The 3 Keys to Employee Engagement



By Jaime Faulkner

Employee engagement is more important than ever. When times are tough, you need to make sure your team is fully invested in their work, and fulfilled by that work. Here are your 3 keys to employee engagement.

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About author

Jaime Faulkner
Jaime believes authenticity and storytelling are the keys to successful marketing. As a graduate from the Hugh Downs School of Human Communication, she loves finding and connecting narratives. When she’s not at work, she’s psychoanalyzing contestants on The Bachelor, painting, listening to podcasts, or playing tabletop RPGs.

Happy 90th Birthday Warren Buffet, The Sage of Omaha!

By Michael J Griffin

Warren Buffet celebrated his 90th this week. Who made him a birthday cake? His mentee Bill Gates. Like Bill, we all can learn from the life, wisdom and humility of the world’s 7th  richest person. Below are some of Warren’s words of wisdom, and after, there is a link to a number short videos assembled by Forbes Magazine on Warren’s insight to life and relationships.

“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”

“The only way to get love is to be lovable. It’s very irritating if you have a lot of money. You’d like to think you could write a check: ‘I’ll buy a million dollars’ worth of love.’ But it doesn’t work that way. The more you give love away, the more you get.”

“Should you find yourself in a chronically leaking boat, energy devoted to changing vessels is likely to be a more productive than energy devoted to patching leaks.”

“The most important thing to do if you find yourself in a hole is to stop digging.”

“Cash … is to a business as oxygen is to an individual: never thought about when it is present, the only thing in mind when it is absent.”

“I just sit in my office and read all day. I insist on a lot of time being spent, almost every day, to just sit and think. That is very uncommon in American business.”

“Do not save what is left after spending, but spend what is left after saving.”

“I believe in giving my kids enough so they can do anything, but not so much that they can do nothing.”

“The difference between successful people and really successful people is that really successful people say no to almost everything.”

“It’s better to hang out with people better than you. Pick out associates whose behavior is better than yours and you’ll drift in that direction.”

“Be fearful when others are greedy, and greedy when others are fearful.”

“No matter how great the talent or efforts, some things just take time. You can’t produce a baby in one month by getting nine women pregnant.”

WOW! If we could just practice these pieces of wisdom, how successful we would be! But there is more. Forbes has produced a series of short videos of Warren’s wisdom. Click on the link below to listen and learn from the Sage of Omaha.

Have a great week living the wisdom of Warren Buffet. Be safe. Be healthy. Be wise. Give hope to others.


Michael J Griffin
Founder of ELAvate
Leadership Coach
John Maxwell Team Founder

Inspiring Quotes to Motivate You Through Crisis and Change

By Michael J Griffin

Inspiring quotes by authors of famous people that I respect motivate me to reach my full potential, fail forward, or change through times of crisis. Here are quotes to inspire you as a leader through this Covid crisis. Read and be inspired!

“When written in Chinese, the word crisis is composed of two characters — one represents danger, and the other represents opportunity.” John F. Kennedy

“Never let a serious crisis go to waste. And what I mean by that it’s an opportunity to do things you think you could not do before.” Rahm Emanuel

“In every crisis, doubt or confusion, take the higher path – the path of compassion, courage, understanding and love.” Amit Ray

“Sometimes you need a little crisis to get your adrenaline flowing and help you realize your potential.” Jeannette Walls

“Change is inevitable. Growth is optional.” Dr. John Maxwell

“Life is 10% what happens to me and 90% of how I react to it. ”Dr. John Maxwell

“A winner is a dreamer who never gives up.” Nelson Mandela

“Difficulties break some men but make others. No axe is sharp enough to cut the soul of a sinner who keeps on trying, one armed with the hope that he will rise even in the end.” Nelson Mandela

“Only the wisest and stupidest of men never change.” Confucius

“In any given moment we have two options: to step forward into growth or step back into safety.” Abraham Maslow

“Real grit is your ability to persevere through the roughest conditions, the worst storms, and beat the odds piled against you.” Scott Allan

“Only those who will risk going too far can possibly find out how far one can go.” T.S. Eliot

“Strength does not come from physical capacity, it comes from indomitable will.” Mahatma Gandhi

“The key to realizing a dream is to focus not on success but on significance–and then even the small steps and little victories along your path will take on greater meaning.” Oprah Winfrey

