When to say NO to stay on track


'She is so busy because she has so many responsibilities,' I heard someone say about his boss the other day.


If she was important, she would put her well-being first.

She would spend more time with her family and friends instead of at #work.

Having time is the token of importance, not being busy.

Not to be absent from some teams because of another, or an executive meeting, or board meeting, or most meetings.

Being busy has nothing to do with making a difference and being productive.

That's a myth we keep telling ourselves and everybody else to justify our misery and unproductiveness and absence - at work and at home.

Being busy creates the illusion of being important. Makes us feel we are doing all this for a reason higher than ourselves.

That's, of course, a lie we are telling ourselves to stay sane - at least for a while.

That's why we say 'yes' to projects, opportunities, and requests that do not move us forward.

It's a lack of clarity about what matters most and what...

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How to get buy-in without push back


If you want more buy-in and less pushback from your teams, then here's the ONE thing, the ONE secret, that you need to know and implement, to be more effective in your communication with your team.

Co-creat with them.

When people co-create with you, they have skin in the game, they will support your idea, plan, or new program. They will put their energy, creativity, and efforts into it, especially when the going gets rough.

If you want to change anything, you've got to stop telling people your vision. You need to make them part of it.

Enable them and empower them to co-create with you. The more they co-create, the more they own it with you.

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How to Build Trust


Building trust is a skill, not a character trait. Trust can be measured. Because of that, it can be deliberately strengthened and improved upon.

the term ‘to trust’ means ‘to believe something is true.’

We don’t trust others because of four concrete reasons:

  1. We don’t believe they have the skills or knowledge to get the job done.
  2. We don’t trust that they are experienced enough to do the job well.
  3. We don’t trust people because they are different from us, do things differently than we would do.
  4. We don’t trust that people deliver consistently.

If one or more of these criteria are not being met, we just don't believe it to be true that the person in question will do the proper job for us. We just don't trust them.

Our job is to review where the trust progression is broken - and then fix it.

From now on out, let's do good things by developing and building trust.

Stop labeling people as being 'not trustworthy.'

Take judgment...

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The secret to lasting change after the pandemic


Last weekend, we celebrated more than just Independence Day. We came back alive.

Are you prepared?

The time for coping and learning has officially ended and we are now in a growth period of unique opportunities.

It was so great last weekend to see the amazing bands of Austin, the artisan stands, the kids’ rides, local breweries, and food choices.

How are you preparing to be ready for the biggest comeback story since the Spanish Flu of 1918?

I shot this quick video training on The Secret to Lasting Change.

Yes, it will be the Roaring 20s all over again.

But, we have got to work at it.

Let’s remember that for many, the Roaring 20s were more like Grapes of Wrath.

Sometimes change is easy, like coming out to celebrate after a long lockdown.

Most of the time, it requires work.

It’s not that people do not want to or cannot change.

It’s just that our nerves do not play game. Literally.

Have you ever wanted to go on a diet, but then decided to do it next week after...

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How to turn complaints into constructive conversations


Understand that complaints are really just questions not asked or requests not made - and the entire dynamic will change with just one single question.

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How to have crucial conversations and feel better at the end


Ask any woman in the world what upsets them most in an argument at work or at home.

It is rarely the outcome of a conversation.

Most likely, what bothers them more is that they were not listened to, seen, heard, or respected.

That is also true for direct reports, #lients, team members, peers. and kids.

The issue so often is not winning at all costs but how the decision was made.

And I will add that how both parties feel at the end matters.

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How men can connect better with their female colleagues and peers


Interesting fact: Only women showed up for my workshop on how men can connect better with their female colleagues and peers.

This is a reflection of the challenge that women experience at work every day:

  • Not embedded as much in corporate networks as men.
  • Not receiving as much constructive feedback as men do.
  • Not having access to the same information as man do.
  • Do get judged harsher and penalized harder for mistakes than men.

Neither men nor women tend to do well in such an environment. It makes it so much harder to:

  • negotiate well
  • speak with confidence
  • share ideas openly

Science does not support that women have different communication styles than men. Men respond to unsupportive environments exactly how women do.

The real issue is that women are disproportionally put in environments, created by men, in which thriving is hard.

Men have a moral and ethical responsibility to create safe spaces and an inclusive work environment for and in teamwork with women.

When I asked men who...

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The Working Woman’s Guide to Beneficial Bragging

Are you ready for closing the stubborn gap between men's and women's advancement at work?

How would it be if women had new ways of getting a promotion, earn more money, and take that seat at the table?

What would happen if you acknowledged that your strategies for career advancement may have served you once, but are no longer working?

Women tend to rely on the following ideas about their value and accomplishments:

  1. People will (or should) automatically recognize great work and reward them for it – either with a promotion or increased pay.
  2. People will remember what they did and how they contributed.
  3. Bragging is unpleasant and abrasive behavior. It’s a turn-off professionally and personally, so it should be avoided.

In reality, the issue is not that most people are ignorant of our accomplishments. They simply forget. We even tend to forget many of our own accomplishments as we deliver them day after day. A fact that comes clear to mind before and during performance...

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How to find your WHY in 10 minutes


If I’ve learned anything from working with some of the highest performers in the world, including billionaires, millionnaire business owners, CEO, and my very own, then it is that they all have a sense of absolutely necessary to excel. In other words, we must know our WHY.

When the going gets rough, and rough it will inevitably get, we need a strong reason to pull through.

It does not have to be a change-the-world WHY. One of my clients wants to give his parents a comfortable retirement. Another one wants to get her children through college so that they stand a fighting chance in life.

To speak with Brendon Burchard: "You must get more emotionally committed to what you are doing, and reach that point where success (or whatever outcome you’re after) is not just an occasional preference but a soul-deep necessity."

Here is a short exercise that I learned from Dean Graziosi. I hope you will find it as beneficial and powerful as many of my clients have.

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How to beat Zoom fatigue


Zoom fatigue is a myth. There are only bad content and boring meetings AND presentations that tire people out. How do I know that? Workplace dating has actually increased during the pandemic and it happens in Zoom. So, let's make sure we keep our Zoom meetings as vibrant and engaging for more engagement - sans the dating.

PS. I help senior executives who struggle with transforming their teams lead change with clarity, courage, and connection.

Whenever you are ready, every Tuesday I teach a class on High Performance habits. You can join them here: https://www.teamlawless.com/leadership-clarity-workshop

And if you ever want to get some 1:1 help, we can jump on a Zoom call, and brainstorm, how we can raise you to the next level of clarity, courage, and connection to transform yourself and your team: https://andrew-lawless.mykajabi.com/coaching-application-form

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