] Educational Attainment
• [3] Health and Survival
• [4] Political Empowerment

Source: Global Gender Gap Report 2014 (pg. 364)

Okay - now that we have reports, numbers, perspectives, and context - what's next? We use the insights to build bridges towards successful outcomes.

I started out in male-dominated fields because I was interested in male-dominated subjects and no one stopped me - at least not for long. As a child I loved to play with bugs and mud pies in the back yard or I would examine squishy things in creek beds close to our home. Dad would often say to me "act like a lady" if I was climbing a tree or doing something else that was considered boyish. That's exactly what I was doing. I was acting like a STEM lady by exploring the world around me. 

I was curious about the inner workings of things so whenever I got a chance I would probe. I haven't stopped probing since and I never will. One has to be firm in their commitment to make a difference in STEM - or in any area of their choosing. 

--------------------------------------------------------------------------------------

We must have perseverance and above all confidence in ourselves 

We must believe that we are gifted for something and that this thing must be attained

Marie Curie, First Woman to Win Nobel Prize (Only 2-Time Winner)

--------------------------------------------------------------------------------------

How To Prevent Double-Jeopardy from Jeopardizing Your Success

If you're considering a role in a STEM field or are already in one, you're doing your part so here are some ways to prevent double-jeopardy from jeopardizing your success.

• [1] Prove-It-Again and Again - Do what you love and love what you do! There's a tremendous price to pay for shying away from an area because others don't want you there. If your passion and talents lead you to a specific field - scientific or otherwise, go there with all due haste. #YOLO (you only live once)! Surround yourself with a positive team of influencers, sponsors, mentors, coaches, and supporters who will help you to navigate. Don't go it alone! Make your success in STEM a team effort.

• [2] Walk the Tightrope Backwards and in High Heels - Nurture strong positive attributes such as assertiveness, confidence, kindness, and ambition daily. Focus on your career trajectory and on being a positive influence on and with others. "Square off" when necessary if someone is being beligerant or deliberately jerkish to you. Otherwise play nice in the STEM sand box, but don't allow others to walk on you.

• [3] Build Bridges Across The Maternal Wall - Becoming a mother doesn't guarantee you a sideline seat unless that's what you want. Evaluate your circumstances and make the best choices for you, for your child(ren), and for your family. If the company where you work doesn't support you having or raising valuable human beings, then find a new company! Better yet, build a new one.

• [4] Get On The Right Side of The Tug of War Rope - Working with women (or men) can be frought with challenges if there are feelings of insecurity in the mix. When it comes to gender strength, team up with professional women to build strong "pink links" and expand your network based on your strategic plan. Don't have a strategic plan? Build one. Know your game and play it well. Let others play their own game.

• [5] Don't Tolerate Sexual Harrassment - Period. End of story. Document, report, and move on if the issues aren't resolved right away in any environment where you find yourself. It may be a financial or professional inconvenience, but what price can you put on your self-worth or on your physical well-being? Remember your career will be over some day, but you will still be you.

Alrighty then - it's time to move forward. Lace 'em up and get ready for the climb! It won't be easy, but then nothing worthwhile ever is.

I appreciate you taking the time to read my article. If you would like to read more, just click on this link. Leave your relevant comments in the section below and let's keep the dialog going.

Do You Measure Up?

...depends on whose measurements you're using...

Some of the greatest "ah-hahs" that I get these days come from conversations with my daughter. I'm grateful that I take the time to engage and listen. She makes me a better person with each passing day.

This week she had questions about the perceptions that people have of each other and how those perceptions develop. I explained that views of ourselves and of others develop through family teachings, cultural norms, stereotypes, education, peer associations, and experience. I emphasized that it's important for her to keep her mind open so she can see things for who or what they are rather than for who or what she thinks they ought to be. There's no need to measure or judge - only to wait.

She said my explanation was too complicated so I tried another...

-----------------------------------------------------------------------------------------

When someone shows you who they are believe them - the first time

Dr. Maya Angelou

-----------------------------------------------------------------------------------------

She got it...

Continuing with the lesson du jour, I went on to explain that the way we define and measure ourselves internally is far more important than any thoughts or views that come from outside of us. She piped up right away with "What about my grades?" Smart kid.

I said "Grades are very important, but they are the minimum. Continue to make excellent grades but don't stop there. You have to decide how you will use what you've learned to create something in the world. Don't wait for someone else to define for you what that something should be. You decide."

I let that thought hang in the air as she got out of the car to go into school. I received similar guidance from my dad as I was growing up.

When I picked her up I could tell that she had already begun to make a shift in her thinking about herself. She was very excited and talked about several projects that she intends to take on that aren't related to her school studies. Why? Because she decided to...