“When obstacles arise, you change your direction to reach your goal; you do not change your decision to get there.” Zig Ziglar

“Success is stumbling from failure to failure with no loss of enthusiasm.” Winston S. Churchill

“There are two primary choices in life: to accept conditions as they exist, or accept the responsibility for changing them.” Denis Waitley

“Failure should be our teacher, not our undertaker. Failure is delay, not defeat. It is a temporary detour, not a dead end. Failure is something we can avoid only by saying nothing, doing nothing, and being nothing.” Denis Waitley

“Life shrinks or expands in proportion to one’s courage.” Anais Nin

“Believe in yourself. You are braver than you think, more talented than you know, and capable of more than you imagine.”  Roy T. Bennett

Meditate and reflect on these quotes. How might they give you courage, hope and motivation to grow at this time in your life? What changes do you need to make to fail forward or move forward towards a life of significance?

Have a great week changing your life for the better!

Michael J Griffin
A Leader who Fails Forward
Founder of ELAvate
John Maxwell Team Founder

The Attributes of a Good Post Covid Leader



By Michael J Griffin

3 minute read

Covid causes change. You must change as a leader. Keep up your coaching and problem solving skills but cultivate these attributes in yourself and others through this Covid crisis. Demonstrate these attributes to lead, inspire and give hope. Here they are:

Be Present. John Quincy Adams, the sixth President of the United States, said “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” To do this you must “show up” to “be present” with your team. You have to show them daily that you “walk the talk” on guiding them through this turbulence. The best leaders I know make it a daily habit to hold a virtual “kick off” meeting every morning with their team. Showing up daily and being present for your team gives them direction, motivation and hope for the future.

Listen Well. In times of stress, we need to listen better. This means asking more questions to determine the what why how and circumstances to solve problems and move forward. Listening also requires patience. Learn to slow down, don’t be judgmental to listen better. “We have two ears and one mouth, so we should listen more than we say,” said Zeno of Citium.

Up Your EQ. Covid is changing you, changing people and the environment around you. Virtual communication is two dimensional making communication more difficult. This environment requires you to have a high EQ.  “Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behaviors and relationships,” says Travis Bradberry.Grow your capability to recognize your own emotions, the emotions of others, to respond in a healthy manner that develops healthy relationships. Use your EQ to guide and manage yourself to adapt to the new environments that Covid presents to achieve your goals.

Show Empathy. These times are stressful for most people. Rather than only focus on meeting KPI’s, focus on showing empathy from the heart to others and their problems and issues. Take time to listen and ask questions about others’ family and work life and demonstrate you care by showing sincere empathy. “No one cares how much you know, until they know how much you care,” said President Theodore Roosevelt.

Be Teachable. Covid is accelerating change. Be teachable and open to new ways of doing things. Don’t be the victim, critic or bystander but be a teachable leader who learns to become even more successful through the Covid crisis. Think…what do you need to learn now to grow in success? “Just be silent, humble and teachable. If you ever think you know it all, that is the beginning of your troubles,” says Israelmore Ayivor.

Think Like there is No Box. The “box” you live in and work in has changed. “Don’t think outside the box. Think like there is no box,” says Ziad K. Abdelnour. What boundaries, rules, emotions, relationships and processes are holding you back from changing? Which need to be eliminated? Jump out of the you self-imposed box and see how you can be more successful through Covid change.

Be Strategic. “Strategy without tactics is the slowest route to victory. Tactics without strategy is the noise before defeat.” Sun Tzu. Your company or life vision may have to change through Covid. Move beyond daily survival tactics to revising the mission, vision, strategy and goals of your team, your company  or your life. After confirming your mission and vision post Covid, use strategy mapping to chart the new course you and your company will take. The set out the goals and tactics to achieve victory.

These leadership attributes have helped me weather and grow to success through life, and, yes, I have had many! Make them part of you and see how you grow and inspire others to achieve in times of tribulation.

Have a great week.

Michael J Griffin
John Maxwell Team Founder
ELAvate Master Coach

Be a Work From Home Dad Who Leaves a Legacy!

By Michael J Griffin
Father and Grandfather
Founder of ELAvate

Many of us have been working at home while being surrounded by our kids. A blessing and sometimes a disturbance. I believe it is a blessing that dads, who may be normally focused on working and their career, have this very opportune time in Covid working from home to:

“Be the Dad You are called to Be – Leave a Legacy.”


