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How to Transform Overwhelm Into a Power?

We all have better and worse moments in our lives. Especially when something is changing (and let’s be honest – this world we live in right now is connected with many elements that transform all the time), we tend to feel overwhelmed. Do you know the feeling when everything is fine until there isn’t, and when everything seems to go down at the same time? One thing leads to another, and we experience a series of events we would pretty much prefer to avoid.

Inflation. Restructuring in the company and a job cut. A breakup. Health problems. Sick kids. Shortage of money. Death. Mental issues.

You name it. A lot of things can influence our state of being in control of our lives. And in those moments, we often freeze, wait for the better times and hope for the best. But hope is not a strategy. We need something else to transform overwhelm into a power that can keep us moving, succeeding, achieving our goals. Despite all the thigs that are happening, it’s our choice what we do with the time we have. So what to do with it to create a power, not a burden?

Transform your mindset

Did you ever made a great decision when you were overwhelmed? Are you the best version of yourself when you are tired or frustrated? Do you thrive when you freeze in difficult times waiting for the better ones to come? Are you the best partner, friend or parent when you feel you don’t have control over what’s happening in your life, or you snap easily?

I know I am not the best version of myself while feeling all of those. I don’t make good decisions, or I procrastinate things. I snap on other people, and I’m mean to them. That’s why I really take care of not letting this state of mind happen to me very often – I see how much damage it does to my life.

To be better in every aspect of your life you want, you need to transform your mindset.

From whining to doing.

From looking for excuses to making decisions.

From seeing only obstacles to seeing opportunities.

From being scared to being courageous.

From waiting for others to change to changing yourself.

From hope to action.

If you have a mindset that says: “now the times are hard, let’s wait until it’s better”, you sit on your hands and hope for the best. But as mentioned before: hope is not a strategy. It is a believe that something will magically change for us. And guess what? It won’t. Only we can do the work, make good decisions about what we do with our time, with whom we spend it and in what we invest.

Transform your mindset means making a conscious choice of how we see the world that is around us and how we shape it. Are we victims of what’s happening or are we owners of it? Do you want to be a master or a victim?

Use good old “7 WHY” tool

Easier said than done, right? That’s where the tools come to support us and make a structure around how we think and what we do as a consequence of those thoughts.

The 7 Why method is based on a 5 Why framework, invented and implemented in Toyota in the 1930s, popularized in 1970s. Back then it became one of the most efficient ways to understand what’s actually happening on the shop floor, rather than guess what might be happening in the boardroom. To be honest, we all can use it nowadays – maybe even more than ever.

Ask yourself “why” you want to do a certain thing, achieve a certain goal, or get rid of a certain bad habit 7 times to unleash the real truth that is underneath the surface. If you are familiar, you can see the links to the Simon Sinek and his Start With Why idea, which influenced a lot of companies and lives all over the world.

Here is an example of how it can look like.

7 steps might look like a lot, but thanks to that, we can really get to know what is the real root of the situation we face. Do you want to transform your life? Do you want to transform your business, your relationship? Do you want to have more energy, passion, time?

It’s really powerful when you discover what is really happening within you, sometimes on a really deep level. As you can see in the example above, the first need or goal was completely different than the last thing. This person never learned how to set healthy boundaries to not be used by others at work. She really loved her work at the beginning, and she never procrastinated a thing. So the root of her behavior was completely somewhere else, and procrastination was a consequence, not a source.

To transform overwhelm, lack of motivation, procrastination or a fear of change, do 7 Whys and see what is the root of this feeling. Discover what’s really out there, it’ll be so much easier when you know the truth and can actually address that.

Think through OKRs’ lens

Once you have the real thing you want to achieve, overcome or transform the overwhelm into, now is the time to make a little structure around it to make it happen. You are not going to change your life by sitting on your hands and waiting for the better times to come. You need to take action, consistently, everyday to make happen what you want to have in life.

That’s the place where OKRs come to support us on this journey. This is my favorite way to make a real path for my dreams, plans and things I want to achieve.

