Here is the S.M.A.R.T goals definition breakdown:
Specific – Clearly defined and focused.
Measurable – Quantifiable criteria to track progress.
Achievable – Realistic and within current capabilities.
Relevant – Aligns with broader goals and is meaningful.
Time-bound – Specific timeframe for completion.
How to improve your workplace’s DEI for mental health?
1. Focus on culture
Encourage employees to be their authentic selves, eliminating the need for code-switching.
2. Educate your employees
Implement mental health training to help leaders and managers identify issues and support employees in seeking help.
3. Provide opportunities
Offer flexible workspaces and time off to prevent burnout and stress-related illnesses.
4. Eliminate negative factors
Address and eliminate micro-aggressions, unconscious bias, social exclusion, discrimination, harassment, and physical violence.
5. Diversify your mental health care
Assess the diversity of your mental health professionals. For example, what percentage of mental health professionals are white in Denmark? What percentage are women? What percentage are LGBTQ+?
6. Talk to your employees
Use anonymous engagement surveys to gather honest feedback from employees.
7. Implement wellness programs
Introduce programs such as meditation, gratitude training, and physical exercise to reduce anxiety and depression.
I think by ensuring that the team driving these efforts is diverse, you can better navigate the fine line between authenticity and discrimination and avoid perpetuating existing inequalities.
When I was a child, I used to play a lot of Scrabble, so I realised that both “listen” and “silent” have the same letters. As an adult, I understand that to be a good listener we need to first learn how to be silent. Often in conversations, we listen to respond rather than to understand. When we do this, we shut off our brains because we are focused on what we will say next. Instead, I think we should listen to learn and understand. When listening to someone, your next sentence should be a question that shows you are trying to understand. This approach will help you provide better guidance and advice as a mentor and leader.
Your mindset is a set of beliefs that shape how you make sense of the world and yourself. I think your skills can open doors, but your mindset determines how far you go. According to Stanford University, 80% of people believe that mindset contributes more to success than innate talent. A strong mindset enables you to:
Set bigger dreams
Be grateful every day
Recover faster from setbacks
It's not the smartest people who win, but those who dream big and never give up.
““Great minds discuss ideas; Average minds discuss events; Small minds discuss people.””
I fully understand that choosing me over an established market leader is risky. The fear of making a poor decision, looking bad in front of your boss, and facing repercussions because of your choice are all significant factors in the business-to-business decision-making process. This is why market leaders hold such an advantage: they represent the safe option. You can confidently tell your boss that you considered all alternatives but chose "X" because of their reputable background with prominent companies.
I think challenging this established procedure necessitates a thoughtful approach. While established market leaders are often seen as the safe choice due to their proven track record, this perception can stifle innovation and limit opportunities for new, potentially superior solutions. By daring to choose a less conventional option, you not only demonstrate confidence in your decision-making abilities but also open the door to unique advantages that the market leader may not provide. Embracing this challenge can lead to significant benefits and differentiation in a competitive landscape.
How to develop a framework for high-achievement?
To develop a framework for high achievement you have to start by learning from your mistakes, using each one as a stepping stone for improvement. I think the cure for worry is continuous, persistent action toward your goals, as by clearly defining your targets you will create focused and effective plans that you can work on a daily basis. Prioritise the most critical tasks to ensure your efforts yield the best results, maintain your focus and concentrate on these important actions. Finally, decide in advance that no matter what obstacles arise, you will never give up, persisting until you succeed.
““Everyone is jealous of what you’ve got, no one is jealous of how you got it.””
A few weeks ago, I was reminded of how rewarding journaling can be for setting you up for each and every day. A journal is different from a diary as it’s a tool for recording and logging your personal growth. While you shouldn’t suppress your thoughts, I think should be positive. It’s important when faced with challenges, focus on what you learned or what went right, rather than dwelling on the negative.
There are no barriers to journaling, take 5 minutes every day to write down in your journal:
1. What am I grateful for today?
2. What is my most important task for today?
3. What noteworthy event happened yesterday?
4. How am I feeling today?
5. What is working well right now?
6. What could be improved?
I have developed the habit of dealing with each problem in complete confidence that it contains a valuable lesson that can help me be more successful in the future. Now consider the biggest problem in your life today - the one which is causing you the most worry, concern, or frustration. Imagine that this problem has been sent to you as a gift, intended to teach you a valuable lesson that will lead to greater happiness and success. If you look for the gift or lesson within the problem, you will always find it.
““Difficulties come to obstruct, not to destruct.””
c/o Dun & Bradstreet
The purpose of a discovery meeting is two-fold:
Understanding the gaps in the client's business.
Determining why they have chosen to talk to us, specifically identifying the gap between their current state and where they need to be, because if there is no gap, there is no sale.
I think effective questioning and listening will help the buyer form an early vision of two things:
The need for change.
That we are the right people to help them make that change effectively.
I think senior leaders should focus on concrete career paths, including mentorship and sponsorship programs and functional capability training, as they can significantly enhance the development and retention of employees. And by creating a strong framework that supports employee growth this will enhance organisational performance and build a strong leadership pipeline for the future.