“Kids Always Love Mommy but Follow Daddy”

Mothers, don’t get me wrong! In my long career of coaching many male executives, I have seen that the men need more support to focus on being a great dad. Moms are great at raising kids!

What inspired me to write this blog? The death of a great dad named Melvin Maxwell who lived to the age 98. He was Dr. John Maxwell’s father had the greatest impact on John’s life. Why? Melvin saw his calling was to nurture and develop his children so when they launch out in life, they will reach their full potential. Melvin had no regrets as a father.

Melvin Maxwell left a legacy. What legacy are you leaving in your kids?

Many men have been brainwashed to believe their first calling is to be the bread winner or rice bowl for their family. Not true! If you are a parent, father or mother, you first calling is to be a loving, nurturing parent to your kids.

Dads! Don’t regret later in life (or on your death bed) you did not spend enough time with your kids when they were growing up.

There is a song about a dad who regrets not spending time with his son. The tune is by Harry Chapin called “Cat’s in the Cradle.” Listen to the video and pay attention to the lyrics. Are you like Harry’s dad?

Click image to play the video

Dads! Working from home is your opportunity to grow as a dad who loves and nurtures your kids to be successful and significant in their lives!

I have worked from home since 1999 and raised two daughters Jade and Jasmine and now help nurture my granddaughter Lara Mei. I have made a few mistakes in the parenting journey but I have no regrets of the legacy I will leave.

Many mentors who guided and blessed me to be a better dad. I have also learned from my own fatherly mishaps and successes. The lessons and ideas to be a great dad are captured in the booklet I wrote called “Dads, Be the Leader for Your Children!” This booklet is all applications for you to be Dad:

  • The Hero
  • The Leader
  • Who Loves
  • Who is Available
  • Who Disciplines
  • Who is Humble

Download the booklet here. Have an enjoyable read and begin to apply (while working at home) how to be the dad who leaves a powerful positive legacy in your children.

Be a Melvin Maxwell. Have no regrets as a dad but celebrate the legacy you will leave through your children!

Michael J Griffin
Founder ELAvate
John Maxwell Team Founder
Now a Granddad – The second round is easier!

The 5 R’s for Post Covid Success Review, Reflect, Rejoice, Recalibrate and Renew




By Michael J Griffin

4 minute read

How many of us, in January, had developed great plans and set exciting goals for 2020? Then Covid hit. It’s half year so why not prepare for a much better second half in 2020? How might you do this?

Review your life, your work and personal situation as of this half year.
Reflect on how your life has changes, how you have coped or adapted.
Rejoice for the changes that have happened in Covid to improve my life.
Recalibrate your life, your goals, your competence to be a better leader.
Renew your attitude and commitments for a more successful second half.

Review. Last week I reviewed my life and saw what a wreck my vision and goals were for 2020. I also reviewed how my career and my relationships have changed through Covid. I have goals across Family, Spiritual, Career, Learning and Growth, Finance,  Volunteering and Health. Over 50% of my goals needed to change for the remainder of 2020! Like a captain in a storm, I realized I have to adjust and trim my sails to make through this Covid storm. What has remained rock solid is my mission and values in my life. My ship is still headed for the harbour.

Reflect. Covid has given me more time for me to practice mindfulness and meditation. The change in life pace has allowed me to slow down and reflect on where am I in life, how healthy are my relationships, how have I been blessed, and where might I be headed in the post Covid journey of life.

Rejoice. Many changes through 2020 Covid may have been positive for you. Count your blessings and positive changes in your life. In my life, I have been able to up my cycling mileage and lose 9kg, I am much safer as an elderly man in Singapore, I have learned new virtual skills, and I have strengthened my relationships in my work and family. But my greatest joy is that I have moved in with my two daughters and lovely grand daughter Lara Mei Griffin. Why not take time today and rejoice on what positive changes have made your life better?

Recalibrate. Post Covid will certainly be different. You will have to recalibrate key areas of your life: job and skills, goals for the second half, change or adjust relationships, your health, and of course, your own attitude to post Covid life. Recently, I coached 20 senior managers for a multinational company on how they will lead others and meet their post Covid goals for the remainder of 2020. It was insightful to see the range of attitudes and how these managers recalibrated to be even more successful in 2020. Part of this coaching project was to do a 360/180 degree survey, review their DISC profiles to gain insight in their leadership styles and competence during this time of stress and change. Change causes you to change, I suggest you might want to do a DISC profile, a Strength Finder Profile, and even a 360 to give deep insight of how you are adapting. The finally recalibrate your second half goals for 2020 across these areas: Family, Spiritual, Career, Finance, Learning and Growth, Volunteering and Health.