Let’s use 2 examples of how to transform overwhelm into power and a real change: the one from the 7 Why method, and the second one from my private list.

The last level in our example was: “Because I don’t know how to set them without hurting others”.

Objective: Become a person who sets boundaries without hurting other people.

KR1: participate in a setting boundaries course in Q1 2023.

KR2: make a list of 3-5 situations (or relations) where I need to set better boundaries in March 2023.

KR3: set 3 boundaries in Q2 2023.

Remember that Objective needs to be in a stretch zone, aspirational and important for the person who creates it. 3-5 Key Results will be optimal to measure how close we bring ourselves to achieving our goal.

And here’s my example:

Objective: Become the healthiest possible version of myself.

KR 1: Run a 5km run in less than 30:00:00 in Q1 2023.

KR 2: Have a 57kg weight in Q1 2023.

KR 3: Finish one mindfulness course in November 2022.

Key Results are here because thanks to them you will know that you’ve achieved your goal.

When you have KR, you need to find a way to achieve them – regarding my example can be to prepare a training plan for a 5k run, run 3-4 times a week, eat and sleep well etc. Regarding the first example – we need to find a course, organize the money, maybe encourage a friend to come with us to feel better. The most uncomfortable action will be the moment when we actually set the boundary – we need to get prepared to the conversation, reaction (ours and the other person) and the consequences (potential and real ones).

But also prepare ourselves for the change, feeling great and proud about making those steps to become a better person. OKRs should help you in organizing your energy around things that are important for you. By writing them down and checking them on a regular (i.e. weekly) basis, you make sure that you invest your time, energy and mind in what brings you closer and closer to what you want to do with your live.

The bottom line

Isn’t it the better strategy to transform feeling hopeless, overwhelm into feeling in control? Isn’t it the better feeling, with the better outcome? We all can use more positivity, focus on the things that serve us and getting rid of those that have a bad influence on us.

Focus on things that you have in your scope of control. Use 7 WHYs and OKRs to dig deep and make a structure around yourself. Make better decisions everyday by using what have within your OKRs. You’ll see how making a choice like that is going to change your mindset, your relations and at the end – your whole life.

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As a tech leader, you’re no stranger to challenges—tight deadlines, complex projects, and ever-evolving technology are part of the job. But one of the most delicate challenges you’ll face doesn’t involve code or systems; it involves people. Leading tough conversations with employees is an essential skill that separates good leaders from great ones. Whether it’s addressing underperformance, delivering hard feedback, or navigating team conflicts, these moments can define your leadership. This guide equips you with actionable tools to lead tough conversations effectively, using a structured approach that combines contracting, Communication Intelligence (CQ), including the Process Communication Model (PCM). Let’s dive in.   When Tough Conversations Are Necessary: Scenarios You’ll Encounter   Before we get into the how, let’s identify the when. 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What Are Most Common Beliefs That Hold Tech Leaders Back?

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Breaking the Code: Myths About Mistakes in Tech World