How Do You Measure Success?

I believe that the most powerful voice we will ever hear is our own. That's not to say that we're always right about everything, but it is to say that our perspective of how successful we are is the one that matters most.

I'm grateful for a dad who instilled in us that we were "special"... I can hear sighs and see eyes rolling as reflections about kids getting trophies just for showing up come to mind. That's not what I'm talking about. I'm referring to the type of "special" reinforcement that prevents other people's thoughts (O.P.T.) from taking over our own.

With this type of "special" reinforcement in place, fitting in becomes the low bar and self-determination becomes the high bar. Why fit in when we're made to stand out with unique and countless dreams, talents, skills, faults, goals, and pathways? We're all special and we should be proud of our nuances in a "special" kind of way.

How do I measure success? From the inside out. I decide.

-----------------------------------------------------------------------------------------

I demand more of myself than anyone else could ever expect

Julius Irving

-----------------------------------------------------------------------------------------

External validation is part of the feedback loop that allows for the integration of lessons, observations, comparisons, and realignments where necessary. I too must keep my mind open...

Success means different things to different people based on family teachings, cultural norms, stereotypes, education, peer associations, and experience. It ultimately depends on our own measurement criteria.

How do you measure success?

Drop in, like, share, and add your comments and insights below.

-------------------------------------------------------------------------------------------------------------------

If you like this article, check out some of these:

• Act Like A Lady, Think...
• Act Like A Lady? Who's Acting!
• Mommy, Do Entrepreneurs Have To Go To Work?
• Corporate Beauty Contest? Now That's Just Taking It Too Far!
• What's THAT Got To Do With Me?!
• Beautiful Leaders, Beautiful Liars
• Dis-Comfort Zone Exit Strategy - Let Go!
• These Heels Were Made For Climbin'
• and more...

-------------------------------------------------------------------------------------------------------------------

These Heels Were Made For Climbin'

...and that's just what they'll do...

If you're like me you're hearing a familiar tune in your head These Boots Were Made for Walkin' by Nancy Sinatra. Oh forget it - I'm not that old! I just remember that catchy tune.

Maybe you have no idea about the song, but I'll bet you do have an idea of what it feels like to climb your career ladder while balancing precariously on thin things - thin ice, high heels, glass ceilings. Those experiences similar to your favorite shoes are likely familiar and well-worn, but it takes skill to climb in snazzy heels - or boots - or flats. The climb takes skill...

-----------------------------------------------------------------------------------------------

-----------------------------------------------------------------------------------------------

I was asked and graciously accepted an invitation to the 6th Annual Texas Diversity Council's Women in Leadership Symposium hosted by TCU's Neely School of Business on Friday, September 19, 2014. The line-up of panelists was (wow!) impressive and awe inspiring.

Each leader relayed tremendous insights that resonated with me and a sold out crowd. They talked about competence, stamina, proving grounds, your personal "Board of Directors", mistakes they've made, being underestimated, networking, and much more. Overwhelmingly they've earned their seats at the table - any table.

Here are a few (very few) insights that I captured during the symposium.

-----------------------------------------------------------------------------------------------

►►►A Woman's Secret to Success: Developing and Balancing Self-Confidence

What got you here won't get you there. Be humble and open. Know what you don't know.

Be willing to take risks. Don't hesitate!

Before it's your favorite place, it's somewhere you've never been.

Captain Kathi Durst - Chief Pilot-DFW, American Airlines

-----------------------------------------------------------------------------------------------

►►►Gendered Leadership: How Talented Women Thrive

Make competence your priority. Make it about contribution not about gender. You must be really good at what you do.

Bloom where you're planted. Don't limit yourself!

Remember that you are women, you don't need to be men

Lisa Firmin - MHRM, Colonel, USAF, Retired, Associate Provost for Diversity and Recruitment for The University of Texas at San Antonio

-----------------------------------------------------------------------------------------------

►►►Great Leadership: Creating Change For The Better

Be the game-changer. Go forth with winning in mind. Remember layers of change. Don't short cut process.

Continuously communicate in different voices. Be concise. Check-in frequently. Celebrate along the way.

It's your world, change it!

Cynthia Odom - Chief Financial and Administration Officer, Girl Scouts of Texas Oklahoma Plains

-----------------------------------------------------------------------------------------------

►►►The New Workplace: Leading Successfully Across Generations

Understand the culture that you're working in

Listen - a lot...

Build your own "Board of Directors" of trusted people. Choose people who won't give you a free pass.

Sharon M. Leite - Executive Vice President-Sales and Customer Experience, Pier I Imports

-----------------------------------------------------------------------------------------------

►►►Leadership Beyond Survivor: Using The Power of Alliances

Dress the part, play the part, be the part.