Renew. Time waits for no one, even in this Covid Crisis. After you have recalibrated your new goals and cultivated a positive attitude to get through Covid, be the captain of your life and put your stronger ship out to sea! Don’t stagnate in the “pity port.” This may mean some uncomfortable or even risky changes in your journey and your life destination: a new career, a move to a new company or even country, and renewed stronger “crew” of relationships to travel with you in your life journey. Start by renewing your life for a better second half in 2020. You will be glad you did.

Books for Life Changes:

  • What Color is My Parachute by Dr. Richard Bolles
  • Take the Leap by Sarah Bliss
  • Half Time by Bob Buford (Christian)
  • Pivot by Jenny Blake
  • Coach Yourself to a New Career by Talane Meidaner

And you may email for career and life calling advice

I hope you have a great second half!

Michael J. Griffin
Founder ELAvate!
John Maxwell Coach
TTISI Partner

I Continually Need to Take Initiative to Be Inclusive

By Michael J Griffin

The global pandemic has magnified the differences between races, ethnic groups and “suku” across the world. In my state where I was born, Michigan, African Americans are dying from Covid at about double the rate of white people. I do not need to elaborate on the recent deaths due to chokeholds or arresting people in prone position. And I do remember the day Martin Luther King was killed and how myself and another African American utility worker grieved over his death.

I am blessed that I have lived in South East Asia for over forty years and seen how races can live, work, collaborate and respect each other. My experience as a trainer coach with people of many races has humbled me to accept and respect others different than me.

I do know from my own daily experience that being respectful and inclusive requires my personal initiative and openness to accept and respect others as God made them.  It requires suspending judgements on others different than me and be wary of the amygdala activation in my brain telling me otherwise.

See this article in Psychology Today magazine “Racism and the Brain:

I remember when my oldest daughter was 2 years old. I showed her a photograph of three babies, one Asian, one white, and one African American. I asked her, “Which baby is the prettiest?” I waited for her answers as she looked at the photo. She said, “All the babies are pretty.” Whew!

Take the quiz below:

Fill in the blanks with what comes to your mind:

  1. _________ are all lazy people.
  2. _________ are unclean and dirty people.
  3. _________ never make good businesspeople
  4. If caught between a ________ and a cobra, kill the _______ first.
  5. ___________ can never be trusted, all they want is to make money.
  6. My people /country are certainly superior to _____________.

How did you do on the quiz? What races or ethnic groups came to your mind?

Racism is learned. Racism can be unlearned but it takes effort.

Every day I read The Daily Drucker, a compilation of Dr. Peter Drucker’s thoughts and ideas on management and organizations. Today, June 25th is from “Concept of the Corporation, written in 1946. Read below:

  Human Dignity and Status

Peter Drucker in 1946 

It is perhaps the biggest job of the modern corporation—to find a synthesis between justice and dignity, between equality of opportunities and social status and function. The modern corporation as a child of laissez-faire economics and of the market society is based on a creed whose greatest weakness is the inability to see the need for status and function of the individual in society. In its refusal to concern itself with the unsuccessful majority, the market society was a true child of Calvinism with its refusal to concern itself with the great majority that is not elected to be saved. Following the English philosopher Herbert Spencer, this belief is now expressed usually in the language of Darwinian “survival of the fittest” rather than in theological terms. But this does not alter the fact that the philosophy of the market society only makes sense if the unsuccessful are seen as “rejected by the Lord” with whom to have pity would be as sinful as questioning the decision of the Lord. We can only deny social status and function to the economically unsuccessful if we are convinced that lack of economic success is (a) always a person’s own fault, and (b) a reliable indication of his or her worthlessness as a human personality and as a citizen.

Drucker’s Action Point: Provide dignity to everyone you work with simply because

they are human beings.