““Tell me and I forget.
Teach me and I remember.
Involve me and I learn.””
In today’s world, business outcomes are influenced by factors such as new technologies, increasing geopolitical uncertainty, value-chain disruptions, energy transition, and climate change. Gender norms also play a significant role in shaping societal roles. In Denmark, it is expected that both men and women contribute to household income, share parental leave equally, and view a model where both parents work in equal proportions as most desirable. I think that promoting an inclusive workplace culture relies on awareness-raising, training, positive reinforcement, and accountability. What do you think?
I think that the two most powerful tools that we possess as humans to combat discrimination, bias, and prejudice are the capacity for deep communication and empathy. While no two persons are the same, and we will never know what it is like to live their lives, we can get closer through empathy. Empathy allows us to walk in another person's shoes, empowering us to see beyond our own biases and adopt different perspectives. This is an important attribute for marketers, as market segments may interpret data differently than we do. It is important to be conscious and sensitive to intersections and foster diversity and inclusion with the choices we make and for the consumer.
““You have to wear the shoes to know where it hurts.””
I think an act of curiosity is an act of vulnerability, and true empowerment means stepping away from power and the spotlight to let others realise their potential, rather than solving the problem for them. Share your story, preserve its integrity, and control its narrative.
““The harm is in the unwanted help or helping them when they need to figure things out for themselves. Help is the sunny side of control.””
What are the distinctions between a role-model, mentor, coach and sponsor?
- A role model is someone you look up to and aspire emulate, even though you may never have met them in person.
- A mentor is your guide by your side who supports your career development, offering advice on potential paths and obstacles. Mentors are typically volunteers and commit to your growth over time.
- A coach is short-term advisor who helps you to develop specific skills, for example, I have some executive coaching clients who come to me when they need guidance with executive presence or imposter syndrome. Coaches are usually paid professionals focused on targeted improvements for their clients (coachees)
- A sponsor is someone who mentions your name in the rooms that you may not be in, for example, they could be recommending you for choice assignments, projects, jobs, or awards. Sponsors leverage their reputation to support your advancement.
I hope this clarifies any confusion you may have about the difference between role models, mentors, coaches and sponsors.
Society often judges men by the wrong value systems, for example, men are often valued solely for their financial contributions to the home. If a man does not provide financial support, he is seen as having no value. I think men offer much more than just financial support, as we provide guidance, instruction, and discipline for children, which are sorely needed in our homes. Men also offer gratification, fulfillment, protection, and many other important values. These contributions are often missing in our children's lives today, leading to many children being out of control in the streets, disrespectful, and having no regard for others. Many of us are scared of these children because we lack the means to connect with them and gain control. If we can raise better children, we will have a better society.
Can you stay curious a little bit longer?
Curiosity is perhaps the most important strength we have as human beings. How can we ensure that we stay curious, empowering our leaders, our colleagues, our employees, and our employers? I think it’s important not to rush to advice giving or action - take things a little more slowly. Try asking the question, "And what else?" as it’s a way to encourage deeper thinking and exploration, allowing for a more thoughtful discussion.
““Why are we obsessed with energy when we should be obsessed with the brain”.”
Many people in Denmark celebrated Sankt Hans (mid-summer) yesterday. The evening is celebrated with bonfires, communal singing and speeches at both public and private events.
In the UK, we call it the summer solstice as it’s the point of the year in the northern hemisphere when the sun is at its furthest point from the equator, making it the longest day of the year. This is always the time when I reflect on the first half of the year, reflecting on whether I am on track with my mission.
”My mission is to accelerate goal achievement for individuals and teams by providing highly effective learning tools and experiences. I measure success by the positive impact on users' personal and professional lives.”
Disclaimer: I am not a medical professional, so please take the following statement as an opinion rather than professional advice.
Stress is a natural response meant to protect you, not harm you. It becomes destructive only when you ignore or mismanage it. Embrace your anxiety as a cue to make necessary changes in your life. Learn mindfulness, practice self-care, and adopt a healthier lifestyle.
“No amount of anxiety will change your future and no amount of regret can change your past. The key is acceptance.”
The workplace is now more age-diverse than ever, with five generations - Boomers, Generation X, Millennials, Generation Z, and Alpha - working side by side. This age diversity among employees can be both a blessing and a challenge. Young people entering the workplace bring a different mindset and language, and they openly discuss their needs. In Denmark, 50% of Generation Z identify as neurodivergent, necessitating structural changes in society, including how educational institutions are run and how people work. And I think that leadership development training should focus more on emotional intelligence rather than just technical skills.
How can we broaden our trust to include people who are different from ourselves?
I have been asked this question so many times. In homogeneous environments, it's easier to trust people because they behave, think, and learn like us. I think that expanding our trust means embracing those who do things differently. This isn't about insisting that our way is correct, but recognising that there are various ways, including those different from neurotypical methods. These diverse approaches can lead to outcomes better than we ever imagined, and there is loads of data out there to back this up.