Always take feedback in, say "Thank You". Vent later.

Lisa Keglowitz - Vice President, Store Operations and Strategic Initiatives, GameStop, Inc.

-----------------------------------------------------------------------------------------------

►►►Purposeful Life: Living and Following Your Dreams

Transitioning to higher role may be uncomfortable - and lonely.

Embrace diversity (all things different).

Your life depends on relationships.

Greer Christian - Vice President, Community Development Officer, Wells Fargo

-----------------------------------------------------------------------------------------------

As each leader presented topics on Women of Vision: Leading Transformation in the Workplace, I couldn't help but wonder who would fill their shoes as they move on from their powerful positions.

Just as quickly I reminded myself that there are millions of new pathways to build and countless new contributions to make. The insights provided above help to clear away some of the underbrush along new pathways and allows new climbing skills to emerge.

What new pathways will you build and what new shoes will you fill?

Add your comments and insights below.

-------------------------------------------------------------------------------------------------------------------

If you like this article, check out some of these:

• Act Like A Lady, Think...
• Act Like A Lady? Who's Acting!
• Mommy, Do Entrepreneurs Have To Go To Work?
• Corporate Beauty Contest? Now That's Just Taking It Too Far!
• What's THAT Got To Do With Me?!
• Beautiful Leaders, Beautiful Liars
• Dis-Comfort Zone Exit Strategy - Let Go!
• and more...

Corporate Beauty Contest? Now That's Just Taking It Too Far!

Sometimes when you see something that stuns you a bit you try to shake it off...

That's how I felt when I read an article about a corporate beauty contest at Duke University. That's right - a beauty contest!

This funny lady shaking her finger at the business world adds some comic relief to this disturbing and intriguing topic (for me at least). It's like a train wreck - can't look away.

At first it was the headline that caught my eye. Then I quick-skimmed the details. I couldn't believe what I was reading. A lot of choice words came to mind so I put the article down and went on to something else for a few days. Of course I had to explore it further.

Not only are professionals already competing for leadership slots based on an array of known challenges, now they're unknowingly competing in beauty contests too?

Now that's just taking it too far!

Let's be real. Everyone knows that the way a person presents herself or himself makes an impression. What we may not be aware of is how much an impression may cost us. Also, if we are in positions of leadership and decision-making, we may not be aware of how our appearance-based decisions impact the earnings of others.

Duke University researchers set out to discover whether "looking the part" made a difference at the executive level in terms of pay and perks. Their findings?

----------------------------------------------------------------------------------------------------

...one standard deviation increase in the competence facial trait is associated with an 11% to 14% increase in total compensation

...The economic magnitude of this effect is large; in 2012 the average CEO pay in S&P 500 firms is $12.25 million and 14% represents $1.72 million...

National Bureau of Economic Research (NBER)

----------------------------------------------------------------------------------------------------

Say What?

Duke's Finance Professors structured a 3-part study whereby photos with similar facial features, hairstyles, and clothing were evaluated for CEOs and non-CEOs in large and small companies. The test scenarios requested feedback from 2000 participants on the beauty (attractiveness), competence, trustworthiness, and likability of CEO faces. Also, facial features were assigned numerical scores to assess the impact on compensation and company performance. Guess What?

----------------------------------------------------------------------------------------------------

...CEOs who appear competent earn more money than less competent-looking CEOs, even though appearance is not associated with measurable differences in company profitability

National Bureau of Economic Research (NBER)

----------------------------------------------------------------------------------------------------

If "looks" don't impact company profitability, then why are CEOs being judged on whether they "look" competent? Duke's professors were astonished by the results and so am I. There are studies, findings, and correlations which suggest that winners of political races can be determined by looks alone, but corporate leaders too?

Ladies we can sit this one out but not for long.

----------------------------------------------------------------------------------------------------

Women are 60% of college students and 40% of MBA students; research predicts 30% women CEOs by 2040

Brighton School of Business and Management

----------------------------------------------------------------------------------------------------

Duke's study results are about male CEOs. Women CEOs were removed from the final analysis because there were too few making them identifiable thus introducing additional factors into the results. That's a different challenge altogether.

What's This About A "Beauty Premium"?

Think this applies only to CEOs and corporate executives? Think again. There's an economic theory called pulchronomics (the study of the economics of physical attractiveness) which suggests that a "beauty premium" is attached to workers' earnings as well. The findings? Attractive workers earn more than workers with below average looks.

----------------------------------------------------------------------------------------------------

...below-average-looking men earn 17% less than those considered good-looking, while below-average-looking females earn 12% less than their attractive counterparts...