 How might we provide dignity to all we interact with? When I train leadership, I often teach Jack Zenger’s “Basic Principles.” These 6 are the behaviors and attitudes that are the foundation for treating all human beings with respect. Their basis is “Do unto others as you want done to you.” Here are the 6 “Basic Principles for Inclusivity” (with my input) below:

  • Focus on the issue, situation or behavior, not the person, his race or creed.
  • Maintain the self-confidence and self-esteem of people different than you.
  • Maintain constructive relationships with all you meet.
  • Take the initiative to make things better – be inclusive and take personal action.
  • Lead by example – Let your actions speak of respect to others who are different.
  • Think beyond the moment. What are the consequences of your interaction with other races?

Start today as Drucker says “Provide dignity to everyone you work with simply because they are human beings.” Be an example to all you meet that you are a global citizen who respects people of different color, race, religion and sex.

Give Hope. Be Courageous. Lead by Example.

Michael J Griffin
Founder ELAvate
John Maxwell Team Founder
Trompenaars Cross Cultural Consultant

Prevent Burnout Based on Your Communication Style

It’s a well known fact that many workers want the ability to work remotely. In 2019, 71% of workers said they would quit their jobs if another employer offered them flexible scheduling, according to ExecuSearch. Still, some businesses hesitated to pursue this option for fear of change and less productivity.

Now that the COVID-19 pandemic forced a majority of the workforce into quarantine, many businesses are seeing that working remotely saves time, money and resources. Many are deciding to stay remote permanently, even after the health threat subsides.

Working from home has plenty of benefits in the right circumstances, but it also has the potential to accelerate burnout in every behavioral style. Burnout was a common problem in the workplace before the pandemic; one study from 2018 reported that almost 40 percent of workers surveyed were ready to quit their jobs because of burnout.

That risk has only increased in current times; add on the economic difficulties, stress about health, and strain of social distancing, and then completely flip the day-to-day schedule by changing to remote work. You have the perfect recipe for burnout in 2020.

Don’t panic yet! The good news is that by focusing on the factors you can control, you will be able to improve your working environment and day-to-day experiences. Get ahead of burnout while working remotely by watching for these warning signs, for each behavioral style.

Direct Communicators (High D): Pushing Yourself Past Your Breaking Point

Direct High D DISC IconDirect communicators are known for their fast pace, task oriented work style, and ability to churn and burn. This fast pace is great for achieving tasks and setting goals, but it will eventually overwhelm you and your team without awareness in place.

“I think Ds may be prone to not taking breaks, just powering through. They also may have such a sense of urgency that if they check emails when they are ‘off the clock’ they are likely to respond and start working right then,” said Favor Larson, a senior Business Development Consultant who herself has a 100 percent D score. “They may also possibly neglect the social side of work, since they are not in the office. They no longer have those ‘accidental’ run-ins with people, so they now may find their relationships fall to the side. They should be aware that they may end up feeling disconnected if they do not proactively reach out to connect socially.”

Solution: Tune In, but Log Off!

Pacing yourself might be harder than ever, but you need to slow down. Do this by scheduling breaks into your work day, reaching out to your team members to connect, and setting hard stops on your day.

Don’t let yourself work past your regular sign off! If this is frustrating, just remember these boundaries are ensuring you can take care of yourself, your work, and your team. Keep that perspective in mind.

Reflective Communicators (Low D): Avoiding Conflict Creates Conflict

Reflective Low D DISC IconReflective communicators are cooperative, lowkey and modest. In the best of times, they avoid confrontation and conflict, so right now, they are particularly challenged to speak up. The addition of more communication tools like instant messaging open up another avenue of misunderstanding, since conflict or disagreement can feel very personal to reflective communicators.

Working from home makes initial conflict easy to avoid due to email and the lack of in-person communication, but that avoidance will cause problems down the road. Reflective people also might not feel heard in a virtual environment, and this disconnect will prevent helpful feedback.

Solution: Get Some Clarity

Reflective people need to speak up for themselves to prevent burnout. By taking that proactive first step, they can set up a better foundation of interaction.

They can do this by having important conversations ‘in person’ as much as possible to avoid misunderstanding. Don’t be afraid to ask for further clarification at the end of the meeting— don’t let it end without getting the next step confirmed. Over-communication right now is ideal.

Another important part of staving off burnout for reflective communicators is to give themselves a break! Much of the conflict they are struggling with is likely imagined or exaggerated by their own anxieties. Being a little more direct will help this issue immensely, but low Ds need to make sure they aren’t too hard on themselves.