As Tech Leaders, we often find ourselves navigating a world of constant change, high stakes, and the persistent pressure to deliver. In this fast-paced environment, mistakes are inevitable. Yet, despite their inevitability, mistakes often carry an unnecessary stigma, especially in the technology sector. We’ve all been there: a bug in production, a failed sprint, or a product launch that didn’t hit the mark. These moments can feel like personal failures, but they’re also opportunities for growth—if we allow them to be. Unfortunately, many of us are held back by persistent myths about mistakes that do more harm than good. Let’s unpack these myths and explore how tech leaders can reframe their thinking to foster innovation and resilience within their teams.   Myth 1: Mistakes Are a Sign of Incompetence This is perhaps the most damaging myth of all. In a field as complex as technology, mistakes are not just normal—they’re expected. Yet, many Tech Leaders (and their teams) fear that admitting to errors will make them appear unqualified or incapable. Here’s the truth: mistakes are not a reflection of incompetence but rather a natural byproduct of working on resolving complex problems. In fact, some of the most groundbreaking innovations in tech have come from mistakes. Take the accidental creation of Post-it Notes or the discovery of penicillin—while not directly tech-related, these examples remind us that groundbreaking discovery often follows missteps. As a leader, it’s your job to model curiosity. When you own up to your own mistakes and frame them as learning opportunities, you create a culture where your team feels safe to take risks and innovate.   Myth 2: Perfection Is the Goal Let’s face it: perfection in tech doesn’t exist. There will always be bugs in the code, unforeseen edge cases, or unexpected user behaviors. Yet, many leaders fall into the trap of striving for perfection, believing that flawless execution is the ultimate measure of success. And we do know that’s far from the truth. The pursuit of perfection can paralyze teams, leading to analysis paralysis and delayed decision-making. Worse yet, it can stifle creativity and experimentation—two critical drivers of innovation in technology. Instead of chasing perfection, focus on progress. Encourage your team to adopt an iterative mindset: ship, learn, and improve. Agile methodologies are built on this principle for a reason—they prioritize adaptability over rigid adherence to an idealized end state. Remember, your job as a leader isn’t to eliminate mistakes but to create an environment where mistakes lead to better outcomes.   Myth 3: Mistakes Waste Time and Resources    It’s easy to view mistakes as setbacks that cost time and money. But what if we flipped that perspective? What if we saw mistakes as investments in future success? Consider this: every mistake your team makes is a chance to uncover blind spots, refine processes, and build resilience. A bug in production might reveal gaps in your testing strategy. A failed product launch could highlight misalignment between engineering and marketing teams. These insights are invaluable—they help you course-correct and prevent larger issues down the line. Of course, not all mistakes are created equal. As a leader, it’s important to distinguish between reckless errors (caused by carelessness or lack of preparation) and intelligent (or even necessary) ones (made in the pursuit of innovation). Celebrate the latter and use them as teachable moments for your team.   Myth 4: Leaders Should Have All the Answers    As Tech Leaders, we often feel pressure to be the smartest person in the room—the one with all the answers. But this mindset is not only unrealistic; it’s counterproductive. When you position yourself as infallible, you surprisingly discourage your team from speaking up or challenging assumptions. This can lead to groupthink, missed opportunities for improvement or other limiting biases that rob us from achieving extraordinary results. Instead, embrace a mindset of continuous learning. Ask questions, seek input from your team, and admit when you don’t know something. By doing so, you demonstrate humility and foster a culture of collaboration and shared ownership. Remember, leadership isn’t about having all the answers—it’s about empowering your team to find them together.   Myth 5: Mistakes Are Best Swept Under the Rug    In some organizations, there’s an unspoken rule: don’t talk about mistakes. This culture of silence can be incredibly toxic, leading to fear, blame-shifting, and a lack of accountability. As a leader, it’s your responsibility to break this cycle. Encourage open dialogue about mistakes and frame them as opportunities for growth. Conduct retrospective sessions after incidents or project failures to identify root causes and actionable takeaways. Transparency is key here—not just within your team but across your organization. When leaders openly discuss their own missteps and what they’ve learned from them, it normalizes the idea that mistakes are part of the process.   Reframing Mistakes as the Golden Key   So how can we, as Tech Leaders, shift our perspective on mistakes? Here are a few practical strategies: Lead by example: Share your own experiences with failure and what you learned from them during team meetings or one-on-ones. Celebrate learning moments: Recognize team members who take risks and learn from their mistakes—even if the outcome wasn’t what they hoped for. Create psychological safety: Foster an environment where team members feel safe to admit errors without fear of punishment or being laughed at. Encourage reflection: After a mistake occurs, ask your team reflective questions like “What did we learn?” or “How can we do better in the future?” Focus on systems: Instead of blaming individuals for mistakes, look at the systems and processes that contributed to them and identify areas for improvement.   The bottom line   Mistakes are not the enemy—they’re an essential part of growth in the tech world (and beyond). As leaders, our role is not to eliminate mistakes but to create a culture where they’re seen as opportunities for learning and innovation. By reframing these common myths and our approach to failure, we can build teams that are resilient, creative,

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