[over a career span] good-looking workers earn a total of $230,000 more than those with below-average looks

Beauty Pays: Why Attractive People Are More Successful (Daniel S. Hamermesh)

----------------------------------------------------------------------------------------------------

Harvard, Yale, UT Austin, and many others have also studied the phenomenon. None of the results make it right to judge someone based on appearance, but they do confirm and quantify what we already know. We're being judged and it's costing us big time.

I believe that beauty may get someone in the door, but it's talent, knowledge, skills, and attributes that will keep them there - or the lack of it will get them gone!

Now that we know, now what?

Shake It Off

If you haven't heard Taylor Swift's new song maybe now is a good time to hear it. I'm not a fan of parts of her new video, but I love the song (thanks to my daughter). "Shake It Off" is a great anthem that carries a ton of energy to help one to stay focused while eliminating noise.

Know Your Destination

Continue on your journey armed with facts and greater awareness. If you're like me, the shock is wearing off. Know where you want to go and go there with all due haste, but stop and smell the roses along the way.

Leverage Your Support Team

If you don't have a coach or mentor or support network, get one. Going it alone can be challenging and it's unnecessary. Even the greatest people in business, sports, medicine, politics, you name it - have a support team.

Execute Your Plan

There are no guarantees except that hard work makes it so. Roll up your sleeves, work hard, make adjustments along the way, and continue doing what you love and want to do. If you're not doing that yet, then develop a plan to get there.

Remember...

----------------------------------------------------------------------------------------------------

Let each NO, CAN'T, SHOULDN'T be like drops of water to a thirsty plant. Be REVIVED by them!

10,000 Failures Quick Reference

----------------------------------------------------------------------------------------------------

Bottom line - looks can be deceiving so don't judge a person by their appearance alone.

Deep breath... What do you think of the "beauty premium"? In anticipation of charged responses I'll say please be kind when you post comments ;-)

10,000 Failures and Other Magnificent Lessons

What do you do when you want something so bad that you can taste it?...

I'll bet your mouth waters at the thought of having juicy ripe cherries even though you know they have pits - depending on whether you like cherries in the first place. That's how it usually works, right? Practically everything that we want comes with pits as part of the package.

Whether it's that shiny new job (time clock) or that shiny new car (payments) or that bustling new city (traffic) or that beautiful new baby (sleepless nights) or that great big house (mortgage) or... The list goes on and on.

If we're lucky then we learn very early that life is a series of challenges - (1) either we're coming out of a challenge, (2) in the middle of a challenge, or (3) preparing to go into a challenge. This may seem like a bleak view of things, but it's quite the opposite.

If we're even luckier then we also learn that challenges arrive to help us build the strength that's necessary for our journey. Challenges make us dig deep down inside to find the promise that we were born with. Either we unlock that promise and grow or we allow challenges to us beat down.



I often think of people that I admire and what they've taught me. I try to model their examples to make myself better and to make a greater contribution. This summer I had quite an adventure all over the U.S. visiting places where many timeless leaders have been cast in stone. From the Lincoln Memorial to the King Memorial and all the way to the Statue of Liberty, I revisited the past and opened myself up to even greater possibilities for the future.



From museum to museum and book store to book store, I picked up bits and pieces of classic parchment as reminders of how far we've come and how far we have yet to go. I was awe struck by how many people there were who etched their blood, sweat, and signatures on my future and how many times things didn't work out as they had planned. Yet they just kept going. When one door closed, they didn't just open another door. They built altogether new structures!

That's because they knew something... They knew that there is no such thing as failure as long as one learns from their experiences. Even the act of refusing to learn is a lesson. Thus there is no such thing as failure. There are only challenges to be learned from.

-----------------------------------------------------------------------------

I have not failed. I've just found 10,000 ways that won't work.

Thomas A. Edison

-----------------------------------------------------------------------------

Voila! After 10,000 tries there was light.

The number 10,000 comes up often when talking about success or failure. Malcolm Gladwell reviews it in his book Outliers. Scientists have done metadata studies to dispute how Gladwell talks about it. Gladwell says that folks are oversimplifying when they talk about it. What all of them do agree on is that deliberate practice makes you better. Not perfect - just better. You've got to go deeper to go from Good To Great.

How do you get from good to great?

Listen to Jennifer Bricker's amazing story.

When someone tells you NO or you CAN'T or you SHOULDN'T - be grateful for it because they're helping you to build your muscles for whatever's next. Let each NO, CAN'T, SHOULDN'T be like a drop of water on a thirsty plant and let it REVIVE you.



What is failure? It's your choice. Choose well.

I'm looking forward to hearing from you on this topic. Join the conversation by adding your comments below.