Outgoing Communicators (High I): No People = No Productivity

Outgoing High I DISC IconOutgoing communicators are energetic, enthusiastic, and conversational. It might be easiest to understand why these people are having a hard time right now, since they thrive on interaction and relationships. The loss of water-cooler chat in the office combined with social distancing and no public connection are hitting them hard.

High Is are also agile and tend to jump between projects, but this distractibility is an issue while working from home, since kids, pets, household tasks, and everything else you can think of are competing for their attention.

Solution: Work Hard, Then Play Hard

Outgoing communicators need to hold themselves to high standards and a strict schedule. The Pomodoro method is a great strategy to utilize; high concentrated bursts of productivity followed by small breaks keep high Is interested and engaged. If you’re a high I, make sure to schedule time with coworkers, friends and family to check in and get the face to face contact you crave, even if it’s on a Zoom call. Utilize video chat whenever possible to stay connected.

Remember, the greatest strength of Outgoing communicators is their ability to connect with others and engage them! Their presence on your team will help everyone stay connected.

Reserved Communicators (Low I): Distancing is Too Easy

Reserved Low I DISC IconReserved communicators are controlled, reflective, and restrained. Social distancing is right in their comfort zone, and they’re most likely to be thriving right now working from home.

However, their comfort zone isn’t always a good thing! Low Is tend to withdraw into themselves, and without the regular schedule and enforced interaction of working together in the office, they might withdraw too far. This will cause miscommunication and disconnect from the team at large. Even though they’re comfortable with low levels of interaction, they still need some or they will burn out.

Solution: Stay Synced Up

If low Is are not up for lots of video calls and conferencing, luckily they have different options for communication while working remotely. Stay connected over an app like Slack, Mattermost, or G Chat with the team. This gives them some needed distance while still remaining available.

Reserved communicators need to push themselves to share more in meetings and in conversation. This will help their team stay connected and help them avoid turning too far inward. It will also help avoid miscommunication down the road.

Predictable Communicators (High S): Fast Pace Means Misery

Predictable High S DISC IconPredictable communicators are patient, reliable, and steady. They thrive with routine and a slower pace, so they are understandably struggling right now, as their work environment is turned upside down. They are feeling obligated to speed up their pace to remain agile and flexible, but that overextension will exhaust them in the long term.

Solution: Talk it Out

Communication is their not-so-secret weapon against burnout. By reinforcing clear objectives and sharing their questions, high Ss can make sure they are on the same page as their team. Predictable communicators can’t be afraid to share what they’re working on as well; by documenting both deadlines and achievements, they will bolster your confidence in themselves and reestablish a sense of completion when it comes to projects.

Dynamic Communicator (Low S): Too Many Tools

Dynamic Low S DISC IconDynamic communicators are active, flexible and fast moving. They are well positioned to handle our current situation, since their ability to refocus and shift their attention is well developed. When burnout hits, however, this ability overextends and turns into distractibility and a lack of concentration.

The influx of communication options is one of the reasons why this is such a problem— when Zoom, chat, email and phone calls are all firing off all day, the ability to focus and get work done falls to the wayside.

They can also get frustrated with other team members for not adjusting as quickly as they are, which breaks down communication. If a low S is not communicating their needs or expectations before pivoting, their frustration with their team will lower morale and result in burnout.

Solution: Narrow the Scope

Dynamic communicators need to figure out what tools work best for them and their team, and then move on— the latest update likely won’t make their job easier overall. Dynamic communicators also need to recognize that working from home isn’t a sprint; it’s a marathon. Leaning into the steadiness of the S behavioral trait will help them slow down and be thorough.

Compliant Communicator (High C): Broken Focus Means Burnout

Compliant High C DISC IconCompliant communicators are neat, conversative, and careful. They are at high risk of working through the day nonstop, without taking breaks or catching their breath. This rapid pace and internal pressure means worse concentration over time and increased anxiety.

Another contributing factor is the number of disruptions that derail High Cs. “I burnout over the number of video calls held during the day, whether scheduled or impromptu,” shared Carol Mettenbrink, one of our Senior Business Development Consultants. “They take time away from my ability to stay focused on project work. I’m also constantly doing research to make sure I am ‘up’ on the latest information of how the pandemic is progressing and trying to make sense of it all.”

