Daniel Pennington

Feeling anxious? It often feels like that annoying voice in our head, always whispering the worst possible "what ifs" when all we want to do is just get through the day.

It's not about what's happening now; it's about what might happen. Think of anxiety as a super-protective, but sometimes not-so-nice, friend trying to help.

But what if anxiety isn't a bug, but a feature we just don't get?

Turns out, anxiety might not be the enemy. Instead, it's more like a heads-up. It's telling us there's a gap between where we are and where we want to be.

When we start seeing it not as a threat, but as a kind of preparation, we can actually find our footing.

Here are a few quick ways to flip the script:

Anxiety = Excitement? That racing heart or shaky hands? Instead of "OMG, I'm freaking out," try "Okay, I'm getting pumped up!"

Studies actually show that thinking of it as readiness, not danger, can seriously boost our performance.

Make a Plan. Uncertainty is anxiety's best friend. A little structure? That's its kryptonite. Having a plan can seriously calm things down.

Ditch Perfectionism. If we're constantly striving for flawless, know this: excellence, not perfection, is where the real satisfaction is. Trying to be perfect just leads to burnout. Strive with care and self-compassion, and we'll grow way more.

Connect with Others. Even just chilling with someone who loves us can calm our whole system down. We're not meant to go through this stuff alone.

So yeah, anxiety isn't fun. But it's also not a sign we're failing. It just means we care, that something really matters to us. And with a little kindness, curiosity, and support, that loud, ahead-of-you voice can become a quieter companion, walking with us instead of leading the charge.

We're doing better than you think!

We all know the damage one bad boss can have on an organization, right? The number one reason people quit is a bad boss. That costs money and disrupts the entire organization. But...what about a really great boss? What difference can a wonderful boss have?

I'm excited to be working with University of Buffalo Center for Entrepreneurial Leadership in just a few days.

Imagine if we took 50% of our recruiting budget and allocated a significant portion to re-recruiting your existing employees. How would that work?
😀Increase reward and recognition (Nectar)
😀Offer extended Learning and Development opportunities (MakeIt)
😀Create more flexible schedules (Stagwell)
😀Increase compensation (Investment News)

As the effects of the Great Resignation linger and economic uncertainty grows, we should focus on retaining our employees in 2024.

One way to do this is by "re-recruiting" our existing employees.

One survey showed that two-thirds of employees would stay longer if internal job mobility were easier, and 76% would remain if they had better learning and development opportunities.

Without chances for growth, many employees—68% of decision-makers—would leave.

Alarmingly, 55% of all employees believe switching employers is the best way to develop new skills.

How do we re-recruit our existing employees? Give them opportunities for learning and development.

Years ago my team was in charge of creating commercials. We had fun, but one day my boss demanded to see me in her office.

She berated me for laughing loud enough for other departments to hear it. "It's unprofessional," she screamed, "It doesn't sound like you are taking your work seriously."

Our work was creative and sometimes that's not serious at all. And during the years I led the team we never lost a single team member.

What do people want from their jobs? Well, a paycheck of course, but that is mostly settled in the hiring process.

Once that is set, what makes a job a good job?
3,000 people were surveyed.

Their number one wish? Career development and learning opportunities.

In report after report we see our employees begging for development.