Solution: Take Breaks and Set Boundaries

Compliant communicators need to set boundaries during the day and reconnect later. It’s ok to say no to a call if they are in the middle of something! In the office, they likely were comfortable asking for a later conversation if someone popped in and interrupted them; doing the same thing over chat is perfectly acceptable.

High Cs tend to be strict in their expectations of themselves and others; so they need to turn that strictness towards respecting boundaries with themselves. Schedule in time to take breaks and honor that schedule.

Pioneering Communicators (Low C): Too Ready to Roll

Pioneering Low C DISC IconPioneering communicators are uninhibited, independent, and instinctive. Their visionary thinking and free flowing work style are great for the big picture, but can be difficult in practice while working remotely.

Low Cs don’t like slowing down— they want to keep moving to the next project or process. This will cause fatigue while working from home because this willingness to jump around on projects results in unfinished work and more work in the long run.

Solution: Pace Yourself

Pioneering communicators need to be patient with themselves and others in this time. Their ability to pivot and focus on the future is crucial for the team’s success, but that can’t come at the cost of the rest of their schedule. They should work on completing tasks and waiting for all of the information they need.


The number one thing each behavioral style can do to avoid burnout is focus on increasing communication.


The Author

Jaime Faulkner

Jaime believes authenticity and storytelling are the keys to successful marketing. As a graduate from the Hugh Downs School of Human Communication, she loves finding and connecting narratives. When she’s not at work, she’s psychoanalyzing contestants on The Bachelor, painting, listening to podcasts, or playing tabletop RPGs.

Leadership Virtual Training Webinar

Dear ELAvate Friends,

Just checking in to see how well you are doing in this Covid Crisis. Are you still leading your team as effectively as before, or are you finding more challenges with virtual communication?

To help better serve your leadership needs, we would love to share more valuable insights with you!

Here’s a quick reminder that ELAvate’s pioneer virtual training seminar will take place June 11th, 2020 on Zoom Platform at 11:00 am Singapore Time. This 1 hour webinar would be on:

“Good Leaders Ask Great Questions: The 6 Questions for Effective Business Discussions.”
Learn how to improve your leadership just by practicing good effective questions in your communication. You will explore the benefits and disadvantages of each and practice application of each question using live examples. Master these questions to be an effective leader in listening, communicating and problem solving today!

The webinar is now open for registration and details for login will be sent to your email upon confirmation of registration. Slots are limited, so start registering while you can.

ELAvate is honored to serve and support you as our client.
Keep Learning. Keep Growing. Keep Performing.

Yuko Tan
ELAvate GM Singapore
ELAvate Certified 6E Coach
ICF Provisional Coach

How are You Coping and Growing Through the Covid Crisis?

Dear ELAvate Friends,

Covid is causing you to change. These changes can make you a better leader, a better spouse, and even a better parent. How are you growing or coping through this Covid changes and maintaining healthy relationships?

My good friend, Dr. Fons Trompenaars (HBR calls him a top expert in culture), has developed a very insightful, research based Covid Resilience Profile that gives you feedback on your ability to cope, grow and change through the Covid crisis across the following:

Seven Covid Resilience Dimensions:

  • Time -How you deal with lockdown
  • Compliance– How you comply with authority’s Covid restrictions
  • Inside Out – How you develop your view of Covid changes to cope
  • Cooperation – How do you collaborate with others through Covid
  • Moments of Truth – How is your trust level to specialists of Covid
  • Leadership – How well do reconcile your organization’s needs with needs of team
  • Emotions – How well do you combine scientific opinion with your gut feeling

Take the Covid Resilience Profile by clicking on this link:

The CR profile results are confidential and do not require your name. After receiving your CR profile and the interpretation of your Covid Resilience, you may contact me directly if you need help with your “Covid Resilience.” My email is

You are encouraged to send this email and Free CR profile link to as many people you want: staff, team members, or family. It is our way of supporting you and those in your circle of influence to maintain healthy relationships and come out a stronger leaders through this Covid crisis.

Just give credit to Dr. Trompenaars and ELAvate Training.

Those of you that want to delve deeper into Covid and Culture may listen to Fon’s audio link on resilience in Covid.

Dr. Trompenaars and the ELAvate Team are committed to your health and growth through this crisis. Keep Safe. Keep Learning. Keep Growing.

Michael J Griffin
THT Cross Cultural Consultant since 1995
ELAvate Leadership Coach

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Michael       Amit            Anne

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